Mspc salary and benefits resolution by Turlock Irrigation District

MANAGERIAL,SUPERVISORY,

PROFESSIONALANDCONFIDENTIAL

EMPLOYEESSALARYANDBENEFITS

RESOLUTION

JANUARY1,2024–DECEMBER31,2024

1.4

1.5

2.1

3.2

3.3

3.4

3.5

3.6

6.2

6.3

6.4

26.1 CompensationPhilosophy

26.2 Responsibility

26.3 Communication

26.4 JobClassifications

26.5 SalaryRanges

26.6 AdvancementintheSalarySteps

26.7 ChangestoaSalaryRangeforSpecificJobClassifications

26.8 Reviewofan IndividualSalaryWithinaSalaryRange

26.9 Transfers

26.10 Demotion

26.11 Promotion

26.12“Y”-Rating

26.13 SalariesforNewly-HiredEmployees

26.14 GeneralWageIncreaseMSPCSalaryAdjustments

26.15EffectofLeave-of-AbsenceonSalarySteps

26.16 TemporaryAssignmenttoaHigherClassification

26.17 CurrentSalariestoStepsforEmployeesintheMSPCMerit CompensationPolicy

A................................................PayScheduleEffectiveJanuary1,2024 EXHIBITB..................................................................CatastrophicLeaveProgram

ITEM1-HOLIDAYS

1.1 RecognizedHolidays

Thefollowingareconsideredholidays:

NewYear’s Day Monday 01-01-24

MartinLutherKing, Jr.Day Monday 01-15-24

Presidents’Day Monday 02-19-24

MemorialDay Monday 05-27-24

IndependenceDay Thursday 07-04-24

LaborDay Monday 09-02-24

VeteransDay Monday 11-11-24

ThanksgivingDay Thursday 11-28-24

FridayAfter Thanksgiving Friday 11-29-24

ChristmasEve Day Tuesday 12-24-24

ChristmasDay Wednesday 12-25-24

NewYear’sEve Tuesday 12-31-24

1.2 HolidaysNotWorked

Employeesshallnormallynotworkonholidays.Whenaholidayfallsonascheduled workdayandtheemployeedoesnotwork,theregularmonthlysalaryamountwillremain unchangedforsalariedemployeesandforfull-timehourlyemployeeshe/shewillbepaid eight(8)hoursattheemployee’sregularstraighttimehourlyrate,providedtheemployee workedtheregularlyscheduledworkdaypriortoandtheregularlyscheduledworkday followingtheholiday,exceptthatiftheemployeehasanapprovedabsencebytheir supervisor,theirregularmonthlysalaryamountwillremainunchanged.

1.3 WorkingonaHoliday

Ifanemployeeisrequiredtoworkonaholiday,theemployeeshallbeentitledtohavean equalamountofhours,whichwereworkedontheholidayaddedtotheemployee’s accruedvacationtime.

1.4 HolidayOccurringonaRegularlyScheduledNon-Workday

Wheneveraholidayoccursonaregularlyschedulednon-workdayforanemployee, he/sheshallbeentitledtohaveeight(8)hoursaddedtotheemployee’s accruedvacation time.

1.5 FloatingHolidays

Inadditiontothoseholidayslistedundersub-item1.1,one(1)floatingholidayis providedtoemployeesinapayroll year(December16th tothefollowingDecember15th). Afloatingholidaymaybescheduledatanytimeduringthecalendaryearwiththe approvaloftheDistrict.Anemployeemustworkforsix(6)monthstobeeligibleforthe floatingholiday.Anaccruedfloatingholidaynotusedinanypayroll yearshallcarry forwardtothenextpayroll year.However,if afloatingholidayiscarriedforwardfrom onepayroll yeartothenextpayroll year,theemployeeshallnotaccrueanotherfloating holidayforthatyear.

ITEM2-VACATION

2.1

AccrualRate

Aregularfulltimeemployeeshallaccruevacationmonthlyatthefollowingrates:

Eighty(80)hoursperyearbeginningthefirst(1st)monththroughtheendofthesecond (2nd)year.

Onehundredandtwenty(120)hoursper yearbeginningthethird yearthroughtheendof thefifth(5th)year.

Onehundredandsixtyeight(168)hoursperyearbeginningthesixth(6th)yearthrough theendofthefourteenth (14th)year.

Twohundred(200)hoursperyearbeginningthefifteenth(15th) yearthroughtheendof thetwenty-fourth(24th)year.

Twohundredandtwenty-four(224)hoursperyearbeginningthetwenty-fifth(25th) year andcontinuingthereafter.

UponinitialemploymentwiththeDistrict,anyexceptiontothevacationaccrualrate mustbepre-approvedbytheGeneralManager.

2.2 MaximumAccumulation

Employeesunderthisitemmayaccumulatevacationtimetoamaximumoftwotimes theircurrentallowable yearlyamountbasedon yearsofserviceaslistedinItem2.1.All hoursinexcessofthemaximumvacationaccrualshallbepaidinthepayperiodearnedat theemployee’sstraighttimerateofpay.Inordertoreceivepaymentunderthissection, anemployeemustfirstuseaminimumofforty(40)hoursofvacationperpayrollyear

2.3 HolidaysWhileonVacation

Aholidayfallingwithinanemployee’svacationshallnotbecountedasadayof vacation.

2.4

Approval

TheAssistantGeneralManager,DepartmentManager,DivisionManagerordesignated representativeisresponsibleforapprovingallvacationrequestsafterensuringthatthe employeeiseligibleforthevacationrequested.

2.5

PayinLieuofTimeOff

AnemployeemaysellbacktotheDistrictforcash,uptoforty(40)hoursofaccrued vacation.ArequesttocashoutvacationmayonlybemadeinthemonthofOctoberof anycalendaryear.PaymentwillbemadethefollowingDecember.Paymentwillonlybe madeiftheemployeehasusedatleastforty(40)hoursofvacationduringthepayroll yearandhasatleasteighty(80)hoursofaccruedbutunusedvacationasofOctober31st .

ITEM3-SICKLEAVE

3.1 AccrualRate

Employeesshallbeentitledtoeight(8)workinghoursofsickleavepayforeachmonth ofcontinuousservice.Thereisnomaximumaccumulationlimitsplacedonsickleave.

3.2 ApprovedUseofSickLeave

Theuseofsickleaveisintendedforthefollowingpurposes:Employeesmaytakesick timeforthemselvesandtheirimmediatefamilymembers:

a. Fordiagnosis,careortreatmentofanexistingmedicalcondition;

b. Forpreventativecare;

c. Toattendamedical,visionordentalappointment;

d. Toattendtoorprovidecareforafamilymemberwithamentalorphysicalillness; and/or

e. Torecoverorrecuperatefromaninjuryorhealthcondition.

TheDistrictmayrequirethesubmittalofaphysician'sverification,orverificationfrom otherlicensedmedical,dental,oroptometrypractitionerorclinicofsicknessand preventivecare,ofamedical,dentalorvisionappointmentand/orsicknessbeforepaying sickleave.

3.3 ApprovedUseofSickLeavefor ImmediateFamilyMembers

Amaximumofforty-eight(48)hoursofsickleaveinacalendar yearmaybeusedforthe followingpurposes:

a. Fortakinganimmediate familymemberoftheemployeetomedicalordental appointments.

b. Sicknessorinjuryoftheemployee’simmediatefamilymemberwhenitisnecessary fortheemployeetobeinvolvedwiththecareandortreatmentofthefamilymember.

c. Forpurposesofthis“Item3only–SickLeave,”theterm“immediatefamily member”includestheemployee’scurrentspouse,childorindividualforwhichthe employeestandsinlocoparentis,legalguardianorward,parent,parent-in-law, personwhostoodinlocoparentisstatuswhentheemployeewasaminorchild, sibling,grandparent,grandchild,andalsoanemployee’s“designatedperson”which persontheemployeemustidentifyatthetimetheemployeerequestspaidleave. An employeemayonlyidentifyonedesignatedpersonper12-monthrollingperiod. An employee’sdomesticpartner(asdefinedbylaw),aswellasthechildandparentofa registereddomesticpartner,arealsoconsideredanemployee’sfamilymember. Thesefamilialrelationshipsincludenotonlybiologicalrelationships,butalso relationshipsresultingfromadoption,step-relationships,andfostercarerelationships. Thedefinitionofchildappliesirrespectiveofachild’sageordependencystatus.

d. TheDistrictmayrequirethesubmittalofaphysician’sverificationofsicknessofan employee’simmediatefamilymemberifsickleaveisusedforthecareandor treatmentofthefamilymemberbeforepayingsickleave.

e. Underspecialcircumstances,theGeneralManagerordesigneemay,inhis/her discretion,approvewrittenrequeststouseofsickleaveforanimmediatefamily memberinexcessofforty-eight(48)hoursinacalendaryearorforspecial

circumstancesnotsetforthina.andb.above.

f. Sickleavemayinallcasesbeusedforpurposeswhichqualifyforleaveunderthe CaliforniaFamilyRightsActandFederalFamilyandMedicalLeaveAct.

g. Safetime: Employeesmayusesickleavefor“safetime”iftheemployeeisavictim ofdomesticviolence,sexualassaultorstalkingandtimeoffisneededtoattendto safetyplanningorotheractionstoassisttheemployee,suchasjudicialassistance, medicalattention,counseling,etc.

