HomeMy Public PortalAboutResolution - 22-34- 20220810 - Approve Terms MRPOARESOLUTION NO. 22-34
RESOLUTION OF THE BOARD OF DIRECTORS OF THE MIDP ENINSULA
REGIONAL OPEN SPACE DISTRICT APPROVING THE TERMS OF
EMPLOYMENT BETWEEN THE MIDPENINSULA REGIONAL OPEN SPACE
DISTRICT AND THE MIDPENINSULA RANGERS PEACE OFFICERS
ASSOCIATION
WHEREAS , Midpeninsula Rangers P eace Officers Association (MRPOA) is the
exclusi vely recognized employee organi zation for th e Midpeninsul a Reg ional Open Space
Di stri ct's (District) Rangers, Lead Rang er s, and Supervising Rangers ; and
WHEREAS, pursuant to California Government Cod e Section 3500.5 et seq., in
accordance w ith the Meyer s-Mili as-Bro wn Act (MMBA) r epresentatives of the District a nd the
MPROA have decl ared impasse; and
WHEREAS, the Di stiict seek s to impo se Tenns of Employment for a one-year tenn of
July 1, 2022 through June 30 , 2023.
NOW, THEREFORE, BE IT RESOLVED as fo llow s:
1. The Board hereb y approves the Tenns of Employment between Midpeninsula Regional
Open Space Di stri ct and Midpeninsula Rangers Peace Officers Association fo r a tenn of
July 1, 2022 through June 30, 2023 , Exhibit A attached he reto and by referen ce made a
part hereof.
2. T he Board hereb y approves co n-esponding changes to the C l ass ification and
Comp ensatio n Plan of the Midpeninsula Regional Open Space Di sttict to amend salary
ranges as set forth in Exhibit B attached h er eto. Except as h e re in m odified, the
C lass ification and Compensation Plan shall r em ain in full force and effect.
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
PASS ED AND ADOPTED b y the Board of Directors of the M id peninsula Regional
Open Space District on August 10 , 2022, at a Regular Meeting thereof, by the following vot e:
AYES: CYR, HASSETT, HOLMAN, KERSTEEN-TUCKER, KISHIMOTO, RIFFLE,
SIEMENS
NOES: NONE
ABSTA IN: NONE
ABSENT : NONE
ATTEST:
Karen H olm an, Secretaiy
Board of Directors
Resolutionsi20221-22-34_Approve Tenns for MRPOA
APPROVED:
--/ ~ ( r b~ rz;= Ke rsteen -Tucker, Presid ent
Board of Directors
APPROVED AS TO FORM:
Hilary Stevenson, General Counsel
I, the Dis hi ct C lerk o f the Midpeninsula Regional Open Space District, hereby ce1i ify
that the above is a hue and correct cop y of a resolution d ul y adopted b y the Board of Directors
of the Midpeninsula Regional Open Space Di strict by the above vote at a m eeting thereof d uly
he ld a nd ca ll e d on the above day.
Resolutions/2022/-22-3-t_Approve Tenns for 1\-IRPOA 2
Terms for Employees Represented by
Midpeninsula Rangers Peace Officers Association
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COVER PAGE
EXHIBIT A
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TABLE OF CONTENTS
ARTICLE 1- HOLD FOR FUTURE USE................................................................................................................ 1
ARTICLE 2 – MIDPENINSULA RANGERS PEACE OFFICERS ASSOCIATION
RECOGNITION/SECURITY ................................................................................................................................... 1
SECTION 2.1 – RECOGNITION ...................................................................................................................................................... 1
SECTION 2.2 – POA SECURITY ................................................................................................................................................... 1
A.New Hires ................................................................................................................................................. 1
SECTION 2.3 - NOTICE OF CHANGES ........................................................................................................................................... 1
SECTION 2.4 - POA REPRESENTATIVE/RELEASE TIME................................................................................................................ 1
SECTION 2.5 – POA NOTICES AND ACTIVITIES .......................................................................................................................... 1
A.Bulletin Boards.......................................................................................................................................... 1
B.Communication ......................................................................................................................................... 2
C.Visit by Field Representative .................................................................................................................... 2
D.Board Meeting Agendas ............................................................................................................................ 2
E.Flex Schedule to Attend Board Meetings .................................................................................................. 2
SECTION 2.6 - HOLD HARMLESS ................................................................................................................................................. 2
SECTION 2.7 - SAFETY COMMITTEE ............................................................................................................................................ 2
ARTICLE 3 - NO DISCRIMINATION .................................................................................................................... 2
ARTICLE 4 - DISTRICT RIGHTS .......................................................................................................................... 2
ARTICLE 5 - SCHEDULES, OVERTIME AND CALL-BACK TIME ............................................................... 3
SECTION 5.1 - OVERTIME ............................................................................................................................................................ 3
A.Work Period .............................................................................................................................................. 3
B.Overtime.................................................................................................................................................... 3
C.Compensatory Time Off............................................................................................................................ 3
SECTION 5.2 - CALL-BACK TIME ................................................................................................................................................ 4
A.Rest Breaks ............................................................................................................................................... 4
B.Meal Period ............................................................................................................................................... 4
C.Minimum Call-Back .................................................................................................................................. 4
SECTION 5.3 - ALTERNATE WORK SCHEDULES ........................................................................................................................... 4
A.9/80 Ranger/Lead Ranger Schedule – Weekend Day Off ......................................................................... 4
B.Additional Ranger/Lead Ranger 9/80 Schedules....................................................................................... 5
C.4/10 Ranger/Lead Ranger Schedule/ Supervising Ranger ........................................................................ 5
D.9/80 Supervising Ranger Schedule............................................................................................................ 6
SECTION 5.4 - PAID MEAL PERIODS ............................................................................................................................................ 6
SECTION 5.5 - COURT APPEARANCES AND COURT STANDBY STATUS ........................................................................................ 6
A.Court Appearances .................................................................................................................................... 6
B.Court Standby ........................................................................................................................................... 6
SECTION 5.6 – HOLIDAY SCHEDULING ....................................................................................................................................... 6
ARTICLE 6 - WORKERS’ COMPENSATION/ DISABILITY COVERAGE/MODIFIED DUTY .................. 7
SECTION 6.1 - INDUSTRIAL INJURY/WORKERS’ COMPENSATION BENEFITS ................................................................................ 7
SECTION 6.2 – MODIFIED DUTY .................................................................................................................................................. 7
ARTICLE 7 - COMPENSATION AND BENEFITS .............................................................................................. 7
SECTION 7.1 – COMPENSATION ................................................................................................................................................... 7
SECTION 7.2 - BENEFITS ............................................................................................................................................................. 8
A.Medical Insurance ..................................................................................................................................... 8
B.Cafeteria Plan ............................................................................................................................................ 8
C.Dental Insurance........................................................................................................................................ 8
D.Vision Care ............................................................................................................................................... 9
E.Basic Life Insurance and Accidental Death and Dismemberment (AD&D) ............................................. 9
F.Optional Supplemental Life Insurance Benefits ........................................................................................ 9
G.Part-Time Employees ................................................................................................................................ 9
H.State Disability Insurance (SDI) ............................................................................................................... 9
I.Employee Assistance Program (EAP) ....................................................................................................... 9
J.Long-Term Disability Plan (LTD) ............................................................................................................ 9
K.Retirement ............................................................................................................................................... 10
L.Dependent Care and Medical Expense Reimbursement .......................................................................... 10
M.Retiree Medical Coverage ....................................................................................................................... 10
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SECTION 7.3 - PROMOTIONAL COMPENSATION ......................................................................................................................... 10
SECTION 7.4 - ACTING APPOINTMENTS ..................................................................................................................................... 10
SECTION 7.5 - NIGHT-SHIFT DIFFERENTIAL .............................................................................................................................. 11
SECTION 7.6 - SPLIT-SHIFT DIFFERENTIAL ............................................................................................................................... 11
SECTION 7.7 - SHIFT CHANGE DIFFERENTIAL ........................................................................................................................... 11
SECTION 7.8 – PAYCHECKS AND DIRECT DEPOSITS .................................................................................................................. 11
SECTION 7.9 – HOLD FOR FUTURE USE ..................................................................................................................................... 11
SECTION 7.10 - FIELD TRAINING OFFICER (FTO) ..................................................................................................................... 11
SECTION 7.11 - TRAINER........................................................................................................................................................... 11
SECTION 7.12 - LONGEVITY PAY PROGRAM ............................................................................................................................. 12
SECTION 7.13 – BIOLOGICAL MONITOR .............................................................................. ERROR! BOOKMARK NOT DEFINED.
ARTICLE 8 - EVALUATIONS AND MERIT PAY ............................................................................................. 12
SECTION 8.1 - GENERAL EVALUATION PROCEDURES ................................................................................................................ 12
SECTION 8.2 - SCHEDULE OF EVALUATIONS ............................................................................................................................. 12
A. Probationary Employees ......................................................................................................................... 12
B. Regular Employees SEE PROPOSAL ON Interim Evals ....................................................................... 13
SECTION 8.3 – ANNUAL PERFORMANCE EVALUATIONS FOR REGULAR EMPLOYEES: ............................................................... 13
OVERALL RATINGS/MERIT INCREASES ..................................................................................................................................... 13
A. Meets Standard ........................................................................................................................................ 13
B. Below Standard ....................................................................................................................................... 14
SECTION 8.4 - APPEAL PROCEDURE .......................................................................................................................................... 14
SECTION 8.5 - REMEDIATION PROCESS ..................................................................................................................................... 14
ARTICLE 9 - UNIFORMS ...................................................................................................................................... 15
SECTION 9.1 - NEW HIRES ........................................................................................................................................................ 15
SECTION 9.2 - ALLOWANCE AMOUNT AND USE ..................................................................................................................... 15
SECTION 9.3 - ELIGIBILITY/PRORATING .................................................................................................................................... 15
SECTION 9.4 - PROVIDED ITEMS (NO COST) .............................................................................................................................. 15
SECTION 9.5 - BOOTS, COVERALLS, RAINCOATS, RAINPANTS .................................................................................................. 16
SECTION 9.6 - BOOT REPLACEMENT ......................................................................................................................................... 16
SECTION 9.7- UNIFORM COMMITTEE ........................................................................................................................................ 16
SECTION 9.8 - INITIAL REGULAR UNIFORM ITEMS PROVIDED NEW EMPLOYEES ...................................................................... 16
ARTICLE 10 - VACATION .................................................................................................................................... 17
SECTION 10.1 - ACCRUAL RATES .............................................................................................................................................. 17
SECTION 10.2 - ACCRUAL LIMITS ............................................................................................................................................. 17
SECTION 10.3 - USAGE .............................................................................................................................................................. 17
A. Increments ............................................................................................................................................... 17
B. Scheduling ............................................................................................................................................... 17
SECTION 10.4 – ANNUAL VACATION CASH-OUT ...................................................................................................................... 18
SECTION 10.5 - CASH-OUT UPON TERMINATION ...................................................................................................................... 18
ARTICLE 11 - HOLIDAYS AND PERSONAL LEAVE ..................................................................................... 18
SECTION 11.1 - HOLIDAYS ........................................................................................................................................................ 18
A. Calendar .................................................................................................................................................. 18
B. Eligibility ................................................................................................................................................ 18
C. Observance .............................................................................................................................................. 19
D. Pro-rating ................................................................................................................................................ 19
E. Holidays During Vacation ....................................................................................................................... 19
F. Holiday Falls on Day Off ........................................................................................................................ 19
G. Work On Holiday - Compensation .......................................................................................................... 19
H. Holiday Bank .......................................................................................................................................... 20
SECTION 11.2 - PERSONAL LEAVE ............................................................................................................................................ 20
A. Amount.................................................................................................................................................... 20
B. Maximum Accruals ................................................................................................................................. 20
C. Pro-rating ................................................................................................................................................ 20
D. Notification and Scheduling .................................................................................................................... 20
E. Increments ............................................................................................................................................... 21
ARTICLE 12 - LEAVES OF ABSENCE WITH PAY .......................................................................................... 21
SECTION 12.1 - SICK LEAVE ..................................................................................................................................................... 21
A. Accrual .................................................................................................................................................... 21
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B. Usage ....................................................................................................................................................... 21
C. Reporting ................................................................................................................................................. 22
D. Ill on Holiday .......................................................................................................................................... 22
E. Ill on Vacation ......................................................................................................................................... 22
F. Integration ............................................................................................................................................... 22
G. Physician Statement ................................................................................................................................ 22
H. Exhaustion of Sick Leave ........................................................................................................................ 23
I. Sick Leave Conversion Program ............................................................................................................. 23
J. Abuse of Sick Leave ............................................................................................................................... 23
K. Performance Evaluation Standard ........................................................................................................... 23
SECTION 12.2 - BEREAVEMENT LEAVE ..................................................................................................................................... 23
SECTION 12.3 - WITNESS OR JURY DUTY LEAVE ...................................................................................................................... 23
SECTION 12.4 - MILITARY LEAVE ............................................................................................................................................. 24
SECTION 12.5 - CATASTROPHIC LEAVE..................................................................................................................................... 24
SECTION 12.6 - ADMINISTRATIVE LEAVE ................................................................................................................................. 24
ARTICLE 13 - FAMILY MEDICAL LEAVES AND LEAVES WITHOUT PAY ............................................ 24
SECTION 13.1 - GENERAL LEAVE .............................................................................................................................................. 24
A. Duration .................................................................................................................................................. 24
B. Request .................................................................................................................................................... 24
C. Benefit Premiums .................................................................................................................................... 24
E. Adjustment of Anniversary Date/Vacation Accrual/Seniority ................................................................ 24
ARTICLE 14 - TUITION REIMBURSEMENT ................................................................................................... 25
SECTION 14.1 - PREAMBLE ....................................................................................................................................................... 25
SECTION 14.2 - APPROVAL ....................................................................................................................................................... 25
SECTION 14.3 - REIMBURSEMENT ............................................................................................................................................. 25
ARTICLE 15 - GRIEVANCE PROCEDURE ....................................................................................................... 25
SECTION 15.1 - DEFINITIONS .................................................................................................................................................... 25
SECTION 15.2 – GENERAL PROCEDURES ................................................................................................................................... 26
SECTION 15.3 - STEP I ............................................................................................................................................................... 26
SECTION 15.4 - STEP II ............................................................................................................................................................. 27
SECTION 15.5 - STEP III ............................................................................................................................................................ 27
SECTION 15.6 - STEP IV ............................................................................................................................................................ 27
SECTION 15.7 - STEP V ............................................................................................................................................................. 28
ARTICLE 16 - LAYOFFS ....................................................................................................................................... 28
SECTION 16.1 - SENIORITY DEFINED ......................................................................................................................................... 28
SECTION 16.2 - CONSIDERATION OF LAYOFF - NOTICE TO POA ............................................................................................... 29
SECTION 16.3 - ORDER OF LAYOFF ........................................................................................................................................... 29
SECTION 16.4 - NOTICE TO EMPLOYEES.................................................................................................................................... 29
SECTION 16.5 - ALTERNATIVES TO LAYOFF .............................................................................................................................. 29
A. Claim Vacancies...................................................................................................................................... 29
B. Displacement ........................................................................................................................................... 29
C. Rate of Pay .............................................................................................................................................. 29
SECTION 16.6 - RE-EMPLOYMENT LISTS ................................................................................................................................... 29
SECTION 16.7 - RIGHTS RESTORED ........................................................................................................................................... 30
ARTICLE 17 - DISCIPLINARY PROCEDURE .................................................................................................. 30
SECTION 17.1 - PREAMBLE ....................................................................................................................................................... 30
SECTION 17.2 - PRINCIPLES AND PROCEDURES ......................................................................................................................... 30
SECTION 17.3 - GROUNDS FOR DISCIPLINE ............................................................................................................................... 30
SECTION 17.4 - WARNING TYPES OF DISCIPLINE ...................................................................................................................... 31
A. Oral Warning ........................................................................................................................................... 31
B. Written Warning...................................................................................................................................... 31
C. Reprimand ............................................................................................................................................... 31
SECTION 17.5 - PROPERTY LOSS DISCIPLINE ............................................................................................................................ 32
A. Suspension .............................................................................................................................................. 32
B. Demotion ................................................................................................................................................. 32
C. Discharge ................................................................................................................................................ 32
SECTION 17.6 - APPEAL ............................................................................................................................................................ 32
SECTION 17.7 - NOTICE OF INVESTIGATION .............................................................................................................................. 32
EXHIBIT A
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SECTION 17.8 - NOTICE OF INTENT TO IMPOSE DISCIPLINE ...................................................................................................... 33
SECTION 17.9 - ELECTRONIC RECORDING ................................................................................................................................. 33
ARTICLE 18 - PROBATIONARY PERIOD......................................................................................................... 33
SECTION 18.1 - LENGTH OF PROBATION ................................................................................................................................... 33
A. Initial Hires ............................................................................................................................................. 33
B. Promotional Appointments ..................................................................................................................... 33
SECTION 18.2 - EXTENSION OF PROBATION .............................................................................................................................. 34
SECTION 18.3 - REJECTION FROM ORIGINAL PROBATION ......................................................................................................... 34
SECTION 18.4 - REJECTION FROM PROMOTIONAL PROBATION ................................................................................................. 34
ARTICLE 19 - CONTRACTING OUT .................................................................................................................. 34
EXHIBIT A
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ARTICLE 1- HOLD FOR FUTURE USE
ARTICLE 2 – MIDPENINSULA RANGERS PEACE OFFICERS ASSOCIATION
RECOGNITION/SECURITY
SECTION 2.1 – RECOGNITION
The Midpeninsula Regional Open Space District (hereinafter, “District”) recognizes the Midpeninsula Rangers Peace
Officers Association (hereinafter, “POA”) as the exclusive bargaining representative for all employees in the
classifications of Ranger, Lead Ranger, Supervising Ranger, and any other classification that the District adds to the
bargaining unit. Existing job classifications may be retitled but are nonetheless represented by the bargaining unit
unless expressly removed by the District.
