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HomeMy WebLinkAbout13.a. General Manager Written Announcements Page 1 of 27 Item 13.a. CENTRALSAN jdf A- hom CENTRAL CONTRA COSTA SANITARY DISTRICT May 26, 2022 TO: HONORABLE BOARD OF DIRECTORS FROM: ROGER S. BAILEY, GENERAL MANAGER SUBJECT: ANNOUNCEMENTS - MAY 26, 2022 Attached are the announcements for the above meeting. ATTACHMENTS: 1. General Manager Written Announcements 2. Management Group MO (strike-out version) 3. Management Group MOU (final version) May 26, 2022 Special Board Meeting Agenda Packet- Page 483 of 532 Page 2 of 27 Attachment 1 Board Meeting of May 26, 2022 General Manager Written Announcements HUMAN RESOURCES 1) Central San Welcomes New Environmental Compliance Inspector Joe Jackson The Environmental Compliance Section is excited to welcome its newest inspector, Joe Jackson. Joe graduated from Sonoma State University with a bachelor's degree in Ecology and Evolution, and a master's degree in Ecology and Conservation. Most recently, Joe was at Central Marin Sanitation Agency where he worked as a Laboratory Analyst Intern collecting process control samples and performing analyses to support plant operations. He is excited to apply his education and work experience to assist the Environmental Compliance Section in carrying out Central San's mission of protecting public health and the environment. 2) Memorandum of Understanding Finalized for Management Group Employees At the December 2, 2021 meeting, the Board of Directors approved a tentative agreement with the Management Group employees. Provided as Attachment 2, the Memorandum of Understanding (MOU) has been finalized which incorporates the terms of the tentative agreement as well as other outdated items or items that were no longer applicable, shown as a tracked-change version. Attachment 3 provides the final MOU for the December 18, 2021 through April 17, 2027 agreement period. This concludes the bargaining agreement process for this particular employee group. NATURAL GAS PURCHASE 3) Natural Gas Agreement to Purchase On December 2, 2021, the Board authorized the General Manager to agree to purchase natural gas (NG) through 2024 with a $7.00 per dekatherm limit. Staff has agreed to purchase 333 dekatherms per day at $5.24 per dekatherm for the period of January to March of 2024. OUT-OF-STATE CONFERENCE ATTENDANCE 4) Staff to Attend the Water Environment Federation (WEF) Innovations in Process Engineering Conference 2022 in Miami, Florida from June 20-23, 2022 The WEF Innovations conference focuses on innovative treatment technologies and optimization, and serves as a technical platform for discussions around the continued development of technological innovations and new practices for wastewater treatment. Senior Engineer Nitin Goel in the Special Projects and Asset Management Group will be in attendance. May 26, 2022 Special Board Meeting Agenda Packet- Page 484 of 532 Page 3 of 27 Written Announcements May 26, 2022 Page 2 of 2 Mr. Goel will have the opportunity to participate in workshops, technical sessions, and view exhibits. He will also gain knowledge in leading trends in recent scientific and technology updates on optimization of secondary treatment, solids handling processes, Asset Management and technology for current Central San projects that are on the horizon. The conference venue and planning team has assured that they will strive to meet the highest standards of health, hygiene, and cleanliness to preserve the wellbeing of attendees. Staff attendance at this conference was included in the Fiscal Year 2021- 22 Technical Training, Conference and Meetings Budget. PROJECT UPDATES 5) Public Bidding of Laboratory Roof and Seismic Upgrades, District Project 100008 The Environmental Laboratory building (Lab) is located within the Martinez campus and is a critical and specialty facility used every day by staff for permitting and regulatory compliance. In recent years the roof condition has steadily degraded with several leaks, the most significant of which were in the testing areas of the Lab. This project will address the roof and perform minor structural modifications to upgrade the seismic criteria from the 1994 building code to current design standards. To accomplish the seismic work in a cost efficient and safe manner, the modifications are designed to be constructed to minimize disruption to sensitive and specialized testing areas and equipment. Thus, requiring most of the construction to be performed at the exterior and from the roof level. The Lab is not expected to be closed during the work. This project will be advertised on June 2 and June 9, 2022. A bid opening is scheduled for June 27. The Engineer's estimate for construction is $900,000. More information will be presented at the July 21 meeting when the Board will be asked to award a construction contract. May 26, 2022 Special Board Meeting Agenda Packet- Page 485 of 532 Page 4 of 27 Attachment 2 CENTRAL CONTRA COSTA SANITARY DISTRICT MANAGEMENT GROUP MEMORANDUM OF UNDERSTANDING DECEMBER 18, 20 THROUGH DECEMBEPAPRIL 17, 202 1 RECOGNITION AND COVERAGE The Management Group is the formally recognized exclusive employee representative for all Management Employees, excluding the General Manager, Secretary of the District, and Unrepresented Employees of the Central Contra Costa Sanitary District. The Management Group shall represent: Classification Salary Range Planning and Development Services Division Manager M -24 Capital Projects Division Manager M -24 Plant Operations Division Manager M -24 Plant Maintenance Division Manager M -24 Collection System Operations Division Manager M -24 Environmental and Regulatory Compliance Division Manager M -24 Information Technology Manager M -24 Finance Manager M -2 Program Manager M -33 Purchasing and Materials Manager M -35 Communication Services and overnmental Relations Manager M - The District need not fill those positions as listed above. II RIGHTS The Board of Directors' Representatives and the duly appointed Representatives of the Management Group 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 Management Group or any employee because of his /her group membership or group activity. All employees of this bargaining unit, Management Group, in addition to being governed by this Agreement, shall also be subject to the District's rules, May 26, 2022 Special Board Meeting Agenda Packet- Page 486 of 532 Page 5 of 27 regulations, and policies having general applicability to employees of the District and any subsequent rules, regulations, and policies that may be promulgated in the future, so long as they do not conflict with this Agreement, past practices, or the law. Issues affecting employment which arise from members of the Management Group concerning the interpretation