3.4 SickLeaveUseinConjunctionwithWorkers’Compensation

Ifaninjuredemployeeisreceivingworkers’compensationinsurancepayments,the employeemaychoosetousehis/hersickleave,vacationorcomptimetomakeupthe differencebetweentheinsurancepaymentsandhis/hernormalsalary.Theemployeewill havetheoptiontoaccepttheworkers’compensationbenefitonlyandnotusesickleave, vacationorcomptime.

3.5 HolidayPayinConjunctionwithSickLeave

Ifaholidayoccursonaworkdayduringthetimeanemployeeisabsentonsickleave withpay,he/sheshallreceivepayfortheholidayassuchandtheholidayshallnotbe countedasadayofsickleave.

3.6 SickLeavePayOffinEventofRetirementorDeath

Anemployeewhoretires ordieswillreceive,atthetimeofcessationofemployment, paymentfromzeropercent(0%)tothirtypercent(30%)ofearnedandunusedsickleave, butthepaymentshallbelimitedtofour(4)monthspay. Anemployeemayutilizethe remainingbalanceofunusedsickleave(notpaidoff),attherateofeight(8)hoursequals one(1)monthofmedicalcoverageforeligibledependents;however,foranemployee hiredonorafterJanuary1,2018,theemployeemayutilizetheremainingbalanceof unusedsickleave(notpaidoff),attherateofeight(8)hoursequalsaDistrict contributiontowardtheadditionalcostofmedicalcoverageforaneligibledependent equaltothesamepercentageofthatcostastheDistrict’scontributiontoretireehealth premiumssetforthinSection7.3.b. (Forexample,iftheretireehadten(10)yearsof service,andtheadditionalcostofthedependent’shealthcoveragewasanadditional $500permonth,eacheight(8)hoursofsickleaveafterthree(3)monthsofcashedout sickleavewouldbeequaltoseventy-fivepercent(75%)ofthisadditionalamount,i.e.an additional$375permonthDistrictcontributiontowardtheretiree’sdependent’shealth coverage.)Theutilizationofunusedsickleavefor medicalcoveragemustbegin immediatelyuponretirementordeathandmustbeutilizedcontinuouslyuntiltheeligible dependentbecomeseligibleforMedicareoruntilthesickleaveisexhausted.Sickleave isnotconvertibletocash ormedicalcoverageutilizationforanemployeewhoresignsor isterminatedfromemployment.

ITEM4-BEREAVEMENT

4.1 BereavementLeavefor ImmediateFamily

Intheeventofdeathinanemployee’simmediatefamily,relatedbybloodwithinthe third(3rd)degree,orbymarriagewithinthesecond(2nd)degree,theemployeemay,at theemployee’sdiscretion,takeamaximumofthree(3)paiddaysofbereavementleave. Parents,children,grandchildren,grandparents,brothers,sisters,uncles,aunts,nephews, nieces,greatgrandchildrenofanemployeearepersonswhoarerelatedtothatemployee bybloodwithinthethird(3rd)degreeofrelationship.Aspouse,son-in-law,daughter-inlaw,parents-in-law,brothers-in-law,sisters-in-law,grandparents-in-law,grandson-inlaw,granddaughter-in-law,stepchildren,stepgrandchildren,stepparents,step grandparents,stepbrothers,andstepsistersofanemployeeshallbeconsideredpersons whoare relatedtothatemployeebymarriagewithinthesecond(2nd)degreeof relationship.Theuseofsuchpaidleavetimeshallbelimitedtomattersdirectlyrelatedto thedeathofsuchimmediatefamilymembers.Theleaveallowedunderthissectionwill beincreasedbyanadditionaltwo(2)paiddays wheretraveloutsidethestateof Californiaisrequiredto attendthefuneral.

Inaddition,anemployeenotutilizingadditionalbereavementleavetoattendthefuneral outsidetheStateofCaliforniaisentitledtouptotwo(2)additionalworkdayswithout payinthecaseofthedeathofanimmediatefamilywithinthesecond(2nd)degreeas definedinthepriorparagraph,whichdaysneednotbeconsecutiveandneednotbe consecutivetothebereavementleavedaystakeninthepriorparagraph. Theseadditional bereavementleavedaysmustbetakenwithinthree(3)monthsofthedeathofthe immediatefamilymemberwithinthesecond(2nd)degree,tohandlefamilyaffairsand/or attendtheservice. Employeesmayuseavailablesickleave,vacationorcompensatory timeofftoremaininapaidstatusfortheseuptotwo(2)additionaldays.

Anemployeewishingtousebereavementleavemustreceive advancepermission fromtheemployee’ssupervisor,includingpermissiontotakethespecificdays requestedforbereavementleave. TheDistrictmayrequire,withinthirty(30)daysof thefirstdayofbereavementleavetaken,theemployeetoprovidedocumentationof thedeathoftheapplicablefamilymember. Suchdocumentationincludes,butisnot limitedto,adeathcertificate,apublishedobituaryorwrittenverificationofdeath, burial,ormemorialservicesfromamortuary,funeralhome,burialsociety, crematorium,religiousinstitutionorgovernmentalagency.

4.2 OtherBereavementLeaves

Employeesmaybegrantedtimeoffwithpaynecessarytoattendthefuneralofother personstheemployeemaybereasonablydeemedtoowerespect,butnottoexceedone (1)paidday.

ITEM5-JURYDUTYLEAVE

5.1 JuryDutyLeave

Anemployeerequiredto serveonjurydutyshallbepaidhis/herregularpaywhile servingonsuchduty.

ITEM6-LEAVEOFABSENCE

6.1 LeaveofAbsenceWithoutPayforMoreThanFive(5)WorkDays

Leaveofabsencewithoutpayforanyreasonablepurpose(includingnon-disability pregnancyleave)maybegrantedtoanemployeeforuptothree(3)monthsuponthe approvaloftheappropriateAssistantGeneralManager.Requestforaleaveofabsence withoutpayforaperiodofmorethanfive(5)workingdaysshallbesubmittedinwriting asfarinadvanceaspossiblebytheemployeetotheappropriateAssistantGeneral Manager.Allrequestsforleaveofabsencewithoutpayshalloutlinethefollowing information:

a. Titleofthecurrentpositionheld;

b. Nameofdivisionanddepartmentemployed;

c. Beginningandendingdatesofthedesiredleaveofabsence;and

d. Reasonssupportingtherequestforleave.

Withinthirty(30)workingdays afterarequestforleaveismade,theemployee shallbe notifiedoftheappropriateAssistantGeneralManager'sdecisiongrantingordenyingthe request.

6.2 EffectsofLeaveofAbsenceWithoutPayonDistrictBenefits

a. Employeesshallnotearnsickleaveorvacationcredits.

b. Employees arenoteligibletobepaidforholidays.

c. NocontributionswillbemadebytheemployeeortheDistricttowardtheRetirement PlanandSocialSecurity.

d. Employeesshallcontinueparticipatinginthegrouphealth,life,dental,visionand long-termdisabilityplans.Theemployeeshallcontribute100%ofthepremiumsfor themselvesanddependents.Ifnopremiumratesexist,thenCOBRAratesshallapply exceptforemployeeswhoqualifyforleavepursuanttotheCaliforniaandFederal FamilyandMedicalLeaveActs.

e. Noretirementservicecreditshallaccrueduringanunpaidleaveofabsence,except whenrequiredbylaw.

6.3

SicknessorInjuryAbsenceWithoutPayforFive(5)WorkDaysorLess

Aregularemployeewhohasexhaustedallaccruedsickleave,vacation,and compensatorytimeoraprobationaryemployeewhohasnotaccruedsickleave,vacation orcompensatorytime,shallnotbeabsentfromworkunlesstheabsenceisduetosickness orinjuryoftheemployee.TheDistrictmayrequireaphysician'sverificationofsickness orinjury.Theemployeeshallnotbepaidforthistimeoff.

6.4

OtherAbsenceWithoutPayForFive(5)WorkDaysorLess

Aregularemployeewhohasexhaustedallaccruedvacation,andcompensatorytimeora probationaryemployeewhohasnotaccruedvacationorcompensatorytime,shallnotbe absentfromworkunlesstheemployeedemonstratesurgentorsubstantialpersonal reasonsacceptabletotheappropriateAssistantGeneralManager.Ifgrantedtimeoffby theDistricttheemployeeshallnotbepaidforthistimeoff.

ITEM7-MEDICALCOVERAGE

7.1 MedicalCoverage-EligibleEmployees

a. TheDistrictwillprovidegroupmedicalcoverageforeligible employeesandtheir eligibledependents,asprovidedbelow.

b. ThekeyelementsofthegroupmedicalplanareidentifiedintheSummaryPlan Description,acopyofwhichisavailableintheDistrict’sHumanResources Department.

c. TheDistrictandemployeepre-taxcontributionstohealthpremiumsshallbeas follows:

1. TheDistrictshallpayeighty-fivepercent(85%)ofthetieredmedicalinsurance rateschargedtotheDistrictbythePRISMHealthProgram;withemployees paying,throughpayrolldeductionstheremainingfifteenpercent(15%). MedicalpremiumswillbeadjustedannuallybythePRISMHealthProgram, andemployeepayrolldeductionswillbeadjustedtoreflectthenewrates. New annualpayrolldeductionratesarebasedontheDistrict’s“payroll year”–new payrolldeductionswillbetakenbeginningwiththeDecember16–December 31payrollperiod,andreflectedintheemployee’sJanuary5paycheck.

