Loading...
The URL can be used to link to this page
Your browser does not support the video tag.
AP 07-03-02
SOUTH TAHOE PUBLIC UTILITY DISTRICT "Basic Services for a Complex World" REGULAR BOARD MEETING AGENDA Thursday, July 3, 2002 2:00 P.M. City Council Chambers 1900 Lake Tahoe Boulevard, South Lake Tahoe, California Robert G. Baer General Duane Wallace, President Cathie Becker, Director BOARD MEMBERS James R. Jones, Vice President Mary Lou Mosbacher, Director Edc W. Schafer, Director 1. CALL TO ORDER REGULAR MEETING - PLEDGE OF ALLEGIANCE 2. COMMENTS FROM THE AUDIENCE (Short non-agenda items that are within the subject matter jurisdiction of the District. Five minute limit. No action will be taken.) 3. CORRECTIONS TO THE AGENDA OR CONSENT CALENDAR 4. ADOPTION OF CONSENT CALENDAR (Any item can be discussed and considered separately upon request.) 5. CONSENT ITEMS BROUGHT FORWARD FOR ACTION I DISCUSSION 6. PRESENTATION a. Government Finance Officers Association Award (President Wallace) ITEMS FOR BOARD ACTION Memorandum of Understanding (MOU) for Union Employees (Robert Baer) REQUESTED BOARD ACTION Authorize Ratification of MOU with International Union of Operating Engineers, Stationary Local 39, AFL-CIO REGULAR BOARD MEETING AGENDA - JULY 3, 2002 PAGE - 2 10. Gardner Mountain Tank Construction (John Thiel) Award Contract to the Lowest Responsive, Responsible Bidder (Bids will be opened July 2®. Results will be presented at the Board Meeting) Export B-Line: Phase 2 (Jim Hoggatt) Approve Purchase Order to White Rock Construction to Replace Overlay on Highway 89 at Luther Pass in the Amount of $112,750.16 Environmental Review for Proposed Property Acquisition (Hal Bird, Gary Kvistad) Take Such Action an Necessary to Clarify the Board of Director's Understanding and Knowledge of Certain Matters Related to the Board's Adoption of the Negative Declaration for Acquisition of the Heise Property Payment of Claims Approve Payment BOARD MEMBER COMMITTEE REPORTS a Executive Committee (Wallace / Jones) b. Finance Committee (Wallace / Schafer) c. Water & Wastewater Operations Committee (Jones / Becker) d. Planning Committee (Mosbacher / Schafer) BOARD MEMBER AD HOC COMMITTEE REPORTS a. Federal Legislative Ad Hoc Committee (Wallace / Jones) b. Park Avenue Redevelopment Ad Hoc Committee (Jones / Schafer) c. Lakeside Park Ad Hoc Committee (Jones / Becket) d. Special Litigation Ad Hoc Committee (Jones / Wallace) EL DORADO COUNTY WATER AGENCY PURVEYOR REPRESENTATIVES REPORT 11. 12. 13. BOARD MEMBER REPORTS GENERAL MANAGER / STAFF REPORTS NOTICE OF PAST AND FUTURE MEETINGS I EVENTS Past Meetinqs / Events 06/24/02 - Meeting w/TRPA 06~24~02 - Meeting w/Lahontan 06/25/02 - Meeting w/USFS 06126102 - Employee Recognition Picnic 06/27/02 - Special Board Meeting 06~28~02 - Local Area Board Clerks Meeting 07/01/02 - Operations Committee Meeting 07/02/02 - El Dorado Water Purveyors Association Meeting 07/03/02 - Finance Committee Meeting REGULAR BOARD MEETING AGENDA - JULY 3, 2002 PAGE - 3 14. Future Meetings / Events 07/04/02 - 4~ of July Holiday - District Office Closed 07/10/02 - 10:00 a.m. - El Dorado County Water Agency Meeting in Placerville 07/10/02 07/13~02 07/15/02 07/16/02 07/16/02 07/18/02 4:00 p.m. - Lahontan Regional Board Meeting in Truckee 9:00 a.m. - District Sponsoring Aid Station in Death Ride, Alpine County 4:00 p.m. - Operations Committee Meeting at District Office 9:00 a.m. - Alpine Co. Board of Supervisors Regular Board Mtg. in Markleeville 6:00 p.m. - City of SLT Regular Council Meeting at City Council Chambers 2:00 p.m. - STPUD Regular Board Meeting at City Council Chambers CLOSED SESSION Pursuant to Government Code Section 54957.6(a)/Conference with Labor Negotia- tors - Agency Negotiators: Robert Baer/General Mana.qer, Management Committee; Employee Organization: International Union of OperatinQ En(3i- neers, Stationary Local 39 Pursuant to Government Code Section 54956.9(a) Conference with Le.qal Counsel- Existin¢l LitiClation: STPUD v. John Breese Mumford, et. al. El Dorado County Superior Court Case No. SC20020030 Pursuant to Government Code Section 54956.9(a)/Conference with Legal Counsel- Existinq Litigation: F. Heise Land & Live Stock Company vs. STPUD and Does 1 through 19, Inclusive; Alpine County Superior Court Case No. C18644 Pursuant to Government Code Section 54956.9(a)/Conference with Legal Counsel- ExistinR LitiRetion: F. Heise Land & Live Stock Company vs. STPUD and Does 1 throu.qh 10, Inclusive; Alpine County Superior Court Case No. C18733 Pursuant to Government Code Section 54956.9(a)/Conference with Legal Counsel- Existin~ Liticlation: STPUD vs. F. Heise Land & Live Stock Company Inc., William Weaver, Eddie R. Snyder, Crockett Enterprises, Inc. CIV. S-02-0238 MLS JFM United States District Court for the Eastern District of California, Sacramento, CA Pursuant to Government Code Section 54956.9(a)/Conference with Le.qal Counsel- Existing Litigation: STPUD vs. ARCO, et al, San Francisco County Superior Court Case No. 999128 g4 Pursuant to Government Code Section 54956.9(a)/Conference with Legal Counsel- Existin~ Liticlation re: Meyers Landfill Site: United States of America vs. El Dorado County and City of South Lake Tahoe and Third Party Defendants, Civil Action No. S-01-1520 LKK GGH, United States District Court for the Eastern h4 District of California Pursuant to Government Code Section 54956.9(a)/Conference with Legal Counsel- Existing Litigation: STPUD vs. Lakeside Park Association, et al, County of El Dorado, Superior Court Case No. SC20010165 REGULAR BOARD MEETING AGENDA - JULY 3~ 2002 PAGE o 4 15. ACTION / REPORT ON ITEMS DISCUSSED DURING CLOSED SESSION 16. ADJOURNMENT (To the next regular meeting, July 18, 2002, 2:00 p.m.) The South Tahoe Public Utility District Board of Directors mgulady meets the flint and third Thursday of each month. A complete agenda packet, including all backup information is available for review at the Distdct office dudng the hours of 8:00 a.m. - 5:00 p.m. Monday through Fdday. Items on this agenda are numbered for identification purposes only and will not necessarily be considered in the order in which they appear on the agenda, Designated times are for pa[ticular items only. Public hearings will not be called to order prior to the time specified. Participation is encouraged. Public comments on items appearing on the agenda will be taken at the same time the agenda items are heard; comments should be bdef and directed to specifics of the item being considered. Comments on items not on the agenda can be heard dudng "Comments from the Audience;" however, action cannot be taken on items not included on agenda. Please provide the Clen~ of the Board with a copy of all written metefial presented at the meeting. Tape recordings are made of each Board meeting and these tapes are retained in the Board Cle~'s office for two years. South Tahoe Public Utility District · 1275 Meadow Crest Drive, South Lake Tahoe, CA g6150 · Phone 530.544.6474 · Facsimile 530.541.0814 TO: FR: RE: BOARD MEETING July 3, 2002 ACTION ITEM NO: ?. ~ SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Robert G. Baer, General Manager AGENDA ITEM: CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: MEMORANDUM OF UNDERSTANDING (MOU) FOR UNION EMPLOYEES REQUESTED BOARD ACTION: Authorize ratification of MOU with International Union of Operating Engineers, Stationary Local 39, AFL-CIO DISCUSSION: The District Negotiatinq Team (comprised of Robert Baer, Debbie Henderson, and Ross Johnson) met durinq the months of May and June with the Union Negotiating Team (comprised of Business Representative Kevin O'Hair, and Shop Stewards Jay Alsburv, Phyllis Powers, Wanda Stanlev, Phil Trella, and Doug VanGorden) to reach agreement on compensation, benefits, and workplace issues for the new Contract term. Union members ratified the proposed 4-year Contract on June 26, 2002. A copy of the revised MOU, showinq changes in redline/strikeout format, and effective July 4, 2002 is attached SCHEDULE: 7/4/02 Implement terms of MOU COSTS: ACCOUNT NO: BUDGETED AMOUNT REMAINING: ATrACHMENTS: Final Draft - Memorandum of Understanding, Compensation Structure for Union Employees distributed to Board Members. Copies are available for review upon request to the Clerk of the Board CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES~ NO CHIEF FINANCIAL OFFICER: YES~4~-~.~:x,,~ NO CATEGORY: GENERAL X WATER SEWER Final Draft 6-26-02 MEMORANDUM OF UNDERSTANDING ~,A .~-J.,v ~,, ~,,.,~ July 4, 2002 June 28, 2006 SOUTH TAHOE PUBL1C UTILITY DISTRICT AND INTERNATIONAL UNION OF OPERATING ENGINEERS STATIONARY LOCAL 39 AFL-CIO TABLE OF CONTENTS SECTION TITLE PAGE TERMS OF EMPLOYMENT 1. Recognition ...................................................... 1 2. Administration .................................................... 1 3. Union Security Representation ....................................... 2 4. Definitions ....................................................... 7 5. Types of Employees ................................................ 9 6. Supervisors' Rights and Responsibilities ............................... 10 7. Employment ..................................................... 11 8. Employment of Relatives ........................................... 11 9. Promotion ....................................................... 12 10. Reinstatement .................................................... 12 · ,,y~,,~ .... ,,..,~L,~,.~ Fitness for Duty Exams ......................... 12 · l.,~,,,~ ..... ,~[,,,,~,~,,.~y (moved to Code of Conduct) .................... 12 12. Assignments Requiring Motor Vehicles ............................... 13 13. Uniforms ....................................................... 14 14. Employee Training ................................................ 14 15. " ............ ' .... ~.uu,~,L,,~.,, ,~,,,,~.t~ Certff~canon and L~cens~ng .................... 15 16. Performance Evaluations ........................................... 18 17. Code of Conduct ................................................. 19 18. Disciplinary Procedure ............................................. 20 19. Layoff .......................................................... 23 20. 21. 22. 23. HOURS OF WORK Hours of Work ................................................... 24 Standby and Emergency Assignments ................................. 25 Rest Periods ..................................................... 27 Lunch Period .................................................... 28 COMPENSATION 24. 25. 26. 27. 28. 29. 30. Salary Step Upon Appointment to a Class .............................. 28 Merit Increase In Salary Step ........................................ 30 ,.~ ~.,,~,~,,,, ·.,.~,~,~ Moved to Section 15 ............................ 31 General Salary Adjustments ......................................... 32 Out of Class Salary Adjustments ..................................... 35 ........................... y Adj ~....,-.~s,--,-;' o,~.,.~ ~,~L..,...~ Combined with General Salar ......... 35 Premium Pay .................................................... 36 Standb~ Pa~,'E..,~.s,...cy Wo:k Pa~ Combined with Section 21 ............. 36 Overtime ....................................................... 3? Payment of Salary ................................................ 38 As~i~,.,,~,~ R~qdil-ii-,g Ti-a.,~,l Combined with Section 14 ................. 39 TABLE OF CONTENTS SECTION TITLE PAGE. EMPLOYEE BENEFITS 31. 32. 33. 34. 35, 36, 37. 38. 39. 40. 41. Employee Benefits ................................................ 40 Holidays ........................................................ 43 Vacation Leave with Pay ........................................... 45 Sick Leave with Pay ............................................... 47 vv u~ v.~ ~u,,qJ~,,~attu,~ li~Suifiiict. Combined with Section 35 ............. 49 Industrial Accident Leave .......................................... 49 Leaves of Absence ................................................ 50 · ,,..,~ ~. ..... Bereavement Leave .................................... 51 Jury Duty Leave .................................................. 52 Military Absence ................................................. 53 Absence Without Leave ............................................ 53 · l~,,.,, .,,.., ~,l,~. ~,~,,,.[~ts Moved to Section 31 ....................... 53 Grievance and Arbitration Procedure ................................. 55 TERMS OF MEMORANDUM OF UNDERSTANDING 42. Management Rights ............................................... 58 43. Entire Agreement ................................................. 58 44, Separability of Sections ............................................ 58 -,., u,..,,, ~.,~,~,~,.,,..,. Moved to Section 3 ............................. 59 45, Term of Agreement ............................................... 59 46. No Strike Agreement .............................................. 59 EXHIBITS Salaries and Classifications (Annual Salary Resolution) lk¢~'lf13311l~'atlUll dllU · o'~y ~lUlty ¥¥ 'tJII~DII~*~'LD Compensation Structure Agreement Implementing Section 30.B of the MOU 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 ENGINEERS, 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. 1. RECOGNI~ON 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". Nothing in this article shall preclude employees from exercising their individual rights under State law. 2. ADMINISTRATION 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. 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. It shall be the duty of the General Manager to keep, or cause to be kept, accurate records of the application of this Memorandum. 3. UNION REPRESENTATION A. Union Security 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 31st day following the beginning of such employment or the effective date of this Memorandum of Understanding, 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. 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 chose by the employee. Proof of such payments shall be made on a monthly basis to the District as a condition of continued exemption from the service fee or membership requirement. 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) The Union agrees to accept new employees into membership at an initiation fee not in excess of that established by its bylaws. The District agrees to advise new employees of the existence of this Memorandum of Understanding. 6. Objections to Agency Fee 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 am 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 2 are not necessarily or reasonably incurred for the purpose of performing the duties incident to meeting and conferring or administering this Memorandum of Understanding. 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 fight 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. 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. 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 2 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. 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 pay 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). 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. 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 checkoff 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. Regular Part-time Employees 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. 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. 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. 4 Shop Stewards Rights & Responsibilities The District recognizes and agrees to deal work with designated stewards and representatives of the Union on all matters relating to the interpretation application enforcement or grievance ,,,L,~,~,,~,.,,,,,~, .p~,.,~,~,,o. ~,, ,~,,,.,,,.,..~,,~ of the express terms of this Memorandum. Them may be up to six (6) stewards designated to represent the following areas: Administration, Plant Operations, Pumps/Lab, Underground Repair, Heavy Maintenance/Equipment Repair, 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. One of the six may be the Chief Steward if so designated by the Union Business Representative. The Chief Steward shall perform the same duties as other Stewards and shall hold no authority over them. The Chief Steward shall be at all Union membership meetings at the District, and may have the responsibility of developing the agendas, making room reservations, etc. No Shop Steward can no be forced to act as Stewards, or representatives by the District or the members. Stewards will not be recognized by the District until such a list is received by the General Manager. 5. Typical duties of the Shop Steward(s) may include: Contacting the Business Representative of any condition or situation which has caused or is likely to cause a breakdown in the usually harmonious relationship within the District. Serving as the usual primary point of contact between the Union (specifically the Business Representative) and the members. Keeping the Chief Steward informed of any developing conditions or concerns. Representing members in employee-management meetings and advising the me:mbers in the areas they represent. Representing members at Safety Meetings if so designated by the Union Business Representative and advising the members in the areas they represent Representing members at Insurance Committee Meetings if so designated by the Union Business Representative and advising the members in the areas they represent. Representing members at Contract Negotiations if so designated by the Union Business Representative. Upon the request of the aggrieved employee, all Stewards may investigate grievances provided it is in their 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, a 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 or applicant for membership. 