or application of the District's rules, regulations, or policies shall be discussed between the Manager, Manager's Supervisor, and the General Manager in a good faith attempt to resolve the issue. If they cannot reach a solution, the Board of Directors will hear the issue and make the final decision. III TERM This Memorandum of Understanding shall remain in full force and effect from December 18, 20217 through ^8�erApril 17, 20274. IV GENERAL AND MERIT INCREASES Effe G-t'ive Aril 187rlcv18, employees' wages shall be adjusted by 3.60%. Effective April 18, 20224%-and April 18, 20239, April 18, 2024, April 18, 2025, and April 18, 2026, employees' wages shall be adjusted by the change in the Consumer Price Index (CPI) for all Urban Consumers (San Francisco/-Oakland-/San Jose) during the most recently completed February to February time period prior to the applicable April.; Effective April 18, 2022, the adjustment shall bew+t# a minimum of 4-.7-52.0% and a mMaximum of 35.0%. Effective April 18, 20234-, April 18, 2024, April 18, 2025, and April 18, 2026, the minimum shall be 4X52.0% with a maximum 3.75%. Th�TmT nt of the first wage inrea�aaGk to ppil 19, 2018, shall apply onlY to ernpleyees still employed at the tirne the Beard approves this MOU and shall n0t rimrrpuct an i Distri ebligatiGR With resoect�irnrcEflFe-paysovert�ime Gavh_eats , or other types of pay OF GOFnpensatieR other than wage already provided by District orior to Board approval with the eVcentlen of eFnp'Gyees' contrib ition to e the employee retirement Gentribution rate as set forth OR the RetireFneRt PrOgraFn section of this MOU. Employees normally receive a salary step 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. The District shall distribute paychecks directly to the employee every other Friday based on the payroll scheduleen the last regular district working day of each month Employees shall be paid based on a bi-weekly pay period fr�omrr 18th 117th of each rnentI4. V VACATION May 26, 2022 Special Board Meeting Agenda Packet- Page 487 of 532 Page 6 of 27 Hired prier fe Hired after nn� � Annual Maximum Years EmMay ployed Years Employed Allowance Accrual 0 -3 Years 10 Days 20 Days 0 -5 Years 3-5 15 30 x -10 5 -10 16 32 10--15 10-15 17 34 1520 15-20 20 40 2-0- 5 20-25 25 50 25-30 25+ 30 60 30* 35 -7-0 The extra days accrued due to service of over five (5) years are credited to each employee's account on his /her anniversary date. If an employee leaves the District for any reason he /she will be paid for any earned vacation time not used. An employee may request a payment of the cash equivalent of vacation accruals subject to the following: 1. Employee must make an irrevocable election before the end of each calendar year to either (a) receive payment in the following calendar year of the cash equivalent of all or a portion of the vacation hours that will accrue during the following calendar year, or (b) to accrue those vacation hours as paid vacation during the following calendar year. Elections must be made every year and will not carry over from one calendar year to the next. If an employee fails to make an election, the employee will be deemed to have irrevocably elected to accrue all of the vacation hours that will accrue in the following calendar year as paid time off. 2. The election must designate the number of vacation hours being requested for payment. The payment cannot exceed the value of the maximum vacation accruals based on the employee's years of service in the year of payment up to a maximum of one hundred sixty (160) hours. An employee may request cash payment of the value of vacation hours the employee elected to convert to cash compensation before the end of the previous calendar year at any time during the current calendar year; provided, however, that no cash payment for the value of vacation hours will be made unless and until the vacation hours have been earned and accrued as detailed in the above accrual schedule. 3. Vacation hours an employee elects to convert to cash compensation in the following calendar year as described above will be converted to cash compensation based on the employee's hourly rate of pay in effect at the time of the payment request. May 26, 2022 Special Board Meeting Agenda Packet- Page 488 of 532 Page 7 of 27 Note the following exception to the above: payment of accumulated vacation time above the maximum annual accrual shall occur automatically on the anniversary date on which the time would be lost. VI SICK LEAVE Employees hired prior May 'I 1985 earn fifteen (15) days of ciGk leave per rm Y� " , .rv.�, currrnrcc �.nT�ccrv�p�� y'earEmployees hired after May 1, 1985, earn twelve (12) days of sick leave per year. Sick leave may be used up to ten (10) days annually to attend to the health needs of an immediate family member. Also, in the event of a death in the employee's immediate family, the employee may be absent up to a maximum of ten (10) days and have the time off charged to his /her sick leave account. 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. For-empleyees hired prier to May 1 1995 the shall rM nt the aheSiGk le-ave poliGy with an inGentive beRefit USiRg a formula GreditiRg eighty five ie �p.��_ a "' e (Q5/_)efvr�e ee s 7 nused-GO& leave to an aGGUFnulatiRg zGGe��n�rii fer that employee.dor employees hiped after May 1, 1985,AThe following schedule shall apply for any payment of accumulated sick leave: Years of Service Pay-Off Credit Pay-Off Credit at Termination at Retirement 0 -5 0% 0% 5 -10 25 25 10 -25 25 35 25+ 25 40 Employees hired or promoted into the Management Group effective on or after December 18, 2017, shall be subject to the following provision: Any cash out of sick leave accruals shall be deducted from an employee's sick leave accrual bank at time of retirement. Any remaining balance shall be reported to Contra Costa County Employees' Retirement Association (CCCERA) as retirement service credit. VII MEDICAL INSURANCE Applicable until implementation of GaIPERS Health: Current regular or prehatienary employees shell he previded with a nheine of PRO In the event these plans heneme unavailable due to unferesecorGumstancesen e the parties agree to meet and Gonfer as soon as possible to negetiate the effeGtc of any sUeh ehaRge The sest f plans shall borne by the District. However, employees who se!eGt the PPO plan shall pa�- May 26, 2022 Special Board Meeting Agenda Packet- Page 489 of 532 ■ .. 1 I ■ 1 11111110 INIM-4,11 1111 1 . .. 1 • - - - ■ .81 - - 11, .001 - r - ■ 111. lip -. .. .• ■ ■ jilfi -W ■ ■ AMM @I 11111.M- 1011% .- S WIM• M. . . . 011 M ■ .011PAMIN0.0 W. 11 Iz LZIMAMIIIIIIIALMAU IM ■ ■ • •' i•. • - • �•- •. V.•- I•1 • Page 9 of 27 dears of nontini�e�is coniine with the Dis�et of the time of retirement. The Distriet years �cnr.