Employees accrue vacation credit in accordance with the following schedule:

Hrs/month Hrs/year Continuous Employment Month___ Maximum_

Upon completion of one

(1) year--- 6.67 80.0 Upon completion of five

(5) years--- 10.00 120.0 Upon completion of fifteen

(15) years--- 13.33 160.0 Computation of Vacation Credit

Vacation credit is accrued on a monthly basis except during the first and last months of employment when pro-rated credit is given for full days worked.

Vacation credit shall not accrue during unexcused absences or during the following absences that extend for five (5) or more accumulated full working days:

• Time between a layoff and rehire

• Approved personal, or indefinite military leave of absence, unless otherwise provided by law.

• Approved medical leave.

Temporary and part-time employees do not accrue vacation credit and are not eligible to take paid or unpaid vacation time off, unless

specifically provided for by determination of the Board of Directors.

17 Use Of Vacation Credit

An employee is not eligible to use accumulated vacation credits until he/she has been employed continuously for a minimum of one (1) full calendar year commencing with the date of hire. The use of vacation credits shall not exceed the number of whole days of vacation credit accrued by employees as of the day their vacation commences.

Vacation shall be scheduled so as not to interrupt normal operations of EOCWD. The scheduling of vacation time is subject to approval by the General Manager, who may require that request for vacation be submitted up to thirty (30) days in advance of the requested start of the

vacation. If EOCWD needs require a change in any previously scheduled and approved vacation, reasonable advance notification of such a change will be given to affected employees.

Vacation time off shall not be for a period of less than one (1) day.

Employees may accumulate unused vacation credits to a maximum of 160 hours. Vacation credits stop accumulating when the employee’s

accumulated total of unused credits reaches 160 hours and for so long as such credits stand at that figure. Except upon termination, or except as provided under Termination (pg 15), in no event shall employees be paid compensation in lieu of vacation time off. An EOCWD holiday occurring during an employee’s vacation shall not be considered as a day of vacation.

Subject to the provisions of the Sick Leave Section of this personnel policy, an employee who becomes ill while on vacation and provides written proof thereof from a physician, may use accumulated sick leave in lieu of vacation time for the period of such illness; provided, however, that EOCWD is not obligated to extend the vacation beyond the scheduled expiration date.

*An employee who is receiving State Disability Insurance (SDI) or Worker’s Compensation payments may use accrued vacation to supplement said payment provided that the total amount received shall not exceed 90% of the employee’s regular salary.


Employees who terminate after completing six (6) full months or more of continuous employment shall be paid for all accrued and unused vacation credits at their rate of pay at the time of termination. Continuous employment for any period of time less than six (6) full months shall not entitle an employee to be paid for unused vacation credits upon termination.

Posting Vacation Credit

EOCWD will provide the accumulated vacation credits of each employee on their paycheck information.



Recognized Holidays

District policy provides for eleven (11) specific holidays, including a floating holiday as follows:

• New Year’s Day (January 1)

• President’s Day (third Monday in February)

• Memorial Day (last Monday in May)

• Independence Day (July 4)

• Labor Day (first Monday in September)

• Veteran’s Day (November 11)

• Thanksgiving Day (fourth Thursday in November)

• Friday immediately following Thanksgiving Day

• 1/2 Day before Christmas (December 24)

• Christmas Day (December 25)

• 1/2 Day before New Year’s Day (12-31)

• One (1) floating holiday at the employee’s choice, as approved by the General Manager, with at least one (1) week’s advanced notice. Cannot be accumulated.

Saturday and Sunday Holidays

A holiday falling on Saturday shall be observed on Friday, the day preceding, and a holiday falling on Sunday shall be observed on Monday, the day following.

Holiday Pay

Regular employees are paid for eight (8) hours at their basic hourly rate for each of the eight (8) hour holidays listed above.

Temporary and part-time employees are ineligible to receive holiday pay.

If regular employees, who are not on standby, are required to work on a holiday, they are paid at the rate of one and one-half (1 ½) times their basic hourly rate for hours actually worked up to eight (8) in addition to straight time holiday pay. For hours worked over eight (8) they are paid two (2) times their basic hourly rate.

Employees assigned to standby duty are paid for holidays in accordance with the provisions stated under Compensation.

Employees on an approved medical or temporary military training leave of absence or on a leave for job-related injury or occupational disease

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shall be paid holiday pay as provided above. Employees on any other type of leave of absence shall receive no holiday pay for any holiday occurring during their leave of absence.

Employees on jury duty shall be paid holiday pay as provided above for any EOCWD holiday observed during the periods of jury service.

Eligibility for Holiday Pay

Employees are not entitled to holiday pay if they extend a holiday by unexcused absence on the last regular workday before or the next regular workday after a holiday.


Sick Leave

Accumulated sick leave credits may be used for:

• Absences caused by an employee’s incapacitation which resulted from illness, injury, or pregnancy except if such

incapacitation occurred while the employee was engaged in outside employment or was a result of outside employment.

• Absences resulting from work related injuries or illness, which is not compensated by Worker’s Compensation.