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. It shall be the responsibility of all stewards to discuss first with the appropriate manager any question regarding interpretation or application of this Memorandum. The Union Business Representative or Chief Steward should be contacted prior to the District conducting an investigation after Weingarten Rights 6 10. 11. have been invoked. Shop Stewards have been discouraged from representing members in disciplinary actions, where property rights are involved. If a Shop Steward represents a member, they act as a fully participating representative, not just as a witness. It is normally the Union Business Representative who should represent the member in any Skelly Hearing. Other than to use e-mail for District-related Union business, Shop Stewards shall follow the provisions of the District's Personal Computer Policy. DEFINITIONS For the purpose of this Memorandum of Understanding, certain words and phrases are hereby defined as follows: 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. Class/Classification - Any classified or unclassified position as described in the applicable job description. 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. Fringe Benefits - Holidays, sick leave, vacation, health and welfare benefits, deferred compensation plan(s), flexible benefits plan and pens/on retirement benefits. 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. 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 Salary - The amount of individual compensation for a full month of 7 service, which is established specifically in the Annual Salary Resolution. J. Promotion - A change in position to a position with a higher range. Range - A sequence of salary steps used to identify the minimum, maximum, and intermediate salary rates which may be paid to employees within a class. Re~ular Emnioyment 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. Scale - The rate of compensation, for a class, which is established specifically in Exhibit "A". 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. Work Day - A regular business day from 8:00 a.m. to 5:00 p.m., Monday through Friday. Y-Rate - A monthly salary rate, for an individual employee, which is greater than the established range for their class. 5. TYPES OF EMPLOYEES Classified Employees - All employees filling positions within the approved table of organization that are responsible to the General Manager rather than the Board of Directors. Confidential Employees - The following positions shall be considered confidential and are excluded from the bargaining unit: General Manager/Engineer Clerk of Board/Executive Secretary District Information Officer Assistant Manager/Engineer Construction Manager Staff Engineer 8 Human Resources Director Chief Financial Officer Accounting Manager Information Systems Manager Purchasing Agent Manager of Customer Service Associate Engineer Manager of Maintenance Manager of Wastewater Operations Manager of Land Application Manager of Water Operations Hydrogeologist Laboratory Director Full-Time Employee - Employees who regularly work at least an average of 40 hours per week. Part-Time Employee - 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. - ............................. Of ,,ut' __.~__ : ,._.ton~ ...... ,, --.:.~- ~ ..... :_ e., l~,aa tlldll ~,l~llt.y [Ot/] llUUla lllUlltlll~V Wltii tllk, ~,A~,~,ptlUll *tjI tllOS~,~Part-time regular employees who may work longer than 40 hours per week on a case-by- case basis, with the approval of the General Manager, to filling in for a regular employee who is on leave, for limited training, or for extraordinary special projects. Probationary Employee - 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. Regular Employee - 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 permanent employment; and any regular employee who temporarily transfers to a temporary position. 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. 9 Limited Term Employee - Any employees 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 & 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. The District and the Union will meet and confer by October 15, 2002 to explore the possibility of expanding the definition of Limited Term Employee to include allow long-term, full-time Employees to work during the Construction Season, and receive health insurance benefits year-round. SUPERVISORS' RIGHTS AND RESPONSIBILITIES Training - Supervisors shall be provided initial professional training of at least 80 hours or equivalent in the Principles of Supervision within 120 days of initial hiring. Additional refresher supervisory training of at least 40 hours or equivalent shall be provided every other anniversary date thereafter. Disciplinary Responsibilities - 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. EMPLOYMENT 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. Job openings shall be posted for a minimum of one week within the Plant. At the General Manager's discretion, said posting may be prior to or concurrent with advertisement to the general public. l0 8. EMPLOYMENT OF RELATIVES 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. 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. 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. PROMOTION 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 such other 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. 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, barfing any unforeseen circumstances. Said selection interview board will make recommendations to the General Manager. 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 satisfactorily 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. 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. 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 them is a vacancy. 11. PIIYSICAL EXAMINATIONS FITNESS FOR DUTY EXAMS Any employee may be required to submit to a medical, physical, and/or psychological examination whenever, in the sole and exclusive judgement 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 or her job. In accordance with applicable state and federal disability laws, the District shall be ~.titlcd t,, .,oX,. obtain job-related inqliiric~ ,,. ,~,i,,irc medical or psychological c,.a,ninations information necessary to determine reasonable accommodation of a di,,~blcd cnapl,~2,.,.. 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 descfiptirm duties require the use of self-contained breathing apparatus and/or commemial drivers' license, shall be required to submit to annum physical job-related medical examinations ~h,dl bc rcq,~i,,.d to siibmit ~,, physical ,.,,,~,iinafions ,,i, ,~i, annaal b,~i~ as required by law. 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 reassignment to a position for which the employee is physically, medically, and mentally qualified be made, the 12 employee may be separated for inability to perform the essential functions of the position. Moved TO Code of Conduct 12. ASSIGNMENTS REOUIRING MOTOR VEHICLES 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. No employee shall use a District vehicle or claim compensation for mileage, except in connection with the performance of official District business. Employees shall be assigned duties requiring use of motor vehicles, in accordance with the motor vehicle code and other applicable laws. 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 discipline. Moved to new Section 14 - Certification and Licensing 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. 13 13. UNIFORMS When required for convenience and benefit of the District, employees may be required to wear uniform clothing as specified by the General Manager. 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 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. 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. 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. 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. For training programs where it is mandatory that employees attend, compensation shall be the appropriate rate for the actual training time and actual travel time. (From old Section 15 "Educational Assignments") Any employee may participate in special educational and training programs with District approval. 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. All such assignments which are 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 or the Board of 14 Directors. All such special educational and training assignments 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, books and certification provided the employee successfully completes the course(s). From Section 31 - Assignments Requiring 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. The Booed of Di,cctors District shall fix maximum allowable travel expenses which shall apply, uniformly, to all bargaining unit employees. 15. ,- .......................... CERTIFICATION AND LICENSING 15.A. 1-3 moved to Section 14 (Employee Training) A. Required Certifications Provisions Where a job classification requires certification, the District will pay the state applicable fee for approved certificates and/or renewal in accordance with the District's Accounts Payable procedures. C~,..~;¢rcial 15 Failure ':---' ............. ~-" to L.,,~,~ ,~,,,~, ~,~ ..... ~,,== obtain and]or maintain any required certification, shall be cause for discipline up to and including disniissal termination of employment. New employees shall be allowed all necessary paid time to take the commercial drivers' license test with the use of District vehicles, and shall be allowed to take the test three times for the single test fee as allowed under the rules of the Depamnent of Motor Vehicles. Voluntary Certification Provisions For job classifications which do not require certification, 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 District. If the employee does not pass the exam, then he/she will take time off without pay for re-examinations. Where certification is not required by the State or the job description, the step increase will not exceed the "G" step. Present employees shall not be required to obtain a certificate to reach the "G" step. Employees in the following classifications shall receive a five percent (5%) salary increase when they receive the applicable certification. The five percent (5%) shall not increase the classification beyond the "G" step. The increase shall be effective the pay period following receipt by the District of the certification. Lab Tech Underground Repair Maintenance Mechanic Electrician CWEA Lab Technologist Grade CWEA Collection Systems Maintenance Maintenance Technologist Certificate Maintenance Technologist Certificate (From Section 26 - Certification Increases) Specific Certification Provisions In no event will the salary adjustment(s) pertaining to certification increases exceed the "H" step salary range. Certification increase shall be effective the pay period following receipt by the District of the certification. 3. Wastewater Operator Certification A. Plant Operator I shall receive a five percent (5%) salary adjustment 16 upon receipt of California State Water Resources Control Board Grade 1I Wastewater Treatment Plant Operator Certification, Upon receipt of California State Water Resources Control Board Grade 11I Wastewater Treatment Plant Operator Certification, Plant Operator 1 shall, ' .................... b I d dp idth g f aujuatlll¢llt a~u 311gtll O-lbU e c assifie ana e wa e rate o Operator m at the salary step which provides at least a five percent (5%) As ,,l increase. ~., ........................... As of the date of this Memorandum of Understanding, existing Employees in the Operators-Special Classification, who have not obtained their Grade III certification, shall have their salaries redlined until the Operator I, Step H salary scale reaches such employees current pay rate. At that point, they shall become classified as Operator I. Pump Station Operator Certification W.L., · ,,~.L '-'t~'~,-L.', · Upon receipt of Califomia Dept of Health Services Grade 2 Water Treatment oPerator Certification, Pump Station Operator I shall be classified and paid the wage rate of Pump Station Operator 1I. ' ........................ Pump Station Operator II shall receive a five percent (5%) salary adjustment upon receipt of California Dept of Health Services Grade 3 Water i l~Ll.[,~,. Treatment Operator Cemficat~o . Pump Station Operators are eligible for a single five percent (5%) increase upon cci~ific,~fi~,, of obtaining either CWEA Collection Systems Maintenance Certificate or California Dept of Health Services Water Treatment Operator Certificate, but shall not receive both, in accordance with Section 14.A or B above. 16, 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. Probationary employees shall receive a performance evaluation prior to the 17 conclusion of the 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. If employees am 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. 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. 17. 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. 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 public that the District serves. (From previous Section 11 - Financial responsibility) 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: 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. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. Vandalism or willful conduct which damages real or personal property. Use of fraud, deception, or misrepresentation of material facts in obtaining employment, or during the course of employment with the District. Dishonesty. Discourteous treatment of the public or of fellow employees. Physical attack, fighting, or verbal altercations toward fellow employees or the public, or Violation of the District's Workplace Violence Prevention Policy. Drunkenness, immoral conduct or addiction to the use of narcotics, or Violation of the District's Drug-Free Workplace Policy or Substance Abuse Policy. Failure to observe the requirements of the District's Illness & Injury Prevention Program, including failure to use seat belts in accordance with Section 12. Violation of the District's Sexual Harassment Policy. Failure to respond to calls when on standby. Incompetency or inefficiency. Inattention or dereliction of duty. Insubordination. Absence without leave. Abuse of Sick Leave or excessive absenteeism. Tardiness. 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. 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. 23. 24. 25. 26. 27. Using or attempting to use political influence in securing promotion, leave of absence, transfer, change of pay, or character of work. Failure to initially obtain, or maintain any required licenses or certifications, or failure to maintain insurability. 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. 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. Inability to perform the essential functions of the employee's position as set forth in Section 10. Failure to keep District informed of current home phone number and address. 18. DISCIPLINARY PR OCEDUR E A. Notice of Proposed Discipline District shall, prior to taking disciplinary action to demote, dismiss or suspend for five days or more, a regular employee, provide the employee with a written notice of proposed disciplinary action which shall contain the charges 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. 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. C. Disciplinary Action 20 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. 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 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. Appeal The employee may appeal any disciplinary action by filing a Notice of Appeal containing a detailed statement of the grounds for appeal with the General Manager within five days of Notice of Disciplinary Action. If a detailed statement is not received within 30 days of the Notice of Appeal, the District is relieved of its obligation to proceed with the appeal process. Selection of Arbitrator Within 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. 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. 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. Decision 1. The decision of the Arbitrator shall be final. 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. Costs 21 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. 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. Suspension Pending Action 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. Probation~ Probationary employees are not entitled to notice or hearing in the event they are terminated during the probationary period. This section shall not apply to suspensions of less than five days or any disciplinary actions not set forth in subsection A above. For disciplinary actions of less than five (5) days suspension, District will thoroughly investigate the incident in question. This investigation will include a meeting with the affected employee(s) to allow them the opportunity to present their information pertinent to the incident in question. The employee may bring a representative of his/her choice to the meeting. This information would assist the District in determining appropriate disciplinary action (if any). The effective date of any disciplinary action covered under this subsection shall not be earlier than the meeting date with the employee, as described heroin. Employees shall be entitled to grieve disciplinary actions covered by this subsection through the grievance procedure section of this Memorandum. 