SECTION 2.2 – POA SECURITY
A. New Hires
When a person is hired in any of the covered job classifications, the District shall notify that person
that the POA is the recognized bargaining representative for the employee's representation unit and
give the employee a current copy of these Terms. Once the POA notifies the District of the biweekly
dues amount, that amount will remain the same and may only be changed once annually thereafter.
SECTION 2.3 - NOTICE OF CHANGES
The POA shall be informed reasonably in advance in writing by the District before any proposed changes not covered
by these Terms are made in benefits, working conditions or other terms and conditions of employment which require
negotiations under applicable labor relations law.
SECTION 2.4 - POA REPRESENTATIVE/RELEASE TIME
The POA shall notify the District of the names of POA Board Officers within ten (10) working days of the final
election results.
The bargaining unit will receive reasonable amounts of release time, with forty-eight (48) hours’ prior notification to
and approval from the Department Manager and notification to their Supervisor and Human Resources Manager,
from their duties, with no loss of pay or benefits. The POA and District will make every effort to schedule meetings
at times, dates, and locations that would minimize any adverse impact on District operations.
Up to four (4) POA Representatives may be released for purposes of collective bargaining for a new labor agreement.
Up to three (3) POA Representatives may be released for purposes of negotiating over any other matter within the
scope of representation that requires negotiation.
Only one (1) POA Representative, if requested by the affected employee(s), shall be released at any time for handling
grievances or disciplines.
SECTION 2.5 – POA NOTICES AND ACTIVITIES
A. Bulletin Boards
The District agrees to provide bulletin board space for POA notices at all field offices. If the POA
posts any material which the District deems inappropriate, the POA agrees to meet to discuss the
challenged material within 48 hours (excluding holidays and weekends) of notice from the District.
All material posted shall conform to District policies and procedure regarding obscenity and the
District’s Prohibition Against Discrimination, Harassment and Retaliation Policy, as well as
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applicable Federal and California laws. The Human Resources Manager or their designee reserves
the right to remove any material posted in violation of this section if the POA refuses to remove the
material on its own.
B. Communication
The POA may distribute information and material to and receive information and material from
employees through normal channels. For purposes of this Section, normal channels shall refer to the
District's inter office mail e-mail, facsimile machine and telephone.
C. Visit by Field Representative
The POA Labor Representative may have access to unit employees at any field office. The Labor
Representative shall be allowed reasonable contact with employees, provided such contact does not
interfere with employees' work. Pre-arrangement for contact with unit members shall be made with
the Department Manager.
D. Board Meeting Agendas
The District shall provide the POA with agendas and packet materials for Regular and Special
Meetings of the Board of Directors and packet materials at no charge. The District shall also provide
the POA with agendas for the Board of Directors Legislative, Finance, and Public Affairs committee
meetings. Agendas shall be e-mailed to the POA’s designated representative prior to the respective
Board meetings.
E. Flex Schedule to Attend Board Meetings
The District agrees, with at least 48 hours prior notice, to allow flex scheduling for one member of
the unit, without impact to work duties and responsibilities, to attend public Board meetings of the
Midpeninsula Regional Open Space District, (including public standing committee meetings), which
are scheduled during an interested employee’s regularly scheduled work hours, as long as minimum
staffing requirements are met. The POA agrees that the District will not pay any split shift
differentials that result from flex scheduling under this provision.
SECTION 2.6 - HOLD FOR FUTURE USE
SECTION 2.7 - SAFETY COMMITTEE
The POA shall choose two (2) representatives for the District safety committee. The representatives shall come from
the bargaining unit at large, except at least one (1) shall come from each geographical area and at least one (1) shall
be a supervisory position.
ARTICLE 3 - NO DISCRIMINATION
All employees must comply with the District’s Prohibition Against Discrimination, Harassment and Retaliation
Policy and applicable Federal and California laws.
ARTICLE 4 - DISTRICT RIGHTS
Except as expressly limited by these Terms, and as thereafter amended or modified, it is understood and agreed by
the POA that the District retains all of its powers to direct, manage and control the affairs of the District to the full
extent of the law. Included in, but not limited to, those duties and powers are the exclusive right to: determine its
organization; direct the work of its employees; determine the times and hours of operation; determine the kinds and
levels of services to be provided and the methods and means of providing them; establish District policies, goals and
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objectives; maintain the efficiency of District operations; acquire District property; build, move or modify facilities;
establish budget procedures and determine budgetary allocation; determine the methods of raising revenue; and
contract out work. In addition, the District retains the right to hire, classify, assign, evaluate, promote, terminate and
discipline employees.
ARTICLE 5 - SCHEDULES, OVERTIME AND CALL-BACK TIME
SECTION 5.1 - OVERTIME
A. Work Period
The work period for employees shall be regular and recurring, commencing at 12:00 a.m. on Monday
and ending at 11:59 p.m. on Sunday, unless an alternative work schedule necessitates a different
work period to prevent schedules from creating overtime.
Except for emergency or other situations declared by an Area Superintendent, Chief Ranger, General
Manager of their designee, the following shall apply:
Rangers/Lead Rangers/Supervising Rangers shall be assigned to a work schedule of either a) five (5)
days per week, eight (8) continuous hours per day with two (2) consecutive days off or b) an alternate
work schedule as defined below in Section 5.3.
B. Overtime
Overtime shall be defined as that time authorized and worked by an employee in excess of the
scheduled workday or in excess of forty (40) hours within the work period, exclusive of a non-paid
meal period. Overtime work may be ordered or authorized by a District Manager, Area
Superintendent, or the employee’s immediate supervisor. Supervising Rangers are preauthorized for
overtime needed to handle ongoing incidents. An Area Superintendent should be contacted for
incidents of extended duration. An Area Superintendent should be contacted for incidents of
extended duration. Any hours in paid District status will count as "hours worked" for purposes of
determining overtime. Employees shall be compensated at the rate of one-and-one-half (1½) times
the employee's regular hourly rate of pay for hours worked in excess of the scheduled workday or
forty (40) hours in the work period. Overtime above forty (40) hours shall be recorded on the
employee’s timecard on the day the overtime hours are worked. This Section shall not apply to part-
time employees unless the workday exceeds eight (8) hours, or the scheduled workday, whichever is
greater.
When additional shift/s are worked on normal days off in a week in which an employee also works
on a holiday, overtime shall be paid for the hours worked on the employee's normal days off that
are also over forty (40) hours for the work week. The overtime will be recorded on day/s that the
additional shifts were worked unless that day is a holiday, in which case they will be recorded on the
next day worked that is not a holiday. If the next day is not in the same pay period, it will be recorded
on the day before the holiday.
See Section 11.1(G)(3) regarding overtime pay on a holiday.
C. Compensatory Time Off
Employees may request compensatory time off (CTO) in lieu of overtime pay. Use of CTO shall be
approved in advance by the supervisor. CTO shall be computed at a rate of one and one-half
(1½) times the overtime hours worked. The request for CTO shall be made when employees submit
their timecards.
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Employees may accumulate up to thirty-three and one-third (33 1/3) hours of extra hours (50 hours
of CTO). Once the cap is reached, employees shall be paid for all overtime worked.
Employees may cash out all or a portion of their accumulated CTO at any time. The request must
be made in writing and submitted with the employee timecard.
The District may elect to pay probationary employees overtime pay in lieu of CTO accrual for
overtime work as a result of training.
SECTION 5.2 - CALL-BACK TIME
Employees on call-back time away from their residences are entitled to rest breaks and meal periods as follows:
A. Rest Breaks
After two (2) consecutive hours the employee is entitled to a ten (10) minute paid rest break.
B. Meal Period
After four (4) consecutive hours, the employee is entitled to a thirty (30) minute meal period. The
meal period may be paid or unpaid on the same basis as meal periods during the regular shift.
C. Minimum Call-Back
Employees not residing in District housing, who are called back to work from their residence outside
of their regular work hours, will receive a minimum of three (3) hours of call-back time paid at time
and one-half (1½) commencing upon arrival at the employee’s work station. A total of one (1) hour
of commute time, to and from the employees work station, shall be provided for and included in the
(3) hour minimum call-back time.
Any employee residing in District housing, called back to work from their residence outside of their
regular work hours, will receive a minimum of one (1) hour of call-back time paid at time and one-
half (1½) commencing upon logging-on to dispatch.
SECTION 5.3 - ALTERNATE WORK SCHEDULES
The District will generally make available alternate work schedules in each geographical area subject to the guidelines
below. The District reserves the right to revert to a 5/8 schedule, and to make work period and work schedule
adjustments any time up to the start of each workweek to address the business needs of the District, including, but
not limited to, unplanned staff shortages, volunteer projects, special events, training, special work assignments, and
other project staffing needs.
A. 9/80 Ranger/Lead Ranger Schedule – Weekend Day Off
1. The Weekend 9/80 schedule opportunity will be available to Rangers/Lead Rangers and
will be rotated between Rangers/Lead Rangers who are qualified to participate in the
program based on seniority within the same geographic area and the groups sharing
common days-off. By December 1, each group of Rangers/Lead Rangers sharing common
days off shall meet and alternately select, based on seniority, a four (4) week scheduling
period. In the event there are four-week schedules remaining after the initial selection
process, the remaining schedules will be made available to other qualified members of the
group based upon seniority, rotating until all available pay periods have been filled.
Requests may be canceled up to three (3) weeks prior to the last Friday of the preceding
schedule. Canceled or otherwise available Weekend 9/80 schedules will be assigned on a
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rotating basis to qualified Rangers/Lead Rangers who have expressed interest three weeks
prior to the last Friday of the preceding schedule.
2. The 9/80 schedule for Rangers/Lead Rangers will be rotated on a scheduling cycle per each
change of staff. A 9/80 schedule will normally alternate between a week of five (5)
consecutive work days, consisting of one day of eight (8) hours and four days of nine (9)
hours, followed by three (3) consecutive days off and a week of four (4) consecutive work
days of nine (9) hours each, followed by two (2) consecutive days off or vice versa. The
Fair Labor Standards Act work week for the 9/80 schedule begins at the midway point on
the day of the week that is opposite the day off. No employee on a 9/80 alternative work
schedule is entitled to daily overtime as a result of working the scheduled hours in his or
her alternate schedule.