-rnc-vrsci�c� shall only pay fifty peFGent 0 e dental and yisien plan fer the Fetiree and spouse. Eliirible_ nleyees' e�fied- depeRdeRtS (as defined by the plan prEwider) E)ther than the ernployee' s spouse who were Govered as depeRdents at the tome ef retirement alse shall be Gevered by e dental and ViSiOR plans with the exception that the employee shall pay the fi X11 nest of Goyereoe for these dependents Tier 111 retirees onrJ cvarvr v dependents.�r�.�rrrr ��unc� deenpenrli is are ineligible for life�S�'� ce. Upon Implementation of CaIPERS Health;• Transotmon to CaIPERS Health: During the term of this MOU, the DistriGt will be transitioning to GaIRERS Heeltheore under the I Ineq gel/PEMC;H (P blip Empieyees'rediGal (Fere an t He-snTtal AG}))minimi rn destine seb i le. Current regular or probationary employees hired by the District shall be provided with health care options through CalPERS. "Core Plans" — Effective upon the implementation of CalPERS, the District agrees to pay the full monthly premium cost of the Kaiser Permanente or Health Net SmartCare plan (the "Core Plans" for active employees). The District will pay the CaIPERS minimum required contribution amount toward the employee's health care coverage directly to CaIPERS in accordance with CaIPERS requirements. The District will make a contribution for the remaining amount (that portion of the District's contribution that exceeds the CalPERS minimum required contribution) to the District's Section 125 cafeteria plan for employees to allocate toward the cost of their health care benefits. If an employee selects any other plan that is offered by CalPERS that exceeds the cost of either of the Core Plans, the employee must pay the difference in premiums between the highest cost Core Plan and the plan he or she selects. If the selected plan is less than either of the core plans, employees shall not be reimbursed the difference. If CalPERS no longer offers the Core Plans that the District has designated above, the parties agree to meet and confer to determine which plans will be designated as Core Plans. Employees with dual health insurance coverage may withdraw from the District's health insurance plan and, effective the first full pay period following Board approval of this MOU, receive a District contribution to deferred compensation in the amount of $400 per month in lieu of enrollment in the medical plan. Vision Coverage: District shall provide fully paid vision benefits for all employees and qualified eligible dependents. RETIREE HEALTH BENEFITS AFTER THE TRANSITION TO CaIPERS: Retiree Benefits: Employees are eligible for retiree medical benefits through CalPERS provided that they retire from the District within 120 days of separation from the District and begin receiving a retirement allowance from the Contra Costa County Employee's Retirement Association. May 26, 2022 Special Board Meeting Agenda Packet- Page 491 of 532 Page 10 of 27 For employees who do not meet the eligibility requirements as outlined in Tiers I, II, and III, the District will only pay the minimum employer contribution that CaIPERS requires toward medical coverage upon retirement from the District. The District will pay the CaIPERS minimum required contribution amount toward a retiree's health care coverage directly to CaIPERS in accordance with CaIPERS requirements. For those employees that are eligible for Tier I, II, or III benefits, the District will pay the CaIPERS minimum required contribution amount toward the employee's health care coverage directly to CaIPERS in accordance with CaIPERS requirements. The District will contribute any amount that exceeds the CaIPERS minimum required contribution, in accordance with the employees' Tier, to a retiree-only Health Reimbursement Account. T--IIFER--F.-Employees hired by the District prier to May 1 1985 wi�eno�red b� rnedoGal> dental, vmsmen and reduced life ORSUranGe plans (ene half of the life ince iranne n rsara rTcc ,. riratecrcJra t retirement). The Dristr+Cill pay than the � minimunq employer Gontribution that GaIPERS requires toward the Gost ef the retiree's GOVerane0 if the employees meets the "Rule of 65 °TRule The Rle of 65 requires that aR employee's of retirement total 65 with a minimum age of 50 and minimi rn of ton dears of CORtORUOUS seFViGe. if aR employee meets the Rule of 65, effeGtive UPOR the ratification of the MQ I and the implementation of GaIRGRC0 pay- the the DistriGt shall plan "Come PlAarns" forac�a employees). Eligible employees' qualified dependents (as defined by the plan provider) whe were hovered as denendentc at the time of retirement also shell he hovered by medioal vision and dental e TIER II: Employees hired after May 1, 1985, will be covered by medical, dental, vision and reduced life insurance plans ($10,000). The District will pay more than the minimum employer contribution that CaIPERS requires, if the employees meets the "Rule of 65." For employees hired after May1, 1985 but before April 19, 2003 the Rule of 65 requires that an employee's age plus years of service with the District at the time of retirement total 65 with a minimum age of 50 and minimum of ten years of continuous service. For employees hired between April 19, 2003 and June 30, 2009 the Rule of 65 requires a minimum age of 55 years old and a minimum of 10 years of continuous service. If an employee meets the Rule of 65, effective upon the ratification of the MOU and the implementation of CaIPERS, the District shall pay the full monthly premium cost of the Kaiser Permanente or Health Net SmartCare plan (the "Core Plans" for active employees). At age 65, the District will pay 50% of the retiree's chosen Core Plan premium, or the minimum employer contribution that CaIPERS requires, whichever is greater. The District will also pay 50% of the cost of the retiree's dental and vision coverage. Eligible employees' qualified dependents (as defined by the plan provider) who were covered as dependents at the time of retirement also shall be covered by medical, vision and dental plans with the exception that the District will only pay for the full cost of an eligible dependent's medical, vison and dental plan premiums until the eligible dependent's 65th birthday. At age 65, the District May 26, 2022 Special Board Meeting Agenda Packet- Page 492 of 532 Page 11 of 27 will pay 50% of a retiree's eligible dependent's core medical, dental and vision plan premiums. TIER III: Employees hired after June 30, 2009 will be covered by medical, dental, and vision plans. The District will pay more than the minimum employer contribution that CalPERS requires toward the cost of the retiree's coverage, if the employee meets the "Rule of 70." The Rule of 70 requires that an employee's age plus years of service with the District at the time of retirement