• Quarantine imposed by public health authorities.

• Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s family member.

• Medical and dental office appointments, with prior approval of the employee’s supervisor, which shall be granted only if the employee satisfies the supervisor that an appointment cannot be made at a time outside the regular work day.

• Illness or injury or death of the employee’s father, mother, brother, sister, spouse, child, or grandparents; provided that payment of basic salary during absence for this reason shall continue for no more than three (3) work days per calendar year.

• Voluntarily induced periods of physical incapacitation,

provided that not more than twenty (20) days may be used in any calendar year. For purposes of this section, voluntarily

induced physical incapacitation means incapacitation resulting from cosmetic surgery and non-physician directed sterilization.

• For an employee who is a victim of domestic violence, sexual

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assault, or stalking, for the purposes of the following relating thereto: seeking medical attention for injuries, obtaining services from a domestic violence shelter, program, or rape crisis center, obtaining psychological counseling, or participating in safety planning and taking other actions to increase safety.

• For taking time off to serve as required by law on an inquest jury or trial jury, if the employee, prior to taking the time off, gives reasonable notice to the employer that the employee is required to serve.

• A supplementary payment to SDI or Worker’s Compensation

payments which, when combined with said payments, results in a maximum payment of 90% of the employee’s regular salary.

Sick Leave Allowance

Beginning at the commencement of employment or July 1, 2015, whichever is laterUpon completion of six (6) months continuous service, all regular employees shall have a sick leave allowance of one (11.255) hours7.25 hours for every 30 hours workedeach full month of continuous employment. After completion of six (6) months of continuous service, the amount accumulated is retroactive to the date of hire.

An employee who, after July 1, 2015, works 30 or more days within a year from the commencement of employment is entitled to paid sick leave as provided herein.Temporary and part time employees are not eligible for sick leave.

An employee shall be entitled to use accrued paid sick days beginning on the 90th day of employment and thereafter may use paid sick days as they are accrued. Accrued paid sick days shall carry over to the following year of employment. Unused sick leave allowance may be accumulated to a maximum of 120 hours.

Each year on the last day of November, employees who have accumulated an allowance in excess of (120) hours shall be given the choice of payoff or credit to vacation of one-half (1/2) of the amount in excess of (120) hours and the remaining one-half (1/2) shall be canceled. If employee chooses payoff it will be included in the first pay date of December.

If the need to use paid sick leave is foreseeable, the employee shall provide reasonable advance notification. If the need is unforeseeable, the employee shall provide notice of the need for the leave as soon as practicable.

Sick leave allowance shall not be credited for unapproved absences or during the following absences, which extend for five (5) or more accumulated full working days:


• Approved personal or indefinite military leave of absence, unless otherwise provided by law, and approved medical leave. The amount of each employee’s accumulated allowance shall be posted at least quarterly.

Absence due to any of these causes shall be deducted from the employee’s accumulated sick leave allowance, provided:

• The General Manager is notified during regular working hours as promptly as possible as to the reason for and probable duration of the absence.

Injuries sustained on the job must be reported to the General Manager as soon as possible and, in any event, within twenty-four (24) hours after the injury has occurred.

Upon return to work after an absence of five or more days due to personal illness, injury, or pregnancy, employees shall be required to provide the General Manager with a written statement from the attending physician concerning the reason for the absence and physician’s release to return to work.

Sick leave shall not be used for absence on a holiday on which an employee is scheduled to work.

In no event shall paid sick leave exceed the employee’s accrued sick leave allowance.

The minimum charge to an employee’s sick leave allowance shall be one (1) hour. Absence of more than one (1) hour shall be charged to the nearest full hour. The rate of pay shall be the employee’s hourly wage.

If the employee had different hourly pay rates in the 90 day period prior to taking accrued sick leave, then the rate shall be determined by dividing the employee’s total wages, not including overtime premium pay, by the total hours worked in the full pay periods of the prior 90 days of employment.

Periods of incapacity of one (1) day or more due to illness, injury, or pregnancy while an employee is on paid vacation may be charged to the employee’s sick leave allowance, provided:

• The incapacity is of such a nature as to prevent the effective use of the vacation and would prevent the performance of normal duties if the employee were not on vacation.

• Notice is given to the employee’s supervisor within four (4) calendar days of the onset of the incapacity or the end of the scheduled vacation period, whichever is earlier.

• Upon return to work, the employee presents a statement from the attending physician concerning the reason for the incapacity.

22 Termination

Upon termination, payment shall not be made for any accumulated but unused sick leave. If an employee is rehired by the District within one year of termination, previously accrued and unused paid sick days will be reinstated.

Bereavement Leave

Whenever employees are compelled to be absent from work because of the death of a member of their immediate family, no deduction shall be made from their basic salary on account of such absence, which shall not exceed three (3) days for each incident.

“Immediate family” of the employee is defined as parents, parent-in-law, stepparents, spouse, child, brother, sister, grandparents, and grandparents-in-law.

Compensation for absence due to bereavement shall not be deducted from either an employee’s accumulated sick leave or vacation credits.

