HomeMy WebLinkAboutAGENDA BACKUP 05-03-94
PAGE 1 OF 2
NO.
3. CONSENT CALENDAR a.
SUBJECT
ACCEPT GRANT OF EASEMENT FROM EBMUD AND
APPROVE QUITCLAIM OF EASEMENT TO EBMUD,
JOB NO. 4956, PLEASANT HILL AREA
DATE
April 19, 1994
TYPE OF ACTION
ACCEPT GRANT OF
EASEMENT AND
APPROVE QUITCLAIM OF
EASEMENT
SUBMITTED BY INITIATING DEPT.lDIV.
Thomas Cheng, Assistant Engineer Engineering Dept.llnfrastructure Div.
ISSUE: A new easement is required for the realignment of a portion of the 12-inch diameter
sewer which will be constructed in conjunction with the 1-680/SR-24 Sewer Relocations, Phase
3.B Project.
BACKGROUND: In connection with Caltrans 1-680/SR-24 widening, the District must realign
an existing 12-inch diameter sewer crossing EBMUD's aqueducts, south of Monument
Boulevard in Pleasant Hill. An existing 1 O-foot wide easement crossing EBMUD's property was
granted to the District and recorded on August 9, 1954. A new 10-foot wide easement
crossing EBMUD's property is required for installing a portion of the realigned sewer. The new
easement will be granted by EBMUD to the District in the form of an easement agreement in
exchange for quitclaiming the existing easement. The existing and new easements are shown
on Exhibit A. The new easement will establish the District's rights for the construction,
reconstruction, maintenance, repair, removal and use of the 12-inch diameter sewer. The new
easement will be granted to the District by EBMUD free of charge.
After the 12-inch diameter sewer is installed, the existing easement will no longer be needed
and can be quitclaimed. The Quitclaim Deed will be temporarily held by the District until the
new sewer is operational and then the Quitclaim Deed will be recorded.
In accordance with the California Environmental Quality Act (CEQA), a Notice of Exemption for
the 1-680/SR-24 Sewer Relocations, Phase III Project was filed with the Contra Costa County
Clerk on February 25, 1993.
RECOMMENDATIONS: Accept the Grant of Easement from EBMUD, authorize the President
of the District Board of Directors and the Secretary of the District to execute the Grant of
Easement, and authorize the Grant of Easement to be recorded.
Approve quitclaim of the existing easement to EBMUD, authorize the President of the District
Board of Directors and the Secretary of the District to execute the Quitclaim Deed and authorize
the Quitclaim Deed to be recorded.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
1302A-7/91
ice
TCC
~
TJP
JSM
RAB
INITIATING DEPT.lDIV.
Orinda
@
LOCATION MAP
Central Contra Costa
Sanitary District
~
I
lij
Grant of Easement
and
Quitclaim of Easement
Job No. 4956, Pleasant Hill Area
QUITCLA",' EXISTING
1 0' WIDE:: ':'SEMENT
I
I
I
I
I
I
I
I
I
I
I
0----------------
~
(J)
o
o
<t
a:
to-
Z
o
o
I
I
I
I
I
I
MONUMENT BLVD.
~
CO
.
.......
@
SCALE: N.T.S.
Exhibit
A
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
PAGE 1 OF 1
May 3, 1994
NO.
3. CONSENT CALENDAR b.
BOARD MEETING OF
SUBJECT
SET PUBLIC HEARINGS ON JUNE 2, 1 994 TO CONSIDER
ESTABLISHMENT OF THE 1994-1995 SEWER SERVICE
CHARGE RATES, AND THE COLLECTION OF SUCH CHARGES
AND PRIOR YEAR DELINQUENT CHARGES ON THE COUNTY
TAX ROLLS
DATE
A ril 8, 1 994
TYPE OF ACTION
SET PUBLIC
HEARING DATES
SUBMITTED BY
INITIATING DEPT./DIV.
Debbie Ratcliff, Controller
Administrative/Finance & Accounting
ISSUE: The District Code and State law require holding public hearings for the establishment of
the 1994-1 995 Sewer Service Charge rates, and for placing such charges and prior year
delinquent charges on the County tax rolls for collection.
BACKGROUND: The 1994-1995 Operations and Maintenance (O&M) Budget will be submitted
for initial review by the Board of Directors on May 19, 1994. Approval of the 1994-1995 O&M
Budget is scheduled for the June 2, 1994 Board Meeting. It is customary to hold public hearings
to receive public comment on establishing the Sewer Service Charge rates, and collecting such
charges and prior year delinquent charges on the County tax rolls, during the Board Meeting at
which the O&M Budget is presented for approval.
RECOMMENDATION: Authorize a public notice to set public hearings on June 2, 1994 to
receive public comment on the establishment of the 1994-1 995 Sewer Service Charge rates and
the collection of such charges, and prior year delinquent charges, on the County tax rolls.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
PAGE
OF
1
NO.
3. CONSENT CALENDAR c.
DATE
RECEIVE THE DRAFT FISCAL YEAR 1 994-95 CAPITAL
IMPROVEMENT BUDGET/1994 TEN-YEAR CAPITAL
IMPROVEMENT PLAN AND ESTABLISH JUNE 2, 1994,
AS THE DATE FOR A PUBLIC HEARING TO RECEIVE
COMMENTS ON THE DOCUMENT
TYPE OF ACTION
RECEIVE DRAFT
CIB/CIP; ESTABLISH
HEARING DATE
SUBMITTED BY
INITIATING DEPT.IDIV.
John J. Mercurio, Admin. Analyst
Engineering Dept.lPlanning Division
ISSUE: The District's draft Fiscal Year 1994-95 Capital Improvement Budget/1994 Ten-Year
Capital Improvement Plan (CIB/CIPl has been prepared by staff and is ready for Board review. A
date for a public hearing to receive comments on the document should be established.
BACKGROUND: The Fiscal Year 1994-95 Capital Improvement Budget will establish near-term
project priorities and authorize budgets for the Treatment Plant, Collection System, and General
Improvements Programs. Detailed information for projects that are anticipated to be active in
Fiscal Year 1994-95 is presented in the Capital Improvement Budget document. The 1994 Ten-
Year Capital Improvement Plan will provide the basis for policy decisions concerning the District's
Capital Improvement Program and management of the Sewer Construction Fund. The Capital
Improvement Plan also serves as the framework for fee analysis.
On April 11, 1994, the Capital Projects Committee met with District staff in a workshop session
to review the draft Capital Improvement Budget/Capital Improvement Plan.
It is appropriate to receive comments in a formal public hearing prior to consideration of the Capital
Improvement Budget/Capital Improvement Plan for approval. This public hearing has been
tentatively scheduled for the Board's regular meeting on June 2, 1994.
RECOMMENDATION: Receive the draft Fiscal Year 1994-95 Capital Improvement Budget/1994
Capital Improvement Plan for review. Establish June 2, 1994, as the date for a public hearing to
receive comments on the draft CIB/CIP.
RE~EWEDANDRECOMMENDEDFORBOARDAcnON
JJM
JMM
RAB
~ ~
1302A-7/91
.._---,--_.~-,.-..._-"--,.-.__._-------'------~' ... --"",--,--~-,-'"'._--"---"'-'---
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
PAGE 1
OF 5
BOARD MEETING OF
May 3, 1994
NO.
5. BIDS AND AWARDS a.
SUBJECT
DATE
April 28, 1994
AUTHORIZE AWARD OF A CONSTRUCTION CONTRACT
FOR THE AERATION BASIN SELECTOR PROJECT,
DISTRICT PROJECT NO. 7132
TYPE OF ACTION
AUTHORIZE AWARD
SUBMITTED BY
Kent Von Aspern
Senior Engineering Assistant
INITIATING DEPT./DIV.
Engineering Departmentl
Plant Engineering Division
ISSUE: On April 26, 1994, sealed proposals were received and opened for construction of the
Aeration Basin Selector Project, District Project No. 7132. The Board of Directors must authorize
award of the contract or reject bids within 50 days of the bid opening.
BACKGROUND: In the past, the District has experienced problems with the quality of the sludge
generated in the activated sludge process. When the quality of the sludge deteriorates, the rate
at which the sludge settles is lessened. This poor settling sludge creates operational problems
in the secondary clarifiers and jeopardizes effluent quality. In addition, improving the settling
characteristics of the sludge will result in improved operating efficiencies.
Over the past several years, a technique to improve sludge characteristics has evolved. This
method, known as "selector technology," has been shown to aid in the propagation of bacteria
that have good settling characteristics. Selector technology is based on providing a small tank
upstream of the aeration process where the wastewater and microorganisms combine to create
conditions that favor the growth of desirable bacteria.
The District has a long, narrow primary effluent channel ahead of the aeration basins. This
channel is approximately the right size and volume to serve as a selector and, thus, no tank
construction is necessary for this project. The main modification necessary to convert the
primary effluent channel to a selector is to reroute the return sludge to the beginning of the
channel. This effort requires approximately 700 feet of 14-inch to 48-inch steel pipe and 11
valves of similar size.
The Aeration Basin Selector Project was advertised on April 5 and 12, 1994. Four bids ranging
from $623,000 to $783,620 were received and publicly opened on April 26, 1994. The
engineer's estimate for this project was $583,000. A summary of these bids is shown in
Attachment 1.
As shown in Attachment 1, both Kaweah Construction Company and Monterey Mechanical
Company bid $623,000. The Plant Engineering Division conducted a technical and commercial
review of the bids and determined that the two bids were equal in every manner.
INITIATI,NG DEPT./DIV.
~
RE~EWEDANDRECOMMENDEDFORBOARDAcnON
()J.t~ W~(J jJ/jf3
KVA
DJC
WEB
RAB
1302A-7/91
AUTHORIZE AWARD OF A CONSTRUCTION CONTRACT
FOR THE AERATION BASIN SELECTOR PROJECT,
DISTRICT PROJECT NO. 7132
SUBJECT
PAGE 2
OF
5
DATE
April 28, 1994
In this situation, the District may choose to award the contract to either of the bidders. Each
of the two contractors is currently working on-site at the District and is performing well. No
technical basis can be established for the selection of one contractor over the other.
District staff proposes that the successful bidder be selected on the basis of a coin toss. The
affected bidders have agreed to this arrangement. It is proposed that the coin toss be held at
the current (May 3, 1994) Board of Directors meeting; a representative from each of the
companies will be present.
The District will administer the construction contract and will provide resident engineering and
inspection services. G.S. Dodson and Associates, Inc. (GSDA) prepared the project drawings
and technical specifications and has performed well on previous District projects. Therefore,
GSDA was selected to provide office engineering and shop drawing review. A professional
services agreement in the amount of $20,000 has been negotiated with GSDA.
The funds required to complete this project, as shown in Attachment 2, are $852,000. The total
project cost is anticipated to be $977,000.
Construction of the Aeration Basin Selector Project is included in the 1993-94 Capital
Improvement Budget (CIB) on pages TP-12 through TP-14. The total project cost included in the
CIB is $977,000.
The current balance of the Sewer Construction Fund, minus unspent prior allocations, plus
projected dependable revenue, will be adequate to fund this project. A funding summary is
presented in Attachment 3.
Staff has determined that this project is exempt from the California Environmental Quality Act
(CEQA) under District CEQA Guidelines, Section 18.2, since it involves a minor alteration to
existing sewage facilities with negligible or no increase in capacity. Board of Directors' approval
of this project will constitute a finding of agreement with this determination unless otherwise
indicated.
RECOMMENDATION:
Authorize award of a construction contract in the amount of $623,000 for construction of the
Aeration Basin Selector Project, DP 7132, to the winner of a coin toss, to be held during the
current meeting of the Board of Directors.
13028-7/91
----- ---_.,----"_._-~.._---_._-_.._---_...._-~--_._----_._-_.~_..._-,----""-_._,.,'.------_._'---^~-_._--_._.'-~.--..--..---.--....
ATTACHMENT 1
Page 3 of 5
Central Contra Costa Sanitary District
SUMMARY OF BIDS
PROJECT NO. 7132 - AERATION BASIN SELECTOR PROJECT DATE APRIL 26. 1994
LOCATION MARTINEZ ENGR.EST. $ 583.000
No. BIDDER BID PRICE
(Name, telephone & address)
1 Kaweah Construction Company $ 623,000
P.O. Box 7780 (Zip: 93747)
1911 North Fine Avenue (Zip: 93727)
Fresno, CA Telephone: (209) 252-9492
2 Monterey Mechanical Company $ 623,000
8275 San Leandro Street
Oakland, CA 94621 Telephone: (510) 632-3173
3 Auburn Constructors, Inc. $ 651,300
730 West Stadium Lane
Sacramento, CA 95834-1130 Telephone: (916) 924-0344
4 Pacific Mechanical Corporation $ 783,620
P.O. Box 4041 (Zip: 94524)
2501 Annalisa Drive (Zip: 94520)
Concord, CA Telephone: (510) 827-4940
5 $
6 $
7 $
8 $
9 $
10 $
11 $
12 $
BIDS OPENED BY
DATE APRIL 26. 1994 SHEET NO. ...L OF ...L
Page 4 of 5
ATTACHMENT 2
AERATION BASIN SELECTOR PROJECT
DISTRICT PROJECT NO. 7132
PREBID/PRECONSTRUCTION ESTIMATE
ITEM DESCRIPTION TOTAL PERCENT
1 Construction Contract $ 623,000
2 Contingency (1 2 percent) 77 .000
$ 700,000 100.00
3 Construction Management
. District Forces
- Contract Administration $ 51,000 7.3
- Inspection 27,000 3.9
- Legal 1,000 0.1
- Record Drawings 5 .000 ~
$ 84,000 12.0
. Consulta nts/Contractors
- Engineering Services During Construction $ 20,000 2.9
- Concrete Testing 3.000 ...QA
$ 23,000 3.3
. Miscellaneous
- Plant Engineering Division $ 10,000 1.4
- Plant Operations Department 10.000 1.4
$ 20,000 2.8
CONSTRUCTION MANAGEMENT SUBTOTAL $ 127,000 18.1
4 Start-Up
- Plant Engineering Division $ 7,500 1.1
- Plant Operations Department 10,000 1.4
- GSDA 7.500 1.1
$ 25,000 3.6
5 Pre bid Expenditures
- Planning $ 25,000 3.6
- Design 100.000 1.4.:.a
$ 125,000 17.9
6 Total Project Cost $ 977,000 140.0
7 Allocations to Date $ 125,000
8 Additional Allocation Needed to Complete Project $ 852,000
PED\C:\FILES\PP\AUTH7132.KVA
Page 5 of 5
ATTACHMENT 3
PROJECT FUNDING SUMMARY
FOR THE PERIOD
04/09/94 THROUGH 05/09/94
SEWER CONSTRUCTION FUND BALANCE AS OF
04/14/94
$53,097,783
MINUS UNSPENT PRIOR ALLOCATIONS
(39,916,705)
PLUS DEPENDABLE CURRENT YEAR REVENUE
(4/94 THROUGH 6/94)
7,161,786
PLUS DEPENDABLE FUTURE REVENUE
(7/94 THROUGH 3/95)
8,634,675
$28,977,539
$28,977,539
> I $852,000 I (ALLOCATION REQUIRED)
~.. ' .~ Central Contra Costa Sanitary District
y. ...~, BOARD OF DIRECTORS
POSITION PAPER BOARD MEETING May 3,1994
PAGE 1
OF 5
NO.
6.
PERSONNEL a.
SUBJECT DATE
DELETE ONE MAINTENANCE CREW MEMBER 1/11 POSITION April 20, 1994
(G-53, $2509-$3034/G-59, $2893-$3500); CREATE ONE TYPE OF ACTION
COLLECTION SYSTEM OPERATIONS TECH. POSITION (G-59, Authorize Staffing
$2893-$3500); ADOPT CLASS DESCRIPTION; AND RECLASSIFY
MAINTENANCE CREW MEMBER II KEN NULL TO CSO TECHNICIAN
SUBMITTED BY
Cathryn Freitas, Personnel Officer
INITIATING DEPT.lDlV.
Administrative Department
ISSUE: Board action is required in order to delete an authorized staff position, create a position,
adopt a class description, and reclassify an employee.
BACKGROUND: Maintenance Crew Member II Ken Null has physical disabilities that prohibit him
from continuing to work in his present position. The Americans with Disabilities Act requires the
District to make reasonable accommodation if possible for disabled employees. Given his
restrictions at this time, staff proposes that Mr. Null be reclassified to fill the Collection System
Operations Technician position. Should his restrictions change, this accommodation will have
to be re-evaluated.
The primary responsibility of the proposed position is the Commercial Grease Control Program.
The District Code prohibits the discharge of grease to the sewer system when the discharge
causes problems. Commercial sources, such as kitchens and restaurants, are required to install
and maintain grease interceptors. Collection System Operations Department (CSOD) has to clean
sewers frequently near commercial sources of grease at an approximate annual cost of
$450,000. The Commercial Grease Control Program has the potential to reduce this annual
cost.
The work has previously been the responsibility of the Source Control Section of the Engineering
Department. However, the Source Control Section nas an increasing workload due to the loss
of one regular employee; therefore, it is proposed that the responsibility be transferred to CSOD.
Mr. Null has the requisite knowledge and skills to undertake the Commercial Grease Control
Program. In addition to the Commercial Grease Control Program, Mr. Null would also be
assigned other tasks in support of field operations including coordination of on-site materials,
repair support for specialized equipment, and other tasks as assigned. These new duties are
within his restrictions.
The proposed change will not increase the total number of authorized employees nor the
District's labor costs. Staff has met and conferred with representatives from Local One. In light
of Mr. Null's disabilities and the needs of the District to fill this position, the Union supports this
reclassification and waives its rights to an open/promotional recruitment.
Ytr
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATI,NG DEPT.lDIV.
