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District Board Agenda Packet July 06, 2017
�W o� 1950 SOUTH TAHOE PUBLIC UTILITY DISTRICT REGULAR BOARD MEETING AGENDA Thursday, July 6, 2017 - 2:00 p.m. District Board Room 1275 Meadow Crest Drive, South Lake Tahoe, California Richard Solbrig, General Manager Shannon Cotulla, Assistant General Manager Randy Vogelgesang, President BOARD MEMBERS Kelly Sheehan, Vice President Chris Cefalu, Director James R. Jones, Director Duane Wallace, Director 1 . CALL TO ORDER REGULAR MEETING - PLEDGE OF ALLEGIANCE (At this time, please silence phones and other electronic devices so as not to disrupt the business of the meeting.) 2. COMMENTS FROM THE AUDIENCE (This is an opportunity for members of the public to address the Board on any short non -agenda items that are within the subject matter jurisdiction of the District. No discussion or action can be taken on matters not listed on the agenda, per the Brown Act. Each member of the public who wishes to comment shall be allotted five minutes, and no more than three individuals shall address the some subject.) 3. CORRECTIONS TO THE AGENDA OR CONSENT CALENDAR (For purposes of the Brown Act, all Action and Consent items listed give a brief description of each item of business to be transacted or discussed. Recommendations of the staff, as shown, do not prevent the Board from taking other action.) 4. ADOPTION OF CONSENT CALENDAR (Any item can be removed to be discussed and considered separately upon request. Comments and questions from members of the public, staff or Board can be taken when the comment does not necessitate separate action.) 5. CONSENT ITEMS BROUGHT FORWARD FOR SEPARATE DISCUSSION 1 ACTION 6. ITEMS FOR BOARD ACTION a. Union Memorandum of Understanding effective June 29, 2017 (Nancy Hussmann, Human Resources Director) Approve Union Memorandum of Understanding for the term of June 29, 2017, through June 23, 2021. b. Management Staff Memorandum of Understanding effective June 29, 2017 (Nancy Hussmann, Human Resources Director) Approve Management Staff Memorandum of Understanding for the term of June 29, 2017, through June 23, 2021. C. 2015 Luther Pass Power and Control Project (Julie Ryan, Principal Engineer) Approve Change Order No. 7 to Thomas Haen Company in the amount $159,212.11 REGULAR BOARD MEETING AGENDA - July 6, 2017 PAGE - 2 d. Solar Feasibility Study (Shannon Cotulla, Assistant General Manager) Approve Task Order No. 1 with Sage Renewables to conduct a solar feasibility review at the Waste Water Treatment Plant. e. Approve Payment of Claims (Debbie Henderson, Accounting Manager) Approve Payment of Claims in the amount of $2,366,464.63 7. STANDING AND AD-HOC COMMITTEE REPORTS (Discussions may take place; however, no action will be taken.) 8. BOARD MEMBER REPORTS (Discussions may take place; however, no action will be taken.) 9. EL DORADO COUNTY WATER AGENCY PURVEYOR REPORT 10. GENERAL MANAGER REPORT (Discussion may take place; however, no action will be taken.) a. Public Outreach 11. STAFF/ATTORNEY REPORTS (Discussions may take place; however, no action will be taken.) a. Fallen Leaf Lake Vacuum Valve Station No. 4 Update - (Doug Van Gorden, Underground Sewer Repair Supervisor) b. Tahoe Keys Sewer Update - (Doug Van Gorden, Underground Sewer Repair Supervisor) C. Diamond Valley Ranch Inverted Syphon Update - (Jim Hilton, Water Reuse Manager) d. Lead Testing of Water in Schools - (Terry Powers, Lab Manager) e. Association of California Water Agency Region 3 Board Elections - (Shannon Cotulla, Assistant General Manager) f. Water Conservation Regulation Update - (Shannon Cotulla, Assistant General Manager) 12. NOTICE OF PAST AND FUTURE MEETINGS/EVENTS Past Meetings/Events 06115117 - 2:00 p.m. Regular Board Meeting at the District 07/04/17 - 4th of July Holiday, District Offices Closed Future Meetings/Events 07114117 - 9:00 a.m. City Ad -Hoc Committee Meeting at the District 07117117 - 3:30 p.m. Operations Committee Meeting at the District 07117117 - 8:00 a.m. Employee Communications Committee Meeting (Vogelgesang Representing) 07120117 - 2:00 p.m. Regular Board Meeting at the District DJOURNMENT (The next Regular Board Meeting is Thursday, July 20, 2017, at 2:00 p.m.) The South Tahoe Public Utility District Board of Directors regularly meets the first and third Thursday of each month. A complete Agenda packet is available for review at the meeting and at the District office during the hours of 8:00 a.m. and 5:00 p.m., Monday through Friday. A recording of the meeting is retained for 30 days after Minutes of the meeting have been approved. Items on the Agenda are numbered for identification purposes only and will not necessarily be considered in the order in which they appear. Designated times are for particular items only. Public Hearings will not be called to order prior to the time specified, but may occur slightly later than the specified time. Public participation is encouraged. Public comments on items appearing on the Agenda will be taken at the some time the Agenda items are heard; comments should be brief and directed to the specifics of the item being considered. Please provide the Clerk of the Board with a copy of all written materials presented at the meeting. Comments on items not on the Agenda can be heard during "Comments from the Audience;" however, action cannot be taken on items not on the Agenda. Backup materials relating to an open session item on this Agenda, which are not included with the Board packet, will be made available for public inspection at the same time they are distributed or made available to the Board, and can be viewed at the District office, at the Board meeting and upon request to the Clerk of the Board. The meeting location is accessible to people with disabilities. Every reasonable effort will be made to accommodate participation of the disabled in all of the District's public meetings. If particular accommodations are needed, please contact the Clerk of the Board at (530) 544-6474, extension 6203. All inquiries must be made at least 48 hours in advance of the meeting. REGULAR BOARD MEETING AGENDA - July 6, 2017 R neer 1950 SOUTH TAHOE PUBLIC UTILITY DISTRICT CONSENT CALENDAR July 6, 2017 ITEMS PAGE - 3 a. ANNUAL ADOPTION OF STATEMENT OF INVESTMENT POLICY (Debbie Henderson, Accounting Manager) Adopt Resolution No. 3062-17 to adopt the Statement of Investment Policy (supersedes Resolution No. 3033-16). b. COMPUTER EQUIPMENT FOR FISCAL YEAR 2017/2018 (Brian Bartlett, Network/Telecom Systems Administrator) Authorize purchase of computers and equipment budgeted for 2017/18 in the estimated amount of $56,600. c. TEMPORARY SURVEY INTERVIEWERS (Ivo Bergsohn, Hydrogeologist) Authorize staff to contract with Blue Ribbon Personnel Services for three temporary employees in the estimated amount of $29,000. d. POSSIBLE CELL TOWER ON ARROWHEAD WATER TANK SITE (Shannon Cotulla, Assistant General Manager) Authorize staff to begin discussions with cell tower providers for installing a tower on the Arrowhead Water Tank site. e. 300 KW GENERATOR, AL TAHOE PUMP STATION (Cliff Bartlett, Fleet/Equipment Supervisor) Authorize staff to: 1) Find that MTU Onsite Generators will be the sole brand for District generators less than 750 KW; and, 2) Authorize staff to go out to bid for one MTU 300 KW Generator and new switch gear. f. REGULAR BOARD MEETING MINUTES: June 15, 2017 (Melonie Guttry, Executive Services Manager/Clerk of the Board) Approve June 15, 2017, Minutes South Tahoe ✓ Ql5 Vrict General Manager Richard H. 5olbrig Directors Chris Cefalu James R. Jones Randy Vogelgesang Kelly Sheehan Duane Wallace 1275 Meadow Crest Drive • South Lake Tahoe - CA 96150-7401 Phone 530 54446474 • Fax 530 541-0614 • www.stpud.us BOARD AGENDA ITEM 4a TO: Board of Directors FROM: Debbie Henderson, Accounting Manager MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: Annual Adoption of Statement of Investment Policy REQUESTED BOARD ACTION: Adopt Resolution No. 3062-17 to adopt the Statement of Investment Policy (supersedes Resolution No. 3033-16). DISCUSSION: The present investment policy was adopted July 7, 2016. The policy requires annual review and adoption by the Board of Directors. The District Investment Advisor, PFM Asset Management LLC, has conducted a review of the policy and has minor recommended changes for 2017. SCHEDULE: Adopt Resolution No.3062-17 on July 6, 2017 COSTS: N/A ACCOUNT NO: N/A BUDGETED AMOUNT AVAILABLE: N/A ATTACHMENTS: Resolution No. 3062-17, Statement of Investment Policy Redline CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES {.� NO CHIEF FINANCIAL OFFICER: YES NO CATEGORY: Sewer/Water 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 RESOLUTION NO. 3062-17 A RESOLUTION OF THE BOARD OF DIRECTORS OF THE SOUTH TAHOE PUBLIC UTILITY DISTRICT ADOPTING A STATEMENT OF INVESTMENT POLICY AND SUPERSEDING RESOLUTION NO. 3033-16 BE IT RESOLVED, by the Board of Directors of the South Tahoe Public Utility District, County of EI Dorado, State of California, as follows: WHEREAS, the South Tahoe Public Utility District enters into various investments from time to time on behalf of the District as permitted by the California Government Code and the District's Investment Policy; and, WHEREAS, the South Tahoe Public Utility District staff wish to update the Statement of Investment Policy to enhance the South Tahoe Public Utility District's opportunities for prudent and systematic investments, to delegate the Chief Financial Officer as the investment officer of the District, and to update certain language according to the California Government Code; and, NOW, THEREFORE BE IT RESOLVED, by the Board of Directors of the South Tahoe Public Utility District that; The attached Statement of Investment Policy is hereby adopted and becomes a part of this Resolution by reference herein. WE, THE UNDERSIGNED, do hereby certify that the above and foregoing Resolution was duly and regularly adopted and passed by the Board of Directors of the South Tahoe Public Utility District at a regular meeting duly held on the 6th day of July, 2017, by the following vote: AYES: NOES: ABSENT: I ATTEST: Melonie Guttry, Clerk of the Board South Tahoe Public Utility District -3- Randy Vogelgesang, Board President South Tahoe Public Utility District Pf M April 28, 2017 Memorandum To: Paul Hughes, Chief Financial Officer Debbie Henderson, Accounting Manager South Tahoe Public Utility District From: Sarah Meacham, Managing Director Henry Sun, Senior Analyst PFM Asset Management LLC Re: Annual Review of Investment Policy We have completed our annual review of the District's Investment Policy (the "Policy"). As written, the Policy is in compliance with the sections of the California Government Code (the "Code") that govern the investment of public funds. We do, however, recommend that the District make a few changes to the Policy to incorporate a recent update to the Code. This memorandum explains our recommended revisions to the Policy. We have also attached a marked -up version of the Policy illustrating our recommendations. Recommendations Section VIII: Permitted Investments We recommend that the District update the credit rating language used in the Policy to reflect a recent revision to the Code. Senate Bill 974, which took effect on January 1, 2017, modified Code Sections 53601 et seq. to clarify that the Code's rating requirements specify the minimum credit rating category required at purchase, without regard to "+", "=' or 1, 2, 3 modifiers. This Code change simply codified the credit rating interpretation already used by most public agencies, including the District. This revision did not change the minimum ratings required by the Code for the different investment types. This revision applies to all of the Policy's sections that specify a credit rating requirement for purchase. We would be happy to discuss any questions regarding our recommended changes to the Policy. -4- SOUTH TAHOE PUBLIC UTILITY DISTRICT STATEMENT OF INVESTMENT POLICY I Statement of Intent This statement of investment policy is adopted to establish an overall policy and procedures for the management and investment South Tahoe Public Utility District's funds available for investment. This policy is effective as of its adoption by the Board of Directors. It will be reviewed by the Board and readopted at least once each year. II Scope of Policy This policy covers all funds and investment activities under the direct authority of the District. It does not cover funds related to funds held in a trust for retiree pension or medical benefits or District borrowing. The investments for debt issues are controlled by documents related to each debt issue. III Objectives The investment program shall be designed and managed with a degree of professionalism worthy of the public trust. The District's primary investment objectives, in order of priority, shall be: A Safety Safety of principal is the foremost objective of the District. Investments shall be made in a manner that first seeks to ensure the preservation of capital in the overall portfolio. And, second seeks to ensure that capital losses are avoided, whether they be from securities defaults or erosion of market value. B Liquidity The investment portfolio shall be structured to provide sufficient liquidity to enable the District to meet its cash flow requirements. An adequate percentage of the portfolio should be maintained in liquid short-term securities, which can be converted to cash if necessary to meet disbursement requirements. Since all cash requirements cannot be anticipated, investments in securities with active secondary or retail markets are highly recommended. Emphasis is on marketable securities with low sensitivity to market risk. C Yield The investment program shall be designed with the objective of attaining a market rate of return on its investments consistent with the constraints imposed by its safety objective and cash flow considerations. Yield should become a consideration only after the basic requirements of safety and liquidity have been met. IV Prudence The District adheres to the guidance provided by the "prudent investor rule," which states that when investing, reinvesting, purchasing, acquiring, exchanging, selling, or managing public funds, a trustee shall act with care, skill, prudence, and diligence under the circumstances then prevailing, including, but not limited to, the general C, J*gk",ly Ap1?[MN. l.wJ! lKM1w4 fil-CoilLMLOl look U99AUSVE\1m'csUn01L Policy —5— economic conditions and the anticipated needs of the agency, that a prudent person acting in a like capacity and familiarity with those matters would use in the conduct of funds of a like character and with like aims, to safeguard the principal and maintain the liquidity needs of the agency. Authorized individuals acting in accordance with this Policy and written procedures and exercising due diligence shall be relieved of personal responsibility for an individual security's credit risk or market price changes, provided deviations from expectations are reported in a timely fashion. V Delegation of Authority The Board of Directors has delegated management responsibility for the investment program to the Chief Financial Officer, who is designated as the Investment Officer of the District. This delegation is for a one-year period. Subject to review, the Board may renew the delegation of authority each year. In the Chief Financial Officer's absence, the Accounting Manager shall act as the Investment Officer. The Chief Financial Officer shall develop and maintain administrative procedures for the operation of the investment program, consistent with this investment policy. All participants in the investment process shall act as custodians of the public trust. Investment officials shall recognize that the investment portfolio is subject tolpublic review and evaluation. The overall program shall be designed and managed with a degree of professionalism that is worthy of the public trust. VI Internal Controls The Chief Financial Officer shall establish a system of internal controls, which shall be reviewed annually by the independent auditor. The controls shall be designed to prevent loss of public funds arising from fraud, error, misrepresentation, unanticipated market changes or imprudent actions. Controls deemed most important include: minimization of opportunities for collusion, separation of duties, separating transaction authority from accounting and record keeping, custodial safekeeping, avoidance of bearer -form securities, specific limitation regarding securities losses and remedial actions, written confirmation of all transactions, minimizing the number of authorized investment officials, documentation of transactions and strategies, and proper review and approval of brokerage accounts and investment transactions. VII Reporting The Investment Officer, or her designee, shall submit a monthly investment report to the Board of Directors. The monthly reports shall include all investments held by the District, and/or under the management of any outside party and shall include: a list of security transactions; the type of investment; issuer; date of maturity; par and dollar amount invested on all securities; current market value on all securities (including the source of this valuation); a statement that the portfolio is in compliance with this Policy or the manner in which it is not in compliance; and, a statement that the District has the ability to meet its expenditure requirements for the next 6 months or an explanation as to why sufficient money may not be available. C. UP..3 drift} 71q;6CClkbflgYryl�WJl*W. T.1plp)lWiy,1(I�R4q FilwCont v Outlook U95AUSVE,Inyc-1..1 Policy. ?o i7,J.diiw},I'�pt, �jC VIII Permitted Investments Sections 53600 et. seq. of the California Government Code provide basic investment limits and guidelines for government entities. Within the investments permitted by the Government Code, the District seeks to further restrict eligible investments as provided below. In the event an apparent discrepancy is found between this Policy and the Government Code, the more restrictive parameters shall take precedence. The Investment Officer shall invest District moneys as directed by this Policy and only in the investments specifically authorized in this section. Where this Policy specifies a percentage limitation for a particular security type or issuer, that percentage is applicable at the time the security is purchased. Credit criteria listed in this section refers to the credit rating at the time the security is purchased. A U.S. Treasury Instruments United States Treasury notes, bonds, bills or certificates of indebtedness, or those for which the full faith and credit of the United States is pledged for payment of principal and interest. B Federal Agency and Instrumentality Securities Federal agency or United States government-sponsored enterprise obligations, participations, or other instruments, including those issued by or fully guaranteed as to principal and interest by federal agencies or United States government-sponsored enterprises. The District should target a maximum allocation of 25% to callable Federal agency securities. C State of California Municipal Obligations Registered state warrants or treasury notes or bonds of this state, including bonds payable solely out of the revenues from a revenue-producing property owned, controlled, or operated by the state or by a department, board, agency, or authority of the state. Eligible investments shall be rated in a rating category of "A" for long-term, "A-1" for short-term, their equivalent, or better by one or more nationally recognized statistical -rating organization (NRSRO). D Other 49 States Municipal Obligations Registered treasury notes or bonds of any of the other 49 states in addition to California, including bonds payable solely out of the revenues from a revenue- producing property owned, controlled, or operated by a state or by a department, board, agency, or authority of any of the other 49 states, in addition to California. Eligible investments shall be rated in a rating category of "A" for long-term, "A-1" for short-term, their equivalent, or better by one or more NRSRO. E California Local Agency Municipal Obligations Bonds, notes, warrants, or other evidences of indebtedness of a local agency within this state, including bonds payable solely out of the revenues from a revenue-producing property owned, controlled, or operated by the local agency, or by a department, board, agency, or authority of the local agency. Eligible CzV* *L*ivAr40A (,oral Migoo11P/11%1Pn�.tFTNlli9 =00k Fil&Conlcnl Oollook U95AUSVEInr enol Poky 1017 j431haLFF" 1WC 3 _7� investments shall be rated in a rating s=ate n of "A" for long-term, "A-1" for short-term, their equivalent, or better by one or more NRSRO. F U.S. Corporate Debt Medium-term notes, defined as all corporate and depository institution securities with a maximum remaining maturity of five (5) years or less, issued by corporations organized and operating within the United States or depository institutions licensed by the United States or any state and operating within the United States. Eligible investments shall be rated in a ratinu category of "A;" gr its. uieq_ valent—or better by one or more NRSRO. A maximum of 30% of the District's portfolio may be invested in this category. G Negotiable Certificates of Deposit Negotiable certificates of deposit (CDs) issued by a nationally or state - chartered bank or a state or federal association or by a federally- or state - licensed branch of a foreign bank. Eligible investments shall be rated in a rating tate ory "A" for long-term, "A-1" for short-term, their equivalent, or better by one or more NRSRO. A maximum of 30% of the District's portfolio may be invested in this category. H Commercial Paper Commercial paper of "prime" quality of the highest ranking or of the highest letter and number rating as provided for by a NRSRO. The entity that issues the commercial paper shall meet all of the following conditions in either paragraph (1) or paragraph (2): (1) The entity meets the following criteria: (i) Is organized and operating within the United States as a general corporation. (ii) Has total assets in excess of five hundred million dollars ($500,000,000). (iii) Has debt other than commercial paper, if any, that is rated in a rating catggoi;v of "A" or higher, or the equivalent, by a NRSRO. (2) The entity meets the following criteria: (i) Is organized within the United States as a special purpose corporation, trust, or limited liability company. (ii) Has program wide credit enhancements including, but not limited to, over collateralization, letters of credit, or surety bond. (iii) Has commercial paper that is rated in a ratinggory of "A-1" or higher, or the equivalent, by a NRSRO. Eligible commercial paper shall have a maximum of 270 days or less and not represent more than 10% of the outstanding paper of an issuing corporation. A maximum of 25% of the District's portfolio may be invested in this category. Bank Deposits FDIC insured or fully collateralized demand deposit accounts, savings accounts, market rate accounts, time certificates of deposits in state or national banks located in California. As required by Government Code §53649, C. Uscrs•i "j,.Ap OA1A LKAl d1luL yl0. lyithlaxt rWga p5 imtok LS Fi1.,C.1.,1,Ou11ook_U95AUSVE�Inv U—t Policy 20I 7_rAlmA.VFM t]OLXP-FNi+P1.Y.MiW.aM..fA•iWNM 4 —8— the District shall have a signed contract with each financial institution with the District's funds on deposit. Any financial institution accepting the District's funds for deposit must comply with the requirements of Government Code §53630 et seq., including collateralization of deposits. The District may waive the collateralization requirements for any portion of the deposit that is covered by Federal deposit insurance. To be eligible to receive District deposits, the financial institution must have received a minimum overall rating "satisfactory" in its most recent evaluation of its record of meeting the credit needs of California communities, as required by Government Code §53635 et. seq. A maximum of 20% of the District's portfolio may be invested in time certificates of deposit. Bankers' Acceptances Bankers' acceptances which are otherwise known as bills of exchange or time drafts that are drawn on and accepted by a domestic commercial bank. Purchases are limited to issuers whose short-term debt is rated in a rating calel ory of A -1/P-1. Bankers' acceptances cannot exceed a maturity of 180 days. A maximum of 40% of the District's portfolio may be invested in this category. K State of California's Local Agency Investment Fund (LAIF) If the District has funds invested in LAIF, the District shall maintain on file LAIF's current investment policy and its requirements for participation, including limitations on deposits and withdrawals. In addition, the District_is shall review annually investment policies of LAIF to ascertain that its funds are invested in accordance with the District's investment objectives. Furthermore, the District shall review the provisions of these investment policies requiring internal controls on the investment process to ascertain that there is a division of responsibility in the investment procedures. L California Asset Management Trust A California common law trust established pursuant to Title 1, Division 7, Chapter 5 of the Government Code of the State of California. CAMP must be rated "AAAm" to be eligible for investment of District funds. M Money Market Funds Shares of beneficial interest issued by diversified management companies that are money market funds registered with the Securities and Exchange Commission under the Investment Company Act of 1940 (15 U.S.C. Sec. 80a-1 and following). The company shall have met either of the following criteria: (a) attained the highest ranking or the highest letter and numerical rating provided by not less than two nationally recognized statistical rating organizations and (b) retained an investment adviser registered or exempt from registration with the SEC with not less than five (5) years' experience managing money market mutual funds with assets under management in excess of five hundred million dollars ($500,000,000). A maximum of 20% of the District's portfolio may be invested in this category. Pl El Dorado County Pool C: U!p>f'. 1cbbicJAPPA"`['tKa1 Mi"Ztl �V J�� 1'gpr"M U: No Fi &Con Ma Owlook U95AUSVF1,i �cb-1 Poliv} 2014Jg.Ili-1 PFM.i 7(Wi.d�.w.lnwi�}V.+1. 5 —9— The District shall review at least annually the EI Dorado County investment pool to ascertain that its funds in these pools are invested in accordance with the District's investment objectives. The District shall also review the provisions of these investment policies requiring internal controls on the investment process to ascertain that there is a division of responsibility in the investment procedures. O Supranationals Formatted: Indent: Left: 0.38" United States dollar denominated senior unsecured unsubordinated obligations issued or unconditionally guaranteed by the International Bank for Reconstruction and Development (IBRD), International Finance Corporation (IFC), or Inter -American Development Bank (IADB), with a maximum remaining maturity of five years or less, and eligible for purchase and sale within the United States. Investments under this subdivision shall be rated in a rating cgtegory of "AA" or ; its equivalent_ -or better by at least one NRSRO. Purchases of supranationals shall not exceed 30 percent of the investment portfolio of the District. P Asset —Backed Securities Mortgage passthrough securities, collateralized mortgage obligations, mortgage-backed or other pay -through bonds, equipment lease -backed certificates, consumer receivable passthrough certificates, or consumer receivable -backed bonds of a maximum of five years' maturity. Securities eligible for investment under this subdivision shall be issued by an issuer havin"arated in a ratite categpiv of -"A," or its Nuivalent: or higher_-ffA4 g for the issuer's debt as provided and rated in a rating category of "AA" or its equivalent or better by at least one NRSRO. Purchase of securities authorized by this subdivision may not exceed 20 percent of the District's total portfolio. IX Prohibited Investments: Investments by the District in securities permitted by the California Government Code, but not specifically approved by this investment policy are prohibited without the prior approval of the Board. The District is prohibited from buying on margin or from speculative buying. Furthermore, the District is prohibited from investing in equity -linked securities or from entering into financial futures contracts, options, or swaps. However, the District may purchase U.S. government securities which are discount or securities bearing interest. In accordance with California Government Code §53601.6, the District shall not invest in inverse floaters, range notes, mortgage derived interest -only strips, or any security that could result in zero interest accrual if held to maturity. X Term of Investments The term of any investment may not exceed five years without express authority from Board of Directors received at least 90 days preceding the investment purchase. C:-V.ccrs debbic_��Ip [.,�, al.�lllnyW{1 %Vu Kkm. It4i+f.�.yxry h4gq" Film,Cunlcnl,O,(Io k'.U95AU$VEllnv slit cm Policy 21117_ralliJjcgi_PFM,g)CM- 6 -10- XI Diversification The investment portfolio shall be diversified to avoid incurring unreasonable and avoidable risks regarding specific security types or individual financial institutions. The portfolio shall also be diversified with respect to the term of individual investments purchased by the District. In addition to the percentage limitations specified in Section VIII Permitted Investments, the maximum amount of the portfolio the District may invest with any one issuer is 10%, excluding U.S. Treasuries, Federal Agencies, and pooled investments. XII Credit Rating Changes In the event a security held by the District is subject to a rating change that brings it below the minimum credit ratings specified in this Policy, the Investment Officer should disclose such information in the monthly investment report. XIII Safekeeping All cash and securities in the District's portfolio, including those that are being managed by the Investment Officer, shall be held in safekeeping in the District's name by a third party bank trust department, acting as agent for the District under the terms of a custody agreement executed by the bank and the District. All securities will be received and delivered using standard delivery versus payment (DVP) procedures, the District's safekeeping agent will only release payment for a security after the security has been properly delivered. The only exception to the foregoing shall be depository accounts and securities purchases made with: (i) local government investment pools; and, (ii) money market mutual funds, since the purchased securities are not deliverable. XIV Securities Dealers The District has authorized the Investment Advisor to use broker/dealers, which the Investment Advisor has selected in accordance with its written selection policy. The Investment Officer may also use broker/dealers meeting credit worthiness standards established by the Investment Officer. XV Ethics and Conflicts of Interest Officers and employees involved in the investment process shall refrain from personal business activity that could conflict with proper execution of the investment program, or which could impair their ability to make impartial investment decisions. Such employees and investment officials shall disclose to the District Board and the General Manager any material financial interests in financial institutions that conduct business within the District, and they shall further disclose any large personal financial/investment positions that could be related to the performance of the District's portfolio. C. �Ixlt',kfihicWppl}ef>f. d1fJ�. IjplaeJl LJ'lIMIYN*.)-gnglfyiV'.uW 1a. FiIu,�Coincnt, OnIlook U%AUSVEUmslnen I PeIicy �Oj�,ntlllnnl_PFMppC�O.FH:JW ' 7 now 1275 Meadow Crest Drive • South Lake Tahoe CA 96150-7401 Phone 530 544-6474 • Fax 530 541-0614 • www.5tpud.u5 BOARD AGENDA ITEM 4b TO: Board of Directors FROM: Brian Bartlett, Network/Telecom Systems Administrator MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: Computer Equipment for Fiscal Year 2017/2018 REQUESTED BOARD ACTION: Authorize purchase of computers and equipment budgeted for 2017/18 in the estimated amount of $56,600. DISCUSSION: Computers and servers will be purchased from vendors using the Western States Contracting Alliance (WSCA) or other government or purchasing coalition contracts that are competitively awarded. The WSCA and other purchasing contracts establish cooperative multi -state contracts in order to achieve cost effective and efficient acquisition of quality products and services. Staff finds these contracts to be very competitive. Staff is seeking authorization to purchase currently budgeted computer systems (see attached list). Purchases are staggered to coordinate installation workload and ensure the District receives the most up-to-date equipment. This item has been reviewed by the District's Purchasing Agent. As stated in the Purchasing Policy, these contracts qualify as meeting the formal public competitive bidding requirement. SCHEDULE: July 2017 -June 2018 COSTS: $56,600 ACCOUNT NO: Various, See attached BUDGETED AMOUNT AVAILABLE: $56,600 ATTACHMENTS: Budgeted account number and amounts with descriptions CONCURRENCE WITH REQUESTED ACTION:/ GENERAL MANAGER: YES rlLl'I��NO CHIEF FINANCIAL OFFICER: YES _lp CATEGORY: Sewer/Water General Manager Richard H. 5olbrig Directors ChrisCefalu TJames Suth R. Jones O Randy Vogelgesang Public Utility District Kelly Sheehan Duane Wallace 1275 Meadow Crest Drive • South Lake Tahoe CA 96150-7401 Phone 530 544-6474 • Fax 530 541-0614 • www.5tpud.u5 BOARD AGENDA ITEM 4b TO: Board of Directors FROM: Brian Bartlett, Network/Telecom Systems Administrator MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: Computer Equipment for Fiscal Year 2017/2018 REQUESTED BOARD ACTION: Authorize purchase of computers and equipment budgeted for 2017/18 in the estimated amount of $56,600. DISCUSSION: Computers and servers will be purchased from vendors using the Western States Contracting Alliance (WSCA) or other government or purchasing coalition contracts that are competitively awarded. The WSCA and other purchasing contracts establish cooperative multi -state contracts in order to achieve cost effective and efficient acquisition of quality products and services. Staff finds these contracts to be very competitive. Staff is seeking authorization to purchase currently budgeted computer systems (see attached list). Purchases are staggered to coordinate installation workload and ensure the District receives the most up-to-date equipment. This item has been reviewed by the District's Purchasing Agent. As stated in the Purchasing Policy, these contracts qualify as meeting the formal public competitive bidding requirement. SCHEDULE: July 2017 -June 2018 COSTS: $56,600 ACCOUNT NO: Various, See attached BUDGETED AMOUNT AVAILABLE: $56,600 ATTACHMENTS: Budgeted account number and amounts with descriptions CONCURRENCE WITH REQUESTED ACTION:/ GENERAL MANAGER: YES rlLl'I��NO CHIEF FINANCIAL OFFICER: YES _lp CATEGORY: Sewer/Water Subtotal $ 20,000.00 1 $ Total 1 $ 56,600.00 1 $ 2017/2018 PC/La top Purchases Department Type Position Account Number PO Number Purchased Date Budgeted of Item to be Amount Actual Cost Requisition Date Replaced Accounting PC Scanner 50/50 34-4845 $ 1,200.00 Accounting PC Grants 50/50 34-4845 $ 1,200.00 Administration PC Melonie Guttry 50/50 34-4845 $ 1,200.00 Administration PC Richard Solbrig 50/50 34-4845 $ 1,200.00 Customer Service PC CS Staff 50/50 34-4845 $ 1,200.00 Customer Service PC CS Staff 50/50 34-4845 $ 1,200.00 Electrical PC Electrical Supervisor 50/50 34-4845 $ 1,200.00 Electrical LT Field Electrical Crew 50/50 34-4845 S 3,000.00 Electrical LT Field Electrical Crew 50/50 34-4845 $ 3,000.00 Finance PC Susan Rasmussen 50/50 34-4845 $ 1,200.00 Finance PC Paul Hughes 50/50 34-4845 $ 1,200.00 Heavy Maintenance PC Kyle Schrauben 50/50 34-4845 $ 1,200.00 Heavy Maintenance PC Jay Alsbury 50/50 34-4845 $ 1,200.00 Information Technology PC Brian Bartlett 50/50 34-4845 $ 1,200.00 Inspections Dock Only Bill Otto 50/50 34-4845 $ 200.00 Inspections WS ->LT w/Dock Daniel Huber 50/50 34-4845 $ 4,000.00 Laboratory PC LAB STAFF 50/50 34-4845 $ 1,200.00 Laboratory PC Terry Powers 50/50 34-4845 $ 1,200.00 SCADA PC SCADA 50/50 34-4845 $ 1,200.00 UR Sewer LT Field LEADMAN 50/50 34-4845 $ 3,000.00 UR Sewer LT Field Doug Van Gorden 50/50 34-4845 5 3,000.00 UR Water IPC Tony Prieto 50/50 34-4845 $ 1,200.00 Water & Sewer Field Operations IPC IChris Moraida 50/50 34-4845 $ 1,200.00 Subtotal $ Budgeted $ 36,600.00 $ = T 36,600.00 Virtual Server iServer 1vm host 1037-8832 $ 10,000.00 SCADA Server Iserver jHistorian Server 2037-8868 $ 10,000.00 Subtotal $ 20,000.00 1 $ Total 1 $ 56,600.00 1 $ General Manager Richard H. 5olbrig Directors Chris Cefalu James R. JonesSlouth Tahoe Randy Vogelgesang Kelly Sheehan Public Utility ilI` P i 15t ri ct Duane Wallace 1275 Meadow Crest Drive • 5outh Lake Tahoe • CA 96150-7401 Phone 530 544-6474 - Fax 530 541-0614 a www.5tpud.u5 BOARD AGENDA ITEM 4c TO: Board of Directors FROM: Ivo Bergsohn, Hydrogeologist MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: Temporary Survey Interviewers REQUESTED BOARD ACTION: Authorize staff to contract with Blue Ribbon Personnel Services for three temporary employees in the estimated amount of $29,000. DISCUSSION: Staff requests that the Board authorize payment to Blue Ribbon Personnel Services for three temporary employees to conduct a small well owner's survey from approximately August 9, 2017, through October 11, 2017. These employees would work approximately 40 hours per week, not to exceed 999 hours total. As the Groundwater Sustainability Agency (GSA) for the Tahoe Valley South Basin, the District is planning to conduct a face-to-face survey of small well owners within the basin. The purposes of this survey are to; inform small well owners of the District's role as a GSA; identify small well owner groundwater -related concerns; and encourage collaboration with the GSA. Under the supervision of the Hydrogeologist, the temporary employees would be responsible for conducting face-to-face surveys of small well owners and using a computer tablet to record and enter responses to an on-line survey database. Funding for this project shall be supported on a 50% cost share basis with EI Dorado County Water Agency (EDCWA). SCHEDULE: August 2017 thru October 2017 COSTS: $29,000 (estimated) ACCOUNT NO: 2029-6050/15WO05 BUDGETED AMOUNT AVAILABLE: $29,851 ATTACHMENTS: Approved Temporary Employee Request CONCURRENCE WITH REQUESTED ACTION: )q/ /. GENERAL MANAGER: YES /� !C NO CHIEF FINANCIAL OFFICER: YES. NO 1 CATEGORY: Sewer/Water Seasonal/Temporary Employee Request Date: June 26, 2017 Requesting Supervisor/Manager: Ivo Bergsohn Approval Process: GM: Board: Route to HR: (The Board Agenda Item will be sufficient documentation for the GM Approval.) Job Requirements See attached Board Agenda Item. -19- _Preferred Start Date: Wednesday, August 9, Position Title: Survey Interviewer (SI) 2017 .Position Description (if direct Hire — need fullI .Skills/Experience: job description (work w/HR): Under the supervision of the Hydrogeologist, this position will conduct a face-to-face survey of small community water system and domestic well owners located within the greater South Lake Tahoe area. This includes businesses and private homeowners. Duties include: driving, walking and/or biking around neighborhoods to specific addresses to interview well owners using a questionnaire; obtaining adequate responses; and using a computer tablet to enter responses into survey monkey. This is a temporary position ending on October 11th, 2017. .Other Comments SI will be expected to conduct about 220 face- to-face surveys