2. Employeecontributionsendingin$.01-$.49willberoundeddowntotheflat dollaramount. Example,anemployeecontributionof$152.10willberounded downto$152.00. Employeecontributionsendingin$.50-$.99willberounded uptothenextflatdollaramount. Example,anemployeecontributionof $305.70willberoundedupto$306.00fortheemployeecontribution.

3. Employeeswillbecome eligibleforhealthinsurancebenefitsasfollows: employeeshiredbetweenthefirst(1st)andthefifteenth(15th)dayofamonth shallbecomeeligibleforhealthinsurancebenefitsonthefirst(1st)dayofthe first(1st)fullcalendarmonth,followingtheirfirst(1st)dayofactiveservice. Employeeshiredbetweenthesixteenth(16th)andthelastdayofamonthshall becomeeligibleforhealthinsurancebenefitsonthefirst(1st)dayofthesecond (2nd)fullcalendarmonth,followingtheirfirstdayofactiveservice.

Example:

HireDate: BenefitsBegin: January01-15 February01 January16-31 March01

4. Ifanemployeefailstoselectahealthplanand/orfailstoprovidethe informationrequiredto enrollinahealthplan,theemployeeshallbeenrolled

bydefaultinthePPOplanforemployeeonlycoverage. Dependentswillonly beabletoenrollduringthenextopenenrollment.

d. Themedicalplandeductiblesare$225perpersonwithamaximumof$920per family.

Thesedeductiblesshallapplytoactiveemployeesandeligibledependents,andto retireeswhoarehiredonorafterMay1,2008.

e. Thefollowingco-payscurrentlyapplytoprescriptionmedicationundertheplan:

Generic: $10

BrandNameFormulary: $30

BrandNameNon-Formulary: $60

SpecialtyPharmacy

(FormularyandNon-Formulary): 20%ormaximumof$150permonth

Thefollowingco-paysshallapplytoprescriptionmedicationundertheplan:

Generic: $10

BrandNameFormulary: $35

BrandNameNon-Formulary: $65

SpecialtyPharmacy

(FormularyandNon-Formulary): 20%ormaximumof$150permonth

TheMailOrderco-payistwo(2)timesthesinglemonthco-payforathree(3)month supply.

Employeeswillpaythemailorderco-payfor“maintenance”prescriptiondrugs followingthesecondprescriptionre-fillregardlessofwhetheranemployeefillshis/her maintenanceprescriptiondrugbymailoratthepharmacy,andregardlessofwhether fillingaprescriptionforone(1)monthorthree(3)months.

f. Ifanemployeeorretireeand/ortheirdependent(s) hasbeenonamedical,dentalor visionplanforwhichtheywerenoteligible,theDistrictshallbeallowedtorecoup fromtheemployeeorretireethecostofallimproperDistrictpremiumpayments madeontheirbehalfbywayofpayrollorpensiondeduction(orinvoiceatthe Districtoption)overthesameperiodoftimeastheover/improperpaymentswere made,uptoamaximumofthree(3) years. Iftheperiodofover/improperpayments exceededthree(3) years,theDistrictwillrecouptheoverallamountinequal paymentsoverathree(3) yearperiod.

7.2 MedicalCoverage-DisabledEmployees

Wheneveranemployeebecomesdisabledthefollowingprocedureshallapply:

a. Thedisabledemployeeshalluseallaccruedsickleave,vacationandcompensatory timebeginningwiththefirstdayofdisabilityuntiltheaccruedsickleave,vacation andcompensatorytimeisexhausted,providedthatsuchusedoesnotconflictwith

federaland/orstate familyandmedicalleavelaws.

b. Ifadisabledemployeeexhaustsallaccruedsickleave,vacationand compensatory timebeforetheemployeeisterminated,thedisabledemployeeshallapplyforaleave ofabsence.Anemployee grantedaleaveofabsenceduetoadisabilityshallcontinue toreceivemedical,dental,vision,lifeandlong-termdisabilitybenefitsonthesame termsandconditionsasareapplicabletoactiveemployees.Thisitemshallnotbe construedtodenyanyhealthandwelfarebenefittowhichtheemployeeis eligible underfederaland/orstatefamilyandmedicalleavelaws.

c. Ifadisabledemployeehasaserioushealthconditionasdefinedinfederaland/orstate familyandmedicalleavelaws,thedaysorportionsofdaysonwhichtheemployeeis absentfromworkduetotheserioushealthconditionshallbecountedasutilizeddays ofFamilyandMedicalLeaveunderfederaland/orstatefamilyleavelaws.

7.3 MedicalCoverage-RetiredEmployees

EmployeeswhoretiremaycontinueontheDistrict’sgroupmedicalplanaslistedinItem 7.1,providedtheemployeesarenoteligibleforMedicareandprovidedtheyelectsuch optionpriortoretirement.Thepremiumforretiredemployeeswhoremainonthe District’sgroupmedicalplanisasfollows:

a. ForemployeeshiredpriortoJanuary1,2018,theDistrictwillpaytheentirepremium oftheretiredemployeeuntiltheretiredemployeebecomeseligibleforMedicare.

b. Foremployeeshiredon,orafter,January1,2018,theDistrictwillcontributetothe retiredemployee’smedicalpremiumthefollowingpercentageoftheretireeonlyPPO healthplanamount,regardlessofwhatDistrictplantheretireeselects.

YearsofService

%ofRetireeOnlyMedical PremiumPaidbyDistrict 0-5

Tobeeligibleforthesecontributions,retiringemployeesmustagreetohavetheretiree portionoftheirmedicalpremiumsautomaticallydeductedfromtheirmonthlypension check.

c. Retireesmayelecttocovertheireligibledependents(spouseand/orchildrenupto age26accordingtothecurrentguidelinesofPPACA)whoarenoteligiblefor Medicare.Retirees areresponsibleforpayingonehundredpercent(100%)oftheir dependents’premiumcostsatonehundredpercent(100%)oftheDistrict’srates.The eligibledependentsmustbeexistingdependentsoftheemployeeonthedateofthe employee’sretirement.

c. Retireesandtheireligibledependentsarenolongereligibleforcoverageunderthe DistrictmedicalplanwhentheybecomeeligibleforMedicare. (Adultchildren[upto age26]maybecoveredthroughthemonthoftheir26th birthdayor,ifdisabled,until Medicareeligible.)

d. Employees whoretiremusthavedependentpremiumcostsautomaticallydeducted fromtheirmonthlypensioncheck.

7.4 ContributiontotheEmployee’sFlexibleSpendingAccount

TheDistrictwillcontributeonayearlybasisfivehundreddollars($500)toan employee’shealthcareFlexibleSpendingAccountorHealthSavingsAccount.To qualifytoreceivethefivehundreddollar($500)contribution,theemployeemustbean activeemployeeandintheMSPCSalaryandBenefitsResolutiononJanuary1st ofeach yearandenrollonlineduringtheopenenrollmentperiod.Fundscanonlybeusedfor healthcarereimbursementinaccordancewiththe InternalRevenueServiceguidelines.

7.5 ChangeinHealth LawsandLuxury/CadillacTax

IftheDistrictreceivesnoticeofachangeinthelaworthatitwillbesubjecttoa “luxury/cadillac”taxundertheAffordableCareAct(ACA),theDistrictmaymakeany changestoemployees'healthbenefits,and/oremployeecontributionstohealth premiums,toensuretheapplicablechangeinthelaworACA"luxury/cadillac"taxdoes notresultinhigherhealthinsurancecoststotheDistrict.

ITEM8-DENTAL

8.1 Dental

TheDistrictwillprovidecontributionstowardthepurchaseoftheDistrict’sBaseDental Planbyeligibleemployeesandtheireligibledependents.Thekeyelementsoftheplan areidentifiedintheSummaryPlanDescription,acopyofwhichisavailableinthe District’sHumanResourcesDepartment.

TheDistrictshallmakethecontributionsidentifiedbelowtowardthepurchaseofthe dentalbaseplan:

District’sMonthlyContribution

Employee: 85%oftotalpremium

Employee+one(1)dependent: 85%oftotalpremium

Employee+two(2)ormoredependents: 85%oftotalpremium

ProvidedthattheDistrictremainswithDeltaDentalorwithanotherdentalinsurance providerwhichofferssuchcoverage,theDeltaDentalbaseplus“Buy-Up”Planwillbe offeredtoemployees. Participationinthisplanisvoluntary,butanemployeeelecting thisoptionmustpaythefulladditionalcostoftheplan,inadditiontotheemployee’s contributionsforbasedentalcoverage.

8.2 Orthodontia

ProvidedthattheDistrictremainswithDeltaDentalorwithanotherdentalinsurance providerwhichofferssuchcoverage,theDeltaDentalBaseplus”Orthodontia”Planwill beofferedtoemployees. Participationinthisplanisvoluntary,butanemployeeelecting thisoptionmustpaythefulladditionalcostoftheplan,inadditiontotheemployee’s contributionsforthebasedentalcoverage.

8.3 RetireeDental

Aretireecanopttoelectretireedentalcoverage(DistrictBasePlan)onlywhenthe personretires. Theretireemaydiscontinueonlyduringtheannualenrollment. Aretiree thatcancelsentirelyorreducedfromretiree+1toretireeonlymaynotre-electinany futureopenenrollmentforeithertheretireeorthediscontinuedparticipant. Retirees mustagreetohavepremiumsautomaticallydeductedfromtheirmonthlypensioncheck. Theeligibledependentsmustbeanexistingspouseand/ordependentatthetimeofthe employee’sretirement. CoveragediscontinuesuponMedicareeligibilityand,foradult children,atage26. Theretireeisresponsibleforpaymentof100%oftheapplicable dentalpremium. RetireedentalcoverageshallbeprovidedsolongastheDistrictand participatingemployeessatisfytheminimumqualificationsandrequirementsofthe applicabledentalplan.