1302A-7191 CRF
SUBJECT
DELETE ONE MAINTENANCE CREW MEMBER 1/\1 POSITION
(G-53, $2509-$3034/G-59, $2893-$3500); CREATE ONE
COLLECTION SYSTEM OPERATIONS TECH. POSITION (G-59,
$2893-$3500); ADOPT CLASS DESCRIPTION; AND RECLASSIFY
MAINTENANCE CREW MEMBER \I KEN NULL TO CSO TECHNICIAN.
PAGE 2 OF
5
DATE
April 20, 1994
RECOMMENDATION: Delete one Maintenance Crew Member 1/11 positiQn; create one Collection
System Operations Technician position; and adopt the Collection System Operations Technician
class description. Reclassify Maintenance Crew Member II Ken Null to Collection System
Operations Technician.
1302B-7/91
-_..-~_.__."._---~_.-,.~._----_._._.~-_..-..,--_.._~'~-.,---.--"-
CENTRAL CONTRA COSTA
SANITARY DISTRICT
Effective:
Range:
Respirator Class:
G-59
3
COLLECTION SYSTEM OPERATIONS TECHNICIAN
DEFINITION
Provide support to field and office operations; perform inspections and other work related
to enforcing District regulations for wastewater discharges; provide technical assistance
to customers and public agencies; research, prepare, and maintain detailed records
regarding field work; maintain equipment; and perform related duties.
SUPERVISION RECEIVED AND EXERCISED
Receive direct supervision from the Associate Engineer.
EXAMPLES OF ESSENTIAL DUTIES - Duties may include, but are not limited to, the
following:
Enforce the District's Commercial Source Control compliance program; inspect and
monitor the less complex commercial users within the District's service area.
Keep thorough records; document inspections and monitoring performed; assist in
preparation of permits.
Provide technical support which may require the application of specialized knowledge and
skills specific to the District's collection system operation.
Provide information to District staff, commercial dischargers, and the general public
requiring the interpretation of rules, policies, procedures, and regulations pertaining to
wastewater discharges.
Maintain a variety of detailed reports.
Maintain security and accountability of certain tools and instruments.
Assist field crews in obtaining materials and supplies from District inventories or blanket
purchase orders, periodically checking CSO inventory, and requisitioning materials and
supplies.
Assist in a variety of research, including budgeting, invoicing and servlcmg matters;
compile materials from various sources; prepare periodic or special reports from
information gathered or received.
---_..._---~-----_._~-----,-,--_....._-~---_.__.._,-,.~-"----,.~-_..__._----,----"._",._-_..._----------------_._.._,._~_._---"----
CENTRAL CONTRA COSTA SANITARY DISTRICT
Collection System Operations Technician (Continued)
EXAMPLES OF ESSENTIAL DUTIES
Prepare correspondence, reports, forms, form letters, and specialized documents related
to the functions of field operations.
Assist in the preparation and maintenance of technical and safety training equipment;
calibrate meters.
Assist field crews in television camera inspection and review of videotapes.
Provide staff support.
Perform related duties as required.
MINIMUM QUALIFICATIONS
Knowledge of:
Basic knowledge of policies and regulations governing the construction, operation,
and maintenance of sewer systems and facilities.
Use and operation of microcomputers including data base software.
Safety hazards and appropriate precautions applicable to work assignments.
Abilitv to:
Intermittently analyze and identify equipment malfunctions; analyze reports;
identify and explain violations and requirements; know, understand, interpret,
explain, remember, and enforce regulations; and observe inspections.
Sit at desk for long periods of time on a continuous basis; write or use keyboard
to communicate through written means; intermittently walk and stand while
performing inspections and monitoring activities; perform simple grasping, pushing,
pulling, fine manipulation; occasionally bend, squat, kneel, and twist while
performing inspections; lift or carry weight of 10 pounds or less. May be required
to communicate via radio and hear dispatch radio signal.
Learn inspection techniques as they apply to wastewater discharges.
Learn federal and state hazardous waste and pretreatment program regulations.
Understand, interpret, and apply rules and regulations.
Operate and maintain technical field equipment.
CENTRAL CONTRA COSTA SANITARY DISTRICT
Collection System Operations Technician (Continued)
Abilitv to:
Perform field measurements of wastewater flows.
Develop and maintain a variety of records, files, and documents.
Prepare clear and concise letters, technical records, memoranda, and other
documents.
Requisition stock supplies in support of field operations.
Establish and maintain cooperative relationships with those contacted in the course
of work.
Communicate clearly and concisely, both orally and in writing, to a variety of
questions, inquiries, and complaints from the general public.
Learn and observe all appropriate safety precautions as required by the District
including, but not limited to, Cal/OSHA General Industry Safety Orders and the
District's Respiratory Protection Program, and District Safety Directives.
EXPERIENCE AND EDUCATION
Any combination equivalent to experience and education that could likely provide
the required knowledge and abilities would be qualifying. A typical way to obtain
the knowledge and abilities would be:
Exoerience:
One year of experience in a source control, industrial waste, or related
position.
Education:
Equivalent to the completion of the twelfth grade.
LICENSES AND CERTIFICATES
Possession of a valid California Driver's License.
PAGE 1 OF 25
May 3, 1994
NO.
6. PERSONNEL b.
DATE
April 22, 1 994
SUBJECT
ADOPT MEMORANDUM OF UNDERSTANDING (M.O.U.) WITH
THE MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
EFFECTIVE MAY 1, 1994 - APRIL 30, 1997
TYPE OF ACTION
ADOPT M.O.U.
SUBMITTED BY
INITIATING DEPTJDIV.
Paul Morsen, Deputy General Manager
Administrative Department
ISSUE: The Board must adopt Memoranda of Understanding with employee representation
units.
BACKGROUND: The current labor agreement with the Management Support/Confidential
Group expires on April 30, 1994. Acknowledging the Board's policy of no retroactive salary
adjustments for agreements made after the Board's first meeting in May 1994, both sides met
and conferred in good faith to reach an agreement in advance of the deadline. Per the
attached letter from the Management Support/Confidential Group, the Management
Support/Confidential Group membership has ratified the District's last, best, and final offer.
Highlights of the three year agreement are as follows:
. This agreement is effective May 1, 1994 through April 30, 1997.
. Effective May 1, 1994, the District will provide a 1.8% general salary increase. In
the second year of the M.O.U., the wage adjustment shall be based on changes in
the Consumer Price Index (C.P.I.) for all urban consumers (San
Francisco/Oakland/San Jose) during the February 1994 to February 1995 base
period with a minimum of two (2) percent and a maximum of six (6) percent. In the
third year, the adjustment shall be based on the same index with a minimum of two
and one-half percent (2.5) and a maximum of seven (7) percent.
. The two-tier benefit system remains unchanged.
. In the event of a vacancy the District may meet and confer to limit recruitment to
an in-house basis only to prevent a potential lay-off.
. Nominal increases in tuition reimbursement, dual health coverage waiver, and safety
shoes have been included; as well as one additional Administrative Leave Day and
a reduced waiting period for long-term disability insurance.
. Numerous language changes in the M.O.U. were agreed upon which will aid both
parties in reducing misunderstandings and administering the District's personnel
efforts.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
ADOPT MEMORANDUM OF UNDERSTANDING (M.O.U.) WITH
THE MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
EFFECTIVE MAY 1, 1994 - APRIL 30, 1997
SUBJECT
PAGE 2 OF
DATE
April 22, 1 994
25
Further, two sideletters to the new M.O.U. have been negotiated as part of the overall
agreement. One sideletter forms a joint labor/mid-management/management committee to
establish an anti-substance abuse policy and training program. The other sideletter provides
the opportunity for the Management Support/Confidential Group to extend the District's vision
care plan to its members. The cost of the vision care will be borne by the bargaining group.
Finally, it is important to note that'negotiations between the Management Support/Confidential
Group and the District were conducted in a very professional and fair manner. Chief
Negotiator/Principal Engineer Curt Swanson and the negotiating team of Maintenance
Supervisor Paul Louis, Machine Shop Supervisor Wayne Miner, and Engineering Support
Supervisor Bill Clement deserve praise for helping to create an atmosphere where win-win
negotiations were possible.
RECOMMENDATION: Adopt the attached M.O.U. between the District and Management
Support/Confidential Group, effective May 1, 1994 through April 30, 1997.
1302B-7/91
MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
5019 IMHOFF PLACE
MARTINEZ, CA 94553
April 25, 1994
Mr. L. Paul Morsen
Deputy General Manager
Central Contra Costa Sanitary District
5019 Imhoff Place
Martinez, CA 94553
Dear Paul:
RATIFICATION OF 1994-1997 MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
MEMORANDUM OF UNDERSTANDING
This letter is to inform you that on April 22, 1994, the members of the Management
Support/Confidential Group (MS/CG) formally ratified the Memorandum of Understanding
between the Central Contra Costa Sanitary District and MS/CG for the period May 1,
1994 through April 30, 1997.
~
Douglas J. Craig
President
DJC:mg
MEMORANDUM OF UNDERSTANDING
Between
CENTRAL CONTRA COSTA SANITARY DISTRICT
And The
MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
May 1, 1994 through April 30, 1997
TABLE OF CONTENTS
Page
PREAMBLE .................................................. ,
Recognition and Coverage ................................... ,
Rights ................................................. ,
ARTICLE I PAYROLL DEDUCTION OF DUES ........................... 2
ARTICLE II PAY .............................................. 2
Paychecks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 2
Minimum Call Back Pay ............... . . . . . . . . . . . . . . . . . . . . .. 2
Out-of-Class Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 2
ARTICLE III GRIEVANCE PROCEDURE ............................... 2
Matters Subject to Grievance ........... . . . . . . . . . . . . . . . . . . . . .. 3
Matters Not Subject to Grievance ... . . . . . . . . . . . . . . . . . . . . . . . . . .. 2
Procedure .............................................. 3
Step One .......................................... 3
Step Two . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 3
Step Three ......................................... 3
Step Four . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 4
Miscellaneous Provisions .................................... 4
Group Grievances . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 4
Employee-Processed Grievance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 4
Grievance Witnesses . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 4
Grievance Processing During Regular Working Hours . . . . . . . . . . . . . . . .. 4
Separate Grievance File . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 5
ARTICLE IV RECORDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 5
ARTICLE V APPOINTMENT OF RELATIVES . . . . . . . . . . . . . . . . . . . . . . . . . . .. 5
ARTICLE VI VACATION ......................................... 5
General ................................................ 5
Vacation Earnings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 6
Use of Vacation Accumulation ................................ 6
Accrual Credit ........................................... 6
Termination ............................................. 6
Payment of Accumulated Vacation Time ......................... 7
ARTICLE VII HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 7
Holiday Schedule ......................................... 7
Weekend-Designated Holidays ................................ 8
Holiday Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ., 8
ARTICLE VIII LEAVES .......................................... 8
Sick Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 8
Sick Leave Accumulation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 8
Sick Leave Incentive Benefit . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. 8
Salary Continuance Plan .................................... 9
Death in Family .......................................... 9
Jury Duty .............................................. 9
Court Appearances ........................................ 9
Military Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Pregnancy Disability ....................................... 1 0
Family and Medical Leave ................................... 10
Leave of Absence Without Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 0
Administrative Leave . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE IX CAFETERIA PLAN .................................... 10
ARTICLE X GENERAL INCREASES ................................. 11
ARTICLE XI PROBATION PERIOD UPON RECLASSIFICATION ............... 11
ARTICLE XII MERIT INCREASES ................................... 11
ARTICLE XIII PROFESSIONAL REGISTRATION ......................... 11
ARTICLE XIV EDUCATION-TUITION REFUND POLICY .................... 12
ARTICLE XV LONGEVITY COMPENSATION ........................... 12
Career Service Pay ........................................ 1 2
ARTICLE XVI SHIFT DIFFERENTIALS .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Night Shift Differential . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Swing Shift Differential ..................................... 12
ARTICLE XVII WORK HOURS ..................................... 13
Work Week ............................................. 13
Reduced Work Week . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Alternative Work Schedules .................................. 13
ARTICLE XVIII FILLING OF VACANT POSITIONS . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE XIX LATERAL TRANSFERS ................................ 13
ARTICLE XX OVERTIME ACCUMULATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
ARTICLE XXI EMPLOYEE BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Health Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Dual Health Coverage ...................................... 14
Retirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Deferred Compensation ..................................... 15
Dental Plan ............................................. 15
Disability Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Term Life Insurance Plan .................................... 15
Continuance of Benefit Plan ..................... . . . . . . . . . . . . . 15
ARTICLE XXII EMPLOYEE ASSISTANCE PROGRAM. . . . . . . . . . . . . . . . . . . . . . 16
ARTICLE XXIII SAFETY EQUIPMENT ................................ 1 6
ARTICLE XXIV MILEAGE REIMBURSEMENT ........................... 16
ARTICLE XXV PERSONAL AND DISTRICT PROPERTY .................... 16
ARTICLE XXVI SUBSTANCE ABUSE ................................ 16
ARTICLE XXVII DRIVER'S LICENSE REQUIREMENTS . . . . . . . . . . . . . . . . . . . . . 17
ARTICLE XXVIII NONDISCRIMINATION .............................. 17
ARTICLE XXIX SAVINGS ........................................ 17
ARTICLE XXX PAST PRACTICES .................................. 18
ARTICLE XXXI TERM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 8
Signatures To Agreement. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
... ._.. ..___..._.~_....,._, ..___.~.""_. . ..,H...._".~_,_.._.,,' ...,_..._.._._"'....,~,_.__.._____.."~._.,__,._,,_~_,.._,_.~______,____".~. ,_._._,__,.~.._"_" . ',._.wH. ____"_.~.,._._.__._._.__"__ 'u ..,__.~...",___._.~_.,.,_, "_. _~_____.__....__.~.___.,..,.._~'u..._".._._.___.__,____~-,..' .-..-.--,------.----.-..-. ,...."."-
MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
MEMORANDUM OF UNDERSTANDING
PREAMBLE
RECOGNITION AND COVERAGE
The Management Support/Confidential Group, hereafter known as the MS/CG, is the
formally recognized exclusive employee representative for all employees other than
General Employees, Management Employees, and Executive Management Employees.
The MS/CG shall represent all regular employees currently designated by Resolution of the
Board of Directors.
The determination for new and reclassified positions shall be in accordance with the
District's Employer/Employee Relations Ordinance.
RIGHTS
The Board of Directors' Representatives and duly appointed Representatives of the MS/CG
will meet and confer in good faith. The Board of Directors, or any agent thereof, agrees
that there will be no interference, restraint, or coercion against the MS/CG or against any
employee because of his/her group membership or group activity.
It is the intent and purpose of the parties hereto to promote harmonious, economic, and
industrial relationships between the District and MS/CG and to effect the best possible
service at the most effective cost to the customers of the District. The District and
MS/CG jointly agree to perform faithfully the obligations imposed by this Memorandum
of Understanding, and furthermore, agree that the provisions contained herein shall be
recognized as the sole statement of contractual rights and obligations between the two
parties, except however, that all rights, privileges, and benefits secured prior to this
agreement shall remain in full force and effect, except as may be provided herein.
The District has the sole and exclusive right to determine the consideration of the merits,
necessity, or organization of any service or activity provided by law or Executive Order.
Additionally, the rights of the District include, but are not limited to, the exclusive right
to determine the missions of its constituent departments and divisions; set standards of
services; determine the procedures and standards of selection for employment and
promotion; direct, classify, and assign its employees; require overtime, when necessary,
for operations of the District; take disciplinary action; relieve its employees from duty
because of lack of work or for other legitimate reasons; maintain the efficiency of District
operations, including, but not limited to, the contracting or subcontracting of production,
service, maintenance, or other type of work performed by the District; determine the
methods, means, and personnel by which District operations are to be conducted;
determine the content of job classifications; take all necessary actions to carry out its
1
mission in emergencies; and exercise complete control and discretion over its organization
and the technology of performing its work; provided, however, that the exercise of such
District rights shall not conflict with the express provisions of this Memorandum.
ARTICLE I PAYROLL DEDUCTION OF DUES
The District shall provide payroll deduction of dues for the MS/CG employees, provided
however, that a signed payroll deduction form is executed by the employee specifying the
amount to be deducted and is in the Accounting Office by the fifteenth of the month prior
to its effective date. The monies withheld shall be turned over to the treasurer of the
MS/CG by the fifteenth of the following month.
ARTICLE II PAY
Paychecks: The District shall distribute paychecks on the last regular District working day
of each month. Any outstanding Vacation or Sick Leave and Earned Overtime due the
employee at the time of termination, retirement, or resignation will be calculated and
issued to the employee with the final paycheck. The balance of unused accumulated sick
leave is credited as longevity upon retirement.
Minimum Call Back Pay: An employee not on Standby but who is called back to work
shall be compensated at time and one-half for a three (3) hour's minimum for each call
or time and one-half for the actual time worked.
Out-of-Class Pay: Employees assigned to work in a higher classification in the absence
of their supervisor shall receive a minimum of one salary step after two continuous weeks
in the higher classification. When a supervisor is absent for two or more continuous
weeks (ten work days) and where more than one employee is assigned the supervisor's
responsibilities at different times during the absence, which may be less than two weeks
per employee, then those employees shall receive a minimum of one salary step for the
actual hours worked in the higher classification.
ARTICLE III GRIEVANCE PROCEDURE
It shall be the policy of the District and the MS/CG to develop and practice reasonable and
effective means of resolving difficulties which may arise among employees, to reduce
potential problems, and to establish channels of communication.
The grievant may elect, in writing, to represent himself/herself rather than have the
MS/CG provide representation. If the grievant elects to represent himself/herself at this
step, or at any later step, the MS/CG shall be relieved of any further obligation of
representation and shall be relieved of any obligation to share in any further expense of
the grievance procedure. No resolution shall be inconsistent with the terms of this
Agreement.
2
Matters Subject to Grievance: Any complaint an employee has concerning the
interpretation or application of rules, regulations, policies, or procedures governing
personnel practices, working conditions, wages, hours, and other terms and conditions
of employment.