total 70 with a minimum age of 55 and minimum of ten years of continuous service. If an employee meets the Rule of 70, the District will pay 50% of the monthly premium cost of the retiree's chosen Core Plan, or the minimum employer contribution that CalPERS requires, whichever is greater and 50% of their vision premium. The District will also pay 50% of the core medical plan premium and vision premium for the retiree's spouse or domestic partner. The District will not pay for any coverage for other dependents of the retiree. The District will pay 100% of the premium cost for dental for the retiree and spouse or domestic partner until they each reach the age of 65. At age 65, the District will pay 50% of the cost for dental coverage for the retiree and the spouse or domestic partner. For Tier III employees hired on or after April 18, 2013, the District will pay 50% of the premium cost for dental coverage for the retiree and spouse or domestic partner upon retirement. "Core Plans" for those retirees under the age of 65 are Kaiser Permanente and Health Net SmartCare. For those retirees age 65 and older, the Core Plans are Kaiser Senior Advantage and United Healthcare. If a retiree selects any other plan that is offered by CalPERS that exceeds the cost of either of the Core Plans, the employee must pay, in addition to their share of the monthly premium, the difference in premiums between the highest cost Core Plan and the plan he or she selects. If the selected plan is less than either of the core plans, retirees shall not be reimbursed the difference. COMMON TO ALL RETIREES: At the time of an employee's retirement, all qualified dependents (as defined by the plan provider) who already were dependents at the time of retirement, shall continue to be covered by the District's medical, dental and vision plans in accordance with their Tier 1 and Tier 1 Lbenefits as stated above. The District shall have no obligation to pay for coverage for more than two-party (retiree plus one) coverage for any new and different dependent added after the date of retirement. Medicare: The medical coverage for retirees and their eligible dependents will be integrated with Medicare (Tier ill; and III) at age 65. For Tier 1 and Il retirees, upon submission of evidence of payment to Medicare, the District will reimburse the retiree and/or dependent for the cost of the Medicare (Part A and/or B) premiums. However, the District will not be responsible for any penalties or increased costs in the Medicare premium should the employee and/or eligible dependent not enroll in Medicare during the enrollment period surrounding his/her 65th birthday. For Tier III, the District will not reimburse any Medicare premiums. May 26, 2022 Special Board Meeting Agenda Packet- Page 493 of 532 Page 12 of 27 The District will make a contribution to a Health Reimbursement Account (HRA) equal to the cost of the Medicare reimbursement based on the eligible Tier. Survivor Benefits: Qualified dependents of a deceased employee/retiree will be eligible for the continuance of health and dental benefits at the same level as the retiree unless the dependents are no longer eligible under District or CalPERS rules, regulations or policies. Health Reimbursement Arrangement: Active employees who are either (1) hired after June 30, 2009, and Contra Costa County Employees Retirement System (CCCERA) Legacy Members for California Public Employees' Pension Reform Act of 2013 (PEPRA) purposes, or (2) hired after June 30, 2019, and CCCERA PEPRA Members for those purposes will, effective May 9, 2022, automatically contribute 1.5% of base salary by mandatory pretax salary reduction each pay period to a health reimbursement arrangement (HRA) to be used to reimburse post-employment health insurance premiums. VIII RETIREMENT PROGRAM Retirement is based upon a formula which includes the employee' s age, salary, and years of service. Employees are responsible for paying the full share of the normal costs associated with the employee share as calculated by Contra Costa County Employees Retirement Association (CCCERA). IX DENTAL PLAN The District shall provide a dental care program fully paid by the District. Delta Dental shall be the dental plan provider. X DISABILITY INSURANCE All employees will be required to maintain a Long Term Disability Program. Employees shall pay the premiums for the Long Term Disability Program. XI LIFE INSURANCE The District provides term life insurance and accidental death and dismemberment coverage as follows: The lesser of (a) an amount equal to two times the employee's annual earnings, the result rounded to the next higher multiple of $1, 000 if not an exact multiple thereof, or (b) $ 250,000. Dependents term life insurance equals $1,500 for employee's spouse and $100 for employee's children according to attained age of 14 days or over but less than six months, and $1,000 for children six months or over until age nineteen, unless a full -time student less than 23 years of age and dependent upon the employee for support. May 26, 2022 Special Board Meeting Agenda Packet- Page 494 of 532 Page 13 of 27 XII OTHER LEAVES If an employee reports for jury duty, he /she may take time off with pay and not take any monies from the court (not including mileage allowance or meal expense) as a juror. Mileage allowance shall be kept by the employee under any circumstance. 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.). For the purposes of 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. 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 Director. 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 leave of absence without pay for the purposes of family and medical leave. All Management Group employees will receive forty (40) hours per year administrative leave. These administrative leave hours will be credited to each employee's account on April 18th of each year the first day oftheMay pay GyGle— ofeaGh applicable yea-r. � XIII HOLIDAYS There are thirteen (13) paid holidays. XIV CAFETERIA PLAN All employees shall be provided $ 425 per month for use on the Cafeteria Plan. Yearly benefits will be calculated as of January 1 of each year. The employee may elect to take the full contribution in cash. XV PROFESSIONAL EXPENSE REIMBURSEMENT Each manager shall have a Professional Expense Reimbursement not to exceed $3,000 per fiscal year for their use in improving their knowledge and skills. This allowance would be used for professional, job -related training, class, or conference requested by the manager. It is subject to approval by the General Manager. Travel would be limited to the U. S. and Canada unless the General Manager and the District Board approve attending functions outside the U. S. and Canada. The unused portion may carry over two additional