ITEM9-VISIONCARE

9.1 KeyElements

TheDistrictwillprovideandpay100%ofthepremiumforthebasicvisionplanfor eligibleemployeesandtheireligibledependents. Thekeyelementsofthevisionplanare identifiedintheSummaryPlanDescription,acopyofwhichisavailableintheDistrict’s HumanResourcesDepartment.

ProvidedthattheDistrictremainswithVSPorwithanothervisioninsuranceprovider whichofferssuchcoverage,theVSP“Buy-Up”Planwillbeofferedtoemployees. Participationinhisplanisvoluntary,butanemployeeelectingthisoptionmustpaythe additionalcostoftheBuy-UpPlan.

9.2 SafetyGlasses

ForemployeesinclassificationsperformingtasksidentifiedbytheDistrictasrequiring theregularwearingofsafetyglasses,theDistrictshallprovideuptoanadditionaltwo hundreddollars($200)everytwo(2) years,tobeusedforthepurchaseofonepairof prescriptionsafetyglasses.Thetwo(2) yearcycleforallemployeesbeginsJanuary1of evennumbered yearsand runsintwo(2) yearcyclesthereafter. Inordertoqualifyfor thisadditionalbenefit,theemployeemustpurchasetheprescriptionsafetyglassesata vendoridentifiedbytheDistrictandmustpurchaseDistrict-approvedprescriptionsafety glasses.

9.3 Retirees

Aretireecanopttoelectretireevisioncoverage(VisionBasePlan),onlywhenthe personretires. Theretireevisioncoverageiscombinedwiththeretireedentalcoverage andcannotbeelectedseparately. Theretireemaydiscontinueonlyduringtheannual openenrollment. Aretireethatcancelsentirelyorreducesfromretiree+1toretireeonly maynotre-electinanyfutureopenenrollmentforeithertheretireeorthediscontinued participant. Retireesmustagreetohavepremiumsautomaticallydeductedfromtheir monthlypensioncheck. Theeligibledependentsmustbeanexistingspouseand/or dependentatthetimeoftheemployee’sretirement. Coverageeligibilitydiscontinues uponMedicareeligibilityoftheretireeand,forapreviouslycovereddependent,atage 26. Theretireeisresponsibleforpaymentof100%oftheapplicablevisionpremium.

ITEM10-LIFEINSURANCE

10.1 LifeInsurance

TheDistrictprovidesLifeInsuranceforeligibleemployees.Thekeyelementsoftheplan areidentifiedintheSummaryPlanDescription/Policy,a copyofwhichisavailableinthe District’sHumanResourcesDepartment.

ITEM11–LONG-TERMDISABILITY

11.1 Benefit

TheDistrictagreestomaintainandcontributeonehundredpercent(100%)ofthecurrent costforlong-termdisabilityinsurancecoverageforDistrictemployees.Itis designedto provideemployeeswhobecometotallydisabledforanyreason,withreplacementofupto two-thirds(2/3)ofmonthlyregularwages(lesscertainotherdeductiblebenefitsand adjustmentsdependingonage).Themaximummonthlybenefitiseightthousanddollars ($8,000)permonth.Thereisasixty(60)daywaitingperiodbeforebenefitsbegin.The keyelementsoftheplanareidentifiedintheSummaryPlanDescription/Policy,acopyof whichisavailableintheDistrict’sHumanResourcesDepartment.

11.2 PregnancyDisabilityLeave

Pregnancy,childbirth,orarelatedmedicalconditionthatcausesanemployeetobecome unabletoperformtheessentialdutiesoftheirjobortoperformthosedutieswithout unduerisktohimself/herselforotherpersons,shallbetreatedlikeanyotherdisability. CaliforniaFairEmploymentpracticelawprovidesuptofour(4)monthsofleave,as needed,toanyemployeedisabledbypregnancy,childbirth,orrelatedmedicalconditions.

12.1 General

ITEM12-RETIREMENTPLAN

TheDistrictshallcoveremployeesundertheRetirementPlanforEmployeesandElected OfficersofTurlock IrrigationDistrict(“RetirementPlan”).Thekeyelementsoftheplan areidentifiedinthe“RetirementPlanSummary,”acopyofwhichisavailablefromthe HumanResourcesDepartment.AsprovidedintheRetirementPlan,differentplan benefitsandrequirementsapplytoemployeeshiredandwhobecomeparticipantsbefore January1,2013,andtothosehiredandwhobecomeparticipantsonorafterJanuary1, 2013.

12.2 EmployeeContributionHiredBeforeJanuary1,2013

ForemployeeshiredbeforeJanuary1,2013andwhobecomeparticipantsintheplan priortoJanuary1,2013,subjecttoadjustmentpursuanttothis Item12.4and12.5,the employeesshallcontributefourandone-quarterpercent(4.25%)ofgrossbasewagesto theRetirementPlan.

12.3 EmployeeContributionHiredOnorAfterJanuary1,2013

ForemployeeshiredonorafterJanuary1,2013andwhobecomeparticipantsintheplan onorafterJanuary1,2013,theemployeecontributionrateshallbeinaccordancewith TheCaliforniaPublicEmployees'PensionReformActof2013(PEPRA).

12.4 Amendments

TheDistrictshallbeauthorizedtomakeamendmentstotheRetirementPlannecessaryto maintainitstaxqualifiedstatus,providedthattheDistrictshallnotbearanyincreasein thecostsforsuchamendmentsdeterminedbothonanemployee-by-employeebasisand onanaggregatebasis,andanyincreasedcostsinpremiumsorcontributionsoranyother costsshallbebornebytheemployeesbyincreasingthecontributionsbytheemployeesto theRetirementPlan.

12.5 IncreasedCosts

InnoeventshalltheDistrictbearanyincreaseinthecostsattributabletoanyfuture renewalsoftheRetirementPlancoverageoranyfutureadjustmentsinpremiumsor contributionsoranyothercostsfortheRetirementPlancoveragehereunderdetermined bothonanemployee-by-employeebasisandonanaggregatebasis,andanyincreased costsshallbebornebytheemployeesbyincreasingthecontributionsbytheemployeesto theRetirementPlan.

12.6 UnpaidLeaveofAbsenceEffectonRetirementPlan

Noretirementservicecreditshallaccrueduringanunpaidleaveofabsenceexceptwhen requiredbylaw.

ITEM13-EXTRAHOURSWORKED

13.1 ExemptEmployees(pursuanttotheFairLaborStandardsAct)

a. Whileitisrecognizedthatsomeextrahoursareexpectedofexemptemployees,an AssistantGeneralManagerhastheauthoritytograntcompensatorytimeoff(CTO) forthosehoursworkedoverandaboveexpectedextrahoursonspecialprojects, duringemergencysituations,andatsuchothertimesastheAssistantGeneral Managerdeemsappropriate.CTOshallbegrantedonthebasisofone(1)hourfor eachextrahourauthorizedandworked.

b. Exemptemployeesmayaccumulateuptoeighty(80)hoursofCTO.District AssistantGeneralManagershavediscretionaryauthorityovertheamountofCTO (fromzero(0)toeighty(80)hours)thatmaybeaccumulatedatanygivenpointin timebyemployeeswithinadepartment,divisionorsection.Withtheapprovalofthe GeneralManager,CTOmaybeaccumulatedgreaterthaneighty(80)hours.

13.2 NonexemptEmployees(pursuanttotheFair LaborStandardsAct)

a. Nonexemptemployeesshallnotworkmorethanforty(40)hoursinaworkweek withoutsupervisoryapproval.Nonexemptemployeesshallbepaidattherateofone andone-half(1½)timestheemployee’sregularrateofpayforalltimeworkedin excessofaforty(40)hourworkweek.Asanalternative,nonexemptemployees,with supervisoryapproval,mayelecttoreceive(CTO)onthebasisofoneandone-half (1½)hoursforeachextrahourauthorizedandworkedoverforty(40)hoursinawork week.

b. Nonexemptemployeesmayaccumulateuptoeighty(80)hoursofCTO.District AssistantGeneralManagershavediscretionaryauthorityovertheamountofCTO (fromzero(0)toeighty(80)hours)thatmaybeaccumulatedatanygivenpointin timebyemployeeswithinadepartment,divisionorsection.Withtheapprovalofthe GeneralManager,CTOmaybeaccumulatedgreaterthaneighty(80)hours.

ITEM14-EDUCATIONALASSISTANCE

14.1 General

TheDistrictwillprovideemployeesfinancialassistanceinpayingthetuitionforjobrelatededucationalcourses.Allcoursesmustbetakenataneducationinstitutionthatis accreditedbyanaccreditationagencythatisrecognizedbytheCouncilofHigher EducationAccreditationortheUnitedStatedDepartmentofEducationorfroma professionalorganization.Toreceivetuitionaid,anemployeemustcontinuetoworkfor theDistrictonafulltimebasiswhiletakingcourses.Tobeeligibleforeducational assistancepayments,anemployeemustsubmitthe“EducationalAssistanceApproval andReimbursement”formandreceiveapprovalfromhis/herAssistantGeneralManager priortoenrollmentintheeducationalcourse.Educationassistancepaymentswillbe madeuponthesuccessfulcompletionofthecourseandsubmissionoftheofficialrecords ofgradesanditemizedreceiptstotheHumanResourcesDepartment. Toqualifyfor reimbursement,anemployeemustreceiveagradeof“C”orbetter,or“Pass”iftakinga “Pass/Fail”course. Nobenefitwillbepayableunlesstheserequirementsaremet.

