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4.1. ERMUSR 10-13-2009~J~ Elk River -~..-~ Municipal Utilities 13069 Orono Parkway • P.O. Box 430 Elk River, MN 55330-0430 October 8, 2009 To: Elk River Municipal Utilities Commission John Dietz Jerry Gumphrey Daryl Thompson From: Troy Adams Subject: Review and Consider Revisions to the ERMU Employee Handbook Phone: ?63.441.2020 Fax: 763.441.8099 At the September 8th commission meeting, staff was directed to have Mark Mathison from Gray Plant Mooty continue with the review of the ERMU Employee Handbook. There were a number of policies that required additional research or information. These included the Weapons Prohibited policy, the Electric Reconnect Stipends and Lead Pay Differential policy, the Paycheck policy, and the Voting Leave policy. This revised handbook is attached for commission review. The question remaining regarding the Weapons Prohibited policy was if there would be a specific exception to this policy that allows a weapon to be transported in a utility vehicle for use at an organized event associated with an industry school. Gray Plant Mooty has drafted this exception into the policy for commission review. In reviewing the Electric Reconnect Stipends and Lead Pay Differential policy, it has been determined that there were issues with method used for the FLSA calculation. The problem is with the reconnect stipend. This dollar amount needs to be included with the hourly compensation in the calculation as well as including the time it takes to complete the reconnect being included in the total hours worked. There are a number of options going forward. One, the current practice of paying the stipend could continue and the FLSA calculation would then need to include the stipend dollar amount. To do this fairly, the time spent per reconnect should also be tracked and used in the FLSA calculation. Two, the stipend could be eliminated and the time spent performing reconnects could be paid based on the current call out practices. This would include the minimum of 2 hours pay per call out. This option would appear to be simpler, but in actuality, the FLSA calculation still needs to be done. So, there would not be a reduction in administration time. If neither of the first two options have commission support, another option would be it develop and implement something entirely different. In discussion with Gray Plant Mooty, there wasn't any legal need to eliminate the stipend and continue with the current practice as long as the corrections to the FLSA calculations were made. Revisions to ERMU Employee Handbook Memo Page 2 The Utilities Commission directed staff to determine a way to correct issues with the Paycheck policy to eliminate estimating and provide additional time for payroll to be completed. The solution that works to address these issues but also doesn't create addition problems with the on- call rotations and holidays would be to shift the 2 week pay period from Thursday through Wednesday to Tuesday through Monday. Timesheets would be turned in on Tuesday morning following the 2 week pay period. Payday would be the Friday immediately following the end of the pay period. The on-call rotations would transfer Tuesday mornings at lam eliminating any conflict with Monday holidays. This also limits the number of weekends per on-call period to one. To implement this plan will result in a one time 2 day reduction in pay for all employees. Staff recommends implementing this plan for the pay currently ending October 28tH There were also questions with the Voting Leave policy. The commission requested that the regulations pertaining to voting leave be provided for review. This additional information has been attached. EMPLOYEE HANDBOOK 13069 Orono Parkway ELK RIVER, MN 55330 Office: 763-44 I -2020 Plant: 763-44 I -2212 Revised 2009 RECEIP'T' AND ACI{N®WLEDGYIENT ~S--I-;-~ii~3~E3'c-P~~ki~£tE~~~t?H-lc-4t'ts~flr~.11 +l-rrt~-~rit~T~ aT'i~oT ~r, 1 T T*;l;+:o~~ /~_«~?