Matters Not Subject to Grievance: The District policies, rules, and regulations as such.
A rating as given in an Employee Performance Appraisal.
Disciplinary and Termination Actions as outlined in the District's Discipline Policy and
Procedures.
PROCEDURE
Step One: The grievant shall, within fifteen (15) working days, from when the employee
knew of the occurrence, present and discuss any difference or grievance with his/her
immediate supervisor. Both the grievant and his/her supervisor shall make a bonafide
effort to amicably settle such differences. The supervisor shall respond within five (5)
working days after the final meeting with the grievant. If, after this response, the
grievant does not believe the problem has been satisfactorily resolved, then the grievant
shall have the right to proceed to Step Two of this procedure within five (5) working days
after receipt of the supervisor's written response.
Step Two: In the event such differences are not settled and the grievant desires the
grievance to be considered further, it shall be presented, in writing, within five (5)
working days by the employee involved, and/or his/her representatives to the grievant's
Department Manager. A meeting shall be arranged by the Department Manager within
five (5) working days of receipt of the written grievance. The grievance shall be
discussed with the grievant and pertinent facts brought to light. The Department
Manager shall respond, in writing, within five (5) working days after the final meeting
rendering the decision.
Failure of the grievant to take further action within five (5) working days after receipt of
the decision will constitute withdrawal of the grievance.
Step Three: In the event such differences are not settled at Step Two and the grievant
desires the grievance to be considered further, it shall be presented, in writing, within five
(5) working days to the General Manager-Chief Engineer or his designated representative
who will discuss the grievance with the grievant, his representative or representatives,
and with other appropriate persons within ten (10) days of receipt of the grievance. The
General Manager-Chief Engineer may designate a person, not in the grievant's normal line
of supervision, to advise him concerning the grievance. A record may be maintained of
Information presented. The General Manager-Chief Engineer shall render a decision, in
writing, to the grievant within ten (10) working days after hearing the grievance.
Failure of the grievant to take further action within ten (10) working days after receipt of
the General Manager-Chief Engineer's decision will constitute withdrawal of the
grievance.
3
Step Four: In the event such differences are not settled and the grievant desires the
grievance to be considered further, it shall be presented, in writing, to the Secretary of
the Board within five (5) days of receipt of the General Manager-Chief Engineer's decision.
The Secretary shall calendar the agenda item at the next regularly scheduled Board
Meeting in keeping with established guidelines for calendaring an agenda item.
The Board may employ a neutral third party to hear the matter and recommend action to
the Board. The Board may adopt, reject, or modify the recommendation of the
Board-appointed neutral third party. The decision of the Board is the final action of the
District.
Miscellaneous Provisions: No grievant shall, at any stage of the grievance procedure, be
required to meet regarding the grievance with any supervisor or manager without
organizational representation, nor shall any supervisor or manager be required to meet
with the grievant regarding the grievance without benefit of counselor representation.
No waiver of time lines must be granted either party due to the lack of available counsel.
In certain grievances, the first and/or second steps may be deleted if the grievance arises
out of an action by an authority above the level of the grievant's supervisor. However,
such grievances will begin at a level no higher than Step 3 of this grievance procedure.
Failure at any step of this procedure to communicate the decision on a grievance within
the specified time limits shall permit the lodging of an appeal at the next step of the
procedure within the time allotted, had the decision been given. Failure to appeal a
decision within the specified time limits shall be deemed a withdrawal of the grievance.
The time limits specified in this procedure may be extended, in any specific instance, by
mutual agreements, in writing.
Group Grievances: If the grievance involves employees with different immediate
supervisors, the grievance may be filed at the appropriate step of the grievance procedure.
However, such grievance will begin no higher than Step 3 of this grievance procedure.
Employee-Processed Grievance: An employee covered by this Agreement may present
a grievance directly and have such grievance adjusted without intervention of the MS/CG
as long as the adjustment is not inconsistent with the terms of this Agreement.
Grievance Witnesses: The District shall endeavor to make available for testimony in
connection with the grievance procedure reasonable requests for District employees to
appear when requested by the grievant, the MS/CG, or the District. Any employee
witnesses required to appear in connection with this Article shall suffer no loss of normal
pay but will not receive any form of overtime compensation in connection with his/her
appearance.
Grievance Processing During Regular Working Hours: The grievant and his/her
representative(s) shall normally be entitled reasonable time to process a grievance during
normal working hours with no loss of payor benefits, provided the grievant has the
4
permission of his/her supervisor. Such permission shall not be unreasonably withheld.
Separate Grievance File: All materials concerning an employee's grievance shall be kept
in a file separate from the employee's personnel file, which file shall be available for
inspection only by the grievant, his/her representative, with approval by the grievant and
management, supervisory, and confidential employees who can demonstrate a need to
review the file. ·
ARTICLE IV RECORDS
All acts of discipline will be documented by a written notice to the employee stating the
reasons and grounds for such discipline. All discussion records shall remain a part of the
employee's personnel file for a period of 12 months assuming no continuation of similar
offense. All records of discipline above a discussion record shall remain a part of the
employee's personnel file for a period of three years, assuming no continuation of a
similar offense. All disciplinary records which are removed from the employee's personnel
file after three years shall be maintained in a separate file by the District Personnel Officer
to be used only in matters involving discrimination, litigation complaints or charges, and
grievances alleging disparate treatment.
ARTICLE V APPOINTMENT OF RELATIVES
Members of immediate family of elected or appointed officials shall not be appointed to
District employment.
Members of the immediate family of employees shall not be employed by the District.
Those relatives appointed before July 1, 1982, shall not be appointed to the same
division, nor shall be transferred, promoted, or demoted into the same division, nor be
placed in such a position as to evaluate a relative or be in the same line of supervision.
Immediate family members are defined as mother, father, brother, sister, son, daughter,
in-laws, or grandparents.
This provision shall apply to all types of employment status.
ARTICLE VI VACATION
General: All employees, with the exception of Temporary status employees, earn paid
vacation time from the first month of employment. However, a new employee without
District tenure may not use any accumulated vacation time until after completion of six
(6) months service. Thereafter, accumulated vacation time may generally be used as
desired, subject to the approval of the appropriate supervisor, subject to two (2) weeks
notice in advance. The schedule of vacation days and the maximum number of vacation
days which may be accumulated and deferred are shown in the following tables:
5
Vacation Earnings:
A. Current regular or probationary employees hired by the District prior to May 1,
1985, earn ten (10) hours of vacation per month worked plus additional allowance
for longevity after five (5) years.
Years of
Service
Annual Vacation
Allowance
Maximum Number of
Vacation Days Which
Can Be Accumulated
and Deferred
0.:.5 Years
5-10 Years
10-15 Years
15-20 Years
20-25 Years
25-30 Years
30 & Over
1 5 Days
16 Days
17 Days
20 Days
25 Days
30 Days
35 Days
30 Days
32 Days
34 Days
40 Days
50 Days
60 Days
70 Days
B. Regular or probationary employees hired by the District after May 1, 1985, earn
6.67 hours of vacation per month worked, 0-3 years; and ten (1 0) hours of
vacation per month worked, 3-5 years; plus additional allowance for longevity after
five (5) years worked.
Years of
Service
Annual Vacation
Allowance
Maximum Number of
Vacation Days Which
Can Be Accumulated
and Deferred
0-3 Years
3-5 Years
5-10 Years
10-15 Years
15-20 Years
20-25 Years
25 & Over
1 0 Days
1 5 Days
16 Days
17 Days
20 Days
25 Days
30 Days
20 Days
30 Days
32 Days
34 Days
40 Days
50 Days
60 Days
Use of Vacation Accumulation: All employees shall be afforded (1) one calendar year
from the anniversary date to use such extra vacation days to or below the permitted
maximum limits prior to any forfeiture of vacation days.
Accrual Credit: The extra days accrued due to service of over five (5) years are credited
to each employee's account on his/her anniversary date. Employees are notified as they
reach the maximum accrual limit.
Termination: If an employee leaves the District for any reason, he/she will be paid for any
earned vacation time not used.
6
Payment of Accumulated Vacation Time:
A. Employees may request payoff of accumulated vacation time.
B. Payment shall be considered if the applicant can demonstrate the need for payment
to alleviate serious financial problems.
C. Employees must have either taken ten (10) days of vacation time within the
calendar year of application or have accrued sufficient vacation time to take a
mandatory ten (1 0) days of vacation time off within the calendar year of
application.
D. The maximum number of days which will be considered for payment in anyone
calendar year shall be twenty (20) days.
E. The employee shall submit a letter of request for payment of accumulated vacation
to his/her Department Manager, which shall include the number of days pay
requested and the reason for the request. The request will then be submitted to
the General Manager-Chief Engineer. If all of the conditions specified above are
satisfied, the request will be considered.
The above policies do not apply to termination of employment or retirement.
ARTICLE VII HOLIDAYS
Holiday Schedule: There are thirteen (13) paid holidays.
· New Year's Day
(January 1)
· Veteran's Day
(November 11)
. Martin Luther King, Jr.'s Birthday
(Third Monday in January)
· Thanksgiving Day
(Fourth Thursday in November)
· Lincoln's Birthday
(February 1 2)
· Day after Thanksgiving
· Washington's Birthday
(Third Monday in February)
· December 24
· Memorial Day
(Last Monday in May)
· December 25
· Independence Day
(July 4)
· December 31
· Labor Day
(First Monday in September)
7
Weekend-Designated Holidays: If a designated holiday falls on a Saturday, the preceding
work day not a holiday shall be deemed to be the holiday, and if the holiday falls on a
Sunday, the following work day not a holiday shall be deemed to be that holiday.
Holiday Compensation: All employees, with the exception of Temporary status
employees who are required or authorized to work on a holiday listed above, will be paid
at the rate of time and one-half the normal regularly assigned basic pay rate in addition
to the normal monthly pay except for New Year's Day, Thanksgiving Day, and Christmas
Day, which will be paid at a double-time rate in addition to the normal monthly pay.
Employees required to work on a Friday immediately preceding a holiday or Monday
immediately following will receive pay at time and one-half the normal basic pay rate or
receive time and one-half off at a later date.
ARTICLE VIII LEAVES
Sick Leave: Current regular or probationary employees hired by the District prior to May
1, 1985, earn fifteen (15) days sick leave per year. Regular or probationary employees
hired by the District after May 1, 1985, earn twelve (12) days sick leave per year. Sick
leave is to be used only in case of real sickness, disability, medical, or dental care for the
employee, or up to ten (10) days annually may be used to attend to health needs of an
immediate family member. If all accumulated sick leave is used, earned vacation time
may be used as sick leave in order to receive full regular pay. Probationary employees are
eligible to use earned sick leave as required.
Sick Leave Accumulation: Unused sick leave accumulates from one year to the next.
There is no maximum limitation. The balance of unused accumulated sick leave is
credited as longevity upon retirement.
Sick Leave Incentive Benefit: For current regular or probationary employees hired by the
District prior to May 1, 1985, the District shall augment the regular sick leave policy with
an incentive benefit using a formula crediting eighty-five (85%) percent of the employee's
yearly unused sick leave to an accumulating account for that person. For regular or
probationary employees hired by the District after May 1, 1985, the following schedule
shall apply:
Years of Pay-off Credit Pay-off Credit
Service at Termination at Retirement
0 - 5 Years o Percent o Percent
5 - 10 Years 25 Percent 25 Percent
10 - 25 Years 25 Percent 35 Percent
25 and Over 25 Percent 40 Percent
Payment for all credited sick leave will be made upon retirement or termination of
employment only if the employee provides the District with a minimum of two (2) weeks
notice.
8
Salary Continuance Plan: It shall be the general policy of the District to continue pay to
an employee under the Salary Continuance Plan when an employee incurs a work-related
injury or illness. This plan commences if the employee qualifies for temporary disability
payments from Worker's Compensation for the disability and, if in the opinion of the
District, the disability is work-related. If the injury or illness is determined legitimate, all
of the employee's regular benefits will continue during the time this plan is in effect.
The salary continuance will be equivalent to seventy (70%) percent of gross
compensation less any Worker's Compensation payments.
The maximum period for which this plan could be used by an employee will be six (6)
months or until a stable level of disability is reached, whichever occurs first.
The District's policy for charging sick leave for work-incurred injuries or illnesses shall be
as follows:
An employee requiring medical attention for a work-incurred injury or illness will not be
required to charge the portion of time spent on the day of the injury receiving medical care
to his/her sick leave record. After the doctor has released the employee from his office,
any additional time off on that day will be charged to the employee's sick leave account.
The first day of the three-day waiting period required by the State Compensation
Insurance Fund begins the day following the date on which the injury or illness occurred.
District Salary Continuance Plan benefits shall begin on the same day as State
Compensation benefits commence. However, if the injury or illness causes disability of
more than twenty-one (21) days or necessitates hospitalization, the Salary Continuance
Plan will become effective from the first day the injured employee leaves work as a result
of the injury or illness.
The employee may use vacation or sick leave accrual or earned overtime during this
waiting period.
Death in Family: In the event of a death in the immediate family of an employee, the
employee may, after notifying his/her supervisor, be absent up to a maximum of ten (10)
days and have the time off charged to his/her sick leave account. Accrued vacation time
may be used if additional time is required. "Immediate Family" consists of the following
persons: mother, father, husband, wife, brother, sister, son, daughter, in-laws, or
grandparents. Verification may be required.
Jury Duty: If an employee is called for jury duty, he/she may either take the time off with
pay and turn over to the District any monies received (not including mileage allowance or
meal expense) as a juror, or he/she may take vacation leave or leave without pay and
keep all the monies paid to the employee. Mileage allowances shall be kept by the
employee under any circumstances.
Court Appearances: In the event District management or legal counsel requires the
attendance and/or participation of an employee in legal proceedings such as depositions,
judicial mediations, judicial arbitrations or trials to speak on behalf of the District, the
9
employee will be compensated as if the employee were at work. An employee called by
anyone other than district counsel shall be required to apply for vacation leave, earned
overtime, or leave of absence without pay. This provision shall only take effect for legal
proceedings initiated after ratification of the Memorandum of Understanding.
Military Leave: Employees who are assigned to military duty are entitled to military leave
in accordance with the provisions of applicable state laws (California Military and
Veterans Code, Section 395 et seQ.).
Pregnancy Disability: For the purposes of the State Disability Insurance, Pregnancy
Disability Leave is effective the first date the employee is disabled. The District will
require verification from the employee's physician. E.g. If an employee's last day of work
is 9/1 and the baby is delivered on 10/1, then the effective date of Pregnancy Disability
Leave will be 9/1.
Upon termination of the disability, (generally six weeks following a regular delivery, eight
weeks following a Caesarean Section, or the length of the disability whichever is longer),
the employee will no longer be able to use sick leave but will be allowed to use any
accrued vacation, earned overtime, or leave without pay. The combination of time off for
approved Pregnancy Disability Leave and Family Medical Leave may not total more than
seven months per occasion. This requires approval of the Department Manager.
Family and Medical Leave: The District will comply with the provisions of the Family and
Medical Leave Act and the California Family Rights Act. The District will require an
employee to exhaust his/her sick leave prior to considering a leave of absence without pay
for the purposes of family and medical leave.
Leave of Absence Without Pay: Employees may request a leave of absence without pay
through his/her supervisor. A leave of absence without pay for up to thirty (30) working
days may be approved by the Department Manager and the General Manager-Chief
Engineer. Longer leave shall require the approval of the Board of Directors and may be
made if there is a compelling reason and the employee's work unit will not be unduly
affected by the employee's absence. During an extended leave, the employee's
employment status and seniority will remain unchanged. Health plan insurance benefits
will be continued for only medically-related leaves. However, all other rights, privileges,
and benefits of employment are suspended until the employee's return to active
employment.
Administrative Leave: Administrative leave shall be granted for all employees covered
under this Agreement at three (3) days per year (May 1 through April 30).
ARTICLE IX CAFETERIA PLAN
All employees covered under this Agreement shall be provided $120 per month for use
on the Cafeteria Plan for the duration of this contract.
10
ARTICLE X GENERAL INCREASES
Effective May 1, 1994, the District shall continue to contribute the employee's current
basic retirement contribution. Additionally, a one and eight-tenths percent (1.8%) general
increase shall be provided to all employees covered by this Memorandum of
Understanding.
Effective May 1, 1995, the wage adjustment shall be based on changes in the Consumer
Price Index (CPI) for all Urban Consumers (San Francisco/Oakland) during the February,
1994 to February, 1995 base period. Depending on the CPI, the wage adjustment shall
be at least two percent (2%) but no more than six percent (6%).
Effective May 1, 1996, the wage adjustment shall be based on changes in the Consumer
Price Index (CPI) for all Urban Consumers (San Francisco/Oakland) during the February,
1995 to February, 1996 base period. Depending on the CPI, the wage adjustment shall
be at least two and one-half (2 % %) percent but no more than seven (7%) percent.
(During the period of this Memorandum of Understanding, the employee will continue to
contribute to the employee cost-of-living (COL) share of the retirement system as required
by the Contra Costa County Retirement System.)
ARTICLE XI PROBATION PERIOD UPON RECLASSIFICATION
The probationary period for members of Management Support/Confidential Group who are
reclassified is six months.
ARTICLE XII MERIT INCREASES
Employees normally receive a salary range increase upon satisfactory completion of their
Probationary Period and a merit increase of one salary step every twelve (12) months
from the date they achieve permanent status until they reach the top of their range. This
merit increase shall only be withheld based upon an unacceptable overall evaluation rating
as noted in an Employee Performance Appraisal Form. During the term of this
Memorandum of Understanding, the District shall use the Employee Performance Appraisal
Form.