19. LAYOFF In the event that the District determines to lay off employees, the Union and the employees affected shall receive notice of the layoff five 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 and the ability and qualifications of an individual employee. 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. 22 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. 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 tatum 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. 20. HOURS OF WORK The General Manager shall determine the hours of work for each employee in accordance with the needs of the Department. The hours of work, including authorized absences with pay, of all full-time employees, shall be an average of forty (40) hours per week. 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. 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. 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. Employees who am 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 23 department so require. 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. 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. For purposes of the FLSA, the workweek is defined as follows: 12-hour employees 10-hour employees 8-hour employees 4:00 a.m. Monday through 3:59 a.m. Monday 12:01 a.m. Friday through 12 midnight Thursday 12:00 a.m. Monday through 12 midnight Sunday During the term of this Memorandum of Understanding, upon the written request of either party, the District and Union 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. Any existing and/or future Agreements shall be made available through the Human Resoumes Director or applicable Shop Steward. 21. STANDBYAND EMERGENCYASS1GNMENTS (Includes updated Section 31 moved here to combine sections) 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. Employees on Primary Standby shall On|~y ~hO$C cJii-lo-'Cest, y live within, or use accommodations in the District's service area or the Lake Tahoe Basin portion of 24 gl y S y I (DCSID) --,- - ~ Dou as Count anitar mprovement District will be [,,,,,~,~,~ ,,,, PriniaLy sta,idby. The District will provide reasonable accommodations at or near the District for those employees not residing within the above service area. 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 expected to be available at all times during the standby period, subject to all provisions of Section 17 of this Memorandum. Employees who am on Primary Standby for emergency work shall be paid $3.00 $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 $3.00 $3.50 per hour multiplied by the appropriate holiday rate. Whenever the General Manager or his designee deems it necessary for the safety and well being of the general public, employees may be assigned Secondary Standby as a secondary line of defense to the primary standby employee. Those employees assigned as Secondary ~ Standby are required to li.,~ in ,,r ,~c acco,,,i-a,,dati,,,s ,~,ithlii th,~ d,~olgi.,~tcd ,~re,~ to be able to be contacted within one hour, subject to all provisions of Section 17, Code of Conduct, of this Memorandum and will be provided appropriate communications devices. Employees who are on Secondary 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. Employees who possess a Water Distribution Operator Certification of at least D- 3, thereby eliminating the need for a Secondary Standby assignment, shall be paid both the Primary and Secondary rates stated above. The District and the Union agree to work together within individual departments ,,,~l,,~,~ ,~.,,,s.,s ,~-z, regarding terms and conditions implementing the standby policy '~- ................... Standby duty assignments ,,,~, ,,.v,~ ,.,~,~. j~,,,,~y ~d. shall be posted. ~,-ptw~a aaatS,,~u .............. o~ ,~,~,~ ~.,~ to a pos[ed ~ In order to maintain flexibility for ail p~ies, crew members may trade or give their standby assignment to another trained and qualified crew member. 25 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. Standby pay is in addition to any pay for actual work time during standby. 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. 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 V2 times the basic rate. 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. 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. 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. 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. Any exceptions to the above, will be just that, and are not to construed as a change in the policy or the setting of precedent to be followed in the future. 22. REST PERIODS 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. 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. 23. LUNCH PERIOD 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. 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. 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 assigned duties. 24. SALARY STEP UPON APPOINTMENT TO A CLASS New Employee - 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. Reemployment - Any persons re-employed following layoff may receive compensation and benefits as though they had been on leave without pay. Reinstatement - Any persons appointed in accordance 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 Whenever employees are returned to their former class following promotion, transfer, or demotion due to layoff, they shall be placed on that step of the range which they held when they left the former class. This section shall not apply to existing employees who return from the Limited Term Position. Any merit increases received during the Limited 27 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. Whenever employees are promoted they shall mceive the lowest step in the higher range which provides a minimum increase of 5%. This salary shall not exceed the "H" step. A promotion in the same job class will not change the employee's merit increase date; if an employee transfers to a different job class, they will not receive an automatic five percent (5%) increase. Transfer - Whenever employees am 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. Demotion Whenever employees are demoted due to layoff without cause or inability on their part 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. Them shall be no change in merit increase date on demotion (keep current date). 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. In all cases of demotion for cause, the salary placement shall be determined as part of the disciplinary action. Employees may demote into prior bargaining unit positions held in the District. 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 change to a class with a lower entry step shall be reduced to the 28 step that is commensurate with their length of service in the former class. Return Following Leave Without Pay - 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. 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 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 27.D. of this Memorandum. Any change to job descriptions for a classification shall be subject to the meet and confer process, n__, __,~,_.,_ ~_· ~,_ ,._ ,. ~, ..... -~,i~,,~d jub duu~ ~,,b~.~.u,dl7 d,..~, ~; f~, ~l.~,ficah~ii shall IllUtUdl ~:l~I~UIIIUIIt UI tllC paiiic$ -' -" iiu[ 25. MERIT INCREASES IN SALARY STEP 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: 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, and F; twelve months service from Step B and five years 29 service fromStepG. The General Manager must specifically approve the merit increase for which an employee is eligible. 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. Upon promotion, an employee will receive a new merit increase date. This shall not apply to movement from 'T' to ....... ' n In the same class. An employee in Step H shall not have a merit increase date, and service in Step H shall not be considered as eligible service for future increases. Extra help employment shall not be considered eligible service for merit increases. After eight (8) years of continuous employment with the District or five (5) years at the "G" step range, whichever occurs first, an employee shall receive a five percent (5%) increase. The longevity increase shall not cause wages to exceed the "H" step range. (Updated and moved to combine with New Section 15 - Certification and Licensing 30 II. -' ppi;,' p tl I d l 26. GENERAL SALARY ADJUSTMENTS A. Annual Adjustments (updated moved from Section 33 - Payment of Salary) Except as otherwise provided heroin, effective 3une-24w3999, July 4, 2002, all classifications covered by this Memorandum of Understanding shall have their salaries adjusted by a 2.5% increase. Effective the pay periods beginning July 6, 2000 July 3, 2003, July 1, 2004, and July 5, 2001 July 30, 2005, all classifications 31 covered by this Memorandum of Understanding shall receive a cost of living djustment of ~,~, },,~,~.L 2.5%. ~ustments As of the date of this Memorandum of Understanding, all Classifications shall receive the applicable Range Adjustment outlined in the Compensation Structure, developed by the District and attached as Exhibit B, in accordance with the following parameters. Pay Equity/Reclassification Requests completed prior to the beginning of Contract negotiations are assumed to be generally accurate. Management Staff input was considered to determine relative relationships between the "1I" Classifications. The District's goal is to maintain a 7.5% differential between the "II" Classification and Lead Classification in a Series, and a 7.5% differential between the Lead and Supervisory Classification in a Series. In departments where no Lead Classification exists, the District's goal is to maintain a 15% differential between the "II, and Supervisory Classification in a Series. Classifications whose District salary is higher than indicated in industry surveys receive at least the annual Cost of Living Adjustment. When those Classifications become vacant, the District and the Union will meet and confer to determine appropriate Pay Class. At the initial implementation of this Memorandum of Understanding, the General Manager shall meet and confer with those employees who have not had the opportunity to meet and confer, and for which Pay Equity and/or Reclassification Requests have been submitted to receive their input determine the appropriate Pay Class for those Classifications. Employees will receive the Step in the new Range which provides for at least the Cost of Living Adjustment. Increases to higher steps shall be based on Merit, and will include measurable goals to be obtained in order to qualify for the Merit Increase. Measurable goals for the above applicable Compensation Structure positions, will be developed by District Management Staff and shall be subject to meet and confer with the Union. Y-Rate Adjustments 32 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 Baa~d of Di,-,~to~ General Manager may adopt a Y- rate to apply only to the employee so affected. 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. If, in the opinion of the General Manager, the application of the provisions of this Memorandum results in payment to an employee of an inequitably low step of the salary range, the General Manager may establish the employee salary at the step within the authorized range, or may set a Y- Rate for the class which he/she deems most equitable. Such action shall not be contrary to the general intent and spirit of this Memorandum. Emergency Salary Adiustments (Moved from Section 29) 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. Such temporary pay allowance shall be the equivalent of one or more salary steps for the class. 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. Such temporary pay allowance shall automatically terminate upon the effective date of the new Annual Salary Resolution. 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. 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. 27. OUT-OF-CLASS SALARY ADJUSTMENTS 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. Employees assigned responsibility as Acting Supervisor shall be paid at a rate of seven and one-half percent (7V2%) greater than their classification for time actually spent performing the Acting Supervisor responsibilities. (Moved to Section 26 - General Salary Adjustments 28. PREMIUM PA Y 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. 34 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, a copy of which is included with this Memorandum of Understanding. Therefore, in conjunction with the terms of the Agreement, employees who work 12-hour shifts in the Operations department, shall receive a 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. This premium is a combination of the following: 6.05% premium pay received prior to 1985 when no overtime was paid for the extra eight hours in the third week of the rotation. 1.50% Furnace premium, derived by incorporating the average furnace premium and senior furnace premium. .82% premium pay (estimated cost of $5960) understood to offset holiday pay practice losses Employees assigned to the solids system shall be paid a three and one-half percent (3V2%) differential when working in the solids system one full shift, or for actual time spent in the solids system. This premium shall not apply to 12-hour employees in the Operations department, whose solids system differential is included in paragraph B, above. Updated & Moved to combine with Section 21 35 29. OVERTIME Overtime pay shall be one and one-half (1 V2) 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. Employees may elect to accumulate overtime hours at one and one-half (1 V2) times the employee's basic rate of pay. These hours may be accumulated for futura use by the employee. The total accumulated compensatory time shall not exceed 40 hours. All overtime worked by employees exceeding the total accumulated compensatory time of 40 sixty (60) hours shall be paid at the end of the pay period when accrued. The accumulation of compensatory time is not mandatory; the discretion lies with the employee. The District shall maintain a record for each employee of the accumulation and use of compensatory time. 36 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. 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. Part-time employees shall not receive overtime pay until they have worked at least eight (8) hours in one work day. 30. 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: 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. 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. 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: Regular salaries for each pay period shall be paid not later than the 5th work day of the following week; except that if the 5m work day of the following week falls on a non-work day, but is preceded by a work day, the salaries provided for heroin shall be paid on the 4th work day of said week; and except that if the 5th work day of the following week falls on a non-work day, and is preceded by a non-work day, the salaries provided for heroin shall be paid on the first following work day of said week. Special payments, 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. 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. 37 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. Moved to Section Move & combine with Section 14 - Employee Training A 31. EMPLOYEE BENEFITS A. Eligibility 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 participating in the District's health insurance benefits programs and pension plan. 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 pension plan: 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 38 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). 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 throe 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 representative, 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 Insurance Plan Document. C. Health and Welfare Benefits Programs 1. Health Insurance Plan ,~,~,.L,v,. ,,~, ,,~L,~, L,,,~,, j,~,,,,,~,j I, ,~,, Each Eligible Employee ~as defined in Section 31 :A. above, and their eligible dependents will be provided with hospitalization, pres. cription drug, medical and dental insurance coverage in conjunction with the District's self-insured plan, and vision care insurance coverage providing eye examinations and lenses every twelve months and frames every twenty-four months with no deductible pursuant to plan terms, - ........ ii~$1ai&iicc, cov~..£age form'nplxZ~, fully paid by the District. The District will maintain the same or greater level of health and welfare benefits as provided under the self-insured plan at the time of its initial implementation, fully paid by District. The District will reimburse the following providers who currently are not participants in the self-insured plan provider organization as if they were participants in the self-insured plan provider organization: Maggie Che MD, UCD Med Group, Tony Cruz, Reno Ortho Appliance, and M. Mack, Chiropractor. As with all provider organizations, the District cannot guarantee that all health care providers participating in the self-insured plan provider organization at the initial implementation of the self-insured plan will continue to participate in the self-insured plan provider organization in the future The District will contract out to a third party matters pertaining to claim determinations, including the filing of claims and review of 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 connection with a determination of potential exceptions to plan exclusions. 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(s). The District will provide a semi-annual report to the Union representatives of the total amount paid on claims and the reserve amount in the self-funded plan. (Previous F Moved to 31.A. - Eligibility - above) lli thc c¥cat ol~ L,, ,~,,,~,~,~,~ ,,,~,~ ~ ,.