fiscal years, allowing for a maximum expenditure in any fiscal year of $9,000. XVI REGISTRATION DIFFERENTIAL May 26, 2022 Special Board Meeting Agenda Packet- Page 495 of 532 Page 14 of 27 The District grants a five percent (5%) salary increase to employees who achieve registration or license as a Professional Engineer, Land Surveyor, or Certified Public Accountant in a position not requiring such registration or license. XVII PROFESSIONAL REGISTRATION The District shall pay the registration and renewal fees for all professional registered engineers, licensed land surveyors, Certified Public Accountants, 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. XVIII LONGEVITY COMPENSATION Employees who have 10 years or more of continuous service in the District will receive an additional two and one-half percent (2-1/2%) salary increase. An additional two and one-half percent (2-1/2%) longevity pay increase (for a total of 5%) will be granted to employees after twenty (20) years of continuous employment with the District. XIX 4.01 Ca) PLAN AND DEFERRED COMPENSATION PROGRAM In lieu of Social Security, the District offers a 401(a) Plan. The District's contribution to the 401( a) Plan is an amount equal to that which normally would have been contributed to Social Security. If, during the term of this Memorandum of Understanding, the District is required by law to participate in the Social Security system, the District will cease contributing to the 401( a) Plan and will meet and confer on the change. The District also offers a Deferred Compensation Plan. Employee participation in the Deferred Compensation Plan is voluntary. XX TERMINAL COMPENSATION The employee' s terminal compensation will be contributed by the District to the 401(a) plan at termination, retirement or resignation at 100% of total compensation, as defined in the 401(a) Plan Document under Section 5.03 (b), or the Internal Revenue Service maximum contribution limit, whichever is lower: In no case will the total 401(a) contribution be in excess of Internal Revenue Code mandated limits in force at the time of termination, retirement or resignation. Any other 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. All unused accumulated sick leave at the time of retirement is credited as longevity upon retirement. XXI SALARY CONTINUANCE It shall be the general policy of the District to continue pay to an employee under May 26, 2022 Special Board Meeting Agenda Packet- Page 496 of 532 Page 15 of 27 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 percent (70%) of gross salary 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 comes first. The Salary Continuance Plan will commence on the fourth day after the disabled employee leaves work as a result of the injury or illness after a three-day waiting period. However, if the injury or illness causes disability of more than twenty-one (21) days or necessitates hospitalization, the 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 during this waiting period. XXII VEHICLES /MILEAGE Those employees driving their personal vehicle on District business, including Department Directors, shall be reimbursed by the District at the rate allowed by the Internal Revenue Service without tax consequences. XXIII SAFETY EQUIPMENT Personal safety equipment required by the employee to perform his /her job duties will be provided by the District. The employee will be entitled to safety shoes and safety glasses in accordance with the applicable District policies and standards. XXIV EMPLOYEE ASSISTANCE PROGRAM ( EAP) The District Employee Assistance Program shall be provided by the District to the employee. XXV CELLULAR PHONES Employees are reimbursed for their work-related use of personal cell phones, including emergency response in accordance with Board Policy #009, Manager Cell Phone Reimbursement Policy. XXVI 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 Agreement shall not be affected thereby. May 26, 2022 Special Board Meeting Agenda Packet- Page 497 of 532 Page 16 of 27 XXVII SIGNATURES TO AGREEMENT Entered into this 19th day of May, 2022461-dayf—e n, nn}inn by the Board of Direntnr�QeeGeRtra Gesta Sanitary Dice CENTRAL CONTRA COSTA MANAGEMENT GROUP SANITARY DISTRICT R"'�TPBMOLLY KABAN EDGAR LOPEZ LEAD NEGOTIATOR LEAD NEGOTIATOR TEJI O'MALLEY ^NN SAS moi LORI eGuE-rrTFi HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT MANAGER May 26, 2022 Special Board Meeting Agenda Packet- Page 498 of 532 Page 17 of 27 Attachment 3 CENTRAL CONTRA COSTA SANITARY DISTRICT MANAGEMENT GROUP MEMORANDUM OF UNDERSTANDING DECEMBER 18, 2021 THROUGH APRIL 17, 2027 1 RECOGNITION AND COVERAGE The Management Group is the formally recognized exclusive employee representative for all Management Employees, excluding the General Manager, Secretary of the District, and Unrepresented Employees of the Central Contra Costa Sanitary District. The Management Group shall represent: Classification Salary Range Planning and Development Services Division Manager M -24 Capital Projects Division Manager M -24 Plant Operations Division Manager M -24 Plant Maintenance Division Manager M -24 Collection System Operations Division Manager M -24 Environmental and Regulatory Compliance Division Manager M -24 Information Technology Manager M -24 Finance Manager M -24 Program Manager M -33 Purchasing and Materials Manager M -35 Communication Services and Governmental Relations Manager M -29 The District need not fill those positions as listed above. II RIGHTS The Board of Directors' Representatives and the duly appointed Representatives of the Management Group 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 Management Group or any employee because of his /her group membership or group activity. All employees of this bargaining unit, Management Group, in addition to being governed by this Agreement, shall also be subject to the District's rules, May 26, 2022 Special Board Meeting Agenda Packet- Page 499 of 532 Page 18 of 27 regulations, and policies having general applicability to employees of the District and any subsequent rules, regulations, and policies that may be promulgated in the future, so long as they do not conflict with this Agreement, past practices, or the law. Issues affecting employment which arise from members of the Management Group concerning the interpretation or application of the District's rules, regulations, or policies shall be discussed between the Manager, Manager's Supervisor, and the General Manager in a good faith attempt to resolve the issue. If they cannot reach a solution, the Board of Directors will hear the issue and make the final decision. III TERM This Memorandum of Understanding shall remain in full force and effect from December 18, 2021 through April 17, 2027. IV GENERAL AND MERIT INCREASES