ARTICLE XIII PROFESSIONAL REGISTRATION
The District shall pay the registration and renewal fees for all professional registered
engineers, licensed land surveyors, and those employees who hold a current California
Wastewater Treatment Plant Operator's Certificate. The registration and/or certificate
must be a requirement of the employee's classification.
Some employees are required by law or job classification to hold a license, certificate, or
professional registration. If an employee does not possess the required license,
1 1
certificate, or professional registration at the time of hire or promotion, the employee may
be given two (2) or more opportunities to take and pass the necessary examinations to
meet the requirements of the job. The maximum time allowed to obtain the license
certificate or professional registration shall be two (2) years from the employee's date of
hire or promotion. During this period, the employee shall remain in a probationary status
and shall be ineligible for any merit pay increases.
ARTICLE XIV EDUCATION-TUITION REFUND POLICY
The District will reimburse employees (with the exception of those in a temporary status
or on a Leave Of Absence) desiring to further their education for the purpose of improving
their on-the-job performance. Approval will be given only for courses within the scope
of the employee's employment field and District job responsibilities. Class and study time
must be outside of the employee's working hours, and the completion of the course must
result in at least a C grade or its equivalent. The maximum tuition refund to an eligible
employee shall not exceed $650, effective May 1, 1994; $675, effective May 1, 1995;
and $700, effective May 1, 1996 per fiscal year. An employee may elect to apply part
of the tuition refund toward the purchase of course-required textbook(s), which will then
be retained by the District at the completion of the course. Requests for the budgeting
of education tuition refunds must be submitted to the employee's Department Manager
by March 1 5 of each year.
ARTICLE XV LONGEVITY COMPENSATION
Career Service Pay: A two and one-half (2 % %) percent career service pay increase will
be granted to employees after ten (10) years of employment with the District.
ARTICLE XVI SHIFT DIFFERENTIALS
Night Shift Differential: Night Shift Differential applies only to employees who are
regularly scheduled to work night shift. The rate of pay for the Night Shift Differential is
determined by increasing the basic hourly salary for the job by seven and one-half (7
1/2%) percent.
If the night shift is extended beyond the normal assigned shift period (hours or days),
overtime will be paid based on the employee's basic salary.
Swing Shift Differential: Swing Shift Differential applies only to employees who are
regularly scheduled to work Swing Shift. The rate of pay for the Swing Shift Differential
is determined by increasing the basic hourly salary for the job by five (5%) percent. If the
Swing Shift is extended beyond the normal assigned shift period (hours or days), overtime
will be paid based on the employee's basic salary.
12
ARTICLE XVII WORK HOURS
Work Week: The normal work week for full time non-shift employees is eight (8) hours
per day. Although most employees are scheduled to work Monday through Friday, some
services and operations are currently scheduled on a 24-hour basis, seven (7) days a
week.
Reduced Work Week: An individual may submit a written request for a reduced work
week of up to thirty-two (32) hours to his/her supervisor, who will give the request full,
prompt, and responsible consideration. The request may be for a period not to exceed
three months and such request will be forwarded by the supervisor to the appropriate
department or division manager with a recommendation. Department manager approval
is required to implement a reduced work week. The decision of the department manager
is final and not subject to the grievance procedure. Should the individual wish to extend
the three month period, he/she must submit an additional request(s). All benefits will
remain in effect with the exception that pay and vacation and sick leave accumulations
will be pro-rated according to the amount of time worked.
Alternative work schedules: An individual or group of employees within a work unit may
request the District to adopt an alternative work schedule, with a written request to their
supervisor, who will give full, prompt, and responsible consideration to such request and
forward such request to the appropriate department or division manager with a
recommendation. Department manager approval is required to implement an alternative
work schedule. The decision of the department manager is final and not subject to the
grievance procedure.
ARTICLE XVIII FILLING OF VACANT POSITIONS
When an opening occurs for a position that is not included in the Personnel Advancement
Policy, employees may compete on an open/promotional basis. Employees must meet the
minimum qualifications of the open position to apply.
At the conclusion of the recruitment and testing process, an eligibility list of candidates
will be prepared. A District manager or his/her designated representative will interview
and select from the candidates on the eligibility list in the follOWing manner: the three
highest ranking District employees shall be interviewed, and any outside candidates who
place among the top three candidates on the eligibility list shall be interviewed.
In the event that a vacancy occurs or exists and the possibility of layoffs exists due to the
elimination of a position or positions, management may limit recruitment. The District
agrees to notify the Management Support/Confidential Group of this occurrence, and the
parties agree to meet and confer.
ARTICLE XIX LATERAL TRANSFERS
All individuals eligible (in the same classification), who are not on probation, and who
submit applications to the Personnel Office will be interviewed by the Department
13
Manager or his/her designated representatives when a vacancy exists and will be
considered prior to any other recruitment activity.
ARTICLE XX OVERTIME ACCUMULATION
Compensation for overtime work shall be paid at the next pay period, or the time and
one-half hours may be accumulated as "Earned Overtime," to a maximum of forty (40)
hours with an eighty (80) hour limit on Earned Overtime taken off per year. Exceptions
to this limit for bonafide family emergencies shall be considered by the District on a
case-by-case basis. When required to maintain the operations of the District, the District
may require Overtime.
ARTICLE XXI EMPLOYEE BENEFITS
Health Plans: Current regular or probationary employees hired by the District prior to May
1, 1985, shall be provided with a fully paid Kaiser Health Plan or QUAL-Med Health Plan.
Should the cost of the QUAL-Med Health Plan exceed the cost of the Kaiser Health Plan
by more than ten (10%) percent, the employee enrolled in QUAL-Med shall be required
to contribute the premium amount above the ten (10%) percent differential. Those current
employees, regular or probationary, enrolled in the Kaiser or QUAL-MED Health Plans may
transfer to the Prudential Health Plan; however, the employee must pay the difference in
cost between the plans. Employees covered by Prudential prior to May 1, 1985, shall be
allowed to continue this program at District expense, and any increase in the cost of the
Prudential Plan will be borne by the District.
Employees hired after May 1, 1985, will be provided with the District's Kaiser or QUAL-
Med Health Plans at no cost subject to the conditions stated above. If such employees
choose to be covered by the District's Prudential Plan, the employees must pay the
difference in cost between the Prudential Plan and Kaiser.
The parties agree that in the event that federal health care reform legislation becomes
effective during the term of this Agreement, which calls for health and other benefits
different, or under different terms than those provided for in the Agreement, the parties
will immediately meet and confer for appropriate modifications.
Dual Health Coverage: Those employees having dual coverage under a health insurance
program may withdraw from the District's health insurance coverage and, in lieu of such
coverage, receive additional monthly compensation in the amount of $130, effective
May 1, 1994; $135, effective May 1, 1995; and $140, effective May 1, 1996.
Continuation of this program is subject to Health Plan carrier acceptance.
Retirement: The District shall provide a retirement program for all employees covered
under this Memorandum of Understanding.
District employees who were members of the Retirement Association on or prior to March
I, 1973, and who have vested thirty (30) years service in the Retirement Plan are not
14
required to make any further contributions to the Retirement Plan.
Those District employees so qualifying shall be entitled to receive a cash supplement to
their compensation equivalent to, and in lieu of, any District payment as may be granted
and made as a portion of employee retirement contributions to the retirement program.
Deferred Compensation: The District's monthly contribution to each participant's
Deferred Compensation Plan account is equal to an amount that the employer would
normally pay into the Social Security System.
Dental Plan: The District shall provide a dental care program for all employees covered
under this Memorandum of Understanding.
Disability Plan: The District shall provide a Long Term Disability program for all employees
covered under this Memorandum Of Understanding. There shall be a ninety day waiting
period.
Term Life Insurance Plan: For current regular or probationary employees hired by the
District prior to May 1, 1985, the District shall provide a term life insurance policy equal
to two (2) times the employee's annual salary at Step E to a maximum of $50,000. For
regular or probationary employees hired by the District after May 1, 1985, the District
shall provide a term life insurance policy equal to one (1) times the employee's annual
salary at Step E to a maximum of $50,000.
Continuance of Benefit Plan: The District shall have a program which provides a
continued degree of responsibility to the employee upon retirement and to the dependents
of a deceased employee.
The program for retired employees hired by the District prior to May 1, 1985, and their
dependents shall provide for the continuance of medical, dental, and reduced life
insurance plans (one-half of life insurance at time of retirement) in force at the time of
retirement. The program for retired employees hired after May 1, 1985, and their
dependents shall provide for the continuation of medical and dental and reduced life
insurance plans ($10,000 policy) in force at the time of retirement with the exception that
the District shall continue to pay for the full cost of a retired employee's medical and
dental coverage until the employee's 65th birthday. Dental insurance shall be continued
only for the dependent spouse upon the employee's retirement. At age 65, employee
shall pay the District fifty (50%) percent of the cost to the District for the employee's
medical and dental coverage. The medical coverage after age 65 will be integrated with
Medicare.
The program for dependents of a deceased employee shall provide for the continuance
of health and dental benefits for the length of that employee's total service with the
District (in other than temporary status), or until such time that the spouse remarries, or
until such time that the dependents no longer qualify for benefits as stated by the
District's policies.
15
ARTICLE XXII EMPLOYEE ASSISTANCE PROGRAM
An Employee Assistance Program shall be provided MS/CG at District cost.
ARTICLE XXIII SAFETY EQUIPMENT
The District will provide safety glasses for those employees required to wear them from
a District-designated supplier.
Employees regularly exposed to foot injuries are required to wear safety shoes.
Employees who are periodically exposed to foot injuries are advised to wear safety shoes.
Employees will be informed by their immediate supervisor whether or not they are required
to wear safety shoes.
Employees who are either required or advised to wear safety shoes shall be provided one
(1) pair of safety shoes by the District from a District-designated supplier at a cost not
to exceed $95 per pair of safety shoes, effective May 1, 1994; $100 per pair of safety
shoes, effective May 1, 1995; $105 per pair of safety shoes, effective May 1, 1996, plus
replacement if shoes become unusable while performing District business.
ARTICLE XIV MILEAGE REIMBURSEMENT
The District-wide mileage allowance for the use of personal vehicles on District business
shall be paid as allowed by IRS without tax consequences.
ARTICLE XXV PERSONAL AND DISTRICT PROPERTY
The District discourages the use or display of personal property not required to perform
an employee's job by an employee at work.
The storage, carrying, or use of firearms or other lethal weapons on District property is
strictly prohibited.
Most employees required to wear uniforms during working hours are provided lockers by
the District. Lockers are District property and may be searched by management at any
time without advance notice. If a locker is to be inspected, and the employee is on the
job-site, the employee will be allowed to be present when the locker is inspected. The
District will be responsible for replacing damaged locks.
ARTICLE XXVI SUBSTANCE ABUSE
In cases where an employee's alcohol or drug abuse interferes with regular work duties,
the District agrees to discuss and consider holding proposed disciplinary action in
abeyance and referring the employee to appropriate counseling or treatment. The District
16
further agrees that the employee will not be dismissed while actively and successfully
participating in such treatment or counseling programs, subject to his/her compliance with
District and departmental rules and maintenance of acceptable job performance.
However, an employee who fails to successfully complete treatment or counseling or who
subsequently suffers a relapse shall be subject to disciplinary action.
ARTICLE XXVII DRIVER'S LICENSE REQUIREMENTS
Employees required by their classification to possess a valid Class A,S, or C driver's
license must report the suspension or revocation of the driver's license to Personnel
within 24 hours of a conviction or the next working day.
In positions where possession of a valid California driver's license is mandatory, the
revocation or suspension of that employee's license may result in disciplinary action up
to and including suspension, demotion, or termination.
Employees must report all citations received in a District vehicle before the end of the
work day or at the start of the following work day for citations received outside of the
District's regular work hours. Parking tickets are excepted.
ARTICLE XXVIII NONDISCRIMINATION
There will be no discrimination by the MS/CG or the District or any agent of either of
them because of race, color, creed, national origin, sex, disability, religion, or political
beliefs.
Discourteous treatment of the public or fellow employees including discrimination and/or
harassment that is detrimental to the function of the District will not be tolerated. The
offender(s) shall be subject to disciplinary action as considered appropriate by the
Department Manager.
Management Support/Confidential Group and the District agree to comply with all
provisions of the Americans with Disabilities Act including reasonable accommodations
for individuals protected under the Act. The District shall meet and confer with the
Management Support/Confidential Group prior to any accommodation which might require
an exemption from the Memorandum of Understanding. Any specific accommodation by
the Americans with Disabilities Act shall not establish a past practice, nor shall it be cited
as evidence of a past practice in the grievance procedure.
ARTICLE XXIX SAVINGS
If any provision of this Memorandum of Understanding should be held invalid or outside
the scope of bargaining by operation of law or by the final judgment of any court of
competent jurisdiction, the remainder of this Memorandum of Understanding shall not be
affected thereby.
17
ARTICLE XXX PAST PRACTICES
Should the District take action to change its practices in subjects within the scope of
meet and confer as specified in Government Code Section 3500 et seq. which are not a
part of this Agreement, the District agrees to meet and confer before taking such action.
ARTICLE XXXI TERM
This Memorandum of Understanding shall remain in full force and effect from May 1,
1994 through April 30, 1997.
Signatures to Agreement
Signed and entered into this 27th day of April, 1994, subject to the approval of the
respective parties.
NTRA COSTA SANITARY DISTRICT
. Paul Morsen
Deputy General Manager
~J1~~
Cathryn Radin Freitas
Personnel Officer
MANA~PPO ONFIDENTlAL GROUP
Curtis Swanson
Chief gotiator
..
;-
William Clement
Representative
18
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
PAGE 1
OF 8
BOARD MEETING OF
May 3, 1994
NO.
6. PERSONNEL c.'
DATE April 22, 1 994
SUBJECT
APPROVE PERSONNEL BUDGET REQUESTS
FISCAL YEAR 1 994 - 1995
TYPE OF ACTION
APPROVE BUDGET
SUBMITTED BY
INITIATING DEPT.lDIV.
Cathryn Radin Freitas, Personnel Officer
Administrative/Personnel
ISSUE: Staff has analyzed its personnel needs for Fiscal Year 1994-1995 and is submitting
its requests for Board approval at the May 3, 1994, Board Meeting.
BACKGROUND: Each department has reviewed its staffing requirements for Fiscal Year 1994-
1995. The Personnel Budget includes departmental overviews providing summary
information, request justification pages with detailed explanations on the effect of these
recommended staffing changes, organizational charts reflecting current staffing and proposed
changes, and job classifications for proposed positions.
The attached summary sheet highlights each department's staffing requests, their effect on
the number of total authorized positions in the District, and the additional cost in salaries,
benefits, and sewer service charge. As shown in the summary, the total number of authorized
regular positions in the District will decrease by two (2) from last year. Also, one and one-
half more Co-op student positions are requested this year increasing the number to eight and
one half (8 %).
Despite the decreased number of positions, the salaries and wages in the 1994-1995 0 & M
Departmental Budgets will increase from the previous year due to the following:
. Any cost-of-living salary adjustments resulting from the negotiated Memoranda of
Understanding;
. Merit and longevity increases scheduled in 1994-1995;
Several recommendations in this budget require a suspension of the recruitment rules in the
current Memoranda of Understanding solely for the items in this Personnel Budget. The
current Memoranda of Understanding requires that all filling of positions be held on an
open/promotional basis. Staff met and conferred with the affected bargaining units to fill the
following three positions by means of lateral transfers and/or in-house promotional
recruitments:
1 . Senior Engineering Assistant
INITIATI,NG DEPT.lDIV.
rt{2;r'
REVIEWED AND RECOMMENDED FOR BOARD ACTION
1302A-7/91 C RF
SUBJECT
APPROVE PERSONNEL BUDGET REQUESTS
FISCAL YEAR 1 994-1995
PAGE
DATE
2
OF
8
March 29, 1993
2. Associate Engineer
3. Information Systems Specialist
Local One agreed to waive the open/promotional recruitment rules for the specified positions.
Also, as a result of meeting and conferring with Local One, staff has agreed to postpone filling
the Information Systems Specialist until January, 1995 and provide selected training for the
current Maintenance Coordinators to improve their qualifications for the promotional
opportunity.
As a result of meeting and conferring with the Management Support/Confidential Group, the
Management Support/Confidential Group agreed to waive the open/promotional recruitment
rule for the specified positions. Additionally, at the request of the Management
Support/Confidential Group, staff has reviewed the class specification for the Automated
Mapping and Production Coordinator and revised it to emphasize the professional nature of
the job requirements (see attached). .
On Thursday, March 31, 1994, the Personnel Committee reviewed the proposed budget. The
following Board authorizations and modifications to the District staffing charts were discussed
at that meeting. An overview of the budget was be presented at the April 7, 1994 Board
meeting.
The Departmental requests are as follows:
ADMINISTRATIVE
1. Delete one Secretary 1/11 (G-45, $2082-$2509, and G-49, $2284-$2760).
2. Delete one Graphics Technician 1/11, (G-52, $2451-$2961, and G-60, $2961-$3583).
3. Create and add one Management Information Systems Administrator, (S-71, $3865-
$4677) .
PLANT OPERATIONS
No personnel requested.
13028-7/91
SUBJECT
APPROVE PERSONNEL BUDGET REQUESTS
FISCAL YEAR 1 994-1995
PAGE
DATE
3
OF
8
March 29, 1994
ENGINEERING
Infrastructure Division
4. Delete one Engineering Assistant or equivalent (G-69, $3672-$4437). Add one Senior
Engineering Assistant (G-72, $3944-$4774).
Plant Enaineerina Division
5. Delete one Engineering Technician III (G-64, $3259-$3944). Create and add one
Automated Mapping & Production Coordinator (S-68, $3598-$4356).
6. Delete one Assistant Engineer or equivalent (G-72, $3944-$4774). Add one Associate
Engineer (S-77, $4460-$5403).
COLLECTION SYSTEM OPERATIONS
7. Delete one Maintenance Crew Member 1/11 position (G-52, $2451- $2961, and G-59,
$2893-$3500).