3. A maximum of two Rangers/Lead Rangers from each geographical team sharing a
common day off can be scheduled on a Weekend 9/80-schedule program if the team has at
least four (4) full-time-equivalent (FTE) rangers working independently. If the team has
only three FTE rangers, then only one (1) staff member for that team can have the
Weekend 9/80 schedule. If the Ranger/Lead Ranger team has less than three (3) FTE team
members available to work an alternate schedule as a ranger, then the Weekend 9/80
schedule will be discontinued. Staffing requirements will continue to be a priority over
alternate scheduling.
4. The Weekend 9/80 schedules will not be altered to accommodate vacation requests, other
than guaranteed vacations. The eight-hour day will be a weekend day.
B. Additional Ranger/Lead Ranger 9/80 Schedules
1. The District will assign Rangers/Lead Rangers who have expressed interest three (3) weeks
prior to the last Friday of the preceding schedule to additional 9/80 work schedules as staffing
needs allow. By December 1, each group of Rangers/Lead Rangers in a geographical area
shall meting an alternately select, based on seniority, four (4) week scheduling periods. The
slots available for each four-week period will be equal to the number of Rangers eligible for
potential additional 9-80s. The first slot will be given highest priority and the last slot lowest
priority. Assignments will typically be for a four (4) week block.
2. An employee assigned to a 9/80 schedule will normally alternate between a week of five (5)
consecutive work days, consisting of one day of eight (8) hours and four days of nine (9)
hours, followed by three (3) consecutive days off and a week of four (4) consecutive work
days of nine (9) hours each, followed by two (2) consecutive days off or vice versa. The
Fair Labor Standards Act work week for the 9/80 scheduled begins at the midway point on
the day of the week that is opposite the day off. No employee on a 9/80 alternative work
schedule is entitled to daily overtime as a result of working the scheduled hours in his or her
alternative schedule.
3. Staffing requirements will continue to be a priority over alternate scheduling.
4. Additional 9/80 schedules will typically have as their eight (8) hour day a Wednesday.
C. 4/10 Ranger/Lead Ranger Schedule/ Supervising Ranger
1. The District may assign Rangers/Lead Rangers/Supervising Rangers to a 4/10 work
schedule. The District will normally assign Rangers/Lead Rangers/Supervising Rangers
with the highest seniority to this schedule.
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2. An employee assigned to a 4/10 schedule will normally work four consecutive days
followed by three (3) consecutive days-off. No employee on a 4/10 alternative work
schedule is entitled to daily overtime as a result of working the hours associated with that
schedule.
3. The 4/10 schedule will not be altered to accommodate vacation requests, other than
guaranteed vacations. Staffing requirements will continue to be a priority over alternate
scheduling.
D. 9/80 Supervising Ranger Schedule
An alternate 9/80 schedule will normally alternate between a week of five (5) consecutive work
days, consisting of one eight (8) hour workday and four nine (9) hour days, followed by three (3)
consecutive days off and a week of four (4) consecutive nine (9) hour workdays each, followed by
two (2) consecutive days off or vice versa. The Fair Labor Standards Act work week for the 9/80
schedule begins at the midway point on the day of the week that is opposite the day off. No
employee on a 9/80 alternative work schedule is entitled to daily overtime as a result of working
the scheduled hours in his or her alternate schedule.
SECTION 5.4 - PAID MEAL PERIODS
Rangers/Lead Rangers/Supervising Rangers shall receive a thirty (30) minute paid meal period if: 1) assigned to a
patrol shift; 2) assigned to a volunteer project; or 3) responsible for monitoring the radio to respond to emergencies
during full day trainings or events.
SECTION 5.5 - COURT APPEARANCES AND COURT STANDBY STATUS
A. Court Appearances
An employee who is required to appear in court, outside of their regular work hours, as a witness in
a matter involving the employee which occurred in the course of their District duties, will receive a
minimum of two (2) hours of callback time paid at time and one-half (1½), as long as the court
appearance does not overlap with their scheduled shift.
B. Court Standby
An employee who is placed by the court on standby outside of their regular work hours as a witness
in a matter involving the employee which occurred in the course of their District duties, if not in
conflict with the instructions of the court, may choose to report to work or remain available to the
court away from work. Employees who choose to report to work will receive a minimum of two (2)
hours standby time, paid at time and one-half (1½), provided the court appearance does not overlap
with their scheduled shift.
An employee who chooses to remain available to the court away from work will receive
compensation of one-half (½) of their hourly rate of pay for a minimum of two (2) hours, provided
the court standby does not overlap with their scheduled shift or any other on-duty work time.
SECTION 5.6 – HOLIDAY SCHEDULING
Rangers, Lead Rangers, and Supervising Rangers will generally be scheduled to work only one of either
Thanksgiving or Christmas if feasible. The Thanksgiving or Christmas holiday Rangers, Lead Rangers, and
Supervising Rangers are assigned to work will be alternated annually when feasible. This holiday scheduling will
take precedence over regular days off and alternate schedules. Guaranteed vacation and staffing levels will take
precedence over assigning either holiday off and over alternating the holiday. If necessary, for staffing levels
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Rangers, Lead Rangers, and Supervising Rangers may be assigned to work both holidays.
ARTICLE 6 - WORKERS’ COMPENSATION/ DISABILITY COVERAGE/MODIFIED DUTY
SECTION 6.1 - INDUSTRIAL INJURY/WORKERS’ COMPENSATION BENEFITS
If, during the performance of assigned duties, an on-duty employee sustains an on-the-job injury covered by Workers’
Compensation, the District shall augment Workers’ Compensation, long-term disability, and other benefits in order
to provide for full pay for the disabled employee up to a maximum of ninety (90) days in a twelve month period
without use of the employee's accrued leave time, except that the employee must use accrued leave time to cover the
three (3) day waiting period for Workers’ Compensation temporary disability payments, unless the employee is
hospitalized as an inpatient or unable to work more than fourteen (14) days.
Employee disability coverage will also apply to follow-up medical appointments that occur during work time as a
result of an industrial illness or injury covered by Workers’ Compensation. The employee must notify the supervisor
of all such medical appointments that occur during work time in the same manner as Section 12.1.C. Sick Leave
Reporting.
Employee disability coverage will not be provided if the District offers the employee a modified duty assignment
within the employee's medical limitations and the employee declines the modified duty assignment.
SECTION 6.2 – MODIFIED DUTY
In cases of injury or illness, including pregnancy, an employee may return to work for modified duty upon approval
of District administration and in consultation with the employee's treating physician. The employee shall receive their
regular rate of pay during the modified duty. Approval for modified duty shall be based upon the District's ability to
provide work consistent with the employee's qualifications, medical limitations, and the length of time of the
limitations. The District may consult a physician in determining the employee’s work limitations. If there is
disagreement between the employee's doctor and the District's doctor, the District may seek a second opinion from
its doctor or seek a third doctor's opinion.
Modified duty requests shall be made to the employee's immediate supervisor with appropriate documentation from
the treating physician specifying the nature and duration of the work limitations. The supervisor shall review the
request and the documentation for completeness and immediately forward them to the Area Superintendent. The
Area Superintendent shall then consult with the Human Resources Department and shall determine if appropriate
work is available at the employee’s workstation before assigning the employee to another workstation. However,
employees on modified duty must be willing to accept any modified duty assignment, schedule and/or work location
within the District. The decision of the District with respect to modified duty assignments, schedule or work location
is final.
The duration of the modified duty assignment is subject to the needs of the District. The provisions of this section
are not intended to create any permanent modified duty assignment. If there are more employees who could accept
modified duty than there are assignments, and the employees are comparably qualified, preference will go to those
injured on the job. The District will make every reasonable effort to accommodate injured employees and offer a
modified duty assignment.
ARTICLE 7 - COMPENSATION AND BENEFITS
SECTION 7.1 – COMPENSATION
The salary adjustments described in this section shall be effective the first full pay period after Board adoption of
this Terms document.
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• The Ranger classification moves up one range (approximately 2.5%) and the Lead Ranger classification
moves up two ranges (approximately 5.0%). After the classes move the number of ranges cited above, all
ranges will be increased by 3.0%.
SECTION 7.2 - BENEFITS
A. Medical Insurance
The District participates in the CalPERS Health Insurance Program, which offers a choice of
several medical plans available to District employees. The District will continue to contribute
$380.00* per month toward the cost of medical insurance for regular, full time employees. (*See
Section B. below.)
B. Cafeteria Plan
The District will continue to provide a Section 125 Cafeteria Plan that employees may use to pay
for the cost of medical, dental, and vision insurance as well as Dependent Care and Medical
Reimbursements on a pretax basis. The District will provide a contribution into the Cafeteria Plan
sufficient to pay for dental and vision insurance, plus an additional amount toward medical
insurance as described below. The Cafeteria Plan contribution will be adjusted as described below.
1. District contributions for health benefits, effective the first full pay period after Board adoption
of this Terms document, shall be equal to the 2022 Kaiser monthly premiums as follows::
Employee Only: $857.06 per month
Employee Plus One: $1,714.12 per month
Employee Plus Two or More: $2,228.36 per month
2. Payroll Deductions: If an employee selects a plan with a greater premium cost than the District
contribution, the employee will pay the additional premium cost.
3. Cash Back: In the event CalPERS offers a medical insurance plan with lower premiums than
the District contribution, an employee selecting such a plan will have contributions remaining
in the Cafeteria Plan and may apply the remaining contribution to other qualified benefit costs,
or receive the difference in cash.
4. Waiver: If an employee provides evidence (e.g. insurance ID card) that the employee is
covered under a non-District medical plan, the employee may elect to waive such coverage
through the District. Employees waiving medical coverage will receive contributions under the
Cafeteria Plan equivalent to one-half of the District Employee Only contribution, and may elect
to apply such contribution toward other qualified benefit costs or receive the difference in cash.
5. Internal Revenue Code: If the District determines, before or during any Cafeteria Plan year,
that the Cafeteria Plan may fail to satisfy any requirements of the Internal Revenue Code for
such plan year, the District shall take such action as the District deems appropriate and
necessary to ensure that the Cafeteria Plan satisfies the requirements of the IRS Code.
C. Dental Insurance
The District will continue to make available the Delta Dental Plan that is provided to the District.
The District will provide a similar plan if the Delta Dental Plan becomes unavailable, and will meet
and confer with the bargaining unit if such replacement plan is needed.
The District will pay the full premium cost of the dental plan coverage for employees and dependents
as a contribution to the Cafeteria Plan.
If an employee is currently covered under a non-District provided dental plan, basically equivalent
to that provided by the District, the employee may elect to waive such coverage through the District.
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An employee who elects to waive dental coverage will receive the cash equivalent of one-half (½)
of the dental premium, and may elect to use it for other benefit costs or receive it in cash.
The District will provide same-sex domestic partner coverage in the plan listed above, if the plan
allows for the domestic partner’s enrollment.
D. Vision Care
The District will continue to make available the Vision Service Plan that is provided to the District.
The District will provide a similar plan if the Vision Service Plan becomes unavailable, and will meet
and confer with the bargaining unit if such replacement plan is needed.
The District will pay the full premium cost of the vision plan coverage for employees and dependents
as a contribution to the Cafeteria Plan.
An employee may elect to waive vision plan coverage through the District. An employee who elects
to waive vision coverage may elect to apply the full amount of the vision plan premium toward other
benefit costs or receive it in cash.
The District will provide same-sex domestic partner coverage in the plan listed above, if the plan
allows for the domestic partner’s enrollment.
E. Basic Life Insurance and Accidental Death and Dismemberment (AD&D)
The District will continue to provide basic group term life and AD&D insurance coverage equivalent
to two times (2X) the employee’s annual salary up to a maximum benefit of $350,000. Employee
life insurance amounts over $50,000 are subject to annual tax withholding. Note: the two times (2x)
the employee’s annual salary may be subject to benefit reductions required by the carrier for
employees age 70 and older.
The District will continue to provide a separate group term life insurance benefit in a flat amount of
$25,000.
F. Optional Supplemental Life Insurance Benefits
The District will continue to provide employees the option of electing Supplemental Life Insurance
at the employee’s cost.
G. Part-Time Employees
Medical, dental, vision and basic life insurance benefits for regular part-time (one-half time or
greater) employees shall be provided on a pro-rata basis unless greater employer contributions are
required by law.
H. State Disability Insurance (SDI)
The District will continue payroll deduction of State Disability Insurance premiums for all
employees.
I. Employee Assistance Program (EAP)
The District shall enroll all bargaining unit employees in an Employee Assistance Program and shall
pay for the full cost of such enrollment.
J. Long-Term Disability Plan (LTD)
The District will continue the current level of benefits of the Long-Term Disability Plan. Employees
will pay the premium for this coverage.
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K. Retirement
The District contracts with the California Public Employees' Retirement System (CalPERS) to
provide pension benefits for full-time employees. The pension formula for “classic” employees is
the local Miscellaneous 2.5% at age 55 Retirement Plan. Classic employees pay 8% of pensionable
salary to pay the employee CalPERS contribution. The Public Employee Pension Reform Act of
2013 (PEPRA) established the pension formula for employees hired on or after January 1, 2013, who
meet criteria established by the legislation. The pension formula for “PEPRA” employees is the local
Miscellaneous 2.0% at age 62 Retirement Plan. PEPRA employees pay one-half of the normal cost
of their pension plan to pay the employee CalPERS contribution.
L. Dependent Care and Medical Expense Reimbursement
The District will provide a Dependent Care Plan and Medical Expense Reimbursement Plan in
accordance with Internal Revenue Code Section 125. Such plans enable employees to pay for
dependent care and unreimbursed medical, dental, or other health care expenses on a pre-tax basis.
M. Retiree Medical Coverage
An employee who retires from the District and who begins receiving CalPERS retirement benefits
within one hundred twenty (120) days of separation from District employment will be eligible to
continue their CalPERS medical plan coverage during retirement. The District will contribute Three
Hundred Eighty Dollars ($380.00) per month toward the cost of such employee’s retiree medical
plan premium.