within an estimated 6 to 8 week period. As more than 640 small well owner locations have been identified, three temporary employees are estimated to be needed for this project. All work for the field survey will be completed by October 11th, 2017. Hours: 40 hours per week; may vary depending on progress of survey. .Seasonal Employee Pay Rate (For HR use): Temp Pre -Employment Process: Drug Test XX Credit Check DMV Record XX I Familiarity with the South Lake Tahoe Area, ability to read maps and locate specific addresses; Excellent interpersonal and communication skills; ability to communicate importance of field survey and respond to unanticipated questions in an appropriate manner. ® Experience actively working with the public or conducting research, performing personal surveys and/or interviews; ability to obtain adequate responses from respondents. • Ability to use computer tablet to record and enter responses using survey monkey. Seasonal Employee Salary Schedule: See page 2 of Seasonal Salary Schedule for details. HR USE: Salary: HR USE ONLY: DIRECT HIREBLUE RIBBON HIRE -20- Seasonal Employee Salary Schedule Effective April 1, 2015 (Developed 9/15/14) Updated 11/6/15 Step A Step B Step C Step D Step E Step F 15.88 16.67 17.50 18.27 19.29 20.25 Salary Step Parameters Step A Laborer, Water Educator, Meter Tech, Clerical and Office —1St Year Step B Laborer, Water Educator, Meter Tech, Clerical and Office — 2"d Year Step C Laborer, Water Educator, Meter Tech, Clerical and Office — 3rd & Subsequent yrs Technical Lab Tech, Customer Service Collections Tech, I.S. Tech Asst —1St Year Engineering (non -grad 2nd year of school) Step D Lead Meter Tech Technical Water Efficiency Tech —1St Year Lab Tech, Customer Service Collections Tech, I.S. Tech Assistant — 2nd and subsequent years Engineering (non -grad 3rd year of school) Step E Lead Meter Tech, Water Efficiency Tech — 2nd and subsequent years Step F Engineering (Engineering Degree) -21- outh Tahoe. Hic Utility district vcnerai iviariaycr Richard H. 5olbrig Directors Chris Cefalu James P. Jones Kandy Vogelecoang Kelly 5heehan Duane Wallace 1275 Meadow Crest Drive • South Lake Tahoe • CA 96150-7401 Phone 530 5446474 • Fax 530 541-0614 • www.5tpud.u5 BOARD AGENDA ITEM 4d TO: Board of Directors FROM: Shannon Cotulla, Assistant General Manager MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: Possible Cell Tower on Arrowhead Water Tank Site REQUESTED BOARD ACTION: Authorize staff to begin discussions with cell tower providers for installing a tower on the Arrowhead Water Tank site. DISCUSSION: Representatives of AT&T have approached the District about installing a cell tower at the Arrowhead Water Tank Site. Prior to proceeding with further evaluation, they would like a formal vote from the Board authorizing the staff to begin discussions on the topic as an indication of the Boards willingness to allow a cell tower to be installed at this location. Staff requests that the Board authorize staff to begin discussions with cell tower providers about installing a tower on the Arrowhead Water Tank Site. SCHEDULE: TBD COSTS: N/A ACCOUNT NO: N/A BUDGETED AMOUNT AVAILABLE: N/A ATTACHMENTS: N/A CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES 1k.'1 f -1 CHIEF FINANCIAL OFFICER: YES NO ie -23- CATEGORY: Sewer outh Tahoe. Richard H. 5olbrig Directors Chris Cefalu James R. Jones Randy vogelgesang Kelly 51heehan b 1 i c Utility D i 5tri ct Duane Wallace 1275 Meadow Crest Drive • 5outh Lake Tahoe+ CA 96150-7401 Phone 530 544-6474 • Fax 530 541-0614, www.5tpud.u5 BOARD AGENDA ITEM 4e TO: Board of Directors FROM: Cliff Bartlett, Fleet/Equipment Supervisor MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: 300 KW Generator, Al Tahoe Pump Station REQUESTED BOARD ACTION: Authorize staff to: 1) Find that MTU Onsite Generators will be the sole brand for District generators less than 750 KW; and, 2) Authorize staff to go out to bid for one MTU 300 KW Generator and new switch gear. DISCUSSION: A new generator is required at the Al Tahoe Sewer Pump Station to replace a non -tier rated 2 -Cycle Detroit Generator currently in use. This generator does not meet the California State Air Board requirements for regulatory emissions and will be out of compliance this year. Staff would like to re -standardize to MTU Onsite Generators (formally Katolight). These units are built by MTU Onsite Energy Company and have multiple sales and service facilities in California and Nevada. The District currently has over 28 units throughout our sewer collection system and water distribution system. The company change to MTU will benefit the District in added service and repair centers and allow the District to ask for competitive bids from multiple distributers. These MTU Generators have proven to be very reliable and dependable units and standardization will provide: ® Reliability • District technicians are trained on the repairs and maintenance (attended generator repair classes) • Interchangeable parts inventory (oil filters, air filters, fuel filters) ■ Localized service providers • Currently have over 28 MTU/Katolight Generators in service ■ Units have standardized control systems (Asco, Zenith) • Common switch gear • Dependable John Deere or MTU diesel motors on most generators (except generators with alternative fuels) -25- Cliff Bartlett July 6, 2017 Page 2 The District Purchasing Agent has reviewed this item. SCHEDULE: As soon as possible COSTS: Under $60,000 ACCOUNT NO: 1005-838814 BUDGETED AMOUNT AVAILABLE: $65,000 ATTACHMENTS: Sole Brand form, Standardization memo, Bidders sheet CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES NO CHIEF FINANCIAL OFFICER: YES NO -26- CATEGORY: Sewer SOUTH TAHOE PUBLIC UTILITY 015TRICT Note: Please do not modify this original form which is located in the public drive. Either print it out or copy the form to a personal work file to use. Answer questions and utilize as much space as required. Sole Brand/Source Sole Justification/Approval Form EXPLANATION: Complete this form when specifications limit bidding to one brand name (whether or not the item can be purchased from more than one source). The District follows legal requirements to obtain competition whenever possible. Competitive purchases are easy to justify in regards to price and also encourage suppliers to remain competitive in price and service. At times however, it may be necessary or economically preferable to purchase products or services on a sole brand or sole source basis. Since sole brand/sole source purchasing is an exception to the normal procurement function, it must be objectively justified. Completion of this form should facilitate that process and provide a written record of the basis used in sole procurement decisions. 2. Criteria that may be considered in determining sole brand includes (but is not limited to). unique features availability size limitations service & support reliability operational familiarity repair ease part interchangeability programming ease 3. The purchase of products or services often requires research of the market and District needs regardless if the purchase will result in a competitive solicitation later. The research is an internal process. Departments are requested to use discretion in their discussion with vendors so as not to compromise any competitive advantage the buyer may have, regardless of the acceptance or rejection of the sole brand/source justification. Staff is also asked to anticipate future needs and research products/services prior to any substantial investment to avoid being committed to certain products without recognizing and comparing all variables. Supplier Name: MTU Onsite Energy Distributors in California and Nevada Street Address: City/ State/ZIP: Contact, Phone: General Description of Commodity or Service requested to be Purchased and its function: MTU Onsite Energy Generators and Controls 25 to 750 KW. To include engines, generator and control systems. Katolight has been the Districts sole brand since 2008, the Katolight company was bought by MTU Onsight Energy Company in 2009. MTU insight is a large Company and a subsidiary of Rolls Royce power Company with distribution throughout US. We currently have 28+ Katolight and MTU gen-sets in service throughout the Districts water and sewer cp4a system. The District has specified them for the last three new water booster stations and Wastewater Treatment and Admin office projects. INSTRUCTfONS: Please initial all entries below that apply to the proposed purchase. Attach additional information or support documentation if needed. More than one entry will apply to all sole source justifications. SOLE BRAND JUSTIFICATION I ITEM INITIALS JUSTIFICATION 1 This is the only known product or service that will meet the minimum essential needs of this department or perform the necessary intended function. _ If this item is initialed please explain below. Explanation (include the unique performance features of required functions and why they are necessary): Gen -Sets were standardized in 2008 to Katolight Generators • To provide reliability • District Technicians are trained on the maintenance and repair of the generators. (attended factory generator training) Interchangeable parts inventory. (oil filters air filters fuel filters replacement parts) Localized service providers ( Sparks Nevada ) • Currently have 28 MTU-Katolight gen- set in service Units have standardized controls systems so units operate the same • Common switch gear (Asco, Zenith) • Dependable MTU or John Deere engines on gen-set (with the exception of alternative fuels What methods were utilized to find other sources - be specific (e.g. internet search engines, sourcing sites, other users, the competition): • Long term experience with multiple brands and models of gen-sets • Older units in the Districts system were bid separately which resulted in many different brands • Many units were put together by independent contractors; most became obsolete for parts before there useful life had ended The District has had experience with low bid firms putting together gen-sets in their shop that have required extensive maintenance and troubleshooting causing them to be very unreliable to operate as a redundant emergency backup power supply • Researched dependability of different models through like agencies and operational experience List the other vendors that were researched. Detail why their product/service was rejected. Nevada Energy (see above) -28- 2 Product or service has been previously standardized (documentation attached). It is not due for review, and it is not interchangeable with a similar product/service from another -....... manufacturer. Comments: The MTU (Katolight) gen-sets were standardized in2008, this is an update to re- establish this brand as the Districts standardized back up power supply 3_ Staff wishes to add the product or service to the standardization list. If this item is initialed, describe in detail below. ........... Explanation: District Equipment Repair staff, Electrical crew, and Pump Crew have received Training on MTU (Katolight) gen-sets, engines, electrical systems and controls. Parts inventory has been kept at a much more controllable level because of the Interchangeability on maintenance, electrical, and control system parts Gen -set major repair parts and service are located in the Reno/Sparks and Sacramento areas. SOLE SOURCE JUSTIFICATION 4 Purchase is to be made from the original manufacturer or provider - 5 n/a Purchase must be made through the manufacturer - the manufacturer is the exclusive distributor. 6 n/a Purchase must be made through the only area distributor of the product or only authorized service provider. 7 None of the above 6 items apply. A detailed justification for this sole source purchase is provided below: Detailed Justification: n/a Describe what you have done to ensure that the product brand or service costs recommended are reasonable: n/a Detailed Justification- n/a Describe what you have done to ensure that the product brand or service costs recommended are reasonable: n/a -29- Other explanation/justification: (e.g. history of previous like purchases) Nine years of purchases and reliability of gen-sets Suggested review date: 5 years ❑ On the basis of the above, I recommend that competitive procurement be limited and that the product or service indicated be solicited on a sole brand basis. ❑ On the basis of the above, I recommend that competitive procurement be waived and that the product or service indicated be purchased on a sole brand and sole source basis. I have made a diligent effort to review comparable products or services. I feel confident that the sole brand/sole source purchase is justified and feel confident in explaining the justification to the general public. I also understand that I may be required to provide a detailed cost analysis/estimate since price reasonableness may not be established through the competitive process. EMPLOYEE NAME & DEPARTMENT . AUTHORIZED SIGNATURE I DATE MANAGER NAME (if different) AUTHORIZED SIGNATURE DATE Based on the above statements and justification, I hereby agree with the purchase of this product or service on a sole brand/source basis. PURCHASING AGENT SIGNATURE DATE Other approvals may be required up to and including Board of Director approval. -30- =wed 1850 SOUTH TAHOE PUBLIC UTILITY DISTRICT Richard Solbrig, General Manager Shannon Cotulla, Assistant General Manager Randy Vogelgesang, President BOARD MEMBERS Kelly Sheehan, Vice President Chris Cefalu, Director James R. Jones, Director Duane Wallace, Director REGULAR MEETING OF THE BOARD OF DIRECTORS SOUTH TAHOE PUBLIC UTILITY DISTRICT June 15, 2017 MINUTES The South Tahoe Public Utility District Board of Directors met in a regular session, 2:01 p.m., at the District Office, located at 1275 Meadow Crest Drive, South Lake Tahoe, California. ROLL CALL: Board of Directors: President Vogelgesang, Directors Cefalu, Jones, Sheehan Absent: Director Wallace Staff: Paul Hughes, Richard Solbrig, Shannon Cotulla, Gary Kvistad, Melonie Guttry, Chris Stanley, Steve Caswell, Trevor Coolidge, Linda Brown, Jeff Lee, Chris Skelly, Bren Hoyle, Nancy Hussmann, Wanda Stanley, Doug VanGorden, Tim Bledsoe, Tiffany Racz Guests: Bonnie Turnbull, Lake Tahoe Unified School District COMMENTS FROM THE AUDIENCE: Bonnie Turnbull, Lake Tahoe Unified School District Board Member, provided a report regarding climate change. CORRECTIONS TO THE AGENDA OR CONSENT CALENDAR: CONSENT CALENDAR: Moved Sheehan/Second Cefolu/Vogelgesong Yes/Cefalu Yes/Jones Yes/Sheehan YeszWallace Absent to approve the Consent Calendar as presented. a. 2017/2018 BULK SODIUM HYPOCHLORITE SUPPLIES (Jeff Lee, Manager of Plant Operations and Linda Brown, Purchasing Agent) Awarded bid to the lowest responsive, responsible bidder, Olin Corp, dba Olin Chlor -Alkali Products and Vinyls, in the estimated amount of $79,778.10. b. 2017/2018 SODIUM HYPOCHLORITE DRUM SUPPLIES (Jeff Lee, Manager of Plant Operations and Linda Brown, Purchasing Agent) Awarded bid to the lowest responsive, responsible bidder, Sierra Chemical Company, in the estimated amount of $12,1 1 1.10. -31- REGULAR BOARD MEETING MINUTES - June 15, 2017 PAGE - 2 C. 201712018 SODIUM HYPOCHLORITE MINI-BULK/TOTE SUPPLIES (Chris Stanley, Manager of Field Operations and Linda Brown, Purchasing Agent) Awarded bid to the lowest responsive, responsible bidder, Sierra Chemical Company, in the estimated amount of $15,315. d. TEMPORARY HELP FOR PUMPS DEPARTMENT (Phil) Torney, Pump Station Supervisor and Chris Stanley, Manager of Field Operations) Approved direct hiring of two temporary employees for the Pumps Department, from July 1, 2017, through October 31, 2017, in the estimated amount of $27,950. e. ANNUAL SOFTWARE SUPPORT COSTS FOR UTILITY BILLING SOFTWARE (Chris Skelly, Information Technology Manager) Approved payment to Accela, Inc., for utility billing software maintenance and support, in the amount of $27,682.01. REGULAR BOARD MEETING MINUTES: June 1, 2017 (Melonie Guttry, Executive Services Manager/Clerk of the Board) Approved June 1, 2017, Minutes ITEMS FOR BOARD ACTION a. 2017 Asphalt Patch Paving (Chris Stanley, Manager of Field Operations) -Staff provided an overview of the 2017 asphalt patch paving project. Moved Vogelgesang /Second Cefalu/Vogelgesang_Yes/Cefalu YeslJones Yes/Sheehan YesZWallace Absent to award bid to the lowest responsive, responsible bidder GB General Engineering Contractor, Inc., in the estimated amount of $147,690. b. Waste Water Treatment Plant Emergency Generator Replacement Project (Steve Caswell, Senior Engineer) - Staff provided an overview of the project. Moved Cefalu/Second SheehanNogelgesong YesJCefaIu YeslJones Yes/Sheehan YeslWallace Absent to approve Amendment A to existing Task Order No. 8 for HDR, Inc., for additional design services on the Waste Water Treatment Plant Emergency Generator Replacement Project for an amount not to exceed $77,826. c. Water Meter Installation Project - Phase III (Trevor Coolidge, Associate Engineer) - Staff provided an overview of the project. Attorney I{vlsfad added Brownstein Hyatt Farber Schreck is working with the State Water Resources Control Board on finalizing the contract. In the meantime, the District has $900,000 from last year's funding to start the project until the State Water Resources Control Board funding is received. Moved Cefalu/Second Sheehan/Vogelgesang Yes/Cefalu YeslJones Yes/Sheehan Yes/Wallace Absent to authorize the District to: 1) Authorize exception to bidding procedures as outlined in the Purchasing Policy for a sole source purchase of standardized supplies; and, 2) Authorize purchase of Sensus Meters and Radio -Read Units from Western Nevada Supply in the estimated amount of $384,061.95. d. Approve Payment of Claims (Debbie Henderson, Accounting Manager) -32- REGULAR BOARD MEETING MINUTES - June 15, 2017 PAGE - 3 Moved Sheehan/Second_ Cefalu/Vogelgesang Ye_s/Cefalu Yes/Jones Yes/Sheehan Yesf Wallace Absent to approve Payment of Claims in the amount of $1,097,806.64. STANDING AND AD-HOC COMMITTEE REPORTS: Director Jones provided a report regarding the Operations Committee meeting on June 12, BOARD MEMBER REPORTS: Director Jones reported he attended a public meeting in Kyburz regarding proposed cloud seeding by Sacramento Municipal Utility District. Some local residents are concerned about silver iodide in the water system due to cloud seeding. According to some research after cloud seeding conducted by the Environmental Protection Agency, silver iodide was not found at a detectable level. Richard Solbrig recommended staff test District wells, which will cost approximately $25 per sample. President_Vogeigesonct provided a report regarding the Ad-hoc City Council Committee meeting on June 2. The City is proposing a sales tax initiative earmarked for roads and would like to provide a presentation to the District Board before November when the initiative will be on the ballot. EL DORADO COUNTY WATER AGENCY PURVEYOR REPORT: Richard Solbrig reported he and Director Wallace attended the EI Dorado County Water Agency (EDCWA) meeting on June 14. The Agency Board voted unanimously to support the District on the Groundwater Sustainability Agency formation issue and approved the Memorandum of Understanding (MOU) between EDCWA and the District. Attorney Kvistad added the county submitted all of the necessary documents this morning. Brownstein Hyatt Farber Schreck will follow-up with the Department of Water Resources to be sure additional information is not required. GENERAL MANAGER REPORT: Richard Solbrig reported on several items: • Don Ashton, EI Dorado County's Chief Administrative Officer, provided an article in the Tahoe Tribune regarding budget difficulties including a survey regarding a sales tax increase to fund road repairs. • Richard Solbrig recently appeared on Lake Tahoe Television to talk about some of the District's high profile projects. The District held a public meeting on Sierra Boulevard June 14 at 5 p.m. to discuss fire hydrant installations. • Richard_ Solbrig and Paul Hughes provided a presentation to Rotary of South Lake Tahoe on June 7, 2017. Richard Solbrig will appear on Lake Tahoe Television again next week to discuss District projects. Urban Water Management Plan modification bills have passed the assembly committee level to be considered by the full Assembly. • Staff provided a report regarding potential permanent water conservation regulations being considered. The Association of California Water Agencies has indicated that the State Water Resources Control Board Conservation Bill has ignored improvement efforts made by water agencies in the State of California over the last decade. • Director Jones added the Public Policy Institute of California has published a report regarding water conservation progress made at the local agency levels. -33- REGULAR BOARD MEETING MINUTES - June 15, 2017 PAGE - 4 STAFF ATTORNEY REPORTS: Staff provided an update report regarding the Tahoe Keys project. The final costs have not yet been compiled, but staff hopes to provide a final report at the July 6 Board meeting. Director Wallace arrived at 2:40 p.m. Staff reported Underground Sewer and Pumps crews did an excellent job at Fallen Leaf Lake. Staff provided a report regarding the inverted syphon at Diamond Valley Ranch. The older of the two syphons has a leak, which will be inspected to determine the least expensive repair method. Staff will report findings back to the Board. Staff provided a report on the northern intertie into the C -Line creating the necessity to pump into the Emergency Retention Basin. District staff repaired valves and hydrants on the existing C -Line during the shutdown per the rehabilitation plan for the export line. Tiffany Racz, Limited Term Junior Engineer was introduced. ADJOURNMENT TO CLOSED SESSION: 2:49 pm RECONVENED TO OPEN SESSION: 3:40 p.m. ACTION REPORT ON ITEMS DISCUSSED DURING CLOSED SESSION a. Pursuant to Section 54956.9(a) of the California Government Code, Closed Session may be held for conference with legal counsel regarding existing litigation: Los Angeles County Superior Court, Case No. BC459943, State of Nevada, et al. v. J -M Manufacturing, et al. No reportable Board action b. Pursuant to Section 54956.9(a) of the California Government Code, Closed Session may be held for conference with legal counsel regarding existing litigation: False Claims Act Case: United States, the States of California, Delaware, Florida, Nevada, and Tennessee and the Commonwealths of Massachusetts and Virginia ex rel. John Hendrix v. J -M Manufacturing Company, Inc. and Formosa Plastics Corporation, U.S.A., Civil Action No. ED CVO6-0055-GW, United States District Court for the Central District of California No reportable Board action C. Pursuant to Government Code Section 54957(a)/Conference with Labor Negotiators re: Memorandum of Understanding with Stationary Engineers, Local 39. Present at this Closed Session will be Agency Negotiators: Richard Solbrig/General Manager; Paul Hughes, Chief Financial Officer; Shannon Cotulla, Assistant General Manager; and Nancy Hussmann, Human Resources Director. No reportable Board action -34- REGULAR BOARD MEETING MINUTES -June 15, 2017 PAGE - 5 d. Pursuant to Government Code Section 54957(a)/Conference with Labor Negotiators re: Memorandum of Understanding with the Management Group. Present at this Closed Session will be Agency Negotiators: Richard Solbrig/General Manager; Paul Hughes, Chief Financial Officer; Shannon Cotulla, Assistant General Manager; and Nancy Hussmann, Human Resources Director. No reportable Board action ADJOURNMENT: 3:40 p.m. Melonie Guttry, Clerk of the Board South Tahoe Public Utility District -35- Randy Vogelgesang, Board President South Tahoe Public Utility District TO: FROM: MEETING DATE: ITEM - PROJECT NAME: v ol al iviaI ayci Richard H. 5olbrig Directory Chris Cefalu James R. Jones Southa�oe Randy vogelocoang Kelly 5heehan Public Utility District Duanewallace 1275 Meadow Crest Drive - 5outh Lake Tahoe -CA 96150-7401 Phone 530 544-6474- Fax 530 541-0614- www.stpud.uo BOARD AGENDA ITEM 6a Board of Directors Nancy Hussmann, Human Resources Director July 6, 2017 Union Memorandum of Understanding effective June 29, 2017 REQUESTED BOARD ACTION: Approve Union Memorandum of Understanding for the term of June 29, 2017, through June 23, 2021. DISCUSSION: At the Board's direction, the negotiating team, consisting of Richard Solbrig, Paul Hughes, Shannon Cotulla and Nancy Hussmann, conducted negotiations meetings with the Stationary Engineers Local 39 negotiating team from April to June 2017. The enclosed redline version of the Memorandum of Understanding reflects the agreed upon changes to the Union Contract for a four-year term. SCHEDULE: July 7, 2017 - Obtain all signatures from Board and Union representatives COSTS: N/A ACCOUNT NO: N/A BUDGETED AMOUNT AVAILABLE: N/A ATTACHMENTS: Redline version of Union Memorandum of Understanding CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES CHIEF FINANCIAL OFFICER: YES NO NO -36- CATEGORY: Sewer/Water MEMORANDUM OF UNDERSTANDING my 3, 2014 _ iune 28, 201-7 June 29, 2017 - June 23, 2021 SOUTH TAHOE PUBLIC UTILITY DISTRICT AND INTERNATIONAL UNION OF OPERATING ENGINEERS STATIONARY LOCAL 39 AFL-CIO -38- Formatted: Fant: (Default) Times New Raman, [ 28 pt Formatted: Centered TABLE OF CONTENTS SECTION TITLE PAGE —39— Memorandum of Understanding 1 1 Recognition 1 2 Administration 1 3 Union Representation 1 4 Definitions 5 5 Types of Employees 6 6 Supervisors' Rights and Responsibilities 8 7 Employment 8 8 Employment of Relatives 8 9 Promotion 9 10 Reinstatement 9 11 Fitness for Duty Exams 9 12 Assignments Requiring Motor Vehicles 10 13 Uniforms 10 14 Employee Training 11 15 Certification Reimbursement Program 12 16 Educational Reimbursement Program 13 17 Performance Evaluations 13 18 Code of Conduct 14 19 Disciplinary Procedure 15 20 Layoff 17 HOURS OF WORK 21 Hours of Work 18 22 Standby and Emergency Assignments 19 23 Rest Periods 22 24 Lunch Period 22 COMPENSATION 25 Salary Step Upon Appointment to a Class 22 26 Merit Increases in Salary Step 24 27 General Salary Adjustments 25 28 Out -of -Class Salary Adjustments 26 29 Premium Pay 27 30 Overtime 28 31 Payment of Salary 29 EMPLOYEE BENEFITS 32 Employee Benefits 30 33 Holidays 34 34 Vacation Leave with Pay 35 35 Sick Leave with Pay 37 36 Industrial Accident Leave 40 37 Leaves of Absence 41 38 Bereavement Leave 42 —39— TABLE OF CONTENTS SECTION TITLE PAGE 39 Jury Duty Leave 43 40 Military Absence 44 41 Absence Without Leave 44 42 Grievance and Arbitration Procedure 44 TERMS OF MEMORANDUM OF UNDERSTANDING 43 Management Rights 47 44 Entire Agreement 47 45 Separability of Sections 47 46 Term of Agreement 48 47 No Strike Agreement 48 EXHIBITS A. Annual Salary Resolution B. Flexible Work Schedule Agreement C. Agreement Implementing Section 29.6. of the MOU D. Study Implementation E. Grievance Form -40- MEMORANDUM OF UNDERSTANDING This MEMORANDUM OF UNDERSTANDING is made and entered into by and between the SOUTH TAHOE PUBLIC UTILITY DISTRICT, hereinafter referred to as the "District', and the INTERNATIONAL UNION OF OPERATING ENINGEERS, STATIONARY LOCAL 39, AFL-CIO, hereinafter referred to as the "Union", and has as its purpose the promotion of harmonious labor relations between the District and the Union; establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rate of pay, hours of work, and other conditions of employment. SECTION 1. RECOGNITION A. The District recognizes the Union as the exclusive negotiating agent for all employees, except management and confidential employees. The term "employee" or "employees" as used herein shall refer only to employees employed by the District in the classifications listed in Exhibit A - "Salaries and Classifications". B. Nothing in this article shall preclude employees from exercising their individual rights under State law. SECTION 2. ADMINISTRATION A. The General Manager shall be responsible for the administration of this Memorandum of Understanding, except as specifically provided herein, and shall specify such administrative procedures, forms, records, reports, and audits he/she deems necessary for proper administration of the Memorandum. The General Manager may assign to other District employees such duties in connection with this Memorandum as he/she deems proper and expedient. B. Except as specifically provided herein, the General Manager shall be responsible for the proper application of the provisions of this Memorandum, and he/she or such person as he/she may designate shall rule on the application of the provisions of this Memorandum which are within the scope of his/her authority. C. It shall be the duty of the General Manager to keep, or cause to be kept, accurate records of the application of this Memorandum. SECTION 3. UNION REPRESENTATION A. Union Securit 1. Each Employee covered by this Memorandum shall either acquire or maintain membership in the Union or shall be required as a condition of employment, beginning on the 31" day following the beginning of such employment or the effective date of this Memorandum of Understand, to pay the Union a service fee in an amount not to exceed the costs of administration of this Memorandum and the representation of the employee for the duration of this agreement. —42— 2. Notwithstanding the foregoing, in accordance with Government Code section 3502.5(a), any Employee who is a member of a bona fide religion, body or sect which has historically held conscientious objections to joining or financially supporting public employee organizations shall not be required to join or financially support the Union as a condition of employment. Such Employee shall, in lieu of the service fee, pay sums equal to the service fee to a nonreligious, non -labor charitable fund exempt from taxation under Section 501(a)(3) of the Internal Revenue Code chosen by YhC Employee. Proof of such payments shall be made on a monthly basis to [he District as a condition of continued exemption from the service fee or membership requirement. 3. The Union shall keep records as required by Government Code section 3502.5(d) and shall make available annually to the District and to its members, within 60 days of the end of its fiscal year, those reports required by Government Code section 3502.5(d). 4. The Union agrees to accept new Employees into membership at an initiation fee not in excess of that established by its bylaws. 5. The District agrees to advise new Employees of the existence of this Memorandum of Understanding. 6. Objections to Agency Fee A. An Employee who is subject to the payment of an agency fee hereunder shall have the right to object to any part of that fee payable by him or her which is claimed to represent activities which are not germane to collective bargaining activity and/or that he/she claims to represent expenditures by Union that are in aid of activities or causes of a partisan political or ideological nature and/or that are applied toward the cost of benefits available only to members of the Union and/or that are utilized for expenditures that are not necessarily or reasonably incurred for the purpose of performing the duties incident to meeting and conferring or administering this Memorandum of Understanding. B. The Union shall provide non -Union members of the bargaining unit with a statement reflecting the expenditures of the Union, specifically setting forth activities which are germane to the representation of the bargaining unit and upon which the agency fee is based, and the amounts expended on these activities and the other financial information discussed below, and the right of the non -Union member to object to the amount of that fee, including a copy of the administrative appeals procedure described below. The Union must have given sufficient explanation of the basis for the agency fee to objecting Employees to allow them to gauge the propriety of the agency fee. This information must be updated by the Union and provided to Employees of the District and the District at least annually. Financial information must itemize and adequately describe all categories of expenses. The information must be verified as accurate by a qualified, independent auditor. The financial information must include the Union's local expenditures as well as a verified apportionment of each of the chargeable and non -chargeable activities of such county, state, national or international organization(s) with which the Union is directly or indirectly affiliated and to which the Union transmits a portion of its dues and/or agency fee funds. —43— Information contained in the aforementioned package shall be consistent with the provisions of this section and shall be developed, paid for, and distributed to the District and non -Union members of the bargaining unit by Stationary Engineers Local 39. C. Union shall make available, at its expense, an expeditious and impartial administrative appeals procedure to Employees who object to the payment of any portion of the agency fee. Employees may avail themselves of this procedure within thirty (30) days of the Union providing any statement of information about expenditures as set forth in paragraph B above. Such a procedure shall provide for a prompt decision to be made by an impartial decision maker jointly selected by Union and the objecting Employee(s). A copy of such procedure shall be provided by the Union to the District and to any Employee who is alleged to have the obligation to pay agency fees hereunder. D. During the pendency of the resolution of any objection by an Employee to the payment of any portion of the agency fee, the objecting Employee shall be obligated to any agency fees pursuant to the terms of the Memorandum of Understanding; however the Union must establish an escrow account into which the amounts reasonably in dispute shall be deposited during the pendency of the challenge(s) of objecting Employee(s). E. Requirement while on Leave of Absence No Employees covered by this provision shall be required to pay any dues, fees or charitable contributions during any unpaid leave of absence of thirty (30) days duration or longer, if said Employees are on said leave due to exhaustion of all paid leave benefits for which the Employee is eligible from the Agency. F. Indemnification The Union agrees to indemnify, defend and hold the District harmless against any claims made of any nature and against any suit instituted against the District arising from its check -off for the dues and/or contribution to a charity, insurance, or benefit programs of the Union, and shall pay any judgments against the District as a result of any such claims or suits. G. Regular Part -Time Emplo}Lgq. 1. Regular part-time employees who are employed for a period of not less than eighty (80) hours monthly shall become covered under this Agreement. The District shall not hire or utilize regular part-time or temporary employees to fill a full-time position for the sole purpose of saving money on wages and/or benefits. 2. The intent of this language is to provide security for regular full-time Employees by not allowing the District to fill full-time positions with any combination of part-time and/or temporary employees, except as allowed by other parts of this Agreement. —44— 3. The District agrees to consider regular full-time Employees for the assignment of duties before assigning regular part-time or temporary employees such duties, as long as the efficiency of the District is not adversely impacted. B. Shoo Stewards' Rights and Res onsfbflftfes 1 The District recognizes and agrees to work with designated Stewards and representatives of the Union on all matters relating to the interpretation, application, enforcement or grievance of the express terms of this Memorandum. 2. There may be up to six (6) Stewards designated to represent the following areas: Administration, Plant Operations, Pumps/Lab, Underground Repair, Heavy Maintenance/Equipment Repair/Electrical/ Diamond Valley, and Supervisors. When Stewards are designated, the Union Business Representative will provide a letter to the General Manager notifying him/her of the appointment(s) and shall furnish the District with a list of same. 3. No Shop Steward can be forced to act as Steward, or representative by the District or the members. Stewards will not be recognized by the District until such a list is received by the General Manager. 4. Typical duties of the Shop Steward(s) may include: a. Contacting the Business Representative if any condition or situation which has caused or is likely to cause a breakdown in the usually harmonious relationship with the District. b. Serving as the usual primary point of contact between the Union (specifically the Business Representative) and the members. c. Keeping the Union Business Representative informed of any developing conditions or concerns. d. Representing members in employee -management meetings and advising the members in the areas they represent. e. Representing members at Safety Meetings if so designated by the Union Business Representative and advising the members in the areas they represent. f. Representing members at Insurance Committee Meetings if so designated by the Union Business Representative and advising the members in the areas they represent. g Representing members at Contract Negotiations if so designated by the Union Business Representative. h. Upon the request of the aggrieved Employee and the Business Representative, all Stewards may investigate grievances provided it is in their —45— assigned area of responsibility and may assist in its presentation. There is no specific time limitation as to the investigation; however if more than an hour is necessary, the Union Business Representative would customarily be contacted to conduct the investigation. 5. The Steward has no independent authority to seek adjustments of violations of this MOU, the International Constitution or Bylaws, or to collect any money due or payable to the Local Union from any member of applicant for membership. 6. Shop Stewards should notify their supervisor of time needed beyond 15 -minutes for Union -related activities, keep track of the time spent on Union related activities and contact the immediate supervisor of any additional time needed beyond initial release time. At the request of the Union, a Steward may be allowed reasonable time off without loss of pay to represent the Union in meetings with representatives of the District. Such time off shall be subject to prior notification and approval as provided above. 7. It shall be the responsibility of all Stewards to discuss first with the appropriate manager any question regarding interpretation of application of this Memorandum prior to filing a formal grievance. 8. The Union Business Representative should be contacted prior to the District conducting an investigation after Weingarten Rights have been invoked. 9. Shop Stewards may not represent members in disciplinary actions. It is the Union Business Representative who should represent the member in any Skelly Hearing. 