Effective April 18, 2022, April 18, 2023, April 18, 2024, April 18, 2025, and April 18, 2026, employees' wages shall be adjusted by the change in the Consumer Price Index (CPI) for all Urban Consumers (San Francisco/Oakland/San Jose) during the most recently completed February to February time period prior to the applicable April. Effective April 18, 2022, the adjustment shall be a minimum of 2.0% and a maximum of 5.0%. Effective April 18, 2023, April 18, 2024, April 18, 2025, and April 18, 2026, the minimum shall be 2.0% with a maximum 3.75%. Employees normally receive a salary step 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. The District shall distribute paychecks directly to the employee every other Friday based on the payroll schedule. Employees shall be paid based on a bi-weekly pay period. May 26, 2022 Special Board Meeting Agenda Packet- Page 500 of 532 Page 19 of 27 V VACATION Years Employed Annual Maximum Allowance Accrual 0 -3 Years 10 Days 20 Days 3-5 15 30 5 -10 16 32 10-15 17 34 15-20 20 40 20-25 25 50 25+ 30 60 The extra days accrued due to service of over five (5) years are credited to each employee's account on his /her anniversary date. If an employee leaves the District for any reason he /she will be paid for any earned vacation time not used. An employee may request a payment of the cash equivalent of vacation accruals subject to the following: 1. Employee must make an irrevocable election before the end of each calendar year to either (a) receive payment in the following calendar year of the cash equivalent of all or a portion of the vacation hours that will accrue during the following calendar year, or (b) to accrue those vacation hours as paid vacation during the following calendar year. Elections must be made every year and will not carry over from one calendar year to the next. If an employee fails to make an election, the employee will be deemed to have irrevocably elected to accrue all of the vacation hours that will accrue in the following calendar year as paid time off. 2. The election must designate the number of vacation hours being requested for payment. The payment cannot exceed the value of the maximum vacation accruals based on the employee's years of service in the year of payment up to a maximum of one hundred sixty (160) hours. An employee may request cash payment of the value of vacation hours the employee elected to convert to cash compensation before the end of the previous calendar year at any time during the current calendar year; provided, however, that no cash payment for the value of vacation hours will be made unless and until the vacation hours have been earned and accrued as detailed in the above accrual schedule. 3. Vacation hours an employee elects to convert to cash compensation in the following calendar year as described above will be converted to cash compensation based on the employee's hourly rate of pay in effect at the time of the payment request. May 26, 2022 Special Board Meeting Agenda Packet- Page 501 of 532 Page 20 of 27 Note the following exception to the above: payment of accumulated vacation time above the maximum annual accrual shall occur automatically on the anniversary date on which the time would be lost. VI SICK LEAVE Employees earn twelve (12) days of sick leave per year. Sick leave may be used up to ten (10) days annually to attend to the health needs of an immediate family member. Also, in the event of a death in the employee's immediate family, the employee may be absent up to a maximum of ten (10) days and have the time off charged to his /her sick leave account. 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. The following schedule shall apply for any payment of accumulated sick leave: Years of Service Pay-Off Credit Pay-Off Credit at Termination at Retirement 0 -5 0% 0% 5 -10 25 25 10 -25 25 35 25+ 25 40 Employees hired or promoted into the Management Group effective on or after December 18, 2017, shall be subject to the following provision: Any cash out of sick leave accruals shall be deducted from an employee's sick leave accrual bank at time of retirement. Any remaining balance shall be reported to Contra Costa County Employees' Retirement Association (CCCERA) as retirement service credit. VII MEDICAL INSURANCE Current regular or probationary employees hired by the District shall be provided with health care options through CalPERS. "Core Plans" — Effective upon the implementation of CalPERS, the District agrees to pay the full monthly premium cost of the Kaiser Permanente or Health Net SmartCare plan (the "Core Plans" for active employees). The District will pay the CalPERS minimum required contribution amount toward the employee's health care coverage directly to CalPERS in accordance with CalPERS requirements. The District will make a contribution for the remaining amount (that portion of the District's contribution that exceeds the CalPERS minimum required contribution) to the District's Section 125 cafeteria plan for employees to allocate toward the cost of their health care benefits. If an May 26, 2022 Special Board Meeting Agenda Packet- Page 502 of 532 Page 21 of 27 employee selects any other plan that is offered by CaIPERS that exceeds the cost of either of the Core Plans, the employee must pay the difference in premiums between the highest cost Core Plan and the plan he or she selects. If the selected plan is less than either of the core plans, employees shall not be reimbursed the difference. If CaIPERS no longer offers the Core Plans that the District has designated above, the parties agree to meet and confer to determine which plans will be designated as Core Plans. Employees with dual health insurance coverage may withdraw from the District's health insurance plan and, effective the first full pay period following Board approval of this MOU, receive a District contribution to deferred compensation in the amount of $400 per month in lieu of enrollment in the medical plan. Vision Coverage: District shall provide fully paid vision benefits for all employees and qualified eligible dependents. RETIREE HEALTH BENEFITS AFTER THE TRANSITION TO CaIPERS: Retiree Benefits: Employees are eligible for retiree medical benefits through CaIPERS provided that they retire from the District within 120 days of separation from the District and begin receiving a retirement allowance from the Contra Costa County Employee's Retirement Association. For employees who do not meet the eligibility requirements as outlined in Tiers I, II, and III, the District will only pay the minimum employer contribution that CaIPERS requires toward medical coverage upon retirement from the District. The District will pay the CaIPERS minimum required contribution amount toward a retiree's health care coverage directly to CaIPERS in accordance