SECTION 7.3 - PROMOTIONAL COMPENSATION
An employee promoted to a class having a higher salary range shall be appointed at the beginning of the salary range
of the new class or receive an adjustment closest to five (5) percent above the employee's present salary (limited to
the top of the new salary range), whichever is greater. In addition, the employee will receive an adjusted merit pay
increase (limited to the top of the new salary range) based on the number of months worked since the last annual
evaluation in accordance with the following schedule:
Months* Worked Since Merit Pay
Last Annual Evaluation Increase
1 through 6 months 1 step – 2.5 percent
7 through 12 months 2 steps - 5.0 percent
*Month is equivalent to a calendar month irrespective of how many days are in each month.
SECTION 7.4 - ACTING APPOINTMENTS
An employee appointed by the General Manager to act in the capacity of and to perform the work of a higher
classification, normally due to a position vacancy or a temporary absence of an employee due to vacation, illness, or
short-term leave, shall be paid at least five (5) percent more than their current salary or the minimum salary range
assigned to the higher classification, whichever is greater, for a specific period of time designated by the General
Manager, as long as the acting appointment exceeds forty (40) consecutive working hours. After the 40-hour
threshold, acting pay shall be retroactive to the first day an employee is assigned the higher classification
responsibilities. An employee appointed to a supervisory position outside the bargaining unit shall agree to withdraw
from any POA representation function, e.g., steward, while in the acting position.
For purposes of overtime compensation, when an hourly employee is appointed to an acting exempt position, the
employee will continue to receive hourly compensation that is equivalent to either: at least five (5) percent more than
their current hourly rate of pay or the minimum salary range assigned to the higher classification, whichever is greater,
for a specific period of time designated by the General Manager, as long as the acting appointment exceeds forty (40)
consecutive working hours.
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SECTION 7.5 - NIGHT-SHIFT DIFFERENTIAL
Employees shall receive a night-shift differential of Three Dollars ($3.00) per hour, paid to employees for each hour
worked after 2:00 p.m. when at least four (4) hours of an assigned work schedule or additional work approved by a
supervisor occurs after 5:00 p.m. and before 6:00 a.m.
SECTION 7.6 - SPLIT-SHIFT DIFFERENTIAL
Employees shall receive a differential of Forty Dollars ($40.00) per workday for each split shift actually worked.
Differential pay shall be reserved to split shifts required to be worked by the District, not those requested by the
employee.
SECTION 7.7 - SHIFT CHANGE DIFFERENTIAL
Non-emergency – if an employee’s scheduled shift is cancelled or changed by a supervisor without seventy-two (72)
hours notice, the affected employee shall be paid Forty Dollars ($40.00). The shift change differential will be paid
on a one-time per continuous days of occurrence. Overtime at the beginning or end of a regularly scheduled shift
does not qualify for this shift change differential pay unless the employee was required to attend a training on less
than 72 hours’ notice.
Emergency – In the event of a “Declaration of an Emergency” by the General Manager, Assistant General Manager
Area Superintendent, Area Manager or any District Manager requiring a shift change without twenty-four (24) hours
prior notice, the affected employee shall be paid Forty Dollars ($40.00). The shift change differential will be paid on
a one-time per emergency basis.
Notification – the supervisor or manager making the change (non-emergency or emergency) will make every attempt
to verbally contact the affected employee in person or by telephone prior to making the shift change. In the event the
employee cannot be verbally reached, the supervisor will leave a voice mail message, text message, and
e-mail to the extent possible, of the need for a shift change.
SECTION 7.8 – PAYCHECKS AND DIRECT DEPOSITS
Paychecks and paycheck direct deposits will be available to employees no later than 4:00 p.m. on Friday following
the end of the pay period. In the event there is a holiday on Friday in which the District and/or banks are closed,
the paychecks and paycheck direct deposits will be available no later than 4:00 p.m. on Thursday. Payments and
direct deposits to external parties other than employee paychecks, will be submitted not later than 4:00 p.m. the
business day following payday. The District will make an attempt to notify employees of any changes to an
employee’s timecard that affect wages or accrued leave.
SECTION 7.9 – HOLD FOR FUTURE USE
SECTION 7.10 - FIELD TRAINING OFFICER (FTO)
A Ranger serving as a “Field Training Officer” shall be paid five (5) percent more than their current salary for the
time they are in this assignment actively training staff or when specifically assigned to be in the FTO role.
Approval for the FTO assignment time shall be made by the Department Manager.
SECTION 7.11 - TRAINER
A qualified employee serving as a “Medical Trainer” (primarily teaching First Aid, CPR/AED, Blood Borne
Pathogens, etc.), “Peace Officer Standards and Training (POST) certified Bicycle Patrol Trainer” “POST certified
Defensive Tactics Instructor,” “POST certified Radar Trainer,” “Motorcycle Trainer,” or “National Association for
Interpretation Certified Interpretive Guide Trainer” will be paid (5) percent more than their current salary for the
time required to prepare and teach the class. Approval for the assignment time shall be made by the Department
Manager. The Department Manager may recommend additional trainings for eligibility for approval by the General
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Manager.
SECTION 7.12 - LONGEVITY PAY PROGRAM
An employee, who has worked for the District for a minimum of ten (10) consecutive years and who has no below
standard rating in the employee’s performance evaluation for the last year, will be eligible to receive a one percent
(1%) lump sum payment of annual salary each year after completion of the annual performance evaluation. This
benefit applies to both full-time and part-time District employees. The lump sum payment will not adjust the salary
range, will not count toward the calculation of annual salary for the purpose of computing life insurance coverage
or long-term disability (LTD) wages, and is not pensionable.
ARTICLE 8 - EVALUATIONS AND MERIT PAY
SECTION 8.1 - GENERAL EVALUATION PROCEDURES
A. Evaluations will normally be done one-on-one, between the employee and their immediate
supervisor. If the District wants a second supervisor or administrator to take part in a particular
evaluation, the employee will have the right to POA representation during the evaluation.
B. Employees who have concerns about their evaluation shall have the right to schedule a follow-up
meeting with the immediate supervisor to discuss those concerns. A POA representative from the
bargaining unit may accompany the employee. This meeting is informal and does not constitute an
appeal.
C. The parties agree that any individual rating on an area other than “Meets Standard” requires an entry
in the “Comments” section.
D. Any “Below Standard” rating in any area must be based upon a violation of an established
performance evaluation standard or incidents about which the employee was given notice within 10
working days after the supervisor became aware that they occurred. The supervisor will make clear
to the employee when a notice pursuant to this section is taking place. An Interim Progress Report
and Probationary Performance Evaluation may be utilized as a notice pursuant to this section.
SECTION 8.2 - SCHEDULE OF EVALUATIONS
A. Probationary Employees
1. 12-Month New Hire Probation, Ranger Academy and Field Training
After the completion of ranger academy training and the District’s Field Training Program
(FTP), newly hired employees shall serve twelve (12) months’ probation and shall receive a
Probationary Performance Evaluation from their supervisor at three (3) months of
employment after completion of the FTP, at six (6) months of employment after completion
of the FTP, and at eleven (11) months of employment after completion of the FTP.
An overall “Meets Standard” evaluation at completion of probation will result in an
automatic five-percent increase in pay unless the employee has reached the top of his/her
salary range.
2. 12-Month Promotional Probation, Ranger Academy and Field Training Program
Promoted employees shall serve, a twelve (12) month probation after the completion of the
academy and the District’s Field Training Program (FTP) and shall receive a Probationary
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Performance Evaluation from their supervisor at six (6) months of employment after
completion of the FTP and at eleven (11) months after completion of the FTP.
An overall “Meets Standard” evaluation at completion of probation will result in an
automatic five-percent increase in pay unless the employee has reached the top of his/her
salary range.
An overall “Meets Standard” evaluation at completion of probation will result in an
automatic five-percent increase in pay unless the employee has reached the top of their salary
range.
B. Regular Employees
1. Interim Progress Report
Regular employees will receive Interim Progress Reports concerning their job performance
six (6) months after they have completed initial hire probation and every twelve (12) months
thereafter. Interim Progress Reports do not result in merit pay increases. An overall rating
of “Below Standard” on an Interim Progress Report will not result in loss of a merit pay
increase.
After a promotion, the Interim Progress Report for employees on six (6) month promotional
probation will be twelve (12) months after they have completed probation and every twelve
(12) months thereafter. After a promotion, the Interim Progress Report for employees on
twelve (12) month promotional probation will be six (6) months after they have completed
probation and every twelve (12) months thereafter.
2. Annual Performance Evaluation
Each year, employees will receive an annual performance evaluation. The evaluative
period for annual performance evaluations will start after the completion of initial hire
probation and end one year later and every twelve (12) months thereafter. After a
promotion, the annual performance evaluation for employees on six (6) month promotional
probation will be six (6) months after they have completed probation and every twelve (12)
months thereafter. After a promotion, the annual performance evaluation for employees on
twelve (12) month promotional probation will be twelve (12) months after they have
competed probation and every twelve (12) months thereafter.
Employees should receive their evaluation within two (2) weeks after the end of the
evaluation period. Evaluations may not be presented prior to the end of the evaluation
period unless the employee will be on leave or on days-off through the end of that
evaluation period.
SECTION 8.3 – ANNUAL PERFORMANCE EVALUATIONS FOR REGULAR EMPLOYEES:
OVERALL RATINGS/MERIT INCREASES
A. Meets Standard
1. Ranger/Lead Ranger
No more than three (3) areas of performance are rated “Below Standard”. A “Meets
Standard” rating will result in an automatic five-percent merit increase, until such time as
the employee has reached the top of their salary range.
2. Supervising Ranger
No more than two (2) areas of performance are rated “Below Standard” and no one area is
rated below standard that is egregious, chronic, or impairs the employee’s ability to perform
the essential functions of the position. “Below Standard” on the Managers and Supervisors
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evaluation form is defined as a 1 or 2 rating in a category as rated by the Supervising
Ranger’s supervisor. A “Meets Standard” rating will result in an automatic five-percent merit
increase, until such time as the employee has reached the top of their salary range.
B. Below Standard
1. Ranger/Lead Ranger
More than three (3) areas of performance are rated “Below Standard”. A “Below Standard”
rating will result in no merit pay increase but shall be subject to the Appeal Procedure
(Section 8.4 below) and the Remediation Process (Section 8.5 below).
“Below Standard” ratings in the same area of performance that are consecutive in two (2)
Annual Performance Evaluations will result in an Overall Rating of “Below Standard”. Such
a “Below Standard” rating will result in no merit pay increase but shall be subject to the
Appeal Procedure (Section 8.4 below) and the Remediation Process (Section 8.5 below).
2. Supervising Ranger
The definition for an “Overall Below Standard Evaluation” is more than two (2) areas rated
below standard or one area is rated below standard that is egregious, chronic, or impairs the
employee’s ability to perform the essential functions of the position. “Below Standard” on
the Managers and Supervisors evaluation form is defined as a 1 or 2 rating in a category as
rated by the Supervising Ranger’s supervisor.
SECTION 8.4 - APPEAL PROCEDURE
In the event of an overall “Below Standard” Annual Performance Evaluation for Ranger and Lead Ranger (regular
employees only), affected employees may appeal the rating using the following procedure. Supervising Ranger
Performance Evaluations are Not Subject to the Appeal or Grievance Processes.
A. Appeals shall be in writing and shall be filed with the Department Manager no later than ten (10)
business days after receipt of the evaluation.
B. Appeals must be based on the charge that the supervisor abused their discretion. "Abuse of
discretion" means basing the evaluation on information that is not factual and/or exercising disparate
treatment in the evaluation of different employees.
C. Within thirty (30) days of receipt, a panel shall convene to consider the appeal. The panel shall
consist of (1) the Human Resources Manager; (2) the employee's representative; and (3) the General
Manager or their designee.
D. The decision of a majority of the panel is final. In the event the decision involves changing the
overall rating to “Meets Standard”, the automatic five-percent increase shall be effective (retroactive
to) the employee's original evaluation date.
SECTION 8.5 - REMEDIATION PROCESS
In the event of an overall rating of “Below Standard” that is not changed on appeal (see Section 8.4 above), the
employee shall be in Remediation. The purposes of Remediation are: 1) to give the employee and the supervisor an
opportunity to work together on correcting deficiencies identified in the evaluation; and 2) to give the employee an
opportunity to achieve a “Meets Standard” rating. Remediation will include a Plan for Individual Improvement,
which will specify areas where performance improvement is needed. Remediation can include a temporary or
permanent change of duty station. Remediation may include more frequent performance reviews to assist the
employee in improving performance. The term of the Plan for Individual Improvement shall be concurrent with the
period of Remediation.
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A. The period of Remediation shall be no longer than six (6) months from the original evaluation date.
B. Employees on Remediation will be reevaluated at three (3) months and six (6) months (if necessary)
following the original “Below Standard” evaluation date.
C. If any of the evaluations in "B" above result in a “Meets Standard” overall rating, the employee shall
receive a five-percent merit increase, if the employee has not yet reached the top of their salary range,
effective the date of that evaluation.
D. Failure to attain a “Meets Standard” overall rating within the Remediation period may result in
disciplinary action pursuant to Article 17. No merit pay increase shall result until the employee
attains a “Meets Standard” overall rating. If the employee fails to attain a “Meets Standard” overall
rating during Remediation, the employee will not be eligible for a merit pay increase until the
employee’s next Annual Performance Evaluation.
E. Attaining an Overall Rating of Meets Standard
In order to attain an overall rating of “Meets Standard” during Remediation, the following standards
will apply:
• For the classifications of Ranger/Lead Ranger no more than three (3) areas of performance
are rated “Below Standard”.
• If the employee has an overall rating of “Below Standard” as the result of consecutive
“Below Standard” ratings in the same area or areas of performance on two (2) Annual
Performance Evaluations, that area or areas of performance must be rated “Meets Standard”.
• For the classification of Supervising Ranger no areas of performance may be rated “Below
Standard.”
ARTICLE 9 - UNIFORMS
SECTION 9.1 - NEW HIRES
Newly hired employees in the bargaining unit shall receive their initial regular uniform items from the District at no
cost to the employees. For the list of regular uniform items, see Section 9.8.