~:1:* ~,~~"\ ~e~ies--a-nEl--ia~---ini~~I~E~-tt3-l~'tp_vet+-g~~--t~---l~-i~~t---t13e- T T*~---~-r ~~si}?i-l+t~~-- }-fie-I-lark ~}~ l-;-es ~<-rata-ele3~ees: T-~r 1~-a-t~l~ic+el~--i~;--eli:s-t~~ t~ae~--t-e}_~t~si~tf--l~;~~i~ t~~it~~;i-ie~~--ak~.attt--tl~~-t~~rp~-}=r~~~a-t po-li-e-+r~--~--an~k-tom :~,L r~--,~-~L~~E~t-ems--~-l~-e~-t3--~i~-t~3n~--tom}- i+~#~~= ~=his-~~}l~l~<~--ai~~~t--tt~~ t~--1s+t~-n~-~~t~---a~~-t}~-TT+~.r~~~~-~~-~-~-r+~}i~-tt~ +t~~?~t- ~+~-y-tl3-is~-1=~,u~:a-l~~I::--~~El-tf~---ai-~d-r-~~ -~~-h~~+t~atic~t~--a~ ..-i~-~}~tt~~t~-i~uT apl~t-~rr~~t l#--~-ur-l3-a~,=~~+~-c}-tt~t-i-ta-t~~-al~i~i-t-tf}r~--ii tfi3t~~-atie{~---i+~-tl~i~-I~~~ll~~c~lr-~r•--i~-t-lip---1-}a+x~~rk d-+tt~t-~l~at=-t~-,t~}c-h-~~--yetn ~~t~~-1~k~T.~~-•-c~~t~~t--#}~e- ~ ~ ' m~xc~iatiTO` Tl+ TTr:l:h~_.fli~'i--i3kirtli*.?r?f~ =~~~~1~--ti3E'--~~t~-t'-t3-~-}`}li--~i-k~{'.I=--~E3i'-~~~t-l~i~~- -~~3ttre-~-~t~-ic-~s, a ~T, T Tt;L~ ~~?urn--,'~-e:-r-r~--l~.-~ptc~+~-ati~t ~at~--k~r~--fc~i-t-i~-~~ t}~-F-t~=-~# -l~-lk-}~-i-vex-f ~i~3x:~--~es~~u~c~~ -I-~ p;u-~3~w~- By signing this receipt, I acknowledge that I have received a copy of t~l .Elk River Municipal Utilities'- Employee #a~eelfHandbook (the "Handbook"l. This Handbook and the policies contained or referenced in the Handbook supersede and replace previously-issued f~an~eel~handbooks, other oral or written statements of employment policy, and other employment practices. I understand that the Employee Handbook may be amended at any time, with or without notice.- I understand that I do not have a protected proaertv interest in my emplovment with the Utilities I also understand that neither this Handboo ~ nor an pr v i n ~n ~ creates a contract of anv kind between the Utilities an me I ag~eeacknowledRe that it is my responsibility to become and remain informed about t_he emnlovment policies and practices of the Utilities and to abide by the rues, ~+~~ .,aa~,t„fthe itilities regulations, standards and policies E~P-~-~'~~' mcludin~ those contained in this Handbook I also understand that anv violation me of the Utilities' rules regulations policies practices or standards is nisr, cau~c ~~~ discipline up to and including ternzination of my employment. TL. T T+;1:..~, ; ~ -a=~~}cntt~: c}-tt~ -~-F~~-erg-vv}#13-cii1-;:+I~p~a~i~-l---k#~-a+~--p~fsi~--~f -tl~~ }-1}#~~~k ~-s--it~c-aft-i-si~~+~t--w~tk~-t~~pl~~.-at~+~--l;t~v;-t:l~~-~~il~it~.w-il}-~:ta~t~~l.:~....w=it}~z+pl~li-c;al~l~ ~=. Date !Tint or Type Name Employee Signature ~INIPORTA~iT NOTICE ABOL;T THIS I-IANDSOOIC This " ~ ~: _~rn _ lc)~ e~_Hartdl>c~nl~.--~ctsnorth eneral policies ~~a ~«,.,.~a. ~ ,f the Elk River Municipal Utilities (the " ~~~e3~ees-Utilities tln~~ ,~ intc n~i~d t~~ h~.~ ~ c~~, <r,,t to ';ac~« thc'__~~' tilities and <;t~r~u~l~~u~1it~,. _ Tl,~ ; ;~_~n~ibo~l. a~l~~.> ro_~~11 ~j~5--Utilities employees ' ii'a'~~t-iei}s b ' b e f l~T,. „r r' LEL,9~1~ T Tr'1'r L. +1, .,,,rT,,,«:r., +.. .,Ir ~ r~~,l ,a'r' v G uuGr C-C 7 GG „ ~ TTTT~~~~~~ - ~at:'~'t}c'-`-1"~?~~~i~~-}i}-~t~-i'7-'Elf-3Ff"-f?#?jj-}~f3~_"~~~t-E~~`}~t} The Utilities Commission shall, in accordance with its statutory responsibility to manage the IT~~}Utilities, be responsible for the maintenance and periodic revision of personnel policies a~-the ' ' ,' r ~~~T Y,,,gi_~Utilities' personnel nroaram and this Handbool. The Utilities ~, ~ c~miii~ttrd_~c~ ap~~;I~u~~r_~~tatii tail -~~r~~li~aY,l~:_ ~~iti~ ~t ~n_~: _ _. 1,~~,~i_~i~n of r~1( i~~anc'ht~,~~ _~,_.i~,coi~;..~t~nt ~~rth .i.>>lic~,_I;,i~ i~i~~ ~hc_ -- -= ~ -~- _ - __ ----:-1~- _..__ __=l rr-~~tltilities ti_il( ~ nl_~,yi~ ~ ~C11 ~i~)~~l li dr~~~ ~_~i~}., _ - -- - Each em to ~ee of the Utilities is responsible to become and remain informed about the employment policies and practices of the Utilities and to abide bti the rules revulations standards and policies of the Utilities including those contained in this NanrlhnnlG i~ , _ZiS._Ilaiilh~c~lc._.