8. Delete one Maintenance Coordinator 1/11 (G-47, $2182-$2627 and G-51, $2395-
$2893). Create and add one Information Systems Specialist, (G-56, $2696-$3259).
SECRETARY OF THE DISTRICT
No personnel requested.
CO-OP
9. Authorize the hiring of students to fill eight and one-half positions in the Co-op
program.
RECOMMENDATION: Approve Personnel Budget for 1994-1995 herein identified by items
1 - 9.
1302B-7/91
~
I
In
0\
0\
-
I
CJ,
0\ v.l
-~
~~
~u
~;
~~
ffi~
~
u
Z
-
~
rI'l
~
rI'l
~
~
@
==
~
~
o
rI'l
~
........
..a ^ ^
III .... N
It .... I .... .. I
0 . 0
0 I 0 0 ,
v v
III <i> <i> <i>
III ^ ^
.
.... .. N ..
.004 .. ... co
004'" C7\ I .... \0 ,
.. . , 0 , , 0
ilia C7\ , III ... I
-=.1 .... .... III
V V
III <i> <i> <i>
"8 ^ ^
\0 III N
.... , 0 .. I
It 0 0 0
I 0 0 I
V V
Ill. <i> <i> <i>
III
III ^ ^
. N .. \0
.... ... \0 C7\
.004 N I N .... I
004'" 0 r: r: 0
.. . N I ,
. a N III
-=& v v
<i> <i> <i>
III
'", \0
.... .... .... N .. "l
G\G\ 0 ... '"
~.... .... N
'..
...... ... .... "l
.... .... 0 N III
~.... .... ... III N
'Ill .:t'
.... I I
.... 0 .... III 0 0
~.... I I
'..
...... I I
.... 0 .... .... .... 0
~.. I I
^^^^ ^ ^ ^ ^^ ^^
ClIO........... ....... \0 ...... ..0 ....... 01
O\O\OCO'" ......... III "'0 ....0 NC7\ III
. an r-- 0\ "H,o .....01 .... ..... 0111 \0 co N
Z' NNN...... ........ .. "Ill ........ NN ....
00000 <i> <i> <i> <i> <i> <i> <i> <i> <i> <i> <i>
. I I I I I I I I I I I I I I I I
l1li N..........1Il I N"CII ell ..0 CII.... NIIl \0 I
COCO 111\0\0 0 .....111 01 ,,\0 OCII COCII CII 0
t' o N"C7\ CO I \OC7\N III C7\" III CO ........ \0 I
NNNN.... ............ .... ...... NN NN N
. 00000 <i> <i> <i> <i> <i> <i> <i> <i> <i> <i> <i>
004 ... .. -. ... .. , , , , , , , , ,
III ,; .;
III III CII NO"" C7\N" N'" ....CII .......
....111\0... \0"'\0 \0 ...... 111111 "Ill III
I I I I I I I I I I I I , I I I
OOOOfll 000 fIl Ofll 00 ~~ 0
vvvv v v v vv
..
.. <110 II
. ... .. I
004 '" ... 0-. .
.11 0 c: c: c: . ...
... III 004004 c: II
. ... 8:'2 004 >0
l1li a '" II 0- fIl
0 ... 004 III 8 c:
004004 II , II :u IlQ c: I
.... 004 0 II 0... 0
a 004 c: I .c . 00411 I
011 004 . c: ~ "'004
004! ! '" ...... e3
~ 0- III tl 004
c: ~i tl
:i IlQ 0 o tl
fIl II '::l&
H '" :S'" II
lC fIl .c~ .c Hill
.... .... .... 004 ....
H
H '"
.. - 0 '" '"
. H 0 i H
004 H ... H
.11 H .c: c: H '" -
g - tl III H . H
H . ... H .
l1li004 f< I II'" C:... '0 I
... >0 0 ...tc: .c: ...tc: I '" 0
1-= '" II I II . tl 0-. 0 I
III tl 11004 . C:004 '" 0
~! ... ...t .clll f< IlQIll U U
. .c: > >
004 '" l1t .....t '" ......t .H .
! tl III g-g. g- :60 tlH tl
. '" ...- ~
III 0 1lQ. IlQ .c. lCH
004 004 004 .... .... .... ....
1l I g-
III II
I '" c: ...t
... 0 '" ......
II ...t . o tl
...t ... . ...t
c: ...Ill c: 0 . '"
...t. C::'" ...t >0...
.fi~ ~~ 8' fIl U II
! ....t
.c... IlQ u fIlQ
....
PI
>t
..:I
a
>t
-
~
t
...
11'1
GI
GI
PI
.
GI
GI
PI
Q
-ell
Mill
104M
@i'"
r;a
.elll
~
o
I
o
t)
^
III
..
0
V
<i>
^
\0
III
N
,
N
\0
V
<i>
^
....
'"
0 II
'"
V .
<i> 004
....
.g
^ ..
.. CII
0 CII
"':. ....
N c::
... ...t
V
... II
.
'"
III g.
r.: ...t
...
\0
N >0
....
'"
III .
a. .
><
\0
N lD
'"
:s
...
.e
.:t'
ell
....
..
....
...
....
.
...
a
111111
"'IIlCII'"
\0\0
NN
"
III
CII
CII
"....
..
CIII
CII
......
C7\
101
....
....
CII'O
C7\.
.......
II
0-.
~g.
....
""'l1li
II .
c:: ... 0-
.. 0 III c::
II ...t ...t
t'c::...'O...
O...t CD'"
1...tIlN.
"'0004'"
...t~"'fIl
II 0
1Il~';l~il
... C::SN
u'Oo.c...t
004....t '"
........0040
....004 ...:
lloo4'tl4J...
004.'tl o:s
QQ.cf<.c
!;:
u
~ V') -
~ 0"1 ..t
0"1 -
~ -
I >t
-.::t ~
0"1 a
0"1 IZl
-~
~1Zl >t
~~ I&l
~
UU E-t
l:)
~Z I&t
~1-4
~O
~~ In
~~ G\
G\
..t
~1Zl
~ ~
G\
G\
U ..t
Z
1-4
~
~ Q
~ I<lJ
NlZi
= HH
P:1&t
00 g=
~ E-tE-t
t)fIJ
llll
114
~ 0
I
0
tJ
00
~
~
~
S
==
~
~
0
00
~
tJ\ ^ ^
a...Q III r-i N
GlU r-i 1 r-i qt 1
:I . 0 . . 0
=t 0 I 0 0 I
V V
fIl 0 0 0
.. ^ ^
UI
UI-+1 qt N qt
Gl.... qt r- ex)
.... .... 0\ I l"l \0 I
a.. Gl .. 0 .. .. 0
Ills:! 0\ 1 III r- 1
r-iGl r-i r-i III
illIG v v
fIl 0 0 0
tJ\ ^ ^
a...Q \0 III N
GlU r-i I 0 qt 1
I t . 0 . . 0
0 I 0 0 1
V V
fIlGl 0 0 0
fIl
.. ^ ^
UI N qt \0
UI-+1 r- \0 0\
Gl.... N 1 N l"l 1
.... .... .. 0 .. .. 0
a..Gl N 1 r- r- 1
1lIs:1 N III
.....Gl V V
illIG 0 0 0
fIl
1 III \0
~O\ l"l l"l N qt III
0\0\ 0 r- III .
~..... r-i N
I~
l"l0\ r- l"l III
0\0\ l"l 0 N III .
~... r-i r- III N
1 III 1 ...ll"
~O\ 1
0\0\ 0 l"l III 0 0
~r-i I 1
I~
"'0\ I 1
0\0\ 0 l"l l"l r-i 0
~... I 1
^^^^ ^ ^ ^ ^^ ^^
0\0r-il"lr- r-qtqt \0 qtl"l qtO r-l"l 0\
O\O\Oex)r- l"lr-qt III r-O l"l0 NO\ III
Gl III r-0\1ll \0 qtr-O\ l"l r-qt o III \0 ex) N
tJ\ NNNl"lqt qtqtl"l qt qtlll l"ll"l NN l"l
s:I 00000 000 0 00 00 00 0
III 1 1 1 I I I I I I I I 1 1 I 1 I
Ill: Nqtr-ir-illl I NqtO\ ex) qtO O\l"l NIll \0 1
ex) ex) III \0 \0 0 r-qtlll 0\ qt\O 00\ ex) 0\ 0\ 0
t' ONqtO\ex) I \OO\N III O\qt III ex) r-il"l \0 1
NNNNl"l l"ll"ll"l l"l l"lqt NN NN N
III 00000 000 0 00 00 00 0
..... ... .. .. .. ... .. .. .. .. .. .. .. .. .. ..
III ..
fIl III 0\ NO r-i O\Nqt ex) Nr- l"l0\ r-r-i \0
qtqtlll\Or- \Or-\O \0 r-r- III III qtlll III
I I I I I I I I I I I 1 1 I 1 I
~~~t!HI.l ~~~ tI.l ~tI.l ~~ ~~ ~
VVVV v v v VV vv
a..
a.. ..0 OJ
III -+1 l-l 8
..... l-l -+1 OICIl Q) Q)
g,UI 0 s:: s::s:: Q) +J
+J CIl .... .... s:: OJ
:! s:I CIl +J P-o'O ..... >.
l-l OJ P-ol-l 01 tI.l
0 +' ..... CIl 0 s::
... .... OJ I OJ XO IZ1 s:: I
1lI~ ..... 0 OJ U O+J 0
s:I II s:: I ~ '0 Q) ..... OJ I
.~ 0 ..... Q) s:: 'lil -+1 .....
.a l-l +'+' CIl.....
-+1 III 01 CIl U ..... ~.~
.... ~ s:: 8 ::l U
ItS IZ1 0'0 0 o U
~ tI.l +'0 OJ II-IQ)
I-! l-l ::l a.. OJ S::Pi
X tI.l ~PI ~ I-!tI.l
r-i r-i r-i r-i r-i
I-!
I-! l-l
a.. - 0 l-l l-l
III I-! 0 Q) I-!
..... I-! +J ~ I-!
=' lIJ I-! ..c:: s:: I-! l-l -
tJ\s:I - U CIl I-! Q) Q) I-!
Gl 0 I-! Q) +J I-! 01 ::E:
Ill: .... 8 I OJ+J S::+J '0 1
-+1 >. 0 ..... s:: ..c:: ..... s:: ~ l-l 0
ItS .... l-l OJ I OJ Q) U OIQ) 0 1
Gl lIJ CIl U OJr-l 01 S::r-l l-l 0
-+10 +J ..... ~ CIl 8 IZ1 CIl 0 0
Gllll 01 .c: l> l>
..... l-l Pi l-l..... l-l +J ..... Q)I-! Q)
Gl U CIl 8'& 01 :& UI-! U
Q Ql l-l c:: -+1- +'
tI.l ~ IZ1 Q) IZ1 ~ 01 XI-! ::E:
r-i r-i r-i r-i r-i r-i r-i
~ I 01
CIl OJ s::
Gl l-l s:: .....
II +' 0 l-l 11-1-+1
t OJ ..... 01 o U
..-1 +J Q) . .....
III c:: +,CIl c:: 0 . l-l
p.. ..... 01 S::l-l ..... . >.+J
Gl .a .~ CIl 01 01 tI.l U OJ
Q ~g. s:: . Q).....
~+J IZ1 0 tI.lO
^
III
qt
0
v
0
^
\0
III
N
..
N
\0
V
0
^
l"l
III
lD
0 l-l
V CIl
0 .....
.....
0
'0
^ qt
qt 0\
0 0\
qt r-i
N s::
r- .....
V
0 OJ
Q)
a..
III &
.....
r- 11-1
\0
N >.
r-l
l-l
III CIl
Q)
0\ )4
\0
N Q)
l-l
::l
+J
::s
rz.
...ll"
ex)
.....
.....
.....
r-
.....
III
+J
~
III III
I'Ill 0'1 I'
\0\0
NN
III
0\
0\
..r-i
qt
0\1
0\
r-iqt
0\
10\
r-i
l"l
0\'0
0\01
r-l+J
lD
0'lQ)
.~ 6.
II-IQ)
.. 11-1 Ill:
OJ CIl
c:: +' l:TI
..Otl.lS::
OJ ..-1 ..-1
loooS::+J'01I-I
a.. 0..... 0111-1
111..-1 OJ N CIl
I+'O.....+J
..-1 PI l-l tI.l
OJ 0
fIlOr-l..c::'O
PlCIl+JQ)
-+1 S::::SN
U'OO~..-I
.... Q)..-I l-l
l-l+J+J""'0
+J 01..... CIl..c::
lIJr-l'O+J+,
....Q),o0::s
QO~8~
CENTRAL CONTRA COSTA
SANITARY DISTRICT
Effective:
Range:
Respirator Class:
S-68
3
AUTOMATED MAPPING AND PRODUCTION COORDINATOR
DEFINITION
Provide professional computer systems administration services to the District's Automated
Mapping/Computer Aided Design Drafting/Geographic Information System
(AM/CADD/GIS) system.
SUPERVISION RECEIVED AND EXERCISED
Receive general supervision from the Engineering Support Supervisor.
Exercise direct and indirect supervision over engineering and facilities mapping technical
support staff.
EXAMPLES OF ESSENTIAL DUTIES - Duties may include, but are not limited to, the
following:
Supervise engineering and facilities mapping technical support staff in the absence of the
Engineering Support Supervisor; assist in performance evaluations and administration of
discipline; supervise contract and temporary staff as needed.
Direct production of sewerage facilities design drafting and mapping.
Use the AM/CADD system to perform facilities mapping, GIS analysis, database design,
and collection systems drafting.
Train other Section staff on techniques and methods for using the AM/CADD system.
Establish and update written procedures for digital mapping and the AM/CADD system.
Manage the digital mapping data created and stored on the AM/CADD system, including
but not limited to, directories, files, cells, user commands, and Microstation Development
Language (MOL) applications.
Research available digital mapping software packages and functions and recommend
techniques using system software to meet customer needs.
Maintain AM/CADD system related hardware and software inventory information.
Perform AM/CADD system recovery, scheduled backups, and routine system cleanup.
CENTRAL CONTRA COSTA SANITARY DISTRICT
Automated Mapping and Production Coordinator (Continued)
EXAMPLES OF ESSENTIAL DUTIES
Write user commands, MDL applications, and user interface routines for AM/CADD
system optimization.
Coordinate with vendor to ensure that hardware and system software problems are
corrected and that the AM/CADD system undergoes periodic maintenance.
Maintain the AM/CADD system networking utilities software to ensure continued
functionality of the network.
Manage the printing/plotting environment to include using queues, customized plotting
routines, and troubleshooting.
Perform related duties as required.
MINIMUM QUALIFICATIONS
Knowledae of:
Engineering principles, practices, and specialized methods for the use of GIS to
perform automated mapping and facilities management.
Principles, practices, and methods related to cartographic design, coordinate
systems, and spatial operations.
AM/CADD concepts and practices as applied to engineering applications.
Intergraph computer software commonly used for AM/CADD and GIS.
Computer systems general principles and configurations to include storage,
plotting, data bases, computer graphics, networks, and user level care and
maintenance.
Principles, practices, methods, and techniques used in the operation, maintenance,
and administration of computer operating systems and hardware.
Computer software packages commonly used for program management such as
spreadsheets, databases, and project management software.
Principles and procedures used in computer programming, including knowledge of
Unix and a programming language.
CENTRAL CONTRA COSTA SANITARY DISTRICT
Automated Mapping and Production Coordinator (Continued)
Abilitv to:
On a continuous basis, analyze, identify, interpret, know, observe, problem solve,
remember, understand, and explain computer programming and troubleshoot
problems.
Sit at desk or computer for long periods of time on a continuous basis; twist to
reach equipment in surrounding work area; perform simple grasping, pushing,
pulling, and fine manipulation; use telephone; write or use a keyboard to
communicate through written means; and lift or carry weight of 25 pounds or less.
Use sound judgment in supervisory practices.
Use computers to perform AM/CADD and GIS analysis.
Write user commands, MDL applications, and user interface routines for AM/CADD
system.
Manage the digital data created and stored on the AM/CADD system, including
directories, files, cells, and user commands.
Train others in techniques and methods for using the AM/CADD system to perform
utility mapping, GIS analysis, and cartographic design.
Establish and update written procedures for digital mapping both functionally and
as applied on the AM/CADD system.
Deal with complex and difficult AM/CADD/GIS software and hardware systems.
Troubleshoot hardware and software problems.
Communicate clearly and concisely, both orally and in writing.
Maintain records to monitor complex systems and procedures.
Work shift, on-call, weekends, and holidays as assigned.
EXPERIENCE AND EDUCATION
Any combination equivalent to experience and education that could likely provide
the required knowledge and abilities would be qualifying. A typical way to obtain
the knowledge and abilities would be:
CENTRAL CONTRA COSTA SANITARY DISTRICT
Automated Mapping and Production Coordinator (Continued)
Exoerience:
Two years of experience in performing digital utility mapping and geographic
analysis and cartographic output and two years of experience in system
administration for a networked system supporting an AM/CADD operation.
Education:
Equivalent to a bachelor's degree from an accredited college or university
with major work in geography, planning, computer science, engineering, or
a related field with coursework relating to GIS, computer science, and
mapping. A master's degree in a related field may substitute for up to one
year of experience required.
LICENSES AND CERTIFICATES
May need to possess a valid California Driver's License as required by the position.
Central Contra Costa Sanitary District
BOARD OF DIRECTORS PAGE 1 OF 1
BOARD MEETING OF
May 3, 1994
NO.
9. BUDGET AND FINANCE a.
SUBJECT
DATE
A ril 8, 1994
TYPE OF ACTION
APPROVE THE 1 994-1 995 EQUIPMENT BUDGET FOR
INCLUSION IN THE 1994-1995 DISTRICT BUDGET
APPROVE
EOlJFMENT BUDGET
SUBMITTED BY
INITIATING DEPT./DIV.