10. Other than to use e-mail for District -related Union business, Shop Stewards shall follow the provisions of the District's Personal Computer Policy. SECTION 4. DEFINITIONS For the purpose of this Memorandum of Understanding, certain words and phrases are hereby defined as follows: A. Alternative Work Schedule Any schedule which involves a variation of the regular work schedule for a total of an average of 40 hours per week. B. Class/Classification Any classified or unclassified position as described in the applicable job description. C. Classification Series Any classified or unclassified group of positions identified by the same title. D. Day A calendar day. E. Demotion A change in position to a position with a lower range. F. Fringe Benefits Holidays, sick leave, vacation, health and welfare benefits, deferred compensation plan(s), flexible benefits plan and retirement benefits. —46— G. General Ma»aaer The person having the lawful authority to appoint or to remove persons from positions in the District service, and to designate persons to perform those duties which legally may be delegated. H. Hourly Rate The amount of individual compensation for a full hour's service, which either is computed by dividing monthly salary by the number of working hours in a month or is specifically established in the Annual Salary Resolution. I. Monthly Sale h+ The amount of individual compensation for a full month of service, which is established specifically in the Annual Salary Resolution. J. Promotion A change in position to a position with a higher range. K. Rance A sequence of salary steps used to identify the minimum, maximum, and intermediate salary rates which may be paid to employees within a class. L. Regular Employment Date For Employees hired on or after July 1, 1993, the Regular Employment date is the date an Employee becomes a regular or probationary Employee occupying a permanent position. The Regular Employment Date for all Employees hired before July 1, 1993 shall be the accrual date on payroll records as of June 30, 1993. M. Regular Work Schedule Eight hours per day, five days per week. N. Scale The rate of compensation, for a class, which is established specifically in Exhibit A. O. Step One of the salary rates identified in the Annual Salary Resolution by the letters A, B, C, D, E. F. G, and H, which are used to identify the specific compensation of an employee within the established range for the class. P. Transfer Movement to a position with the same range. Q. Work Da v A regular business day from 8:00 a.m. to 5:00 p.m., Monday through Friday. R. Y -Rate A monthly salary rate, for an individual Employee, which is greater than the established range for their class. SECTION 5. TYPES OF EMPLOYEES A. Classified Emplovees All Employees filling positions within the approved table of organization that are responsible to the General Manager rather than the Board of Directors. B. Confidential Employees The following positions shall be considered confidential and are excluded from the bargaining unit: General Manager/Engineer Assistant Manager/Engineer Executive Services Manager Engineering Department Manager Public Information Officer Principal Engineer —47— Human Resources Director Senior Engineer Accounting Manager Manager of Plant Operations Information Systems Manager Manager of Land Application Purchasing Agent Manager of Field Operations Customer Service Manager Hydro -geologist Laboratory Director Associate Enoineer Information Technology Manager Water Reuse Operations Manager C. Full-Tirne Employee Employees who regularly work at least an average of 40 hours per week. D. Part -Time Employees Any regular or temporary employees who work less than full time. Regular part-time employees will accrue sick leave, vacation and holiday pay on a proportional basis. Part-time regular employees may work longer than 40 hours per week on a case-by-case basis, with the approval of the General Manager, to fill in for a regular Employee who is on leave, for limited training, or for extraordinary special projects. E. Probationary Emplovee Those persons employed for a classified position, but who have not been in District service for a consecutive six-month period. All new Employees shall serve as Probationary Employees for the first six months of their employment. Completion of a satisfactory probation period is mandatory before becoming a permanent Employee. During this time, the Employee must demonstrate they can and will perform the duties of the position satisfactorily. It is the responsibility of the Employee's supervisor to give them proper orientation and training during this period. The supervisor is also to rate their performance, and if unsatisfactory, to dismiss them before the Employee is given a permanent position with the District. F. Regiloyeq Any Employees who have completed a probationary period and who occupy a permanent position, whether part-time or full-time, established in accordance with the Annual Salary Resolution, in a class which is intended as a permanent employment; and any regular Employee who temporarily transfers to a temporary position. G. Temporary Employee Those employees who are employed for a period not to exceed 180 continuous days. Temporary Employees may work in excess of the 180 day term of employment on a case-by-case basis, with the approval of the General Manager, if filling in for a full-time Employee who is on leave or in training. Temporary Employees are not entitled to fringe benefits. H. Limited Term Employee Any Employee(s) who have completed a probationary period and who occupy, either full-time or part-time, a Limited Term Position, as established in Exhibit A — "Salaries and Classifications", and any Regular Employee who temporarily transfers to a Limited Term Position. Said Limited term Employee shall be required to satisfactorily complete a six-month probationary period. If probation is not satisfactorily completed, Limited Term Employee will be able to return to previously held position at the District. —48— SECTION E. SUPERVISORS" RIGHTS AND RESPONSIBILITIES A. Training Supervisors shall be provided initial professional training of at least 40 hours or equivalent in the Principles of Supervision within 180 days of initial hire or promotion date. Additional training, either professional or in-house, shall be provided at least once per year. B. Disci Dlin�iLRc-s1?onsibilities Except as otherwise specifically provided in this MOU, Employees in Supervisory classifications covered under this Agreement may discipline subordinates alone, up to the level of a written warning. The District shall provide management level staff to perform discipline beyond the written warning level, with Supervisor assistance. Supervisors shall not be required to perform discipline on a subordinate at a place other than District property, unless special conditions warrant. SECTION T. EMPLOYMENT A. It is the policy of the District that its Employees shall be selected on the basis of education, experience, skill, fitness, merit and efficiency. The District is an Equal Opportunity Employer. Job openings are to be anticipated and well publicized throughout the District so that qualified Employees and others will have full opportunity to present applications for consideration. Employment shall be the responsibility of the General Manager, and he/she shall prescribe such tests and examinations for job positions as he/she deems appropriate. B. Job openings shall be posted for a minimum of one week within the Plant. Internal candidates are defined as Regular full-time, Regular part-time, or Limited Term Employees. At the General Manager's discretion, said posting may be prior to or concurrent with advertisement to the general public. The Manager hiring for a position in the Bargaining Unit will generally recruit externally and internally concurrently, except the Manager will have the discretion to forego the external advertising and proceed with the recruitment process solely with internal candidatesas long as there are a_m__ 1 IMUrn nr three (3)_lified internal candidates. SECTION & EMPLOYMENT OF RELATIVES A. Relatives of present Employees may be hired by the District only if: 1) the individuals concerned will not work in a direct supervisory relationship, and 2) the employment will not pose difficulties for supervision, security, safety or morale. "Relatives" are defined as spouses, children, sisters, brothers, mothers, or fathers, and persons related by marriage. B. Present Employees who marry, or who become related by marriage after July 1, 1996, will be permitted to continue employment with the District only if they do not work in a direct supervisory relationship with one another, or otherwise pose difficulties for supervision, security, safety, or morale. —49— C. If employees who marry, or who become related by marriage, do work in a direct supervisory relationship with one another, the District will attempt to reassign one of the Employees to another position for which he or she is qualified, if such a position is available. If no such position is available, then one of the Employees will be required to leave the District. The decision as to which Employee will leave is left to the involved Employees. If the involved Employees refuse to decide which Employee will leave the District, the District may determine which Employee will leave based upon the needs of the District, and considering seniority, training requirements and other pertinent factors. SECTION 9. PROMOTION A. The relative merit of applicants for appointment to, or promotion within, the classified service shall be determined by examination. Examinations will include consideration of any or all of the following factors: education, experience, knowledge, skill, special aptitude, general adaptability, personal characteristics, physical fitness, promotability, and other such qualifications as are considered necessary by the General Manager for the satisfactory performance of work of the classification being examined. Examinations may consist of written tests, performance tests, evaluation of qualifications, oral examinations, interviews and assessments of the applications submitted. B. If a selection interview board is appointed for the purpose of considering the merits of applicants, it will include a District management level employee and an individual outside the District experienced in the work area being considered. if available-aarfinq-aRY ^'^Fes^^^ GdFCUmstanG Alternatively, the selection interview board may consist of one {District employee in an area unrelated to the position being_ interviewed, who will be considered the "outside" r>anelistSaid selection interview board will make recommendations to the General Manager. C. Any Regular Employee who is promoted to a higher level position in the District shall serve a six-month probationary period in the new position. If such Employee fails to satisfactory complete the probationary period in the new position, the Employee shall have the right to return to his/her previous position in which he/she held regular status. D. Any probationary Employee may be rejected at any time during the probationary period. Rejection during the probationary period shall result in termination of employment by the District, except in promotional situations as set forth above. SECTION 10. REINSTATEMENT Any regular Employee who has resigned while in good standing, may, at the discretion of the General Manager, be reappointed to any position in the same class where there is a vacancy. SECTION 11. FITNESS FOR DUTY EXAMS A. Any Employee may be required to submit to a medical and/or psychological examination whenever, in the sole and exclusive judgment of the General Manager or his/her designee, there is a need to determine whether an Employee is still able to perform the essential functions of his/her job, or is unable to perform the essential functions of —50— his/her job safely or without posing a danger to himself/herself or others Said examination(s) shall be conducted by a physician designated by the District and any cost for such examination(s), beyond that covered by health insurance, shall be paid by District. In accordance with applicable state and federal disability laws, the District may obtain job-related medical or psychological information that allows the District to determine the effects of the condition on the Employee's ability to perform the essential functions of his/her job, and/or perform those functions without posing a direct threat to the safety of the Employee or others, with or without reasonable accommodation. B. All Employees in positions for which the job duties require the use of self-contained breathing apparatus and/or commercial driver's license shall be required to submit to job-related medical examinations as required by law. C. Employees who, in the opinion of the designated physician, are physically or mentally incapable of meeting essential requirements of their position even with reasonable accommodation, are subject to transfer or reassignment to non -promotional positions, the essential functions of which the designated physician indicates the Employee may safely perform without posing a danger to himself/herself or others, and for which the Employee meets the minimum qualifications. If, after engaging in any required interactive process, the General Manager determines that no reasonable accommodation can be made nor can transfer or reassignment to a position for which the Employee is physically and mentally qualified be made, the Employee may be medically separated for inability to perform the essential functions of the position. SECTION 12. ASSIGNMENTS REQUIRING MOTOR VEHICLES A. Whenever it is necessary for Employees to use a motor vehicle in the performance of assigned duties, they shall have such vehicle furnished to them or they shall be compensated for the use of their personal vehicle at a rate for mileage established by the District. B. No Employee shall use a District vehicle or claim compensation for mileage, except in connection with the performance of official District business. C. Employees shall be assigned duties requiring use of motor vehicles, in accordance with the motor vehicle code and other applicable laws. D. Seat belts, which are furnished in District vehicles, shall be properly used, and by this Memorandum of Understanding, every Employee is fully informed of these requirements. Employees using personal vehicles shall be required to have and use seat belts at all times when using such vehicles on District business in accordance with California laws. Failure to use seat belts shall be cause for discipline. E. All Employees who are required to maintain a valid driver's license in accordance with their job description, shall maintain their insurability at all times. If an Employee is required to drive as part of his/her job duties, lack of insurability shall be cause for discipline. 10 —51— SECTION 13. UNIFORMS A. When required for convenience and benefit of the District, Employees may be required to wear uniform clothing as specified by the General Manager. B. The General Manager may authorize the provision or partial provision for such clothing and/or the cleaning and maintenance of such clothing. All clothing provided by the District shall be returned to District on termination of employment. Any Employee who loses uniform in laundry shall report such loss to Accounts Payable within five (5) days of such loss. D. Effective June 19. 20Q3 a This benefit shall apply to certain employees of the Local Miscellaneous Classic members group (Rate Plan 4179 G— This benefit shall consist of a r?ro-rata share of uniform expense not to exceed $1,500 00 per annum. h. This benefit shall not apply to employees of the Local Miscellaneous PEPRA members [gaup (Rate Plan 27175). c. The District will re port to CaIPERS the mcneta ry value for lo rovid i nq and maintaining eligible employees' re wired uniforms. The District will re or the uniform allowance amounts eliaible as special compensation -to CaIPERS_ on a per payrollbasis, not to exceed $1,500 per year, ner employee. SECTION 14. EMPLOYEE TRAINING It is the policy of the District to encourage and facilitate a program of training in the interests of Employee efficiency and as an aid to qualifying Employees for advancement. The General Manager may take any of the following steps to develop and facilitate training programs. A. Give counsel and advice to Employees, when requested, and information regarding possibilities of advancement in their field of work, and suggest any additional training of value. B. Develop and establish mandatory and voluntary training programs for Employees, including supervisory personnel. C. Promote Employee training programs sponsored by educational institutions. D. Record the completion of training programs on the Employee service record. E. For management approved training programs that Employees attend, compensation shall be the appropriate rate for the actual training time and actual travel time. F. Any Employee may participate in special educational and training programs with District approval. G. Such assignments shall be limited to programs which are directly related to the District and which provide knowledge and ability which cannot reasonably be provided on the job. 11 —52— Formatted: Font: (Default) Arial Formatted: Indent: Left: 0.5', No bullets or �- numbering Formatted Formatted: Font: (Default) Arial Formatted: Normal, Indent: Left: 0", Numbered + Level: 1 + Numbering Style: A, B, C, ... + Start at: 1 + Alignment: Left + Aligned at: 0.25' + Indent at: 0.5" H. All training assignments conducted outside District facilities or which include a District payment for tuition, registration fees, transportation, or other costs, shall be approved in advance by the General Manager. 1. All training assignments expenses shall be recorded and/or reported in the manner prescribed by the General Manager. The District shall pay the full cost of all tuition, examinations, and books in accordance with District policy. J. Whenever Employees are ordered or authorized to travel for approved training, they shall be compensated for the necessary travel expenses including transportation, lodging, and meals in accordance with District policy. K. The District shall fix maximum allowable travel expenses which shall apply, uniformly, to all bargaining unit Employees. SECTION 15. CERTIFICATION REIMBURSEMENT PROGRAM A. The District will pay for job -required mandatory certifications and their renewal, licensing and their renewal, and Continuing Education Units required to maintain certifications) as follows: Expenses that will be covered are: 1. Travel Time 2. Travel Expenses 3. Employee Time during class or exam 4. Certification Preparation Class 5. Certification Test for an unlimited number of times for mandatory certifications. B. The District will pay for approved advanced level or out -of -classification certifications and their renewal as follows: Expenses that will be covered are - 1 . re1. Travel Time 2. Travel Expenses 3. Employee Time during class or exam 4. Certification Preparation Class 5. Certification Test, up to three attempts, pass or fail for above level or out -of - classification certifications. C. Wastewater Operator Certification Plant Operator I shall receive a five percent (5%) salary adjustment upon receipt of California State Water Resources Control Board Grade II Wastewater Treatment Plant Operator Certification. Plant Operator I's that skip the Grade II exam and pass the Grade III exam will get a minimum of a 10% increase when moving to the Operator III position. 12 -53- D. New Employees shall have two years from date of hire (unless otherwise specified in their job description) to obtain either the State or District -required certification and/or proficiency requirements. If required certification/proficiency is not obtained within the allotted time period, the Employee shall be terminated from employment with the District. Exfsti�tg-E-�np�oyu�s--whc�s��lass}fieatirr�-+ageir�s-�tenE€iGation J�Fafxl,`oF-pre€feianoy me t I�igher-44a^.tel they-psssess as- e€3une-_X} 20G8;--st I! ha ►e :hwarty four�4j-�xaaet#�s-fras�+�kene-2&-,2998-to-ab#a+ra-tie-regtiirad-level-e# ^�ieFl-aFldLe� 4"nn rnnlnireo? s � n !.� The ..E Pr.rrrmeraddition, oT`vm-rev $�rf��l�- �%f�FflU�lar*-ivzr�c�ivlc� highef-level-ir�-Ehe-sefies-rsay-promote-to-t#Tat•next hi_Jher level:-but•fnust-also-ob4n-the ragoired-level•o€-serti#iEatior�wftf�iFl�we�y-#our-t�4.3-Fl�ar�#�s�rorn,3une-2€i-2Q0$:-I#-#k�e feWFW4evel_ef-ceFhfieN*FF is nGt-FBE4a4yed by r� ane 23 2010,44e -Employee 61 aWbe redlined"•and-reteeive-wWartadjustrnents-nr cost of living-inGFease6 until -the -salary SEa1e-fflHhe-n8Xt 1OWeF 5ifiGation_fQr WfiiGkl they-aFe gUalmfl9d Gatzhes-up-toA?c 6123An salary level F. Any qualified in-house Employee who is at a lower pay scale will go to the top step of Inspector I and will be given a 5% salary increase from their current position. They will then be Y -rated at that rate until such time as they receive their Backflow Tester certification and have the functional knowledge of all other requirements of the Inspector II job description. They will be given 24 months from date of promotion to obtain the Cross Control Specialist certification once they become an Inspector II. SECTION 16. EDUCATIONAL REIMBURSEMENT PROGRAM When approved by the General Manager or his designee, regular Employees shall be reimbursed for expenses incurred for educational training in a field that is related to the employee's job and career path. Educational expense reimbursement shall be provided to reimburse an Employee for out-of-pocket expenses for educational training that is not otherwise provided or paid by the District. All of the following expenses shall be reimbursed: A. Registration Fee B. Tuition/Enrollment Fee C. Required Books Employees will not be reimbursed for travel time, travel expenses, class time and study time. District vehicles may not be used for travel unless the Employee is on standby. Employees will be reimbursed for the above expenses, upon successful completion of their class work, up to a maximum of $1,600 per year. SECTION 17. PERFORMANCE EVALUATIONS A. Performance evaluations shall be rendered every six months until Employee reaches G Step and shall then be rendered annually for all regular Employees. For Employees hired on or after January 1, 2013, performance evaluations shall be rendered every twelve (12) months until Employee reaches the flop step, except for probationary Employees, which shall be a six-month evaluation. Probationary Employees shall 13 -54- receive a performance evaluation prior to the conclusion of the six-month probationary period and may receive several such evaluations during the probationary period. Supervisors shall report on the nature of the service rendered by each of their subordinates. The supervisor shall review the report with the Human Resources Director and the Employee before submitting it to the Program Manager and the General Manager. B. If Employees are dissatisfied with their performance evaluation, they may confer successively with their immediate supervisor and the head of their division. If the Employee believes the evaluation does not correspond to the facts, he/she may then appeal to the General Manager who shall make the final decision regarding performance evaluations. Any appeal to the General Manager shall be in writing and shall contain the basis for the appeal and specific facts supporting the appeal. C. A performance evaluation of "Not Acceptable" shall be considered unsatisfactory and failing to meet minimum performance standards. Employees receiving a "Not Acceptable" rating may be dismissed from District service and, if two consecutive performance evaluations of "Not Acceptable" are made, the Employee shall be dismissed from District service. Such dismissals shall be in accordance with the disciplinary procedure. SECTION 18. CODE OF CONDUCT In the interest of promoting harmonious labor relations between the District and Employees, and to provide a positive work environment, the following Code of Conduct is required of all District Employees. A. Code of Conduct All Employees shall exhibit behavior that encourages mutual respect, teamwork, and positive attitudes, during their term of employment. All Employees are expected to exhibit financial and reputable Stewardship toward the District and the public that the District serves. B. Any Em to ee may be suspended, dismissed demoted or otherwise isci lined for causeincludinJc failure to abide by the above Code of Conduct and including but not limited to the following: 1. Willful or persistent violation of District policies adopted by the Board of Directors. 2. Willful failure of good conduct, tending to injure the public service. 3. Theft, or attempted theft. 4. Vandalism or willful conduct which damages real or personal property. 5. Use of fraud, deception, or misrepresentation of material facts in obtaining employment, or during the course of employment with the District. 6. Dishonesty. 14 —55— 7. Discourteous treatment of the public or of fellow Employees. 8. Physical attack, fighting, or verbal altercations toward fellow Employees or the public, or violation of the District's Workplace Violence Prevention Policy. 9. Drunkenness, immoral conduct or addiction to the use of narcotics, or violation of the District's Drug -Free Workplace Policy or Substance Abuse Policy. 10. Failure to observe the requirements of the District's Illness & Injury Prevention Program, including failure to use seat belts in accordance with Section 12. 11. Violation of the District's Sexual Harassment Policy. 12. Failure to report to calls when on standby. 13. Incompetency or inefficiency. 14. Inattention or dereliction of duty. 15. Insubordination. 16. Absence without leave. 17. Abuse of Sick Leave or excessive absenteeism. 18. Tardiness. 19. Accepting any gift or fee in connection with District work when such gift or fee is given in expectation of receiving favored treatment, or violation of the Gift & Gratuities or Conflict of Interest Policies. 20. Removal, borrowing, or use of District property, equipment, tools or vehicles for non - District purposes without prior written authorization from the General Manager or his/her designee. 21. Political activities engaged in by Employees during their assigned hours of employment. 22. Using or attempting to use political influence in securing promotion, leave of absence, transfer, change of pay, or character of work. 23. Failure to initially obtain, or maintain any required licenses or certifications, or failure to maintain insurability. 24. Continuing illness of a disabling nature after the exhaustion of sick leave and leave of absence privileges where the District is unable to accommodate the disability in accordance with Section 10. 15 —56— 25. Any physical or mental ailment such as to prevent the Employee from performing the duties of his/her position or any other position available for which the Employee is qualified, in accordance with Section 10. 26. Inability to perform the essential functions of the Employee's position as set forth in Section 10. 27. Failure to keep District informed of current home phone number and address. SECTION 19. DISCIPLINARY PROCEDURE A. Notice of Proposed Discipline District shall, prior to taking disciplinary action to demote, dismiss, or suspend a regular Employee, provide the Employee with a written notice of proposed disciplinary action which shall contain the charges, all documentation on which the decision was based, and the specific factual basis for the charges and the nature of the proposed disciplinary action. Said notice shall inform the Employee of his/her right to respond to the charges. B. Response The Employee shall have the right to respond to the charges set forth in the Notice of Proposed Discipline, orally or in writing, within five calendar days of receipt of said notice. Any written response shall be delivered to the office of the General Manager within the time allowed. If the Employee desires to respond orally, the Employee shall make an appointment with the General Manager or his/her designee for a response meeting within the time allowed. The Employee may bring a representative of his/her choice to a response meeting. The Employee or his representative shall provide a detailed written or verbal statement to the Skelly Officer at this Skelly Hearing. C. Disciplinary Action After the Employee's response is received, or if no response is received, after the five- day period expires, the General Manager shall determine whether to proceed with the proposed disciplinary action and will notify the Employee in writing. D. Notice of Discioiinary Action If the General Manager determines to proceed with the disciplinary action, a Notice of Disciplinary Action shall be sent to the Employee by certified mail. Said notice shall contain the charges, the factual basis for the charges, the disciplinary action imposed, and the effective date of the action which shall not be earlier than five days after the Notice of Proposed Disciplinary Action was sent to the Employee. This notice shall inform the Employee of the right to appeal the action. E. Appeal The Employee may appeal any disciplinary actions of demotion, dismissal, or suspension, by filing a Notice of Appeal, along with a statement of reasons for the appeal, with the General Manager within ten days of Notice of Disciplinary Action. 16 —57— F. Selection of Arbitrator- Within rbitratorWithin 10 days of receipt of the detailed statement, the District shall request the American Arbitration Association to provide a list of arbitrators from which the parties shall select one to hear the matter. 1. In the event the parties are unable to agree within ten days of receipt of the list of arbitrators, the arbitrator shall be selected by the American Arbitration Association. 2. Both the General Manager and the Employee shall be represented at said hearing by a representative of their choice, who may be an attorney. The District shall present its case first at the hearing. Each side shall have the right to present witnesses and documentary evidence and to cross-examine the other party's witnesses. G. [Decision 1. The decision of the Arbitrator shall be final. 2. The arbitrator shall have no authority to add to, delete or alter any provisions of this Memorandum, but shall limit his/her decision to the application and interpretation of its provisions. H. Costs The fees and expenses of the arbitrator and the court reporter, if required by the arbitrator or requested by a party, shall be shared equally by the parties. I. Witnesses The District agrees that Employees shall not suffer loss of compensation for time spent as a witness at an arbitration hearing held pursuant to this Memorandum. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable. J. Loave Pending Action The General Manager shall have the power to place the Employee on Administrative Leave, With pay, during the investigation, until the Notice of Disciplinary Action becomes effective, or the Employee is returned to work. K. Probationary Employees Probationary Employees are not entitled to notice or hearing in the event they are terminated during the probationary period, except as provided by law. L. If an employee receives a Counseling Memo or a Written Warning, the Employee will have the right to appeal such disciplinary action by requesting a meeting with the General Manager. This meeting will allow them the opportunity to present their information pertinent to the incident in question. The Employee may bring a 17 -58- representative of his/her choice to the meeting. The decision of the General Manager shall be final. SECTION 20. LAYOFF A. In the event that the District determines to lay off Employees, the Union and the Employees affected shall receive notice of the layoff sixty (60) calendar days prior to the effective date of layoff, except where immediate layoff is required by circumstances beyond the control of the District. Layoff and recall shall be based on seniority. Seniority will be determined by department and then by District as a whole. Employees who are laid off shall be placed on a layoff and rehire list, which shall be provided to the Union Business Representative and updated as changes occur. B. The least senior employee in any classification which is being reduced shall be noticed of layoff. The Employee shall have the right to bump into any classification in which he/she previously worked, based on his/her seniority as compared with incumbents in that classification. Any Employee who has no bumping rights may displace a less senior Employee in any other classification provided that he/she is qualified for that position. C. Limited Term Employees shall receive a minimum of two weeks' notice of the end of their Limited Term Position and shall have the right to return to their previously held position with the District. Such end of the Limited Term Position shall not be considered a layoff. Any Employee(s) hired to replace existing employees on Limited Term Assignments shall be given a minimum of two weeks' notice of the end of their employment with the District, and this shall not be considered to be a layoff. Such employees will have the right to apply for any future openings at the District. SECTION 21. HOURS OF WORK A. The General Manager shall determine the hours of work for each Employee in accordance with the needs of the Department. B. The hours of work, including authorized absences with pay, of all full-time Employees, shall be an average of forty (40) hours per week. C. The normal work schedule in the District is eight (8) hours per day, five (5) days per week. At the District's discretion, it may establish certain 10 -hour or 12 -hour shifts on temporary or continuing basis. Assignments to such shifts shall be made solely by the District without regard to seniority. D. The District may, on a determination that certain existing 10 -hour or 12 -hour shifts are detrimental to a particular operation, reassign Employees on 10- or 12 -hour shifts to a normal work schedule on 30 days' notice to the Employee and the Union. Employees will be given two (2) weeks' notice for shift changes (while still remaining on 10- or 12 - hour schedules) that are expected to last more than 30 days. Shift changes of less than 30 days will not be made solely for the purpose of avoiding payment of overtime. 18 -59- E. The hours of work, including authorized absences with pay, of all part-time Employees shall be established by the General Manager and shall normally be less than eight (8) hours per day and less than forty (40) hours per week. F. Employees who are allowed a lunch period as part of each shift may be excused at the end of the shift at the discretion of the General Manager; provided, however, that any such shift shall be extended to include a full shift of work for an Employee, without additional compensation, whenever the needs of the department so require. G. The General Manager may require any Employee to work in excess of the normal hours of work whenever the needs of the department so require. Such additional work shall be compensated in accordance with the provisions of this Memorandum which govern emergency assignments. H. The General Manager may require any Employee to work assigned shifts with hours other than 7:00 a.m. to 6:00 p.m., or days other than Monday through Friday. I. For purposes of the FLSA, the workweek is defined as follows: 12 -hour Employees 4:00 a.m. Thursday through 3:59 a.m. Thursday Pumps Employees 12:01 a.m. Friday through 12 midnight Thursday 8 -hour Employees 12:01 Thursday through 12 midnight Wednesday 10 -hour Employees 12:01 Thursday through 12 midnight Wednesday 9/80 Employees Refer to individual Flexible Schedule Agreements An alternative work schedule will be available on a voluntary basis to administrative employees (Administration, Engineering, Customer Service, Finance, Information Systems) with the approval of the department manager. New employees must have completed their probationary period in order to participate in the alternative work schedule program. Employees who have transferred to a new department must have completed a minimum of three months in their new position to participate in the alternative work schedule program. Employees not electing to participate will remain at their present weekly work schedules. The hours worked must include 8:00 a.m. to 5:00 p.m. The 9/80 work week schedule is defined as a two-week 80 hour schedule of eight nine -hour days, one eight-hour day typically worked on Monday or Friday during the two-week period, and the other Monday or Friday off. Each manager will coordinate the day off and/or make variations in scheduled days off to maximize productivity. The eight-hour work day and day off are not subject to change unless approved by the Department Manager. Prior to participation in the program, an alternative work schedule policy agreement shall be completed. (See Exhibit B) Overtime will be paid only if an Employee is asked to work on a scheduled day off, or if required, works beyond their regularly scheduled hours of work. Out -of -class pay will apply per Section 28 of the MOU, except no out -of -class pay will apply on a supervisor's or manager's regularly scheduled flex day off. An Employee having a regularly scheduled Monday off, falling on a holiday, shall take the following Tuesday off; should a holiday fall on a Friday on a regularly scheduled day 19 —60— off, the Employee will take the preceding Thursday (or Wednesday in the case of Thanksgiving) off. The Department Manager will monitor the level of service to external and internal customers, and added cost to the District (if any), to determine whether any adjustments need to be made concerning the individuals participating or the structure of the flexible work schedule. While it is anticipated that the alternative work schedule will be a long- term arrangement, it can be terminated, either for any individual, or for a department, by the Department Manager or General Manager, if they believe present service and productivity levels have deteriorated or if other circumstances arise that make it untenable. The employer agrees to provide a minimum of two (2) weeks' notice when terminating an alternative work schedule. This notice requirement will not apply to temporary suspension of an alternative work schedule arrangement due to immediate operational need. SECTION 22. STANDBY AND EMERGENCY ASSIGNMENTS Whenever it is necessary for the protection of public health, safety, or welfare, Employees may be required to remain on standby for emergency work and/or to perform emergency work during off duty hours, and will be paid for such services, in addition to their regular salary, as provided in this section. A. Primary Standbv I . Employees on Primary Standby shall live within, or use accommodations in, the District's service area or the Lake Tahoe Basin portion of Douglas County Sanitary Improvement District (DCSID). The District will provide reasonable accommodations at or near the District for those Employees not residing within the above service area. 2. Employees on Primary Standby will be assigned a District vehicle equipped with the basic tools of the trade and appropriate communications devices, and will be required to be immediately available at all times during the standby period, subject to all provisions of Section 18 of this Memorandum. 3. Employees who are on Primary Standby for emergency work shall be paid $4.50 per hour for each hour on standby, whether or not they are called to work. Holiday standby will be paid at the rate of $4.50 per hour multiplied by the appropriate holiday rate. B. Secondary Standby 1. Whenever the General Manager or his/her designee deems it necessary for the safety and well-being of the general public, Employees may be assigned to Secondary Standby. 2. Those Employees assigned to Secondary Standby will be assigned a District vehicle equipped with the basic tools of the trade and appropriate communications devices, and will be required to be immediately available by phone or pager at all times during the standby period, subject to all provisions of Section 18 of this Memorandum. 20 —61— 3. Employees assigned to Secondary Standby must stay within a sixty (60) mile radius of the District's Main Plant Facilities in South Lake Tahoe at 1275 Meadow Crest Drive and shall be able to respond to the Main Plant or specific locations as requested, within a reasonable period of time. 4. Employees who are on Secondary Standby for emergency work shall be paid $3.50 per hour for each hour on standby, whether or not they are called to work. Holiday standby will be paid at the rate of $3.50 per hour multiplied by the appropriate holiday rate. 5. Employees who are assigned to Secondary Standby duty then reassigned mid - duty to Primary Standby duty shall receive the Primary Standby rate for all hours assigned. C. Tertiary Standby 1. Whenever the General Manager or his designee deems it necessary for the safety and well-being of the general public, Employees may be assigned to Tertiary Standby. 