~.~,,~. Except for the District's obligation to provide health insurance coverage in a manner consistent with this section, matters pe~aining to the health insurance plan, including but not limited to eligibility dete~inations and the denial or processing of claims, ~e not subject to the grievance procedure under this Memorandum. Shomten'nt'Lon g-term Disability Plan ill p ......... bility C The District w rovide a om,, L-~,~....,~ Long-term Disa onibo Plan ($TD/LTD) to all eligible employees as defined abOve, covered-trader L,,,~ l..,..,.,.,~,,,~,., ,~, ,~,,,~.,~L..,~.,~, beginning the first day of the month as soon as administratively possible after the effective date of this Memorandum. 4O 3. Life Insurance The District will provide a Life Insurance Plan with benefits of $70,000 to all eligible employees, as defined above, beginning the first day of the month as soon as administratively possible after the effective date of this Memorandum. 4. Pension Plan District shall pay a ten percent (10%) contribution of base salary for each employee. The District's pension plan will be continued in full force and the terms updated to comply with current law. Terms of the pension plan may be modified to improve the terms and conditions, but in no event shall be modified to reduce current benefit provisions. The Plan Document shall contain provisions which allow participant loans from individual accounts in the pension plan. During the term of this Memorandum of Understanding, the District and Union will research the possibility of joining the Public Employees Retirement System (PERS). Such research shall be performed by a District/Union committee with the union representatives being elected by the members. At such time as the District considers joining PERS, the District and Union agree to meet and roach mutual agreement regarding the impact of such implementation. 5. IRS 125 Flexible Benefits Program. 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 be equally shared by the Participants and the District. 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. ~' ............ 41 32. HOLIDAYS All Regular Employees of the District shall be entitled to the following holidays with pay: January 1, Lincoln's Birthday, Washington's Birthday, Memorial Day, July 4, Labor Day, Veteran's Day Thanksoivi,,~, Day, Friday following Thanksgiving, Christmas Eve, Christmas Day Three hours to be used on Good Friday or any other time selected by the employee and approved by his/her supervisor. Observed Holidays 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). 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 V2 Hourly Rate Lincoln's Birthday Washington's Birthday Veterans Day Friday after Thanksgiving Christmas Eve Hourly Rate times 2 January 1 Memorial Day July 4 Labor Day Thanksgiving Day Christmas Day Holiday Time Off and Holiday Pay - Holiday Time Off and Holiday Pay shall occur according to the following three scenarios: i. Holiday falls on Regular Work Day - Employee Takes Day Off. a. Employee receives 8 hours of Holiday Pay at straight time. 42 2. Holiday falls on Regular Work Day - Employee Works. Employee receives appropriate pay according to the above pay rate schedule for hours actually worked on the holiday. Employee also receives eight (8) hours of Holiday Pay at Straight Time, or; Employee accrues eight (8) hours Holiday Pay Straight, to take off later. 3. Holiday falls on Regular Day Off. 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; Employee accrues 8 hours to take off before the end of the contract year. Holiday Scheduling & Pay 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, and shall not be used consecutively. All accrued days, as of the last payroll of the fiscal year shall be paid, and no accrued days shall be carried past the end of the fiscal year. 33. VACATION LEA VE WITH PAY Vacation with pay shall be earned by regular employees based on the equivalent of full-time service from their regular employment date of appointment. Vacation credit shall accrue to the employee on the first of the pay period following the pay period in which it is earned. 43 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. 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. All employees who have more than ten (10) but less than twenty (20) years of service shall accrue vacation on the basis of 13-1/3 hours for each full month of service. All employees who have more than twenty (20) years of service shall accrue vacation on the basis of fourteen (14) hours for each full month of service. Effective July 1, 1997, all employees who have more than twenty-five (25) years of service shall accrue vacation on the basis of 14-2/3 hours for each full month of service. 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. Vacation shall be scheduled a minimum of two (2) weeks and a maximum of six (6) months in advance. All employees who have more than six (6) months of service shall be eligible to use accrued vacation. The General Manager shall determine the period when accrued vacation time may be taken by each employee, consistent with the requirements of the department. 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. 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 j31'o.~*tt.d b,~,~d ~,t,,,', P,~y pc~i,,d hou,~ applied in accordance with Section 31. This shall not apply to 10 or 12 hour employees who 44 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 am not used or am not available, no further vacation hours will accrue until the employee returns to work. Employees placed on unpaid suspension shall not accrue vacation leave during the period of their suspension. 34. SICK LEA VE WITH PA Y Sick leave with pay shall be earned by regular employees based on the equivalent of full-time service from the date of appointment. Sick leave will accrue to the employee on the first day of the pay period following that in which it is earned. Sick leave shall accrue on the basis of eight (8) hours per full month of service and may be accumulated without limit. Employees placed on unpaid suspension shall not accrue sick leave during the period of their suspension. During any pay period in which an employee does not work full time or does not receive a full check (by using accrued sick, vacation or compensatory hours) sick leave accrual wall be ~,,,,~L~, ~,,~u ,~,,,. pay [,~,,~. L,,L,, ,,~a~. apphed in accordance with Section 31. 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 sick hours at full accrual rate. If such accrued hours am not used or are not available, no further sick hours will accrue until the employee returns to work. B. Regular employees may use sick leave for the purpose specified in this section: 45 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. 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. Absence from duty for attendance upon their spouse 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. A physician's verification must be provided. 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. 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. 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 960 hours, times their regular hourly rate. Continuing employees who have 960 hours of accrued sick leave may accept payment for one-half (V2) of the excess over 960 hours. They may elect to continue the accmal of sick leave beyond the 960 hours if they do not want payment for the excess over 960 hours. When payment is chosen, it will be paid on the first payday in December of each year. Upon death of an employee, the beneficiary shall be paid accumulated sick leave to a maximum of 1,040 hours. 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 46 cause and such supporting evidence as is used in determining the necessity of such leave. In order to receive payment for sick leave, employees shall notify their immediate superior or department head at least one (1) hour prior to the time set for performing their daily duties. Also, any employee who uses sick leave without physician's verification on four (4) occasions in any contract year shall thereafter be required to present verification from a physician for all absences due to sickness for the remainder of the contract year. Said verification shall include the diagnosis and cause for absence. When absence is for more than one workday, the General Manager may require the employee to file a physician's certificate stating the cause of the absence. The General Manager may require the employee to provide adequate evidence to substantiate the necessity for use of sick leave with pay and shall approve any necessary use. 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 receive the sick leave with pay in an amount equal to the difference between the disability benefit and full pay or the employee may elect to endorse the disability insurance benefits over to the District, in which case, accrued sick leave will be debited proportionately and the employee will receive his/her regular paycheck from the District. 35. INDUSTRIAL ACCIDENT LEA VE (Section 36 also Combined here) Employees who am 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 Califomia. 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. 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 47 condition permits; failure to do so shall be considered cause for disciplinary action. Employee shall immediately notify their supervisor and shall immediately receive medical examination and/or emergency treatment as deemed appropriate by the General Manager. 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. 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. 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. 36. LEA VES OF ABSENCE A regular employee may be authorized a leave of absence 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. No additional sick or vacation accruals shall occur during an unpaid leave of absence. A request for a leave of absence 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 31, Employee Benefits ...... "· ...... ~ A A pl o .... ,, .... -* .... ,,~ -*-,.,~.-*. No em oyee 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 accrued leave. 2. Education or training which would benefit the District. 48 Other personal reasons, approved by the Manager, when, in his/her judgment, service or cost will not be adversely affected. Leave of absence without pay shall be granted to an employee who is temporarily disabled due to pregnancy and who has exhausted all accrued vacation and sick leave and compensatory time off for which she is eligible. The leave shall cover a reasonable time before, during and after childbirth based on her physical disability. An unpaid family care leave may be granted in accordance with the provisions of the District's Family Care Leave Policy. An employee may be granted an extension of a leave of absence 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. 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. 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. 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. Full-time employment by another employer during a leave of absence is prohibited and shall result in termination. · '~,~,~ ,~TII BEREAVEMENT LEA VE The General Manager may authorize family death leave with pay for a regular employee when needed due to the death of his/her parent, spouse, natural or adopted 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. 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 or compensatory time off (CTO). 49 C. The General Manager or his/her designee may require documentation to approve such leave. 38. J~__R Y DUTY LEA VE Regular em oyees with L,,~ o,,uL,, l,~,,~,~ · u~,,,,~ ,~,,,~ ~.~,,,~L 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. Employees on jury duty are required to: 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); 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); Obtain attendance slips form the court certifying actual dates of service. These slips are to be attached to the appropriate time sheets for verification of jury duty leave. Jury duty leave hours taken are not included as hours worked for the purpose of computing overtime. 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. Night shift employees in the Operations Department shall arrange scheduling with the department manager in order to (1) ensure adequate mst time between jury duty and regular work time and (2) to ensure adequate staffing in the department. 5O 39. MILITARY ABSENCE Specific calendar period of military leave shall be established for employees who am 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. 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. 40. ABSENCE WITHOUT LEA VE 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 absence 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. (Moved to Section 31 - Employee Benefits) Ol-gaiilzatioil at tl,~ ................ · A i-fiaiiiic, cu,,axat~m wxt,, una awvt,u,,, lllO. tt{~l~ pCitaiiiiiig to th,~ lik~altll lli~Llld ~ICU pi-OCcsshig ~ -' ' ........ '-: .... , · ., , l¢l~tllCt *liali 9ut t lUt~ tu plUVlti~ tll~ V'dlUXitdlaV llC^lUlC U¢ll~Xit3 pi©gl&iii :'- -rr ' as of 52 41. GRIEVANCE AND ARBITRATION PROCEDURE This grievance and arbitration procedure shall be used to process and resolve grievances arising under this Memorandum. A. Definitions 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. As used in the procedure, the term "Program Manager" means the individual who directs the program in which an employee is assigned. As used in the procedure, the term "working days" shall mean days on which the District office is open. 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. Employee Rights 53 The employee retains all rights conferred by Government Code section 3500, et seq.. Informal Discussion The grievance initially shall be discussed with the Program Manager. The employee may be represented by the Union Steward. Within two (2) working days, the Program Manager shall give a decision or response. 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: five (5) working days after the event or circumstances occasioning the grievance; or within three (3) work days of the decision rendered in the informal grievance procedure; whichever is later. 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. Formal Grievance A formal grievance shall be initiated in writing on a form proscribed 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 Steward. A copy of the Grievance form is attached hereto as Exhibit "B". 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. Appeal of Formal Grievance If the grievants 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 Union President or a designated representative. The General Manager shall respond in writing within ten (10) work days to the grievant. If the General Manager determines that it is desirable, 54 he/she shall hold conferences or otherwise investigate the matter. Bindin_g~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 fight to refer the matter to binding arbitration. Such referral shall be made by written demand submitted to the General Manager within ten (10) work days of receipt of his/her decision. Selection of Arbitrator An impartial arbitrator shall be selected jointly by the parties within ten (10) work days of receipt of the written demand. In the event the parties are unable to agree within the time stated, the arbitrator shall be selected by the American Arbitration Association. Decision 1. The decision of the arbitrator shall be final and binding. 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. 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. 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. 42. MANAGEMENT RIGHTS Except as otherwise specifically provided in this Memorandum of Understanding, the District has the sole and exclusive fight to exercise all authority, fights 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 55 Memorandum of Understanding am 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 him, 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 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. 43. ENTIRE AGREEMENT This Memorandum of Understanding constitutes the entire agreement between the parties and concludes meeting and conferring on any subject, except as provided heroin, 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 heroin shall be binding on the parties hereto. 44. SEPARABILITY OF SECTIONS If any section, subsection, paragraph, sentence, clause or phrase of this Memorandum shall, for any mason, 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. 45. TERM OF AGREEMENT The parties agree that this Agreement shall stay in £ull force and effect through ~,,,,~. June 28, 2006 46. 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. 