Debbie Ratcliff, Controller
Administrative/Finance & Accounting
ISSUE: The District's 1994-1995 Equipment Budget is submitted for approval.
BACKGROUND: The 1 994-1995 Equipment Budget was submitted for review at the April 21,
1994 Board Meeting, and is scheduled for approval by the Board on May 3, 1994. The Board's
Capital Projects Committee reviewed the 1994-1995 Equipment Budget with District
management prior to the submission of the budget to the Board on April 21.
The approved 1994-1995 Equipment Budget will be scheduled for adoption with the 1994-1995
Personnel, Operations and Maintenance, Self Insurance Fund, and Capital Improvement Budgets
on June 16, 1994.
RECOMMENDATION: Approve the 1994-1995 Equipment Budget for inclusion in the 1994-
1995 District Budget to be adopted on June 16, 1994.
INITIATING DEPT.lDIV.
~ dz/c
REVIEWED AND RECOMMENDED FOR BOARD ACTION
1302A-7/91
Central Co~tra Costa Sanitary District
BOARD OF DIRECTORS
BOARD MEETING OF
May 3, 1994
SUBJECT
RECEIVE REPORT ON PROPOSED CHANGES TO THE
CURRENT SCHEDULE OF RATES AND CHARGES AND
AUTHORIZE A NOTICE OF A PUBLIC HEARING ON MAY 19,
1994 TO CONSIDER ADOPTING A REVISED SCHEDULE OF
RATES AND CHARGES
SUBMITTED BY INITIATING DEPT.lDIV.
PAGE 1 OF 25
NO.
9. BUDGET AND FINANCE b.
DATE
April 28, 1994
TYPE OF ACTION
RECEIVE REPORT AND
SET PUBLIC HEARING
DATE
Steven A. Elsberry, Accounting Supervisor Administrative/Finance & Accounting
ISSUE: Various District fees, which comprise a schedule of rates and charges, have been
reviewed, and a report is submitted with a revised schedule of fees that is recommended for
adoption following a public hearing.
BACKGROUND: Chapter 6.30 of the District Code describes various fees assessed for services
provided to contractors, developers, and other users of the District's wastewater collection and
treatment system. These fees are intended to reimburse the District for labor and operating
expenses incurred in providing the services. The fees are reviewed annually, alternating
between a detailed analysis of each fee and adjusting the rates for the effect of any across-the-
board salary increase for that year. At the June 1992 rate setting, the Board decided that the
rates and charges should include 75 percent of administrative overhead phased in over three
years at 25 percent each year. The current review includes the final 25 percent increment of
administrative overhead. The report of the analysis of the fees is included as Attachment II and
the current and proposed rates are summarized as Attachment I.
A change in the methodology of calculating Class I and II Industrial Permit Fees is being
finalized and, as indicated in Attachment I, will be presented to the Board at a later date.
As indicated in Attachment I, staff proposes that two fees be reduced by 56.5 and 31 percent
and one fee be increased by 15.6 percent. All other fees are proposed to be increased between
2.1 and 9.1 percent.
The proposed revised schedule of rates and charges will be distributed to representatives of the
Building Industry Association of Northern California, the Engineering and Utilities Contractors'
Association, and the Association of General Contractors to provide an opportunity for
comments and questions to be directed to District staff prior to the public hearing.
The District's proposed schedule of rates and charges is presented in comparison with similar
fees of neighboring sanitary districts on Attachment III.
RECOMMENDATION: Receive the report on proposed changes to the schedule of rates and
charges and authorize a notice of a public hearing on May 19, 1994 to consider the proposed
revised schedule of rates and charges.
INITIATING DEPT.lDIV.
.1~
ND COMMENDED FOR BOARD ACTION
~
1302A-7/91
SAE
DR
PM
CENTRAL CONTRA COSTA SANITARY DIS I RICT
RATES AND CHARGES
Attachment I
Page 1 of 4
CURRENT PROPOSED %
CATEGORY RATES RATES CHANGE
(A) DEVELOPMENT & PLAN REVIEW
(A-1 ) Development Review and 2 Preliminary + 1 $1.20/ft 3.5% of est. 6.1
Final Plan Reviews cost
Basis for Determining Estimated Construction (None) $41/ft.
Costs
Minimum Fee $429 $600
(A-2) 3rd & Add'l Preliminary Reviews $45 each $48 each 6.7
(A-3) 2nd & Add'l Final Reviews $67 each $71 each 6.0
(A-4) Building Plan Review $23 $10 -56.5
(B) CONSTRUCTION INSPECTION
(B-1 ) Mainline Inspection See Table See Table
A-1 A-1
(B-2) lateral, House Connection, Side Sewer Repair $72 each $77 each 6.9
> 10ft, Alteration, Manhole Alteration,
Sewage Pump, Grease Interceptor, lateral
Abandonment, and Sewer Tap Inspection
(B-3) Side Sewer Repair Inspection < 10ft $11 each $1 2 each 9.1
(B-4) Overtime Inspection $58/hr $63/hr 8.6
Weekend/Holiday (4-hr minI $232 $252
(B-5) Overtime Inspection Credit See Table See Table
A-2 A-2
(B-6) Manhole or Rodding Inlet Inspection $352 each $407 each 15.6
CENTRAL CONTRA COSTA SANITARY DIS I RICT
RATES AND CHARGES
Attachment I
Page 2 of 4
CURRENT PROPOSED %
CATEGORY RATES RATES CHANGE
(C) COllECTION SYSTEM
(C-1 ) Initial TV Inspection: Overtime $135/hr $146/hr 8.1
Weekend/Holiday (4-hr min) $540 $584
(C-2) Overtime Credit $0.25/ft $0.27/ft 8.0
(C-3) TV Rerun $195 + $200 + 2.6
$95/hr $103/hr 8.4
Weekend/Holiday (2.5-hr min) $432.50 $458
(C-4) TV Overtime Rerun $195 + $200 + 2.6
$135/hr $ 146/hr 8.1
Weekend/Holiday (4-hr min) $735 $784
(C-5) Multiple TV Inspection Actual Actual
Expense Expense
(C-6) Sewer Tap Actual Actual
Expense Expense
(C-7) Dye Test $ 84 each $89 each 6.0
(C-8) Collection System Repair Actual Actual
Expense Expense
(C-9) TV Inspection: Noncancellation $1 90 each $206 each 8.4
(C-10) lateral Abandonment Actual Actual
Expense Expense
(D) RIGHT OF WAY
(0-1 ) Segregation of LID Assessment $47/parcel $48/parcel 2.1
(0-2) Process Quitclaim Deeds $40/hr $43/hr 7.5
(3-hr min) $120 $129
(0-3) Process Real Property Agreement Actual Actual
Expense Expense
CENTRAL CONTRA COSTA SANITARY DISTRICT
RATES AND CHARGES
Attachment I
Page 3 of 4
CURRENT PROPOSED %
CATEGORY RATES RATES CHANGE
(E) MISCELLANEOUS
(E-1 ) Engineering - Private Sewer Projects Actual Actual
Expense Expense
(E-2) Soil Evaluation - Private Sewer Projects Actual Actual
Expense Expense
(E-3) Surveying $143/hr $152/hr 6.3
(F) INDUSTRIAL PERMIT FEES
(F-1 ) Class I & II Fees [TO BE PRESENTED AT A
LATER DA TEl
(F-2) New Industry Permit Fee Actual Actual
Expense Expense
(F-3) Special Discharge Permit Fee
- No On-site Inspection $46 each $48 each 4.3
- On-site Inspection $251 each $268 each 6.7
(F-4) Class III Fee $240 each $256 each 6.7
(G) SEPT AGE DISPOSAL
(G-1 ) Annual Permit Fee $1125 each $1 200 each 6.7
(G-2) Residential Septic/Toilet Waste
< 2000 gallons $12.75 + $13.75 + -3 1 .4
$0.146/gal $0.097/gal
> 2000 gallons $44.25 + $43.50 + -30.2
$0.146/gal $0.097/gal
(G-3) Restaurant Grease Waste
< 2000 gallons $12.75 + $13.75 + 8.6
$0.011/gal $0.012/gal
> 2000 gallons $44.25 + 43.50 + 2.5
$0.011/gal $0.012/gal
AD S/PosPa per #3/RecRates.1
TABLE A-I
Attachment I
Page 4 of 4
MAINLINE INSPECTION
Length(Ft) Current Rate Proposed Rate
0- 100 $340 + $3.35 1ft $365 + $3.55 1ft
101 - 200 $400 + $2.75 1ft $430 + $2.90 1ft
201 - 300 $500 + $2.25 1ft $520 + $2.40 1ft
301 - 400 $620 + $1.85 1ft $655 + $1.95 1ft
401 - 500 $740 + $1.55 1ft $775 + $1.65 1ft
501 - 600 $840 + $1.35 1ft $875 + $1.45 1ft
601- $900 + $1.25 1ft $965 + $1.30 1ft
TABLE A-2
OVERTIME MAINLINE INSPECTION CREDIT
Total Project Overtime
Overtime Hours Credit (Rrs) *
< 4 1
> 4 but < 8 2
> 8 but < 16 4
> 16 but < 32 6
>32 8
* To compensate the contractor for the straight-time portion of inspection
time included in the Mainline Inspection Fee.
Attachment II
Page 1 of 14
Central Contra Costa Sanitary District
RATES AND CHARGES REVIEW
A. Development and Plan Review Fees
1 . Development, preliminary and final reviews
a. Description - These fees are intended to reimburse the District for the
cost of reviewing a developer's project concepts, including a limited
assessment of the effect on sewer capacity. The District recognizes
three categories of plan review services as follows:
. Development review, and two preliminary and one final plan
review
. Third and subsequent preliminary plan reviews
. Second and subsequent final plan reviews
District staff reviews the developer's sewer plans to ensure that the
design meets the criteria established in the District's Standard
Specifications. Comments on designs are made with the intent that
all required changes are completed prior to the time construction
commences.
b. Current Fees
Development review, and two preliminary and one
final plan review
$1.20/ft
($429 min)
Third and subsequent preliminary plan reviews
Second and subsequent final plan reviews
$45 each
$67 each
c. Discussion - Staff recommends that the basis for calculating the plan
review fee be changed from "per foot of pipe" to a "percent of
construction cost." The percent of construction cost basis is a more
conventional means of calculating and expressing the plan review
fee. The recommended basis of 3.5 percent of the estimated cost
of the sewer construction is a 6.1 percent increase over the current
fee of $1.20 per foot of pipe.
Staff also recommends that the Board adopt a standard for
calculating the estimated cost of sewer construction. This standard
is $41 per foot of pipe and is based on construction costs of projects
completed by developers over the past three years. This figure will
Attachment II
Page 2 of 14
be multiplied times the length of pipe in a particular project to obtain
the estimated sewer construction cost. The estimated cost will then
be multiplied by 3.5 percent to obtain the plan review fee. Based on
cost data from the past three years, it is also appropriate to establish
a minimum plan review fee of $600.
d. Recommended Fees
Basis for determining estimated construction cost
Third and subsequent preliminary plan reviews
Second and subsequent final plan reviews
3.5% of
estimated cost
of project
($600 min)
$41/ft.
$48 each
$71 each
Development review, and two preliminary and one
final plan review
2. Building Plan Review Fee
a. Description - This fee is intended to reimburse the District for the
expense of reviewing plans which are prepared for the purpose of
obtaining building permits. District staff reviews these plans for
encroachments on easements, required sewer work outside of
buildings and payment of fees to the District.
b. Discussion - This fee was originally based on one-half hour of staff
time but subsequent review reveals that only a few minutes is
required. In addition, the fee originally included $5 to be reimbursed
to the agencies who issue building permits for their efforts in
coordinating the building plan review process. However, since formal
agreements with these agencies have not been obtained, this portion
of the fee will be deleted.
c. Current Fee - $ 23 per review.
d. Recommended Fee - $10 per review.
B. Construction Inspection Fees
1 . Mainline Inspection
a. Description - This fee is intended to reimburse the District for the
expense of conducting field inspections of developers' sewer
installation projects. Included in the Mainline Inspection Fee is the
expense of the initial T.V. inspection.
Attachment II
Page 3 of 14
b. Current Fees
Table A-1
Proiect Lenath (Feet) Fee
0-1 00 $340 + $3.35/ft
101-200 400 + 2.75/ft
201-300 500 + 2.25/ft
301-400 620 + 1.85/ft
401-500 740 + 1.55/ft
501-600 840 + 1.35/ft
601 and above 900 + 1 .25/ft
c. Discussion - A review of developer projects completed in 1993
indicates that inspection fees collected exceeded the costs of
inspections by only $761 or two percent. Therefore, it is
recommended that the current fees be adjusted only to reflect the
addition of the final 25 percent increment of Administrative
overhead.
d. Recommended Fees
Table A-2
Proiect Lenath (Feet) Fee
0-1 00 $365 + $3.55/ft
101-200 430 + 2.90/ft
201-300 520 + 2.40/ft
301-400 655 + 1.95/ft
401-500 775 + 1.65/ft
501-600 875 + 1 .45/ft
601 and above 965 + 1.30/ft
2. Lateral, House Connection, Side Sewer Repair Over Ten Feet, Alteration,
Manhole Alteration, Sewage Pump, Grease Interceptor, Lateral
Abandonment, and Sewer Tap Inspection
Attachment II
Page 4 of 14
a. Description - This fee is intended to reimburse the District for the
expense of conducting inspections of the following: installation of
a private lateral or house connection into a mainline or manhole, a
side sewer repair with more than ten feet of lateral being replaced,
a side sewer alteration, an installation of a sewage pump, grease
interceptor, or sewer tap, or abandonment of a private lateral.
b. Current Fee - $72 for each inspection
c. Discussion - These inspections normally require an average of 1-1/2
hours to complete, and there is no anticipated change in this
requirement. Therefore, it is recommended that the current fee be
increased by the final 25 percent increment of Administrative
overhead and District-wide salary increase.
d. Recommended Fee - $77 for each inspection.
3. Side Sewer Repair Inspection, Under Ten Feet
a. Description - This fee is intended to reimburse the District for the
expense of conducting an inspection of a side sewer repair. If more
than ten feet of lateral is replaced, a side sewer alteration permit is
required.
b. Current Fee - $11 for each inspection
c. Discussion - This fee is intentionally set at a low level to encourage
homeowners and businesses to obtain a permit for inspection of
repairs. It is recommended that the fee be minimally increased.
d. Recommended Fee - $12 for each inspection
4. Overtime Inspection and
5. Overtime Inspection Credit
a. Description - The Overtime Inspection Fee is intended to reimburse
the District for the expense of providing a District inspector for a
private sewer project after 4:30 p.m. on normal work days, or on
weekends or District holidays. A contractor may request overtime
inspection to complete an installation by working late or for an
emergency repair.
The overtime inspection credit policy was established as a response
to contractors claiming that they were being billed twice when
Attachment II
Page 5 of 14
overtime was charged. Because a contractor has already paid for a
certain number of inspection hours in the mainline inspection fee, a
credit is applied against full overtime fees charged.
b. Current Fees
Overtime Inspection
$ 58 per hour
Weekends & Holidays
(4 hour minimum)
$232
Overtime Credit
(See Table below)
Table B
Total Proiect Overtime Credit (Hours)
Overtime Hours
4 or less 1
>4 and ~8 2
> 8 and ~ 1 6 4
>16and~32 6
greater than 32 8
c. Discussion - The Overtime Inspection Fee, which is directly related
to overtime hours spent, is recommended to be increased by the final
25 percent increment of Administrative Overhead.
d. Recommended Fees
Overtime Inspection
$ 63 per hour
Weekends & Holidays
(4 hour minimum)
$252
Overtime Credit
No change
6. Manhole or Rodding Inlet Inspection
a. Description - This fee is intended to reimburse the District for the
expense of conducting an inspection of the installation by a private
Attachment II
Page 6 of 14
contractor of a new manhole or rodding inlet on an existing sewer
line.
b. Current Fee - $352 for each inspection
c. Discussion - Based on the inspections completed in 1992-93 and
1993-94, staff has determined that the current cost is $407 per
inspection.
d. Recommended Fees - $407 for each inspection.
C. Collection System Fees
1 . TV Inspection Fees
a. Description - The District's Collection System Operations Department
performs a televised inspection of all new sewer lines to verify the
interior condition prior to final acceptance by the District. A variety
of tasks are required, each of which has a fee:
. Initial TV Inspection Overtime
. Overtime Credit
. TV Inspection Rerun
. TV Inspection Rerun Overtime
. Multiple TV Inspection Surcharge
The cost of the initial TV inspection is included in the mainline
inspection fee but the additional fees listed above are not included.
The initial TV overtime fee is intended to reimburse the District for
the expenses involved when performing the initial TV inspection after
4:30 p.m. on normal work days, or on weekends or District holidays.
Because a contractor has already paid for a certain number of hours
of TV inspection in the mainline inspection fee, a credit is applied
against full overtime fees charged.
The TV inspection rerun fee is intended to reimburse the District for
the expense of reinspecting portions of new sewer lines to confirm
that necessary corrective work identified during initial TV inspections
has been properly performed.
The TV inspection rerun overtime fee is intended to reimburse the
District for the expense of performing TV inspection reruns after
4:30 p.m. on normal work days or on weekends or District holidays.