2. Those Employees assigned as Tertiary Standby are required to be able to be contacted within one hour, subject to all provisions of Section 18, Code of Conduct, of this Memorandum, and will be provided appropriate communications devices. 3. Employees who are on Tertiary Standby for emergency work shall be paid $2.00 per hour for each hour on standby, whether or not they are called to work. Holiday standby will be paid at the rate of $2.00 per hour multiplied by the appropriate holiday rate. 4. When a telephone conversation can eliminate the need for a physical response on a "Call Back" to the District Plant, the Employee shall receive a minimum of fifteen (15) minutes (or the actual amount of time spent on the telephone if that time is greater than fifteen (15) minutes) of 1 '/2 times the appropriate rate of pay. 5. Employees who possess a Water Distribution Operator Certification of at least a D-3, thereby eliminating the need for a Tertiary Standby assignment, shall be paid both the Primary and Tertiary rates stated above. D. The District and the Union agree to work together within individual departments regarding terms and conditions implementing the standby policy. Standby duty assignments shall be posted in writing with at least a 10 -working day notice whenever possible. In order to maintain flexibility for all parties, crew members may trade or give their standby assignment to another trained and qualified crew member. E. When possible, Plant Operators will be used as the Attendant for a confined space entry. If not available, or if a third person is necessary, an additional trained and qualified Employee will be called out. F. Standby pay is in addition to any pay for actual work time during standby. 21 —62— G. Whenever Employees are ordered to perform emergency work in excess of the normal working hours per week, whether or not they are on standby duty, they shall be paid for such work at the hourly equivalent of their hourly salary times one and one-half. H. For emergency work calls, Employees shall receive a minimum of two hours pay. For work performed over two hours, but less than four hours, employees shall receive four hours pay. 1. All time is to be paid at 1 % times the basic rate. 2. An Employee will not be paid for more than two call -outs in a two-hour period per calendar day. 3. Portal to portal pay shall be paid when a standby Employee is called back. E A meal allowance of $7.50 shall be granted when an employee works at least two hours overtime after his/her regular shift for that day has been completed. The allowance shall be $10.00 if he/she works two complete shifts without a break. i. When an Employee works at least four hours on a regularly scheduled day off and he/she receives less than two hours' notice to report to work, he/she will receive a meal allowance of $7.50. If he/she works a complete shift, the allowance will be $10.00. 2. To qualify for the meal allowance on a standby shift, the Employee must actually work at least four continuous hours or one continuous shift and have received less than two hours' notice to report to work. J. Any exceptions to the above will be just that, and are not to be construed as a change in the policy or the setting of precedent to be followed in the future. SECTION 23. REST PERIODS A. Subject to the discretion and control of the General Manager, all Employees may be allowed rest periods not to exceed 15 minutes during each four consecutive hours of work. B. Such rest periods shall be scheduled in accordance with the requirements of the department, but in no case shall rest periods be scheduled within one hour of the beginning or the ending of a work shift or lunch period. SECTION 24. LUNCH PERIOD 22 -63- A. All District Employees normally shall be allowed a lunch period of not less than thirty minutes nor more than one hour which shall be scheduled generally in the middle of the work shift. B. Whenever it is necessary for Employees to work overtime in excess of two consecutive hours, they shall be granted an additional lunch period, the taking of which is optional with the Employee. C. Lunch periods shall not be counted as part of total hours worked, except for those Employees for whom lunch periods include the actual performance of assigner) duties. SECTION 25. SALARY STEP UPON APPOINTMENT TO A CLASS A. New�Em lo�e_e Except as otherwise provided herein, any person appointed to a class shall receive the entry step of the range for such class and shall accrue other benefits as a new Employee. B. Reece Any persons re-employed following layoff shall receive compensation and benefits as though they had been on leave without pay. C. Reinstatement Any persons appointed in acco,dance with the contractual provisions governing reinstatement following resignation in good standing shall be considered as new Employees; provided, however, that at the discretion of the appointing authority, such Employees may receive a starting salary higher than Step A. D. Return to Former Class 1. Whenever Employees are returned to their former class following promotion or transfer, they shall be placed on that step of the range which they held when they left the former class. 2. This section shall not apply to existing Employees who return from the Limited Term Position. Any merit increases received during the Limited Term Position shall apply to the Employee's return to their previous position. Therefore, Limited Term Employees shall receive the same step upon their return to their previous position as they received in their Limited Term Position. E. Whenever Employees are promoted, they shall receive the lowest step in the higher range which provides a minimum increase of 5%. This salary shall not exceed the top step. 1. A promotion in the same job class will not change the Employee's merit increase date. F. Transfer 23 —64— Whenever Employees are transferred to a class, the range for which is less than five percent (5%) or the equivalent of one step difference from the range of their former class, such employees shall receive the same step in the new range as they received in the former range, adjusted in accordance with subsection H, if applicable. G. Demotion 1. Whenever Employees are demoted, due to layoff, to a class having a lower salary range, their salary range shall be that step in the new range which provides equal or, in the absence thereof, the nearest lower salary to that which they received prior to the demotion. In all cases of voluntary demotion, the Employee shall receive the same step in the lower range as they received in the higher range. There shall be no change in merit increase date on demotion (keep current date). 2. Employees demoted as a result of rejection during a probationary period in a promotional position shall revert to the merit increase date they previously held in the lower class. 3. In all cases of demotion for cause, the salary placement shall be determined as part of the disciplinary action. 4. Employees may demote into prior bargaining unit positions held in the District. H. Adjustment for Length of Service The salary advantage of an entry step above Step A shall apply only to the class for which it is established and shall not apply to any Employees who change to another class. The salary step for Employees who voluntarily change to a class with a lower entry step shall be reduced to the step that is commensurate with their length of service in the former class. I. Return Fallowing_Lemy_c-._VVithaut eay Return following leave without pay is not an appointment, but is a continuation of service; however, salary and benefits, other than employment status, shall be based on actual service. This provision shall not apply to Employees returning from military leave. J. Appointment of Exceptional Applicant The General Manager may approve a salary above the established entry step for the class in order to recruit an individual who has demonstrated superior knowledge and ability in the hiring process and whose combined education and knowledge and experience represents substantially better preparation for the duties of the class than required by the minimum employment standards. In the application of this provision, consideration also shall be given to current employees in the same class who possess comparable qualifications and if determined equivalent, adjustments shall be made in accordance with the provisions of Section 26 of this Memorandum. K. Any change to job descriptions for a classification shall be subject to the meet and confer process. 24 —65— SECTION 26, MERIT INCREASES IN SALARY STEP A. Increases in steps above the entry step shall not be automatic but shall be based on performance and length of service and shall be granted to eligible Employees at the discretion of the General Manager. The following are requirements for granting a merit increase: For Employees hired before January 1, 2013, the Employee must have earned the equivalent of at least six months of full-time eligible service since their merit increase date for increases from Step A, C, D, E; twelve months service from Step B and twelve (12) months service from Step G. For Employees hired on or after January 1, 2013, Steps A and B will be eliminated. Step C will become the new Step A, and the steps will go through Step F. The Employee must have earned the equivalent of at least twelve months of full-time eligible service since their merit increase date for increases between each step, except for the initial probationary step, which shall be at six months, regardless of which step hired into. An Employee moving from a I to a II position shall be placed at the next lower step on the new position as they were on in the old position. This does not apply to Plant Operators, as there is no Operator 11 position. Plant Operators that skip the Grade 11 exam and pass the Grade III exam shall move to Operator III with a minimum 10% increase. 2. The General Manager must specifically approve the merit increase for which an Employee is eligible. B. Except as otherwise provided herein, Employee's merit increase dates shall be computed from the first day of service in any class or the date of their last merit increase, whichever is most recent. 1. Upon promotion, an employee will receive a new merit increase date. This shall not apply to movement from I to 11 in the same class. C. Extra help employment shall not be considered eligible service for merit increases. SECTION 27. GENERAL SALARY ADJUSTMENTS /� e if{}�{{}g JFiIY 3 -2�1 A #lam Bicirin} will provide-a-Gest---of-#{vs g--wage4nc-rea$e 4f uy� t0 g°Io-tl�a is ba�e41 FJR S ai1�FV st E9a5t GFtIE�rSW {for each F FneasuFed-ApFit-is-Ap6ar+d-that-ins-ifnp;e+nented4nGfeme{ta9ly�ver a three y�afi-paFfod--up •ta-a--9-°���rati ve-ad)�StFr►ent-sap--# f-t#te�°Ia--sap-i s--roc#-iaci ; there-sf ,all b -nca iFEhe"mge-inGfeases-,duffing the-GoAtFact term, 25 —66— The pFojes*ted-;,;v,=er;, I-4mplementatiGw(subjest to-the-Fioted-GRNevels and sap -)-+s, Mows,- EffeG ive-Juyr• 3, 20 4;--&lease-i ff4 /o --will &4mple Tented. €-#fee#+ve-J y, 2, 201 5�-:;;jectA-oAhe-9°I"ap-a-wage-inerease-based-sn Sn}all-VVeSI-Geast-Gitiefr�R 4 ; -bit-rat-less-tb�,�-:will-be-il�le�este� EfferYtive-Ame-2.�OU.--,IOU.-to the 904- sap wage-mG earse based -on Sf�ail-�111est�oast Eittes�W; -but-no#fess-tEaar��will �imple�ented: ;n no eve a;t wlll4he-fuul tage-zoustme-At -the-3 yearpefind end 9%. A. ffective June 29, 2017 ErriRlovees shall receive a Cosa Cost of Living Admustment of two and one-half percent (2.5%). Effective June 2$ 2018, June 27, 2019 and June 25, 2020 Employees shall receive a Cost of Living Adjustment of two and one-half percent (2.5%) each respective year. B. Upon ratification of this Memorandumgt Und_ eatanding, a Total Compensation Study e performed, fpr implementation the followin !tine 27 2019 with full involvement b a labor- rnarvaaement conimittee. The committee will agree which consultant and agencies to use as a first step. The selected cansultant,will Also L t@stied with assisting the committee in making a determination as to the appropriate CPI Indexies for South Lake Tahoe. Implementation of the Compensation Study is to be negotiated upon its completion, but in no event -shall affect the application of the tuil east of living 'Lstmenr for each Union position for the term of the contract.. A -.C. Reclassification Process Whenever the scope, responsibility, or assigned job duties for any position substantially change, a request for salary range adjustment, with all supporting documentation, may be presented to the General Manager. All decisions shall be documented by stating the reason(s) for approval or denial. Decisions by the General Manager shall be final. If the District wishes to change the salary range of a position, it shall be done on a meet and confer basis with the Union, pursuant to the above process. -:U_ Y -Rate Adjustments 1. Whenever an Employee would suffer an actual decrease in salary as a result of action taken by the District, without fault or inability on the part of the Employee, the General Manager may adopt a Y -rate to apply only to the Employee so affected. 2. Any Employee for whom a Y -Rate is established shall not receive any increase in salary until such time as their rate of compensation is within the established range for their class. QE. Emergency Salary Adjustments 26 -67- t - (Formatted: front: (Default) Arial, 12 pt i Formatted: List Paragraph, Numbered + Level: 1 + Numbering Style: A, B, C, ... + Start at: 1 + Alignment: Left + Aligned at: 0.25' + { Indent at: 0.5' Formatted: Front: Default) Arial, 12 pt 1. Whenever exceptional recruitment and/or retention difficulty is encountered in a class due to the established salary range, the Board of Directors may establish a temporary recruitment and/or retention pay allowance for the class. 2. Such temporary pay allowance shall be the equivalent of one or more salary steps for the class. 3. The Board of Directors shall designate the step or steps of the established salary range for the class to which the temporary pay allowance shall apply, and the pay allowance shall apply uniformly to every Employee in the salary steps so designated. 4. Such temporary pay allowance shall automatically terminate upon the effective date of the new Annual Salary Resolution. 5. The establishment and termination of such temporary recruitment pay allowance shall not affect any Employee's merit increase date or step within the established salary range for the class. 6. When an Employee's change in class and/or salary occur simultaneously with adjustment in salary, the Employee's change shall precede the annual Salary Resolution adjustment in application. SECTION 28. OUT -OF -CLASS SALARY ADJUSTMENTS A. Employees assigned responsibility not required of their classification and required of a classification whose salary range is five percent (5%) or more than the Employee's classification, excluding non-specified tasks, shall be paid at a rate of five percent (5%) greater than their classification for time actually spent performing the out -of -classification responsibilities. B. Employees assigned responsibility as Acting Supervisor, or assuming responsibility thereof when not specifically assigned (i.e., when supervisor is sick), shall be paid at a rate of seven and one-half percent (7 "/z%) greater than their classification for time spent having the Acting Supervisor responsibility and being available to perform the duties. Such Actinic e -R Supervisor pay will be for the entire work shift that the employee is available to perform the Supervisor responsibilities. Lab personnel supervising the Part -Time Lab Aide shall receive Acting Supervisor pay during that assigned weekend shift. C. Acting Supervisor pay shall be paid on an interim basis for 60 days, and may be extended by the General Manager for another 30 days. Thereafter, Supervisor pay shall apply and Employees will be placed at the step in the Supervisor's range that corresponds with their step in their current range for the remainder of 27 -68- the acting assignment. Employees filling in for management positions on a long- term basis, as stated in the above paragraph, will receive an additional 7.5% for a total of 15% over their regular base pay. SECTION 29. PREMIUM PAY A. When regular Employees are assigned to work specified shifts regularly with hours other than 7:-00 a.m. to 6:00 p.m., or days other than Monday through Friday, such regular employees shall receive a rate of pay equal to their hourly rate plus five percent (5%) premium payment. The premium shall apply to any overtime pay earned due to extra hours worked. The provisions of this paragraph shall not apply to any Employees assigned to 12 -hour shifts or working Monday through Friday on a regular basis. B. Effective September 17, 1999, the Union was certified by the National Labor Relations Board (NLRB) as bona fide under Section 7(b) of the Fair Labor Standards Act (FLSA). As a result of collective bargaining, the parties have reached an Agreement regarding implementation of a plan under Section 7(b)(2) of the Fair Labor Standards Act. Therefore, in conjunction with the terms of the Agreement, Employees who work 12 -hour shifts in the Operations department, shall receive an 8.37% premium pay. The 8.37% premium pay will replace paid overtime for the extra eight hours worked on the third week of the schedule rotation. The premium pay shall apply to all hours worked. Holiday and any Leave hours do not count as Yours worked for {purposes of calculating this premium.'Ufai"refm4.inn4"-wrnbination-of the4vltwMn9: 1-- 6 -fl€ %-pini - m- pay eseived prim t� S w#eFr r averlir a was paid r�the extFa eight s4rthe4hird-week ofAheFetatiorl- -�-:Cr10-Solids syr+-pr��,'.,�^',rued-by-i+�erpar-atin��lae-average-solid-s systen�pr-eFr+iun,i-and-ser►iof-Wids systerr� rr +iurr+: 3— ° --pr r iu �-pay-��s#+r ated�esi a€ 686fl}tlnt€erstr�as ty flff t holiday pay prr,n� s I Employees assigned to the solids system shall be paid a three and one-half percent — Formatted: Normal, Indent: Left: 0 ,(3_�/z_%)_differential when working in the solids system one shift,, or for actual_time. Numbered+ Level:1 + Numbering Style: A, B, C, ... + Start at: 1 + Alignment: Left + Aligned spent in the solids system. This premium shall not apply to 12 -hour Employees in at: 0.25"+ Indent at: 0.5" the Operations department, whose solids system differential is included in paragraph Formatted: Font: {DeFau[tJArlel, 12 pt B above. SECTION 30. OVERTIME 28 -69- A,Overtime pay shall be one and one-half (1-1/2) times the Employee's basic rate of pay. All hours worked in excess of designated daily shift shall be compensated at the overtime rate. Hours worked in excess of the designated daily shift shall be approved in advance by the Employee's supervisor. A: 1. If, after working overnme. there is less than an ei lit nour period Formatted: Indent: Left: 0.75", No bullets or between the time the employee leaves work and his next scheduled work --- shift, the employee shall take the following shift off and will be paid regular pay for the missed shift. Overtime work and tame off will be subject to supervisor and/or manager approval- For Employees in the Operations department. they shall be allowed to leave their work shift early erj h to allow for eight hours off before an early mandatory morn g meetin , sg ubiect to su ervisorlmana er approval. B. Employees may elect to accumulate overtime hours at one and one-half (1-1/2) times the Employee's basic rate of pay. These hours may be accumulated for future use by the Employee. The total accumulated compensatory time shall not exceed sixty (60) hours. All overtime worked by Employees exceeding the total accumulated compensatory time of sixty (60) hours shall be paid at the end of the pay period when accrued. 1. The accumulation of compensatory time is not mandatory; the discretion lies with the Employee. 2. The District shall maintain a record for each Employee of the accumulation and use of compensatory time. 3. Compensatory time off shall be approved in advance by Employee's immediate supervisor, who may deny such time off if the supervisor determines the use of this time would be unduly disruptive. C. No employee shall receive overtime pay for attending voluntary schooling or conferences. If attendance is mandatory and hours exceed normal shift, the Employee shall be compensated at the appropriate rate. D. Part-time Employees shall not receive overtime pay until they have worked at least eight (8) hours in one work day. SECTION 31. PAYMENT OF SALARY A. The pay period for all Employees shall be based on a biweekly period. B. Salaries shall be computed in accordance with the following provisions: 1. The regular salary for each Employee shall be based on the actual number of days or hours worked in the period, including authorized absences with pay, 29 -70- multiplied by the Employee's hourly rate. Except for Holiday situations and use of Safety Incentive Pay for 9/80, 10, or 12 -hour Employees, and subject to Section 37, all Employees must utilize accrued paid leave, unless on approved FMLA leave, to cover any absences, so that he or she will be paid for his or her normal schedule each work week (i.e., no short checks). This shall not apply to short checks when an Employee may take only the full 8 hours of holiday or Safety Hour-- Incentive pay for tt_e Holiii:::. . 2. Special payments, including standby, overtime, premium and other special payments, shall be calculated in accordance with the pertinent provisions of this Memorandum and the Annual Salary Resolution. 3. New Employees, as a condition of employment, shall be required to participate in the District's Direct Deposit program for all compensation. C. Salaries shall be paid to all Employees in accordance with the following schedule, provided, however, that Employees who are not paid pursuant to the regular biweekly payroll may be paid on a different date: 1. Regular salaries for each pay period shall be paid not later than the 5th work day of the following week; except that if the 5t work day of the following week falls on a non -work day, but is preceded by a work day, the salaries provided for herein shall be paid on the 4'h work day of said week; and except that if the 5'h work day of the following week falls on a non -work day and is preceded by a non -work day, the salaries provided for herein shall be paid on the first following work day of said week. 2. Special payment, including standby, overtime, premium and other special payments, shall be made not later than the regular payroll for the period following that in which such payments are earned or accrued. D. The compensation provided in this Memorandum shall be payment in full for all services rendered in a District position and no Employee shall accept any other compensation for services performed in such position. E. The District agrees to allow up to two (2) Union members to participate in the Board of Directors' two -member Finance and Operations Committees. Said Union Employee representative(s) may be on a rotational basis, depending on the committee agendas and Employee interest. It is understood by both parties that said committees are advisory only, and do not take any Board action, other than making recommendations to the full Board. A. Eligibility SECTION 32. EMPLOYEE BENEFITS 30 -71- Regular Full-time Employees who work (or receive paid leave) for a minimum of 80 hours per month will receive full accrual/pay for holiday, sick leave, vacation, and compensatory time, and are eligible for full participation in the District's health and welfare insurance benefits programs and retirement programs. 2. Regular Part-time Employees who regularly work less than 80 hours per month will receive proportional accrual/pay for holiday, sick leave, vacation, and compensatory time, and are not eligible to participate in the District's health and welfare insurance benefits programs or retirement program. Regular Full-time Employees who work (or receive paid leave) for less than 80 hours per month due to medical leave or layoff will receive proportional accrual/pay for holiday, sick leave, vacation, and compensatory time. At such time that a Regular Full-time Employee works, or receives paid leave for less than 80 hours per month, health insurance benefits will be continued for a period of three months (beginning on the first of the month following the first month of reduced hour status). This section shall not aRRly to Employees on leave glue to .a work-related injury or illness. 4. Regular Full-time Employees who are on Pregnancy Leave and work (or receive accrued paid leave for) less than 80 hours per month will receive proportional accrual/pay for holiday, sick leave, vacation, and compensatory time for a period of four (4) months. At such time that such Employee works or receives paid leave for less than 80 hours per month, health insurance benefits will be continued for a period of three months (beginning on the first of the month following the first month of reduced hour status). 5. Regular Full-time Employees who are on unpaid leave of absence will receive no accrual/pay for holiday, sick leave, or vacation leave. Health insurance benefits will be continued for a period of three months, beginning on the first of the month following the first month of unpaid leave status. B. Insurance Benefits Committee The District will form an Insurance Benefits Committee which includes representation by either the Shop Stewards or elected representatives, to discuss matters pertaining to the health insurance benefits program(s). Such discussions shall uphold the confidentiality of individual Employees, and shall be for the purpose of discussing plan document and/or claims administration issues in general. The process for addressing individual concerns regarding claims processing is contained in the Health Dental Insurance Plan Document. C. Health and Welfare Benefits Programs 31 -72- 1. Health Insurance Man First and foremost, the District and the Union desire Employees and their families to maintain good health by encouraging personal responsibility, while utilizing insurance resources efficiently. In order to promote a wellness culture in the workplace, the health insurance plan will provide incentives to maintain the current level of benefits. Employees are encouraged to carefully read and refer to the Plan Document for the details of all the benefits listed in this section. a_Each Eligible Emplo]+ee as sle#ine f+� �estierr32.� , aiaov -their eligible ,3ependent: z,r-x"ei��iegistered-DGmest c Ft WwFa defi ned-toy-Galif'vr,+,�}ia Slate laWS ciani! h�nr i P.d with hvr`sp} izatitii�r�r9�iri�CrKtr� ari�T;�;-ir�`�rar�c" �e-�flvarage-ita-ce�noti�-an►itq--tlie-Dis#�ic�s-se#f-instFred pla+�-t#ro Deeem ber-34-,24"Effective dartwry-1;204S-,E- . 1eyees shall be Govere;,z"e.;GWA-Prudent-BL-ler-Classic-Plan-for-r lisal-and prese4ption coverage; -with the-©is#fietrfully-funding4h"rtmrtlum-foFthe Employee and4heir dependent(s)�,. Dental leverage will o nt#we-te-be pfGvide4rtnder-4he-Dist-rie, s-self-insured-ple-r+ b. 1. Each Eligible Emnlovee as defined in Section 32.A. above, their eligible dependents, or their Registered Domestic Partner as defined by California state laws, shall be provided with hospitalization.-Prescription drug, medical and dental insurance coverage. C, 2. Effective January 1 2013 Employees shall be covered by the ACWA- J_PIA Prudent Buyer_ Classic Plan _or the ACWA-JPIA Consumer Driven Health Plan for medical and orescriotion coverage, with the District fully funding the premium for the Employee and their dependent(s). a-d. 3. If an employee elects to participate in the ACWA-JPIA Consumer Driven Health Plan. the, District will contribute to a Health Savings Account (HSA) the following amounts, at the beginning of each calendar year: Single - $3000 Employee plus One - $2,600- and Family - $2,400. Such funds in the HSA will be considered Empllayee_ monies to be used for medical, expenses on a tax-free basis. Prescription Program Every Employee is encouraged to utilize the prescription program in the most cost efficient manner. The prescription program will provide financial incentives to utilize generic and mail order prescriptions whenever possible. Higher co-pays will be charged for brand name prescriptions and for not utilizing the mail order service for maintenance medications unless there is no generic available or a medically necessary waiver is obtained from the doctor. c-f. Dental Insurance Employees and their eligible dependents are encouraged to obtain their routine dental exams and cleanings twice per year, which are provided in 32 -73- accordance with the! Insurance Plan Document. Employees complying with the Preventive Dental Program outlined in the Plan Document will maintain the current level of benefits payable for Major Dental care. If the Preventive Dental Program is not followed, Major dental care will be paid at a lower co-insurance percentage. !::__.-The District will contract out to a third party matters pertaining to dental claim determinations, including the filing of dental claims and review of dental claim denials, except that the District may be consulted on matters involving potential exceptions to Plan exclusions Information pertaining to medical condition and treatment will not be disclosed to any District employee, except when agreed to by the Employee or necessary in conjunction with a determination of potential exceptions to Plan exclusions. e -.h. When requested by an Employee, the Human Resources Director will provide Claims Assistance for an Employee, upon written authorization for same. Such claims assistance may include verifying accuracy of claims processing, verification of amount(s) owed by Employee to provider, and clarification of benefits provided under the applicable Plan Document. f-. i. Except for the District's obligation to provide health insurance coverage in a manner consistent with this section, matters pertaining to the health insurance plan, including but not limited to eligibility determinations and the denial or processing of claims, are not subject to the grievance procedure under this Memorandum. ;;-i_ Vision care insurance coverage premiums will be fully paid by the District for eligible Employees, their eligible dependents, or their Registered Domestic Partner, and will provide eye examinations and lenses every twelve months and frames every twenty-four months with no deductible pursuant to plan terms. 2. Long -Term Disability Plan The District will provide a Long -Term Disability Plan (LTD) to all eligible Employees as defined in Section 32.A. above. 3. Life Insurance The District will provide a Life Insurance Plan with benefits of $70,000 to all eligible Employees as defined in Section 32.A. above. 4. CalPERS Retirement Plan a. For Employees hired before January 1, 2013, the Union and the District agree to maintain participation in the California Public 33 -74- Employees' Retirement system (CaIPERS) for the Miscellaneous Plan 2.7 Percent at Age Fifty-five (2.7% @ 55), Supplemental Formula, Zero Percent (0%) Prior Service, in the Risk Pool effective July 1, 2006, and that the District shall remit to CaIPERS the entire required contribution for each eligible Employee. The District shall pay the first ten percent (10%) of the required contribution. All required CaIPERS contributions exceeding ten percent (10%) shall be split evenly between the District and the Employees so that the District pays one-half of the cost exceeding ten percent (10%) and the Employees pay the remaining one-half of the cost exceeding ten percent (10%) via payroll deduction (pre-tax), up to a maximum cap of 8% paid for by Employees. ii. Should the CaIPERS required contribution drop below ten percent (10%), Employees shall be paid a bonus of one-half of the percentage below ten percent (10%). Such bonus shall be paid at the first pay period following the end of the fiscal year. The District shall retain the other one-half of the percentage below ten percent (10%). Effective January 1, 2013, new Employees as of January 1, 2013 will be under the CaIPERS plan allowed by AB 340 Public Employees' Pension Reform act. New members to CalPERS, as defined by law, will be at the 2% @ 62 formula and be subject to the new cost-sharing formula as defined by CaIPERS. The District will comply with all laws pertaining to this new pension reform. K. c. The following Special Compensation Categories are paid b the District Formatted when employees areperfarming the related tasks_ 1. CaIPERS Special Compensation STPUD Pay Description Classic Eligible Y/N? PEPRA Eligible Y/N? CaIPERS Category/Type Premium Biosolids Bldg. Y Y Special Assignment Pay — Hazard Premium Premium Acting Supervisor Y Y Special Assignment Pay — Lead Worker/Supervisor Premium Premium Acting Lead Y Y Special Assignment Pay — Lead Worker/Supervisor Premium Backflow Pay Y Y Premium Pay/Temporary Pay/TemporaryUpgrade Pay Compaction Testing Pay Y Y Premium Pay/Temporairy Upgrade Pay Premium Out of Class Y N Premium Pa /Temporary Upgrade Pav Premium Weekend I Y I Y I Special Assignment Pay/Shift Differential Premium Swing Y I Y Special Assignment Pay/Shift Differential Premium Operator Pay I Y Y Statutory Items/FLSA 34 -75- f Formatted: Indent: Left: 1.25", No bullets or l numbering ; Formatted: Indent: Left: 0.5", No bullets or ` numbering tJniforni Y I N I StatuiD Items/Uniform Allowance 5. IRS 125 Flexible Benefits Proqram District shall continue to provide the voluntary flexible benefits program in effect as of June 30, 1996. District will allow additional payroll deductions for a flexible benefits program and for other ancillary Employee -paid insurance programs. Costs for administration of all aspects of the flexible benefits program shall he equally shared by the Participants and the District. Participants in the ACWA-JPIA Consumer Driven Health Plan who receive the District's Health Savings Account contribution as defined above, are not eligible to participate in the IRS Section 125 Flexible Benefits Program for Medical Reimbursement. They may participate for Dependent Care expense_ reimbursement. 6. Deferred Compensation Plan District shall continue to provide the voluntary Deferred Compensation program in effect as of the date of this Memorandum of Understanding. District will allow payroll deductions for such Deferred Compensation program, in accordance with applicable law. The Deferred Compensation Plan will allow participant loans from individual accounts, with a loan maturity date consistent with the deferred compensation plan provider's loan procedures. Gre"est The current deferred compensation plan provider, for example, allows mortgage loans for a period not to exceed fifteen years. 7. Retirement Health Savings Plan The Union and the District agree to form a joint committee to implement a Retirement Health Savings Plan for all Employees. As of June 21, 2012, the District will contribute $100 per month per employee toward the above Retirement Health Savings Plan. Effective June 29 2017 and for each subsequent year, the District's contribution to the Retirement Health Savings Plan RHSP will increase by the January percent increase to the ACWA-JPIA Prudent Buyer Classic Plan premium increase. SECTION 33. HOLIDAYS A. All Regular Employees of the District shall be entitled to the following holidays with pay: 35 -76- 1. January 1, Martin Luther King's Birthday, V Monday of February, Memorial Day, July 4, Labor Day, Veteran's Day, Thanksgiving Day, Friday following Thanksgiving, December 24, December 25. 2. Eight hours of Floating Holiday to be used on Friday -or any-otheF-t+rne-a date selected by the Employee and approved by his/her supervisor. B. Observed Holida s All Employees shall observe the holiday on the federal or state -recognized holiday, with the exception of Employees regularly assigned to work on Saturdays or Sundays. Employees regularly assigned to work on Saturdays or Sundays shall observe the holiday on the actual date (Saturday or Sunday). Work time on holidays worked may not be converters to compensatory time if it is a reg uWLIy scheduled workday C. Pay Rate Schedule All Employees who work on the observed holiday shall receive the appropriate rate, as indicated below, for all hours worked that day. Time and 'A Hourly Rate Martin Luther King Birthday V Monday in February Veterans Day Friday after Thanksgiving December 24 D. Holiday Time Off and Holiday Pay Hourly Rate times 2 January 1 Memorial Day July 4 Labor Day Thanksgiving Day December 25 Holiday Time Off and Holiday Pay shall occur according to the following three scenarios: 1. Holiday falls on Regular Work Day - Employee Takes Day Off. a. Employee receives 8 hours of Holiday Pay at straight time. 2. Holiday falls on Regular Work Day - Employee Works. a. Employee receives appropriate pay according to the above pay rate schedule for hours actually worked on the holiday. 36 -77- b. Employee also receives eight (8) hours of Holiday Pay at Straight Time, or; c. Employee accrues eight (8) hours Holiday Pay Straight, to take off later. 3. Holiday falls on Regular Day Off. a. Employee may take either preceding or following work day off and receive 8 hours Holiday Pay Straight for day taken off, or; b. Employee receives eight (8) hours Holiday Pay, or; c. Employee accrues 8 hours to take off before the end of the contract year. E. Holiday Scheduling & Pay 1. Scheduling Employees to work holidays, or to take Holiday Time Off, is the sole discretion of the District. Accrued Holiday Time Off shall be taken with prior supervisory approval. 2. All accrued days, as of the last pay period of the contract year shall be paid, and no accrued days shall be carried past the end of the contract year. SECTION 34. VACATION LEAVE WITH PAY A. Vacation with pay shall be earned by regular Employees based on the equivalent of full-time service from their regular employment date of appointment. 1. Vacation credit shall accrue to the Employee on the first of the pay period following the pay period in which it is earned. 2. All Employees who have less than three (3) years of service shall accrue vacation on the basis of 6-2/3 hours for each full month of service (80 hours per year). 3. All Employees who have more than three (3) but less than ten (10) years of service shall accrue vacation on the basis of ten (10) hours for each full month of service (120 hours per year). 37 -78- 4. All Employees who have more than ten (10) but less than fifteen (15) years of service shall accrue vacation on the basis of 13-1/3 hours for each full month of service (160 hours per year). 5. All Employees who have more than fifteen (15) years of service but less than twenty (20) years of service, shall accrue vacation on the basis of fourteen (14) hours for each full month of service (168 hours per year). 6. All Employees who have more than twenty (20) years of service shall accrue vacation on the basis of 14-2/3 hours for each full month of service (176 hours per year). 7. Vacation may be accumulated to a maximum of two (2) years' service on any accrual date. Thereafter, no further vacation will accrue until the Employee uses a portion of accrued vacation. Subject to the discretion of the General Manager, vacation may be bought back on a one-time per year basis, to be paid on the first pay period in December, in an amount not to exceed 50% of annual accrual. 8. Vacation shall be scheduled a minimum of two (2) weeks and a maximum of twelve (12) months in advance. Vacations with less than two weeks' notice may be granted by department Manager or Supervisor. B. All Employees who have more than six (6) months of service shall be eligible to use accrued vacation. 1. The General Manager shall determine the period when accrued vacation time may be taken by each Employee, consistent with the requirements of the department. 