57 DATED: SOUTH TAHOE PUBLIC UTILITY DISTRICT P. Duane Wallace, President Board of Directors Robert G. Baer, General Manager/Engineer Ross Johnson, District Representative Debbie Henderson, District Representative Attest: Kathleen A. Sharp, Clerk of Board INTERNATIONAL UNION OF OPERATING ENGINEERS, STATIONARY LOCAL 39 Madison Bland, President Jerry Kalmar, Business Manager Perry Bonilla, Dir of Public Employees Kevin O'Hair, Business Representative Jay Alsbury, Shop Steward Phyllis Kunibe Powers, Shop Steward Wanda Stanley, Shop Steward Phil Trella, Shop Steward Doug Van Gorden, Shop Steward 58 Compensation Structure Corrected 6-27-02 Exhibit B Pay Class Position # Emp Curren To Step COLA % Pay Class Steps t Step (C) Inc or Range Adjust ~ (RA) C-I Utility I -0- n/a n/a 2.5 H=3128; G=2979; F=2837; 2223-3128 E=2702; D=2573; C=2451; B=2334; A= 2223 C-2 Utility II I (H) 3387 To H 3472 C 2.5 H=3472; G=3307;F=3149; 2467-3472 E=2999; D=2856; C=2720; B=2591; A=2467 .... UR Sewer I (when vacant) C-3 A/PClerk 1 (G) 3336 To G 345 C/RA 3.5 H=3624;G=3451;F=3287; 2576-3624 Cust Svc Rep 1 (H) 3503 To H 3624 C/RA 3.5 E=3130;D=2981; C=2839; 1 (G) 3336 To G 3451 C/RA 3.5 B=2704; A=2576 1 (B) 2614 ToB 2704 C/RA 3.5 Lab Assistant -0- n/a New S/R Clrk (when vacant) UR Sewer I 2 (A) 2513 To A C/RA 2.5 New Compr Opr (when vacant) 1 (D) 2909 To D C/RA 2.5 * Next Step w/D-1 Operator I 2 (E) 3054 To E C/RA 2.5 ~ UR Water I -0- * n/a C-4 Pump Stn Opr I -0- * n/a H=3760; G--3581; F-3410; E- 2672-3760 Eqp Repair I -0- n/a 3248; D-3093; C-2946; Inspector I 1 (H) 3536 To H 3760 C/RA 6.3 B-2806; A-2672 Mechanic I 1 (G) 3640 TO H 3760 C 8.5 1 (F) 3467 To G 3581 C/RA 7.3 * Next Step with D-1 AdmAst-Fin 1 (G) 3336 To G 3581 C/RA 7.3 Admin. Asst 1 (C) 2745 To C 2946 C/RA 7.3 Adm Ast-Maint 1 (H) 3503 Toll 3760 C/RA 7.3 HRCoord I (C) 2745 ToC 2946 C/RA 7.3 CompOpr I (H) 3669 Toll 3760 C 2.5 C-S Operator Spec 2 (H) 3851 Redline n/a C-5 Lab Tech I 1 (H) 3822 To H 4026 C/RA 5.3 H=4026; G=3834; F=3652; 2861-4026 EngTech Assr I (H) 3928 To H 4026 C 2.5 E=3478; D=3312; C-3154; Contract Admin 1 (E) 3393 ToE 3478 C 2.5 B=3004; A=2861 UR Sewer II 3 (H) 3928 Toll 4026 C 2.5 1 (F) 3563 ToF 3652 C 2.5 1 (E) 3393 ToE 3478 C 2.5 S/RClerk I (H) 3897 Toll 4026 C/RA 3.3 C-6 Eqp Repair II I (H) 3928 To G 4031 C/RA 2.6 H=4233; G=4031;F=3839; 3008-4233 UR Water II 2 (H) 3928 To G 4031' C/RA 2.6 E=3657; D=3482; C=3317; 3 (G) 3741 To F 3839* C/RA 2.6 B=3159; A=3008 1 (E) 3393 ToD 3482* C/RA 2.6 Electrician I -0- * To next Step w/D-I Comp Tech I -0- Pay Class Position # Emp Curren To Step COLA % Pay Class Steps t Step or Inc Range r Adjust (RA) C-7 * P Stn Opt Il 11 (H) 4255 To H 4362 C 2.5 H=4362; G=4154; F=3956; 3100-4362 Mechanic II 4 (H) 4255 To H 4362 C 2.5 E=3768;D=3589; C=3418; Operator III 5 (H) 4255 To H 4362 C 2.5 B=3255;A=3100 1 (F) 3859 To F 3956 C 2.5 1 (E) 3675 To E 3768 C 2.5 * NewEmp-Next step w/D-1 UR Sewer Lead 1 (H) 4255 Toll 4362 C 2.5 C-8 UR Water Lead 2 (H 4255 To G 4361' C 2.5 H=4550; G=4361 F=4154; 3234-4550 Water Svc Rep 1 (H) 4255 To G4361'* C 2.5 E=3956; D=3768; C=3588; CS Supervisor 1 (H) 4255 ToG 4361 C 2.5 B=3417;A=3255 ActgTech 1 (D) 323! To B 3417 RA 5.8 * To next Step w/D-3 ~ ~ ** Next Step w/D-i C-9 Pump Stn Lead -0- * n/a H=4687; G=4464; F=4251; 3331-4687 Eqp Rpr Supv I (H) 45i6 Toll 4687 C/RA 3.8 E=4049;D=3856; C=3672; Inspector Il 1 (H) 4255 TO G 4464 C/RA 4.9 B=3498; A=3331 1 (G) 4052 ToF 425 C/RA 5.4 Ops Supv 3 (H) 4516 To H 4687 C/RA 3.8 * NewEmp-Next step w/D-1 Electrician II 3 (H) 4516 To H 4687 C/RA 3.8 Lab Tech II 2 (H) 4255 To G 4464 C/PA 4.9 I (G) 4052 ToF 4251 C/RA 4.9 CompTech II 1 (H) 4255 ToG 4464 C/RA 4.9 Eng Spec II -0- n/a C-10 UR Sewer Supv 1 (H) 4806 To H 4926 C 2.5 H=4926; G=4691;F=4468; 3501-4926 Eng/Mtrls Tech -0- n/a E=4255; D=4053; C=3860; PC/Net Adm I -0- n/a B=3676; A=3501 C-il Water Supv 1 (H) 4806 To F 4926* C 2.5 H=5430; G=5171;F=4926; 3860-5430 Insption Supv I (H) 4806 To F 4926 C 2.5 E=4692; D=4468; C=4255; PC/Net AdmlI 1 (G) 4577 ToE 4692 C 2.5 B=4053; A=3860 · To next Step w/I)~4 C-12 Eng Tech I (H) 4876 To F5133'* C/RA 5.3 H=5659; G=5390; F=5133; 4022-5659 Pump Stn Supv I (H) 4806 ToF 5133' C/RA 6.8 E--4888;D=4656;C=4434; Maint Supv 1 (H) 4806 To F 5133 C/RA 6.8 B=4223; A=4022 Electrical Supv 1 (H) 4806 To F 5133 C/RA 6.8 * To next Step w/D-4 Chf PI Opr I (H) 6030 6030 Redline ** Next Step w/D-1 88 Bt Agreement Implementing Section 30.fi of the Memorand.m of Understandino This Agreement Implementing Section 30.B of the Memorandum Of Understanding (Agreement) is entered into by the South Tahoe Public Utility District (District and Stationary Engineers Local 39 (Union) as of October 1999. The District and Union have entered into a Memorandum of Understanding for the period through July 3, 2002 (MOU). 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) effective September 17, 1999. Section 30.B of the MOU provides for premium pay to be paid to employees who work 12-hour shifts in the Operations department. This Agreement is the result of collective bargaining between representatives of the District and Union after the Union was certified as bona fide by the NLRB. The District and Union therefore agree as follows: Employees who work 12-hour shifts in the Operations department shall be subject to a 2080 plan under section 7 (b) (2) of the FLSA (Plan), and shall receive the premium pay set forth in Section 30.B of the MOU. Under this Plan, during the period of 52 consecutive weeks beginning November 25, 1999 and ending November 22, 2000, and the subsequent periods of 52 consecutive weeks beginning November 23, 2000 and ending November 21, 2001, and beginning November 22, 2001 and ending November 20, 2002, employees who work 12-hour shifts in the Operations department: Upon the beginning of each 52 consecutive week period set forth above, each employee who continues to work 12-hour shifts in the Operations depm'h~ent will be guaranteed employment for the respective 52 consecutive week periods designated above, subject to the provisions of Sections 17 and 18 of the MOU. v~rdl not work more than 2,240 hours in any period of 52 consecutive weeks set forth above. Co W-ill be guaranteed 2,080 hours of employment during each such 52 consecutive week period, for which he or she shall receive compensation for all hours guaranteed at rates applicable under the MOU for the work performed. For ail hours worked in excess of 2,080 hours in any period of 52 consecutive weeks set forth above (up to and including 2,240 hours) employees subject to the Plan will be paid at the overtime rote (time and one-half the regular rate at which he or she is employed) as required under section 7 (b) (2) of the FLSA. Employees subject to the Plan shail be compensated for hours worked in excess of 12 hours in any workday, or for hours worked in excess of 56 hours in any workweek, as the case may be, at the overtime rote (lime and one-half the regular rate at which he or she is employed) as required under section 7 (b) (2) of the FLSA. In the event any employee subjecI to the Plan works in excess of 2,240 hours in any 52 consecutive week period set forth above, he orshe shail be entitled to overtime pay at time and one-half the regular rate at which he or she is employed for all hours worked over 40 in a workweek in all workweeks within the subject 52 consecutive week period. Employees subject to the Plan shall receive overtime pay for hours worked, only as provided in this Agreement and the applicable sections of the MOU. Payment of overtime under the provisions of the Agreement or the MOU shall not be compounded. SOUTH TAHOE PUBLIC UTILITY DISTRICT Robert G. Bae~, General Manager INTERNATIONAL UNION OF OPERATING ENGINF~P.,S, STATIONARY LOCAL 39 ativeM~ke Osbom, Busmes p SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM TO: BOARD OF DIRECTORS FR: John Thiel, Senior Engineer RE: BOARD MEETING July 3, 2002 AGENDA ITEM: ACTION ITEM NO: 7. b CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: GARDNER MOUNTAIN TANK CONSTRUCTION REQUESTED BOARD ACTION: Award contract to the lowest responsive, responsible bidder DISCUSSION The District is planning to construct a 210,000 gallon welded-steel water tank on a new foundation that was completed last year. Two potential bidders attended the mandatory pre-bid meeting on June 24~h. Bids were opened on July 2, 2002. A summary of all bids, alonq with staff recommendation for award will be distributed prior to the Board Meeting. SCHEDULE: Begin construction in Auqust. Complete by October 15th. COSTS: $150,000 (estimated) '._ ACCOUNT NO: BUDGETED AMOUNT REMAINING: $150,000 A'FrACHMENTS: To be distributed prior to Board Meeting 2029-8157 CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES-~ NO CHIEF FINANCIAL OFFICER: YESr~~O CATEGORY: GENERAL WATER X SEWER SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM TO: BOARD OF DIRECTORS FR: Jim Hoggatt, Construction Manager/Engineer RE: BOARD MEETING July 3,2002 AGENDA ITEM: ACTION ITEM NO: 7. c CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: EXPORT B-LINE: PHASE 2 REQUESTED BOARD ACTION Approve Purchase Order to White Rock Construction to replace overlay on Hiqhwav 89 at Luther Pass in the amount of $112,750.16 DISCUSSION: The one-inch overlay from the fog line to the centerline on Highway 89 for the export B-Line pipe trench installed last year, which was a requirement of the Caltrans permit, failed last winter. After a detailed investigation, staff determined that the contractor and his paving subcontractor had complied with all requirements of the contract documents. Paving overlay failure was due to a combination of overlay thickness of only one-inch, and the asphalt mix specified in the contract documents. After negotiating with the contractor and his subcontractor, they agreed to perform the work at their cost (i,e. overhead and profit percentages were waived). They agreed to this reduction due to some concerns they had with the original asphalt mix that they had not conveyed to the District. The waiver of these markup percentages reduced the cost of the repair work by approximately $27,000. Approximately $17,000 will be rolled over from the 2001/02 Export B-Line: Phase 2 budget, and the remaininq funds needed will come out of the capital reserves. SCHEDULE: Work completed June 10 and 11 COSTS: $112,750.16 ACCOUNT NO: 9098-8829-BLINII BUDGETED AMOUNT REMAINING: $ 0 A'I-FACHMENTS: Purchase Order available upon request to Clerk of the Board CONCURRENCE WIT. REQUESTED A,~TI, ON: GENERAL MANAGER: YES_7~O CHIEF FINANCIAL OFFICER: YES/'~'~(-'~'~O CATEGORY: GENERAL WATER SEWER X TO: FR: RE: ACTION ITEM NO: 7.d SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Hal Bird/Land Application Manager, Gary Kvistad/Legal Counsel BOARD MEETING July 3, 2002 AGENDA ITEM: CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: ACQUISITION ENVIRONMENTAL REVIEW FOR PROPOSED PROPERTY REQUESTED BOARD ACTION: Take such action as necessary to clarify the Board of Director's understandinq and knowledqe of certain matters related to the Board's adoption of the Negative Declaration for Acquisition of the Heise Property DISCUSSION: The Alpine Superior Court (Court) has ordered the District's Board of Directors to clarify its understanding and knowledqe with respect to the relative locations and sizes of the Property, Alpine County School property, and surroundinq properties at the time the Board of Directors adopted the Negative Declaration for Acquisition of Property. SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: ATTACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTED A,~_ION: GENERAL MANAGER: YES ~ NO_ CHIEF FINANCIAL OFFICER: CATEGORY: GENERAL WATER SEWER X TO: FR: SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Accounts Payable RE: BOARD MEETING July 3, 2002 AGENDA ITEM: ACTION ITEM NO: ?. e CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: PAYMENT OF CLAIMS REQUESTED BOARD ACTION: Approve Payment DISCUSSION: The Pavment of Claims was not available when this aqenda was published. It will be delivered separately prior to the Board Meetinc~. SCHEDULE: COSTS: ACCOUNT NO: BUDGETED AMOUNT REMAINING: ATTACHMENTS: To be distributed prior to Board Meetinq CONCURRENCE WITH REQUESTED A~TION: GENERAL MANAGER: YES .~.'~ ..... NO CHIEF FINANCIAL OFFICER: YES ~.~NO'--~ '^ CATEGORY: GENERAL X WATER SEWER Payment of Claims FOR APPROVAL July 03, 2002 Payroll 06/26/02 Total Payroll 272,028.61 $ 272,028.61 Cost Containment - health care payments IGI Resources - natural gas LaSalle Natl Bank -loan payment Total Vendor EFT Accounts Payable Checks Sewer Fund Accounts Payable Checks Water Fund Accounts Payable Checks Self-funded Ins Accounts Payable Checks Grant Funds Total Accounts Payable 43,462.24 14,548.60 0.00 $ 58,010.84 370,562.00 457,226.70 13,680.92 24,211.59 $ 865,681.21 $ 1,19~720.66 Grand Total Payroll EFTs & Checks 06/26/02 EFT EFT EFT EFT EFT EFT EFT CHK EFT EFT CHK AFLAC Medical & Dependent Care CA Employment Taxes & W/H Federal-Employment Taxes & W/H Hartford Deferred Comp ManuLife Pension ManuLife Pension Loan Payments Orchard Trust Deferred Comp Stationary Engineers Union Dues United Way Contributions Employee Direct Deposits Employee Paychecks Adjustments Sub-total 300.58 11,105.97 64,911.86 1,454.99 21,873.76 6,276.21 12,092.27 1,379.53 77.18 124,218.95 28,337.31 0.00 $ 272,028.61 “mur Name Stock ID: AP ; Check Types: MW, HW, RV, VH Account # Department REPORT 06/21/2002-07/03/2002 Page 1 251305 #J3526---prog: CK509 <1.07>--report id: CKRECSPC Description Amount Check # Type A P G ANALYTICAL PRODUCT GROUP 10-07-4760 LABORATORY AACTION SYSTEMS INC ACTION INSTRUMENTS AERVOE-PACIFIC AFLAC ALPEN SIERRA COFFEE COMPANY ALSBURY, MARY 10-04-6041 HEAVY MAINTENANCE 10-03-6048 ELECTRICAL SHOP 10-00-0421 10-00-2532 10-00-2538 10-00-6520 20-00-6520 GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION 10-37-6200 INFORMATION SYSTEMS 20-37-6200 INFORMATION SYSTEMS ARAMARK UNIFORM SERVICES 10-00-2518 GENERAL & ADMINISTRATION AVAYA FINANCIAL SERVICES 10-39-6709 FINANCE 20-39-6710 FINANCE AVISTA UTILITIES AWARDS OF TAHOE B 0 C GASES BARKLEY MEAT COMPANY BATTERY BILL BERGSOHN, IVO 10-00-6350 GENERAL & ADMINISTRATION 20-00-6350 GENERAL & ADMINISTRATION 10-21-6621 ADMINISTRATION 20-21-6621 ADMINISTRATION 20-29-8290. ENGINEERING 10-21-6621 ADMINISTRATION 20-21-6621 ADMINISTRATION 20-03-6054 ELECTRICAL SHOP 20-19-6200 BOARD OF DIRECTORS LABORATORY SUPPLIES Check Total: BUILDINGS Check Total: LUTHER PASS PUMP STATION Check Total: SHOP SUPPLY INVENTORY Check Total: INSURANCE SUPPLEMENT AFLAC FEE DEDUCTION Check Total: SUPPLIES SUPPLIES Check Total: TRAVEL/MEETINGS/EDUCATION TRAVEL/MEETINGS/EDUCATION Check Total: UNIFORM/RUGS/TOWELS PAYABLE Check Total: LOAN PRINCIPAL PAYMENTS INTEREST EXPENSE Check Total: NATURAL GAS NATURAL GAS Check-Total: INCENTIVE & RECOGNITION PRGR INCENTIVE & RECOGNITION PRGR Check Total: TREATMENT, ARROWHEAD WL #3 Check Total: INCENTIVE & RECOGNITION PRGR INCENTIVE & RECOGNITION PRGR Check Total: REPAIR/MNTC WATER TANKS Check Total: TRAVEL/MEETINGS/EDUCATION 442.00 442.00 00050395 MW 60.00 60.00 00050396 MW 1,110.04 1,110.04 00050397 MW 168.68 168.68 0005039e MW 1,040.22 130.00 1,170.22 00050399 MW 79.80 53.20 133.00 00050400 MW 62.20 41.46 103.66 00050401 MW 995.06 995.06 00050402 MW 617.40 72.58 689.98 00050403 MW 59.29 64.65 123.94 00050404 MW 35.40 23 60 59.00 00050405 MW 846.97 846.97 00050411 MW 145.26 96.84 242.10 00050406 MW 68.96 68.96 00050407 MW 365.47 South Tahoe P . U . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002 - 07/03/2002 Page 2 FRI, JUN 28, 2002, 11:54 AM - -rag: DOUGLAS -- -leg: GL JL - -loc: ONSITE - -- -jot: 251305 #J3526-- -preg: CK509 01.07) -- report id: CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: MW, HW,RV,VH Vendor Name Account # Department Description Amount Check # Type BERRY- HINCKLEY INDUSTRIES BLARES HOUSE BOISE CASCADE BOYLE ENGINEERING CORP BOYS ki GIRLS CLUB CA P I 0 C C P INDUSTRIES INC. C S U 8 FOUNDATION INC. C W E A C W E A SIERRA SECTION 10 -28 -6360 ALPINE COUNTY 10 -28 -4620 ALPINE COUNTY -- - - 10 -00 -0415 GENERAL & ADMINISTRATION 10 -21 -6520 ADMINISTRATION 20 -21 -6520 ADMINISTRATION 10 -38 -7433 CUSTOMER SERVICE 20 -29 -6290 ENGINEERING 10 -21 -6621 ADMINISTRATION 20 -21 -6621 ADMINISTRATION 10 -27 -62250 DISTRICT INFORMATION 20 -27 -6250 DISTRICT INFORMATION 10 -00 -0425 GENERAL 10 -39 -6077 FINANCE 10 -04 -6200 10 -04 -6250 10 -28 -6250 10 -01 -6250 20 -01 -6200 10 -06 -6200 20 -01 -6200 10 -03 -6200 10 -01 -6200 10-04-6200 ADMINISTRATION HEAVY MAINTENANCE HEAVY MAINTENANCE ALPINE COUNTY UNDERGROUND REPAIR UNDERGROUND REPAIR OPERATIONS UNDERGROUND REPAIR. ELECTRICAL SHOP UNDERGROUND REPAIR HEAVY. MAINTENANCE - -- _CALIF WATER RESOURCES. CTRL BD _. 10 -39 -6709 FINANCE 10 -39 -6710 FINANCE CANADA LIFE 30 -00 -6744 SELF FUNDED INSURANCE Check Total: PROPANE DIESEL GASOLINE INVENTORY Check Total: SUPPLIES SUPPLIES Check Total: OFFICE FURNITURE -CUST SVC -TR - - Check Total: TREATMENT, ARROWHEAD WL #3 Check Total: INCENTIVE & RECOGNITION PRGR INCENTIVE & RECOGNITION PRGR Check Total: DUES /MEMBERSHIPS /CERTIFICATI DUES /MEMBERSHIPS /CERTIFICATI Check Total: SAFETY SUPPLIES INVENTORY INVENTORY FREIGHT /DISCOUNTS Check Total: 365.47 00050408 MW 37.54 459.03 2,148.22 2,644.79 00050409 MW. 20.59 13.73 34.32 00050410 MW 2,063.02 2,063.02 00050412 MW 2,496.54 2,496.54 00050413 MW 105.00 70.00 175.00 00050414 MW 105.00 - - 70.00 175.00 00050415 MW 81.51 8.50 90.01 00050416 MW TRAVEL /MEETINGS /EDUCATION 508.76 - - - -- - -- Check Total: - - -- 508.76- .00050417MW DUES /MEMBERSHIPS /CERTIFICATI DUES /MEMBERSHIPS /CERTIFICATI DUES /MEMBERSHIPS /CERTIFICATI TRAVEL /MEETINGS /EDUCATION - Check Total: TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION Check Total: LOAN PRINCIPAL PAYMENTS -- - INTEREST EXPENSE Check Total: EXCESS INS SELF INSURED MED 33.00 38.00 38.00 38.00 147.00 00050419 MW 35.00 175.00 -.. 35.00 175.00 140.00 - - 560.00 00050418 MW 60,647.28 - - - - -- - 1,936.76 62,584.04 00050420 MW 11, 444.18 South Tahoe P . U . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002- 07/03/2002 Page 3 FRI,. JUN 28,..2002,..11:54 AM - -req :.DOUGLAS -- -leg: GL- JL - -loc: ONSITE--- -job: 251305 #J3526-- -prog: CK509- 01.07) -- report -id: CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: Vendor Name Account # Department MW, HW, RV, VH Description Amount Check # Type CAROLLO ENGINEERS CHAMPION FLOORS. TO GO CHISW CK CITIBANK VISA COBRA PRO COCKING, DENNIS 10 -00 -2512 GENERAL & ADMINISTRATION 10-00-2525 GENERAL & ADMINISTRATION 90 -98 -8828 EXPORT PIPELINE GRANT 10 -29 -8235 ENGINEERING 10 -06 -8328. OPERATIONS-- - - -- - 10 -39 -4820 FINANCE -.. 