Personal Leave of Absence Without Pay

The General Manager with the concurrence of the Board may grant a personal leave of absence without pay of not more than two (2) calendar weeks to an employee requesting it in writing at least two (2) weeks in advance of the requested start of the leave. If circumstances prevent such advance notice, this requirement may be waived.

If an unusual emergency occurs which would prevent the employee from returning to work at the end of the leave, upon formal request, the General Manager, subject to Board concurrence, may grant one (1) extension of up to two (2) calendar weeks.

Medical Leave For Job Related Injury Or Disease

Non-Job Related Illness or Injury

Employees who are ill, injured, or pregnant and present satisfactory proof attesting to such illness, injury, or pregnancy signed by an attending physician, may be granted a medical leave for a period of not to exceed three (3) months. Where circumstances permit, EOCWD shall be given two (2) weeks notice in advance of the requested commencement of the leave.

If, at the expiration of a medical leave, the employee is physically unable to return to work, the leave may be extended for a maximum of three (3) months. The request for an extension shall be made in writing prior to the expiration of the leave and shall be accompanied by a statement signed by an attending physician setting out the reason for the employee’s inability to return to work and the probable date of

23 return.

During the course of the leave or extension thereof, if requested by the EOCWD, the employee shall submit to an examination by a physician designated and paid for by EOCWD. Upon such an examination, should EOCWD’s physician determine that the employee is able to return to work, the medical leave will be terminated in accordance with such physician’s findings.

Job Related Injury or Occupational Disease

An employee who sustains a job-related injury or incurs an occupational disease arising out of and during the course of employment by EOCWD, will be granted a leave automatically for the full period of legal temporary disability.

Payment during this period shall be made of basic salary during absence on such a leave.

Military Leave Of Absence Indefinite

To the extent the law may require, upon presenting a copy of an employee’s military orders to the General Manager, an employee who enters the Armed Forces by enlistment, induction, or recall from reserve status shall be granted a military leave of absence for the full period of service.

Temporary Military Leave

Payment of employees on temporary military leave is governed by Section 395.01(a) of the Military and Veteran Code of the State of California:

“Any public employee who is on temporary military leave of absence for military duty ordered for purposes of active military training,

encampment, naval cruises, special exercises, or like activity as such member, provided that the period of ordered duty does not exceed 180 calendar days including time involved in going to and returning from the duty, but not for inactive duty such as scheduled reserve drill periods, and who has been in the service of the public agency from which the leave is taken for a period of not less than one year immediately prior to the day on which the absence begins shall be entitled to receive his salary or compensation as such public employee for the first thirty (30) calendar days in any one fiscal year. For purposes of this section in determining the one year of public agency service, all service during the military leave of said public employee in the recognized military service shall be counted as public agency service.”

The time when military leave may be taken shall be subject to the General Manager’s discretion and applicable military regulations.

24 Jury Duty Leave

Employees who perform jury duty are granted time off without loss of pay for the actual period of service required for such duty. Employees will be paid the difference between their basic salary and the jury duty pay they receive, not including reimbursed expenses.

Maternity Leave Of Absence

A maternity leave without pay may be taken up to one (1) calendar month before birth and extending up to three (3) calendar months following birth.


Time off work for voting in general, direct primary, or presidential primary elections is in accordance with the laws of California which provide, in substance, as follows:

If an employee who is a registered voter does not have sufficient time outside working hours in which to vote, the employee may take off enough time from work, when added to available voting time outside working hours, which will enable the employee to vote. Up to two (2) hours of such time off work shall be allowed before time off is deducted from the employee’s pay.

Time off from work must be at the beginning or end of the regular work day, whichever will permit the most free time for voting and the least time off work.

At least two (2) days notice, in writing, in advance of the election must be given by the employee who requests time off work to vote.

Conditions of Leaves

Except as otherwise provided herein, all leaves of absence shall be without pay.

An employee who engages in outside employment, either for another employer or in self-employment, during a leave of absence may be deemed to have quit without notice, unless such activity is expressly

authorized by EOCWD at the time the leave is granted.

An employee who exceeds a leave or an approved extension thereof shall be deemed to have quit without notice.

An employee on a leave of absence extending beyond thirty (30) days must request a restoration of his position five (5) days before the requested day to return to work.

Employees, who are absent without approval for more than three (3) consecutive regularly scheduled workdays, shall be deemed to have quit without notice.



EOCWD provides a comprehensive program of insurance for all regular employees and their dependents. Part-time and temporary employees are not covered by EOCWD’s insurance plans. Details concerning insurance benefits are contained in separate documents that are issued from time to time to each regular employee. This document describes the

provisions of the Group Policy principally affecting the persons insured. The final interpretation of any specific provisions in this booklet is governed by the terms of the Group Policy. Eligible employees and dependents are covered as follows:

Coverage of employees commences on the first day of the calendar month

Coverage of employees commences on the first day of the calendar month

In document May 18, Board of Directors East Orange County Water District 185 N. McPherson Road Orange, California Dear Members of the Board, (Page 42-51)