SECTION 9.2 - ALLOWANCE AMOUNT AND USE
The annual uniform allowance shall be Seven Hundred and Eighty Dollars ($780) which will be evenly distributed
throughout each of the 26 pay periods. Uniform allowance shall be used to maintain regular and optional uniform
items, as described on the Uniform List, in good condition except for personal health and safety items. To comply
with the California Code of Regulations Section 571 and CalPERS reporting requirements for uniform allowance for
Classic employees, uniform allowance for Classic employees is not to be used for the purchase, rental and/or
maintenance of items that are solely for personal health and safety such as coveralls, raingear, and safety shoes.
SECTION 9.3 - ELIGIBILITY/PRORATING
Employees will become eligible to use the uniform allowance at the completion of their probationary period.
SECTION 9.4 - PROVIDED ITEMS (NO COST)
In addition to the uniform allowance in Section 9.2 above, the District shall continue to provide items it has provided
in the past at no cost to the employee. All items covered by this section remain the property of the District and shall
be returned to the District upon separation from District employment.
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SECTION 9.5 - BOOTS, COVERALLS, RAINCOATS, RAINPANTS
In addition to Section 9.4 above, the shall provide work boots, coveralls, and adequate rainpants and adequate hooded
raincoats to the employees. These items shall be replaced at the request of the employee on approval of their
Supervisor.
The District shall provide toe-protected work boots at employee's request. All items covered by this section remain
the property of the District.
SECTION 9.6 - BOOT REPLACEMENT
There shall be an option to rebuild rather than replace boots under the following conditions:
In the event the Supervisor agrees a pair of boots needs to be replaced, but the boot is not significantly damaged, the
Supervisor may opt to have the boots rebuilt instead of replaced; except that this option shall not apply to the first
pair of boots any employee seeks to replace under this Article; and a single pair of boots may be rebuilt at the
Supervisor's option only once.
SECTION 9.7- UNIFORM COMMITTEE
The parties agree to establish a joint Patrol Uniform Committee, which shall be advisory to the District during the
course of these Terms. Bargaining unit representation on the Committee shall be one (1) Ranger/Lead Ranger and
one (1) Supervising Ranger of the POA’s choice. District representation shall be no more than two (2) members of
the Department Manager's choice.
The Patrol Uniform Committee shall meet quarterly or upon special request to the Department Manager to discuss
topics including but not limited to: (a) finding replacements for uniform items no longer available; (b) discussing and
evaluating the need for new or modified items; (c) discussing and evaluating modifications in the District's uniform
policy; and (d) examining and making recommendations on prototypes of new uniform items. The quarterly meetings
may be canceled in the event there is no agenda pertaining to uniform issues. With prior approval from the
Department Manager, the District will obtain sample uniform items being considered by the Committee.
The role of the Committee is to make recommendations to the Department Manager regarding uniform issues. The
Committee's recommendation(s) to the Department Manager and the Department Manager's response to the
recommendation(s) shall be in writing. The POA shall receive copies of any such recommendations and, upon
request, will be given the opportunity to meet and confer before the District acts upon them. The Department
Manager's response to the recommendation shall be provided within thirty (30) days of receipt of the written
recommendation of the Uniform Committee.
SECTION 9.8 - INITIAL REGULAR UNIFORM ITEMS PROVIDED NEW EMPLOYEES
Rangers/Lead Rangers/Supervising Ranger
1 tan long sleeve shirts
5 any combination of tan long/short sleeve shirts
1 green patrol jacket
1 green fleece jacket or internal jacket liner of the patrol jacket that can be patched and worn externally3
pairs green pants
1 pair green hiking shorts
1 Black basket-weave belt2 pair socks
1 uniform cap
1 straw Stratton hat
1 felt Stratton hat
1 hat band, wind strap, and rain cover)
Refer to Uniform List for specifications
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SECTION 9.9 – CLASS A UNIFORMS
The District shall provide the following items to Lead Rangers and Supervising Rangers
1 Green Ike jacket with Sinatra zipper front
District patches and gold Eurekas
1 pair green poly/wool pant (Fecheimer #32218)
1 green clip-on tie
1 gold tie clip
1 pair black dress shoes/boots
1 black dress belt (basketweave)
Refer to Uniform List for specifications
ARTICLE 10 - VACATION
SECTION 10.1 - ACCRUAL RATES
A. Bargaining unit members shall accrue fully paid vacation according to the following schedule:
Years of
Service
Accrual per
Hour Paid
Days/Year
(Full-Time)*
Hours/Year
(Full-Time)*
1 - 9 0.05769 hr 15 120
10 - 14 0.07692 hr 20 160
15 - 19 0.08077 hr 21 168
20 - 24 0.08846 hr 23 184
25+ 0.09615 hr 25 200
* Hours/year for part-time bargaining unit members of one-half time (50%) or greater will
be automatically pro-rated to the same percentage as their hours per week bear to 40. Part-
time employees of less than half-time (50%) do not accrue paid vacation.
B. Temporary (seasonal) employees who provide service to the District in consecutive fiscal years prior
to being hired to fill a regular position shall be credited with the service time for vacation accrual
purposes only
SECTION 10.2 - ACCRUAL LIMITS
POA unit members may accrue up to two times (2X) the amount of their annual vacation time. Members who reach
this accrual limit will not accrue any additional vacation days unless and until the amount of their accrued vacation
time falls below the accrual limit.
SECTION 10.3 - USAGE
A. Increments
Vacation shall be tracked in increments of one-tenth (1/10) of an hour.
B. Scheduling
For vacations of one (1) regularly scheduled workday or longer, employees shall submit a vacation
request before December 1 of the preceding year. No more than one (1) Ranger/Lead Ranger per
calendar day, per Geographical Area, and no more than one Supervising Ranger per calendar day
shall be entitled to a guaranteed vacation. During each annual vacation calendar request period, each
employee will be limited to two (2) vacation request periods based upon seniority for the first go-
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around, not to exceed their annual accrual. Then the calendar will be re-circulated a second time for
an additional two (2) vacation requests, and then re-circulated a third time for an additional two (2)
vacation requests to be scheduled if scheduling opportunities exist (tied to minimum staffing level
requirements). If a vacation request or total amount of time requested is going to exceed an
employee’s annual accrual amount, the Area Superintendent must approve such a request.
Employees may submit vacation requests on or after December 1, at least ninety (90) days before the
requested vacation time. These requests shall be reviewed on a first come-first served basis. If there
are no "conflicting vacation requests," the request shall be guaranteed.
If unanticipated vacation needs arise during the course of the year, requests shall be submitted no
later than the three (3) weeks prior to the last Friday of the current work schedule. Such requests
shall be approved based upon operational requirements of the work location and on a first come, first
serve basis. The schedule will typically be posted two weeks prior to the last Friday of the current
schedule.
Vacation requests not submitted within the timelines outlined above, will be considered on a case-
by-case basis by the employee’s supervisor. Staffing levels and operational need will be the primary
consideration in approving vacation requests.
SECTION 10.4 – ANNUAL VACATION CASH-OUT
Annual vacation cash-out shall be administered in accordance with the District’s Personnel Manual.
SECTION 10.5 - CASH-OUT UPON TERMINATION
Upon termination, regular bargaining unit members shall be compensated at their current hourly rate of pay for any
vacation accrued but not used. Terminating members will receive their vacation cash-out with their final paycheck.
ARTICLE 11 - HOLIDAYS AND PERSONAL LEAVE
SECTION 11.1 - HOLIDAYS
A. Calendar
The twelve and one-half (12.5) paid holidays to be observed each year by the bargaining unit
members shall consist of:
New Year's Day
Martin Luther King Jr. Day
President's Day
Cesar Chavez Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving
Day after Thanksgiving
Last four hours of workday preceding Christmas Day
Christmas Day
B. Eligibility
A unit member who is in paid status during the scheduled shifts before and after the holiday shall be
eligible for paid holiday benefits as described in this Article.
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C. Observance
1. When workers on a 5/40 schedule who work Monday through Friday have a holiday that
falls on Saturday, it shall be observed on the preceding Friday and a holiday that falls on
Sunday shall be observed on the following Monday.
2. For workers on a 5/40 schedule who work Saturday and Sunday, holidays will be observed
on the actual day they occur.
3. Workers on a 9/80 schedule observing a scheduled holiday shall receive eight (8) hours of
paid holiday time off. The workers shall make up the difference when working a nine (9)
hour day from their Holiday Bank, Compensatory Time Off, Personal Leave and/or accrued
vacation time off.
4. Workers on a 4/10 schedule observing a scheduled holiday shall receive eight (8) hours of
paid holiday time off. The workers shall make up the (2) two-hour deficit from a ten (10)
hour day from their Holiday Bank, Compensatory Time Off, Personal Leave, and/or accrued
vacation time off.
D. Pro-rating
Regular part-time employees of at least one-half (½) time are eligible for the same paid holidays on
a pro-rata basis according to the average number of hours they work.
E. Holidays During Vacation
Holidays which occur during a unit member's vacation shall not be charged against vacation time.
F. Holiday Falls on Day Off
When a holiday falls on a unit member's day off, the employee shall receive the corresponding
number of hours added to the "Holiday Bank." [See Section 11.1(H)]
G. Work On Holiday - Compensation
1. An employee on a 5/40 schedule who works on a scheduled holiday has two (2) choices for
compensation for their normal eight (8) hour workday or four (4) hours in the case of
Christmas Eve.
a. One and one-half (1½) times their normal pay plus the corresponding number of
hours added to the "Holiday Bank." [See Section 11.1(H).]
b. Two and one-half (2 ½) times their normal pay.
2. An employee on a 9/80 or 4/10 schedule who works a scheduled holiday has two (2)
choices for compensation for their normal workday or four (4) hours in the case of
Christmas Eve:
a. One and one half (1½) times their normal pay for hours worked on the day of the
holiday, plus eight (8) hours, or four (4) hours in the case of Christmas Eve, will be
credited to the Holiday Bank.
b. Two and one-half (2½) times their normal pay for eight (8) hours, or four (4) hours
in the case of Christmas Eve, and one and one-half (1½) times their normal pay for
hours beyond eight, except for Christmas Eve.
3. All hours worked on a holiday during the normal workday shall be recorded as holiday pay
except Christmas Eve, which is four (4) hours. Hours worked in excess of the normal
workday shall be recorded as overtime and paid at one and one half (1 ½) times the regular
rate of pay. No additional compensation shall be made.
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H. Holiday Bank
In the event of a holiday falling on a day off, or a unit member exercising the option described above
in Section 11.1 (G)(1)(a) after working a holiday, eight (8) hours (or a prorated amount for part-time
employees) will be added to the employee's "holiday bank" for use or cash out at a later date. For
full-time employees, the appropriate number of hours for the day before Christmas is four (4). The
"holiday bank" will be administered according to the following provisions.
1. Time from the holiday bank may be used in one (1) hour increments.
2. Employees may use accumulated holiday time to cover portions of scheduled vacations.
3. Unit members who wish to schedule time off covered by the holiday bank during the course
of the year shall submit requests to their supervisor for approval. Such requests shall be
approved with due consideration for the desires of the staff and for the requirements of the
work location.
4. Any time remaining in the "holiday bank" at the end of the calendar year shall be paid in
cash at the current rate of pay on December 31 of such calendar year, subject to subsection
(7) below.
5. Unit members who terminate during the calendar year shall be paid for all time remaining in
their holiday bank at the current rate of pay.
Unit members assigned to work the last four (4) hours of the workday preceding Christmas
Day and/or Christmas Day may use in advance (for time off scheduled after December 1) all
or part of the hours from these holidays that the unit member elects to add to his or her
"holiday bank."
Unit members assigned to work the last four (4) hours of the workday preceding Christmas
Day and/or Christmas Day or whose regular days off occur on these holidays may convert
up to twelve (12) unused holiday hours to vacation.
SECTION 11.2 - PERSONAL LEAVE
A. Amount
Unit employees shall receive thirty-two (32) hours of annual Paid Personal Leave time that will
accrue and be allocated at the end of each two-week pay period.
B. Maximum Accruals
Employees may accrue a maximum of thirty-two (32) hours of Paid Personal Leave each calendar
year. Employees who reach this limit will not accrue any additional Paid Personal Leave unless and
until the amount of their accrued Paid Personal Leave falls below this accrual limit. In that event
employees shall accrue only the amount of Paid Personal Leave for which they are eligible, sufficient
to reach their maximum accrual limit.
C. Pro-rating
Regular part-time employees of at least one-half (50%) time shall be eligible for a pro-rated number
of hours of Paid Personal Leave according to the average number of hours they work.
D. Notification and Scheduling
With supervisor approval, an employee may use Paid Personal Leave at their discretion.
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Except in emergency situations, employees do not need to give any reasons for use of Paid Personal
Leave.
E. Increments
Paid Personal Leave must be taken in one (1.0) hour minimum increments.
ARTICLE 12 - LEAVES OF ABSENCE WITH PAY
SECTION 12.1 - SICK LEAVE
A. Accrual
All employees shall accrue sick leave with full pay at a rate of 0.04615 hours per hour paid, exclusive
of overtime, for a total of ninety-six (96) hours per year for full time employees. Sick leave shall
accrue from the date of employment and may be accumulated on an unlimited basis. The employee's
sick leave balance shall be recorded on their paycheck stub.
B. Usage
1. Employees are eligible to use sick leave for the following reasons:
(a) Diagnosis, care, or treatment of an existing health condition of, or preventative care for,
an employee.
(b) Personal illness or physical disability.
(c) Quarantine by a physician.
(d) Diagnosis, care, or treatment of an existing health condition of, or preventative care for,
an employee’s immediate family member or domestic partner requiring the employee to
be unavailable for work, subject to Section 4 below.
(e) Workers’ Compensation.
(f) Health care appointments, including medical, dental, vision, and Employee Assistance
Program appointments.
(g) As a victim of domestic violence, sexual assault, and/or stalking, as described in the
California Labor Code.
(h) For any other reason the law permits.
2. Sick leave for any of the reasons above shall be recorded on the employee's timecard and
must be used in increments of one (1) hour except for health care appointments.