20 -39 -4820 FINANCE 10 -39 -4820 FINANCE 20 -39 -4820 FINANCE 10 -29 -6200 ENGINEERING 20 -29 -6200 ENGINEERING. 10 -22 -4405 HUMAN RESOURCES 20 -22 -4405 HUMAN RESOURCES D 20 -19 -6200 BOARD 0 DIRECTORS RECTOR COST CONTAINMENT CONCEPTS INC 30 -00 -6742 SELF FUNDED INSURANCE -. -.. -. -. -.. 30 -00 -6741 SELF FUNDED INSURANCE. COST CONTAINMENT CONCEPTS. INC. 30 -00 -6745 SELF FUNDED INSURANCE CUES INCORPORATED Ca1PERS DEL VECCHIO, DEANNE. 10 -01 -6200 10 -37 -4405 20 -37 -4405 10 -27 -4940 20 -27 -4940 UNDERGROUND REPAIR INFORMATION SYSTEMS INFORMATION SYSTEMS DISTRICT INFORMATION DISTRICT INFORMATION LIFE INSURANCE LIFE INSURANCE -MGMT Check Total: BLINE PHS III LPPS - CAMPGROUN SLUDGE HANDLING FACILITY PLANT SCADA SYSTEM Check Total: OFFICE SUPPLIES OFFICE SUPPLIES Check Total: OFFICE SUPPLIES OFFICE SUPPLIES Check Total: TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION Check Total: CONTRACTUAL SERVICES CONTRACTUAL SERVICES Check Total: TRAVEL /MEETINGS /EDUCATION Check Total: PPO FEE ADMINISTRATION FEE Check Total: CLAIMS SELF INS MEDICAL PLAN Check Total: - - - - - -- - - Vendor Total: TRAVEL /MEETINGS /EDUCATION - -- -- -- Check Total: CONTRACTUAL SERVICES CONTRACTUAL SERVICES - - - - -- Check Total: AUDIO /VISUAL PRODUCTIONS AUDIO /VISUAL PRODUCTIONS 745.65 394.29 12,584.12 00050422 MW 4,019.25 135,889.29 6,641.61 146,550.15 00050423 MW 51.47._.. 34.31 85.78 00050424 MW 123.08 123.09 246.17 00050425 MW 998.10 658.73 1,646.83 00050426 MW 24.00 - - 16.00 40.00 00050427 MW 308.04 308.04 00050428 MW 339.00 1,875.64 -_ 2,214.64 00050429 MW 22.10 - 22.10 00050430 MW 2,236.74 - -. -. - 739.96 - -- 739.96- 00050431 MW 840.00 560.00 -- - 1,400.00 00050421 MW 1,035.00 690.00 South Tahoe P . U . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002- 07/03/2002 Page 4 FRI, JUN. 28, 2002, 11:54 AM - -req: DOUGLAS -- -leg: GL JL - -loc: ONSITE - -- -job: 251305 #J3526-- -prog: CK509 <1.07 > -- report id: CKRECSPC Default Selection: Check Stock ID: AP Check Types: MW,HW,RV,VH Vendor Name Account # Department Description Amount Check # Type DICK'S FULLER - DRIVER CO INC, ROBERT F EN 5 RESOURCES INC EL DORADO COUNTY FISHER SCIENTIFIC FLOMATCHER INC.... FLOMATCHER INC 10 -04 -6042 HEAVY MAINTENANCE 10 -00 -0301 GENERAL & ADMINISTRATION 20 -00 -0301. GENERAL -& ADMINISTRATION 10 -21 -4405 ADMINISTRATION 20 -21 -4405 ADMINISTRATION 10 -01 -6043 UNDERGROUND REPAIR 20 -01 -6043 UNDERGROUND REPAIR 10 -07 -4760 LABORATORY 20 -07 -4760 LABORATORY 10 -02 -6051 PUMPS 10 -02 -6051 PUMPS FRIENDS OF ALPINE CO. LIBRARY 10 -21 -6520 ADMINISTRATION GRAY, MARK D _ HACH COMPANY HUGO BONDED LOCKSMITH 10 -21 -6621 ADMINISTRATION 20 -21 -6621 ADMINISTRATION 10 -07 -4760. LABORATORY. 20 -07 -4760 LABORATORY 10 -38 -4820 20 -38 -4820 10 -02 -6041 20 -02 -6041 10 -22 -6520 20 -22 -6520 CUSTOMER SERVICE CUSTOMER SERVICE PUMPS PUMPS HUMAN RESOURCES HUMAN RESOURCES DIRECTOR Check Total: GROUNDS & MAINTENANCE Check Total: INSURANCE PREPAID INSURANCE PREPAID Check Total: CONTRACTUAL SERVICES CONTRACTUAL SERVICES Check Total: CALTRANS /CITY /COUNTY /IMPRVMT CALTRANS /CITY /COUNTY /IMPRVMT Check Total: LABORATORY SUPPLIES LABORATORY SUPPLIES Check Total: PUMP STATIONS PUMP STATIONS SUPPLIES INCENTIVE & INCENTIVE & LABORATORY LABORATORY Check Total: Check Total: Vendor Total: Check Total: RECOGNITION PRGR RECOGNITION PROP Check Total: SUPPLIES SUPPLIES Check Total: OFFICE SUPPLIES OFFICE SUPPLIES BUILDINGS BUILDINGS SUPPLIES SUPPLIES Check Total 1,725.00 00050432 MW 127.25 • 127.25 00050434 MW 1,872.00 1, 248.00 3,120.00 2,811.80 1,874.54 4,686.34 4,000.00 3,150.00 7,150.00 15.59 10.39 25.98 00050435 MW 00050436 MW 00050437 MW 00050438 MW -248.36 - 248.36 00050287 RV 124.18 - 124.18 00050439 MW 124.18 160.88 160.88 00050440 MW 90.00 60.00 150.00 00050441 MW -64.52 43.01 107.53 00050442 MW 1.93 1.29 1.88 1.87 34.50 23.00 64.47 00050443 MW South Tahoe P . V . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002 - 07/03/2002 Page 5 FRI,. JUN 28, 2002/ 11.54 AM - -req: DOUGLAS -- -leg:. GL- JL - -1oc: ONSITE - -- -job: 251305 #J3526-- -prog: CK509 <1.073 -- report id: CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: MW,HW,RV,VH Vendor Name Account # Department Description Amount Check # Type HYDRICK, RICK _ INTERSTATE. SAFETY SUPPLY J & L PRO KLEEN INC JOB'S PEAK PRIMARY CARE JOBSINTAHOE. COM K R L T& K 0 W L RADIO 20 -19 -6200 BOARD OF DIRECTORS 10 -00 -0421. GENERAL & ADMINISTRATION 10 -39 -6077 FINANCE 10 -39 -6074 FINANCE 20 -39 -6074 FINANCE 10 -38 -6075 20 -38 -6075 20 -01 -6075 10 -29 -6075 20 -29 -6075 CUSTOMER SERVICE CUSTOMER. SERVICE UNDERGROUND REPAIR ENGINEERING ENGINEERING -. 10 -22 -6670 HUMAN RESOURCES 20 -22 -6670 HUMAN RESOURCES DIRECTOR 20 -27 -6660 DISTR T INFORMATION KENNEDY /JENKS CONSULTANTS INC 10 -28 -8285 ALPINE COUNTY KLINE OD, STEVEN L LILLY'S TIRE SERVICE INC LONGHOFER, DENNIS L M_I_ S A C MC ASTER CARR SUPPLY CO METROCALL 10 -37 -6075 20 -37 -6075 10 -01 -4520 10 -05 -6011 20 -05 -6011 10 -05 -6012 INFORMATION SYSTEMS INFORMATION SYSTEMS UNDERGROUND REPAIR EQUIPMENT REPAIR EQUIPMENT REPAIR EQUIPMENT REPAIR 10 -21 -6621 ADMINISTRATION _.. 20-21-6621 ADMINISTRATION 10 -37 -4440 INFORMATION SYSTEMS 20 -37 -4440 INFORMATION SYSTEMS 10 -02 -6051 PUMPS 10 -03 -6310 ELECTRICAL SHOP TRAVEL /MEETINGS /EDUCATION Check Total: SHOP SUPPLY INVENTORY INVENTORY FREIGHT /DISCOUNTS Check Total: JANITORIAL SERVICES JANITORIAL SERVICES - - - — - Check Total: SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS Check Total: PERSONNEL EXPENSE PERSONNEL EXPENSE Check Total: WATER CONSERVATION EXPENSE Check Total: ALPINE CNTY MASTER PLAN Check Total: SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS - - - -- -Check Total: MISC LIABILITY CLAIMS AUTOMOTIVE - -- -- - - AUTOMOTIVE MOBILE EQUIPMENT - - - -— - Check Total: INCENTIVE & RECOGNITION PRGR INCENTIVE & RECOGNITION PRGR Check Total: ADVISORY ADVISORY PUMP STATIONS TELEPHONE Check Total: Check Total: 27.00 - 27.00 00050444 MW - 687.39 -- — - 15.00 702.39 00050445 MW. 1,648.20 1,098.80 2,747.00 00050446 MW 63.00 42.00..... 160.00 63.00 42.00 370.00 00050447 MW 23.40 15.60 39.00 00050448 MW 1,100.00 1,100.00 00050449 MW 12,046.06 12,046.06 00050450 MW 88.20 58.80 - -- 147 .00. 00050451 MW 64.95 - - - -- 191.44 - - 191.43 16.62 - 464.44 00050452 -MW 90.00 60.00 150.00 00050453 MW — 60.00_. - —40.00 — 100.00 00048914 RV 312.10 312.10 00050454 MW 40.63 South Tahoe P.U.D. 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002- 07/03/2002 Page 6 FRI, JUN. 28, 2002, 11:54.. AM. - -req: DOUGLAS -- -leg: GL JL - -loc: ONSITE--- -job: 251305 #J3526--- prog:- CK509- :1.07: -- report - id: _ CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: MW, HW,RV,VH Vendor Name Account # Department Description Amount Check # Type METZ, DOUGLAS MICRO WAREHOUSE MICROCHECK INC MID MOUNTAIN MOBILE COMM. MOTION INDUSTRIES INC MOUNTAIN CELLULAR 20 -03 -6310 ELECTRICAL SHOP 10 -29 -6310 ENGINEERING 20 -29 -6310 ENGINEERING 10 -39 -6200 FINANCE 20 -39 -6200 FINANCE 10- 37- 4840.. INFORMATION SYSTEMS 20 -37 -4840 INFORMATION SYSTEMS 10 -07 -4760 LABORATORY 20 -07 -4760 LABORATORY 10 -01 -8200 UNDERGROUND REPAIR 10 -02 -6051 PUMPS 10 -38 -6310 20 -38 -6310 10 -02 -6310 20 -02 -6310 10 -01 -6310 20 -01 -6310 10 -21 -6310 20 -21 -6310 10 -29 -6310 20 -29 -6310 10 -27 -6310 20 -27 -6310 10 -07 -6310 20 -07 -6310 10 -05 -6310 20 -05 -6310 10 -03 -6310 20 -03 -6310 10 -28 -6310 10 -39. -6310. 20 -39 -6310 N B S GOVERNMENT FINANCE GROUP 10 -39 -4405 CUSTOMER SERVICE CUSTOMER. SERVICE _.. PUMPS PUMPS UNDERGROUND REPAIR UNDERGROUND REPAIR ADMINISTRATION ADMINISTRATION...... ENGINEERING ENGINEERING DISTRICT INFORMATION. DISTRICT INFORMATION LABORATORY LABORATORY. EQUIPMENT REPAIR EQUIPMENT REPAIR ELECTRICAL. SHOP SHOP ALPINE COUNTY FINANCE _....._ FINANCE TELEPHONE TELEPHONE TELEPHONE 40.63 65.02 Check Total: 243.80 00050455 MW TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION -- Check Total: DISTRICT COMPUTER SUPPLIES DISTRICT COMPUTER SUPPLIES Check Total: LABORATORY SUPPLIES LABORATORY SUPPLIES Check Total: REPLACE TRCK 58 -HYDRO Check Total: PUMP STATIONS TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE_ - - TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE Check Total: Check Total: INANCE CONTRACTUAL SERVICES Check Total: NEVADA EQUIPMENT & RECREATION 10 -28 -8228 ALPINE COUNTY BRUSH MOWER FOR TRACTOR 43.36 28.91 _..._ _. 72.27 00050456 MW 523.78 349.19 872.97 00050457 MW 192.00 128.00 320.00 00050458 MW 635.15 635. 15 00050459 MW 1, 664.89 1,664.89 00050460 MW 12.84 8.56 98.16 472_.19 15.45 32.18 B.99 5.99 312.17 208.12 10.91 - - 7.27 6.19 4. 13 2.57 2.57 3.19. 3.19 12.06 3.08 2.06 1,231.87 00050461 MW 1,038.32 1,038.32 00050462 MW 4,021.88 South Tahoe P . U . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002- 07/03/2002 Page 7 FRI,.. JUN 28,. 2002, - -. 11:54. AM -- req:-_.DOUGLAS - -- leg:- .GL- JL - -loc: ONSITE - -- -job: - 251305 #J3526-- -prog: CK509 01:07) -- report id: CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: MW, HW, RV, VH Vendor Name Account Department Description Amount Check # Type NEW HORIZONS NIMBUS ENGINEERS INC NOLAN, LYNN. NUROCK, DOUG 10 -37 -6200 INFORMATION SYSTEMS 20 -37 -6200 INFORMATION SYSTEMS 20 -29 -8264. ENGINEERING 10 -39 -4405 FINANCE -- - 10 -28 -8285 ALPINE COUNTY 90 -98 -8829 EXPORT PIPELINE GRANT 10 -06 -6250 OPERATIONS OFFICE DEPOT BUSINESS SERV DIV 10 -39 -4820 20 -39 -4820 10 -00 -0428 10 -28 -4820 10 -37 -4820 20 -37 -4820 10 -37 -4840 - -. 20 -37 -4840 20 -29 -8157 20 -03 -4820 10 -21 -4820 20 -21 -4820 P K SAFETY SUPPLY PACIFIC DELL PACIFIC BELL /WORLDCOM FINANCE FINANCE GENERAL & ADMINISTRATION ALPINE COUNTY INFORMATION SYSTEMS INFORMATION SYSTEMS INFORMATION SYSTEMS INFORMATION SYSTEMS ENGINEERING ELECTRICAL SHOP ADMINISTRATION ADMINISTRATION 10 -02 -6075 PUMPS 20 -02 -6075 PUMPS 10 -00 -6320 20 -00 -6320. 10 -00 -6310 10 -06 -6310 10 -07- 6310.- 20 -07 -6310 10 -01 -6310 20 -01 -6310 20 -02 -6310 10 -02 -6310 10 -05 -6310 20 -05 -6310 GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION OPERATIONS LABORATORY LABORATORY UNDERGROUND REPAIR UNDERGROUND REPAIR PUMPS PUMPS EQUIPMENT REPAIR EQUIPMENT REPAIR Check Total: TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION Check Total: WELL,GLENWOOD REDRILL Check Total: CONTRACTUAL SERVICES -. ALPINE CNTY MASTER PLAN DLINE PHASE II DIP TO END Check Total: DUES /MEMBERSHIPS /CERTIFICATI Check Total: OFFICE SUPPLIES OFFICE SUPPLIES OFFICE SUPPLIES INVENTORY OFFICE SUPPLIES OFFICE SUPPLIES OFFICE SUPPLIES DISTRICT COMPUTER SUPPLIES DISTRICT COMPUTER SUPPLIES TANK, GARDNER MTN #1, REPLAC OFFICE SUPPLIES OFFICE SUPPLIES OFFICE SUPPLIES Check Total: SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS Check Total: SIGNAL CHARGES SIGNAL CHARGES Check Total: TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE 4,021.88 00050463 MW 1,095.00 730.00 1,825.00 00050464 MW 11,628.25 11,620.25 00050465 MW 480.00 435.00 180.00 1,095.00 00050466 MW 71.00 71.00 00050467 MW 86.47 57.67 2,187.76 156.46 89.53 59.68 17.75 11.84 470.02 62.18 56.63 37.75 3,293.74 00050469 MW 478.35 478.36 956.71 00050471 MW 247.99 31.91 279.90 00050473 MW - 162.12 22.76 10.12_..... b.74 8.69 - 8.69 18.72 48.67 - -7.52 7.52 South Tahoe P.U.D. 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002 - 07/03/2002 Page 8 FRI, JUN 28, 2002, 11:54 AM - -req: DOUGLAS -- -leg: -GL JL - -loco ONSITE-- - -joh: 251305 #J3526-- -prog: CK509 01.07 > -- report id: CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: MW,HW,RV,VH Vendor Name Account # Department Description Amount Check # Type PARSONS HBA PEGASUS SATELLITE TV INC. PIONEER AMERICAS INC POWERS, PHYLLIS KUNIBE. R SUPPLY RADIO SHACK RASMUSSEN, SUSAN RENO GAZETTE - JOURNAL SANI -HUT CO INC SCOTT SPECIALTY GASES SHERWIN - WILLIAMS 10 -21 -6310 20 -21 -6310 10 -22 -6310 20 -22 -6310 10 -39 --6310 20 -39 -6310 10 -37 -6310 20 -37 -6310 90 -98 -8828 10 -29 -8130 10 -27 -4830 20 -27 -4830 10 -06- -4750 ADMINISTRATION -- - ADMINISTRATION HUMAN RESOURCES HUMAN RESOURCES DIRECTOR FINANCE FINANCE INFORMATION SYSTEMS INFORMATION SYSTEMS EXPORT PIPELINE GRANT ENGINEERING DISTRICT INFORMATION DISTRICT INFORMATION OPERATIONS 10 -21 -6621 ADMINISTRATION 20 -21 -6621 ADMINISTRATION 20 -01 -8266 UNDERGROUND REPAIR 10 -03 -607 ELECTRICAL SHOP 10 -39 -6200 FINANCE 20 -39 -6200 FINANCE 10 -29 -8235 20 -29 -8290 10 -06 -8112 ENGINEERING ENGINEERING OPERATIONS 10 -04 -6012 HEAVY MAINTENANCE TELEPHONES TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE TELEPHONE Check Total: BLINE PHS III LPPS- CAMPGROUN ADMIN MSTR PLAN,ROAD /HDORTRS Check Total: SUBSCRIPTIONS EXPENSE SUBSCRIPTIONS EXPENSE Check Total: CHLORINE Check Total: INCENTIVE & RECOGNITION PRGR INCENTIVE & RECOGNITION PRGR Check Total: WTRLN, CARSON (IN HOUSE) Check Total: SHOP SUPPLIES Check Total: TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION -- Check Total:- SLUDGE HANDLING FACILITY - - - Check Total: TREATMENT, ARROWHEAD WL #3 - - - -- - Check Total: CONTINUOUS EMISSIONS MNTRNG - - - -- -Check Total: MOBILE EQUIPMENT 9.97 6.65 11.56 7.70 9.98 6.65 125.73 - -- - 83.82 00050472 MW 19, 987.54 6,749.89 26,737.43 00050475 MW 16.79 11.20 227.99 00050476 MW 4,812.20 4,812.20 00050477 MW 90.00 60.00 150.00 00050478 MW 89.82 89.82 00050479 MW 4.27 4.27 00050480 MW 27.59 18.40 45.99 00050481- MW 151.04 151.04 00050482 MW 104.98 104.98 - 00050483 -- MW - 69.82 69.82- 00050484 MW 52.95 Check Total: - -.- 52.95 00050485 MW South Tahoe P.V.D. 06/28/02 P A Y M E N T OF C L A I M S R E P O R T 06/21/2002- 07/03/2002 Page 9 FRI, JUN. 28, 2002, 11:54 AM - -req: DOUGLAS -- -leg: GL JL- -loc:- ONSITE - - -- job: - 251305 #J3526-- -prog: CK509 C1.07> -- report id: CKRECSPC Selection: Check Stock ID: AP ; Check Types: MW ,HW, RV, VH Vendor Name Account# Department Description Amount Check # Type SIERRA ENVIRONMENTAL -.. 20-07-6110 LABORATORY SIERRA NEVADA MEDICAL IMAGING 10-01-6075 UNDERGROUND REPAIR SIERRA PACIFIC POWER 10 -00 -6740 GENERAL & ADMINISTRATION 10 -00 -6330 GENERAL & ADMINISTRATION 20 -00 -6330 GENERAL & ADMINISTRATION SIERRA SERVICES 10 -04 -6071 HEAVY MAINTENANCE SIERRA TAHOE READY MIX 10 -04 -6042 HEAVY MAINTENANCE SIMPSON, BILL 10 -22 -4820 HUMAN RESOURCES 20 -22 -4820 HUMAN RESOURCES DIRECTOR SOUTH LAKE TAHOE LODGING 10 -21 -6250 ADMINISTRATION 20 -21 -6250 ADMINISTRATION SOUTH LAKE TAHOE, CITY OF SOUTH SHORE MOTORS SPECIAL T FIRE EQUIP INC SPEED PHOTO STANLEY, CHRIS SUB STATION DELI 10 -29 -8130 10 -05 -6011 10 -06 -6075 20 -29 -4820 10 -01 -6052 10 -27 -4820. 20 -27 -4820 20 -29 -8273 ENGINEERING EQUIPMENT REPAIR OPERATIONS ENGINEERING UNDERGROUND REPAIR DISTRICT. INFORMATION DISTRICT INFORMATION ENGINEERING 10 -21 -6621 ADMINISTRATION 20 -21 -6621 ADMINISTRATION 10 -21 -6200. ADMINISTRATION -. 20 -21 -6200 ADMINISTRATION 90 -98 -8828 EXPORT PIPELINE GRANT MONITORING Check Total: SAFETY EQUIPMENT /PHYSICALS Check Total: STREET LIGHTING - EXPENSE ELECTRICITY ELECTRICITY SHOP SUPPLIES Check Total: Check Total: GROUNDS & MAINTENANCE -_ -- - Check Total: OFFICE SUPPLIES OFFICE SUPPLIES Check Total: DUES /MEMDERSHIPS /CERTIFICATI DUES /MEMBERSHIPS /CERTIFICATI Check Total: ADMIN MSTR PLAN, ROAD /HDGRTRS Check Total: AUTOMOTIVE Check Total: SAFETY EQUIPMENT /PHYSICALS Check Total: OFFICE SUPPLIES PIPE, COVERS, & MANHOLES OFFICE SUPPLIES -- OFFICE SUPPLIES WATERLINE, LONGS -- -- - -- Check Total: INCENTIVE & RECOGNITION PRGR INCENTIVE & RECOGNITION -PRGR Check Total: TRAVEL /MEETINGS /EDUCATION - - TRAVEL /MEETINGS /EDUCATION BLINE PHS III LPPS- CAMPGROUN - -- - -- Check Total; - - - 210.00 210.00 00050486 MW 51.00 51.00 00050487 MW .......5.46 38, 552.08 19,789.17 58,346.71 00050488 MW 313.13 313.13 00050489 MW 724.47 724.47 00050490 MW 54.00 36.00 90.00 00044932 HW 30.00 20.00 50.00 00050491 MW - 200.00 - 200.00 00048739 RV 81.56- . -.. -_. 81.56 00050492 MW 2,642 10 _. 2,642.10 00050493 MW 1.44 10.06 5.98 3.98 23.75 45.21 00050494 MW 60.00 _. 40.00.. - - - 100.00 00044934 HW 22.76 -.._ _.. _... _. 15.17 24.80 62.73 00050495 MW South Tahoe P . U . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002 - 07/03/2002 Page 10 FRI, JUN 28, 2002, 11:54 AM.. - -req: DOUGLAS - -- leg:- .GL- JL - -loc: ONSITE - -- -job: 251305 #J3526-- -prog: CK509 {1.077 -- report id: CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: MW, HW,RV,VH Vendor Name Account # Department Description Amount Check # Type SUBSTITUTE PERSONNEL & SUNGARD BI -TECH INC. SUTER ASSOCIATES, LYNN M. SWAIN, CAROL T C M DIGITAL SOLUTIONS T R P A TAHOE BLUEPRINT TAHOE CARSON AREA NEWS TAHOE FENCE CO INC TAHOE MOUNTAIN NEWS TAHOE OFFSET PRINTING INC 20 -01 -4405 10 -07 -4405 20 -07 -4405 10 -37 -6030 20 -37 -6030. 10 -27 -4405 20 -27 -4405 10 -37 -6200 20 -37 -6200 UNDERGROUND REPAIR LABORATORY LABORATORY INFORMATION SYSTEMS INFORMATION SYSTEMS DISTRICT INFORMATION DISTRICT INFORMATION INFORMATION SYSTEMS INFORMATION SYSTEMS 10 -21 -6030 ADMINISTRATION 20 -21 -6030 ADMINISTRATION ENGINEERING.. - .20 -29- 8157.. ENGINEERING_... 10 -39 -4930 20 -39 -4930 10 -29 -8235 10 -22 -4930. 