2. Employees who separate or are terminated from District service or who take military leave in excess of 180 days without providing notice of intent to return to work after the military leave, shall be paid the monetary value of their accrued vacation. C. During any pay period in which an employee does not work full time or does not receive a full paycheck (by using sick, vacation, or compensatory accrued hours) vacation leave accrual will be applied in accordance with Section 32. This shall not apply to 10- or 12 -hour Employees who elect to receive their 8 hours holiday pay and not use additional vacation, sick, or compensatory pay to equal a full check for a holiday. Employees on leave due to a work-related injury who utilize accrued sick, vacation, or compensatory time, to receive the equivalent of a full paycheck (accrued leave plus workers' compensation payments) shall accrue vacation hours at full accrual rate. If such accrued hours are not used or are not available, no further vacation hours will accrue until the Employee returns to work. 38 -79- D. Employees placed on unpaid suspension shall not accrue vacation leave during the period of their suspension. SECTION 35. SICK LEAVE WITH PAY Sick leave is a benefit to be used in the event an Employee or their family member, as defined elsewhere in this Memorandum, is unable to report for duty because of illness or injury without the loss of income. Sick leave is intended to be used for medical purposes, except as outlined elsewhere in this Memorandum, and should not be misconstrued as vacation. Employees are encouraged to use sick leave when they are ill in order to protect the health of others in the workplace and to speed their own recovery. A. Sick leave with pay shall be earned by regular Employees based on the equivalent of full-time service from the date of appointment. 1. Sick leave will accrue to the Employee on the first day of the pay period following that in which it is earned. 2. Sick leave shall accrue on the basis of eight (8) hours per full month of service and may be accumulated without limit. 3. Employees placed on unpaid suspension shall not accrue sick leave during the period of their suspension. 4. During any pay period in which an Employee does not work full time or does not receive a full check (by using accrued acation. or compensatory paid leave hours) sick leave accrual will be applied in accordance with Section 31. a. This shall not apply to 9/80, 10- or 12 -hour Employees who elect to receive their 8 hours holiday or Safe incentive pay and not use additional vacation,-smok, or -a" -a -y accrued leave pay to equal a full check for a holiday. Employees on leave due to a work-related injury who utilize accrued sick, vacation, or compensatory time to receive the equivalent of a full paycheck (accrued leave plus workers' compensation payments) shall accrue sick hours at full accrual rate. If such accrued hours are not used or are not available, no further sick hours will accrue until the Employee returns to work. During any period of disability for which payment is provided under State Disability Insurance, or Paid Family Leave Benefits, the Employee may elect to coordinate SDUPFL benefits see coordination I a ng gage below or to 39 -80- receive the sick leave with pay in an amount equal to the difference between the disability or paid family leave benefit and full pay- See examples betow,, erre-Empl�y+ee-rri""'�endsrse-the bene#it•ch�k-overdo-tlae••Dis#Fi6t: it'► whioW ease-acerued`sick-leaYe will beAebited-prepar-tielaatte4♦y,-and E4nMoyl eeAm -raGeivi`hisA ar r- payGhe Gk fFerv.,4e-DistFi,rt: SDI Coordination consists of combining SOI benefits and District racy using_ available leave accruals. Employees eligible for SDI benefits shall use their available sick leave accrual when su ppiementin SOI benefits up to 100% of District regular gross wages to at least cover taxable benefits- After Employee has used all available sick leave accrual, other available accrual types may be used. The District will utilize the Emoiovee's 501 benefit payment advice as the basis for coordination of gross wages. Should any_coni bined payment of District gross wages and SDI benefit exceed Employ_ee's regular Bross wages (overpayment(overpayment), Empiayee will be ree uired to remit payment to the District to_huv back leave hours (-qua] to the overpayonent (see buy back provision below). Examples: * Employee uses minimal hours to cover deductions that results in less than 40 hours _perAa"eriad._After audit of conif ined Wa$e/benefit, payments to ensure gross wages have not been exceeded Entployee retains benefit amount for SDI. Note: In this case, -sick and vacation acc ru als, a nd hollid4ypay or holidav_arcrual w)II be,pro-rate d per Section 32,A.3.. Emi) IoVee uses 40 hours per pay period, After audit of corn bined wage/benefit payments _e_mplo_yee is_ required to remit pgymen t to the District for any amount over 100%of gross wage s and sick leave as well as vacation leave if desired will be credited p roo ortionatel . * Employee uses 80 hours per pay period. Since this scenario results in combined payment over 100% of Bros_ s wages, Employee remits the amount Qf 5D11PFL benefit to the District and sick _leave _fas well as vacation leave if desired) will be credited pronortlonately. Gov crack-pf leave hours may. be_calcu[ate d.proportionate ly between sick and vacation accrued leave used dyirie period of disabirity, _proportion shall bealculate_�i using sick and vacation leave balances on the first day of disability. An Employee may elect to buy back only, Sick leave but may not elect to buy back solely yacayon leave.. In no instances will vacation Leave be-crgdited. in. an amoLin t.exceeding the total vacation paid throughout the period of Formatted: Normal, Indent: Left: 0.5', No bullets or numbering disability.. Formatted: Font: (Default) Arial, 12 pt Regular Employees may use sick leave for the purpose specified in this section: 1. Absence from duty when quarantined because of exposure to a contagious disease or when incapacitated from performing their duties because of personal illness, injury or dental work. 2. Absence from duty for examination or treatment by a dentist, medical doctor, or physician under circumstances not involving quarantine or incapacity, provided, however, that such absences shall be scheduled at the discretion of the General Manager or his/her designee. 40 -81- Absence from duty for attendance upon their spouse, or Registered Domestic Partner, or for attendance on a close relative because of illness or injury which incapacitates such family member and definitely requires personal care. Such absence shall be limited by the appointing authority to the time reasonably required to make other arrangements for such care. A close relative includes children, parents, grandparents, grandchildren, sisters and brothers, aunts and uncles, natural, adopted, and by marriage. 3. Absence from duty to transport their spouse or to transport a child or close relative, as defined above, residing with the Employee to and from a local hospital for medical treatment or operation, including childbirth. 4. Absence from duty to be in attendance, at any location, during serious medical treatment or operation, including childbirth, performed upon their spouse or performed upon a child or close relative, as defined above, residing with the Employee. 5. Upon termination, a regular Employee hired before January 1, 2013 shall receive a cash payment equal to ten percent (10%) of accrued unused sick leave for each full year of employment, up to a maximum of 1040 hours, times their regular hourly rate. Employees hired on or after January 1, 2013 shall not receive a cash payment of accrued unused sick leave upon termination. 6. Employees who have 1040 hours of accrued sick leave may accept payment for 100% of the excess over 1040 hours. They may elect to continue the accrual of sick leave beyond the 1040 hours if they do not want payment for the excess over 1040 hours. When payment is chosen, it will be paid on the first payday in December of each year. This provision shall also apply to Employees hired on or after January 1. 2013. 7. Upon death of an Employee, the beneficiary shall be paid accumulated sick leave to a maximum of 1,040 hours. This shall not apply to beneficla_nes_ of Employees hired on or after January 1, 2011 .—The District's PEPRA CalPERS contract includes up to six (6) months of sick leave conversion to service credit upon termination. To be eligible for this contract feature the member's retirement date must be within 120 days from the date of separation from the District. Vesting of 10% per full year of employment will be applied to the sick leave balance as of the termination date. The vested sick leave balance is the arnount that will be renorted to CaIPERS. It shall be the duty of the General Manager to enforce the provisions of this section and to record each absence for sick leave, including a clear statement of cause and such supporting evidence as is used in determining the necessity of such leave. 41 -82- Formatted: Font: (Default) Arial, 12 pt Formatted: Indent: Left: 0.5", No bullets or numbering Formatted: Indent: Left: 0.5", No bullets or D. Employees are required to notify their immediate supervisor or department head numbering at least one (1) hour prior to the time set for performing their daily duties, or as soon as possible under extenuating circumstances. Failure to follow this directive could result in disciplinary action. E. If absence from duty due to sickness extends beyond the period of three (3) consecutive working days, the supervisor or department head may require the Employee to provide a doctor's note certifying their illness or disability and confirming their need for sick leave. F. The General Manager or his designee may require an Employee to provide a doctor's note certifying illness or disability at any time they are aware of information or have reason to believe that an Employee is abusing the sick leave privilege. G. The General Manager or his/her designee may require an Employee to provide a fit for duty statement by a medical doctor following any absence for serious illness, injury, or exposure to contagious disease, whether or not sick leave was used. a—Dari lg..ay-period a€ disability -tor +,ufic Payrenis p vvi�ieri under &tate Disability r�suraRG"r-PaW am4y-eve--Benetits ttb+e-€mplayee-may elect -to -receive the-&iGk-leave-with pay i 3f119LFFi� �ki2 t�3 le differenee between -tip isabi{i paid €afaai+, ;��e#it and #all pay- er• the-Ea-ipieyee-may--elect-t$-endarse-the benefit-eheak-ever-Aa-the-€]iatric#, in--whf c-h-case-ae�r�ec#-sick-leave-w4lLbe-debit ed -p rapar�ar►ately-a rad-tbe Emplayee-w+l�-receive--iis/her-regular pay£heG"foFn4he Dis i6t: H. When sick leave balances are exhausted, Employees must use their available leave balances, except when the Employee is on Family Medical Leave, Workers' Compensation, or is coordinating their leave with State Disability Insurance or Paid Family Leave benefits. E An Employee intending to use sick leave for medical appointments shall notify his/her immediate supervisor in advance of the appointment. Sick leave use for this purpose must be approved in advance by the Employee's immediate supervisor. J. Sick Leave Reporting Requirement If a supervisor/manager has reason to believe that an Employee is not using their sick leave appropriately, e.g., unusual pattern of sick leave use, excessive use of incidental sick leave, etc., the employer may place the Employee on a sick leave reporting requirement. Employees placed on Sick Leave Reporting will be 42 -83- required to bring a doctor's note for all absences until they are released from this requirement. The steps for this process shall be as follows: 1. The supervisor/manager will meet with the Employee and provide a list of problem absences. Absences subject to FMLA or workplace injury (workers' compensation) shall not be included in the list of problem absences. 2. The supervisor/manager will provide the Employee with written documentation that specifically outlines the employer's concerns and expectations. The Employee will be notified in writing of the timelines and the goals they are expected to achieve. 3. The Employee and the supervisor/manager will meet at least quarterly to discuss this issue until the Employee is removed from the sick leave reporting requirement. 4. Nothing herein shall preclude the District from taking disciplinary action for abuse of sick leave in accordance with existing MOU provisions in addition to following the procedures outlined above. 5. To ensure District -wide consistency in application, the General Manager or his/her designee will oversee the sick leave reporting requirement process. SECTION 36. INDUSTRIAL ACCIDENT LEAVE A. Employees who are injured in the performance of assigned duties shall receive such medical examination, medical care, compensation and other benefits as awarded under Workers' Compensation laws of California. Employees who suffer an injury resulting from employment duties shall use the general procedures and receive benefits as set forth below. Complete injury reporting procedures are available in the District's Injury and Illness Prevention Program. 1. It shall be the mandatory duty of Employees to report to their supervisor any possible injury on the date of occurrence or as soon thereafter as their condition permits; failure to do so shall be considered cause for disciplinary action. 2. Employee shall immediately notify their supervisor and shall immediately receive medical examination and/or emergency treatment as deemed appropriate by the General Manager. 3. The Employee shall not be considered absent from duty during the time required for medical examination and/or emergency treatment, however, overtime pay shall not be paid for treatment extending beyond normal shift. 43 4. If any Employee is injured on the job, the supervisor shall immediately notify the General Manager and/or the Human Resources Director and shall promptly provide such information as may be requested. B. During any period of disability for which payment is provided under Workers' Compensation insurance, the Employee may elect to receive sick leave with pay in an amount equal to the difference between any compensation benefits and full pay or the employee may elect to endorse the Workers' Compensation insurance benefits over to the District and receive a full paycheck from the District. SECTION 37. LEAVES OF ABSENCE A. A regular Employee may be authorized a leave of absence with or without pay. Such a leave shall entitle the Employee to be absent from duty for a specified period of time and for a specified purpose, with the right to return as provided in the approved leave. 1. No additional sick or vacation accruals shall occur during an unpaid leave of absence. B. A request for a leave of absence with or without pay shall be made in writing. Such leave shall be subject to approval of the General Manager, and health insurance benefits shall be applied in accordance with the provisions of Section 32, Employee Benefits. Except for absences covered by the FMLA/CFRA Policy or California's Pregnancy Disability Leave law, where use of accrued leave is optional, no Employee shall be granted a leave of absence without pay until he or she has used all accrued sick leave, vacation leave or compensatory time off. A leave may be granted for a period not to exceed 90 days for the following purposes: 1. Illness beyond that covered by FMLA or Pregnancy Disability Leave. Medical provider certification form documentation may be required. 2. Education or training which would benefit the District. 3. Other personal reasons, approved by the General Manager, when, in his/her judgment, service or cost will not be adversely affected. C. Leave of absence with or without pay shall be granted to an Employee who is temporarily disabled due to pregnancy. With medical provider certification form documentation, the leave shall cover a reasonable time before, during, and after childbirth, based on her physical disability related to the pregnancy and/or childbirth. 44 -85- D. An Employee may be granted an extension of a leave of absence with or without pay for not more than 90 days. Such an extension shall be based on unusual and special circumstances and shall be subject to approval of the General Manager. E. An Employee may be granted a leave of absence without pay for a period not exceeding 30 calendar days upon the discretion of the General Manager. Such a short-term leave may be granted for any reason. F. A leave of absence may be revoked by the General Manager upon evidence that the cause for granting a leave was misrepresented or has ceased to exist. G. A probationary Employee may be granted a leave of absence without pay by the General Manager for a period not to exceed 90 days to cover an illness, injury, or other disability only. The probationary period shall be extended by the amount of such leave granted. H. Full time or pari time employment by another employer during a leave of absence (including FMLAICFRA or PreqnanGy Disability Leaveis prohibited and shall result in termination. SECTION 38. BEREAVEMENT LEAVE A. The General Manager may authorize bereavement leave with pay for a regular Employee when needed due to the death of his/her parent, spouse, natural or adopted child, step -child, grandparent, grandchild, brother, sister, mother-in-law, father-in-law, or the death of any child or close relative who resided with the Employee at the time of death. B. Such absence for bereavement shall be limited to time which is definitely required and shall not exceed 40 hours for any one death unless the death is that of a spouse or child, in which case the Employee may take an additional 40 hours of accrued time off. C. For a relative not listed in paragraph A above, an Employee, with supervisor and program manager approval, may take the necessary time off needed to attend the relative's funeral, up to a maximum of 40 hours. The Employee may use any accrued time off as pay for such time off. D. The General Manager or his/her designee may require documentation to approve such leave. SECTION 39. JURY DUTY LEAVE HI -86- A. Regular Employees who have been summoned or subsequently selected to serve on a jury in a court of law shall receive their regular rate of compensation for normal work hours and days or shifts during such absences. Should jury duty fall on a regularly scheduled day off, Employee will not be compensated by District for that time. 1. The check received from jury duty on a scheduled work day must be endorsed and forwarded to the District which will deduct the mileage compensation and return that amount. B. Employees on jury duty are required to: 1. Normally report to his/her work location when there are at least two (2) hours available for actual work time between his/her scheduled starting time and the time he/she is required to report to the court (exceptions require manager approval); 2. Normally report back to his/her work location if he/she is released early and there are at least two (2) hours available for actual work time (not including travel time) (exceptions require manager approval); 3. Obtain attendance slips from the court certifying actual dates of service. These slips are to be attached to the appropriate time sheets for verification of jury duty leave. C. Jury duty leave hours taken are not included as hours worked for the purpose of computing overtime. D. It is the Employee's obligation to notify his/her supervisor, in writing, as soon as he/she has been called for jury duty and the date for reporting. No Employee shall work additional hours over his/her regularly scheduled hours on a day on which he/she has jury service unless specifically authorized by the department manager. i. Night shift employees in the Operations Department shall arrange scheduling with the department manager in order to (1) ensure adequate rest time between jury duty and regular work time and (2) ensure adequate staffing in the department. SECTION 40. MILITARY ABSENCE Employees shall be granted military leave pursuant to the federal Uniformed Services Employment and Reemployment Rights Act and the California Military and Veterans Code. Such period of military leave shall include the ordered or expected period of active duty and reasonable travel time connected therewith. An Employee who does 46 Win not return within the period of approved military leave shall not be granted any benefits and privileges which are required by state or federal law. SEG T lOW 41. ABSENCE VVITFEOU LEEAVE Absence of an Employee during regular working hours for a portion of a day or more that is not authorized by a specific leave of absence under the provisions of this Memorandum shall be an absence without leave. Any such absence shall be without pay and may be the basis for disciplinary action_ Any absenre without leave for three consecutive days shall constitute cause for discharge. Such discharge may be canceled if investigation by the General Manager shows that such cancellation is warranted. SECTION 42. GRIEVANCE AND ARBITRATION PROCEDURE This grievance and arbitration procedure shall be used to process and resolve grievances arising under this Memorandum. A. Definitions 1. A grievance is a complaint of one or a group of Employees or a dispute between the District and the Union, involving the interpretation, application, or enforcement of the express terms of the Memorandum. 2. As used in the procedure, the term "Program Manager' means the individual who directs the program in which an employee is assigned. 3. As used in the procedure, the term "working days" shall mean days on which the District office is open. B. Time Limits Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure but, with the written consent of all parties, the time limitation for any step may be extended. C. E_TpLqyaeRighLs The Employee retains all rights conferred by Government Code section 3500, et. sect_. D. Informal Discussion 47 -88- . The grievance initially shall be discussed with the Program Manager. The Employee may be represented by the Union. Within two (2) working days, the Program Manager shall give a decision or response. 2. If an informal grievance is not resolved to the satisfaction of the grievant, or if there is reason to bypass the informal step, a formal grievance may be initiated. A formal grievance may be initiated no later than: a. Five (5) working days after the event or circumstances occasioning the grievance; or b. Within three (3) work days of the decision rendered in the informal grievance procedure, whichever is later. 3. However, if the informal grievance procedure is not initiated within the period specified in subsection (a) above, the period in which to bring the grievance shall not be extended by subsection (b) above. E. Formal Grievance 1. A formal grievance shall be initiated in writing on a form prescribed by mutual agreement of the District and the Union and shall be filed with the Program Manager as the first level of appeal. The Employee may be represented by the Union. A copy of the Grievance form is attached hereto as Exhibit C. 2. Within five (5) work days after the initiation of the formal grievance, the Program Manager at the first level of appeal shall investigate the grievance and give a decision in writing to the grievant. F. Appeal of Formal Grievance 1. If the grievant(s) are not satisfied with the decision rendered, they may appeal the decision in writing within five (5) work days to the General Manager. The Employee may be represented by the Union or a designated representative. 2. The General Manager shall respond in writing within ten (10) work days to the grievant. If the General Manager determines that it is desirable, he/she shall hold conferences or otherwise investigate the matter. G. Binding Arbitration If the General Manager fails to respond in writing as provided, or if the response is not satisfactory to the grievant, the grievant shall have the right to refer the matter to binding arbitration. Such referral shall be made by written demand 48 -89- submitted to the General Manager within ten (10) work days of receipt of his/her decision. H. Selection of Arbitrator 1. An impartial arbitrator shall be selected jointly by the parties within ten (10) work days of receipt of the written demand. 2. In the event the parties are unable to agree within the time stated, the arbitrator shall be selected by the American Arbitration Association. I. Decision 1. The decision of the arbitrator shall be final and binding. 2. The arbitrator shall have no authority to add to, delete or alter any provisions of this Memorandum, but shall limit their decision to the application and interpretation of its provisions. J. Costs The fees and expenses of the arbitrator and the court reporter, if required by the arbitrator or requested by a party, shall be shared equally by the parties. K. Witnesses The District agrees that Employees shall not suffer loss of compensation for time spent as a witness at arbitration hearing held pursuant to this Memorandum. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable. SECTION 43. MANAGEMENT RIGHTS Except as otherwise specifically provided in this Memorandum of Understanding, the District has the sole and exclusive right to exercise all authority, rights or functions of management. It is agreed that all rights, powers or authority vested in the District, except those specifically abridged, delegated, deleted or modified by the express terms of this Memorandum of Understanding are retained by the District. The District expressly retains the complete and exclusive authority, right and power to manage its operations and to direct its employees except as the terms of this Memorandum of Understanding specifically limit such authority, rights, and powers. These retained authorities, rights, and powers include, but are not limited to, the right to hire, classify, promote, designate, discipline, evaluate, review, and discharge employees, schedule work as needed, determine levels of staffing, maintain order and efficiency, to supervise and direct 49 -90- Employees in the performance of their duties, to set standards to ensure proper and efficient use of the work force and equipment, to determine qualifications and abilities, and to establish and evaluate the merits, necessity, and/or organization of any service or activity currently offered or offered at any time hereafter by the District. SECTION 44. ENTIRE AGREEMENT This Memorandum of Understanding constitutes the entire agreement between the parties and concludes meeting and conferring on any subject, except as provided herein, or as otherwise mutually agreed upon, whether included in this Memorandum of Understanding or not. It is agreed that the terms and conditions of the Memorandum of Understanding itself shall constitute the whole agreement between the parties thereto, and that the terms and conditions of this Memorandum of Understanding shall supersede all proposals, conversations, or oral or written agreements constituting any portion of the meet and confer process or any other discussion leading up to the Memorandum of Understanding. The parties agree that no agreement was reached on other matters discussed and that the District is not obligated to make any changes or take any action regarding them. No alteration or variation of the terms of this Agreement shall be valid unless made in writing and signed by the parties hereto and no oral understanding or agreement not incorporated herein shall be binding on the parties hereto. SECTION 45. SEPARABILITY OF SECTIONS If any section subsection, paragraph, sentence, clause or phrase of this Memorandum shall, for any reason, be held to be invalid or unconstitutional, such invalidity or unconstitutionality shall not affect the validity or constitutionality of the remaining portion of this Memorandum, it being hereby expressly provided that this Memorandum and each section, subsection, paragraph, sentence, clause, or phrase hereof would have been adopted irrespective of the fact that any one or more sections, subsections, paragraphs, sentences, clauses, or phrases shall be declared invalid or unconstitutional. SECTION 46. TERM OF AGREEMENT The parties agree that this Agreement shall stay in full force and effect through June -2-8;--2-017 23. 2021. 50 -91- SECTION 47. NO STRIKE AGREEMENT During the term of this Agreement, it is agreed that there shall be no strike by the Employees nor lockout by the employer. DATED: SOUTH TAHOE PUBLIC UTILITY DISTRICT Ek—Schafer Voge. esann, President, Board of Directors Richard H. Solbrig, General Manager/Engineer Paul Hughes, District Representative Nancy Hussmann, District Representative 51 -92- ATTEST: Melonie Guttry, Clerk of the Board INTERNATIONAL (INION OF OPERATING ENGINEERS, STATIONARY LOCAL 39 Tony DeMarco, President Jerry Kalmar, Business Manager Charlie Solt, Business Representative Cliff Bartlett, Shop Steward Brian Chernago, Shop Steward G*4$-Sneed shop-StewardRichard Jones IV Shog Steward Wanda Stanley, Shop Steward Aaron Buckman, Shop Steward Doug Van Gorden, Shop Steward 52 -93- 1275 Meadow Cre5t Drive • South Lake Tahoe • CA 96150-7401 Phone 530 544-6474 Fax 530 541-0614 www.5tpud.u5 BOARD AGENDA ITEM 6b TO: Board of Directors FROM: Nancy Hussmann, Human Resources Director MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: Management Staff Memorandum of Understanding effective June 29, 2017 REQUESTED BOARD ACTION: Approve Management Staff Memorandum of Understanding for the term of June 29, 2017, through June 23, 2021. DISCUSSION: At the Board's direction, the negotiating team, consisting of Richard Solbrig, Paul Hughes, Shannon Cotulla, and Nancy Hussmann, conducted negotiations meetings with the Management Staff Representatives in May and June 2017. The enclosed redline version of the Memorandum of Understanding reflects the agreed upon changes to the Management Staff Contract for a four-year term. SCHEDULE: July 7, 2017 - Obtain all signatures from Management Staff, Board, and General Manager COSTS: N/A ACCOUNT NO: N/A BUDGETED AMOUNT AVAILABLE: N/A ATTACHMENTS: Redline version of Management Staff Memorandum of Understanding CONCURRENCE WITH REQUESTED ACTION: CATEGORY: Sewer/Water GENERAL MANAGER: YES (N\ . NO CHIEF FINANCIAL OFFICER: YES NO -94- General Manager Richard H. 5olbrig Directors r ' Tahoe Chris Cefalu James R. JonesOURandy Vogelge5ang Kelly 5heehan Public Utility District Duane Wallace 1275 Meadow Cre5t Drive • South Lake Tahoe • CA 96150-7401 Phone 530 544-6474 Fax 530 541-0614 www.5tpud.u5 BOARD AGENDA ITEM 6b TO: Board of Directors FROM: Nancy Hussmann, Human Resources Director MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: Management Staff Memorandum of Understanding effective June 29, 2017 REQUESTED BOARD ACTION: Approve Management Staff Memorandum of Understanding for the term of June 29, 2017, through June 23, 2021. DISCUSSION: At the Board's direction, the negotiating team, consisting of Richard Solbrig, Paul Hughes, Shannon Cotulla, and Nancy Hussmann, conducted negotiations meetings with the Management Staff Representatives in May and June 2017. The enclosed redline version of the Memorandum of Understanding reflects the agreed upon changes to the Management Staff Contract for a four-year term. SCHEDULE: July 7, 2017 - Obtain all signatures from Management Staff, Board, and General Manager COSTS: N/A ACCOUNT NO: N/A BUDGETED AMOUNT AVAILABLE: N/A ATTACHMENTS: Redline version of Management Staff Memorandum of Understanding CONCURRENCE WITH REQUESTED ACTION: CATEGORY: Sewer/Water GENERAL MANAGER: YES (N\ . NO CHIEF FINANCIAL OFFICER: YES NO -94- MEMORANDUM OF UNDERSTANDING J 4,--20-12 - Ja.;r24�,-20V-Jujze 29.2017 - June 24, 2021 Amended by Board November 20. 2014 - - SOUTH TAHOE PUBLIC UTILITY And MANAGEMENT STAFF OF THE SOUTH TAHOE PUBLIC UTILITY DISTRICT -96- TABLE OF CONTENTS SECTION TOPIC PAGE 1 Administration 1 2 Definitions 1 3 Employment 3 4 Employment of Relatives 3 5 Promotion/Probation 4 6 Physical Examinations 4 7 Assignments Requiring Motor Vehicles 5 8 Employee Training 5 9 Educational Assignments 6 l0 Performance Evaluations 6 11 Hours of Work 7 12 Emergency Assignments 7 13 Salary Range Upon Appointment to a Class 7 14 Merit Increases in Salary Range 8 15 Overtime/Compensatory Time 8 16 Payment of Salary 9 17 Salary Adjustments 10 18 Assignments Requiring Travel 10 19 Holidays 11 20 Vacation Leave With Pay 11 21 Sick Leave With Pay 12 22 Workers' Compensation Insurance 14 23 Leaves of Absence 14 24 Family Death Leave 16 25 Jury Duty Leave 17 26 Military Absence 17 27 Health, Life and Pension Benefits 17 28 Code of Conduct 20 29 Disciplinary Procedure 22 30 Grievance Procedure 24 31 District Rights 25 32 Entire Agreement 26 33 Separability of Sections 26 34 Term of Agreement 26 35 No Strike Agreement 26 Appendix A Salary Schedule Appendix B Vehicle Policy Appendix C Study Implementation —97— MEMORANDUM OF UNDERSTANDING This MEMORANDUM OF UNDERSTANDING, hereinafter referred to as WOU" or Memorandum of Understanding, is made and entered into by and between the SOUTH TAHOE PUBLIC UTILITY DISTRICT, hereinafter referred to as the "District', and THE MANAGEMENT STAFF OF SOUTH TAHOE PUBLIC UTILITY DISTRICT, hereinafter referred to as "management" or "Employee", and has as its purpose the promotion of harmonious labor relations between the District and Management, establishment of an equitable and peaceful procedure for the resolution of differences, and the establishment of rate of pay and other conditions of employment. Stiction '3. ADMINISTRATION A. The General Manager shall be responsible for the administration of, and has the authority to administer, this Memorandum of Understanding, except as specifically provided herein, and shall specify such administrative procedures, forms, records, reports and audits he/she deems necessary for proper administration of the Memorandum of Understanding. The General Manager may assign to other District employees such duties in connection with this MOU as he/she deems proper and expedient. B. It shall be the duty of the General Manager to keep, or cause to be kept, accurate records of the application of this Memorandum of Understanding. C. The District agrees to advise new Employees of the existence of this Memorandum of Understanding. SECTION 2. DEFINITIONS For the purpose of this Memorandum of Understanding, certain words and phrases are hereby defined as follows: A. AI=I'ERNATIVE WORK SCHEDULE: Any schedule which involves a variation of the regular work schedule for a total of an average of 40 hours per week. B. ANNUAL SALARY: The amount of individual compensation for a full year of service, which is established specifically in Appendix A. C. BOARD: The elected Board of Directors of the South Tahoe Public Utility District. D. CLASS: Any position or group of positions within the same pay range as designated in Appendix A, attached hereto and made a part hereof. E. CLASSIFIED EMPLOYEES: All Employees filling positions within Management that are responsible to the General Manager rather than the Board of Directors. The - : . Services Manager {ESN1 I shall be designated a Classified Employee for purposes of this Memorandum of Understanding, with the understanding that the Qerk ESM is responsible to the General Manager and the Board of Directors. —99— F. CONFIDENTIAL EMPLOYEES: The General Manager shall be considered a Confidential Employee and is excluded from this Memorandum of Understanding. G. CONTRACT YEAR: The Contract Year shall begin on the first pay period of each calendar year, and shall last twenty-six (26) pay periods. H. DAY: A calendar day. I. DEMOTION: A change in position to a position in a lower class. J. DISTRICT: The South Tahoe Public Utility District, a California public utility district. K. EMPLOYEE: A management Employee of the District subject to this Memorandum of Understanding. L. GENERAL MANAGER: The person having the lawful authority to appoint or to remove persons from positions in the District service, and to designate persons to perform those duties which legally may be delegated. M. HOURLY RATE: The amount of individual compensation for a full hour's service, which is computed by dividing annual salary by the number of working hours in a year. (It is hereby understood there are 2,080 working hours per year.) N. JOB DESCRIPTION: The job description for each Employee is attached hereto as "Enclosure" and made a part hereof. The General Manager or his/her designee and any affected Employees will meet and confer prior to any change in Job Description. 