3. No less than one-half (½) hour of sick leave may be charged for a health care appointment,
and sick leave usage over one (1) hour will be computed in tenths of an hour.
4. An employee may use up to eighty (80) hours of accrued sick leave per calendar year to care
for a member of their immediate family or their domestic partner requiring the employee to
be unavailable for work. This eighty (80)-hour limit may be extended by the General
Manager on a case-by-case basis for good cause. Immediate family is defined as an
employee’s spouse, son, daughter, father, mother, brother, sister, grandmother, grandfather,
father-in-law, mother-in-law, and any relative of the employee living in the employee's
household. The definitions of these family relations may evolve over time under California
law. For purposes of Article 12, the domestic partner of an employee is as defined by
California law.
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C. Reporting
1. Non-Urgent Health Care Appointments: Employees will schedule non-urgent health care
appointments in advance and shall notify their immediate supervisor of such appointments
as early as possible. If notice to the supervisor occurs seventy-two (72) hours or more in
advance of the appointment, any disapproval of sick leave time off shall be accompanied by
a written statement from the supervisor explaining the reasons.
2. Any employee who is unable to report to work because of any of the reasons in Section 12.1
(B) shall report the reason for absence to their immediate supervisor, or any other supervisor
on duty if the immediate supervisor is unavailable. The absence shall be reported by the
employee by the designated starting time each day the employee is unable to report to work,
unless physically unable to do so. For a prolonged illness, special arrangements regarding
notifying a supervisor may be made.
D. Ill on Holiday
1. 5/40 Schedule
If an employee is ill on a designated holiday, the holiday shall be charged as holiday time
and shall not be charged against sick leave.
2. 9/80 Schedule
A worker on an alternate work schedule who is sick on a scheduled holiday shall receive
holiday pay for eight (8) hours and may use accumulated sick leave for the remaining
hours.
E. Ill on Vacation
An employee who is injured or who becomes ill while on vacation may petition the Human Resources
Manager to be paid for sick leave in lieu of vacation provided that the employee:
1. Was hospitalized during the period for which sick leave is claimed, or
2. Received medical treatment or diagnosis and presents a statement indicating illness or
disability signed by a physician covering the period for which sick leave is claimed.
Requests for sick leave in lieu of vacation shall be approved if the provision(s) noted above are
satisfied.
F. Integration
Employees eligible for State Disability Insurance or Workers’ Compensation benefits may integrate
accrued sick leave and vacation with those benefits in amounts necessary to equal (but not exceed) a
full paycheck. During the period of integration, an employee shall remain in paid status, with full
benefits, and shall continue to accrue paid vacation and sick leave for the number of paid District
hours used for integration.
G. Physician Statement
An employee absent on paid sick leave five (5) consecutive days or more will be required to submit
to their immediate supervisor verification from a physician or licensed practitioner of their illness or
injury and ability to return to work. An employee absent on paid sick leave five (5) consecutive days
or more in order to care for an immediate family member or domestic partner under Section 12.1B(4)
must submit to their immediate supervisor verification from a physician or licensed practitioner of
the family member's or domestic partner's illness or injury.
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H. Exhaustion of Sick Leave
If an employee exhausts his/ her entire bank of accrued sick leave and remains unable to return to
work for any of the reasons listed in Section 12.1(B), the employee may request a disability leave of
absence without pay subject to Article 13. In the absence of such leave being granted, the absence
shall be charged to other accrued leave.
I. Sick Leave Conversion Program
Upon resignation, separation from service, or retirement from District employment, employees in
good standing with ten (10) or more years of District employment shall receive a cash payment of
the equivalent cash value of accrued sick leave as follows:
Years of employment Percentage of equivalent cash value of accrued sick leave
10-15 20%
16-20 25%
21 or more 30%
Retiree Health Savings Account (RHS): Employees eligible for Sick Leave Conversion who were
hired on or before June 30, 2006 and retire from the District will receive a cash payment. The cash
payment shall be the percentage of the equivalent cash value of accrued sick leave based on years
of employment as described above. The remainder of the equivalent cash value of the sick leave
will be deposited to the employee’s RHS Account. In all cases, the equivalent cash value of
accrued sick leave will be based on current rate of pay as of the date of separation from District
employment.
Employees hired on or after July 1, 2006 are not eligible for the RHS Account related to the Sick
Leave Conversion Program as described above. Employees who were hired on or after July 1, 2006
may be eligible for the Sick Leave Conversion Program as outlined above, and upon retirement from
the District may apply the balance of sick leave hours toward CalPERS service credit as governed
by CalPERS.
J. Abuse of Sick Leave
Abuse of the sick leave privileges shall be cause for disciplinary action in accordance with Articles
15 and 17 of these Terms.
K. Performance Evaluation Standard
When determining whether an employee meets the performance evaluation standard for punctuality
and attendance, use of sick leave for an illness or injury covered by Workers' Compensation or other
legally regulated use of leave will not be considered.
SECTION 12.2 - BEREAVEMENT LEAVE
The District’s Personnel Policies and Procedures Manual provides a bereavement leave benefit for all employees.
SECTION 12.3 - WITNESS OR JURY DUTY LEAVE
A leave of absence with pay will be granted an employee who is called for jury duty, on a scheduled workday, as
long as any compensation the employee receives for such duty, except for meal and mileage reimbursements, is
signed over to the District. Regularly scheduled work time lost because of such duty shall not affect the employee's
accrual of vacation, sick, or personal leave time. If not in conflict with instructions of the court, an employee shall
report to work if placed on jury duty telephone standby. In the event the employee is released early from witness
or jury duty, employee shall report back to work as long as they can arrive to provide one or more hours of work.
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In the event the employee is placed on a jury, and the trial is scheduled to go more than one week from the first
reporting day for the jury, the District will then adjust the employee’s schedule to coincide with the courts schedule
of Monday through Friday from 8 a.m. to 5 p.m. Therefore, the District and the POA recognize and accept such a
shift change may require the change of other represented employees’ schedules in order to meet established staffing
needs.
SECTION 12.4 - MILITARY LEAVE
The District’s Personnel Policies and Procedures Manual provides that military leave is available to all employees.
SECTION 12.5 - CATASTROPHIC LEAVE
Catastrophic leave shall be administered in accordance with the District's Personnel Policies and Procedures Manual.
SECTION 12.6 - ADMINISTRATIVE LEAVE
The District may place an employee on paid administrative leave at any time for any lawful reason. During the period
the employee is on administrative leave with pay, the employee shall remain in paid status and shall continue to
accrue vacation, sick leave, personal leave, and holiday benefits, and other applicable benefits as provided by Article
7 herein.
ARTICLE 13 - FAMILY MEDICAL LEAVES AND LEAVES WITHOUT PAY
The District’s Personnel Policies and Procedures Manual provides family and medical leave and pregnancy disability
leave for all employees.
SECTION 13.1 - GENERAL LEAVE
A. Duration
A regular employee with at least one (1) year of service may request a leave of absence without pay
or fringe benefits for up to six (6) months.
B. Request
Requests for such leave of five (5) days or fewer shall be directed in writing to the Department
Manager for approval and shall contain justification for the leave.
Request for such leave of longer than five (5) days shall be directed in writing to the General Manager
for approval and shall contain justification for the leave.
C. Benefit Premiums
The employee may elect to continue any or all insurance coverage during a general leave which
extends beyond a leave provided under Federal or California family, medical and pregnancy
disability leave law by paying the full costs of the premiums for any benefits.
E. Adjustment of Anniversary Date/Vacation Accrual/Seniority
If an employee is on leave of absence without pay (except leave for industrial injury or illness; and/or
a family medical leave) in excess of two (2) complete pay periods, the employee’s anniversary date
for purposes of evaluation, pay increases and vacation accrual shall be extended by the number of
days included in the period of leave without pay. The employee's seniority shall also be adjusted to
reflect the number of days on leave without pay.
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ARTICLE 14 - TUITION REIMBURSEMENT
SECTION 14.1 - PREAMBLE
All bargaining unit members are encouraged to pursue educational opportunities which directly relate to their work,
as well as other opportunities which will add to general education and/or skill level, and those which will help prepare
the employee for promotion and/or future job assignments within the District. Bargaining unit members must attend
classes on their own time.
SECTION 14.2 - APPROVAL
Employees will receive reimbursement, subject to Section 14.3 below, for courses which are of benefit to both the
District and the employee. Application shall be made only on forms provided by the District and submitted to the
immediate supervisor for review and processing. Application for reimbursement must be approved in advance of
taking the course. Approval of courses for which an employee may receive reimbursement shall be made by the
appropriate administrative officer.
To the extent an otherwise approved course conflicts with the employee's work schedule, the employee's immediate
supervisor may consider adjustments to the employee's work schedule and/or use of paid leave time to resolve the
conflict.
SECTION 14.3 - REIMBURSEMENT
Employees will receive reimbursement for books and tuition for approved courses, passed with at least a grade of
"B" or an equivalent passing rating. The maximum reimbursement per fiscal year per employee is Seven Hundred
Dollars ($700.00). Any expenses besides books and tuition shall be evaluated and reimbursement approved on an
individual basis by the appropriate administrative officer.
ARTICLE 15 - GRIEVANCE PROCEDURE
SECTION 15.1 - DEFINITIONS
A. A "grievance" is a formal allegation by a member of the bargaining unit who has been adversely
affected by an alleged violation of the specific provisions of these Terms or the District's Personnel
Policies and Procedures Manual.
B. A "disciplinary grievance" is a formal objection or challenge to any punitive disciplinary action
including reprimand, suspension, demotion and discharge. Specifically excluded from the definition
of disciplinary grievance are the following Warning Types of Discipline: "oral warning" and
"written warning" as defined in the Disciplinary Procedure Section of these Terms (Article 17).
Notwithstanding the above, Peace Officers may file a grievance in the case of any action that entitles
a Peace Officer to an administrative appeal under the Public Safety Officers Procedural Bill of Rights
Act by using the procedures set out in Section 15.2(B).
C. A "grievant" is any unit member, group of members, or the POA adversely affected by an alleged
violation of the specific provisions of these Terms or the District's Personnel Policies and Procedures
Manual.
D. For purposes of this Section, a working day is any day that District administrative offices are open
for business.
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E. For purposes of this Section, a Steward is an official bargaining unit representative who is a District
employee as designated in Section 2.4. A POA Staff Member is a paid employee of the POA. The
term “POA Representative” shall mean either a Steward or an POA Staff Member.
SECTION 15.2 – GENERAL PROCEDURES
A. Any disciplinary action excluded from the definition of “disciplinary grievance” set out in Section
15.1(B) herein is not subject to the Grievance Procedure of this Article.
B. Steps I through IV of this Grievance Procedure shall constitute the administrative appeal required by
Section 3304(b) of the Public Safety Officers Procedural Bill of Rights Act for any appeal of punitive
action involving a peace officer enumerated in Section 3303 of the Act except that suspension,
demotion, or discharge may be appealed through Step V. See Section 17.5.
C. The grievant and District may mutually agree in writing to waive any step of the Grievance
Procedure. However, in order to settle any grievances which arise at the lowest practicable level,
and as fairly and promptly as possible, it is the intent of the parties that all steps of the Grievance
Procedure be complete.
D. In the case of a disciplinary grievance, the affected employee or District may proceed directly to Step
III or IV of the Grievance Procedure after imposition of the challenged disciplinary action. If the
employee or District wish to proceed directly to Step III or Step IV concerning a disciplinary matter,
the employee or District will inform the other Party in writing within the timeframe described in
Section 15.2(E) below.
E. With respect to Steps II through V of the Grievance Procedure, the time for filing, responding to and
appealing grievances to subsequent steps shall be fifteen (15) working days from the date on the
grievance, response, or appeal document unless another provision of these Terms provides a different
timeframe within which to file a written document to the other Party. All timelines in this Article
(including Step I) may be waived by mutual agreement in writing.
If the grievant/POA fails to file a grievance or move a grievance to the next step within the proper
time limits, absent written agreement to waive an applicable time limit, the grievance shall be
considered settled on the basis of the District's response at the prior step. If the District fails to
respond to a grievance within the proper time limits, the grievant/POA may move the grievance to
the next step.
F. A POA representative may be granted time off from duty to process grievances provided that forty-
eight (48) hours’ advance notice is provided to the Department Manager. No more than one (1)
Steward shall be allowed release time to process a grievance. The number of District employees at
grievance proceedings shall be limited to the grievant(s) and one (1) POA Representative. The POA
Representative shall not be a person subject to or involved in the matter which is the subject of the
grievance. A POA Staff Member may also attend a grievance proceeding where permitted by these
Terms.
SECTION 15.3 - STEP I
A. A grievant shall present the grievance orally to the grievant's immediate supervisor within fifteen
(15) working days after the grievant knew, or reasonably should have known, of the event or events
on which the grievance is based. To assist in resolving any grievance at the lowest possible level,
the supervisor may request that the grounds for the grievance be stated in writing. The immediate
supervisor shall conduct whatever investigation is necessary to obtain the facts pertaining to the
grievance. Within fifteen (15) working days after receiving notice of the grievance, the immediate
supervisor shall meet with grievant in an attempt to settle the grievance and shall give the grievant a
reply. The Steward may attend the meeting.
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B. If the grievant is not satisfied with the reply of their immediate supervisor, the grievant may appeal
the grievance to Step II.
SECTION 15.4 - STEP II
A. If the grievant desires to appeal the grievance to Step II, the grievance shall be reduced to writing
and presented to the grievant's Area Superintendent or department manager if they are the next level
of supervision within fifteen (15) working days following receipt of the immediate supervisor's reply.
B. The written grievance shall contain a complete statement of the grievance, specific facts upon which
the grievance is based, the specific provisions of these Terms and/or Personnel Policies and
Procedures Manual claimed to have been violated, and the remedy requested. The grievance shall
be signed and dated by the grievant and/or the Steward and/or the POA Staff Member.
C. At the request of either side a meeting will be held between the grievant’s Area Superintendent, or
department manager if they are the next level of supervision, the grievant and the appropriate POA
Representative to attempt to resolve the grievance informally. In any event, the Area Superintendent
or department manager if they are the next level of supervision shall give a written decision to the
grievant within fifteen (15) working days following receipt of the written appeal to Step II, with a
copy to the POA.