20 -22 -4930 FINANCE.._ -.... FINANCE ENGINEERING HUMAN.RESOURCES _- HUMAN RESOURCES DIRECTOR 20 -29 -8264 ENG NEERING 20 -27 -6660 DISTRICT 10 -39 -4820 FINANCE 20 -39 -4820 FINANCE TAHOE VALLEY ELECTRIC SUPPLY 20 -03 -6051 20 -03 -6050 20 -01 -8266 TEJON CONSTRUCTORS INC 10 -01 -6055 NFORMATION ELECTRICAL SHOP ELECTRICAL SHOP _. UNDERGROUND REPAIR UNDERGROUND REPAIR CONTRACTUAL SERVICES CONTRACTUAL SERVICES CONTRACTUAL SERVICES - - Check Total: SERVICE CONTRACTS SERVICE CONTRACTS -- - Check Total: CONTRACTUAL SERVICES CONTRACTUAL SERVICES Check Total: TRAVEL /MEETINGS /EDUCATION TRAVEL /MEETINGS /EDUCATION - Check Total: SERVICE CONTRACTS SERVICE CONTRACTS Check Total: ADMIN MSTR PLAN,ROAD /HDORTRS Check Total: TANK, GARDNER MTN #1, REPLAC Check Total: ADS /LEGAL NOTICES ADS /LEGAL NOTICES SLUDGE HANDLING FACILITY ADS /LEGAL NOTICES ADS /LEGAL NOTICES Check Total: WELL, GLEN WOOD REDRILL Check Total: WATER CONSERVATION EXPENSE Check Total: OFFICE SUPPLIES OFFICE SUPPLIES - - - -- - - - - -- Check - Total: - PUMP STATIONS WELLS WTRLN, CARSON (IN HOUSE) Check Total: INFILTRATION & INFLOW 2,848.00 95.82 63.88 3,007.70 00050496 MW 1,092.94 - 728.62 1,821.56 00050497 MW 1,400.00 933.33 2,333.33 00050498 MW 102.00 68.00 170.00 00050499 MW 57.15 35.03 92.18 00050500 MW 3,300 00 3,300.00 00044933 HW 140.77 - 140.77 00050501 MW 241.00 423.80 108.24 314.42 209.62 1,297.08 00050502 MW 300.00 300.00 00050503 MW 225.00 225.00 00050504 MW 9.33 6.22 15.55 -- 00050505 MW -- 223.46 21.58._... 429.00 674.04 00050506 MW 34,850.00 South Tahoe P.U.D. 06/28/02 P A Y M E N T OF C L A I M S R E P O R T 06/21/2002- 07/03/2002 Page 11 FRL JUN 28, 2002, 11:54 AM--- req:_ DOUGLAS -- -leg: GL- JL-- 1oc:- ONSITE - -- -jab: 251305 #J3526-- -prog: CK509 <1.07 > -- report id: CKRECSPC Default Selection: Check Stock ID: AP ; Check Types: MW,HW,RV,VH Vendor Name Account # Department Description Amount Check # Type TOPLINE SUPPLY 20 -29 -8290 ENGINEERING TRUCK PARTS & EQUIPMENT CO 10 -05 -6011 EQUIPMENT REPAIR -_... -. 20 -05 -6011 EQUIPMENT REPAIR TURNER & ASSOCIATES.. INC • S BLUE BOOK U 8 POSTAGE METER CENTER. ULTRA LINK CABLING SYSTEMS UNITED PARCEL SERVICE UNITED RENTALS ✓ W R WALL STREET JOURNAL, THE -WALLACE. & TIERNAN.DIV INC. WALLACE, P DUANE 20 -01 -8266 10 -04 -6071 10 -38 -4820 20 -38 -4820 10 -00 -5010 20 -00 -5010 10 -00 -4810 20-00-4810 UNDERGROUND REPAIR -. - - HEAVY - MAINTENANCE CUSTOMER SERVICE CUSTOMER SERVICE GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION GENERAL & ADMINISTRATION 10- 03- 6041.. ELECTRICAL SHOP 20 -01 -8266 UNDERGROUND REPAIR 10 -04 -6041 HEAVY MAINTENANCE _.. 10 -29 -8235. ENGINEERING - - -- 20 -07 -8294 LABORATORY 10 -07 -4760 LABORATORY 20 -07 -4760 LABORATORY 10 -39 -4830 FINANCE 20 -39 -4830. FINANCE 10 -07 -6025- .LABORATORY 20 -07 -6025 LABORATORY 20 -19 -6200 BOARD OF DIRECTORS WATER ENVIRONMENT FEDERATION 10 -01 -6250 UNDERGROUND REPAIR Check Total: TREATMENT, ARROWHEAD WL #3 Check Total: AUTOMOTIVE AUTOMOTIVE Check Total: WTRLN, CARSON (IN HOUSE) Check Total: SHOP SUPPLIES Check Total: OFFICE SUPPLIES OFFICE SUPPLIES Check Total: LAND AND BUILDINGS LAND AND BUILDINGS - - - - Check Total: POSTAGE EXPENSES POSTAGE EXPENSES - - Check Total: BUILDINGS WTRLN, CARSON (IN HOUSE) BUILDINGS SLUDGE HANDLING- FACILITY - - - -- Check Total: METER, FLOW CELL GWMP -- LABORATORY SUPPLIES LABORATORY SUPPLIES -- - - -- Check Total: SUBSCRIPTIONS EXPENSE SUBSCRIPTIONS EXPENSE - -- Check Total: LABORATORY EQUIPMENT - - - - -- LABORATORY EQUIPMENT Check Total: TRAVEL /MEETINGS /EDUCATION Check Total: DUES /MEMBERSHIPS /CERTIFICATI 34,850.00 00050507 MW 16,631.85 16,631.85 00050505 MW 19.63 19.64 00050509 MW 970.00 — -- - 970.00 00050510 MW 45.23 45.23 00050511 MW 275.85 183.93 459.78 00050513 MW 1,246.62 831.08 21077.70 00050514 MW 300.00 200.00 500.00 00050515 MW 121.77 547.95 _- 226.13 1,017.62 00050516 MW 2,814.08 - - - - 1,774.11 1,133 14 5,721.33 00050518 MW 125.48 83.66 209.14 00050519 MW 83.33 55.55 138.88 00050512 MW 48.18 48.18 00050520 MW 148.00 South Tahoe P . U . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002 - 07/03/2002 FRI,. -JUN 28, 2002, -11:54 AM - - req:.. DOUGLAS - -- leg: -GL JL - -loc: ONSITE - - -- job: - 251305 #J3526- -prop: CK509 01.07)- -repor Default Selection: Check Stock ID: AP ; Check Types: MW,HW,RV,VH Vendor Name Account # Department Description Page 12 id:- CKRECSPC Amount Check # Type WECO INDUSTRIES INC WEDCO INC WEST COAST ANALYTICAL.. _... WEST VALLEY CONSTRUCTION INC WESTERN NEVADA SUPPLY WHITE CAP ZEE MEDICAL SERVICE ZIM INDUSTRIES INC ZYMAX ENVI ROTECHNOLOGY 10 -07 -6250 LABORATORY 20 -07 -6250 LABORATORY 10 -01 -6052 UNDERGROUND REPA 10 -03 -6041 ELECTRICAL SHOP 10 -03 -6073 ELECTRICAL SHOP 20 -03 -6071 ELECTRICAL SHOP 20 -29 -8290 ENGINEERING 20 -07 -6110 LABORATORY R 20 -29 -8273 ENGINEERING 20 -00 -2605 GENERAL °< ADMINISTRATION 20 -38 -6045 10 -01 -6052. 20 -01 -6052 20 -01 -6073 10 -28 -6042 10 -02 -6051 20 -29 -8290 CUSTOMER SERVICE UNDERGROUND REPAIR UNDERGROUND REPAIR UNDERGROUND REPAIR ALPINE - COUNTY_ _.. PUMPS ENGINEERING 10 -04 -6042 HEAVY MAINTENANCE 10 -05 -6075 20 -05 -6075. 10 -01 -6075 20 -01 -6075 10- 03- 6075.. 20 -03 -6075 10 -29 -6075 20 -29 -6075 10 -06 -6075 EQUIPMENT REPAIR EQUIPMENT REPAIR.. -. -. UNDERGROUND REPAIR UNDERGROUND REPAIR ELECTRICAL SHOP ELECTRICAL SHOP ENGINEERING ENGINEERING- . -. - -_ - -. OPERATIONS 20 -00 -2605 GENERAL & ADMINISTRATION 20 -29 -8264 ENGINEERING 10 -07 -6110 LABORATORY 20 -07 -6110 LABORATORY DUES /MEMBERSHIPS /CERTIFICATI DUES /MEMBERSHIPS /CERTIFICATI Check Total: PIP COVERS, & MANHOLES Check Total: BUILDINGS SMALL TOOLS SHOP SUPPLIES -- - - - Check Total: TREATMENT, ARROWHEAD WL #3 MONITORING Check Total: WATERLINE, LONGS ACCRD CONST RETNGE - - -- Check Total: WATER METERS PIPE, COVERS, & MANHOLES PIPE, COVERS, & MANHOLES SMALL TOOLS GROUNDS & MAINTENANCE- PUMP STATIONS TREATMENT, ARROWHEAD WL #3 Check Total: GROUNDS & MAINTENANCE -- - - - - - -- -Check Total: SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY- EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS SAFETY EQUIPMENT /PHYSICALS Check Total: ACCRD CONST RETNGE WELL GLENWOOD REDRILL - -- - - CheckTotal: - MONITORING MONITORING Check Total: 45.00 -- 30.00 223.00 00050521 MW 577.94 577.94 00050522 MW- 620.89 136.25 357.98 1,115.12 00050523 MW 2,515.00 - - -- 2,760.00 5,275.00 00050524 MW 309,034.20 - 30,903.42 278,130.78 00050525 MW 4,633.20 34.46 -. - - 6, 041.86 325.01 158.79 - - 180.15 0.99 11,374.46 00050526 MW 143.77 - 143.77 00050527 MW -- 7.24 7.24 27.62 27.61 509 5.08 13.22 8.61. -. -_.. 121.33 223.24 00050528 MW - 5,984.60 59,846.00 53,861.40 -- 00050529 -MW 8,101.60 5,033.50 13,135.10 00050530 MW South Tahoe P . U . D . 06/28/02 P A Y M E N T O F C L A I M S R E P O R T 06/21/2002- 07/03/2002 Page 13 FRI, JUN 28, .2002,. 11:54 AM.- . -req:. DOUGLAS -- -leg:. _. GL. JL- -loc. ONSITE - -- -job: 251305 #.13526--- prog;- CK509- C1.07> -- report id:- CKRECSPC - -- Default Selection: Check Stock ID: AP Check Types: MW,HW,RV,VH Vendor Name Account it Department Description Amount Check * Type Grand Total: - - 865,681.21 SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM TO: BOARD OF DIRECTORS FR: Robert Baer, General Manager RE: BOARD MEETING July 3, 2002 AGENDA ITEM: ]_4. a ACTION ITEM NO: CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: CONFERENCE WITH LABOR NEGOTIATORS REQUESTED BOARD ACTION: Direct negotiators. DISCUSSION: Pursuant to Section 54957.6(a) of the California Government Code, Closed Session may be held for the purpose of directing the negotiatinq team. Agency Neqotiators: Robert Baer/General Manager, Management Committee Employee Organization: International Union of Operating Engineers, Stationary Local 39 SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: ATTACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTED.~ION: GENERAL MANAGER: YES/,z~=~=d~ NO_ CHIEF FINANCIAL OFFICER: YE~JY~.~Fo.~-~-.-~-~,~O CATEGORY: GENERAL X WATER SEWER SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM TO: BOARD OF DIRECTORS FR: Debbie Henderson, Accounting Manager RE: BOARD MEETING July 30, 2002 AGENDA ITEM: 14.b ACTION ITEM NO: CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: CONFERENCE WITH LEGAL COUNSEL- EXISTING LITIGATION: STPUD vs. JOHN BREESE MUMFORD, ET. AL EL DORADO COUNTY SUPERIOR COURT CASE NO. SC20020030 REQUESTED BOARD ACTION: Direct staff DISCUSSION: Pursuant to Government Code Section 54956.9(a), Closed Session may be held for conference with le.qal counsel re.qardin.q existinq liti,qation. SCHEDULE: COSTS: BUDGETED AMOUNTREMAINING: ATTACHMENTS: ACCOUNTNO: CONCURRENCE WITH REQUESTED A_~TION: GENERAL MANAGER: YEs~ NO. CHIEF FINANCIAL OFFICER: yE~"¥~.~.~.~.~NO CATEGORY: GENERAL WATER SEWER X SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM TO: BOARD OF DIRECTORS FR: Robert Baer, General Manager RE: BOARD MEETING Ju~y 3, 2002 AGENDA ITEM: 14 ~ ACTION ITEM NO: CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: CONFERENCE WITH LEGAL COUNSEL- EXISTING LITIGATION: F. HEISE LAND & LIVESTOCK vs. STPUD and DOES 1 THROUGH 10; INCLUSIVE; ALPINE COUNTY SUPERIOR COURT CASE NO. C18644 REQUESTED BOARD ACTION: Direct staff DISCUSSION: Pursuant to Government Code Section 54956.9(a), Closed Session may be held for conference with leqal counsel regarding existing litigation. SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: ATTACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTE.D~C~TION: GE.ERALMANAGER: NO CHIEF FINANCIAL OFFICER: CATEGORY: GENERAL WATER SEWER X TO: FR: RE: ACTION ITEM NO: SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Robed Baer, General Manaqer BOARD MEETING July 3, 2002 AGENDA ITEM: ~_,~. d CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION: F. HEISE LAND & LIVESTOCK vs. STPUD and DOES 1 THROUGH 10; INCLUSIVE; ALPINE COUNTY SUPERIOR COURT CASE NO. C18733 REQUESTED BOARD ACTION: Direct staff DISCUSSION: Pursuant to Government Code Section 54956.9(a), Closed Session may be held for conference with legal counsel reqarding existinq litigation. SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: ATTACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: Y E S/~::~,~_ NO. CHIEF FINANCIAL OFFICER: CATEGORY: GENERAL WATER SEWER X TO: FR: RE: ACTION ITEM NO: SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Robert Baer/General Manager, Gary Kvistad/District General Counsel BOARD MEETING ITEM-PROJECT NAME: July 3, 2002 AGENDA ITEM: ~_z~. e CONSENT CALENDAR ITEM NO: CONFERENCE WITH LEGAL COUNSEL- EXISTING LITIGATION: STPUD VS. F. HEISE LAND & LIVESTOCK COMPANY, INC., WILLIAM WEAVER, EDDIE R. SYNDER, CROCKETT ENTERPRISES, INC. CIV S-02-0238 MLS JFM UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF CALIFORNIA, SACRAMENTO, CA REQUESTED BOARD ACTION: Direct staff DISCUSSION: Pursuant to Government Code Section 54956.9(a), Closed Session may be held for conference with leqal counsel regarding existing litiqation. SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: A'I-I'ACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTED ACTION: MANAGER: Y ES_~¢;~ NO GENERAL CHIEF FINANCIAL OFFICER: YES NO CATEGORY: GENERAL WATER SEWER X TO: FR: RE: ACTION ITEM NO: SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Robed Baer, General Manager BOARD MEETING July 3, 2002 AGENDA ITEM: CONSENT CALENDAR ITEM NO: 14 .f ITEM-PROJECT NAME: CONFERENCE WITH LEGAL COUNSEL- EXISTING LITIGATION: STPUD VS. ARCO, ET AL, SAN FRANCISCO COUNTY SUPERIOR COURT CASE NO. 999128 REQUESTED BOARD ACTION: Direct staff DISCUSSION: Pursuant to Government Code Section 54956.9(a), Closed Session may be held for conference with legal counsel regarding existing litigation. SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: ATFACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTED ~ION: GENERAL MANAGER: YES~ NO. CHIEF FINANCIAL OFFICER: YESJ~'~ ~0 CATEGORY: GENERAL WATER X SEWER SOUTH TAHOE PUBLIC UTILITY DISTRICT ADDENDUM TO BOARD AGENDA TO: BOARD OF DIRECTORS FR: Robert Baer, General Manager RE: BOARD MEETING July 3, 2002 AGENDA ITEM: ACTION ITEM NO: CONSENT CALENDAR ITEM NO: ITEM-PROJECT NAME: CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION RE: MEYERS LANDFILL SITE: UNITED STATES OF AMERICA V. EL DORADO COUNTY AND CITY OF SOUTH LAKE TAHOE AND THIRD PARTY DEFENDANTS, CIVIL ACTION NO. S-01- 1520 LKK GGH, UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF CALIFORNIA REQUESTED BOARD ACTION: Direct staff DISCUSSION: Pursuant to Government Code Section 54956.9(a), Closed Session may be held for conference with leqal counsel reqarding existinq litiqation. SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: ATTACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTED ACTION: GENERAL MANAGER: YES~ NO CHIEF FINANCIAL OFFICER: YE~¥V~..,~....,..I~LO CATEGORY: GENERAL X WATER SEWER TO: FR: RE: ACTION ITEM NO: ITEM-PROJECT NAME: SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Robert Baer, General Manager BOARD MEETING July 3, 2002 AGENDA ITEM: CONSENT CALENDAR ITEM NO: 14 .h CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION: STPUD VS. LAKESIDE PARK ASSOCIATION, SUPERIOR COURT CASE NO. SC20010165 REQUESTED BOARD ACTION: Direct staff DISCUSSION: Pursuant to Government Code Section 54956.9(a), Closed Session may be held for conference with legal counsel reqarding existinq litigation. SCHEDULE: COSTS: BUDGETED AMOUNT REMAINING: ATTACHMENTS: ACCOUNT NO: CONCURRENCE WITH REQUESTED,.~C_TION: GENERAL MANAGER: YE~ NO. CHIEF FINANCIAL OFFICER: CATEGORY: GENERAL WATER X SEWER ITEMS CONSENT CALENDAR JULY 3, 2002 REQUESTED ACTION Glenwood Well Replacement Project (Nick Zaninovich) Liability Claim Received from Mr. Rey Espiritu, APN 25-232-07-005-01 Export B-Line: Phase 3 (Richard Solbrig) Special Board Meeting Minutes: June 14, 2002 (Kathy Sharp) Approve Proposal from Western Botanical Services, Inc. for Revegetation for the Glenwood Well in the Amount of $2,650 Reject Claim in the Amount of $80 Approve Task Order No. 53B to Carollo Engineers in the Amount of $9,430 Approve Minutes Sou{h Tahoe Publ~ Utility District · 1275 Meadow Crest Drive, South Lake Tahoe, CA 96150 · Phone 530/544-6474 · Facsimile 530/541-0614 SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM TO: BOARD OF DIRECTORS FR: Nick Zaninovich, Senior Engineer RE: BOARD MEETING July 3, 2002 AGENDA ITEM: ACTION ITEM NO: CONSENT CALENDAR ITEM NO: ~. ITEM-PROJECT NAME: GLENWOOD WELL REPLACEMENT PROJECT REQUESTED BOARD ACTION: Approve proposal from Western Botanical Services, Inc. for revegetation for the Glenwood Well in the amount of $2,650 DISCUSSION: Staff requests that the Board approve the attached proposal for revegetati0n plans and specifications for the well spray irrigation field. SCHEDULE: Begin construction in Fall 2002 COSTS: $2,650 ACCOUNT NO: 2029-8264/GLWOOD BUDGETED AMOUNT REMAINING: <$67,281 > ATrACHMENTS: Western Botanical Services, Inc., proposal, Budget Analysis CONCURRENCE WITH REQUESTED A/~TION: CATEGORY: /,~ GENERAL MANAGER: YES_.~Z~[z~_~ NO CHIEF FINANCIAL OFFICER: YESI~'-'~-~_. NO X GENERAL WATER SEWER WESTERN BOTANICAl SERVICES~ INC. TASK ORDER NO. 9 CONSULTING SERVICES This Agreement is made and entered into as of the 3rd day of July, 2002 by and between South Tahoe Public Utility District, hereinafter referred to as "DISTRICT" and Western Botanical Services, Inc hereinafter referred to as "CONSULTANT". In consideration of the mutual promises, covenants, and conditions as addressed in the Master Agreement dated June 3, 1993 and as specifically hereinafter set forth, the parties do hereby agree as follows: I. PURPOSE The purpose of this Task Order is to provide revegetation specifications for the Glenwood Replacement Well Spray Irrigation Field project. SCOPE OF WORK A complete description of the items of work are outlined in the Consultant's letter dated June 14, 2002 and the attached Proposed Scope of Work and Fee Estimate, and become a part of this Task Order by reference herein. 3. STAFFING Staffing will be under the direction of Julie Etra. CONSULTANT shall not change staffing without approval by DISTRICT. Any changes shall provide for equivalent qualifications as far as possible and practical TIME OF PERFORMANCF All services for this Task Order will be completed within the current construction season with final inspection to be performed by the Fall of 2002. PAYMENT Payment to CONSULTANT for services performed under this Task Order shall be in accordance with CONSULTANT's fee schedule for the person assigned to the project task. The cost ceiling for this Task Order is Two Thousand Six Hundred Fifty Dollars and Zero Cents ($2,650.00) and shall not be exceeded except as provided in Article IV of the Master Agreement. 6. LABOR CODE REOUIREMENTS All State of California prevailing wage laws must be complied with in the performance of work related to this Task Order. These include, but are not limited to, I_abor Code Sections 1720 through 1860. 7. EFFECTIVE DATE This Task Order No. 9 will become effective upon execution by both parties and shall serve as a Notice to Proceed upon execution by District. IN WITNESS WHEREOF, this Agreement is executed by the General Manager and Clerk of the Board of the South Tahoe Public Utility District, and CONSULTANT has caused this Agreement to be executed the day and year first above written. ROBERT G. BAER, GENERAL MANAGER SOUTH TAHOE PUBLIC UTILITY DISTRICT July 3, 2002 Board Approval Date ATTEST: KATHY SHARP, CLERK OF BOARD SOUTH TAHOE PUBLIC UTILITY DISTRICT WESTERN BOTANICAL SERVICE, INC. By: Julie Etra, Restoration Specialist Jun _ _~.