Attachment II
Page 7 of 14
The multiple TV inspection surcharge is charged to a contractor
when that contractor chooses to split the TV inspection into several
small segments. The fee is determined by CSO by comparing the
total expense of inspecting the individual segments with the expense
of inspecting the project as a whole.
b. Current Fees
Initial TV - Overtime
Weekends & Holidays
(4 hour minimum)
Overtime Credit
TV Rerun
(2 1/2 hour minimum)
TV Rerun - Overtime
Weekends & Holidays
(4 hour minimum)
Multiple TV Inspection
Surcharge
$135 per hour
$540 minimum
$0.25 per foot
$195 + $95 per hour
$432.50 minimum
$195 + $135 per hour
$735 minimum
Based on Actual Expenses
c. Discussion - TV inspection expenses were determined to be $103 per
hour as follows:
Use
$ 69.47/hour
$ 16.02/hour
16.50/hour
$102.82/hour
$103.00/hour
labor and Benefits
Administrative Overhead
Equipment & Supplies
When overtime premium is included in the above labor expenses, the
TV inspection overtime rate becomes $146 per hour.
A credit based on the TV inspection expense rate of $103 per hour
times the production rate for a TV inspection crew is applied to the
overtime charges. The current production rate is below historic
levels due to fewer and smaller jobs as a result of the current
slowdown in the building industry. Therefore, the historic production
rate of 0.0026 hr/ft has been used to produce a credit of $0.27 per
foot.
The number of TV inspection reruns has been drastically reduced as
a result of the current low level of construction activity. It is
recommend that the current TV inspection rerun fees be increased by
the final 25 percent increment of Administrative Overhead and
District-wide salary increase.
d. Recommended Fees
Initial TV Inspection- Overtime
Weekends & Holidays
(4 hour minimum)
Overtime Credit
TV Inspection Rerun
(2 1/2 hour minimum)
TV Inspection Rerun - Overtime
Weekends & Holidays
(4 hour minimum)
Multiple TV Inspection Surcharge
2. Sewer Tap
Attachment II
Page 8 of 14
$146 per hour
$584 maximum
$ 0.27 per foot
$200 + $103 per hour
$458.00 minimum
$200 + $146 per hour
$784 minimum
Based on Actual Expenses
a. Description - This fee is intended to reimburse the District for the
expense of cutting into the existing main line and installing a saddle
connection when there is no other way to connect a new lateral.
b. Current Fee - Actual expenses.
c. Discussion - Normally, private contractors install the sewer taps in
their projects with the District inspecting and approving the final
results. In the event that a District crew installs the tap, the actual
expenses will be tabulated and billed to the contractor. No change
is anticipated in the current method of determining and billing for the
cost of sewer tap installations.
3. Dye Test
a. Description - This fee is intended to reimburse the District for the
expense of confirming whether or not a property is connected to the
public sewer. Dye tablets are added to the property's interior
plumbing fixtures and the public sewer main downstream is checked
for evidence of the dye.
b. Current Fee - $84 per test.
c. Discussion - The Dye Test Fee is based on one hour of District labor
expense of a two-member crew, plus equipment and supply charges.
d. Recommend Fee - $89 per test.
Attachment II
Page 9 of 14
4. Collection System Repairs
a. Description - This fee is intended to reimburse the District for the
expense of repairing damages to the public sewer by private
contractors or other agencies.
b. Current fee - The actual expense of repairing the damages is
tabulated for each instance and billed to the firm or agency that
caused the damages.
c. Discussion - No change is anticipated in the current method of
determining and billing for the expense of sewer repairs.
5. TV Inspection Noncancellation
a. Description - This fee is intended to reimburse the District for lost
time when a contractor fails to cancel a scheduled TV inspection and
a CSO crew arrives at the site and cannot perform the work.
b. Current Fees - $190 per instance.
c. Discussion - These fees are based on two hours of TV crew time.
d. Recommended Fees - $206 per cancellation.
6. Lateral Abandonment
a. Description - This fee is intended to reimburse the District for the
actual expenses of disconnecting and plugging abandoned private
laterals in order to reduce infiltration and inflow.
b. Current Fee - Actual expenses.
c. Discussion - Normally, the District contracts with private contractors
to provide abandonment services. In the event that a District crew
provides the services, the actual expenses are billed. No change is
anticipated in the current method of determining and billing for the
cost of lateral abandonments.
D. Right-at-Way
1 . Segregation of LID Assessment
Attachment II
Page 10 of 14
a. Description - This fee is intended to reimburse the District for the
expense of researching and establishing the apportionment of an LID
assessment to newly created parcels, when a parcel with an LID
assessment is divided.
b. Current Fee - $47 per parcel
c. Discussion - This fee is based on the average time required by the
District's Real Property Specialist, and it is recommended that the fee
be increased by the final 25 percent increment of Administrative
Overhead.
d. Recommended Fee - $48 per parcel.
2. Processing of Quitclaim Deeds
a. Description - This fee is intended to reimburse the District for the
expense of preparing a legal description and Right-of-Way map for
public sewer easements which are no longer required by the District.
b. Current Fee - $40 hour
c. Discussion - This fee is based on the District's Real Property
Specialist's time and it is recommended that the fee be increased by
the final 25 percent increment of Administrative Overhead.
d. Recommended Fee - $43 per hour.
3. Preparation and Processing of Agreements Relating to Real Property
a. Description - This fee is intended to reimburse the District for the
expense of researching and processing agreements with a property
owner desiring to encroach into a District easement for any use not
permitted by the District's Standard Specifications.
b. Current Fee - The actual costs of staff time and materials related to
researching and processing real property agreements are tabulated
and billed to the property owner.
c. Discussion - No change is anticipated in the current method of
determining and billing for the costs related to real property
agreements.
Attachment II
Page 11 of 14
E. Miscellaneous Fees
1 . Engineering for Private Sewer Projects,
2. Soils Evaluation for Private Sewer Projects, and
3. Surveying for Private Sewer Projects
a. Description - These fees are intended to reimburse the District for the
expense of providing engineering, soils evaluation, or surveying
services to engineers, contractors or other public agencies upon
request.
b. Current Fees
Engineering for Private Sewer Projects
Soils Evaluation for Private Sewer Projects
Surveying for Private Sewer Projects
Actual Expense
Actual Expense
$143 per hour
c. Discussion - These fees are based on actual District costs for each
unique instance. It is recommended that the hourly rate for
surveying be increased by the final 25 percent increment of
Administrative Overhead.
d. Recommend Fees
Engineering for Private Sewer Projects
Soils Evaluation for Private Sewer Projects
Surveying for Private Sewer Projects
Actual Expense
Actual Expense
$152 per hour
F. Industrial Pretreatment Program
1. Class I and Class II Permit Fees (Formerly Industrial Permit Fees)
(These will be presented at a later date.)
2. New Industry Permit Fee
a. Description - This fee is intended to reimburse the District for the
expense of reviewing proposed industrial discharges and processing
new industrial discharge permits by the Source Control unit.
b. Discussion and Current Fee - This fee is charged to a business that
is being permitted for the first time and includes a review of its
operations and preparation of a permit by the Source Control unit.
A minimum fee of $500 is charged for this service. If District
Attachment II
Page 12 of 14
expenses exceed $500, the fee is increased to recover the actual
expenses. It is recommended that this fee be unchanged.
3. Special Discharge Permit Fee
a. Description - This fee is intended to reimburse the District for the
expense of permitting, inspecting, sampling, and administering the
District's Special Discharge Program. A special discharge can be
from any approved source not normally connected to the District's
sewer system. These discharges would normally be infrequent and
the permit would be issued either for a one-time discharge or for a
specified period, usually not to exceed one year.
b. Current Fee
Special Discharge Permit
- No on-site inspection
- On-site inspection
$ 46
$251
c. Discussion - This fee is based on seven hours of Source Control staff
time if a site visit is required, and 1 1/2 hours if a site visit is not
required. It is recommended the fee be increased by the final 25
percent increment of Administrative Overhead.
d. Recommended Fees
Special Discharge Permit
- No on-site inspection
- On-site inspection
$ 48
$268
4. Class III Permit Fee
a. Description - This fee intended to reimburse the District for the
expense of monitoring businesses that have wastewater volume and
strength characteristics below levels that qualify for Class I or Class
II industrial permits but that require monitoring by the District's
Industrial Pretreatment Program.
b. Current Fee - $240
c. Discussion - This fee is based on 7 1/2 hours of Source Control staff
time which is required to visit and inspect facilities and prepare and
verify certification.
Attachment II
Page 13 of 14
d. Recommended Fee - $256 per permit.
G. Septage Disposal
1 . Annual Permit Fee
a. Description - This fee is intended to reimburse the District for the
expenses of administering the District's trucked waste program.
b. Current Fee - $1,125 for each permit
c. Discussion - This fee is based on the average staff time required each
month to maintain the septage permit program as follows:
Accountant
Secretary II
Source Control Coordinator
Source Control Superintendent
5 hours
2 hours
1 0 hours
2 hours
d. Recommended Fee - $1,200 for each permit.
2. Residential Septic and Portable Toilet Waste, and
3. Restaurant Grease Waste
a. Description - These fees are intended to reimburse the District for the
expense of processing trucked-in waste.
b. Current Fees
Residential septic and portable toilet waste
- Less than 2,000 gal/truck
- Greater than, or equal, to 2,000 gal/truck
$12.75 + $0.146/gal
$44.25 + $0. 146/gal
Restaurant grease waste
- Less than 2,000 gal/truck
- Greater than, or equal, to 2,000 gal/truck
$12.75 + $0.011/gal
$44.25 + $0.011 /gal
c. Discussion - These fees are based on the combination of fixed
expense per truck and a volume charge for processing the waste.
The fixed expense is based on the gate guard's time for processing
the waste manifest and receipt forms, the plant operator's time for
taking a sample, and, for trucks with a capacity of 2,000 gallons or
Attachment II
Page 14 of 14
more, the expense of analyzing the sample before the load is
dumped.
The volume charge is based on the expense of treating the waste
based on average strength characteristics for a typical load over the
last four years.
The current expense for treating the waste was determined to be
$ .097/gallon for residential septic and portable toilet waste and
$.249/gallon for restaurant grease.
The reduction of the expense for treating residential septic and
portable toilet waste from $0.146/gal. to $0.097/gal. reflects a
lower level of analysis currently required to monitor trucked waste.
It is recommended that the volume charge for restaurant grease be
increased minimally to $.012/gallon to continue to encourage
restaurant owners to have their grease interceptors pumped at
regular intervals. Based on the 1993 volume of 329,000 gallons,
this would result in an annual subsidy of approximately $78,000.
d. Recommend Fees
Residential septic and portable toilet waste
- Less than 2,000 gal/truck
- Greater than, or equal to, 2,000 gal/truck
$13.75 + $0.097/gal
$43.50 + $0.097/gal
Restaurant grease waste
- Less than 2,000 gal/truck
--Greater than, or equal to, 2,000 gal/truck
$13.75 + $0.012/gal
$43.50 + $0.012/gal
Elberry /RatesRev .Att
co
...-
c 0
CD
E CD
.s;; Cl
CJ III
:!a..
...
<(
:!
III t)
o .~
Oii)
~O
...
c ~
o III
0...
..... '2
III III
~(J)
...
CJ
';:
...
III
o
~
III
...
'2
III
(J)
III
...
III
o
o
III
~
...
C
o
o
Iii
~
...
c
CD
o
(J)
w
Cl
a::
<(
:x:
o
o
z
<(
(J)
w
I-
<(
a::
u.
o
W
...J
::J
o
w
:x:
o
(J)
w
>
i=
<(
a::
<(
a..
~
o
o
...:
c III
lllCO
(J) 0
,5 E ~
:c III CJ
:;, a:: 'S:
o ~
(J)
1Il
"C 1!!
CD III
-ga::
CDI!l
EOl
E~
8.t
CDOl
a::Ol
...:
1Il
~o
CD
:> ~
III
i '2
III
(J)
o
:c
III
o
.;,
...
Qj
o
~5
~(J)
lllO
.s;;o
00
o(l-
>
~
o
Cl
CD
...
al
o
~g8
-ct>;;~
CD
~
III 0
~,gE
.20l5
O~o
N.....O
LON-
c
'E
...: 0
~,t::~
I!lIllCO
coo,....
. Coco
~-8e
...:
:5
...:...
~ CD
..... CD
<flo-
+g
0"":.
0.....
N ~
..t~
<I> 0
o
I!l
N
<I>
"C
1!!-;
III C
E ,-
,- E
tio
Glo
-co
O<flo
oe.-:=
~ 8
~
w
:>
w
a::
Z
:5
a..
o
Z
<(
I-
Z
w
~
a..
o
...J
W
>
W
o
~
3
Gl
'S:
CD
Na::
"C ~
~a::
3 III
CD C
'S: u:
~.....
C +
CD ~
E III
g. ,5:
- E
CD ,_
~Qj
on:
-
.....
~
g~
"C III
CD 0
III CJ
lla;~
CD ~ 'S:
CD CJ CD
U.lll~
...
'2
:;,
........
0'2
~ :;,
...
+ ~
;;:
o ~
o CD
N >
<flo 0
~
CD
.s;; 'S:
CJ CD
ala::
CD
o~
1!l"C
<1><(
.s;;
CJ
III
CD
Ul
V
<I>
C
al
a::
~
al
C
:~
Qj
It
...
C
CD
:;,
cr
CD
1Il
.c
:;,
(J) 3
o(l CD
"C 'S:
~ CD
Ma::
N
~
~
CD
...
-
Cll
Cl.
+~~
88~
('t).....~
0(1)*;;:
.s;;
CJ
Cll
Q)
.....
,....
<I>
III
~
Q)
'S:
Q)
a::
C
Cll
a::
Iii
C
u:
...
C
Q)
:;,
cr
Q)
III
.c
:;,
(J)
o(l
"C
C
N
M
~
gOO
...
-g ~
III CJ
lllii~
Q) ~ 'S:
~ ~ l!!
~ c
Co 'E
:gl!!v
.....~~
.....)(<flo
0;;:_
:!i........"CO
C ~ rp '0
Q)-~a;
:2<1>oE
~+I!lE
a::ONo
OM~CJ
I!lV~~
<flo<l>o.E
.s;;
CJ
Cll
CD
.....
o
.....
<I>
3
CD
'S:
/~
C
Cll
a::
Cl
C
~
:;,
IX)
~
~
z
o
i=
o
w
a..
(J)
~
1e
Cl
c
.;:
Z 1D
.5 8
Cl"C
.n1!!
_ Cll
o E
~ .~
I!l Q)
-
o
...
III
o
CJ
-
0"C
~i
~ .5
..... ...
co Xl
Qj
...
Cll
E
Co.;:;
o III
.~ CD
2 .1Ii
... ~
~ ~
8!!:!
~
Q)
>
o
+~~
oo~
1!l~0l
CO.....Ol
<I><I>N
c:
...: 'E
~
I!lO
UlO
OM
<floe
.....
cl:::
C
Q) Q)
:c E
Cll.s;;
I- CJ
Q) ~
~:i
C
.2
t)
Q)
Co
1Il
C
Q)
,5:
:5
Cll
~
-
.....
!!!
...-
c: 0
GlN
E Gl
.&:.01
o '"
~a.
<
<0
...
.g
...
(II
i:5
~
'"
...
'c
al
m
'"
...
UJ
o
o
'"
..
...
c:
o
o
m
W
C)
a:
e(
:c
o
o
z
e(
m
W
l-
e(
a:
LL
o
W
..J
::l
o
W
:c
o
m
W
>
i=
e(
a:
e(
a.
~
o
o
~
...
c:
Gl
o
~
f/) ti
o ".:
0...
f/)
l!!i:5
...
c: ~
o al
0...
~ 'C
UJ '"
~m
...
~ .~
GlO
:> ~
. '"
..... .'t::
~ c:
'"
m
..:
c: (II
'" c: i:5
m 0
.5 E gj
::E <a 0
~ a: '~
o Gl
m
f/)
"C~
Q) '"
-ga:
GlIO
EO)
E~
8i
GlO)
0::0)
ti;
>
o
10
</10
iO+~
'(3 OJ e
~ "C 0-
E ::E g.
Eoc:
o 10 al
0</10 0-
...
'c
:!!~
....10
C:</Io
Gl
"C
'm 10
GlN
0::</10
(II
I .~
c:
~
co
:;
o
.r;
....
0)
('t)
....
<0
</10
~
iO Gl
0; ~
... 0
.!!.r;
100
N<O
<J> <J>
Gl
o
.r;
c:
'"
~ E
~:g
01 <J>
o
::E
<a
i:5
to
....
Q)
o
.r;
o
'"
Gl
10
N
</10
gjo
~m
alO
.r;o
00
~-
.. 1!l
o 0
- Gl
"C '0
.c .~ C-
o 5- ~
gJ~'E
,..... ..... 'to
~~E
>
..
o
Cl
Gl
...
<a
o
c
,g - 0-
O-<a
Gll!!EI-
"C~:;:,'-
ii5<(~~
c~1?~
.2 Gl ~
.....~Q)"O
~ 0 m ~
2'-2.:
o ~ 0 0
o > ';:; ...
m ~ ~ ~
;:,ca~'-(J)
oO-e(~c:
:C~GlC:o
-:,..(0)';::
l!!Gl.r;(II~
~ ~ ~ ~ g.
j~~<5C:
C\i
cO
....
..: c:
al ~
mm
.&:.
o
al
Gl
10
....
</10
~ ..:
.&:. .&:.
.... ....
N N >
NO)al
r.jr.j;g
('t)-to
</Io</lo:C
:;
o
.r;
....
0)
o
r.j
0)
</10
.r;
o
al
Gl
o
<0
<J>
1:
....
o
..co
g +
:Eo
ON
CO('t)
<J> <J>
.&:.
o
<a
Gl
10
N
</10
...
>c:
.0 Gl
Gl E
E Gl
o.J ~
E ~
.:! '"
~ ,2
Q:o.
.r;
o
'"
Gl
N
....
</10
:; c:
o 'E
.r;N
(;)~
~~
..
Gl
"C
c:
~
C
o
';:;
U
Q)
0-
f/)
c:
(II
c: >
o '"
';:; :2
uo
:g,:c
~~
..
'iij
0-
Q)
0::
..