with CaIPERS requirements. For those employees that are eligible for Tier I, II, or III benefits, the District will pay the CaIPERS minimum required contribution amount toward the employee's health care coverage directly to CaIPERS in accordance with CaIPERS requirements. The District will contribute any amount that exceeds the CaIPERS minimum required contribution, in accordance with the employees' Tier, to a retiree-only Health Reimbursement Account. TIER II: Employees hired after May 1, 1985, will be covered by medical, dental, vision and reduced life insurance plans ($10,000). The District will pay more than the minimum employer contribution that CaIPERS requires, if the employees meets the "Rule of 65." For employees hired after May1, 1985 but before April 19, 2003 the Rule of 65 requires that an employee's age plus years of service with the District at the time of retirement total 65 with a minimum age of 50 and minimum of ten years of continuous service. For employees hired between April 19, 2003 and June 30, 2009 the Rule of 65 requires a minimum age of 55 years old and a minimum of 10 years of continuous service. If an employee meets the Rule of 65, effective upon the ratification of the MOU and the implementation of CaIPERS, the District shall pay the full monthly premium cost of the Kaiser Permanente or Health Net SmartCare plan (the "Core Plans" for active employees). May 26, 2022 Special Board Meeting Agenda Packet- Page 503 of 532 Page 22 of 27 At age 65, the District will pay 50% of the retiree's chosen Core Plan premium, or the minimum employer contribution that CalPERS requires, whichever is greater. The District will also pay 50% of the cost of the retiree's dental and vision coverage. Eligible employees' qualified dependents (as defined by the plan provider) who were covered as dependents at the time of retirement also shall be covered by medical, vision and dental plans with the exception that the District will only pay for the full cost of an eligible dependent's medical, vison and dental plan premiums until the eligible dependent's 65th birthday. At age 65, the District will pay 50% of a retiree's eligible dependent's core medical, dental and vision plan premiums. TIER III: Employees hired after June 30, 2009 will be covered by medical, dental, and vision plans. The District will pay more than the minimum employer contribution that CalPERS requires toward the cost of the retiree's coverage, if the employee meets the "Rule of 70." The Rule of 70 requires that an employee's age plus years of service with the District at the time of retirement total 70 with a minimum age of 55 and minimum of ten years of continuous service. If an employee meets the Rule of 70, the District will pay 50% of the monthly premium cost of the retiree's chosen Core Plan, or the minimum employer contribution that CalPERS requires, whichever is greater and 50% of their vision premium. The District will also pay 50% of the core medical plan premium and vision premium for the retiree's spouse or domestic partner. The District will not pay for any coverage for other dependents of the retiree. The District will pay 100% of the premium cost for dental for the retiree and spouse or domestic partner until they each reach the age of 65. At age 65, the District will pay 50% of the cost for dental coverage for the retiree and the spouse or domestic partner. For Tier III employees hired on or after April 18, 2013, the District will pay 50% of the premium cost for dental coverage for the retiree and spouse or domestic partner upon retirement. "Core Plans" for those retirees under the age of 65 are Kaiser Permanente and Health Net SmartCare. For those retirees age 65 and older, the Core Plans are Kaiser Senior Advantage and United Healthcare. If a retiree selects any other plan that is offered by CalPERS that exceeds the cost of either of the Core Plans, the employee must pay, in addition to their share of the monthly premium, the difference in premiums between the highest cost Core Plan and the plan he or she selects. If the selected plan is less than either of the core plans, retirees shall not be reimbursed the difference. COMMON TO ALL RETIREES: At the time of an employee's retirement, all qualified dependents (as defined by the plan provider) who already were dependents at the time of retirement, shall continue to be covered by the District's medical, dental and vision plans in accordance with their Tier benefits as stated above. The District shall have no obligation to pay for coverage for more than two-party (retiree plus one) coverage for any new and different dependent added after the date of retirement. Medicare: The medical coverage for retirees and their eligible dependents will be integrated with Medicare (Tier II and III) at age 65. For Tier II retirees, upon May 26, 2022 Special Board Meeting Agenda Packet- Page 504 of 532 Page 23 of 27 submission of evidence of payment to Medicare, the District will reimburse the retiree and/or dependent for the cost of the Medicare (Part A and/or B) premiums. However, the District will not be responsible for any penalties or increased costs in the Medicare premium should the employee and/or eligible dependent not enroll in Medicare during the enrollment period surrounding his/her 65th birthday. For Tier III, the District will not reimburse any Medicare premiums. The District will make a contribution to a Health Reimbursement Account (HRA) equal to the cost of the Medicare reimbursement based on the eligible Tier. Survivor Benefits: Qualified dependents of a deceased employee/retiree will be eligible for the continuance of health and dental benefits at the same level as the retiree unless the dependents are no longer eligible under District or CalPERS rules, regulations or policies. Health Reimbursement Arrangement: Active employees who are either (1) hired after June 30, 2009, and Contra Costa County Employees Retirement System (CCCERA) Legacy Members for California Public Employees' Pension Reform Act of 2013 (PEPRA) purposes, or (2) hired after June 30, 2019, and CCCERA PEPRA Members for those purposes will, effective May 9, 2022, automatically contribute 1.5% of base salary by mandatory pretax salary reduction each pay period to a health reimbursement arrangement (HRA) to be used to reimburse post-employment health insurance premiums. VIII RETIREMENT PROGRAM Retirement is based upon a formula which includes the employee' s age, salary, and years of service. Employees are responsible for paying the full share of the normal costs associated with the employee share as calculated by Contra Costa County Employees Retirement Association (CCCERA). IX DENTAL PLAN The District shall provide a dental care program fully paid by the District. Delta Dental shall be the dental