14.2 Benefits

TheDistrictwillcontributetothecostoftuition,registrationfees,andtextbooks. However,educationassistanceislimitedtotwothousandthreehundreddollars($2,300.) peryearpereligibleemployee.

ITEM15-MEDICALEXAMINATIONS

15.1 MedicalExaminationRequirementforPromotion

a. Medicalexaminationsmayberequiredpriortoanemployeebeingpromotedtoanew jobclassification.Theemployeewillbepromotedifintheopinionofthelicensed medicalexaminerhe/sheismedicallycapableofperformingthedutiesassignedtothe position.

b. Allmedicalexaminationswillbeperformedbyalicensedphysicianandlicensed laboratories(certifiedbytheStateofCaliforniaforthattest)designatedbythe DistrictandtheDistrictwillpaythecostofthemedicalexaminationandlaboratory tests.

c. Whereamedicalexaminationdisclosesamedical orpsychologicalconditioninthe employeewhichcreatesrightsandresponsibilitiesarisingundertheAmericanswith DisabilitiesActand/ortheCaliforniaFairEmploymentandHousingAct,theDistrict, andtheemployeeagreetocomplywiththerequirementsofthoselawsinevaluating whetherthepromotionmaybegranted.

15.2 AccidentandSpecialMedicalExamination

a. Whenthereisreasonablesuspicionthatanemployeeisunable,becauseofapossible medicalconditionorbeingundertheinfluenceofalcoholoracontrolledsubstance,to performhis/herjobduties,theemployeemayberequiredbytheDistricttoundergoa medicalexamination.Themedicalexaminationmayincludesubstancetestingand/or psychologicaltesting.Anyemployeewhoisdirectlyinvolvedinanaccident, includingvehicularaccidents,orwhomayhavebeeninvolvedinthesequenceof eventsleadinguptoanaccident,mayberequiredtoundergoamedicalexamination ifthesupervisorormanagerhasreasonablecausetobelievethatamedicalcondition ortheuseofalcoholoracontrolledsubstancecontributedtothecauseofthe accident.

c. Anyemployeewhorefusesanyrequiredexaminationortotakeanyrequired substanceorpsychologicaltestshallbeconsideredunfittowork.Theemployeemay thenbesubjecttodiscipline,uptoandincludingdismissalfromemploymentwiththe District.

d. Anemployeeshallbeconsideredunfittowork,iftheemployeetestspositivefor alcoholoracontrolledsubstance,ifitimpairsjobperformanceorcreatesarisktothe healthandsafetyoftheemployeeorothers.Anyemployeewhotestspositivefor alcoholoracontrolledsubstanceshallbescheduledbytheDirectorofHuman ResourceswithanEmployeeAssistanceProgram(EAP)counselorforamandatory intakeappointment.FailureoftheemployeetoattendanyEAPappointmentmay resultindiscipline. Ifitisdeterminedthatanemployeeneedsfurtherassistancetheemployeemust followtheassistanceplanoutlinedbytheEAPcounselor.Failureoftheemployeeto followtheassistanceplanoutlinedbytheEAPcounselormayresultindiscipline.

e. Anemployeewhohasamedicalcondition(including,butnotlimitedtoa physiologicalorpsychologicalrelatedcondition)which,intheopinionofthelicensed medicalexaminer,impairstheemployee’sjobperformanceorcreatesarisktothe healthandsafetyoftheemployeeorothers,shall berelievedfromdutywithoutpay untiltheemployeeisclearedfordutybythelicensedmedicalexaminer.

f. Iftheemployee,attheemployee’sownexpense,presentssubsequentmedical evidence,acceptabletotheDirectorofHumanResourcesordesignee,thatshowthat theemployeemeetsthemedicalrequirementfortheemployee’sjobclassification, withnolimitations,theDistrictwilldesignateanotherlicensedmedicalexaminerand thatopinionshallbefinal.

g. Iftheemployeedoesnotobtainamedicalopinioninhis/herfavorwithinareasonable time,nottoexceedfourteen(14)days,afterthedatetheemployeefirstreceivedthe licensedmedicalexaminer’sadversedetermination,thentheemployeemaybe subjecttodiscipline,uptoandincludingdismissalfromemployment.TheDistrict maydismissfromemploymentanyemployeewhoisunfittowork.

16.1

ITEM16–LOSSOFDRIVINGPRIVILEGES

LossofDrivingPrivileges

Ifanemployee’sdrivingprivilegesarerevokedorareintheprocessofbeingrevoked, theemployeemustnotifyhis/hersupervisorimmediatelyuponnotificationoflicense suspensionortheprobabilityofthesuspensionofdrivingprivileges.

Ifanemployee’sdriverlicenseissuspendedorrevokeditwillbepresumedthatthe employeeisnotqualifiedtoperformthedutiesandfunctionsofhis/herjob.The employeethereforeshallbeplacedonaforcedleaveofabsencewithoutpayforaperiod ofninety(90)workdays oruntiltheemployeehashis/herdrivingprivilegesreinstated, whicheveroccurssooner. Ifattheendoftheninety(90)workdaysforcedleaveof absencetheemployeeis unabletoobtainadriverlicense,theemployeeshallbe terminatedfromtheir existingjobclassification. Theninety(90)dayperiodmaybe extendedwherecontinuationofemploymentisrequiredbyapplicationofdisability discriminationlaws.

16.2 UseofAccruedTimeDuringForcedLOA

AnemployeewhoisplacedonaforcedleaveofabsenceunderSubsection16.1above mayuse accruedvacationorCTOduringtheninety(90)workdayforcedleaveof absenceperiod.

16.3 BenefitsDuringForcedLOA

AnemployeewhoisplacedonaforcedleaveofabsenceunderSubsection16.1above shallcontinuetoreceivemedical,dental,vision,lifeandlongtermdisabilitybenefits duringtheninety(90)workdayforcedleaveofabsenceperiodandtheemployeeshall continuetoberequiredtomakethesamelevelofpaymentsforpurchaseof thosebenefits aswasrequiredwhentheemployeewasactivelyworking.

16.4 RequestforWaiverofForcedLOA

AnemployeewhoisplacedonaforcedleaveofabsenceunderSubsection16.1above andwhousesallofhis/heraccruedvacationandCTOmayrequestawaiverofthe balanceoftheforcedleaveofabsencefromtheGeneralManager.

ITEM17-RESIDENCYREQUIREMENTS

17.1 ClassificationsandLocation

AnyemployeewhoisrequiredtoliveinhousingprovidedandassignedbytheDistrictas aconditionoftheemployee’semploymentshallsigntheformleaseagreementasshown inExhibitB.

ITEM18-PROHIBITEDCONDUCTCONFLICTINGWITHDUTIES: DEVOTIONOFFULL-TIMETOEMPLOYMENT

18.1 Restrictions

Districtemployeesareexpectedtodevotetheirfulltime,attention,andeffortstotheir workduringhoursofdutyasDistrictemployees.Anemployeeshallnotengageinany employment,activity,orenterprisewhichisclearlyinconsistent,incompatible,inconflict with,orinimicaltohisorherdutiesasaDistrictemployee. Activitiesandenterprises deemedtofallinthesecategoriesshallinclude,butnotbelimitedto,allofthefollowing:

a. UsingtheprestigeorinfluenceoftheDistrictfortheemployee’sprivategainor advantageortheprivategainofanother.

b. UsingDistricttime,facilities,equipment,supplies,oremployeesforprivategainor advantage.

c. Using,orhavingaccessto,confidentialinformationavailablebyvirtueofDistrict employmentforprivategainoradvantageorprovidingconfidentialinformationto personstowhomissuanceofthisinformationhasnotbeenauthorized.

d. Receivingoracceptingmoneyoranyotherconsiderationfromanyoneotherthanthe DistrictfortheperformanceofhisorherdutiesasaDistrictemployee.

e. PerformanceofanactinotherthanhisorhercapacityasaDistrictemployee knowingthattheactmaylaterbesubject,directlyorindirectly,tothecontrol, inspection,review,audit,orenforcementbytheemployee.

ITEM19-HIRINGANDPROMOTIONS

19.1 PhilosophyoftheDistrict

ThephilosophyoftheDistrictistoworkwithemployeestodefinecareerpathoptions andencourageanyandallqualifiedemployeestoapplyforvacantpositions.Itisthe desireoftheDistricttofilleachvacancywiththemostqualifiedindividual.

19.2 Recruitment

Insearchingforthemostqualifiedindividual(s)theDistrictwillconsiderabilitiesand skillsinmanagement,supervisionandcommunications,andexperienceandtrainingin theapplicableworkfield.Theappointingauthority,designatedbytheDistrict’sBoardof Directors,mayselectanyofthefollowinghiringoptions:

a. Directanemployeetomovefromonepositiontoanother.

b. Offerapositiontoanemployee.

c. Limitarecruitmenttoemployeesonly,butreservetherighttoexpandtheemployee onlyrecruitmenttonon-employeeapplicantswithouteliminatingfromconsideration thoseemployeeswhohaveapplied.

d. Accept applicationsfromemployeesandnon-employeessimultaneously.