~ WESTEDN BOTANICAL SEDVICES, INC. June 14, 2002 Jim Hoggatt South Tahoe Public UtiIity District 1275 Meadow Crest Drive South Lake Tahoe, CA 96151 Dear Jim: Western Botanical Services Inc. is pleased to submit the following proposal to provide revegetation specifications for the Glenwood Replacement Well Spray Irrigation Field. As part of the revegemtion treatments, I will locate containerizeti plantings on a plan sheet provided to my office, for CAD or other electronic entry by STPUD. I have included construction inspections as pad of this Scope. Please call if you have any questions. As always, I look forward to working with you on this project. pecialist Attachment 5859 kit. Rose Highway · Reno, NV 89511 · Phone:775.849.32~.3 · Fax: 775.849.3303 Jun 14 02 02:20p 5ulie Etmm 775.848.3303 PROPOSED SCOPE OF WORK AND FEE ESTIMATE GLENWOOD REPLACEMENT WELL SPRAY IRRIGATION FIELD A. PRELIMINARY PHASE Initial field investigation B. DESIGN PHASE Develop plant palette Develop site plan for plantings Develop specifications for site treatments (50%, 100%) C. Construction Management Review cf submittals Site visits dudng construction (2), memo Follow-up site visits post-construction (2), memo SUBTOTAL CONSULTING EXPENSES $ 150,00 $1,000.00 $1,500 00 $2,650.00 $ 0.00 SUBTOTALEXPENSES $ 00.00 TOTAL $2,650.00' 'This quote fs valid for net 30 days All plans and specifications are proprietary and site specific. They may not be used on other projects w~thout written permission from WBS and proper compensation, Prior to public or pdvate bid, WBS requires review of said plans and specifications 5859 Nit. Ri~seI-Iighway · Reno, NV89511 · Phone: 775.8493223 · Fax: 775.849.3303 RMc 27-Jun-02 GLENWOOD WELL Account: 2029-8264 BUDGET REMAINING ANALYSIS: 02/03 All Years Spent to date 0 84,323 Outstanding Purchase Orders- Baker Manufacturing Co. 245 245 Haen Engineering 700 700 Nimbus Engineers Inc. 35,000 35,000 West Valley Construction Inc. 131,336 131,336 Total Encumbrance 167,281 167,281 Total Spent & Encumbered 167,281 251,604 Budget FY 2003 100,000 250,000 2003 Amount Exceeding Budget (67,281) (1,604) Rollover of 2002 Bud,get 65,677 n/a 2003 Amount Exceeding Budget & Rollover (1,604) (1,604) Note: Boards authorization for 2002 Budget rollovers will be brought to the Board in August. This allows time for all 2002 invoices to be paid. R:\Private\Rhonda\Budget~Agenda TO: FR: RE: ACTION ITEM NO: ITEM-PROJECT NAME: APN 25-232-07-005-1 SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Lisa Coyner, Customer Service Manager BOARD MEETING July 3, 2002 AGENDA ITEM: CONSENT CALENDAR ITEM NO: LIABILITY CLAIM RECEIVED FROM MR. RAY ESPIRITU, REQUESTED BOARD ACTION: Reiect claim in the amount of $80 DISCUSSION: Claimant submitted a claim for $80 as a result of District work beinq performed on his street. Staff does not believe the District has any culpability SCHEDULE: COSTS: $80 BUDGETED AMOUNT REMAINING: ATTACHMENTS: Correspondence, claim ACCOUNT NO: CONCURRENCE WITH REQUESTED ,~CTION: GENERAL MANAGER: YEST~__~ NO CHIEF FINANCIAL OFFICER: YESl~q4'~O CATEGORY: GENERAL WATER SEWER MEMORANDUM To: Lisa Coyner From: Chris Stanley C Date: June 6, 2000 Subject: 3457 Champlain On Thursday night, May 30, 2002, a water leak was called in and checked out by Simon Cuevas. It wasn't a large enough leak to be an emergency at that time, so Simon notified me first thing Friday morning. I went with a crew and headed out to repair the leak. Since the camel could not keep up with the amount of dirt and water in the hole, it was my call to shut the main line down. Af~er shutting down the main line, we repaired the leak. Please note that by shutting down the main we still maintained a pipe full of water, which means the pipe never drained completely. We turned the water back on slowly, thus eliminating a surge in the line. I don't believe the problem at 3457 Champlain was caused by the repair of this leak. South Tahoe Public Utility District June 18, 2002 1275 Meadow Crest Drive · South Lake Tahoe, · CA 96150-740 Phone 530 544-6474 · Fax 53Q 541-Q61, Mr. Rey U. Espiritu P. O. Box 4241 South Lake Tahoe, CA 96157 Re: 3457 Champlain Drive 25-232-07-005-01 Dear Mr. Espiritu: I am in receipt of your claim dated June 4, 2002 and received in our office on the same date for damages which you stated occurred as a result of District work being performed on Champlain Drive. I have discussed this claim at length with our Underground Repair-Water department and have researched the events that occurred on May 30, 2002. It is the determination of the District staff that the damages to your property were not in any way caused by District work to repair a ~vater leak. Although the main line was shut down for the repairs, the pipe never drained of water and still maintained pressure, thus not causing a~ny materials from entering the water system. Staff will recommend that the Board of Directors reject your claim at the July 3, 2002 Board meeting, City Council Chambers, 1900 Lake Tahoe Boulevard, 2:00pm. You are certainly welcome to attend and express your views directly to the Board at that time, or communicate with the Board in writing prior to the meeting. Please contact Ms. Kathy Sharp, Clerk of the Board, at 544-6474, extension 203, if you intend to appear. I am happy to discuss this further if you wish. Please call me any time at 544-6474, extension 221. Customer Service Manager CC: Chris Stanley, STPUD Mike Rondoni, STPUD Property rite Date South Tahoe ~Pu/b~4c(~}ft~District South Tahoe Public Utility District 1275 Meadow Crest Drive South Lake Tahoe, CA 96150 (530) 544~6474 (530) 541-0614 (fax) Name of Claimant Physical Address of Claimant p. rD Do× 4A41 Mailing Address of Claimant City and State Circle One: Tenant Telephone Number Other (Explain) When did damage or injury occur: (Give exact date and hour). = Where did damage or injury occur? How did damage or injury occur? Give full details; add supplemental sheets, if required. 4. What particular act or omission on the part of the District's officers or employees caused the injury or damage? ~.~0'~ ~/- /C-ltZ~.) ~-'~ ~J-~__ 5: What dama~le~or injuries do you claim resulted? ' -- -~ 6. Please indicate the dollar amount of all damages that you are claiming, (Include the estimated amount of any prospective injury or damage.) If this is a claim for indemnity, on what date were you served with underlying lawsuit? (Please attach proof of service.) Names and addresses of witnesses, doctors, and hospitals. Claimant ~i~n~ture Notice Section 72 of the Penal Code provides: Every person who, with intent to defraud, presents f~r allowance or for payment to any state board or officer, or to any county, city, of district board or officer, authorized to allow or pay the same if genuine, any false or fraudulent claim, bi[I account, voucher, or writing, is punishable either by imprisonment in the county ja~ for a period of not more than one year, by a fine of not exceeding one thousand deI[ars ($1,000). or by both such ~-~pfisonment and fine, or by imprisonment in the state prison, by a fine of not exceeding ten thousand ($10,000), or by both such imprisonment and fine. (Emphasis added) Section 911.2 of the Government code states that a claim relating to a cause of action for death or for injury to a person or to personal property or growing crops ehalJ be presented ... not later than six months after the accrual of the cause of action. A claim relating to any other cause of action shall be preser~ted ... not later than one year after the accrual of the cause of action. Section 911.4 provides that with respect to a claim not timely filed, a written application may be made to the public entity for leave to present this claim and that such application shall be presented within a reasonable time not to exceed one year after the accrual of the cause of action. The claim must be attached to the application. P:\CUST_SVC\Claim form.wpd TO: FR: RE: ACTION ITEM NO: ITEM-PROJECT NAME: REQUESTED BOARD ACTION: amount of $9,430 SOUTH TAHOE PUBLIC UTILITY DISTRICT BOARD AGENDA ITEM BOARD OF DIRECTORS Richard Solbrig, Assistant Manager/Engineer BOARD MEETING July 3, 2002 AGENDA ITEM: CONSENT CALENDAR ITEM NO: EXPORT B-LINE: PHASE 3 Approve Task Order No. 53B to Carollo Enqineers in the DISCUSSION: Additional services have been requested of Julie Etra of Western Botanical Services in order to answer various questions from the aqencies concerning the EIR/EIS adminis- trative draft document. Sensitive plant species, obnoxious weeds, and stream environment field surveys for all the routes have been requested, which were not in her oriqinal quote. SCHEDULE: Extra work to be done in June and July 2002 COSTS: $9,430 ACCOUNT NO: 9098~8828-BLNIII BUDGETED AMOUNT REMAINING: $1,808,230 A I ,ACHMENTS: Task Order No. 53B, correspondence from Carollo Engineers CONCURRENCE WITH REQUESTED ACTION: CATEGORY: GENERAL Y ES~f_~_ NO GENERAL MANAGER: CHIEF FINANCIAL OFFICER: YE~U2~._~O WATER SEWER X CAROLLO ENGINEERS, A PROFESSIONAL CORPORATION TASK ORDER NO. 53B ENGINEERING SERVICES This Agreement is made and entered into as of the 3rd day of July, 2002 by and between South Tahoe Public Utility District, hereinafter referred to as "DISTRICT" and Carollo Engineers, hereinafter referred to as "ENGINEER". In consideration of the mutual promises, covenants, and conditions as addressed in the Master Agreement dated April 21, 1988 and as specifically hereinafter set forth, the parties do hereby agree as follows: I. PURPOSE The purpose of this Amended Task Order is for additional revegetation subconsultant services for the B Line Phase 3 Replacement Project. 2. SCOPE OF WORK The amendment is made to allow ENGINEERS to gather additional field data to complete vegetation surveys in order to keep the project EIR/EIS on schedule. The specific scope of work for these Engineering services is contained in the ENGINEER's letter proposal of June 17, 2002 as outlined in the attached letter of June 14, 2002 by Western Botanical. This proposal becomes a part of this Task Order by reference herein. STAFFING Staffing will consist of Robert Gillette, Principal-in-Charge, Jack Burnam, Project Manager, and Julie Etra of Western Botanical Services as subconsultants. ENGINEER shall not change staffing without approval by DISTRICT. Any changes shall provide for equivalent qualifications as far as possible and practical. TIME OF PERFORMANCE Tasks will commence with approval of Board on July 3, 2002, and end with completion of the construction contract. PAYMENT Payment to ENGINEER for services performed under this Task Order shall be as provided in Article IV of the 4/21/88 Master Non-Grant Agreement and shall not exceed the amount of Nine Thousand, Four Hundred, Thirty Dollars ($9,430) unless the scope of work is changed and an increase is authorized by DISTRICT. 6. INSURANCE COVERAGE ENGINEER's Errors & Omissions coverage shall be $5,000,000 aggregate with a deductible of not more than $500,000 for the duration of this Task Order. 7. LABOR CODE REQUIREMENTS All State of California prevailing wage Paws must be complied with in the performance of work related to this Task Order. These include, but are not limited to, Labor Code Sections 1 720 through 1860. 8. EFFECTIVE DATE This Task Order No. 53B will become effective upon execution by both parties and shall serve as a Notice to Proceed upon execution by District. IN WITNESS WHEREOF, this Agreement is executed by the General Manager and Clerk of the Board of the South Tahoe Public Utility District, and ENGINEER has caused this Agreement to be executed the day and year first above written. Robert G. Baer, General Manager/Engineer July 3, 2002 Board Approval Date Attest Kathy Sharp, Clerk of Board Gary C. Deis, Principal License No. 27809 Expiration Date 3-31-06 Robert A. Gillette License No. 25218 Expiration Date 12-31-05 2 86/17/2882 18:14 2869838419 CAROLLD SEATTLE PAGE 82/85 June I7, 2002 South Tahoe Public Utility District 1275 Meadow Crest Drive South Lake Tahoe, California 96150 Subject: B-Line Phase 3 Amendment No. 2 - Western Botanical Services Attention: Mr. Richard Solbrig, Assistant ManagedEngineer Dear Richard: The purpose of this letter is to request a second amendment to the B-Line Phase 3 Project to address the additional costs that will be incurred by our revegetation subconsultant, Western Botanical Services. As discussed with District Staff, the inclusion of: 1) an additional overland route, 2) requests from the Forest Service for additional surveys beyond those already completed, 3) an SE_Z field survey and verification report for Grass Lake Road and, 4) responding to Forest Service questions, has exceeded the original Scope of Work for our subconsultant. The attached submittal from Julia Etra of Western Botanical Services describes the additional work being requested and includes the associated cost for Western Botanical Services of $8,572.00. The additional cost to our existing contract including the ten percent mark up to Carollo Engineers is $9,430.00. Please review this request and, if acceptable, submit it to the Board of Directors for approval. Please contact us with any questions. Very truly yours, CAROLLO ENGINEERS Robert A. Gillette, Principal Jack Bumamll, P.E. 86/17/2882 1Q:14 2869838419 CAROLL~) SEATTLE PAGE 83/85 Jun 14 08 01:48p Juli~ ~ WESTERN BOTANICAL SEt, VICES, INC. June 14, 2002 Carollo Engineers 12'J $ 3rd Ave, Suite #1800 Seattle, WA. 98101 DearJaa~: Western Botanical Services Inc. (WBS) is pleased to submit the following Scopes of Services ~ provide Special Status plant species surveys, noxious weed surveys, a response to Forest Service comments regarding AlternalJves A and 8, B Pipeline Phase III, and an Stream Environment Zone (SEZ) survey along Grass Lake Road. WBS will use the ~pecies list developed in the ADEIPJEIS (it will not be necessary to ~sult with the California Natural Diversity Data Base). If f~und, Special Status species will be focated on field maps provided by Carotlo and photodocumented (to be entered fnto electronically by Corolla or Parson~). Two copies of the report ,Mil be submitted to Corolla. The report will also include recommendations for eradication of noxious weeds if they are found, A noxious weed Fist developed by the California Depadment of Food and Agriculture will be referenosd. The Fores/Service has identified Berberis sonnet (Truckee barberry) as a sensitive ~pecie~ that needs to be included in i~e survey, Please note that the taxonomy has changed; the species, according the the Jep~on manuai (Hickman, J.C. Edito~ 199.3. The JeFson Manual: Higher Plants of Oal~omia, University of California Pre~s, Berkeley. CA,) is Berberls aquifolium spp. repons, This plant will also be included in the survey. A~I species listed in Table 4.5-1 of the A~)EIPJE[$ will be included in the survey, including Ep#oblum howelit, as requested by' the Forest Service. The SEZ survey will follow Tahoe Regional Planning Agency (TRPA) criteria. A 30' wide swath will be surveyed on either sfde of the edge of pavement. I recommend that the surveys take place in late June or eady July, in accordance with optimal flowering and seed ut for most plant species. Surveys will be conducted by two botanists along transects spaced ~bcceen 15' a~d 30' aped. All species witl be identified to the lowest taxonomic group possible. Please note I have added some hours to assist with development of erosion and sediment cetera1 BMPs, Aswa discussed, erosion could be a serious issue especially if the steeper alternative is selected (Altemaitve Please <:aP[ or contact me via E-mail (iulieetra(c~_aoLcem) if you have any questions. SCt~erely' ~ ~e~tra, CPESC Attachment~ (1) 5859 Mt. Rose Fliffkwz,7 o Ret, o, NV 8951 ! · Phone: 775.849.3223 · ]:'ax: 775.849.3503 ~6/17/2002 10:14 286903~419 Jun CAROLLO SEATTLE 77~. I~'~$. 3303 PAGE 84/85 TASKS PROPOSEO SCOPE OF WORK AND FEE ESTIMATE B PIPLINE PHASE III NRS TOTAL A_ RESPOND TO FOREST SERVICE COMMENTS 1. Senior Erosion Control Specialist ($75/hr.) 6 SUBTOTAL S 15. REVISE DRAFT REVEGBTATION PLAN (ADEIFUEfS submi/tal) 1. Senior ECS ($75/hr,) 4 SUBTOTAL 4 O. SEDIMENT AND EROSION CONTROL BMP DESIGN ASS ISTANCE 1. Senior ECS ($75fhr.) 4 SUBTOTAL 4 D. FIELD INVESTIGATION (Alternatives A and B)* 1. Senior Botanist ($751hr.) 20 2. Assistant Botanist ($85/hr,) 20 SUBTOTAL 40 E, REPORT, MAPPING, PLANT TAXONOMY 1. Senior Botanist ($75/hr.) 16 2. Assistant Botanist ($65/hr.) 12 SUBTOTAL 28 F. SEZ FIELD VERIFICATION, REPORT, MAPPING 1. Senior Botani~ ($75/hr.) 16 2. Assistant Botar~ist ($65/hr.) 12 SUBTOTAL 28 $ 4~0.00 $ 45g.00 $ 300.00 $ 300.00 300.00 300.00 $1,500.00 $1.300.00 $2,800.00 $1,200.00 780.00 $1,980.00 $1,200,00 $ 78Q00 ,980 O0 1 5859 ~, R¢*e Hi:;h,*,:~¥ · I%caa, NV 89511 - P~o~,:: 77f~4~.3223 o I:;~: 77~.849.3303 86/17/2882 18:14 2869838418 CAROLLO SEATTLE PAGE 85/85 Jun ~40~ 01:43~ Juli~ Etr'~ 775.8~.~0~ p,~ G AGENCY COORD ANTION 1. Senior ECS ($75/hr.) SUBTOTAL SUBTOTAL CONSULTING EXPENSES Mileage ~ 45/rc (120 m' x3 tr 3s) SUBTOTAL EXPENSES 8 $ 600.00 8 $ 600.00 $8,410,00 TOTAL $ 182.00 $ '162.00 $8~572.00 ' includes Special,Status plants as v~'l as nox=ous weeos This quote is raj d for net 30 days 5859 .~t. Ro~c High,.r,~y · Rcnm NV 89511 · Phone; 775;84-9,3223 · F~×: 775.849.3303 Consent Item d. SOUTH TAHOE PUBLIC UTILITY DISTRICT "Basic Services for a Complex World" Robert G. Baer, General Duane Wallace, President BOARD MEMBERS James R. Jones, Vice President Cathie Becket, Director Mary Lou Mosbacher, Director Eric W. Schafer, Director II i '1 I Iillilll iiii i SPECIAL MEETING OF THE BOARD OF DIRECTORS SOUTH TAHOE PUBLIC UTILITY DISTRICT June 14, 2002 MINUTES The Board of Directors of the South Tahoe Public Utility District met in a Special Session at 1:30 p.m. on June 14, 2002, District Office, 1275 Meadow Crest Drive, South Lake Tahoe, California. BOARD OF DIRECTORS: Vice President Jones, Directors Schafer, Mosbacher ROLL CALL STAFF: Baer, Solbrig, Sharp, Hydrick, Henderson, Cocking. Attorney Gary Kvistad, Attorney Duane Miller and Attorney Vic Sher participated by teleconference. 1:30 P.M. ADJOURNMENT TO CLOSED SESSION 2:10 P.M. RECONVENE TO REGULAR SESSION ACTION I REPORT ON ITEMS DISCUSSED DURING CLOSED SESSION No reportable Board action. Pursuant to Government Code Section 54956.9(a)/Conference with Legal Counsel - Existing Litigation: STPUD vs. ARCO, et. al, San Francisco County Superior Court Case No. 999128 SPECIAL BOARD MEETING MINUTES- JUNE 14, 2002 :PAGE- 2 2:10 P.M. ADJOURNMENT Duane Wallace, Board President South Tahoe Public Utility District ATI'EST: Kathy Sharp, Clerk of Board South Tahoe Public Utility District