plan provider. X DISABILITY INSURANCE All employees will be required to maintain a Long Term Disability Program. Employees shall pay the premiums for the Long Term Disability Program. XI LIFE INSURANCE The District provides term life insurance and accidental death and dismemberment coverage as follows: The lesser of (a) an amount equal to two times the employee's annual earnings, the result rounded to the next higher multiple of $1, 000 if not an May 26, 2022 Special Board Meeting Agenda Packet- Page 505 of 532 Page 24 of 27 exact multiple thereof, or (b) $ 250,000. Dependents term life insurance equals $1,500 for employee's spouse and $100 for employee's children according to attained age of 14 days or over but less than six months, and $1,000 for children six months or over until age nineteen, unless a full -time student less than 23 years of age and dependent upon the employee for support. XII OTHER LEAVES If an employee reports for jury duty, he /she may take time off with pay and not take any monies from the court (not including mileage allowance or meal expense) as a juror. Mileage allowance shall be kept by the employee under any circumstance. 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.). For the purposes of 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. 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 Director. 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 leave of absence without pay for the purposes of family and medical leave. All Management Group employees will receive forty (40) hours per year administrative leave. These administrative leave hours will be credited to each employee's account on April 18th of each year. XIII HOLIDAYS There are thirteen (13) paid holidays. XIV CAFETERIA PLAN All employees shall be provided $ 425 per month for use on the Cafeteria Plan. Yearly benefits will be calculated as of January 1 of each year. The employee may elect to take the full contribution in cash. XV PROFESSIONAL EXPENSE REIMBURSEMENT Each manager shall have a Professional Expense Reimbursement not to exceed $3,000 per fiscal year for their use in improving their knowledge and skills. This allowance would be used for professional, job -related training, class, or May 26, 2022 Special Board Meeting Agenda Packet- Page 506 of 532 Page 25 of 27 conference requested by the manager. It is subject to approval by the General Manager. Travel would be limited to the U. S. and Canada unless the General Manager and the District Board approve attending functions outside the U. S. and Canada. The unused portion may carry over two additional fiscal years, allowing for a maximum expenditure in any fiscal year of $9,000. XVI REGISTRATION DIFFERENTIAL The District grants a five percent (5%) salary increase to employees who achieve registration or license as a Professional Engineer, Land Surveyor, or Certified Public Accountant in a position not requiring such registration or license. XVII PROFESSIONAL REGISTRATION The District shall pay the registration and renewal fees for all professional registered engineers, licensed land surveyors, Certified Public Accountants, 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. XVIII LONGEVITY COMPENSATION Employees who have 10 years or more of continuous service in the District will receive an additional two and one-half percent (2-1/2%) salary increase. An additional two and one-half percent (2-1/2%) longevity pay increase (for a total of 5%) will be granted to employees after twenty (20) years of continuous employment with the District. XIX 401(a) PLAN AND DEFERRED COMPENSATION PROGRAM In lieu of Social Security, the District offers a 401(a) Plan. The District's contribution to the 401( a) Plan is an amount equal to that which normally would have been contributed to Social Security. If, during the term of this Memorandum of Understanding, the District is required by law to participate in the Social Security system, the District will cease contributing to the 401( a) Plan and will meet and confer on the change. The District also offers a Deferred Compensation Plan. Employee participation in the Deferred Compensation Plan is voluntary. XX TERMINAL COMPENSATION The employee' s terminal compensation will be contributed by the District to the 401(a) plan at termination, retirement or resignation at 100% of total compensation, as defined in the 401(a) Plan Document under Section 5.03 (b), or the Internal Revenue Service maximum contribution limit, whichever is lower: In no case will the total 401(a) contribution be in excess of Internal Revenue Code mandated limits in force at the time of termination, retirement or resignation. May 26, 2022 Special Board Meeting Agenda Packet- Page 507 of 532 Page 26 of 27 Any other 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. All unused accumulated sick leave at the time of retirement is credited as longevity upon retirement. XXI SALARY CONTINUANCE 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 percent (70%) of gross salary 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 comes first. The Salary Continuance Plan will commence on the fourth day after the disabled employee leaves work as a result of the injury or illness after a three-day waiting period. However, if the injury or illness causes disability of more than twenty-one (21) days or necessitates hospitalization, the 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 during this waiting period. XXII VEHICLES /MILEAGE Those employees driving their personal vehicle on District business, including Department Directors, shall be reimbursed by the District at the rate allowed by the Internal Revenue Service without tax consequences. XXIII SAFETY EQUIPMENT Personal safety equipment required by the employee to perform his /her job duties will be provided by the District. The employee will be entitled to safety shoes and safety glasses in accordance with the applicable District policies and standards. XXIV EMPLOYEE ASSISTANCE PROGRAM ( EAP) The District Employee Assistance Program shall be provided by the District to the employee. XXV CELLULAR PHONES Employees are reimbursed for their work-related use of personal cell phones, including emergency response in accordance with Board Policy #009, Manager May 26, 2022 Special Board Meeting Agenda Packet- Page 508 of 532 Page 27 of 27 Cell Phone Reimbursement Policy. XXVI 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 Agreement shall not be affected thereby. XXVII SIGNATURES TO AGREEMENT Entered into this 19' day of May, 2022. CENTRAL CONTRA COSTA MANAGEMENT GROUP SANITARY DISTRICT At.a(l Uali � MOLLY KABAN EDGAR LOPEZ LEAD NEGOTIATOR LEAD NEGOTIATOR O-' TEJI O'MALLEY HUMAN RESOURCES AND ORGANIZATIONAL DEVELOPMENT MANAGER May 26, 2022 Special Board Meeting Agenda Packet- Page 509 of 532