19.3 AvailabilityList

TheDistrictmayestablishanavailabilitylist.AsjobopeningsarefilledunderSection 19.2c-d,theremainingjobapplicantswhowerenotselectedtofillajobopeningmay beplacedonanavailabilitylistintheirorderofqualificationasdeterminedbythe recruitmentselectionprocessandmaybeconsideredforanyfuturejobopeningwhich mayoccurwithinthesamejobclassificationforaperiodoftwelve(12)months.The appointingauthoritymayormaynotusetheavailabilitylistandhascompletediscretion.

19.4 Appointments,Promotions,Assignments,andTransfersofRelatives

NoemployeerelatedtoaDistrictofficeroremployee bybloodwithinthethird(3rd) degreeofrelationshiporbymarriage withinthesecond(2nd)degreeofrelationshipshall beappointed,promoted, assigned,ortransferredwheresuchhasthepotentialforcreating adverseimpactonsupervision,safety,securityormorale,orinvolvespotentialconflicts ofinterest. Parents,children,grandparents,brothers,sisters,grandchildren,great grandparents,uncles,aunts,nephews,nieces,greatgrandchildrenofanemployeeare personswhoarerelatedtothatemployeebybloodwithinthethird(3rd)degreeof relationship. Aspouse,son-in-law,daughter-in-law,parents-in-law,brothers-in-law, sisters-in-law,grandparents-in-law,grandson-in-law,granddaughter-in-law,stepchildren, stepgrandchildren,stepparents,stepgrandparents,stepbrothers,andstepsistersofan employeeshallbeconsideredpersonswhoarerelatedtothatemployeebymarriage withinthesecond(2nd)degreeofrelationship.

ITEM20-PROBATIONFORNEWEMPLOYEEINJUST-CAUSE POSITION

20.1 ProbationaryPeriod

AnewemployeeassignedtoajobclassificationnotdesignatedbytheDistrict’sBoardof Directorsasanat-willjobclassificationshallserveatwelve(12)monthprobationary period.

20.2 FailureofProbation

a. Determinationofwhetheranewemployeefailsorsuccessfullycompletesprobation iswithinthesolediscretionoftheDistrictandsuchdeterminationmaybemade withoutcause.

b. Anewemployeewhofailsprobationshallbeterminatedfromemploymentwiththe District.

ITEM21-PROBATIONFORJUST-CAUSEEMPLOYEEINJUSTCAUSEPOSITION

21.1 ProbationaryPeriod

Anemployeewhoisassigned,promotedortransferred,fromajobclassificationnot designatedbytheDistrict’sBoardofDirectorsasanat-willjobclassification,into anothernon-at-willjobclassification,shallserveatwelve(12)monthprobationary period.

21.2 FailureofProbation

a. Determinationofwhetheranemployeefailsorsuccessfullycompletesprobationis withinthesolediscretionoftheDistrictandsuchdeterminationmaybemadewithout cause.

b. Anemployeewhofailsprobationmaybereturnedtohis/herimmediateformerjob classificationwithGeneralManagerapproval.Theemployeemayonlybe terminated fromDistrictemploymentforjustcauseduringtheprobationaryperiod.

ITEM22-DISCIPLINE

22.1 CausesforDisciplineandDischarge

JustcausefordisciplininganemployeecoveredbythisResolution,uptoandincluding terminationfromemployment,consistsofanyoneormoreofthefollowingin accordancewiththePositiveDisciplineProgram:

22.2 ReasonsforDisciplineorDischarge

Eachofthefollowingconstitutesjustcausefordischargeordisciplineofanemployee:

a. Unexcusedabsence.

b. Tardiness.

c. AbuseormisuseofDistrictproperty.

d. Failuretokeepsupervisorawareofyourwhereaboutsduringdutytimewhen availabilitymayberequired.

e. Abuseofanypaidorunpaidleave.

f. Convictionofamisdemeanororinfractionfor amovingvehicleviolationwhile operatingaDistrictvehicle,convictionofamisdemeanorinvolvingmoralturpitude, orconvictionofafelony. Apleaorverdictofguilty, oraconvictionfollowinga pleaofnolocontendere (nocontest),toachargeofafelonyoramisdemeanoror infractionofthetypedescribedaboveisdeemedtobeaconvictionwithinthe meaningofthissubsection.

g. Possession,useorundertheinfluenceofalcohol,whileatworkoronDistrict property.

h. Insubordinationorinsubordinateconduct.

i. Violationofasafetyruleorpractice.

j. Incompetency.

k. Dishonesty.

l. Discourteoustreatmentofthepublicorotheremployees.

m. ViolationofanofficiallyadoptedDistrictrule,regulation,orpolicy.

n. FalsificationofanyDistrictreportorrecord.

o. Inefficiency.

p. Inexcusableneglectofduty.

q. Physicalaltercationwithanyonewhileonthejob.

r. DrivingaDistrictvehiclewithoutavalidCaliforniamotordriverlicenseforthe vehicledriven.

s. Theft,misappropriation,orunauthorizeduseofDistrictpropertyorofpropertyheld intrustbytheDistrict.

t. Leavingassignedplaceofworkwithoutproperauthorization.

u. Doingorperformingnon-Districtworkwhileonthejob.

v. Fraudormisrepresentationinsecuringemployment,apromotion,atransfer,ora differentjobwithintheDistrict.

w. Takingextendedbreakperiods.

x. GivingspecialtreatmentorfavoritismtooneDistrictcustomeroveranother.

y. Acceptancefromanysourceofareward,giftorotherformorremunerationin addition toregularcompensationfortheperformanceofanemployee'sofficial Districtduties.

z. PossessionofafirearmwhileondutyoronDistrictpremiseswithoutauthorization fromtheDistrict.However,employeesresidinginDistrictownedhousesshallnot besubjecttodisciplineunderthissectionbaseduponthemerepossessionof firearmsinsuchhouses,norshallemployeeswholawfullytransportfirearmsin theirpersonalvehiclesforusebeforeorafterworktimebesubjecttodiscipline underthissectionforretainingtheirfirearmsintheirvehicleswhileparkedon DistrictpropertyifDistrictpropertyistheonlypossibleparkinglocation.

aa. Harassmentonanybasisprohibitedbyfederalorstatelaw(whichcurrentlyprohibit harassmentonthebasisofsex,nationalorigin,race,religion,age,ethnicity, disability,maritalstatus,orotherbasisprohibitedbyfederalorstatelaw.)

bb. Possession,use,undertheinfluenceof,ortraffickinginanyillegaldrug,includinga ControlledSubstancewhileatworkoronDistrictproperty.

cc. Testingpositivetoalcoholiftheemployee’stestexceedsacceptablelevels publishedintheCodeofFederalRegulations(49CFRsection382.201,orits subsequentreplacementregulation).

dd. Testingpositivetoanycontrolledsubstanceorillegaldrugiftheemployee’stest exceedsacceptablelevelspublishedintheCodeofFederalRegulations(49CFR section40.29,oritssubsequentreplacementregulation).

ee. Carelessness.

ff. Negligence.

gg. AnyotheractsorconductthatareinimicaltotheintegrityofDistrictoperationsor it’srenderingofservicestothepublic.

hh. IntentionalorwillfulviolationoftheDistrict’sInformationTechnologyAcceptable UsePolicy.

22.3 AppealProcess

Theprocedureforappealingdisciplineisasfollows:

a. Foranoralreminder,therearenoappealrights.

b. Forawrittenreminder,theappealmustbepresentedtotheemployee’sAssistant GeneralManager(ortotheGeneralManageriftheemployeereportsdirectlytothe GeneralManager)withintwenty(20)workdaysfromthedatetheincident occurred. The AssistantGeneralManagerwillrespondinwritingwithinfourteen(14)workdays. The decisionoftheAssistantGeneralManagershallbefinal,andnofurtherappealstepswill beafforded.

c. Forademotion,reductioninpaystepordecisionmakingleave,theappealmustbe presentedtotheGeneralManagerwithintwenty(20)workdaysfromthedatethe incidentoccurred. TheGeneralManagerwillrespondinwritingwithinfourteen(14) workdays. ThedecisionoftheGeneralManagershallbefinal,andnofurtherappeal stepswillbeafforded.

d. Fortermination,withinfourteen(14)workdaysafterreceiptofthedecisionto terminate,theemployeemaysubmittotheGeneralManagerawrittenrequestfor advisoryarbitration. Withinfive(5)workdaysfromreceiptofthewrittenrequestfor advisoryarbitration,theGeneralManagershallrequesttheCaliforniaStateMediation andConciliationServicetomailthenamesandresumesoffive(5)arbitratorstothe GeneralManagerandtheemployee. Uponreceiptofsaidnames,theGeneralManager andtheemployeeorhisrepresentativeshallalternativelyeliminatefromthelistone(1)

nameatatimeuntilonlyone(1)nameremains. Theorderofstrikingarbitrator’snames shallbedeterminedbylot. TheGeneralManagershallthencontacttheselected arbitratorinwritingrequestingahearing. Thearbitratorshallservehisorherwritten decisiononthepartieswithinsixty(60)workdaysaftercloseofthehearing,unlessthe partiesstipulatetoalongerperiod. Thefeesandcostofthearbitratorandcourtreporter shallbebornefiftypercent(50%)bytheDistrictandfiftypercent(50%)bythe employee,unlesstheemployeechoosestohavetheDistrictpaythesefeesandcosts.