0. PAID STATUS: Includes hours worked and time on paid leave (i.e., vacation, sick, comp time, jury duty). P. PROBATIONARY EMPLOYfFS. Those persons employed for a classified position, who have not been in District service for a consecutive six-month period. All new Employees shall serve as Probationary Employees for the first six months of their employment. Completion of a satisfactory probation period is mandatory before becoming a permanent Employee. During this time, the Employee must demonstrate he/she can and will perform the duties of the position satisfactorily. It is the responsibility of the Employee's supervisor to give him/her proper orientation and training during this period. The supervisor is also to rate his/her performance, and if unsatisfactory, to dismiss him/her before the Employee is given a permanent position with the District. Q. PROMOTION: A change in position to a position in a higher class. R. RANGE: The minimum and maximum salary rates which may be paid to Employees within a Class, which is established specifically in Appendix A, attached hereto. S. REGULAR EMPLOYLES: Any Employees who have completed a probationary period and who occupy a permanent position, established in accordance with Appendix A. —100— T. REGULAR WORK SCHEDULE: A work schedule consisting of eight hours per day, five days per week. U. TRANSFER: Movement to a position within the same class. V. UNION: _%tionary Engineers Local 39, representing those employees of the District not covered by this MOU, not including the General Manager, and the Board, which are neither Union nor Management. W. WORKDAY: A regular business day from 8:00 a.m. to 5:00 p.m., Monday through Friday. X. WORKWEEK: The seven consecutive day period beginning on Thursday at 12:00 midnight and ending on Wednesday at 11:59 p.m.. SECTION 3. EMPLOYMENT A. It is the policy of the District that its Employees shall be selected on the basis of education, experience, fitness, merit and efficiency. The District is an Equal Opportunity Employer. Job openings are to be anticipated and well publicized throughout the District so that qualified employees and others will have full opportunity to present applications for consideration. Employment shall be the responsibility of the General Manager, with the exception of the position of Executive Services Manager, employment of whom the General Manager shall make recommendations to the Board, upon which the Board shall make the final decision. B. Job openings shall be posted for a minimum of one week within the District facilities. At the General Manager's discretion, said posting may be prior to or concurrent with advertisement to the general public. SECTION 4. EMPLOYMENT OF RELATIVES A. Relatives of present Employees maybe hired by the District only if 1) the individuals concerned will not work in a direct supervisory relationship, and 2) the employment will not pose difficulties for supervision, security, safety, or morale. Relatives are defined as spouses, children, sisters, brothers, mothers, or fathers, and persons related by marriage. B. Present employees who marry, or who become related by marriage after December 25, 1996, will be permitted to continue employment with the District only if they do not work in a direct supervisory relationship with one another, or otherwise pose difficulties for supervision, security, safety or morale. C. If employees who marry, or who become related by marriage, do work in a direct supervisory relationship with one another, the District will attempt to reassign one of the employees to another position for which he or she is qualified, if such a position is available. If no such position is available, then one of the employees will be required to leave the District. The decision as to which employee will leave is left to the involved employees. If the involved —101— employees refuse to decide which employee will leave the District, the District may determine which employee will leave based upon the needs of the District, and considering seniority, training requirements and other pertinent factors. SECTION S. ,PROMOTION/P�tC3 II kON The relative merit of applicants for appointment to, or promotion within, the classified service shall be determined by examination. Examinations will include consideration of any or all of the following factors: education, experience, knowledge, skills, special aptitude, general adaptability, personal characteristics, physical fitness, promotability, and such other qualifications as are considered necessary by the General Manager for the satisfactory performance of work in the classification being examined. Examinations may consist of written tests, performance tests, evaluation of qualifications, oral examinations, interviews and assessments of the applications submitted. If a selection interview board is appointed for the purpose of considering the merits of applicants, it will include at least one District management level employee and an individual outside the District experienced in the work area being considered, except in the hiring of the Assistant General Manager or Chief Financial Officer, in which case the selection interview board may consist of no Management and more than one outside individual experienced in the work area being considered, at the General Manager's discretion. Said selection interview board will make recommendations to the General Manager, who will be allowed to participate in the actions of the selection interview board. Any District Employee who is promoted to a higher level position in the District shall serve a six-month probationary period in the new position. If such District employee fails to satisfactorily complete the probationary period in the new position, the District employee shall have the right to return to his/her previous position in which he/she held regular status. Any Probationary Employee may be rejected at any time during the probationary period. Rejection during the probationary period shall result in termination of employment by the District, except in promotional situations, as set forth above. SECTION 6. PHYSICAL EXAMINATIONS Upon reasonable cause the General Manager may require any Employee to submit to a medical, physical, and/or psychological examination whenever there is a need to determine whether an Employee is still able to perform the essential functions of his or her job. The District shall be entitled to make inquiries or require medical or psychological examinations necessary to determine reasonable accommodation of a disabled Employee. Said examination(s) shall be conducted by a physician designated by District and any cost for such examination(s), beyond that covered by health insurance, shall be paid by District. All Employees in positions for which the job description requires annual physical examinations shall be required to submit to physical examinations on an annual basis. Employees who, in the opinion of the designated physician, are physically, medically, or mentally incapable of meeting essential requirements of their position even with reasonable accommodation, are subject to transfer or reassignment. If, in the discretion of the General Manager, no reasonable accommodation can be made nor can transfer or —102— reassignment to a position for which the Employee is physically, medically, and/or mentally qualified be made, the Employee's services may be terminated for inability to perform the essential functions of the position. Management Staff agrees to abide by the District's Drug -Free Workplace Policy as adopted by the Board of Directors. SECTION 7._ ASSIGNMENTS REQUIRING MOTOR VEHICLES A. District agrees to pay the established IRS rate per mile in ettect during the term of this MUU for every mile traveled in Employee's personal vehicle on official District business. Mileage claims for reimbursement shall be made in writing on District -approved form, fully completed and executed. B. Employee agrees to carry a minimum liability policy of $50,000 each claim, and $100,000 per occurrence, with an insurance company approved by District. Proof of insurance shall be provided to District prior to Employee using his/her personal vehicle on District business, and upon reasonable request by District hereafter. C. Employees that are assigned District vehicles will comply with the District vehicle policy in effect. D. Employees shall use District vehicle(s) and/or claim compensation for mileage, in compliance with the District's Vehicle policy attached hereto as Appendix B and incorporated as if fully set forth herein. E. Employees shall be assigned duties requiring use of motor vehicles, in accordance with the motor vehicle code and other applicable laws. F. Seat belts which are furnished in District vehicles shall be properly used, and by this Memorandum of Understanding, every Employee is fully informed of this requirement. Employees using personal vehicles shall be required to have and use seat belts at all times when using such vehicles on District business in accordance with California laws. Failure to use seat belts shall be cause for disciplinary action as provided herein. All Employees who are required to drive as part oftheirjob duties shall maintain a valid driver's license in accordance with their Job Description, and shall maintain insurability at all times. If an employee is required to drive as part of his/herjob duties, lack of insurability shall be cause of discipline. H The folkwimguosition is assigned a District vehige anel may use that vehicle for personal use: a. Assistant General Manaeer/Eneinee r The allowance will be calculated per the IRS Annual Lease Value method. All busin,gss mileaee is required to be documented and the allowance will consist of the lease value of the vehicle plus personal mileage. —103— Formatted: Indent: Left: 0.5", No bullets or numbering Formatted: Indent: Left: 0.5", No bullets or numbering Formatted Formatted: Normal, No bullets or numbering The following positions are assigned a District vehicle and May use their vehicle for minimal personal business that is conducted "en route" between lob sites, or between a jolt site and their home. 1. Mana er of Field Operations 2. Manager of Plant Operations 3. Water Reuse Operations Manager G, The vehicle allowance method Is de0endent upon the IRS Commutin Rule test for a hi hlv compensated empllayee Should the Emplo ee's annual salary exceed the amount specified by the IR5 he aflowance will be calculated per the IRS Annual Lease V lue meth,00. All buiiiess mileage is required to be documented and the allowance will consist of the lease value of the vehicle plus personal mileage For Employees who d > not exceed the annual salary specified by the IRS, the allowance will be calculated per the [RS Ccmmuting_ Rule. The allowance is determined by multi P I i ng each ane-wa corn rnute to/from home by 51.50. SECTION & EMPLOYEE TRAINING It is the policy of the District to encourage and facilitate a program of training in the interests of Employee efficiency and as an aid to qualifying Employees for advancement. The General Manager may take any of the following steps to develop and facilitate training programs. A. When requested, counsel and advise Employees, provide information regarding possibilities of advancement in their field of work, and suggest any additional training of value. B. Develop and establish mandatory and voluntary training programs for Employees. C. Promote Employee training programs sponsored by educational institutions. D. Record the completion of training programs on the Employee service record. E. For mandatory training programs, compensation shall be the appropriate rate for the actual training time and actual travel time. SECTION 9 EDUCATIONAL ASSIGNMENTS Any Employee may participate in special educational and training programs. A. Such programs shall be limited to those directly related to the District which provide knowledge and ability that cannot reasonably be provided on the job. All programs conducted outside District facilities, or those programs requiring District payment for tuition, registration fees, transportation, or other costs, shall be approved in advance using District -approved forms, fully completed and executed. —104— C. All special educational and training programs shall be recorded and/or reported in the manner prescribed by the General Manger. D. The District shall pay the full cost of all tuition, examinations, books, and certification, provided the Employee successfully completes the pre -approved program. The District will pay the state fee for approved certificates and/or renewals. E. The District will allow time off with pay for Employees to take certification exams which are within the Employee's field of work, and with prior approval by the General Manager. If the Employee does not pass the exam, he/she may take time off without pay for reexaminations. SECTION 10. PERFORMANCE EVALUATIONS Performance Evaluation reviews shall be rendered annually for all permanent Employees by their immediate supervisor, pursuant to the Performance Evaluation Program in effect. Probationary Employees shall receive a performance evaluation review prior to the conclusion of the probationary period, and may receive several such reviews during the probationary period. Evaluations shall be approved by Employee's immediate supervisor and each succeeding supervisor up to the General Manager. If an Employee is dissatisfied with his/her performance evaluation, he/she may appeal to the General Manager, who shall make the final decision regarding the performance evaluation. Any appeal to the General Manager shall be made in writing no later than five (5) working days after the performance evaluation has been approved, and shall contain the basis for the appeal and specific facts supporting the appeal. If an Employee is dissatisfied after the appeal, he/she may add comments to the Performance Evaluation, which will be made a part of the Employee's personnel file. SECTION 11. HOURS OF WORK The General Manager shall determine the hours of work for each Employee in accordance with the needs of the Department. During the term of this Memorandum of Understanding, upon the written request of either party, the District and Employees shall meet and confer in good faith over reasonable proposals concerning the establishment of alternative work schedules (i.e., 4/10, 9/80) for administrative employees (Administration, Engineering, Customer Service, Finance, Information Systems) by class or department. A proposed alternative work schedule shall be subject to meet and confer under this provision, only if the proposed schedule would result in no additional cost to the District and would allow for the provision of service at existing or improved levels. After meeting and conferring in good faith, the District shall not be obligated to implement any proposed alternative work schedule in whole or in part, and such decision by the District shall not be appealable or subject to the grievance procedure. Any such alternative work schedule shall include a written agreement by both parties as to the terms and conditions of implementing same. Such written agreement shall be made a part of this Memorandum of Understanding. —105— SECTION 12. EMERGENCY ASSIGNMENTS Whenever it is necessary for the protection of public health, safety, or welfare, Employees may be required to perform emergency work during off duty hours, and will be paid for such services, in addition to their regular salary, as provided in this Memorandum of Understanding. SECTION 13. SALARY RANGE: UPON APPOINTMENT TO A CLASS A. New Employee: Except as otherwise provided herein, any person appointed to a Class shall receive the minimum salary rate within such Class and shall accrue other benefits as a new Employee. B. Demotion: In cases of voluntary Demotion, the Employee shall receive the equivalent level of Annual Salary in the lower Range as they received in the higher Range. In all cases of Demotion for cause, the salary placement shall be determined as a part of the disciplinary action. Employees may, at the discretion of the General Manager, demote into prior positions held in the District. C. Return Following Leave Without Eqy Return following leave without pay is not an appointment, but is a continuation of service; however, salary and benefits, other than employment status, shall be based on actual service. This provision shall not apply to Employees returning from military leave. D. A pointment of Exceptional Applicant; The General Manger may approve a salary above the established entry level Annual Salary for the Class in order to recruit an individual who has demonstrated superior knowledge and ability in the hiring process and whose combined education and experience represents substantially better preparation for the duties of the Class than required by the minimum employment standards. SECTION 14. iAIRI T INCREASES IN SALARY RANGE Increases in Annual Salary above the established entry level Annual Salary shall not be automatic, but shall be based on performance and length of service, and shall be granted to eligible Employees at the discretion of the General Manager. New employees shall receive a merit increase, based upon performance, at the end of their six (6) month probationary period. Thereafter, merit increases shall be granted annually after the date of successful completion of the probationary period, based upon satisfactory performance. SECTION 15. OVERTIMEICOMFENSATORYTIME The parties agree to meet and confer whenever the scope of responsibility for an exempt or non- exempt employee changes, which may result in a change of exempt or non-exempt status. —106— 1. Exempt Employees A. Employees shall accrue compensatory time for hours worked exceeding 80 hours per pay period, on an hour for hour basis. B. Accrued compensatory time can be taken off at a later date with supervisor approval. There shall be no limit to the number of compensatory hours accrued during the year. C. On the second pay per+ed- day of the calendar year, using balances as of the last day of rerPd;rigpa,y. !T -_0d or upon separation from employment, any remaining accrued compensatory time shall be paid at the appropriate straight time rate, up to an annual limit of 40 hours. At employee's request, up to forty (40) hours of Compensatory time maybe carried forward to the next contract year. Compensatory time payout will be paid as a separate check from regular biweekly paychecks. D. Employees shall not receive compensatory time pay or accrual for attending voluntary schooling or conferences, without prior approval of the General Manager. If attendance is mandatory and hours exceed 40 hours worked in a Workweek, the Employee shall be compensated at the appropriate rate as set forth herein. If specific projects necessitate work exceeding 80 hours per pay period, the Employee(s) affected may petition the General Manager to declare such projects exempt from the above compensatory time limits. In order to qualify for exemption, projects shall be of a nature whereby delay or nonperformance would negatively impact the District. Examples of projects that shall be exempt are: labor strikes, emergencies, major litigation support, high priority project design, as defined by District staff and approved by the General Manager, construction projects where the contractor's schedule may dictate District Employee work hours, or any project deemed exempt by the General Manager. The General Manager's decisions regarding exemptions shall be final. E. Irrespective of any exemptions, total accrued compensatory time paid shall not exceed an annual limit of 240 hours. Non -Exempt Employees A. Overtime pay shall be 1-1/2 times the Employee's Hourly Rate of pay for all hours worked in excess of forty (40) hours per Workweek. For purposes of computing overtime pay, hours worked shall include seminar hours and jury duty hours, and holiday hours, vacation days, and sick days. B. In lieu of receiving overtime pay for hours worked in excess of 40 hours per workweek, Employees may accrue compensatory time, earned at time and one-half (1-1/2). Compensatory time will be accrued at the rate of 1-1/2 times the Employee's Hourly Rate of pay. Employees may accrue up to a total of 120 hours of compensatory time at any one point during the contract term. Whenever accrued compensatory time exceeds 120 hours, it shall be automatically paid during the pay period in which the 120 hours is exceeded. At the end of each calendar year, Employees shall be paid for their accrued compensatory time balance in excess of 40 hours at their then current Hourly Rate. Such payment shall be made on the fid second pay day in January, using bai_nccs as of the last day of the preceding pay Use of compensatory time off shall be by prior scheduling with and approval by each Employee's immediate supervisor. Upon separation from employment, Employees shall be paid for their accrued compensatory time balance at their then current Hourly Rate. —107— C. Employees may earn overtime pay or the equivalent accrual of compensatory time subject to the approval of their immediate supervisor. D. Employees shall not receive overtime pay for attending voluntary schooling or conferences, without prior approval of the General Manager. If attendance is mandatory and hours exceed 40 hours worked in a Workweek, the Employee shall be compensated at the appropriate rate as set forth herein. SECTION 16. PAYMENT OF SALARY A. The pay period for all Employees shall be based on a biweekly period. B. Salaries shall be computed in accordance with the following provisions: a. The regular salary for each Employee shall be based on the actual number of days or hours worked in the period, including authorized absences with pay, multiplied by the Employee's Hourly Rate. b. Special payments shall be calculated in accordance with the pertinent provisions of this Memorandum of Understanding. C. Salaries shall be paid to all Employees in accordance with the following schedule: a. Salaries for each pay period shall be paid not later than the 51h work day of the following week, except that if the 5`h work day of the following week falls on a non -work day, but is preceded by a work day, the salaries provided for herein shall be paid on the 4th work day of said week; and except that if the 51h work day of the following week falls on a non -work day, and is preceded by a non -work day, the salaries provided for herein shall be paid on the first following work day of said week. D. The compensation provided in this MOU shall be payment in full for all services rendered in a District position and no Employee shall accept any other compensation for services performed in such position. SECTION 17. SALARY ADJUSTMENTS A. Tr'-- `*wee atiepi St d.. eanducte.4.1...tk.,. ' tppm^ '^i 204:2 �Let ' (I.Re 71,.srrd�-yy✓5v�% v%fLL le the ._..aFket median (less i [oL e r:daO implemented : the r ..d.. .11..1.. A N-13". Th- 1.5avTvFFidEIF-swa"E£-kirbetween rro-uA>•rn% un MdriFet zra-ru+rv'rra . B ���tr 10()%; PIE!FFI_0.4_.-.1HFA 4•-v4 2 3.5% NetImplemente 21.T0% GF gKeaw .�f� 25% in Year ;we Gum..•^4+•., _.�---�-�.—�Dist4E-w911-prsvtde-a-eest of living age -increase of 29G. Effeetjve_�Wy 2015 and_ une 29, 20!6, the INstinet will-p"i �e a eeo w_ of 2ear ��s Y, 10 —108— Off-e�ot March, the DiStfiet will eaAwet with consul tantta pe4efFA a Total r'llStUdyh.. ..h��...1 ...:th the Management Group ti'rel . and t#e-pares i4-meet en-or-abet�t-JUA�. 2017 r ssc�ss ler sraFt5 o€ tl7e y A. Effective June 29,_2017 Employees shall receive a Cost of Living Adjustment of two_an ne- ■ half percent (2.5°lal. Effective lune 28, 201$. June 27, 2p19 ansl lune 25..2b2b Lmfoyees shall receive a Cost of Living Adjustment o�two and one half percent i2.5%l each respective year. R. I I onn ratif1ration of this Memorandurn of Understanding, a Total Compensation 5t; dy wlll be performed For implementation the fpllawing June 27, 2Q19. wit}, full inuol_�emen b� labor-management committee. The committee will agree which consultant and agencies to use as a first step. The selected co n sultant will also be tasked wl_th_assW(wg t_h_e_committeg In riga determination as to the appropriate CPI Index(esl to use for South Lake Tahoe. Implementation of the Compensation Studv Is to be negotiated upon its completion but in no event sh4.11 affect the application of the full cost of living adIustment for each Management position for the term of the contract. The salaries for the Classifications in this bargaining unit are in Appendix A. s-L,Salary Ranges Salary ranges shall be established for each position, as indicated in Appendix A, with six (6) steps, 5% between each step, calculated downward from the maximum class salary as the top step. G;tReclassifiratlon and Pay Equily Process Whenever the scope, responsibility, or assigned job duties for any Management position substantially change, a request for salary range adjustment, with all supporting documentation, may be presented to the General Manager. All decisions shall be documented by stating the reason(s) for approval or denial. Decisions by the General Manager shall be final. If the General Manager or his/her designee wish to change the salary range of a Management position, it shall be done on a meet and confer basis with the Management group, pursuant to the above process. SECTION 1$. ASSIGNMENT5 fCE IJIRiNG TRAVEL Whenever Employees are ordered or authorized to travel in the performance of their duties, they shall be compensated for the necessary travel expenses, at actual cost, including transportation, lodging, and meals in accordance with District policy. To the extent transportation includes use of the Employee's vehicle, transportation cost will be reimbursed in accordance with Section 7 hereinabove. 11 —109— Formatted: List Paragraph, Numbered + Level: 1 + Numbering Style: A, B, Cr ... + Start at: 1 + Alignment: Left + Aligned at: 0.5" + Indent at: 0.75' SECTION 19. HOLIDAYS A. All Regular Employees of the District shall be entitled to the following holidays with pay: January 1 The first Monday of September i eef ary Niartin Luthe{' KkM.lr• Day — Thanksgiving Day The third Monday of February The Friday following Thanksgiving The last Monday of May December 25 July 4 •— �k ee (3} e�rFs o -be �rsed arm veS F �thes4kre c-iected by the Employee affd-apPf&oea4OUePA_al • Two (2) Three 3 eight-hour floating holidays to be taken on a date selected by the Employee and approved by his/her supervisor. The above 33- 24 hours of floating holiday shall be accrued on the first payday in January. Eur.,. iy jbily 3, 2014 b. 7—�-r,,c^ �.�c"del *e4.- e —. W-9(2) elght l.. atrkF0anlis4ay5-are E1 ged EethF:ee (34 4;�3_Uie-19- bars of floating-heliday-are 4anged-to-24,j B. When January 1, FebFuary-12 (in241:3-and-24k4-,amly)! July 4, or December 25 fall on a Sunday, Regular Employees shall be entitled to the Monday following as a holiday with pay and when said dates fall on a Saturday, Regular Employees shall be entitled to the Friday preceding as a holiday with pay. C. To receive holiday pay, Employee must be on a paid status the work day preceding and following the holiday. D. Accruing holiday when the holiday is not worked will not be allowed. This does not apply to the 24 hours of floating accrued holidays or if a manager actually works a holiday and accrues holiday time. In these instances, holiday accruals will be allowed and may be used at a later date. Any accrued holiday on the books as of the last day of the last pay period of the etract calendar year, will be paid out. SECTION 20. VACATION LEAVE WITH RAY A. Vacation with pay shall be earned by Regular Employees based on the equivalent of full-time service from the date of appointment. 1. Vacation credit shall accrue to the Employee on the first day of the pay period following the pay period in which it is earned. 2. All employees who have less than three (3) years of service shall accrue vacation on the basis of 6-2/3 hours for each full month of service. 12 —110— 3. All Employees who have more than three but less than ten (10) years of service shall accrue vacation on the basis of ten (10) hours for each full month of service. 4. All Employees who have more than ten (10) years of service shall accrue vacation on the basis of 13-1/3 hours for each full month of service. 5. All Employees who have more than fifteen (15) years of service shall accrue vacation on the basis of fourteen (14) hours for each full month of service. 6. All Employees who have more than twenty (20) years of service shall accrue vacation on the basis of fourteen and two-thirds (14-2L3) hours for each full month of service. Effective july 3, 2014, rLE _aNi Og! 9A the basis of feenee n. and twe thirds f A. 213) 11OWS L.. 61.1. •11 � th -s v - 'c�rcrrve d: 7, EffeetiYejuly 1, NW, all Employees who have mwe than 5hdll aEEFu&va,� tion en floe bas" es' n , rss..ouFs for a-Ach NO; .1 ..f.5ervice-Thls e above, as of 4uly 3, 2914, 9J. Vacation may be accumulated to a maximum contract calendar year-end accrual of three hundred twenty (320) hours. Employees with more than three hundred twenty (320) hours accrued at the end of the-comm---ac:--year first gay period of the calendar year, will not accrue additional vacation hours until their accrued vacation hours are reduced to three hundred twenty (320) hours or less. Vacation may be bought back on a one-time per year basis to be paid on the first pay period in December, in an amount not to exceed 50% of annual accrual. r-ee6vetheequivalemefc" "A.,.S Of pa -4b efy aeept+ed breer�}vaea+errleavect�Wal be pre Employees on leave due to a work related injury who utilize accrued , . -ensa" leave time, to receive the equivalent of a full paycheck (accrued leave plus workers' compensation payments) shall accrue vacation hours at full accrual rate. if suEh aer=F ed heuFs are not rri�a�al{abletaao-fw--Fhewah�rnrr�+n�+r��vN�at"ripetrFtil #+e mpieyee fetEF w -W Employees placed on unpaid suspension shall not accrue vacation leave during the period of their suspension. -1-G.9. Vacation longer than two days shall be scheduled a minimum of two (2) weeks in advance, and a maximum of twelve (12) months in advance. B. All Employees who have more than six (6) months of service shall be eligible to use accrued vacation. C. The General Manager shall determine the period when accrued vacation time maybe taken by each Employee, consistent with the requirements of the Department. In the event an Employee is prevented from taking a scheduled vacation, the General Manager may waive the maximum accrual limitations stated herein. 13 -111- After six months of service, Employees who separate or are terminated from District service or who take military leave in excess of 180 days shall be paid the monetary value of their accrued vacation. SECTION 21. SICK LEAVE WITH PAY A. Sick leave with pay shall be earned by Regular Employees based on the equivalent of full-time service from the date of appointment. 1. Sick leave will accrue to the Employee on the first day of the pay period following that in which it is earned. 2. Sick leave shall accrue on the basis of eight (8) hours per full month of service and may be accumulated without limit. 3. Employees placed on unpaid suspension shall not accrue sick leave during the period of their suspension. 4.krFig airy pay p�kr ara e+rplayee�Eaesf+ot work €i.; �;;,� a; gM�^• eeeive a #u41 eheek-46"61ng-aC-CMed-siek vac-ation--ar co e,�satflry F � nea�re acewai Will e pqc 'rT Employees on leave due to a work related injury who utilize accrueds+ek vaea4i�.�f+r»per�satofy leave time, to receive the equivalent of a full paycheck (accrued leave plus workers' compensation payments) shall accrue sick hours at full accrual rate. if swe4 CEFUed s,,..,.. a.at kl5ed F aPE nOt aYailab e. B. Regular Employees may use sick leave for the purpose specified in this section: 1. Absence from duty because of exposure to a contagious disease or when incapacitated from performing their duties because of personal illness, injury or dental work. 2. Absence from duty for examination or treatment by a dentist, medical doctor or physician with prior notification to General Manager or his/her designee. 3. Absence from duty for attendance upon their spouse or for attendance on a close relative or Registered Domestic Partner because of illness or injury which incapacitates such family member and definitely requires personal care. Such absence shall be limited by the appointing authority to the time reasonably required to make other arrangements for such care. A close relative includes legal spouse, putative spouse, Registered Domestic Partner, children (natural and adopted), parents, grandparents, grandchildren, sisters and brothers, aunts and uncles. 4. Absence from duty to transport a spouse, Registered Domestic Partner, child, or close relative as defined above, residing with the Employee, to and from a local hospital for medical treatment or operation, including childbirth. 14 —112— Absence from duty to be in attendance, at any location, during serious medical treatment or operation, including childbirth, performed upon his/her spouse, Registered Domestic Partner, child, or close relative as defined above. 6. Continuing employees who have 1,040 hours of accrued sick leave may accept payment for the excess over 1,040 hours on the first payday of December each year. They may elect to continue the accrual of sick leave beyond the 1,040 hours if they do not want payment for the excess over 1,040 hours. Upon termination, a Regular Employee shall receive a cash payment equal to ten percent (10%) of accrued unused sick leave for each full year of employment, up to a maximum of 1,040 hours, times their regular Hourly Rate. Refer to Section_ 27.1_[retirement Health Sayings Pian] for T-_ ired rgAi in of accrued sick leavenavout This paragraph shall not apply to employees hired on or after January 1, 2013. __Upon death of an Employee, the beneficiary shall be paid accumulated sick leave to a maximum of 1,040 hours. This shall not apply to Beneficiaries of Emp_ioyees hired an or afterJanuary 1. 2013. 8-9. For Employees hired on a after January L. 2013 the Di_stri ct's PE PRA CaIPERS contract tnc4ldes up to six (61 months of sick leave conversation to_service credit_upon tarrttinahon. To be eligible for this contract feature, the member's retirement date must be within 120 days from the date of separation from the District. Vesting af 10% aer full year of employment will be applied to the sick leave balance as of the termination date; The vetted sick leave balance is the amount that will be reported to CalPERS. C. In order to receive payment for sick leave, Employee shall notify his/her immediate supervisor or the General Manager in a timely manner. D. The General Manager may require the Employee to provide adequate evidence to substantiate the necessity for use of sick leave with pay. Following any absence for serious illness, injury, or exposure to contagious disease, whether or not sick leave was used, the General Manager may require a statement by a medical doctor that the Employee is fit to return to duty. During any period of disability for which payment is provided under State Disability Insurance, the Employee may elect to coo{ dillate SDI/PFL benefits (See coordination ianguagg below or receive the sick leave with pay in an amount equal to the difference between the disability benefit and full pay ( see examples Below].^h^ U~ oyPe may elect ie endeFse the d"s��':� rfz r laeneffts ever to the I1ist ie -ir which c se� acerueFL5iek4eave-w te e;; "e4i e A a t e 1 y a n d t h e4RT4eyee-Wi4�eF F e gkq I a f P a eheek*e^ ^`>; ;t SDI PFL Coordination consists of combining -Sl)[/PPL benefits and District nay using available leave accruals. Employees eligible for SDIIPFL benefits shall use their available sick leave accrual when suaplementine SDI/PFL benefits up_ta 1007of District regular grass wades to at least cover taxable benefits. After Emplovee has used all available sick leave accrual, other available accrual types may be used. 15 —113— Formatted: Indent: Left: 0.5", No bullets or numbering Formatted: Indent: Left: 0.5", No bullets or numbering The District will utilize the Employee's SUIJPFL benefit payment advice as the basis for Formatted: Normal, No bullets or numbering coordination of ,gross wages. Should any combined payment of District rocs wages and SDIIPFL benefit exceed EmoIovee's regular gross wages (overpayment) Employe_e_wiII be re ut u1red to remit ay_m_ent to the iiE. i uuv Icavc fluers ezRial i52 the ryerPay {ace uu-i back rwo);isiGn bel., ), Examples * _ Employee uses minimal hours to cover deductions that results in less han a0 hours ger pay period. After audit of combined wage/Benefit payment to ensure gross wages have not been exceeded, Employee retains benefit received from SDI/PEL. (Vote: In this case, sick and vacation accruals, and holiday, pay or holiday accrual will be pro -rated per Section 27.A.2. Fmgnn ee uses 40 hours per pray period- After audit of comb ined_wage/benefit payments. Employee is required to rem itYpayment to the District f_or any ain0unt over 100% of wages and sick leavq as well as vacation leave (if used), will be credited proportionately Employee uses 80 hours oer Pay oeriod. Since this scenario results in combined payments over 10+7%of gross wagesEm 1p ovee remits the amount of SDI PFC benefits to the District and sick leave las well as vacation leave if desired) will be credited proportionately__ F— Buy bark of leave hours may be calculated proportionately between sick and vacation accrued leave used Burin the period of disability. Proportion shall calculated usingslck and_vacation leave balances an the first day of dls�bility- An Employee may elect tabuy back only sick leave, but may not elect to buyback solely vacation leave. In no instances will vacation leave be credited in an amount exceeding the total vacation Paid throe hcut the period of disability. SECTION 22. WORKERS' COMPENSATION INSURANCE A. Employees who are injured in the performance of assigned duties shall receive such medical examination, medical care, compensation and other benefits as awarded under workers' compensation laws of California. B. It shall be the mandatory duty of Employees to report to their supervisor any possible injury on the date of occurrence or as soon thereafter as their condition permits; failure to do so shall be considered cause for disciplinary action. C. If any Employee is injured on the job, the General Manager and/or the Human Resources Director shall be notified immediately of such information as may be available and shall immediately receive medical examination and/or emergency treatment. The Employee shall not be considered absent from duty during the time required for medical examination and/or emergency treatment, however, compensatory time shall not be paid for treatment extending beyond normal shift. D. During any period of disability for which payment is provided under workers' compensation insurance, the Employee may elect to receive sick leave with pay in the amount equal to the difference between any compensation benefits and full pay. Employee C-_ om epA motion leave will receive fuf c uals. 16 —114— SECTION 23. LEAVES OF ABSENCE A. A Regular Employee may be authorized a leave of absence with or without pay, with health insurance benefits applied in accordance with the provisions of Section 27.A.2: Health, Life, and Pension Benefits. Such a leave shall entitle the Employee to be absent from duty for a specified period of time and for a specified purpose with the right to return as provided in the approved leave. 1. No additional sick or vacation accruals shall occur during an unpaid leave of absence. 2. Except for absences covered by the FMLA/CFRA Policy or California's Pregnancy Disability Leave law, where use of accrued leave is optional, no employee shall be granted a leave of absence without pay until he or she has used all accrued sick leave, vacation leave or compensatory time off. B. An Employee may be granted a leave of absence with or without pay for a period not exceeding five work days, at the discretion of the General Manager or his/her designee. Such a short-term leave may be granted for any reason. A request for an extended leave of absence with or without pay, for a period exceeding five work days shall be made in writing. Such leave shall be subject to approval of the General Manager. A leave may be granted for a period not to#e-exceed 90 days for the following purposes: 1. Illness beyond that covered by FMLA, or Pregnancy Disability Leave (medical provider certification form will be required). 2. Education or training which would benefit the District. 3. Other personal reasons, approved by the General Manager, when, in his/her judgment the District will not be adversely affected. C. Leave of absence with or without pay shall be granted to an Employee who is temporarily disabled due to pregnancy. With medical provider certification, the leave shall cover a reasonable time before, during and after childbirth based on her physical disability related to the pregnancy and/or childbirth. D. An Employee may be granted an extension of a leave of absence with or without pay for not more than 90 days. Such an extension shall be based on unusual and special circumstances and shall be subject to approval of the General Manager. E. A leave of absence may be revoked by the General Manager upon evidence that the cause for granting a leave was misrepresented or has ceased to exist. F. A Probationary Employee may be granted a leave of absence with or without pay by the General Manager for a period not to exceed 90 days to cover an illness, injury or other disability only. The probationary period shall be extended by the amount of such leave granted. 17 —115— G. Employment by another employer or self-employment during a leave of absence . FMLA/CI RA pr Pre nancs? DisahilitV Lem is is prohibited and shall result in termination, unless otherwise agreed upon in writing between the District and Employee. H. Leave of Absence Guidelines --Terminal Illness a. The District will authorize an extended leave of absence to an Employee under the following conditions: 1. Must be diagnosed with a terminal illness; and 2. Must be unable to obtain private health insurance after separation from service, due to their terminal illness diagnosis; and 3. Must state that they will not ever return to work. b. During such leave of absence, the Employee will first be required to use accrued vacation a {a sick leave. then all other amued leave tvu _s at full pay (80 hours per pay period), until the earliest of: 1. The date the accrued leave is exhausted; 2. The date the employee becomes eligible for Medi -Care; 3. Maximum leave duration of 12 months; c. The Employee must provide the District with the dates of the beginning of the leave of absence, which must be accompanied by physician's documentation stating the diagnosis of a terminal illness. d. The Employee must also provide the District with a statement that they do not intend to return to work. 1. The initial "retirement date" will be the first day of the leave of absence. 2. The "final retirement date' will be determined by calculating the accrued leave balances available at the beginning of the leave of absence and subtracting 80 hours per pay period until that beginning accrued leave balance is exhausted. 3. Any leave accrued during the leave of absence will then be paid out at the Final Retirement Date. e. Employees extended a leave of absence under these guidelines will not be eligible for the Voluntary Leave Donation Program at any time subsequent to being granted this leave of absence for terminal illness. SECTION 24. FAMILY (DEATH LEAVE A. The General Manager may authorize family death leave with pay for a Regular Employee when needed due to the death of his/her legal spouse, putative spouse, parent, child (natural or adopted), stepchild, grandparent, grandchild, brother, sister, mother-in-law, father-in-law, or the death of any child or close relative who resided with the Employee at the time of death. 