Gl
~
Gl ...
m ~
Gl-
~~
f/)
Gl"C
E ~
'f ~
Gl Gl
> Gl
o~
M
cO
~
cO
c
'E
.:
.&:.
....
:!
'0
(II
"#.1;)
10 0
,50 ~
"C Gl
Gl ...
"C al
~ E
1) '';:;
c: gj
o~
~ g
10 c:
,50 ,g
"C U
Gl ~
"C=
~ UJ
U c:
c: 8
UJ
....
UJ
o
c: _ u
,- 0 "C
-g~~
-g~E
13 .- .~
c: <0 Gl
.&:.
U
'"
Q)
....
10
.....
....
</10
Q)
c:
o
z
.(11
~
Q)
c:
'5
c:
W
o~
'"
~ E
10 .;:;
UJ
..... Q)
N
~::
c:
Gl Q)
::E E
al.&:.
I- u
Q) ~
~<
.r;
u
'"
Q)
.....
o
-t
</10
....
'6
Q)
..
o
c:
o
';:;
u
Q)
0-
UJ
.f:
Gl
E
'f
Gl
>
o
c:
o
.;:;
u
Q)
0-
f/)
c:
...
Q)
C
01
c:
'6
"C
o
0::
..
o
Gl
o
.r;
c:
al
~
iO
~
U5'
cO
-
o
(II
~ ~
10 0
u
,50 ~ "C
"C Gl ~
~ Gl al
~ ,50 E
U ~'~
C:wQ)
o
o
co
</10
-
...
:t:.
....
0) C
g 'E
o
10
.....
</10..:
- -
oiD
~N
.......
lll(/)o
.. ..
C) 0
..:
:t:.
10
co
0'"
</10-
+8
o('t)
10 ..
N ~
(/)0 0
C
1: 'E
iO-t
-t:g
;:~
~
W
I-
m
>
m
Z
o
i=
o
W
..J
..J
o
o
g
UJ
>
al
:2
o
:c
~
~ c
~,~ ~ 'E
~...~ i ~Q)Gl .2
> ....
'c 0 ~ :!
c:
o
';:;
U
Gl
0-
UJ
.f:
-
....
~
Gl
c:
o
Z
...
:t:.
.....
N
o
(/)0
...
'6
Gl
..
o
Q)
E
'f
Gl
>
o
C\i
U
=co
CO
CDt')
E CD
-fig>
~a..
:(
...
.g
...
rJJ
i5
~
III
...
'2
III
l/J
~
rJJ
o
o
~
...
C
o
u
Iii
~
...
C
CD
o
l/J
w
Cl
II:
et
:I:
U
o
Z
et
l/J
w
I-
et
II:
LL
o
W
-I
::l
o
w
:I:
U
l/J
W
>
i=
et
II:
et
a..
~
o
o
~
~ .g
0...
rJJ
~i5
...
5 ~
o~
en .~
~l/J
..:
rJJ
~i5
:> ~
III
i '2
III
l/J
...
C rJJ
~ci5
o 0 rJJ
,50 E CD
:c ~ ,~
:l ~
o CD
l/J
rJJ
"t:l~
CD III
-g1I:~5
CD 10 ~ l/J
EO) III 0
EO).cO
0,,;,00
gd';~-
II: 0)
.-
CD
~
o
Z
o
:c
III
i5
<Il
...
Qi
o
>
5
Cl
0)
'<<l C
U C 'E
:l .;
Qi.c
II: 10
~~
0)
C
o
Z
...
rJJ
rJJ 0
>0
III rJJ
C. :l
~o.
... 0)
~ E 0
~ 't .2
C 0) ~
o > CD
o 0 c.
.;
.c
--
t')
o
.-
<I> C
+ 'E
000
010
N'<t
<I>~
.;
.c
--
co
'<t
.-
<I> C
+ 'E
o'<t
000
N"
<I>~
rJJ
>
C III
:l:s!
C6C5
II::I:
O)~
,5 rJJ c:
i -g 'E
> 0)
o~.i
~~~
M
~
~
u
rJJ
CD
~
III
E 0)
o~
...
o 0
~ C
E 0
o c.
o~
5 c.
... III
o ...
~
...
C
o
U
rJJ
CD
~
III
E
E LD 5
o N'~
~~g
Cc.~
o III C
o ... ,_
III
:::J
...
o
III
C 0)
o rJJ
"t:l C
0) CD
rJJ C.
III X
a::l 0)
Iii
:::J
...
o
III
C
o :ll
"t:l C
CD CD
rJJ C.
III X
a::l CD
0)
~
III
.c
o
:;
l/J
C
o
'~
o
CD
C.
rJJ
C
>
I-
0)
Q.
B
:l
~
C.
III
I-
~
0)
~
0)
l/J
LO
U
-
<0
U
o
C
rJJ
0)
~
III 0)
E~
0)
CD
-
Iii
:l
...
o
III
C
o ~
"t:l C
0) CD
rJJ C.
III X
a::l CD
o
z
Iii
:l
...
o
III
C
o ~
"t:l C
CD 0)
rJJ C.
III X
a::l 0)
...
rJJ
0)
...
o
Z
CD
C
o
Z
.c
o
III
CD
--
0)
00
<I>
...
rJJ
0)
I-
0)
>
o
r::: ii)
~ u
0)
CD
-
o
z
o
o
.-
<I>
Iii
:::J
...
o
III
C CD
o rJJ
"t:l C
CD CD
rJJ 0.
III X
a::l CD
co
o
N
<I>
~
'Qi
0.
0)
II:
E
CD
...
rJJ
>
l/J
C
o
.~
()
~
'0
U
Iii
'~
'2
::::;
C
o
.;;
..!!!
Qj
()
C
III
()
C:
o
z
C
o
'+:i_
() C
CD :l
c.~
rJJ 0)
clI:
-
~~
(j)
U
10
.-
<I>
10 CD
N 0)
..0~
,g ~ 0
() 0 .~
~ "t:l ()
... C CD
CillO.
o .c rJJ
o III .5
Iii
:::J
...
()
III
C
o :ll
"t:l C
0) CD
rJJ 0.
III X
a::l CD
Iii
:l
...
o
III
C CD
o rJJ
"t:l C
CD CD
rJJ 0.
III X
a::l CD
C
o
.~
..!!!
Qj
o
C
III
()
C:
o
Z
0.
III
I-
...
C
0)
E
C
o
"t:l
C
III
.c
et
~
0)
~
0)
l/J
6
.-
~
III
~
0)
...
III
-I
.-
.-
~
...-
c: 0
ll).q-
E ll)
"5 01
~~
.d:
<0
tJ
';::
...
en
o
>
16
...
'c
<ll
en
<ll
...
en
o
U
~
...
c:
o
U
(ij
...
...
c:
ll)
U
en
w
Cl
a:
<(
:I:
U
o
Z
<(
en
w
I-
<(
a:
u.
o
W
...J
:J
o
w
:I:
U
en
w
>
t=
<(
a:
<(
a..
~
o
u
~
en tJ
o .~
U ...
en
~O
...
c: ~
o <ll
U...
..... 'c
en <ll
ll)en
~
...
en
~O
:> ~
<ll
i .~
<ll
en
...
c: en
<ll c: 0
en 0
,~ E :g
::c <ll tJ
::J a: .:;
o :s
en
en
"O~
ll) <ll
-ga:
ll)l.C)
Ea>
E~
8~
ll)a>
a: a>
.-
en
ll)-
010
...en
<llU
.r;u
Uu
o(J-
o
::c
<ll
o
.a
...
Q;
o
>
5
01
ll)
...
<ll
U
>
<(
~
u..
o
..:-
:I:
Cl
0:
5
en
'in
o
tJ
c:"O
o ~
"0 <ll
ll) E
(0 ",;:i
<ll en
10 ll)
en
ll)
o
"0
lii g
0. '00
o en
Q; ll)
> tJ
ll) 0
o C.
Q;
tJ
16
0.
--
<<>
.q-
<I>
...
c:
ll)
E
en
en
ll)
en
en
<(
o
:J
'0
c:
o
.;;
<ll
01
ll)
til
ll)
en
.-
e
... .><
o ...
_ 0
ll) ~
~>
<ll <ll
"5 ~
...-
o 9
c: ...
0-5
0';::
o
:J
o
z
ll)
en
c:
ll)
0.
X
W
(ij
:J
...
tJ
<(
.~
.; E
.r;a>
(;)~
i~
en
"0
ll)
ll)
o
E
'm
i3
...
'5
o
-
o
Cl
c:
'00
en
ll)
tJ
o
tl:
N
6
ll)
~
o
Z
en B
e-c
... ~
<ll ...
E~
(ij ~
~ ~
...J <ll
"0
"O:1!!...
lii :c ~
> ll) 0
Q)~Q)
c: ... >
~~-8
... ... 0
<ll 0 ...
ll)
en
c:
ll)
0.
X
W
(ij
:J
...
tJ
<(
ll)
en
c:
ll)
0.
X
W
<ll
::J
...
tJ
<(
>
t:
ll)
0.
o
...
_a..
0-
Ol<ll
,~ ~
en 0
~ ...
tJ 01
o c:
n: .~
"OQ;
liia:
c: e
o c:
.~ Q)
<ll E
... ll)
<ll ll)
c....
ll) Cl
tl:<(
M
e
-
. -
~ CD ~
... ll) en
:E .~ >
... 0l.Q
oc:"O
t) CD CD
~ ~ ~
... CI:I ll)
E .~ .:;
U C. ~
en :s
~ ll)
:E .~ >
Cl.Q
Q) C "0
0. ll) ll)
~ ~ ~
> ~ ,g! ::::
ll) .- > III
OQ.~Ui
>
c
o
~
ll)
.:;
~
c:
<ll
a::
<ll
:J
...
tJ
<ll
c: en
o ~
"0 c:
ll) ll)
en 0.
III X
10 ll)
en
...
tJ
ll)
'0
...
a..
:s
~
ll)
en
ll)
...
III
>
~
.e
iJi
:J
o
w
Z
<(
...J
...J
W
U
en
~
01
c:
';::
ll)
ll)
c:
'0,
c:
w
.-
w
w
Q)
>
o
.Q
III
en
III
CD
E
III
en
Q)
>
o
.Q
III
en
III
ll)
E
III
~
en
...
c:
III
...
:;
en
c:
o
tJ
~
J:
CoO '0 C
o 'to- In .-
ll) 0... E
'e "* ~ :s 0
a.. MtJ~l.C)
ll) 11"0 ll) ~
en ~ en
::J ... III Q) E
~ >- 'E .E ~ ~
c. c ... .... .~ c.o
:::.oll:lc.~
en
...
c:
III
...
:;
en
c:
o
tJ
~
J:
(ij
:J
...
tJ
III
c: en
o ~
"0 c:
ll) Q)
en 0.
III X
10 ll)
l:
--
N
l.C)
.-
<I>
:s
~
ll)
en
Q)
...
III
>
.;::
a..
...
o
-
c:
o
.;;
III
::J
(ij
> en
w 0
~ Q)
'0 '0
entl:
Cl
c:
':;"
Q)
~
::J
en
N
W
M
W
....-
I: 0
CDLl)
E CD
~Cl
o III
~O-
....
<
co
....
o
'l:
....
Ul
o
>
...
III
....
'r:
'"
(/)
III
....
Ul
o
U
'"
...
....
I:
o
u
<ii
...
....
I:
CD
U
(/)
W
Cl
a:
<
::I:
U
a
z
<
(/)
w
I-
<
a:
u.
o
w
~
::::l
a
w
::I:
U
(/)
w
>
i=
<
a:
<
0-
:E
o
u
~
Ul 0
o 'i:
u....
Ul
~o
c
o ~
u~
~ 'c
Ul III
CD(/)
~
....
~6
CD
:> ~
...: ~
:E '~
(/)
....
I: Ul
~I:O
, 0 Ul
,~ E CD
:0 ~ ,~
cS ~
(/)
Ul
"O~
CD III
-ga::35
CD Ll) ~ (/)
E ~ III U
E"''' ~ U
o,,:"uu
al~~-
a: 0)
....
~
~ CD ~
CDUl Cl t;
... ;,
,~~ ]
"0
CD Q) 0
"0 0 ....
~ '~ t;
I: ~ 8
"0
Q)
10 ~ E
,~ ~ ~
ti'~ VI
CD: ~
a 0 :u
~ ~ ~
C') 0 Ul
o
o
N
</)0:
o
10
... :;
CD 0
~ ~
Cl ...
... CD
o Ll) Q.
,~ N I'
~;;:
Qj
I:
o
~
CD
Ul
'"
..Q
<ii
'l:
....
Ul
;,
"0
,~
o
Z
I:Cl~
o ,~ I: ....!..
"OQ.~~
3lsg~
~Ci5'::<
,
III
~lIO
'<I' I: N
co III
.... 'E ~
I'Q)....
</)0(/)</)0
~~
~ .
....0)
1:Ll)
OlIO
:E</)o
o
N
>..t
-N
~I'
CD .
~~
lIOlIO
'<I'CO
N
</)0 </)0
co
Ll)
N
</)0
o
:0
III
o
~
Q;
a
o
'(ij'
:E Ul
Q)
LO ';;:
N....
-:~
...."0
</)0 ,~
o
,~ ::l
:E 'S
Ll) Ul
N ;,
...."0
</)0 ,~
Qj
I:
o
Z
CD
CD CD
U. CD
.... u.
'E CD ....
CD 'E I:
~ U. ~ 0
0- ,': '.. I:
= E 0- 0 CD
CD .52 CD
> W Ul ... CD Q..... u.
... w Ul Q) Cl Ul 0
0 U. <tl 0- ... I: CD ....
Cl I- U > '" ,- Q. 'E
CD ~ CD Ul
.... :E :: ~ ,': .~ ...
<tl "0 Ul CD
U a: I: ;, .- Ul 0-
a,CD
w <tl "0 C .t:
0- - .f: ~ 0 Ul -
~ Ul ~ 0 0 C: Ul
< Ul 8. Z 0 Ul
'" CD <tl
ii: U Z (/) , , U
l-
(/)
::::l - N M ~
a ....
~ u.. ~ ~ u..
u:
~~
0"0
o~
"0 I:
o CD CD
~ Ul ....
~ ~ ~
E Q. ...
~ CD ~
Q)..Q,!!
Z B <tl
<iio
ao
OLl)
"'</)0
c:-;-
o Ul
"0 I:
CDCD~
Ul Q. I:
~ ~ 'E
c'O
Glco
E Gl
"fig'
~Q..
...
<(
co
...
t.l
'':
...
III
o
~
a:J
...
'c
a:J
(fJ
a:J
....
III
o
o
~
E
o
o
~
E
Gl
o
(fJ
w
(9
a:
<(
I
o
o
z
<(
(fJ
w
I-
<(
a:
u.
o
W
...J
:;)
o
w
I
o
(fJ
w
>
~
<(
a:
<(
Q..
~
o
o
:l ...
III U ...
0
0 '': C
US Gl a:J Gl
a:J 0 ~ c. ~
.... a:J a:J
... ... ... ...
c ~ '0 a:J ...
0 0
0 a:J Gl
... C ell C Gl
... 'c III a:J III III
III a:J Gl ... Gl a:J
Gl (fJ 0 c. 0 Gl
~ 0 0 Gl 0 ....
0 III ell
..: ...
c
~ III Gl a:J Gl
0 ~ c. ~
Gl ~ a:J
:> ~ ... ....
.... a:J ....
..: a:J 0 Gl 0
,~ C ell C Gl
~ C
a:J III a:J III III
(fJ Gl .... Gl a:J
0 C. 0 Gl
0 0 Gl 0 01
0 III
....
..: c
c III Gl a:J Gl
a:J is .:.: c. .:.:
(fJ C a:J a:J
.~ 0 III ... ... ...
E Q) ... <Il ...
:is <Il t.l 0 Gl 0
a: ':; c ell C Gl
:l Q) III <Il III III
0 Q) ... Q) <Il
(fJ 0 c. 0 Q)
, 0 Q) 0 01
, III
0
:is III
<Il ~
is a:J
....
.;, + Iii ....
... 0 ell 0
Qi ..... C III
0 Cll 110
0 0 III III
'": --: III a:J
.... ....0 0 III
....
<JIo <JIo <JIo 0 ell
III
"t:l III
...
Gl <Il :gO
"t:l a:
C
Gl 10 ~(fJ
E Cll <IlO + ~+ Iii + ~+ Iii
E Cll J:.O ell ell
.... 00 ..... ..... ..... .....
0 ..t- O 10,.... 0"'" 10 NO N
t.l ~- 0 ,....CllIOCll ,.... ....10 ....
Q) Cll C"!, . 0 . 0 I"i o . ~
a: Cll (\') . (\') . .(\')
.... .... ....0 '<t 0 ....O'<tO
<JIo <JIo <JIo <JIo <JIo <JIo <JIo <JIo <JIo
...
.!!!
'0
I-
Gl
:is
<Il
t:
0 III
Q.. ...
III
"t:l <Il
C .:.: .:.: ~ .:.: .:.:
a:J
Q) U 0 Q) U 0
>- III t.l :l :l III :l ::l
';; .... .... .... ....
0 u. ... ... <Il ... ...
c. ~ ~ III ~ ~
ell .:i ... Q) t'5
III 'E (fJ Iii Iii Iii Iii
... <( ell ell ell ell
<Il (fJ Q) Iii ...
0 0 0 C 0 0
0 Q.. ';; 0 0 <Il 0 0
Q.. C ....
(fJ Iii Gl Gl 0 0 ::l 0 0
::l "t:l ... <"i <"i a:J <"i <"i
0 III ...
c 'lD <Il III
W C III ~ V ^ III V ^
(9 <( a: a:
<(
I- - N M
Q.. ....
W c.!J c.!J ~
(fJ
@
.:
u
all
!
~
;;
.
a.
..
a.
to
o
l!::
IJl
o
<(