Thearbitrator’sdecisionshallbeadvisoryandshallbereviewedandconsideredalong withatranscriptofthehearingbytheDistrict’sBoardofDirectors. Theemployeemay requestanopportunityto addresstheBoardregardingthearbitrator’sdecisionandthe appeal. However,noadditionaltestimonyorfactfindinginformationwillbeallowed, exceptinresponsetoquestionsoftheBoard. TheBoardofDirectorsshall notifythe employeeofitsfinaldecisionwithintwenty(20)workdaysafterissuanceofsaid advisoryopinion,unlesstheBoardrequiresadditionaltime,inwhichcasetheBoardor itsrepresentativeshallsonotifytheemployee.

ITEM23–EQUALEMPLOYMENTOPPORTUNITY

23.1 Non-DiscriminationStatement

TheDistrictshallnotunlawfullydiscriminateagainstanyemployeebecauseofrace, religiouscreed,nationalorigin,maritalstatus,age(over40),gender,disability,sexual orientation,associationmembershipornon-membershiporlegallyprotectedassociation activity,orotherbasisprotectedbyfederal,state,orlocalemploymentdiscrimination laws.

ITEM24-LICENSES/CERTIFICATES/CREDENTIALS

REIMBURSEMENTS

24.1 ReimbursementRequirements

TheDistrictwillreimburseemployeesforthecost(limitedtotheexaminationfeeand/or licensefee)ofobtainingandmaintainingworkrelatedlicenses,certificatesorcredentials, whenitisdeterminedtobeinthebestinterestoftheDistrict.

Toreceiveconsiderationforreimbursement,anemployeemust:

a. Beafulltimeregularemployee;

b. Successfullyobtainthelicense/certificate/credential;and

c. ApplytotheGeneralManagerordesigneeforconsiderationofreimbursement.

24.2 Approval

TheGeneralManagerordesigneeshallhavediscretionaryauthorityinthedetermination of:

a. Workrelatedlicenses,certificatesorcredential;and

b. Whetherornotthereimbursementofthecost(limitedtotheexaminationfeeandor licensefee)ofobtainingandormaintainingworkrelatedlicenses,certificatesor credentials,wouldbeinthebestinterestoftheDistrict.

SECTION25–SPECIALPROVISIONS

25.1 On-DutyAccidentCausingDeath

Intheeventthatanemployeeisinvolvedinanon-dutyaccidentwhichcauseshis/her death,theDistrictshallpaytohis/herdependentsthecostofCOBRAmedicalinsurance benefitcoverageforeighteen(18)monthsimmediatelyfollowingthedeath.

26.1

ITEM26–MSPCCOMPENSATIONPOLICY

CompensationPhilosophy

TheDistrict’scompensationgoalistoofferacompetitivecompensationpackageof salaryandbenefitstoitsemployees.TheDistrictshallhaveapaystructurethatis externallycompetitive,thatmaintainsinternalrelationshipsamongallpositionsbasedon therelativelevelofrequiredknowledge,skills,dutiesandresponsibilities,andrecognizes individualperformancelevelsandcontributionsasthebasisforpayincreaseswithinthe establishedpayranges.SincethemajorityoftheemployeeslivewithintheDistrict’s boundariesoradjacent communities,theDistrictwillcomparesalaryrangeswithexternal privateandpublicsectoremployersinthelocalgeographicalarea.Forselectedpositions, state,regionalornationalmarketsmaybeconsideredwhenappropriate.

26.2 Responsibility

TheMSPCCompensationPolicyresponsibilitiesrestwiththeCompensationCommittee andareexecutedthroughtheHumanResourcesDepartment.TheCompensation Committeeismadeupoffour(4)members:DirectorofHumanResources, General Managerandtwo(2)membersoftheBoardofDirectors.Aquorumconsistsofthe GeneralManagerandtwo(2)othermembersofthecompensationcommittee.The CompensationCommitteemeetsasneededtoevaluateandrecommendadjustmentsto individualsalaries,salaryranges,newjobclassifications,changestojobdescriptions,and changestotheMSPCCompensationPolicy.

Supervisors/Managersareresponsiblefor:

a. Conductingindividualperformanceappraisals

b. Recommendingstepincreases

c. Reviewingjobdescriptionsperiodicallytoensureaccuracy

d. CommunicatingtheMSPCCompensationPolicytonewandexistingemployees

TheMSPCCompensationPolicydescribedwithinrepresentscurrentpolicyandpractice withintheDistrict.Each elementofthepolicyisreviewedperiodicallyandissubjectto changeatanytimeatthesolediscretionoftheBoardofDirectors.TheGeneralManager willhavesoleauthorityforinterpretationoftheMSPCCompensationPolicy.

26.3 Communication

AsalaryprogramisonlyeffectivewhenallSupervisors/Managersandemployees understandhowsalarydecisionsaremade.Allemployeeswillreceiveinformationfrom his/herSupervisor/Managerconcerningimplementationandexecutionofthispolicy.All employeeswillbeinformedbyhis/herSupervisor/Manageroftheirsalaryrange, placementinthesalaryrangeanddateoftheirperformanceappraisal.

Newhireswillreceiveacopyofhis/herjobdescriptions,performancereviewschedule andtheirsalaryrangeatthetimeofhireorpromotion.

26.4

JobClassifications

Whentheresponsibilitiesand/ordutiesofajobclassificationsubstantiallychange,the appropriateAssistantGeneralManagerwillsubmittherecommendationforchangesto thejobdescriptiontotheHumanResourcesDepartmentandGeneralManagerfor approval.Ifapproved,therecommendedchangeswillbesubmittedtotheCompensation Committeeforapproval.

Foranewjobclassification,theAssistantGeneralManagerwillcreateanewjob descriptionandsubmitthenewjobdescriptiontotheHumanResourcesDepartmentand GeneralManagerforapproval.Ifapproved,thenewjobdescriptionwillbesubmittedto theCompensationCommitteeforreview.Upontherecommendationofthe CompensationCommittee,thenewjobdescriptionwillbesubmittedtotheBoardof Directorsforapproval.

26.5

SalaryRanges

TheCompensationCommitteewillrecommend,totheBoardofDirectors,salaryranges foralljobclassificationsbaseduponreviewofthejobrequirements,knowledge,skills, dutiesandresponsibilities,andinternalandexternalsalarysurveyswhennecessary.

a. Thefirststeprepresentsarateofpayforanemployeewhohastheminimum qualificationsandexperienceforthepositionincludinganewlypromotedemployee ornewhire.

b. Thesixthsteprepresentstherateofpayfor along-termemployeewhoconsistently metthejobrequirementsonhis/herperformanceappraisaloveranextendedperiodof timeandhasacquiredtheknowledge,skillsandabilitytoperformthedutiesofthe jobclassificationwithlittleornosupervision.

26.6

AdvancementintheSalarySteps

Advancementinthesalarystepsisnotautomatic.Eachemployeeshallbeeligibleto advancethroughthesalarystepsbasedonperformancereviews.Asalarystepincrease willonlybeawardediftheemployee’soveralljobperformancemeetsorexceedsjob performancestandards,includingstatedjobperformancegoals,ifapplicable.The appropriateAssistantGeneralManagerand/ortheGeneralManagerwillhavethefinal decisionifanemployeeistoadvancetothenextstepinthesalaryrange.

Employeesinthefirststepwilladvancetothesecondstepinthesalaryrangeaftersix (6) monthsofserviceiftheemployee’sjobperformancemeritsadvancement.Employeesin thesecond(2nd)steptothefifth(5th)stepwilladvancetothenextstepinthesalary rangeafterone(1) yearofserviceineachofthestepsuntilhe/shereachesthesixth(6th) step,iftheemployee’sjobperformancemeritsadvancementineachofthesteps.

Ifanemployee’sadvancementinasalarystepiswithheld,theemployee’snextsalary stepincreasewilloccurwhen,intheopinionoftheemployee’ssupervisor,the employee’soveralljobperformancemeetsorexceedsjobperformancestandards, includingjobperformancegoalsifapplicable.Thereafter,theemployeewillnextbe eligibleforasalarystepincreasebasedonthenewdateonwhichhe/shereceivedthe priorsalarystepincrease.

26.7 ChangestoaSalaryRangeforSpecificJobClassifications

Theimportanceandvalueofjobclassificationsmaychangeovertime,duetoorganizationalchanges,changesinscope,function,knowledge,duties,responsibilities,and internalandexternalcompetitivepaylevels.

AnAssistantGeneralManagermayrecommendareviewofajobclassificationina salaryrange.TheAssistantGeneralManagerwillsubmithis/herproposed recommendationalongwithanydocumentationtosubstantiatetherecommendationto theHumanResourcesDepartmentandGeneralManager forreview.Uponthe recommendationoftheDirectorofHumanResourcesandtheGeneralManager,the proposedchangewillbesubmittedtotheCompensationCommitteeforreview.Uponthe recommendationoftheCompensationCommittee,thechangein asalaryrangewillbe submittedtotheBoardof Directorsforapproval.

26.8 Reviewofan IndividualSalaryWithinaSalaryRange

Atanytime,andinorderforanemployee’scompensationtoremaincompetitive,an AssistantGeneralManagermayrecommendtotheGeneralManagerthatanemployeebe grantedspecialsalarystepadvancement.Suchrecommendationmustbebasedon recognitionofexceptionalperformance,experience,knowledgeorinternalorexternal inequities.TheGeneral Managermaythenadvancetheemployeeinthesalaryrange. Grantingaspecialstepincreaseshallnotchangeanemployee’sanniversarydatefortheir nextregularsalarystepincrease.