18 —116— B. Such absence for family death shall be limited to time which is definitely required and shall not exceed 40 hours for any one death unless the death is that of a spouse or child, in which case the Employee may take an additional 40 hours of vacation, sick, or other accrued eon�her�s&tn+y leave, at the discretion of the General Manager. The General Manager may require documentation to approve such family death leave. SECTION 2S. JURY DUTY LFAVE A. Regular Employees with the District who have been summoned or subsequently selected to serve on a jury in a court of law shall receive their regular rate of compensation for normal work hours and days or shifts during such absences. Should jury duty fall on a regularly scheduled day off, Employee will not be compensated by District for that time. The check received from jury duty on a scheduled work day must be endorsed and forwarded to the District, which will deduct the mileage compensation and return that amount. B. Employees on jury duty are required to: 1. Report to his/her work location when there are at least two (2) hours available for actual work time between his/her scheduled starting time and the time he/she is required to report to the court (exceptions require the immediate supervisor's approval); 2. Report back to his/her work location if he/she is released early and there are at least two (2) hours available for actual work time (not including travel time). Exceptions require the immediate supervisor's approval; 3. Obtaining attendance slips from the court certifying actual dates of service may be required, at the discretion of the General Manager, for verification of jury duty leave. C. It is the Employee's obligation to notify his/her supervisor, in writing, as soon as he/she has been called for jury duty and the date for reporting. SECTION 26. MILITARY ABSENCE A. Specific calendar period of military leave shall be established for Employees who are granted leave pursuant to the Military and Veterans Code. Such period of military leave shall include the ordered or expected period of active duty and reasonable travel time connected therewith. An Employee who does not return within the period of approved military leave shall not be granted any benefits and privileges which are required by the Military and Veterans Code. B. This section is intended to set forth those mandatory provisions of the Military and Veterans Code which are most frequently applicable to District Employees who enter the military service. 19 —117— SECTION 27. HEALTH, LIFE AND PENSION BENEFITS The District will provide medical, dental, vision, life insurance, retirement health savings, and long term disability benefits to all eligible Employees and their eligible dependents including Registered Domestic Partners, in accordance with the following terms and provisions. A. EligibilitV 1. Regular Full-time Employees who work (or receive paid leave for) a minimum of 80 hours per month will receive full accrual/pay for holiday, sick leave, vacation, and compensatory time, and are eligible for full participation in the District's health insurance benefits programs and pension plan. 2. Regular Full-time Employees who work (or received paid leave for) less than 80 hours per month due to medical leave or layoff will receive proportional accrual/pay for holiday, sick leave, vacation, and compensatory time. At such time that a Regular Full-time Employee works, or receives paid leave for less than 80 hours per month, health insurance benefits will be continued for a period of three months (beginning on the first of the month following the first month of reduced hour status). 3. Regular Full-time Employees who are on unpaid leave of absence will receive no accrual/pay for holiday, sick leave, or vacation leave. Health insurance benefits will be continued for a period of three months beginning on the first of the month following the first month of unpaid leave status. 4. Each Eligible Employee as defined above, their eligible dependents or their Registered Domestic Partner as defined by California state laws, shall be provided with hospitalization, prescription drug, and medical insurance through the ACWA pooled program effective January 1, 2013, and dental insurance coverage in conjunction with the District's self- insured plan. B. Health Insurance Benefits First and foremost, the District and the Management Group desire Employees and their families to maintain good health by encouraging personal responsibility, while utilizing insurance resources efficiently. Employees are encouraged to carefully read and refer to the Plan Document for the details of all the benefits listed in this section. 1 `fie DisEr�e# Hri +ly f+ agd nai Ea#n the 5 me 0Fgreaw IeYe1 Gf4iealth-and-we4•€aFe lie ated-1/4144 through Deeember3 2092 Effective an ary, 2013, Employees shall be covered by the ACWA-JPIA Prudent Buyer Classic Plan or the ACWA-JPIA Consumer Driven Health Plan for medical and orescrintian coveraee, with the District fully funding the premium for the employee and their dependent(sh. —, provided -that ji _ff,,,ed units have memalUFns of-Wn erstan6i:••gappFayed.i.., the oOaPlayembeF , 20 —11$— 3,1Jf an emaloyee elects to oartic gate in the ACWA-1PIA Consumer Driven Health Plan, • { Formatted f the District wl11 contribute to a H eal th Savin as Account HSA the foIlow! n amounts at the beginning of .eq�Ih calendar year: Single -1 300; Employee Pius One 2,660; and Fa nilly 2 A00. Such fun s f n the HSA wlII be co n si d e red E mp to ee monies to be used for medical expenses on a tax free basis. 2. Dental in§urate Employees and their eligible dependents are encouraged to obtain their routine dental exams and cleanings twice per year, which are provided in accordance with the Health Dental Insurance Plan Document. If the Preventive Dental Program is not followed, Major dental care will be paid at a lower co-insurance percentage. 3. The District will contract out to a third party matters pertaining to dental claims determinations, including the filing of claims and review of claim denials, except that the District may be consulted on matters involving potential exceptions to dental plan exclusions or review of claim denial appeals. Information pertaining to medical condition and treatment will not be disclosed to any District employee, except when agreed to by the employee or necessary in connection with a determination of potential exceptions to dental plan exclusions or claim denial appeals. 4. When requested by an Ecmployee, the Human Resources Director will provide Claims assistance for an a Employee, upon written authorization for same. Such claims assistance may include verifying accuracy of claims processing, verification for amount(s) owed by e -Employee to provider, and clarification of benefits under the applicable Plan Document(s)- 5. Except for the District's obligation to provide health and welfare insurance coverage in a manner consistent with this section, matters pertaining to the health and welfare plan, including but not limited to eligibility determinations and the denial or processing of claims, are not subject to the grievance procedure under this Memorandum. C. Ancill�ar BBeneflts 1. Vision care, which includes coverage for exams, glasses and/or contacts, will be provided for the Employee and their dependent(s) through the most cost-effective program available to the District (ACWA's pooled participation in Vision Service Plan, Inc., as of the date of this MOU). 2. Life insurance will be provided in the amount of one -times annual earnings to a maximum of $200,000 for the Employee, with an additional benefit of $5,000 for spouses and $2,500 for dependent children. 3. Short-Term/Long-Term Disability (STD/LTD) Benefits will be provided to Employees. If level of benefits becomes unavailable in the insurance industry, the District will provide the most equivalent, cost-effective plan available, subject to the meet and confer process. D. In the event Employee becomes disabled under the terms of the long-term disability plan, District agrees to pay 100% of all premiums related o the above benefits (health, vision, life, LTD) in order to continue the same level of benefits for Employee, based on the following schedule: one year of paid premiums for every two years of employment, up to a maximum of 21 —119— five years of paid premiums. Any change in insurance coverage for the Management Staff shall also be effective as coverage paid for Employee during the five year period noted above. E. In the event of accident, illness, or layoff of any Employee with ninety (90) days or more of employment, the District will continue the monthly payments for all benefits for the Employee and his/her dependents for a period of three (3) months. F. Pension Benefits For Employees hired before January 1, 2013, the District agrees to maintain the contract between California Public Employees' Retirement System (CaIPERS) and the South Tahoe Public Utility District for the Miscellaneous Plan 2.7% at Age Fifty-five (2.7% @ 55) Supplemental Formula, Zero Percent (0%) Prior Service effective July 1, 2007, and that the District agrees to remit to CaIPERS the entire required contribution for each eligible employee. The District shall pay the first ten percent (10%) of the required contribution. All required CaIPERS contributions exceeding ten percent (10%) shall be split evenly between the District and the employees so that the District pays one-half of the cost exceeding ten percent (10%), and the employees pay the remaining one-half of the cost exceeding ten percent (10%) via payroll deduction (pre-tax). Should the CAPERS required contribution drop below ten percent (10%), Employees shall be paid a bonus of one-half of the percentage below ten percent (10%). Such bonus shall be paid at the end of the fiscal year, or if an employee terminates before the end of the fiscal year, the bonus shall be prorated based on the number of days employed by the District during the fiscal year. Should the employees' actual contribution ever increase more than 5% the District and the Management Staff agree to meet and confer. Effective January 1, 2013, new Employees will be under the CaIPERS plan allowed by AB 340, Public Employees' Pension Reform Act. New members to Cal PERS, as defined by law, will be at the 2% @ 62 formula and be subject to the new cost sharing formula as defined by CaIPERS. The District will comply with all laws pertaining to this new pension reform. G. Flexible Benefits Plan The District shall continue to provide the voluntary flexible benefits program in effect as of December 25, 1996. District will allow additional payroll deductions for a flexible benefits program and for other ancillary employee paid insurance programs. Costs for administration of all aspects of the flexible benefits program shall be equally shared by the Participants and the District. r Participants in the ACWA-JPiA Consumer Drivrri Health Plan, who receive the District's Healt .. Savings Account c n ributi n as deft ed above. are not eligible to par ici to in the IRS Section 125 Flexible Benefits Pro ram for Medical Reimb rsement. They may artici ate for Dependent Care ex ense r imi 3rsemen . H. Deferred Compensation Plan District shall continue to provide the voluntary Deferred Compensation program in effect as of the date of this Memorandum of Understanding. District will allow payroll deductions for such Deferred Compensation program in accordance with applicable law. The Deferred Compensation Plan will allow participant loans from individual accounts, with a loan maturity date consistent with the Deferred Compensation Plan provider's 22 —120— Formatted: Normal, Indent: Left: 0.5', No bullets or numbering Formatted: Normal, No bullets or numbering loan procedures. C��' ""-es The current De#erred Compens-@tion Plan drovider, for example, allows mortgage loans for a period not to exceed fifteen years. Retirement Health Sayinz account Effective June 21, 2012, the District will contribute 1.5% of base salary per month per Employee #er-a- into a Retirement Health Savings AeFewl Plan RHSP . n jOLFIt Emple.....,ln:Et . r otte ..:u . t _r W_...._,..h'5 RetiFemen He,"" Savings Plan Effective Juice 29, 2017, and each subsequent year the District's RHSP contribution w11I increase by_the January percent increase of the premium for the ACWA- JPIA Prudent Suver Classic Plan. +: Upon termination, a Regular Employee shall receive credit enual to ten percent 1UY`o of accru d+ unused sick leave for each full year of employment, up to a maximum of 1.040 hours, .times their regular Hourly R@te. Twentyyercent (204.) of the accrued vested balance shall be rolled into the Retirement Health _Savinas Plan with ICMA-RC-and the Ernpl0yee will receive a cash pay ment,for the remaining balance of accrued unused sick leave _up to a maximum of 1.040 hours, timgs.Ahelr reeular Houriv Rate. This paragrah shall not apply to Em I e ired on or after January 1 2013. J. Any material change in benefits that is caused by District action shall require re -negotiation of this MOU. ECTION 28. CODE OF CONDUCT In the interest of promoting harmonious labor relations between the District and Employees, and to provide a positive work environment, the following Code of Conduct is required of all District Employees. A. Code of Conduct Every Employee shall exhibit behavior that encourages mutual respect, teamwork, and positive attitudes, during their term of employment. B. Any employee may be suspended, dismissed, demoted, or otherwise disciplined for cause including failure to abide by the above Code of Conduct, and including, but not limited to the following: 1. Willful or persistent violation of District policies adopted by the Board of Directors. 2. Willful failure of good conduct, tending to injure the reputation of the District. 3. Conviction of a felony. 4. Theft, or attempted theft. 5. Vandalism or willful conduct which damages real or personal property. 6. Use of fraud, deception or misrepresentation of material facts in obtaining employment or during the course of employment with the District. 7. Dishonesty. 23 alp-sc Formatted: Indent: Left: 0.5", No bullets or numbering Formatted: Normal, No bullets or numbering 8. Discourteous treatment of the public or of fellow employees. 9. Physical attack, fighting, or verbal altercations toward fellow employees or the public, or violation of the District's Workplace Violence Prevention Policy. 10. Drunkenness, immoral conduct or addition to the use of narcotics, or violation of the District's Drug -Free Workplace Policy or Substance Abuse Policy, as adopted by the Board of Directors. 11. Failure to observe the requirements of the District's Illness and Injury Prevention Program, including failure to use seat belts in accordance with Section 7, Assignments Requiring Motor Vehicles. 12. Violation of the District's Sexual Harassment Policy. 13. Incompetency or inefficiency. 14. Insubordination. 15. Unauthorized absences. 16. Abuse of sick leave. 17. Neglecting duty such as to prevent the Employee from achieving a reasonable work performance in his/her position. 18. Accepting any gift or fee in connection with District work, when such gift or fee is given in expectation of receiving favored treatment. 19. Removal of, borrowing, or use of District property, equipment, tools or vehicles for non - District purposes without prior written authorization from the General Manager or his/her designee. 20. Political activities engaged in by Employees and unrelated to the Employee's position at the District during their assigned hours of employment. 21. Using or attempting to use political influence in securing promotion, leave of absence, transfer, change of pay, or character of work. 22. Failure to maintain any required licenses or certifications or failure to maintain insurability. C. Disciplinary_ Measures In the event an Employee has committed one or more of the violations set forth in Subsection A or B hereinabove, the General Manager may apply a number of corrective disciplinary actions in accordance with this MOU. The action applied includes the following: 1. Coaching/counseling; 24 0 WxZ 2. Oral Warning; 3. Documented Oral Warning; 4. Written Warning; 5. Suspension Without Pay or Compensatory Time Off; G. Termination of Employment. The disciplinary action actually applied is within the discretion of the General Manager, after consideration of the severity of the violation. D. Additional Reasons for Termination 1. Continuing illness of a disabling nature after the exhaustion of sick leave and leave of absence privileges where the District is unable to accommodate the disability in accordance with Section S. 2. Any physical or mental ailment such as to prevent the Employee from performing the essential duties of his/her position or any other position available for which the Employee is qualified, in accordance with Section 5. 3. Permanent inability to perform the essential functions of the Employee's position as set forth in Section 5. SECTION 29. DISCIPLINARY PROCEDURE A. Notice of Proposed Discipline Prior to taking disciplinary action to demote, dismiss, or suspend for three (3) work days or more, the District shall investigate the alleged violations. Said investigation shall include obtaining a statement and receiving information from Employee. In the event the District finds sufficient facts to support the allegation, it shall provide the Regular Employee with a written Notice of Proposed Disciplinary Action which shall contain the charges, the specific factual basis for the charges, and the nature of the proposed disciplinary action. Said notice shall inform the Employee of his/her right to respond to the charges. The General Manager may suspend an Employee without pay for periods of less than three (3) work days without being subject to the notice requirement. Such suspension decisions of suspensions less than three days are final. B. Rp;yDnst. The Employee shall have the right to respond to the charges set forth in the Notice of Proposed Discipline, in writing, within five (5) calendar days of receipt of said notice. Any written response shall be delivered to the office of the General Manager within the time allowed. The Employee shall make an appointment with the General Manager or his/her designee for a response meeting within the time allowed. The Employee may bring a representative of his/her choice to a response meeting. Such representative and any District representative to be present must be identified at least two (2) working days prior to commencement of the response meeting. C. Disciplinary Action 25 —123— After the Employee's response is received, or if no response is received, after the five-day period expires, the General Manager shall determine whether to proceed with the proposed disciplinary action and will notify the Employee in writing. D. Notice of Disciplinary Action If the General Manager determines to proceed with the disciplinary action, a Notice of Disciplinary Action shall be sent to the Employee by certified mail. Said notice shall contain the charges, the factual basis for the charges, the disciplinary action imposed, and the effective date of the action, which shall not be earlier than five (5) work days after the Notice of Proposed Disciplinary Action was sent to the Employee. This notice shall inform the Employee of the right to appeal the action to binding Arbitration. E. Appeal If the Employee is not satisfied with the decision of the General Manager, he/she may request, within five (5) days of receipt of the Notice of Disciplinary Action, that the General Manager arrange for the American Arbitration Association to provide a list of Arbitrators from which the parties shall select one who would act as an arbitrator in the matter. The General Manager shall request such service within ten (10) days of Employee's request. Both the General Manager and the Employee shall be represented at said hearing by a representative of their choice, who may be an attorney. The General Manager shall present the case first at the hearing. Each side shall have the right to present witnesses and documentary evidence and to cross-examine the other party's witnesses. At the close of the hearing, the Arbitrator has the right to affirm, deny, or modify the disciplinary action. The decision of the Arbitrator shall be final and without judicial recourse, except for the enforcement of the Arbitrator's decision. F. Suspension PendingAction The General Manager shall have the power to suspend the Employee, with or without pay, during the period between the date the Notice of Proposed Disciplinary Action is sent and the date the disciplinary action becomes effective. In the event the Arbitrator overturns the action of the General Manager, the Employee shall be reimbursed for any loss of pay or benefits incurred during this period. G. Probationary EmployLes Probationary Employees are not entitled to notice or hearing in the event they are terminated during the probationary period. H. Other Disciplinary Action This section shall not apply to suspensions of less than three days or any disciplinary actions not set forth in subsection A above. I. Employee Rights The Employee retains all rights that may be conferred by Government Code (33500 et secL. SECTION 30. GRIEVANCE PROCEDURE 26 —124— This grievance procedure shall be used to process and resolve grievances arising under this Memorandum of Understanding. A. Definitions 1. A grievance is a complaint of one or a group of Employees, involving the interpretation, application, or enforcement of the express terms of this Memorandum of Understanding. 2. As used in the procedure, the term "working days" shall mean days on which the District office is open. 3. As used herein, the definition of a Grievance excludes appeals of disciplinary actions which are covered under Section 29, above. B. Time Limits Each party involved in a grievance shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure, but, with the written consent of all parties, the time limitation for any step may be extended. C. Employee Right The Employee retains all rights that may be conferred by Government Code section 03500, et sea. D. Informal Discussion 1. The grievance initially shall be discussed by meeting and conferring with the General Manager with the intent of informally resolving the issue. Within two (2) working days, the General Manager shall give a decision or response. 2. If an informal grievance does not resolve the issue to the satisfaction of the grievant, or if there is a reason to bypass the informal step, a formal grievance may be initiated. A formal grievance may be initiated no later than: a. Five (5) working days after the event or circumstances occasioning the grievance; or b. Within three (3) working days of the decision rendered in the informal grievance procedure, whichever is later. E. Formal Grievance 1. A formal grievance shall be initiated in writing and shall be filed with the General Manager. 2. Within five (5) workdays after the initiation of the formal grievance, the General Manager shall investigate the grievance and give a decision in writing to the grievant. F. Appeal of Formal Grievance 27 —125— 1. If the grievant is not satisfied with the decision rendered, he/she may appeal the decision in writing within five (5) work days, referring the matter to binding arbitration. 2. An impartial arbitrator shall be selected from a list provided by the California State Mediation and Conciliation Service or the American Arbitration Association. The arbitrator shall be selected jointly by the parties within ten (10) work days of receipt of the written demand. 3. The arbitrator shall have no authority to add to, delete, or alter any provisions of this MOU, but shall limit his/her decision to the application and interpretation of its provisions. The decision of the Arbitrator shall be final. 4. The fees and expenses of the arbitrator, if required by the arbitrator, shall be shared equally by the parties. Any fees, expenses, or other costs, including a reporter, shall be paid by the requesting and incurring party. 5. The District agrees that Employees shall not suffer loss of compensation for time spent as a witness at arbitration hearing held pursuant to this MOU, however District will not pay for any loss in compensation suffered by any grievant in attending or testifying at the hearing unless the arbitrator determines the grievant has prevailed at the hearing. SECTION 31. DISTRICT RIGHTS Except as otherwise specifically provided in this Memorandum of Understanding, the District has the sole and exclusive right to exercise all authority, rights, or functions of a public employer. Itis agreed that all rights, powers, or authority vested in the District, except those specifically abridged, delegated, deleted, or modified by the express terms of this Memorandum of Understanding are retained by the District. The District expressly retains the complete and exclusive authority, right, and power to manage its operations and to direct its Employees, except as the terms of this Memorandum of Understanding specifically limit such authority, rights, and powers. These retained authorities, rights, and powers include, but are not limited to, the right to hire, classify, promote, designate, discipline, evaluate, review, and discharge Employees, schedule work as needed, determine levels of staffing, maintain order and efficiency, supervise and direct Employees in the performance of their duties, set standards to ensure proper and efficient use of the work force and equipment, determine qualifications and abilities, and establish and evaluate the merits, necessity, and/or organization of any service or activity currently offered or offered at any time hereafter by the District. It is understood the General Manager shall carry out the foregoing and the Board shall not directly assign tasks to Employees. SECTION 32. ENTIRE AGREEMENT This Memorandum of Understanding constitutes the entire agreement between the parties and includes meeting and conferring on any subject, except as provided herein, or as otherwise mutually agreed upon, whether included in this Memorandum of Understanding or not. It is agreed that the terms and conditions of this Memorandum of Understanding itself shall constitute the whole agreement between the parties thereto and that the terms and conditions of this Memorandum of Understanding shall supersede all proposals, conversations, oral or written agreements constituting any portion of the meet and confer process or any other discussion leading up to the Memorandum of Understanding. The parties agree that no agreement was reached on other matters discussed and that the District is not 28 —126— obligated to make any changes or take any action regarding them. No alteration or variation of the terms of this Agreement shall be valid unless made in writing and signed by the parties hereto and no oral understanding or agreement not incorporated herein shall be binding on the parties, except that Employees shall have all rights accorded them under the provisions of State of California and Federal labor laws. SECTION_3-3. SEPARABILITY OF SECTIONS If any section, subsection, paragraph, sentence, clause, or phrase of this MOU shall, for any reason, be held invalid or unconstitutional, such invalidity or unconstitutionality shall not affect the validity or constitutionality of the remaining portion of this Memorandum of Understanding, it being hereby expressly provided that this MOU and each section, subsection, paragraph, sentence, clause, or phrase hereof would have been adopted irrespective of the fact that any one or more sections, subsections, paragraphs, sentences, clauses, or phrases shall be declared invalid or unconstitutional. SECTION 34. TERM OF AGREEMENT The parties agree that this Memorandum of Understanding shall stay in full force and effect through June 28, 2017. SECTION 35. NO STRIKE AGREEMENT During the term of this Memorandum of Understanding, it is agreed that there shall be no strike by the Employees nor lockout by the employer. SOUTH TAHOE PUBLIC UTILITY DISTRICT Date Adopted by Board: �i-3uly_G ?u17 Eric�ca#erRariciy Vv¢eleesane, President, Board of Directors Manager/Engineer ATTEST: Richard H. Solbrig, General Melonie Guttry, Clerk of the Board MANAGEMENT STAFF OF THE SOUTH TAHOE PUBLIC UTILTY DISTRICT 29 Ivo Bergsohn, Hydro -geologist Tim Bledsoe, Customer Service Manager Linda Brown, Purchasing Agent Steve Caswell, Senior Engineer —127— Trevor Coolidge, Associate Engineer ill{ _Shannon Cotull! a, Assistant General Mana¢er/EneineerFormatted: Font: 9 pt Melonie Guttry, Executive Services Manager _ Debbie Henderson, Accounting Manager Jim Hilton. Water Reuse Ooerations Manaeer Paul Hughes, Chief Financial Officer Nancy Hussmann, Human Resources Director Jeff Lee, Manager of Plant Operations ' — - — — — - - Terry Powers, Laboratory Director Julie Ryan, Principal Engineer Chris Skellv. Information Technology Manager Chris Stanley. Manager of Field Operations John Thiel, Engineering Department Manager --`�fi3f�H�]f�Ci3tkFiii�A55k`�`..urri--�r_.�..... •:.s, �� 30 —128— General Manager Richard H. Solbrig Directors Chris ralu South a JameS R. JoJones Randy Vogelgesang Public Utility District Kelly Sheehan Duane Wallace 1275 Meadow Crest Drive • 5outh Lake Tahoe - CA 96150-7401 Phone 530 544-6474 • Fax 530 541-0614 • www.stpud.us BOARD AGENDA ITEM 6C TO: Board of Directors FROM: Julie Ryan, Principal Engineer MEETING DATE: July 6, 2017 ITEM - PROJECT NAME: 2015 Luther Pass Power and Control Project REQUESTED BOARD ACTION: Approve Change Order No. 7 to Thomas Haen Company in the amount $159,212.11. DISCUSSION: Change Order No. 7 addresses three work items that are beyond the scope of the Contract. A) During sitework for construction of the new Electrical Building, the building was shifted four feet west due to underground obstructions. This move caused the inlet piping to the pump station to fall directly below the footings for the proposed covered asphalt walkway between the rear of the Electrical Building and the Pump Station Building. Staff worked with the designer (GHD) to develop an alternative design which provides an elevated walkway. This alternative has the following benefits over the original design: • It eliminates the impact to the pump suction piping • Because the elevated walkway is grated and in a sunny location, it minimizes snow removal needs • It reduces permanent site coverage • It eliminates infiltration trenches which would have required ongoing maintenance The cost of the elevated walkway, including the modifications to the Pump Station Building to accommodate it, is $83,345; the credit to the District for eliminating the covered asphalt walkway is $40,331. The net increase to the project cost for this improvement is $43,014. -130- Julie Ryan July 6, 2017 Page 2 B) On November 14, 2016, the project team attempted to commission Motor No. 3 at Pump No. 3. The commissioning effort was unsuccessful, due to high current on Motor No. 3 faulting the pump. After further trouble -shooting, it was established that the high current is due to the pump condition. Subsequently, staff opened the pump for inspection and found a deteriorated condition. Staff contacted three pump service companies familiar with the Luther Pass Pump Station (and its criticality) to price the needed repairs. Only one of the firms (Martec) was willing to provide a price for the work. Martec has been working under contract with Thomas Haen Company to perform the alignment work on the Power and Control Project. The cost to rehabilitate Pump No. 3 is $97,849.72. The work is nearing completion, the pump is expected to be returned to service the last week of July. C) During development of the generator reconfiguration submittals, the contractor found that to meet the design intent, several components of the existing generator switchgear needed to be replaced. The Contract Documents did not call for them to be replaced, and so the price to replace and install them was not included in the bid price to reconfigure the existing generator from 2,300v to 4,160v service. The additional cost to procure the components and to document the changes was $25,717.87, and was paid with Change Order No. 3. The additional labor costs for installation have now been finalized in the amount $18,348.39. Staff recommends that the Board approve Change Order No. 7 to the District's contract with Thomas Haen Company in the amount $159,212.11, bringing the Contract total to $4,268,156.40. The Engineer's Estimate for construction was $3,875,000. SCHEDULE: As soon as possible COSTS: $159,212.11 ACCOUNT NO: 1029-8330 (LPPOWR) BUDGETED AMOUNT AVAILABLE: $245,062 ATTACHMENTS: Change Order No. 7 CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES NO CHIEF FINANCIAL OFFICER: YES NO -131- CATEGORY: Sewer CHANGE ORDER NUMBER 07 Project: 2015 LUTHER PASS PS POWER AND CONTROL PROJECT pPw�i99�'�a�Ee��� Contractor: Thomas Haen Company Date: 07.06.2017 The Contract Shall Be Changed As Follows: PO #: P28991 A) Increase Bid Item 7 -- Electrical Building- including all labor, equipment, materials and subcontractor costs necessary for the Contract to install an elevated walkway instead of a covered asphalt walkway, as directed by the District in its Response to RFI 8.1, dated April 27, 2016 (attached).This item addresses in full the additional costs associated with the elevated walkway, as well as the full credit for work not performed on the covered asphalt walkway, as detailed in Contract Change Request #34, dated May 22, 2017 (attached). There is no change to the Contract Time associated with this item. TOTAL FOR ITEM A IS $43,014.00 TOTAL FOR CHANGE ORDER NO. 7 IS A + B + C = $159,212.11 Dollar Amounts Contract Time Original Contract $3,881,334.00 426 Calendar Days Previous Change Order $227,610.29 404 Calendar Days Current Contract $4,108,944.29 830 Calendar Days THIS CHANGE ORDER $159,212.11 000 Calendar Days New Contract Total $4,268,156.40 830 Calendar Days Contractor agrees to make the herein -described changes in accordance with the terms hereof. The change in contract price and/or contract time noted is full settlement for costs incurred because of the change(s) described, unless specifically noted in individual description(s). Authorized By STPUD Board President Accepted By Contractor Reviewed By Date: Date: Date: -132- B) Add Bid Item 26 — Pump #3 Rehabilitation - including all labor, equipment, materials and subcontractor costs necessary for the rehabilitation of Pump #3 electrical equipment supplier to provide extra commissioning services for Pump 3, as directed by the District in its Design Construction Memorandum #23, dated March 28, 2017 (attached).This item addresses in full the additional costs to rehabilitate Pump 3, as detailed in Contract Change Request #35.1, dated June 28, 2017 (attached). Additional Contract Time associated with this item was addressed in Item B of this Change Order #5. TOTAL FOR ITEM B IS $97,849.72 C) Increase Bid Item 8 — Electrical Systems- including all labor, equipment, materials and subcontractor costs attributed to procure parts and document changes to the generator reconfiguration called for in the Contract Documents, as directed by the District in its Supplemental Response to RFI #61, dated July 22, 2016 (attached). This item addresses in part the changes called for in the District's Supplemental Response to RFI#61, as detailed in Contract Change Request #20.1, dated November 30, 2016, and as modified by the District in its Response #5 to CCR #20.1, dated June 28, 2017 (both attached). This is no change to the Contract Time associated with this extra work. TOTAL FOR ITEM C IS $18,348.39 TOTAL FOR CHANGE ORDER NO. 7 IS A + B + C = $159,212.11 -133- 2 • TO: FROM: MEETING DATE: ITEM - PROJECT NAME: South Tahoe Public Utility District General Manager Richard H. 5olbrig Directors Chris Cefalu James R. Jones Randy Vogelgesang Kelly Sheehan Duane Wallace 1275 Meadow Crest Drive • 5outh Lake Tahoe • CA 96150-7401 Phone 530 544-6474 • Fax 530 541-0614 • www.5tpud.u5 BOARD AGENDA ITEM 6d Board of Directors Shannon Cotulla, Assistant General Manager July 6, 2017 Solar Feasibility Study REQUESTED BOARD ACTION: Approve Task Order No. 1 with Sage Renewables to conduct a solar feasibility review at the Waste Water Treatment Plant. DISCUSSION: Sage Renewables is an energy consulting firm that is independent from solar manufacturers. They propose to perform an initial review of the District's energy consumption at the Waste Water Treatment Plant and how much of that energy consumption could be offset by power generation at the plant with photovoltaic solar panels. Staff requests that the Board approve Task Order No. 1 with Sage Renewables in the amount of $2,500 to conduct a Solar Feasibility Review. SCHEDULE: COSTS: $2,500 ACCOUNT NO: 1029-4405 - Contractual Services BUDGETED AMOUNT AVAILABLE: $485,894 ATTACHMENTS: Proposal for Scope of Work CONCURRENCE WITH REQUESTED ACTION: p GENERAL MANAGER: YES '1 NO CHIEF FINANCIAL OFFICER: YES NO j -134- CATEGORY: Water and Sewer C)o SAG E Task Order Task Order No. Solar PV Feasibility Study 17005.1 Solar PV Feasibility Study South Tahoe PUD This Task Order is pursuant to the Professional Services Agreement ("PSA") between Sage Renewable Energy Consulting, Inc. ("SAGE") and South Lake Tahoe Public Utilities Department ("CLIENT") dated This Task Order must be mutually executed before work is commenced. Project Name South Tahoe PUD Solar PV Feasibility Study Physical Location South Lake Tahoe, California Estimated Start Date TBD Estimated End Date TBD Estimated Fees Lump Sum Basis: $2,500 Desktop Feasibility Review $7,500 Investment Grade Feasibility Study Project Managers For SAGE For CLIENT Brent Johnson Shannon Cotulla Email: brent@sagerenew.com Phone: (415) 602-4084 Address: 1719 5th Avenue, San Rafael, CA 94901 Scope of Services Email: scotulla@stpud.ds Phone: (530) 543-6206 Address: 1275 Meadow Crest Drive South Lake Tahoe, CA 96150 Based on our conversation and email correspondence, SAGE has developed the following scope of work, divided into two tasks. The scope of work includes Task 1, a desktop solar PV feasibility review to provide indicative metrics to assess project viability. Based on the findings of Task 1, CLIENT may elect to proceed with Task 2, an investment grade feasibility Study. This Task Order assumes a single electrical service will be evaluated for solar PV. Flexibility is provided in the Fee section of the Task Order should additional electrical services be included in the study. Task 1: Solar Feasibility Review The Solar Feasibility Review is high-level desktop assessment to establish a conceptual project, provide preliminary siting/footprint of the potential solar PV system and preliminary financial results for clients Sage South Tahoe PUD TO 2017-01-27 Q Page 1 of 5 —136— Deliverables Solar PV Feasibility Study South Tahoe PUD Task 1—Solar Feasibility Feasibility Review memo, including indicative financial metrics and Review conceptual layouts Ij Task 2 — Investment Grade Draft and final feasibility study, with build costs, lifecycle financial i Solar PV Feasibility Study modeling, conceptual layouts, and financing alternatives/ recommendations, P50-90 sensitivity analysis, preliminary schedule and next steps for procurement and implementation. Project Requirements and Assumptions 1. Site data will be made available to SAGE as needed. 2. SAGE will travel to the CLIENT's site as follows: Task 1— no site visits Task 2 — one site visit 3. Access to detailed electrical energy usage information for all electrical services. 4. Access to all sites under consideration for site walks with knowledgeable site personnel to determine proposed and possible locations of PV system components and to review existing or planned electrical equipment. 