D. If the grievant is not satisfied with the decision, the grievant may appeal the grievance to Step III.
SECTION 15.5 - STEP III
A. If the grievant desires to appeal the grievance to Step III, the grievant shall present the written
grievance to the Department Manager and a copy to the Human Resources Manager within fifteen
(15) working days following receipt of the written decision at Step II.
B. In evaluating the appeal at Step III, at the request of either side, a conference shall be held between
the Department Manager, in consultation with the Assistant General Manager, and the grievant and
their POA Representative in an attempt to resolve the matter informally. With forty-eight (48) hours’
notice to the District, the POA Staff Member may join the grievant and the Steward in the Step III
conference. In any event, the Department Manager shall issue a written decision on the grievance
within fifteen (15) working days of receipt of the appeal, with a copy to the POA.
C. If the grievant is not satisfied with the decision at Step III, the grievant may appeal to Step IV.
SECTION 15.6 - STEP IV
A. Any appeal not resolved at Step III may be appealed in writing, with copies of the Step II and Step
III responses, to the General Manager with a copy to the Human Resources Manager, within fifteen
(15) working days of receipt of the Step III response. Within fifteen (15) working days of receipt of
the appeal, the General Manager shall convene a meeting with the grievant for the purpose of
reviewing the grievance facts and issues pertinent to the grievance and to attempt to resolve the
grievance. The POA Staff Member and Steward may attend the Step IV meeting. The General
Manager shall issue a final written decision to the grievant within fifteen (15) working days of the
meeting. A copy of the decision will be sent to the POA except as provided below for disciplinary
grievances.
In the case of any disciplinary grievance that is appealable through Step IV, any or all appeal
procedures and the review and/or determination of the Step IV grievance, may be conducted by the
General Manager or their designee, in accordance with the requirements of the Public Safety Officers
EXHIBIT A
28
Procedural Bill of Rights Act. Furthermore, the District will only provide documents concerning an
employee’s disciplinary action to the POA upon written request of the employee. No disciplinary
grievance of a written reprimand may proceed to Step V because the decision of the General Manager
at Step IV shall be final.
SECTION 15.7 - STEP V
A. If the grievance is not resolved at Step IV, the grievant may elect to submit the grievance to a hearing
before a State of California Administrative Law Judge (“ALJ”). The grievant shall submit written
notice of said election within fifteen (15) working days of receipt of the Step IV response. Thereafter,
the parties shall jointly request the California Office of Administrative Hearing assign an ALJ to the
hearing.
B. The ALJ shall hold a hearing on the issue submitted, or as determined by the ALJ if the parties have
not mutually agreed upon the issue, and render a written decision. The conduct of the hearing shall
be governed by the California Administrative Procedures Act.
C. Decisions of ALJs on matters properly before them shall be advisory to the General Manager. No
ALJ shall entertain, hear, decide, or make recommendations on any dispute unless the grievant is an
employee in a unit represented by the POA and unless such dispute falls within the definition of a
grievance as set forth in Section 15.1.
D. Proposals to add to or change these Terms or written agreements or addenda supplementary hereto
may not be heard under this Step V procedure. No proposal to modify, amend or terminate these
Terms nor any matter or subject arising out of or in connection with such proposal, may be referred
to a hearing under this Section. No ALJ shall have the power to amend or modify these Terms or
written agreements or addenda supplementary hereto or to establish any new terms or conditions of
employment.
E. All complaints involving or concerning the payment of compensation shall be initially filed in writing
with the General Manager at Step IV. Only compensation complaints which allege that employees
are not being compensated in accordance with the provisions of these Terms shall be considered as
grievances.
F. When either party claims a matter is not subject to this step V hearing procedure, that issue of subject
matter jurisdiction shall first be decided by the ALJ without regard to the merits of the grievance. If
the issue is held to be subject to hearing under this procedure, the ALJ may, at the request of either
party, be recessed for up to for up to five (5) working days to determine if the grievance can be
resolved. If it cannot, the hearing proceedings shall be resumed and the ALJ shall hear and issue an
advisory written decision proposing a resolution of the grievance on the merits.
G. The parties agree that any and all costs associated with a hearing procedure, including but not limited
to such items as court reporters, transcripts and the ALJ's fee shall be divided equally between the
District and the POA. Each party shall bear their own cost of representation.
ARTICLE 16 - LAYOFFS
SECTION 16.1 - SENIORITY DEFINED
For purposes of this Article, "seniority" shall be by classification and shall be defined as time served in that
classification and any higher classification.
EXHIBIT A
29
SECTION 16.2 - CONSIDERATION OF LAYOFF - NOTICE TO POA
When the District determines that a layoff is necessary within the bargaining unit, it shall give the POA at least thirty
(30) days’ notice. Such notice shall describe the classifications affected and the circumstances requiring the layoff.
Upon request, the POA shall be afforded the opportunity to meet with the District to discuss the impact of layoffs on
bargaining unit members.
SECTION 16.3 - ORDER OF LAYOFF
When one (1) or more employees performing in the same classification are to be laid off, the order of layoff shall be
as follows:
1. Seasonal employees.
2. Probationary employees in inverse order of seniority.
3. Regular employees in inverse order of seniority.
SECTION 16.4 - NOTICE TO EMPLOYEES
Employees subject to the provisions of this Article shall be given at least twenty (20) working days written notice
prior to the effective date of layoff. The POA shall receive concurrent notice. The procedures of Section 16.5 shall
be applied prior to the effective date of the layoff.
SECTION 16.5 - ALTERNATIVES TO LAYOFF
A. Claim Vacancies
Any affected unit member may claim a vacancy within the unit in a classification formerly held. If
such classification is below the one currently held, the employee will have re-employment rights
(Section 16.6) to the original classification.
B. Displacement
An affected unit member may bump the least senior employee in a lower classification within the
POA previously held provided the affected employee is otherwise qualified to fill the lower
classification. Seniority in the lower classification will be time spent in that classification plus any
higher classification. Employees who bump into a lower classification will have reemployment
rights (Section 16.6) in their original classification.
C. Rate of Pay
In the event of claiming a vacancy or bumping into a lower classification, the unit member's rate of
pay in the lower classification shall be determined as follows:
1. If the step held in the higher classification occurs in the lower classification, the rate of pay
will remain the same.
2. If the step held in the higher classification does not occur in the lower classification, the rate
of pay shall be the highest step of the lower classification.
SECTION 16.6 - RE-EMPLOYMENT LISTS
Unit members who are laid off shall be placed on a re-employment list for their current classification and for each
lower classification previously held. Employees reassigned as an alternative to layoff pursuant to Section 16.5 shall
be placed on a re-employment list for their original classification. As vacancies become available, employees will
be recalled from the appropriate re-employment list(s) in seniority order.
EXHIBIT A
30
SECTION 16.7 - RIGHTS RESTORED
Upon re-employment of a unit member from a re-employment list, all rights acquired prior to their placement on such
list shall be restored.
ARTICLE 17 - DISCIPLINARY PROCEDURE
With respect to disciplinary action, the following applies to members of the bargaining unit:
SECTION 17.1 - PREAMBLE
The degree of discipline is discretionary with the District. In exercising its discretion the District will consider factors
including, but not limited to, the severity of the offense, the number and frequency of previous acts of misconduct,
and past work performance. Disciplined employees shall have rights of appeal as set forth in this Article.
SECTION 17.2 - PRINCIPLES AND PROCEDURES
No employee shall be disciplined except for violation of established policies and procedures, and such disciplinary
action shall be in accordance with procedures established herein. The District agrees to follow the principles of
progressive discipline and just cause. However, the level or degree of any disciplinary action is within the discretion
of the District as set forth above. Property Loss Discipline may be used initially when appropriate due to the severity
of the offense.
SECTION 17.3 - GROUNDS FOR DISCIPLINE
Grounds for disciplinary action shall include, but not be limited to:
1. Abandonment of position and absence from duty without approval;
2. Abuse or misuse of leave privileges;
3. Below-standard work performance, including poor judgment, or incompetence in the performance
of required duties;
4. Disruptive behavior or discourteous or abusive treatment of the public or other employees,
including threats or acts of violence in the workplace, battery or assault; discrimination against the
public or employees in violation of District policies; unlawful retaliation against any person who
reports facts or information to authorities or District personnel about misconduct (actual or
suspected) of any District employee; or conduct unbecoming a District employee which discredits
the District;
5. Failure to abide by established District rules, regulations or policies including violation of the
substance abuse policy;
6. Fraud or misrepresentation in securing appointment or promotion;
7. Insubordination;
8. Misuse of District property, work time, or funds, including use for personal purposes;
9. Neglect of duty;
10. Dishonesty, including but not limited to theft or falsification of District records or documents;
11. Failure to adhere to or comply with approved operational or safety guidelines; or negligent or
reckless use or operation of vehicles, property, or equipment;
12. Failure to keep required work hours, including chronic absenteeism and chronic tardiness;
13. Any conviction by a court which would be incompatible with the work performed for the District
by the affected employee, including a conviction for an offense committed during the course of
District employment or a conviction for an offense committed on or off duty with a nexus to the
employee's District employment or duties;
14. Failure to report the suspension or revocation of the employee's driver’s license; License
suspension or revocation does not constitute automatic grounds for discipline;
15. Unauthorized access to or use of District records;
EXHIBIT A
31
16. Failure to maintain professional appearance, in accord with the District’s uniform policies.
SECTION 17.4 - WARNING TYPES OF DISCIPLINE
Whenever possible, counseling or an oral warning should be used prior to taking a more formal disciplinary action.
Counseling and oral warnings shall be defined as a non-punitive process that is not considered discipline.
A. Oral Warning
An oral warning is a verbal notice advising an employee that the employee's behavior or performance
must be improved. It defines areas where improvement is needed, sets goals, and informs the
employee that failure to improve may result in more serious action. The employee's supervisor will
document the oral warning by recording the date and content of the warning and maintain a copy of
the documentation. The employee shall receive a copy of the warning at the time the note is prepared.
The documentation of the oral warning shall not be placed in the employee's personnel file.
However, the incident may be addressed in the employee's performance evaluations and Interim
Progress Reports for the evaluation year in which the incident occurred.
When appropriate, the District will use the following types of discipline before imposing suspension,
demotion or dismissal.
B. Written Warning
A written warning is notice to an employee that the employee's performance or behavior must be
improved. It contains the same elements as the oral warning. When appropriate, the written warning
may be used in conjunction with a Plan for Individual Improvement proposed by the employee's
supervisor and approved by the Area Superintendent or department manager as appropriate.
Prior to a copy of the written warning and Plan for Individual Improvement being placed in the
employee's personnel record, a copy shall be given to the employee and a copy shall be sent to the
POA. The employee will have the opportunity to read and sign the warning and Plan prior to its
being placed in the employee’s personnel record. Should the employee refuse to sign, that fact should
be noted on the document, signed or initialed by the employee unless refused, and then entered in
the employee’s personnel file. The employee shall have thirty (30) days to prepare a written response
which will be attached to the written warning in the personnel file. At the employee’s written request,
the written warning and Plan for Improvement will be removed from the personnel record after two
(2) years from the date of issuance, provided the employee has received no further discipline nor
been notified in writing of pending discipline.
C. Reprimand
A reprimand will be given by the Area Superintendent or department manager as appropriate upon
recommendation of the employee's immediate supervisor. The reprimand will serve as official notice
to the employee that the employee's performance or behavior is seriously below standard and that
continuation of such performance or behavior will subject the employee to more serious disciplinary
action, including possible discharge. When appropriate, the written reprimand may be used in
conjunction with a Plan for Individual Improvement in the same manner as set forth in Subsection B
above. The employee shall receive a copy of the reprimand at the time it is prepared and a copy shall
be sent to the POA. The employee will have the opportunity to read and sign the reprimand and Plan
prior to its being placed in the employee’s personnel file. Should the employee refuse to sign, that
fact should be noted on the document, initialed or signed by the employee unless refused, and then
entered into the employee’s personnel file.
The employee shall have thirty (30) calendar days within which to submit a written response to the
reprimand.
EXHIBIT A
32
If one is submitted, the employee's written response shall be attached to the reprimand and filed in
the employee's personnel file. The employee's response shall be directed to the Area Superintendent
or department manager as appropriate.
1. Employees will have the right to POA representation when responding to reprimands.
2. At the employee’s written request, a reprimand and Plan will be removed from the personnel
record after two (2) years from the date of issuance, provided the employee has received no
further discipline nor been notified in writing of pending discipline.
SECTION 17.5 - PROPERTY LOSS DISCIPLINE
The District may take more formal disciplinary action for cause in the form of suspension, demotion or discharge.
A. Suspension
A suspension is the temporary removal of an employee from the employee's duties without pay.
Suspension without pay should generally be used when all other positive means have been tried
without success and the Department Manager has reason to believe that the suspension will bring
about the improvement needed in the employee's performance or behavior. Suspensions can only be
imposed by the Assistant General Manager, upon recommendation from the Department Manager.
Suspensions shall not exceed thirty (30) calendar days.
B. Demotion
A demotion is the transfer of an employee from a position in one class to a position in another class
which results in a reduction in compensation rate. Demotions can only be imposed by the General
Manager, upon recommendation by the Assistant General Manager.
C. Discharge
A discharge is the termination of the employee from the employment of the District. A discharge
can only be imposed by the General Manager, upon recommendation by the Assistant General
Manager.
SECTION 17.6 - APPEAL
The decision to reprimand, suspend, demote or discharge may be appealed by the affected employee only through
the established Grievance Procedure set forth in Article 15. Lesser forms of discipline are not subject to appeal,
except when a Peace Officer is entitled to an administrative appeal under the Public Safety Officers Procedural Bill
of Rights Act as provided by Section 15.1(B). Where an administrative appeal is required by the Public Safety
Officer’s Procedural Bill of Rights the procedures set out in Section 15.2(B) shall apply.
SECTION 17.7 - NOTICE OF INVESTIGATION
When any employee is under investigation for an incident that could result in disciplinary action, the affected
employee shall be notified in writing within sixty (60) working days of a supervisor’s knowledge of the incident (or
the most recent in a series of incidents).