26.9 Transfers

Atransferisdefinedasmovementfromonejobclassificationtoanotherinthesame salaryrangeoravoluntaryrequesttoanewjobclassificationinalowersalaryrange.The GeneralManagermustapprovealltransferrequests.

Ifanemployeeistransferredintoanewjobclassificationinthesamesalaryrange,the employeewillremainattheircurrentsalarystepandthereafterwillprogressthroughthe salaryrangeapplyingthesametimeframesasprovidedforinthispolicy.

Ifanemployeerequestsatransferintoanewjobclassificationatalowersalaryrange, experience,knowledgeandeducationwillbeusedtodetermineplacementinthenew salaryrange.

26.10 Demotion

Ademotionisdefinedasaninvoluntarymovementfromonejobclassificationtoanother jobclassificationinalowersalaryrange.

Ifanemployeeisdemoted,theAssistantGeneralManagerwillrecommendtothe GeneralManagerordesigneeplacementinthenewsalaryrangebasedonjobexperience, knowledge,andjobperformanceoftheemployee,aswellasinternalequity.

26.11

Promotion

Apromotionisdefinedasareclassificationofanemployeeintoahigherjob classificationinaccordancewiththepromotionproceduresasdefinedintheMSPC SalaryandBenefitResolution.

Anemployeepromotedwillnormallybeplacedatthefirst(1st)stepofthesalaryrange forthenewjobclassificationifthefirst(1st)stepisatleastfive(5)percent abovetheir currentsalary.TheAssistantGeneralManagermayrecommendtotheGeneralManager ordesigneeplacement abovethefirst(1st)stepbasedonsuchfactorsasjobexperience, knowledge,skillsandabilities.

26.12 “Y”-Rating

Ifanemployee’ssalaryis“Y”-ratedandtheemployee’ssalaryisabovethesixth(6th) stepofthesalaryrange,theemployee’ssalarywillremainfrozenandtheemployeewill notreceiveanysalaryincreases,includingGeneralWageIncreases,untilthesixth(6th) stepofthesalaryrangeisequaltoormorethantheemployee’ssalary.

26.13 SalariesforNewly-HiredEmployees

TheAssistantGeneralManagerwillrecommendtotheGeneralManagerasalarystepfor anewly-hiredemployee.Normally,anewly-hiredemployeewillstartatthefirst(1st) stepofthesalaryrange.TheAssistantGeneralManagercanrecommendinwritingtothe GeneralManagertostart theemployeeabovethefirst(1st)stepbasedonsuchthingsas jobexperience,knowledge,skillsandabilities.

26.14 GeneralWageIncreaseMSPCSalaryAdjustments

Inordertoattractandretainqualityemployeesitwillbenecessarytoadjustsalaryranges toreflectchangesintheexternalmarket.Mostoftheseexternalinfluencestendtobe drivenbychangesinthecostofliving.TheCompensationCommitteewillconsider statisticsdevelopedbytheDepartmentofLabortoaccountforthisimpact.Changesin anyMemorandumofUnderstanding(“MOU”)withaLaborUnionoranEmployee Associationwillalsobetakenintoaccount.AsstatedintheCompensationPhilosophy above,theDistrict’sgoalistomaintaininternalrelationshipsamongallpositionsbased ontherelativelevelofrequiredknowledge,skills,dutiesandresponsibilities.

AnotherimportantrelationshipisthedifferenceincompensationbetweenMSPC managersandtheemployeestheysupervise.Thebargainingunitemployeesalaryranges willvaryeach yearbasedonthenegotiatedpayratesreflectedintherespectiveMOUs.In ordertomaintainanadequatelevelofseparationbetweenMSPCandbargainingunit salaries,theCompensationCommitteewillrecommendtotheBoardofDirectorsa multiyearprogramthatannuallyadjustsMSPCsalaryrangesbasedonboththedesired separationaswellasinformationregardingchangesinthecostoflivingrepresenting approximatelythesamespanoftimeastherespectivebargainingunitMOUs.

26.15 Effectof LeaveofAbsenceonSalarySteps

Ifanemployeeisonanunpaidleaveofabsence,theemployee’snextsalarystepincrease willbepostponedtheamountofdaystheemployeewasonanunpaidleaveofabsence.

26.16 TemporaryAssignmenttoaHigherClassification

Employeestemporarilyassignedtoperformallthedutiesandresponsibilitiesofahigher jobclassificationwillbeplacedatthesalarystepwhichisatleastfive(5)percentabove theircurrentsalaryinaccordancewithDistrictrulesorregulations.Timespent temporarilyworkinginthehigherclassificationshallcountastimeworkedtowards advancementtothenextsalarystepintheirregularjobclassificationsalaryrange.

26.17 CurrentSalariestoStepsforEmployeesintheMSPCMeritCompensationPolicy

Ifanemployee’scurrentsalaryisabovethesixth(6th)stepinthesalaryrangeonApril1, 2014,thenthatemployee’ssalarywillremain“Y”-ratedandtheemployeewillnot receiveanysalaryincreases,includingGeneralWageIncreases,untilthesixth(6th)step ofthesalaryrangeisequaltoorgreaterthantheemployee’ssalary.

ITEM27–GENERALWAGEINCREASE

27.1 GeneralWageIncreaseEffectiveJanuary1,2024

EffectiveJanuary1,2024,thesalaryrangesshall beincreasedbyfour(4)percent.

ITEM28–GENERALMANAGER’SWAGEINCREASE

28.1 GeneralManager’sWageIncreaseEffectiveJanuary1,2024

EffectiveJanuary1,2024,theGeneralManager’ssalaryshallbeincreasedbyfour(4) percent.

29.1 ChiefOperatingOfficer’sWageIncreaseEffectiveJanuary1,2024

EffectiveJanuary1,2024,theChiefOperatingOfficer’ssalaryshallbeincreasedbyfour (4)percent.

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EFFECTIVEJANUARY1,2024

JANUARY1,2024

EFFECTIVEJANUARY1,2024

EXHIBIT

EFFECTIVEJANUARY1,2024

EFFECTIVEFEBRUARY27,2024

EXHIBIT

EFFECTIVEFEBRUARY27,2024

EFFECTIVEAPRIL16,2024

EFFECTIVESEPTEMBER10,2024

Intent:

CATASTROPHICLEAVEPROGRAM

TheCatastrophicLeaveProgram(CLP)isdesignedtoassistfulltime,regularemployees (includingbargainingaswellasnon-bargaining)whohaveexhaustedallpaidleaveduetoa seriousorcatastrophicillness,injuryoftheemployee,orbecausetheemployeehasbeen providingnecessarycaretoamemberofhis/herimmediatefamilywhohasaseriouscatastrophic illnessorinjury.TheCLPallowsotherDistrictemployeesvoluntarilytodonatevacationor compensatorytimeoff(CTO)toanemployeewhomeetstheeligibilityrequirementssothe recipientwillbeabletoremainonpaidstatusforalongerperiodoftime,oruntiltheemployee qualifiesforlong-termdisability.

Eligibility:

Anemployeeinafulltime,regularpositionmaybeeligibletoparticipateintheCLP. An eligibleemployeemusthaveaverifiableseriousorcatastrophicillnessorinjury,orhavea memberofhis/herimmediatefamilywithaverifiableseriousorcatastrophicillnessorinjury whichresultsintheemployeebeingrequestedtotaketimeofffromworktocareforthatfamily member. Theemployee musthaveexhaustedallvacation,sickleave,and CTO.

Guidelines:

1. Themaximumnumberofdonatedhoursanemployeemayreceiveinanycalendar yearisfivehundredtwentyeight(528)hoursoruntiltheemployeequalifiesforlong termdisability,whicheveroccursfirst.

2. Subjecttonumberthree(3)below,thereisnolimitonthenumberofvacationor CTOhourswhichmaybedonated.

3. Adonatingemployeemusthaveaminimumbalanceofforty(40)hoursofvacation orCTOaftermakinganydonation.

4. Madeanddonatedhoursareusedonanhour-for-hourbasisregardlessofthehourly rateofthedonorortherecipient.

5. Donationsareconvertedtosickleave,creditedto therecipient,andpaidwhenusedat therecipient’snormalhourlyrateofpay.

6. Donatedhourswillbecreditedtotheemployee’ssickleavebankfromthedonors’ vacationorCTObankonanas-neededbasisandonapro-ratedbasis,basedonthe contributionsofthedonor(s). Unuseddonationswillnotbecreditedtotheemployee’s sickleavebankandwillbereturnedtothedonor(s).Iftheemployeeislatercredited backtheirsickleaveforthetimehe/sheuseddonatedCatastrophicleave,thehours whicharecreditedbackwillbecreditedtothedonor(s)andnottotheemployeeonproratedbasis.

7. Alldonationswillremainconfidential,exceptasrequiredforadministrationofthe program.

8. Inanycalendaryearnofurtherdonationswillbeacceptedaftertherecipienthas receivedthemaximumallowableundernumberone(1)above.

Procedure:

1. Anemployeewhohasexhausted,orsoonwillexhaust,sickleave,vacationandCTO, ortheemployee’srepresentative,mustrequesttheemployee’sparticipationinthe CLPonanapplicationformandsupplywrittenverificationoftheillnessorinjury fromthephysician.ThecompletedformwillbegiventotheHumanResources Department.

2. TheHumanResourcesDepartmentwillthennotifyemployeesDistrictwideofthe request.

3. Theminimuminitialdonationwillbefour(4)hours.Anydonationbeyondfour(4) hourswillbeinincrementsofwholehours.