5. Up to three alternatives will be considered for Task 2 as applicable. Project Schedule SAGE can start work immediately and estimates the following for task completion times. Task completion times are highly dependent on availability of information and review from the CLIENT. Task 1— Solar Feasibility Review 2 weeks Task 2 — Investment Grade Feasibility Study 4 weeks Sage South Tahoe PUD TO 2017-01-27 v2 —137— Page 3 of 5 ()OSAGE R E N E W A B L E S Solar PV Feasibility Study South Tahoe PUD Additional Services SAGE offers complete solar PV project development and implementation assistance services. Should the CLIENT choose to move forward with a solar PV project, SAGE can offer the following services under a separate Task Order: Procurement Services (RFPs, Proposal Evaluation, Contract Negotiations) Design Review & Permitting (Design review, interconnect and permitting support) Construction Support (Technical construction support or full construction management) • Commissioning (Commissioning oversight or full third -party commissioning) * Asset Management (Performance monitoring, operational support, full O&M services) All additional services must be requested by CLIENT and will be executed under a separate Task Order. IN WITNESS WHEREOF, authorized representatives of both SAGE and CLIENT have executed this agreement as of the date set forth above. SAGE By: Name: Brent Johnson Title: Principal Date: CLIENT By: Name: Title: Date: Sage South Tahoe PUD TO 2017-01-27 v2 Page 5 of 5 —138— PAYMENT OF CLAIMS FOR APPROVAL July 6, 2017 Payroll 6/20/2017 514,322.41 Total Payroll 514,322.41 ADP & Insight eTools 4,154.94 AFLAC/WageWorks claims and fees 2,504.39 BBVA Compass Bank 0.00 BHFS legal services 0.00 CDS - health care payments 9,564.13 Total Vendor EFT 16,223.46 Accounts Payable Checks -Sewer Fund 1,365,625.97 Accounts Payable Checks -Water Fund 470,292.79 Total Accounts Payable 1,835,918.76 Grand Total Pavroll EFTs & Checks EFT CA Employment Taxes & W/H EFT Federal Employment Taxes & W/H EFT CalPERS Contributions EFT Empower Retirement -Deferred Comp EFT Stationary Engineers Union Dues EFT CDHP Health Savings (HSA) EFT Retirement Health Savings EFT United Way Contributions EFT Employee Direct Deposits CHK Employee Garnishments CHK Employee Paychecks Total -140- 6/20/2017 20, 796.15 122,660.40 65,872.74 54,193.76 2,592.70 1,233.09 0.00 181.00 242, 546.83 1,104.45 3,141.29 514, 322.41 2,366,464.63 AGUILAR, RAUL I AHERN RENTALS AHERN RENTALS 1AIRGAS USA LLC r ;�JkiRGAS USA LLC i ALLIANT INSURANCE SERVICES ALLIAN T INSURANCE SERVICES ALPEN SIERRA COFFEE ALSBURY, MARY ALSBURY, MARY AMERIPRIDE UNIFORM SERVICES ANGIE'S SIGNS ANGIE'S SIGNS ANGIE'S SIGNS CUSTOMER SERVICE - WTR CONS PROG WTR CONS EXPENSE HEAVY MAINT WATER REUSE GEN & ADMIN GEN & ADMIN GEN & ADMIN GEN & ADMIN GEN & ADMIN INFORMATION TECH INFORMATION TECH GEN & ADMIN ENGINEERING - PR CLARIF 1 RHB ENGINEERING - AERATION BASIN 2 ENGINEERING - 2017 METERS PH3 EXPORT/FRCE MAIN GROUNDS & MNTC SHOP SUPP INV SAFETY INVENTORY INSURANCE PPD INSURANCE PPD OFC SUPPLY ISSUE TRAVEL/MEETINGS TRAVEL/MEETINGS UNIFORM PAYABLE PC1 REHAB AB2REHAB METERS PH 3 User: THERESA - Theresa Sherman Page: 1 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Acct# / Proj Code Amount PAYMENT OF CLAIMS Tyne Vendor Name Department/ Prom Name Description A-1 CHEMICAL INC GEN & ADMIN JANIT/SUPPLY INV A -L SIERRA WELDING PRODUCTS HEAVY MAINT SHOP SUPPLIES A -L SIERRA WELDING PRODUCTS LABORATORY LAB SUPPLIES A -L SIERRA WELDING PRODUCTS LABORATORY LAB SUPPLIES ACCELA INC #774375 INFORMATION TECH SERVICE CONTRACT ACCELA INC #774375 INFORMATION TECH SERVICE CONTRACT AGUILAR, RAUL I AHERN RENTALS AHERN RENTALS 1AIRGAS USA LLC r ;�JkiRGAS USA LLC i ALLIANT INSURANCE SERVICES ALLIAN T INSURANCE SERVICES ALPEN SIERRA COFFEE ALSBURY, MARY ALSBURY, MARY AMERIPRIDE UNIFORM SERVICES ANGIE'S SIGNS ANGIE'S SIGNS ANGIE'S SIGNS CUSTOMER SERVICE - WTR CONS PROG WTR CONS EXPENSE HEAVY MAINT WATER REUSE GEN & ADMIN GEN & ADMIN GEN & ADMIN GEN & ADMIN GEN & ADMIN INFORMATION TECH INFORMATION TECH GEN & ADMIN ENGINEERING - PR CLARIF 1 RHB ENGINEERING - AERATION BASIN 2 ENGINEERING - 2017 METERS PH3 EXPORT/FRCE MAIN GROUNDS & MNTC SHOP SUPP INV SAFETY INVENTORY INSURANCE PPD INSURANCE PPD OFC SUPPLY ISSUE TRAVEL/MEETINGS TRAVEL/MEETINGS UNIFORM PAYABLE PC1 REHAB AB2REHAB METERS PH 3 User: THERESA - Theresa Sherman Page: 1 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Acct# / Proj Code Amount Check Num Tyne 1000-0422 365.94 Check Total: 365.94 AP -00096091 MW 1004-6071 104.37 1007-4760 44.00 2007-4760 44.00 Check Total: 192.37 AP -00096092 MW 1037-6030 13,841.00 2037-6030 13,841.01 Check Total: 27.682.01 AP -00096093 MW 2038 - 6660 - WCPROG 200.00 Check Total: 200.00 AP -00096094 MW 1004-6047 492.00 1028-6042 105.91 Check Total: 597.91 AP -00096095 MW 1000-0421 1,166.24 1000-0425 1,355.62 Check Total: 2.521.86 AP -00096096 MW 1000-0301 2,298.50 2000-0301 2,298.50 Check Total: 4.597.00 AP -00096097 MW 1000-6081 406.20 Check Total: 406.20 AP -00096098 MW 1037-6200 67.50 2037-6200 67.50 Check Total: 135.00 AP -00096099 MW 1000-2518 2,180.05 Check Total: 2.180.05 AP -00096100 MW 1029 - 7023 - PC RHB 227.91 1029 - 7024 - AB2RHB 227.91 2029 - 8760 - 16WO03 455.80 Check Total: 911.62 AP -00096101 MW Current Date: 06/29/2017 Current Time: 13:33:10 Vendor Name AT&T/CALNET 3 AT&T/CALNET 3 AT&T/CALNET 3 AT&T/CALNET 3 AT&T/CALNET 3 AT&T/CALNET 3 AT&T/CALNET 3 AWARD ZONE AWARD ZONE AWWA BARTON HEALTHCARE SYSTEM BARTON HEALTHCARE SYSTEM IBARTON HEALTHCARE SYSTEM r *ARTON HEALTHCARE SYSTEM IBARTON HEALTHCARE SYSTEM BARTON HEALTHCARE SYSTEM BARTON HEALTHCARE SYSTEM BB&H BENEFIT DESIGNS BB&H BENEFIT DESIGNS GENTLY AGROWDYNAMICS Department/ Proj Name GEN & ADMIN PUMPS OPERATIONS CUSTOMER SERVICE GEN & ADMIN PUMPS CUSTOMER SERVICE ADMINISTRATION ADMINISTRATION LABORATORY UNDERGROUND REP ELECTRICAL SHOP OPERATIONS ENGINEERING UNDERGROUND REP ELECTRICAL SHOP ENGINEERING HUMAN RESOURCES HUMAN RESOURCES OPERATIONS PAYMENT OF CLAIMS BEST BEST & KRIEGER LLP HUMAN RESOURCES BEST BEST & KRIEGER LLP ENGINEERING - LPPS PWR/CTRLS BEST BEST & KRIEGER LLP ENGINEERING BEST BEST & KRIEGER LLP HUMAN RESOURCES BEST BEST & KRIEGER LLP ENGINEERING BEST BEST & KRIEGER LLP ENGINEERING - 2017 METERS PH3 User: THERESA - Theresa Sherman Report: BK: Payment of Claims Report (With RV) V2 <1.03> Description TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE INCNTV & RCGNTN INCNTV & RCGNTN DUES/MEMB/CERT SAFETY/EQUIP/PHY SAFETY/EQUIP/PHY SAFETY/EQUIP/PHY SAFETY/EQUIP/PHY SAFETY/EQUIP/PHY SAFETY/EQUIP/PHY SAFETY/EQUIP/PHY CONTRACT SERVICE CONTRACT SERVICE SLUDGE DISPOSAL PERSONNELLEGAL LEGAL -SPEC PROJ LEGAL -REGULAR PERSONNELLEGAL LEGAL -REGULAR METERS PH 3 Page: 2 Acct# / Proj Code Amount Check Num 1000-6310 359.59 1002-6310 43.53 1006-6310 36.12 1038-6310 8.91 2000-6310 359.59 2002-6310 23.79 2038-6310 8.91 Check Total: 840.44 AP -00096102 1021 -6621 6.50 2021 -6621 6.50 Check Total: 13.00 AP -00096103 2007-6250 262.00 Check Total: 262.00 AP -00096104 1001 -6075 94.00 1003-6075 64.21 1006-6075 297.42 1029-6075 64.21 2001 -6075 75.00 2003-6075 64.21 2029-6075 64.21 Check Total: 723.26 AP -00096105 1022-4405 116.00 2022-4405 116.00 Check Total: 232.00 AP -00096106 1006-6652 4,330.48 Check Total: 4.330.48 AP -00096107 1022-4445 220.00 1029 - 4475 - LPPOWR 2,951.24 1029-4480 1,113.72 2022-4445 220.00 2029-4480 1,113.72 2029 - 8760 - 16WO03 1,168.00 Current Date: 06/29/2017 Current Time: 13:33:10 Type MW MW MW MW MW MW PAYMENT OF CLAIMS Vendor Name Department / Proj Name Description BEST BEST & KRIEGER LLP ENGINEERING - 2017 HYDRNT-SIER 17 HYD MTR REP BEST BEST & KRIEGER LLP ENGINEERING - 2017 LG WTR MTRS 17 HYD MTR REP BIASOTTI, JEANETE BIASOTTI. JEANETE BING MATERIALS BLUE RIBBON TEMP PERSONNEL BLUE RIBBON TEMP PERSONNEL BLUE RIBBON TEMP PERSONNEL BLUE RIBBON TEMP PERSONNEL BLUE RIBBON TEMP PERSONNEL BLUE RIBBON TEMP PERSONNEL BLUE RIBBON TEMP PERSONNEL F (BLUE RIBBON TEMP PERSONNEL ,t3LUE RIBBON TEMP PERSONNEL (BLUE RIBBON TEMP PERSONNEL BLUE RIBBON TEMP PERSONNEL BMC SOFTWARE INC BMC SOFTWARE INC BURGHARD,BARRETT CA SPECIAL DISTRICTS ASSOC CA SPECIAL DISTRICTS ASSOC CALIF DEPT OF FISH & GAME CALIFORNIA BANK & TRUST GEN & ADMIN GEN & ADMIN UNDERGROUND REP ENGINEERING ENGINEERING - AERATION BASIN 2 ENGINEERING - TR PLT GENERATOR INFORMATION TECH FINANCE ENGINEERING ENGINEERING - USFS GRNT ADMIN INFORMATION TECH FINANCE FINANCE - USFS GRNT ADMIN FINANCE - TAH SIERRA IRWMP INFORMATION TECH INFORMATION TECH UNDERGROUND REP FINANCE FINANCE ENGINEERING - TALLAC SWR XNG GEN & ADMIN UB SUSPENSE UB SUSPENSE PIPE/CVRS/MHLS CONTRACT SERVICE AB2REHAB REP TR PLT GEN CONTRACT SERVICE CONTRACT SERVICE CONTRACT SERVICE CONTRACT SERVICE CONTRACT SERVICE CONTRACT SERVICE CONTRACT SERVICE CONTRACT SERVICE SERVICE CONTRACT SERVICE CONTRACT TRAVEL/MEETINGS TRAVEL/MEETINGS TRAVEL/MEETINGS TAL CRK SW CRSNG CB&T METERS SRF User: THERESA - Theresa Sherman Page: 3 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Acct# / Proj Code Amount Check Num 2029 - 8860 - 17WO01 379.60 2029 - 8860 - 17WO02 146.00 Check Total: 7,312.28 AP -00096108 1000-2002 215.86 2000-2002 135.10 Check Total: 350.96 AP -00096109 2001 -6052 706.72 Check Total: 706.72 AP -00096110 1029-4405 68.44 1029 - 7024 - AB2RHB 1,839.33 1029 - 8629 - 13S019 765.96 1037-4405 766.36 1039-4405 65.20 2029-4405 68.44 2029 - 4405 - SMOKEY 104.32 2037-4405 766.36 2039-4405 234.72 2039 - 4405 - SMOKEY 78.24 2039 - 4405 - TSIRWM 32.60 Check Total: 4,789.97 AP -00096111 1037-6030 1,482.41 2037-6030 1,482.41 Check Total: 2.964,82 AP -00096112 2001 -6200 102.29 Check Total: 102.29 AP -00096113 1039-6200 75.00 2039-6200 75.00 Check Total: 150.00 AP -00096114 1029 - 7014 - TLCXNG 562.00 Check Total: 562.00 AP -00096115 2000-0012 116,870.79 Check Total: 116,870,79 AP -00096089 Current Date: 06/29/2017 Current Time: 13:33:10 Tyoe MW MW MW MW MW MW MW MW MW PAYMENT OF CLAIMS Vendor Name Department / Proj Name Description CALPELRA GEN & ADMIN SUSPENSE CALPELRA HUMAN RESOURCES TRAVEL/MEETINGS CALPELRA HUMAN RESOURCES DUES/MEMB/CERT CALPELRA HUMAN RESOURCES TRAVEL/MEETINGS CALPELRA HUMAN RESOURCES DUES/MEMB/CERT CDS GROUP HEALTH GEN & ADMIN DENTAL SLF INS CDW-G CORP INFORMATION TECH SERVICE CONTRACT CDW-G CORP CUSTOMER SERVICE SAFETY/EQUIP/PHY CDW-G CORP PUMPS RPR/MNTC WTR TKS CDW-G CORP ENGINEERING - 2015 METERS PROJ METERS PHASE II CDW-G CORP INFORMATION TECH SERVICE CONTRACT CDW-G CORP CUSTOMER SERVICE SAFETY/EQUIP/PHY ICODALE ELECTRIC SUPPLY ELECTRICAL SHOP SECONDARY EQUIP r Total 1.954.00 AP -00096116 MW 1000-2536 COMPLIANCE POSTER COMPANY HUMAN RESOURCES OFFICE SUPPLIES COMPLIANCE POSTER COMPANY HUMAN RESOURCES OFFICE SUPPLIES CONSERVATION STRATEGY PUBLIC OUTREACH - PR EXP-GOVT'L CONTRACT SERVICE COONEY, STEVE & NANCY CUSTOMER SERVICE MISC LIAB CLAIMS CRWA PUMPS TRAVEL/MEETINGS CRYSTAL DAIRY FOODS UNDERGROUND REP SHOP SUPPLIES CRYSTAL DAIRY FOODS UNDERGROUND REP PIPE/CVRS/MHLS CSAC-EIA HUMAN RESOURCES CONTRACT SERVICE CSAC-EIA HUMAN RESOURCES CONTRACT SERVICE Acct# / Prom Code Amount Check Nuri Tvoe 1000-2504 184.00 1022-6200 710.00 1022-6250 175.00 2022-6200 710.00 2022-6250 175.00 Check Total 1.954.00 AP -00096116 MW 1000-2536 654.50 Check Total: 654.50 AP -00096117 MW 1037-6030 3,121.25 1038-6075 145.44 2002-6054 4,377.68 2029 - 8660 - 15WO02 936.05 2037-6030 3,121.25 2038-6075 145.45 Check Total: 11.847.12 AP -00096118 MW 1003-6022 38.57 Check Total: 38.57 AP -00096119 MW 1022-4820 95.85 2022-4820 95.85 Check Total: 191.70 AP -00096120 MW 2027 - 4405 - PREGOV 1,000.00 Check Total: 1.000.00 AP -00096121 MW 2038-4520 378.00 Check Total: 378.00 AP -00096122 MW 2002-6200 2,000.00 Check Total: 2.000.00 AP -00096123 MW 1001 -6071 6.60 2001 -6052 17.50 Check Total: 24.10 AP -00096124 MW 1022-4405 413.28 2022-4405 413.28 User: THERESA - Theresa Sherman Page: 4 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> CurrentTime: 13:33:10 PAYMENT OF CLAIMS Vendor Name Department / Prow Name Description D&L SUPPLY & CO INC GEN & ADMIN MH FRM/LIDS&PRTS D&L SUPPLY & CO INC UNDERGROUND REP PIPE/CVRS/MHLS D&L SUPPLY & CO INC ENGINEERING - 2015 METERS PROJ METERS PHASE II DAVi LABORATORIES LABORATORY MONITORING DIY HOME CENTER PUMPS SHOP SUPPLIES DIY HOME CENTER PUMPS SMALL TOOLS DIY HOME CENTER ENGINEERING - FLL VVS #4 FLL VVS #4 DIY HOME CENTER UNDERGROUND REP PIPE/CVRS/MHLS DIY HOME CENTER PUMPS SHOP SUPPLIES DIY HOME CENTER PUMPS SMALL TOOLS DIY HOME CENTER ELECTRICAL SHOP WELLS ,�AOMENICHELLI & ASSOCIATES tr I DOUGLAS DISPOSAL ENS RESOURCES INC ENS RESOURCES INC ENVIRONMENTAL EXPRESS ENVIRONMENTAL EXPRESS EUROFINS EATON ANALYTICAL INC EUROFINS EATON ANALYTICAL INC EUROFINS EATON ANALYTICAL INC EUROFINS EATON ANALYTICAL INC ENGINEERING - DVR IRRIG IMPRVS DVR IRR IMPRVMNT GEN & ADMIN PUBLIC OUTREACH PUBLIC OUTREACH LABORATORY LABORATORY LABORATORY LABORATORY - SO Y GRNDWATER LABORATORY - ARHD3 TRTMT EXP LABORATORY REFUSE DISPOSAL CONTRACT SERVICE CONTRACT SERVICE LAB SUPPLIES LAB SUPPLIES MONITORING MONITORING MONITORING MONITORING EVOQUA WATER TECHNOLOGIES LLC LABORATORY SERVICE CONTRACT EVOQUA WATER TECHNOLOGIES LLC LABORATORY SERVICE CONTRACT User: THERESA - Theresa Sherman Page: 5 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Acct# / Proj Code Amount Check Num Type Check Total: 826.56 AP -00096125 MW 1000-0410 11,922.25 1001 -6052 500.00 2029 - 8660 - 15WO02 5,101.48 Check Total: 17.523.73 AP -00096126 MW 2007-6110 1,752.00 Check Total: 1,752.00 AP -00096127 MW 1002-6071 1842 1002-6073 33.44 1029 - 7032 - FLVVS4 69.60 2001 -6052 27.13 2002-6071 18.41 2002-6073 33.44 2003-6050 6.76 Check Total: 207.20 AP -00096128 MW 1029-8161 - DVRIIP 18,263.25 Check Total: 18.263.25 AP -00096129 MW 1000-6370 24.70 Check Total: 24.70 AP -00096130 MW 1027-4405 3,521.00 2027-4405 3,521.00 Check Total: 7.042.00 AP -00096131 MW 1007-4760 573.34 2007-4760 573.35 Check Total: 1.146.69 AP -00096132 MW 1007-6110 5.00 2007 - 6110 - 15WO09 150.00 2007 - 6110 - AH3EXP 80.00 2007-6110 770.00 Check Total: 1.005.00 AP -00096133 MW 1007-6030 74.01 2007-6030 74.01 Current Date: 06/29/2017 Current Time: 13:33:10 V.e.n....d_o..r Na_.me EZKEM EZKEM FARR CONSTRUCTION FARR CONSTRUCTION FAST FABRICATORS LLC FEDEX FEDEX FERGUSON ENTERPRISES INC FERGUSON ENTERPRISES INC FERGUSON ENTERPRISES INC 4FERGUSON ENTERPRISES INC aI'FERGUSON ENTERPRISES INC FERGUSON ENTERPRISES INC FERINE, CHARLES A FGL ENVIRONMENTAL FGL ENVIRONMENTAL FGL ENVIRONMENTAL FGL ENVIRONMENTAL FGL ENVIRONMENTAL FGL ENVIRONMENTAL FGL ENVIRONMENTAL FGL ENVIRONMENTAL FISHER SCIENTIFIC FISHER SCIENTIFIC Department I Prom Name LABORATORY LABORATORY PAYMENT OF CLAIMS Description LAB SUPPLIES LAB SUPPLIES GEN & ADMIN - AERATION BASIN 2 CONST RETAINAGE ENGINEERING - AERATION BASIN 2 AB2 REHAB ENGINEERING - FILL SWR UPGR FLL SYSTEM UPGR FINANCE POSTAGE EXPENSES FINANCE POSTAGE EXPENSES HEAVY MAINT BUILDINGS HEAVY MAINT EXPORT/FRCE MAIN HEAVY MAINT SHOP SUPPLIES HEAVY MAINT SMALL TOOLS PUMPS PUMP STATIONS HEAVY MAINTENANC BUILDINGS CUSTOMER SERVICE - WTR CONS PROG WTR CONS EXPENSE LABORATORY - ALP CO MTBE CONT MONITORING LABORATORY MONITORING LABORATORY - SO Y GRNDWATER MONITORING LABORATORY - BKRFLD TRTMT EXP MONITORING LABORATORY - GLENWD WELL TRT MONITORING LABORATORY - HERBST MONITORING LABORATORY MONITORING LABORATORY - SOYCON MONITORING LABORATORY LAB SUPPLIES LABORATORY LAB SUPPLIES Acct# I Prom Code Amount Check Num Upe Check Total: 148.02 AP -00096134 MW 1007-4760 60.50 2007-4760 60.50 Check Total: 121.00 AP -00096135 MW 1000 - 2605 - AB2RHB -28,636.26 1029 - 7024 AB2RHB 286,362.58 Check Total: 257.726.32 AP -00096136 MW 1029 - 8331 FLLSUP 785.48 Check Total: 785.48 AP -00096137 MW 1039-4810 2.66 2039-4810 2.66 Check Total: 5.32 AP -00096138 MW 1004-6041 128.93 1004-6047 348.36 1004 - 6071 -538.13 1004-6073 45.04 2002-6051 59.72 2004-6041 129.30 Check Total: 173.22 AP -00096139 MW 2038 - 6660 - WCPROG 200.00 Check Total: 200.00 AP -00096140 MW 1007 - 6110 - ACMTBE 100.00 1007-6110 100.00 2007 - 6110 - 15WO09 145.00 2007 - 6110 BKRFLD 100.00 2007 - 6110 GWMTBE 100.00 2007 - 6110 - HERBST 100.00 2007-6110 600.00 2007 - 6110 - SOYCON 10000 Check Total: 1.345.00 AP -00096141 MW 1007-4760 336.41 2007-4760 336.47 User: THERESA - Theresa Sherman Page: 6 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Current Time: 13:33:10 Vendor Name FRANCO, ERIKA FRANCO, ERIKA GFS CHEMICALS INC GFS CHEMICALS INC GHD INC GLEASON, THOMAS & SUSAN GLEASON, THOMAS & SUSAN GRAINGER GRAINGER GRAINGER i GRANITE CONSTRUCTION CO GUTTRY, MELONIE GUTTRY, MELONIE HACH CO HACH CO HACH CO HD SUPPLY WHITE CAP HDR ENGINEERING INC Department I Prom Name CUSTOMER SERVICE CUSTOMER SERVICE LABORATORY LABORATORY PAYMENT OF CLAIMS Description TRAVEL/MEETINGS TRAVEUMEETINGS LAB SUPPLIES LAB SUPPLIES ENGINEERING - LPPS PWR/CTRLS LPPS PWR/CTR UPG GEN & ADMIN GEN & ADMIN ELECTRICAL SHOP ELECTRICAL SHOP ELECTRICAL SHOP UNDERGROUND REP ADMINISTRATION ADMINISTRATION LABORATORY UNDERGROUND REP LABORATORY ENGINEERING - 2017 METERS PH3 ENGINEERING -AERATION BASIN 2 HIGH SIERRA BUSINESS SYSTEMS OPERATIONS HIGH SIERRA BUSINESS SYSTEMS LABORATORY User: THERESA - Theresa Sherman Report: BK: Payment of Claims Report (With RV) V2 <1.03> UB SUSPENSE UB SUSPENSE BUILDINGS PUMP STATIONS SAFETY/EQUIP/PHY PIPE/CVRS/MHLS TRAVEL/MEETINGS TRAVEL/MEETINGS LAB SUPPLIES PIPE/CVRS/MHLS LAB SUPPLIES METERS PH 3 AB2REHAB OFFICE SUPPLIES OFFICE SUPPLIES Page: 7 Acct# I Prom Code Amount Check Num Type Check Total: 672..88 AP -00096142 MW 1038-6200 67.50 2038-6200 67.50 Check Total: 135.00 AP -00096143 MW 1007-4760 138.19 2007-4760 138.19 Check Total: 276.38 AP -00096144 MW 1029 - 8330 - LPPOWR 26,690.83 Check Total: 26.690.83 AP -00096145 MW 1000-2002 100.00 2000-2002 100.00 Check Total: 200.00 AP -00096146 MW 1003-6041 841.94 1003-6051 247.85 2003-6075 1,199.59 Check Total: 2.289.38 AP -00096147 MW 2001 -6052 1,563.11 Check Total: 1.563.11 AP -00096148 MW 1021 -6200 80.03 2021 -6200 8002 Check Total: 160.05 AP -00096149 MW 1007-4760 67.89 2001-6052 385.50 2007-4760 67.88 Check Total: 521.27 AP -00096150 MW 2029 - 8760 - 16WO03 24,204.96 Check Total: 24.204.96 AP -00096151 MW 1029 - 7024 - A82RHB 1,268.04 Check Total: 1.268.04 AP -00096152 MW 1006-4820 78.23 1007-4820 39.12 Current Date: 06/29/2017 Current Time: 13:33:10 Vendor Name HIGH SIERRA BUSINESS SYSTEMS HIGH SIERRA BUSINESS SYSTEMS HIGH SIERRA BUSINESS SYSTEMS HIGH SIERRA BUSINESS SYSTEMS HIGH SIERRA BUSINESS SYSTEMS HIGH SIERRA BUSINESS SYSTEMS HIGH SIERRA BUSINESS SYSTEMS HOUCK, THOMAS & KELLY HOUCK, THOMAS & KELLY HOYLE,BRENLYN HOYLE,BRENLYN IDEXX DISTRIBUTION CORP IIDEXX DISTRIBUTION CORP r Ob 00 I INTEGRITY LOCKSMITH J&L PRO KLEEN INC J&L PRO KLEEN INC JONES, JAMES R KIMBALL MIDWEST KTHO AM 590 & 96.1 FM KTHO AM 590 & 96.1 FM Department / Proj Name HUMAN RESOURCES ENGINEERING FINANCE LABORATORY HUMAN RESOURCES ENGINEERING FINANCE GEN & ADMIN GEN & ADMIN INFORMATION TECH INFORMATION TECH LABORATORY LABORATORY PUMPS FINANCE FINANCE PAYMENT OF CLAIMS Description SERVICE CONTRACT SERVICE CONTRACT SERVICE CONTRACT OFFICE SUPPLIES SERVICE CONTRACT SERVICE CONTRACT SERVICE CONTRACT UB SUSPENSE UB SUSPENSE DUES/MEMS/CERT DUES/MEMB/CERT LAB SUPPLIES LAB SUPPLIES RPR/MNTC WTR TKS JANITORIAL SERV JANITORIAL SERV BOARD OF DIR TRAVEUMEETINGS HEAVY MAINT SHOP SUPPLIES PUBLIC OUTREACH - PR EXP -EXTERNAL PUB RELATIONS PUBLIC OUTREACH - PR EXP -EXTERNAL PUB RELATIONS Acct# / Pro* Code Amount Check Num Type 1022-6030 127.01 1029-6030 47.96 1039-6030 135.12 2007-4820 39.12 2022-6030 127.01 2029-6030 47.95 2039-6030 135.12 Check Total 776.64 AP -00096153 MW 1000-2002 178.44 2000-2002 178.44 Check Total: 356.88 AP -00096154 MW 1037-6250 205.00 2037-6250 205.00 Check Total: 410.00 AP -00096155 MW 1007-4760 2,033.36 2007-4760 2,033.35 Check Total: 4.066.71 AP -00096156 MW 2002-6054 854.25 Check Total: 854.25 AP -00096157 MW 1039-6074 1,603.50 2039-6074 1,603.50 Check Total: 3.207.00 AP -00096158 MW 2019-6200 311.58 Check Total: 311.58 AP -00096159 MW 1004-6071 596.47 Check Total: 596.47 AP -00096160 MW 1027 - 6620 - PREEXT 562.50 2027 - 6620 - PREEXT 562.50 Check Total: 1,125,00 AP -00096161 MW User: THERESA - Theresa Sherman Page: 8 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Current Time: 13:33:10 PAYMENT OF CLAIMS Vendor Name Department / Proj Name Description Acct# / Proj Code Amount Check Num Tvoe LABCHEM INC LABORATORY LAB SUPPLIES 1007-4760 15.42 LABCHEM INC LABORATORY LAB SUPPLIES 2007-4760 15.42 Check Total: 30.84 AP-00096163 MW LAKE TAHOE GLASS PUMPS SHOP SUPPLIES 1002-6071 10.78 LAKE TAHOE GLASS PUMPS SHOP SUPPLIES 2002-6071 10.77 Check Total: 21.55 AP-00096164 MW LEE, RYAN CUSTOMER SERVICE TRAVEL/MEETINGS 1038-6200 67.50 LEE, RYAN CUSTOMER SERVICE TRAVEL/MEETINGS 2038-6200 67.50 Check Total: 135.00 AP-00096165 MW LIBERTY UTILITIES GEN & ADMIN ELECTRICITY 1000-6330 74,495.57 LIBERTY UTILITIES GEN & ADMIN ST LIGHTING EXP 1000-6740 1,722.42 LIBERTY UTILITIES GEN & ADMIN ELECTRICITY 2000-6330 34,138.25 Check Total. 110.356.24 AP-00096166 MW LILLY'S TIRE SERVICE INC EQUIPMENT REP AUTOMOTIVE 1005-6011 12.25 LILLY'S TIRE SERVICE INC EQUIPMENT REPAIR AUTOMOTIVE 2005-6011 189.79 Check Total: 202.04 AP-00096167 MW ,r �nALLORY SAFETY & SUPPLY LLC i GEN & ADMIN SHOP SUPP INV 1000-0421 16.07 Check Total: 16.07 AP-00096168 MW MAXHIMER, JOHN W GEN & ADMIN SUSPENSE 1000-2504 1,433.07 Check Total: 1.433.07 AP-00096090 MW MC MASTER CARR SUPPLY CO PUMPS LUTHER PASS 1002-6048 116.57 MC MASTER CARR SUPPLY CO PUMPS PUMP STATIONS 1002-6051 483.28 MC MASTER CARR SUPPLY CO HEAVY MAINT PRIMARY EQUIP 1004-6021 278.32 MC MASTER CARR SUPPLY CO ENGINEERING - FILL VVS #4 FILL VVS #4 1029 - 7032 - FLVVS4 895.35 MC MASTER CARR SUPPLY CO PUMPS PUMP STATIONS 2002-6051 146.59 Check Total: 1.920.11 AP-00096169 MW MESA LAB LABORATORY LAB SUPPLIES 1007-4760 96.69 MESA LAB LABORATORY LAB SUPPLIES 2007-4760 96.71 Check Total: 193.40 AP-00096170 MW METRO OFFICE SOLUTIONS ENGINEERING OFFICE SUPPLIES 1029-4820 55.71 METRO OFFICE SOLUTIONS ENGINEERING OFFICE SUPPLIES 2029-4820 55.71 User: THERESA - Theresa Sherman Page: 9 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Current Time: 13:33:10 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Acct# / Proj Code PAYMENT OF CLAIMS Vendor Name Department / Proj Name Description MIMECAST NORTH AMERICA INC INFORMATION TECH SERVICE CONTRACT MIMECAST NORTH AMERICA INC INFORMATION TECH SERVICE CONTRACT MISAC INFORMATION TECH DUES/MEMB/CERT MISAC INFORMATION TECH DUES/MEMB/CERT MME MUNICIPAL MAINTENANCE UNDERGROUND REP PIPE/CVRS/MHLS MSC INDUSTRIAL SUPPLY CO HEAVY MAINT BUILDINGS NEENAH FOUNDRY COMPANY ENGINEERING - 2017 METERS PH3 METERS PH 3 NELS TAHOE HARDWARE HEAVY MAINT BUILDINGS NELS TAHOE HARDWARE HEAVY MAINT SHOP SUPPLIES ,�NELS TAHOE HARDWARE WATER REUSE SHOP SUPPLIES Ln 550.00 AP -00096173 MELS TAHOE HARDWARE CUSTOMER SERVICE SHOP SUPPLIES NEVADA DIVISION OF FORESTRY WATER REUSE CONTRACT SERVICE NEXLEVEL INFORMATION TECH INC FINANCE - ERP REPL PROJECT REPL ERP SYSTEM NIXON'S HEATING/AIR CONDIT INC WATER REUSE GROUNDS & MNTC NORTHERN SAFETY & INDUSTRIAL HEAVY MAINT SHOP SUPPLIES NORTHWEST HYD CONSULT INC ENGINEERING -TALLAC SWR XNG TAL CRK SW CRSNG NUROCK, DOUG OPERATIONS TRAVEL/MEETINGS ONTRAC LABORATORY POSTAGE EXPENSES User: THERESA - Theresa Sherman Page: 10 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Acct# / Proj Code Amount Check..N..u.m Type Check Total: 111.42 AP -00096171 MW 1037-6030 4,390.00 2037-6030 4,390-00 Check Total: 8.780.00 AP -00096172 MW 1037-6250 275.00 2037-6250 275.00 Check Total: 550.00 AP -00096173 MW 1001 -6052 138.68 Check Total: 138.68 AP -00096174 MW 1004-6041 2,808.76 Check Total: 2.808.76 AP -00096175 MW 2029 - 8760 - 16WO03 159,463.54 Check Total: 159.463.54 AP -00096176 MW 1004-6041 194.96 1004-6071 1.25 1028-6071 18.49 2038-6071 2.47 Check Total: 217.17 AP -00096177 MW 1028-4405 4,096.71 Check Total: 4.096.71 AP -00096178 MW 1039 - 8769 - ERPREP 612.50 Check Total: 612.50 AP -00096179 MW 1028-6042 9,750.00 Check Total: 9.750.00 AP -00096180 MW 1004-6071 1,032.48 Check Total: 1.032.48 AP -00096181 MW 1029 - 7014 - TLCXNG 1,652.94 Check Total: 1.652.94 AP -00096182 MW 1006-6200 171.00 Check Total: 171.00 AP -00096183 MW 1007-4810 14.16 Current Date: 06/29/2017 Current Time: 13:33:10 Acct# I Proj Code PAYME..T OF CLAIMS Vendor Name Department I Prom Name Description ONTRAC LABORATORY POSTAGE EXPENSES ONTRAC ENGINEERING - GRDWTR AGENCY POSTAGE EXPENSES ONTRAC ENGINEERING - WTRLN PONDEROSA WTRLN, PONDEROSA ONTRAC ENGINEERING - 2017 METERS PH3 METERS PH 3 PAC MACHINE CO HEAVY MAINT MOBILE EQUIP PC MALL GOV INC INFORMATION TECH OFFICE SUPPLIES PC MALL GOV INC INFORMATION TECH DIST.COMP SPPLIS PC MALL GOV INC INFORMATION TECH CMPTR PURCHASES PC MALL GOV INC INFORMATION TECH SERVICE CONTRACT PC MALL GOV INC INFORMATION TECH OFFICE SUPPLIES PC MALL GOV INC INFORMATION TECH DIST.COMP SPPLIS PC MALL GOV INC INFORMATION TECH CMPTR PURCHASES PC MALL GOV INC INFORMATION TECH SERVICE CONTRACT I r 1,899.62 �DDDM STEEL I HEAVY MAINT EXPORT/FRCE MAIN PLACER TITLE COMPANY UNDERGROUND REP SERVICE CONTRACT POLICYPAK SOFTWARE INC INFORMATION TECH SERVICE CONTRACT POLICYPAK SOFTWARE INC INFORMATION TECH SERVICE CONTRACT POLYDYNEINC OPERATIONS POLYMER PRAXAIR 174 PUMPS SHOP SUPPLIES PRAXAIR 174 HEAVY MAINT EXPORT/FRCE MAIN PRAXAIR 174 HEAVY MAINT PUMP STATIONS PRAXAIR 174 HEAVY MAINT SAFETY/EQUIP/PHY PRAXAIR 174 PUMPS SHOP SUPPLIES PRO LEISURE ADMINISTRATION INCNTV & RCGNTN User: THERESA - Theresa Sherman 400.00 Page: 11 Report: BK: Payment of Claims Report (With RV) V2 <1.03> 750.00 Acct# I Proj Code Amount Check Num 2007-4810 40.36 2029 - 4810 - 15WO05 16.85 2029 - 7019 - 15WO10 5.35 2029 - 8760 - 16W 003 5.35 Check Total: 82.07 AP -00096184 1004-6012 15.00 Check Total: 15.00 AP -00096185 1037-4820 479.65 1037-4840 16067 1037-4845 1,426.19 1037-6030 1,899.62 2037-4820 479.65 2037-4840 160.66 2037-4845 1,426.18 2037-6030 1,899.63 Check Total: 7.932.25 AP -00096186 1004-6047 1,382.00 Check Total: 1.382.00 AP -00096187 2001 -6030 400.00 Check Total: 400.00 AP -00096188 1037-6030 750.00 2037-6030 750.00 Check Total: 1.500.00 AP -00096189 1006-4720 9,293.44 Check Total: 9.293.44 AP -00096190 1002-6071 155.17 1004-6047 294.18 1004-6051 16.83 1004-6075 311.40 2002-6071 155.16 Check Total- 932.74 AP -00096191 1021 -6621 384.22 Current Date: 06/29/2017 Current Time: 13:33:10 Tyne MW MW MW MW MW MW MW MW PAYMENT OF CLAIMS Vendor Name Department / Prom Name Description Acct# / Prom Code Amount Check N.u;p Type - PRO LEISURE ADMINISTRATION INCNTV & RCGNTN 2021 -6621 384.20 Check Total: 768.42 AP -00096192 MW RED WING SHOE STORE OPERATIONS SAFETY/EQUIP/PHY 1006-6075 192.32 RED WING SHOE STORE CUSTOMER SERVICE SAFETY/EQUIP/PHY 1038-6075 64.11 RED WING SHOE STORE UNDERGROUND REP SAFETY/EQUIP/PHY 2001 -6075 -19689 RED WING SHOE STORE CUSTOMER SERVICE SAFETY/EQUIP/PHY 2038-6075 64.10 Check Total 123.64 AP -00096193 MW REDWOOD PRINTING UNDERGROUND REP SHOP SUPPLIES 1001 -6071 329.02 REDWOOD PRINTING PUMPS OFFICE SUPPLIES 1002-4820 109.67 REDWOOD PRINTING ADMINISTRATION OFFICE SUPPLIES 1021 -4820 54.84 REDWOOD PRINTING ENGINEERING MAPPING 1029-4420 54.84 REDWOOD PRINTING CUSTOMER SERVICE OFFICE SUPPLIES 1038-4820 54.84 REDWOOD PRINTING FINANCE PRINTING 1039-4920 513.60 REDWOOD PRINTING UNDERGROUND REP SHOP SUPPLIES 2001 -6071 281.57 REDWOOD PRINTING PUMPS OFFICE SUPPLIES 2002-4820 93.86 I REDWOOD PRINTING ADMINISTRATION OFFICE SUPPLIES 2021 -4820 46.93 r NREDWOOD PRINTING ENGINEERING MAPPING 2029-4420 46.93 REDWOOD PRINTING CUSTOMER SERVICE OFFICE SUPPLIES 2038-4820 46.82 REDWOOD PRINTING FINANCE PRINTING 2039-4920 513.60 Check Total: 2.146.52 AP -00096194 MW RYAN, JULIE ENGINEERING TRAVEL/MEETINGS 1029-6200 33.00 RYAN, JULIE ENGINEERING TRAVEUMEETINGS 2029-6200 33.00 Check Total: 66.00 AP -00096195 MW SCP SCIENCE LABORATORY LAB SUPPLIES 1007-4760 36.58 SCP SCIENCE LABORATORY LAB SUPPLIES 2007-4760 36.34 Check Total: 72.92 AP -00096196 MW SHELL, JAMES GEN & ADMIN UB SUSPENSE 1000-2002 43.35 SHELL, JAMES GEN & ADMIN UB SUSPENSE 2000-2002 43.35 Check Total: 86.70 AP -00096197 MW SIERRA CHEMICAL CO OPERATIONS HYPOCHLORITE 1006-4755 8,994.35 SIERRA CHEMICAL CO PUMPS HYPOCHLORITE 2002-4755 2,114.58 Check Total: 11.108.93 AP -00096198 MW User: THERESA - Theresa Sherman Page: 12 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Current Time: 13:33:10 Acct# / Proj Code PAYMENT OF CLAIMS Vendor Name Department / Prom Name Description SIERRA CRANE AND HOIST INC PUMPS LUTHER PASS SIERRA CRANE AND HOIST INC HEAVY MAINT MOBILE EQUIP SIERRA CRANE AND HOIST INC PUMPS PUMP STATIONS SIERRA NEVADA MEDIA GROUP HUMAN RESOURCES ADS/LGL NOTICES SIERRA NEVADA MEDIA GROUP HUMAN RESOURCES ADS/LGL NOTICES SIERRA SPRINGS PUMPS SUPPLIES SIERRA SPRINGS WATER REUSE SUPPLIES SIERRA SPRINGS CUSTOMER SERVICE SUPPLIES SIERRA SPRINGS CUSTOMER SERVICE SUPPLIES SILVER STATE INTERNATIONAL INC LABORATORY - IND CRK RES MONT MONITORING SILVER STATE INTERNATIONAL INC LABORATORY MONITORING ,'SMITH POWER PRODUCTS INC EQUIPMENT REP GENERATORS Ln w 29.96 SOLINST CANADA LTD ENGINEERING WELLS SOUTH TAHOE REFUSE GEN & ADMIN REFUSE DISPOSAL SOUTH TAHOE REFUSE ELECTRICAL SHOP BUILDINGS SOUTH TAHOE REFUSE ENGINEERING - TK SWRLN FAILURE TK SWRLN BREAK SOUTH TAHOE REFUSE GEN & ADMIN REFUSE DISPOSAL SOUTH TAHOE REFUSE ELECTRICAL SHOP BUILDINGS SOUTHWEST GAS GEN & ADMIN NATURAL GAS SOUTHWEST GAS GEN & ADMIN NATURAL GAS STEEL-TOE-SHOES.COM ELECTRICAL SHOP SAFETY/EQUIP/PHY STEEL-TOE-SHOES.COM UNDERGROUND REP SAFETY/EQUIP/PHY STEEL-TOE-SHOES.COM ELECTRICAL SHOP SAFETY/EQUIP/PHY 292.64 User: THERESA - Theresa Sherman Page: 13 Report: BK: Payment of Claims Report (With RV) V2 <1.03> AP -00096203 Acct# / Proj Code Amount check N.u..m. Type, 1002-6048 678.58 1004-6012 678.58 2002-6051 3,392.84 Check Total: 4.750.00 AP -00096199 MW 1022-4930 1,054.23 2022-4930 1,054.22 Check Total: 2.108.45 AP -00096200 MW 1002-6520 29.96 1028-6520 29.96 1038-6520 15.43 2038-6520 15.43 Check Total: 90.78 AP -00096201 MW 1007 - 6110 - INDIAN 258.00 1007-6110 350.00 Check Total: 608.00 AP -00096202 MW 1005-6013 292.64 Check Total: 292.64 AP -00096203 MW 2029-6050 1,519.85 Check Total: 1.519.85 AP -00096204 MW 1000-6370 2,485.89 1003-6041 120.00 1029 - 7033 - TK1 BRK 27.00 2000-6370 245.52 2003-6041 120.00 Check Total: 2.998 41 AP -00096205 MW 1000-6350 68.39 2000-6350 204.84 Check Total: 273.23 AP -00096206 MW 1003-6075 94.48 2001 -6075 100.80 2003-6075 94.47 Check Total: 289.75 AP -00096207 MW Current Date: 06/29/2017 Current Time: 13:33:10 PAYMENT OF CLAIMS Vendor Name Department / Pro* Name Description SUNRISE ENGINEERING INC ENGINEERING - DVR IRRIG IMPRVS DVR IRR IMPRVMNT SUPERION LLC SUPERION LLC SVANYUTA,OLEG SWRCB SWRCB TAHOE BASIN CONTAINER SERVICE TAHOE BASIN CONTAINER SERVICE TAHOE MOUNTAIN NEWS 'TAHOE MOUNTAIN NEWS Ln I TAHOE PRINTING TAHOE PRINTING THIEL, KIMBERLY THOMAS HAEN CO INC THOMAS HAEN CO INC TRANSCAT TRPA INFORMATION TECH INFORMATION TECH GEN & ADMIN PUMPS PUMPS GEN & ADMIN OPERATIONS SERVICE CONTRACT SERVICE CONTRACT UB SUSPENSE DUES/MEMS/CERT DUES/MEMB/CERT REFUSE DISPOSAL SLUDGE DISPOSAL PUBLIC OUTREACH - PR EXP -EXTERNAL PUB RELATIONS PUBLIC OUTREACH - PR EXP -EXTERNAL PUB RELATIONS FINANCE FINANCE OFFICE SUPPLIES OFFICE SUPPLIES CUSTOMER SERVICE - WTR CONS PROG WTR CONS EXPENSE ENGINEERING - DVR IRRIG IMPRVS DVR IRR IMPRVMNT ENGINEERING - LPPS PWR/CTRLS LPPS PWR/CTR UPG ELECTRICAL SHOP SAFETY/EQUIP/PHY ENGINEERING - TR PLT GENERATOR REP TR PLT GEN TYLER TECHNOLOGIES INC GEN & ADMIN - ERP REPL PROJECT CONST RETAINAGE TYLER TECHNOLOGIES INC FINANCE - ERP REPL PROJECT REPL ERP SYSTEM User: THERESA - Theresa Sherman Page: 14 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Acct# / Prom Code Amount Check Num !Me 1029 - 8161 - DVRIIP 318.00 Check Total: 318.00 AP -00096208 MW 1037-6030 411.94 2037-6030 411.94 Check Total: 823.88 AP -00096209 MW 1000-2002 7,320.00 Check Total: 7,320.00 AP -00096210 MW 2002-6250 90.00 Check Total: 90.00 AP -00096211 MW 2002 - 6250 105.00 Check Total: 105.00 AP -00096212 MW 1000-6370 312.50 1006-6652 11,267.52 Check Total: 11.580.02 AP -00096213 MW 1027 - 6620 - PREEXT 137.50 2027 - 6620 - PREEXT 137.50 Check Total: 275.00 AP -00096214 MW 1039 - 4820 251.03 2039-4820 251.03 Check Total: 502.06 AP -00096215 MW 2038 - 6660 - WCPROG 98.00 Check Total: 9800 AP -00096216 MW 1029 - 8161 - DVRIIP 754,296.38 1029 - 8330 - LPPOWR 6,007.87 Check Total: 760.304.25 AP -00096217 MW 1003-6075 571.12 Check Total: 571.12 AP -00096218 MW 1029 - 8629 - 13SO19 575.00 Check Total: 575.00 AP -00096219 MW 1000 2605 - ERPREP -8,583.41 1039 - 8769 - ERPREP 57,222.75 Current Date: 06/29/2017 Current Time: 13:33:10 PAYMENT OF CLAIMS Meador Name Department / Prom Name Description Acct# I Pro* Code Amount Check Num Type Check Total: 48.639.34 AP -00096220 MW U S BANK CORPORATE UNDERGROUND REP PIPE/CVRS/MHLS 1001 -6052 10.00 U S BANK CORPORATE UNDERGROUND REP TRAVEL/MEETINGS 1001 - 6200 610.56 U S BANK CORPORATE PUMPS SHOP SUPPLIES 1002-6071 10.82 U S BANK CORPORATE PUMPS STANDBY ACCOMODA 1002-6083 185.02 U S BANK CORPORATE PUMPS SUPPLIES 1002-6520 214.20 U S BANK CORPORATE ELECTRICAL SHOP PRIMARY EQUIP 1003-6021 593.62 U S BANK CORPORATE ELECTRICAL SHOP SHOP SUPPLIES 1003-6071 -106.67 U S BANK CORPORATE HEAVY MAINT SECONDARY EQUIP 1004 - 6022 1,222.62 U S BANK CORPORATE EQUIPMENT REP GENERATORS 1005 - 6013 261.46 U S BANK CORPORATE EQUIPMENT REP TRAVEL/MEETINGS 1005-6200 22.81 U S BANK CORPORATE OPERATIONS SMALL TOOLS 1006-6073 188.53 U S BANK CORPORATE OPERATIONS TRAVEL/MEETINGS 1006-6200 1,586.99 U S BANK CORPORATE LABORATORY DUES/MEMS/CERT 1007-6250 181.00 U S BANK CORPORATE BOARD OF DIR TRAVEL/MEETINGS 1019-6200 3.00 U S BANK CORPORATE ADMINISTRATION TRAVEL/MEETINGS 1021 -6200 113.50 U,U S BANK CORPORATE ADMINISTRATION INCNTV & RCGNTN 1021 -6621 573.44 to I U S BANK CORPORATE HUMAN RESOURCES OFFICE SUPPLIES 1022-4820 149.75 U S BANK CORPORATE HUMAN RESOURCES SAFETY PROGRAMS 1022-6079 170.63 U S BANK CORPORATE HUMAN RESOURCES TRAVEL/MEETINGS 1022-6200 44.50 U S BANK CORPORATE HUMAN RESOURCES STAFF DEVELOPMEN 1022-6225 101.00 U S BANK CORPORATE HUMAN RESOURCES PERSONNEL EXPENS 1022-6670 356.42 U S BANK CORPORATE ENGINEERING OFFICE SUPPLIES 1029-4820 87.96 U S BANK CORPORATE ENGINEERING TRAVEL/MEETINGS 1029-6200 5,111.16 U S BANK CORPORATE ENGINEERING - TK SWRLN FAILURE TK SWRLN BREAK 1029 - 7033 - TK1 BRK 20.22 U S BANK CORPORATE ENGINEERING - DVR IRRIG IMPRVS DVR IRR IMPRVMNT 1029 - 8161 - DVRIIP 27.43 U S BANK CORPORATE INFORMATION TECH OFFICE SUPPLIES 1037 - 4820 67.35 U S BANK CORPORATE INFORMATION TECH DIST.COMP SPPLIS 1037-4840 46.13 U S BANK CORPORATE INFORMATION TECH SERVICE CONTRACT 1037 - 6030 138.76 U S BANK CORPORATE INFORMATION TECH TRAVEL/MEETINGS 1037-6200 26945 U S BANK CORPORATE CUSTOMER SERVICE OFFICE SUPPLIES 1038-4820 22.01 U S BANK CORPORATE CUSTOMER SERVICE SMALL TOOLS 1038-6073 139.12 User: THERESA - Theresa Sherman Page: 15 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> CurrentTime: 13:33:10 PAYMENT OF CLAIMS Vendor Name Department / Proj Name Description Acct# / Proj Code U S BANK CORPORATE CUSTOMER SERVICE TRAVEL/MEETINGS 1038-6200 U S BANK CORPORATE FINANCE TRAVEL/MEETINGS 1039-6200 U S BANK CORPORATE UNDERGROUND REP STANDBY ACCOMODA 2001 -6083 U S BANK CORPORATE UNDERGROUND REP TRAVEL/MEETINGS 2001 -6200 U S BANK CORPORATE PUMPS SHOP SUPPLIES 2002-6071 U S BANK CORPORATE PUMPS STANDBY ACCOMODA 2002-6083 U S BANK CORPORATE PUMPS SUPPLIES 2002-6520 U S BANK CORPORATE EQUIPMENT REPAIR AUTOMOTIVE 2005-6011 U S BANK CORPORATE EQUIPMENT REPAIR TRAVEL/MEETINGS 2005-6200 U S BANK CORPORATE BOARD OF DIR TRAVEL/MEETINGS 2019-6200 U S BANK CORPORATE ADMINISTRATION TRAVEL/MEETINGS 2021 -6200 U S BANK CORPORATE ADMINISTRATION INCNTV & RCGNTN 2021-6621 U S BANK CORPORATE HUMAN RESOURCES OFFICE SUPPLIES 2022-4820 U S BANK CORPORATE HUMAN RESOURCES SAFETY PROGRAMS 2022-6079 U S BANK CORPORATE HUMAN RESOURCES TRAVEL/MEETINGS 2022-6200 U S BANK CORPORATE HUMAN RESOURCES STAFF DEVELOPMEN 2022-6225 r LriJ S BANK CORPORATE HUMAN RESOURCES PERSONNEL EXPENS 2022-6670 rn U S BANK CORPORATE ENGINEERING GASOLINE 2029-4610 U S BANK CORPORATE ENGINEERING OFFICE SUPPLIES 2029-4820 U S BANK CORPORATE ENGINEERING - GRDWTR AGENCY TRAVEUMEETINGS 2029 - 6200 - 15WO05 U S BANK CORPORATE ENGINEERING TRAVEL/MEETINGS 2029-6200 U S BANK CORPORATE INFORMATION TECH OFFICE SUPPLIES 2037-4820 U S BANK CORPORATE INFORMATION TECH DIST.COMP SPPLIS 2037-4840 U S BANK CORPORATE INFORMATION TECH SERVICE CONTRACT 2037-6030 U S BANK CORPORATE INFORMATION TECH TRAVEL/MEETINGS 2037-6200 U S BANK CORPORATE CUSTOMER SERVICE OFFICE SUPPLIES 2038-4820 U S BANK CORPORATE CUSTOMER SERVICE SMALL TOOLS 2038-6073 U S BANK CORPORATE CUSTOMER SERVICE TRAVEL/MEETINGS 2038-6200 U S BANK CORPORATE FINANCE TRAVEL/MEETINGS 2039-6200 U S BANK CORPORATE FINANCE - FIRE 17 GR ADMN TRAVEL/MEETINGS 2039 - 6200 - SMOKY9 Check Total: ULINE LABORATORY LAB SUPPLIES 1007-4760 Amount 523.08 389.98 280.84 1,172.83 10.82 185.02 214.19 888.60 22.81 1,245.05 63.40 573.43 149.75 170.62 44.50 101 00 356.42 108.09 87.93 16.96 2,522.65 67.34 46.12 138.76 269.44 22.00 139.12 895.77 534.88 Check Num Tvoe 70.12 23.734.31 AP -00096223 MW 70.35 User: THERESA - Theresa Sherman Page: 16 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Current Time: 13:33:10 Vendor Name ULINE ULINE ULINE USA BLUE BOOK USA BLUE BOOK USC Foundation Office USDA FOREST SERVICE WATER ENVIRONMENT FEDERATION WAXIE SANITARY SUPPLY 'WEDCO INC Uq --JWEDCO INC WEDCO INC WEDCO INC WEDCOINC Department / Prom Name FINANCE LABORATORY FINANCE ENGINEERING - FILL VVS #4 UNDERGROUND REP CUSTOMER SERVICE PUMPS ADMINISTRATION GEN & ADMIN ELECTRICAL SHOP ELECTRICAL SHOP ENGINEERING - FILL VVS #4 ELECTRICAL SHOP ELECTRICAL SHOP WESTERN NEVADA SUPPLY UNDERGROUND REP WESTERN NEVADA SUPPLY UNDERGROUND REP WESTERN NEVADA SUPPLY HEAVY MAINT WESTERN NEVADA SUPPLY ENGINEERING - FILL VVS #4 WESTERN NEVADA SUPPLY GEN & ADMIN WESTERN NEVADA SUPPLY GEN & ADMIN WESTERN NEVADA SUPPLY GEN & ADMIN WESTERN NEVADA SUPPLY GEN & ADMIN WESTERN NEVADA SUPPLY UNDERGROUND REP WESTERN NEVADA SUPPLY UNDERGROUND REP WESTERN NEVADA SUPPLY PUMPS User: THERESA - Theresa Sherman Report: BK: Payment of Claims Report (With RV) V2 <1.03> PAYMENT OF CLAIMS Description OFFICE SUPPLIES LAB SUPPLIES OFFICE SUPPLIES FILL VVS #4 PIPE/CVRS/MHLS DUES/MEMB/CERT LAND & BUILDINGS 91R -fUTAWrd]N1W:i1 JANIT/SUPPLY INV BUILDINGS SMALL TOOLS FLL VVS #4 BUILDINGS SMALL TOOLS PIPE/CVRS/MHLS SHOP SUPPLIES EXPORT/FRCE MAIN FILL VVS #4 METERS&PARTSINV BOXES/LIDS/INV REP REDI CLMPS SADDLES FTNG INV PIPE/CVRS/MHLS SMALL TOOLS PUMP STATIONS Page: 17 Acct# / Prom Code Amount Che *_Num Toe 1039-4820 78.48 2007-4760 70.36 2039-4820 78.47 Check Total: 297.66 AP -00096224 MW 1029 - 7032 - FLVVS4 787.92 2001-6052 352.81 Check Total: 1.140.73 AP -00096225 MW 2038-6250 695.00 Check Total: 695.:10 AP -00096226 MW 2002-5010 1.868.50 Check Total: 1.868.:50 AP -00096227 MW 2021 -6250 312.00 Check Total: _____112.00 AP -00096228 MW 1000-0422 550.39 Check Total: 550.39 AP -00096229 MW 1003-6041 160.11 1003-6073 99.25 1029 - 7032 - FLVVS4 2,235.44 2003-6041 160.12 2003-6073 89.48 Check Total- 2.744.40 AP -00096230 MW 1001 -6052 54.00 1001 -6071 171.01 1004-6047 2,531.83 1029 - 7032 - FLVVS4 321.49 2000-0402 650.81 2000-0403 5,793.62 2000-0406 1,257.01 2000-0407 138.99 2001 -6052 4,799.77 2001 -6073 65.15 2002-6051 20.04 Current Date: 06/29/2017 Current Time: 13:33:10 PAYMENT OF CLAIMS Vendor Name Department / Prom Name Description WESTERN NEVADA SUPPLY ELECTRICAL SHOP RPR/MNTC WTR TKS WHITE ROCK CONSTRUCTION GEN & ADMIN - 2017 HYDRNT-SIER CONST RETAINAGE WHITE ROCK CONSTRUCTION ENGINEERING - 2017 HYDRNT-SIER 2017 HYDRNTS 4" WILLIAMS INDUSTRIAL SALES CO WOLFE, BRENT r Ln 00 UNDERGROUND REP ENGINEERING - 2015 METERS PROJ PIPE/CVRS/MHLS METERS PHASE II Acct# I Prom Code Amount Check Nu..m_. Type 2003 - 6054 279.84 Check Total: 16.083.56 AP -00096231 MW 2000 - 2605 - 17WO01 -1,110.00 2029 - 7029 - 17WO01 22,200.00 Check Total: 21.090.00 AP -00096232 MW 2001 -6052 536.40 Check Total: 536.40 AP -00096233 MW 2029 - 8660 - 15WO02 3,208.00 Check Total: 3.208.00 AP -00096234 MW Grand Total: 1,835,918.76 User: THERESA - Theresa Sherman Page: 18 Current Date: 06/29/2017 Report: BK: Payment of Claims Report (With RV) V2 <1.03> Current Time: 13:33:10