Specifically excluded from the requirement to provide a Notice of Investigation are customary contacts in the normal
course of duty, verbal counseling, instruction, informal verbal admonishment, oral warnings, or other routine or
unplanned contact with an employee.
Final determination on the imposition of disciplinary action shall be made within a reasonable time. During the
investigation, the District shall keep the employee apprised of its progress and likely completion date.
EXHIBIT A
33
SECTION 17.8 - NOTICE OF INTENT TO IMPOSE DISCIPLINE
Written notice of suspension, demotion or discharge must be served on the employee in person or by certified mail
prior to the disciplinary action becoming effective. A copy of the notice shall be sent to the POA upon written request
of the employee. The notice shall include:
1. Statement of the nature of the disciplinary action.
2. Effective date of the action.
3. Statement of the grounds thereof.
4. Statement in ordinary and concise language of the acts or omissions upon which the grounds are
based.
5. A statement of the employee's right to respond, either orally at a meeting requested by the employee,
or in writing. The employee shall have the opportunity to respond and be served with notice of final
action in person or by certified mail prior to the action becoming effective. The opportunity to
respond shall normally take place within seven (7) working days following the initial notice of
intended action.
6. A statement advising the employee of the right to appeal through the grievance procedure and the
right to POA representation.
SECTION 17.9 - ELECTRONIC RECORDING
Electronic recording of the pre-discipline conference shall require the mutual consent of the District and the employee
subject to discipline. The District reserves the right to electronically record all investigatory interviews provided
advance written notice is given to the employee subject to investigation. If an electronic recording is made of the
investigatory interview, the employee shall be provided a copy of the tape if any further disciplinary proceedings are
contemplated or prior to any further investigatory interviews at a subsequent time. In addition, if the District
transcribes the electronic recording of an investigatory interview, it shall provide the employee with a copy of the
transcript.
ARTICLE 18 - PROBATIONARY PERIOD
SECTION 18.1 - LENGTH OF PROBATION
A. Initial Hires
All persons appointed to the regular position of Ranger/Lead Ranger/Supervising Ranger,
required to attend an assigned ranger academy shall be “at will” until they complete an
assigned ranger academy and the District’s Field Training Program (FTP). All persons who
are not required to complete a ranger academy shall be “at will” until they complete the
District’s Field Training Program. Upon successful completion of the FTP, they shall serve
a standard probationary period of at least twelve (12) consecutive months.
B. Promotional Appointments
1. Ranger
All persons promoted to the regular position of Ranger who have satisfactorily passed the
probationary period of their current position shall complete an assigned ranger academy, if
required, and the District’s Field training Program (FTP). Upon successful completion of the
FTP, they shall serve a standard probationary period of at least twelve (12) consecutive
months.
2. Lead Ranger/Supervising Ranger
All persons promoted to the regular position of Lead Ranger/Supervising Ranger who have
satisfactorily passed the probationary period of their current position and have served as a
EXHIBIT A
34
Ranger/Lead Ranger for the District shall complete a standard promotional probationary
period of at least twelve (12) consecutive months.
SECTION 18.2 - EXTENSION OF PROBATION
In the event a probationary employee misses more than four (4) weeks, from their normal duties, the District may
extend the probationary period by an amount not to exceed the period of time missed. In the event the probationary
employee's absence exceeds the equivalent of the employee's standard probationary period, the District may require
the employee to serve a new probationary period as a condition of returning to work with the District. In the event
the employee has not successfully completed any required training prior to the end of probation, the probationary
period may be extended up to a maximum of three (3) months.
SECTION 18.3 - REJECTION FROM ORIGINAL PROBATION
A probationary employee can be rejected from probation at any time during his or her probationary period. The
decision to reject an employee from probation is not subject to the Grievance Procedure or discipline appeal procedure
of these Terms.
As an alternative to rejecting the employee from probation, the District may extend the employee's probationary
period. The employee must receive written notice of the extension prior to the expiration of the employee’s initial
probationary period, and the extension shall not exceed three (3) months.
SECTION 18.4 - REJECTION FROM PROMOTIONAL PROBATION
In the case of promotional appointment, a promoted employee may, at any time during the probationary period, be
rejected from probation and reinstated in the class designation from which they were promoted. If the reinstatement
necessitates the layoff of another District employee currently filling the position, the choice of which employee will
be laid off will be based on Article 16, "Layoffs."
ARTICLE 19 - CONTRACTING OUT
Except in cases of emergency, the District will give thirty (30) days’ prior written notice to the bargaining unit of its
intent to contract-out for services in any manner that triggers a negotiation obligation under the Meyers-Milias Brown
Act (“MMBA”). Mutual aid and cooperation agreements between the District and other government agencies are
excluded.
The bargaining unit shall have the opportunity to meet and confer with the District prior to such District action. In
cases of emergency, the POA shall have the opportunity to meet and confer at the earliest practicable time following
such District action.
EXHIBIT A
Step Full/Part
Range #Minimum Maximum Minimum Maximum Minimum Maximum Time
Intern 6 23.3014 29.0933 4,039 5,043 48,467 60,514 PT
Seasonal Open Space Technician 6 23.3014 29.0933 4,039 5,043 48,467 60,514 PT
Seasonal Ranger Aide 6 23.3014 29.0933 4,039 5,043 48,467 60,514 PT
Seasonal Ranger 16 29.7420 37.1324 5,155 6,436 61,863 77,235 PT
Administrative Assistant 20 32.7919 40.9312 5,684 7,095 68,207 85,137 FT
Farm Maintenance Worker 20 32.7919 40.9312 5,684 7,095 68,207 85,137 FT
Open Space Technician*20 32.7919 40.9312 5,684 7,095 68,207 85,137 FT
Accounting Technician 22 34.4170 42.9779 5,966 7,450 71,587 89,394 FT
Human Resources Technician 22 34.4170 42.9779 5,966 7,450 71,587 89,394 FT
Information Technology Technician I 22 34.4170 42.9779 5,966 7,450 71,587 89,394 FT
GIS Technician 23 35.2865 44.0613 6,116 7,637 73,396 91,648 FT
Risk Management Coordinator 24 36.1359 45.1380 6,264 7,824 75,163 93,887 FT
Senior Administrative Assistant 24 36.1359 45.1380 6,264 7,824 75,163 93,887 FT
Visitor Services Program Coordinator 25 37.0456 46.2617 6,421 8,019 77,055 96,224 FT
Volunteer Program Lead 25 37.0456 46.2617 6,421 8,019 77,055 96,224 FT
Facilities Maintenance Specialist 26 37.9417 47.3854 6,577 8,213 78,919 98,562 FT
Lead Open Space Technician*26 37.9417 47.3854 6,577 8,213 78,919 98,562 FT
Senior Finance & Accounting Technician 26 37.9417 47.3854 6,577 8,213 78,919 98,562 FT
Executive Assistant 27 38.8914 48.5758 6,741 8,420 80,894 101,038 FT
Information Technology Technician II 27 38.8914 48.5758 6,741 8,420 80,894 101,038 FT
Public Affairs Specialist I 27 38.8914 48.5758 6,741 8,420 80,894 101,038 FT
Ranger 27 37.7586 47.1610 6,545 8,175 78,538 98,095 FT
Equipment Mechanic/Operator 28 39.8478 49.7528 6,907 8,624 82,883 103,486 FT
Property Management Specialist I 28 39.8478 49.7528 6,907 8,624 82,883 103,486 FT
Real Property Specialist I 28 39.8478 49.7528 6,907 8,624 82,883 103,486 FT
Executive Assistant/Deputy District Clerk 29 40.8444 50.9969 7,080 8,839 84,956 106,074 FT
Executive Assistant/Legal Secretary 29 40.8444 50.9969 7,080 8,839 84,956 106,074 FT
Planner I 29 40.8444 50.9969 7,080 8,839 84,956 106,074 FT
Data Analyst I 30 41.8410 52.2475 7,252 9,056 87,029 108,675 FT
Lead Ranger 30 40.6223 50.7257 7,041 8,792 84,494 105,509 FT
Resource Management Specialist I 30 41.8410 52.2475 7,252 9,056 87,029 108,675 FT
Accountant 31 42.8844 53.5450 7,433 9,281 89,200 111,374 FT
Capital Project Manager II 31 42.8844 53.5450 7,433 9,281 89,200 111,374 FT
Environmental Education Specialist 31 42.8844 53.5450 7,433 9,281 89,200 111,374 FT
Interpretive Specialist 31 42.8844 53.5450 7,433 9,281 89,200 111,374 FT
Management Analyst I 31 42.8844 53.5450 7,433 9,281 89,200 111,374 FT
Planner II 31 42.8844 53.5450 7,433 9,281 89,200 111,374 FT
Data Analyst II 34 46.1212 57.6047 7,994 9,985 95,932 119,818 FT
Resource Management Specialist II 34 46.1212 57.6047 7,994 9,985 95,932 119,818 FT
Grants Program Manager 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Interpretation & Education Program Manager 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Maintenance, Construction & Resource Supv.35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Management Analyst II 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Procurement & Contracting Agent/Specialist 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Property Management Specialist II 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Real Property Specialist II 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Supervising Ranger 35 45.8947 57.3166 7,955 9,935 95,461 119,219 FT
Training & Safety Specialist 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Volunteer Program Manager 35 47.2715 59.0361 8,194 10,233 98,325 122,795 FT
Applications Engineer 36 48.4354 60.4808 8,395 10,483 100,746 125,800 FT
Public Affairs Specialist II 36 48.4354 60.4808 8,395 10,483 100,746 125,800 FT
Data Administrator 38 50.8498 63.5170 8,814 11,010 105,768 132,115 FT
Midpeninsula Regional Open Space District ‐ CLASSIFICATION & COMPENSATION PLAN
Fiscal Year 2022/2023 ‐ Effective August 22, 2022 (Pay Period 22‐18)
Last revised: 08/10/2022, 06/08/2022, 10/13/2021, 8/25/2021, 8/11/2021, 06/09/2021, 05/12/2021, 04/28/2021, 01/13/2021, 6/24/2020
Classification Title Hourly Range $ Monthly Range $ Annual Range $
EXHIBIT B
Step Full/Part
Range #Minimum Maximum Minimum Maximum Minimum Maximum Time
Classification Title Hourly Range $ Monthly Range $ Annual Range $
Field Resource Specialist 38 50.8498 63.5170 8,814 11,010 105,768 132,115 FT
Governmental Affairs Specialist 38 50.8498 63.5170 8,814 11,010 105,768 132,115 FT
Senior Technologist 38 50.8498 63.5170 8,814 11,010 105,768 132,115 FT
Capital Project Manager III 39 52.1206 65.0821 9,034 11,281 108,411 135,371 FT
Facilities Maintenance Supervisor 39 52.1206 65.0821 9,034 11,281 108,411 135,371 FT
Planner III 39 52.1206 65.0821 9,034 11,281 108,411 135,371 FT
Public Affairs Specialist III 39 52.1206 65.0821 9,034 11,281 108,411 135,371 FT
Resource Management Specialist III 39 52.1206 65.0821 9,034 11,281 108,411 135,371 FT
Special Projects Manager 40 53.3980 66.6806 9,256 11,558 111,068 138,696 FT
Senior Accountant 41 54.7223 68.3527 9,485 11,848 113,822 142,174 FT
Senior Management Analyst 41 54.7223 68.3527 9,485 11,848 113,822 142,174 FT
Capital Projects Field Manager 42 56.0599 70.0113 9,717 12,135 116,605 145,624 FT
District Clerk/Assistant to General Manager 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
GIS Program Administrator 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Human Resources Supervisor 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Information Technology Program Administrator 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Senior Capital Project Manager 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Senior Planner 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Senior Property Management Specialist 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Senior Real Property Specialist 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Senior Resource Management Specialist 43 57.4643 71.7702 9,960 12,440 119,526 149,282 FT
Area Superintendent 44 58.8688 73.5157 10,204 12,743 122,447 152,913 FT
Area Manager 45 60.3402 75.3483 10,459 13,060 125,508 156,724 FT
Budget & Analysis Manager 48 64.9015 81.0533 11,250 14,049 134,995 168,591 FT
Finance Manager 48 64.9015 81.0533 11,250 14,049 134,995 168,591 FT
Human Resources Manager 48 64.9015 81.0533 11,250 14,049 134,995 168,591 FT
Information Systems & Technology Manager 48 64.9015 81.0533 11,250 14,049 134,995 168,591 FT
Engineering & Construction Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Land & Facilities Services Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Natural Resources Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Operations Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Planning Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Public Affairs Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Real Property Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Visitor Services Manager 51 69.8440 87.2332 12,106 15,120 145,276 181,445 FT
Assistant General Counsel I 53 73.3353 91.5938 12,711 15,876 152,537 190,515 FT
Assistant General Counsel II 55 77.0070 96.1751 13,348 16,670 160,175 200,044 FT
Assistant General Manager 59 84.9057 106.0335 14,717 18,379 176,604 220,550 FT
Chief Financial Officer/Director Administrative
Services
59 84.9057 106.0335 14,717 18,379 176,604 220,550 FT
* OST will receive an additional 1% stipend for Class A or B license; Lead OST 1% for Class A.
Midpeninsula Rangers Peace Officers Association
Board Appointee Group Compensation Hourly Monthly Annual Effective
General Manager $128.6866 $22,306 $267,668 7/1/2021
Controller ‐ Part‐time position $95.6346 $4,144 $49,730 7/1/2021
General Counsel $120.6627 $20,915 $250,978 7/1/2021
Elected Officials Compensation
Board Director
Midpeninsula Regional Open Space District Field Employees Association
Last Revised
10/13/2021
10/13/2021
10/13/2021
Per Meeting Monthly Maximum Effective Date
$105.00 $630.00 1/13/2021
The District’s Personnel Policies and Procedures provide that the compensation for an employee’s temporary out‐of‐class / Acting Assignment shall be at least
5% but not more than 10% more than her/his current salary. Pursuant to Government Code 20480, out of class appointments shall not exceed a total of 960
hours in each fiscal year.
EXHIBIT B