~_.._d~~~~ilel.._.tc,__ai7s~_er basi_c~i~stiony._~th~~ut_t11e__~t~-l~i-t~sUtilities' c»~~_i_c~~mrnt~,oiic~t.s ~nd_fnot~..dlur.s an~~l tll_5lllt, as._a r(~oi.~-c(._l~h~n (~u n7at~ i7e~d i_nfc~nn~iti~n_ 7 h_is Ha!~dbt~ok c_~nn<)t co~Gl e_el~ _:ittlatiol~.. _and tl7e _~-i-4~= tiliti s 1.c:Ser~4~ the rirTht tc? ii1_tci~7r(_t=ant a~~i~_ thi~.Handl-,~~oh and t~)_~cl~lre~.S ea~tl_31TUatl0ll_a 9t_C1t;XrT1'111Cit S_ ~}~TC7~7Ylat~__ if you ha~~e. any c~ueytit~n~ itbC)llt tllt'_1nf01'1711t!l)Il in tl_~i_~,_1-~~riclbc~c2k__~~r if_tl,~__Ht~ndl~it~l: -_~-_= -_ cloe~ nc-t_a~~e~r t~._ac~clre~~ ~~,ar_cc~nc~~rn~~lcae~ c~~ntat.t_the.Utilities' Human Resources Representative The Utilities' T J i~ " ~~- } +~ ~~ ~'>7 '~ 1!a5 - -- ~trran<~t cl ~~ ith th_t__ Clt~ i~t 1 1N ll i~ ~r_fol HLU11an F~c~oulu~s_scr~ I~ t ~ The Utll-ttes'-~ _: __ .._ __~ ..x _ ~i r r~T.~}.~ F-li-rt~atl Kc~ouic~.~ ke~r(~~t ntati~e_ can__b~_tot~ncl i~7 the C'it~ (~t l~l~ Itl~ea' s fr_I~.lrnan_?_~~~c7t~rc~s._Dt.~?at~nent_ No employee has a protected _~?r~~~~t~t~:_:_ii_-ttr~~t _n__=hs_.or_~h~:r c~7~~1~~~_rr~c-~t __~~th_the Utilities and nothin>? in or about this Handbook creates a contract of anv kind between the Utilities and anv Employee. ~~ Violation of the Utilities' rules regulations or policies standards or practices is iust cause for discipline up to and including termination of employment. GENERAL WORKPLACE POLICIES ~-2. OPEN DOOR POLICY "+ ""'"' +~ ~~A=-~Durin~ your employment with the ~ti~y=Utilities you may have a ertain concerns such as an issue suggestion, comQlaint or-~ question3 about your job, your working conditions or some ~°: Yc:~c,,,~~_l_z,~related matter. We strongly encourage you to raise tl~eseanv such concerns to Utilities manavement so that u ... i J we ca~rwill have the ~a#tebenefit of your input °^a a° ~ ~-°~+ * ~ +>1 r-~isec~on the matter and you will have the benefit of our best efforts to address any concerns you might have. [n addition, you are required to report any conduct that you believe is illegal, and to ask questions if you are not sure whether anv particular conduct is appropriate. Please also see the discussion under the Whistleblower Policy~ec~i~At~-~-#~ ' T r herein- in this Handbook ~'~1' :)tl ~~ lh 1d l~ tU i' ~(>LT Z i:~hC\!' C1~ I`, l,ttLCl ~ 'i ~dtE(5t1 Ot.' ~d\~ 1C,crl~tc~t101 11 ?ht4111a~Clilt S lld~ [)t ~on~kl~.Ced tC' ~~d\~ Un~nllttetl ~Il ~.C~i1l~~ - _ __ - _ - __ _ - __ S~_~'i)LlS t i0iai t)tl 1 Ildt l.Tl(ll~ I,_(Udl '1111_ h( ;Uhi~CT tr) i)[~ _.,Tlt ~ 3I1~~ ~~)t' Cl(~C,~~ 1 t?V"~=tlnn- Lt~~ t0 ~tlCl [fiCllh't~;1T_T ~i_SC11%i1~c7C._; - - - - -- - -- - ~eUnder this Onen Door Policy we ask that you t~alEeraise your Eet~e~sconcern first tewith your immediate supervisor, if possible, and follow these steps to have your concerns addressed:. (Please note that issues of haras ment should be addressed in accordance with the Utilities' Harassment Policy in this Handbook 1 If you have any concern about any aspect of erriployment with the Uy~Utilities or with the ~3t~i-lUtilities' business-wises, lease voice your concerns to your immediate supervisor as soon as possible. In most cases your immediate supervisor will be in the best position to address your concerns. The supervisor and the T T~~Litilities will make every effort to keep the matter confidential to the extent possible within the confines of the rights and obligations of you and the ~3ti-Iit~ tilitie 2. If far some reason you are not comfortable discussing your concerns with your immediate supervisor, choose another I-tt:):+~- ±1. ~T - D ., r ~~ Utflrtjes manaf jrl ~3~.[ ~F~i`l~~l~hlwhomtto d scuss'your concernsh~l~ t~~'o~°ks I)it' ct~)r_~,~ , _ _ t, ---- Again, he/she will make every effort to keep the matter confidential to the extent possible. 3. 1I1~~-f?~+1-,1iE-=~1'f;[•k~;-F~,}-t~-#~-~e._~_~~_~.tT~.~,~~Alternatively, or in addition. you may feel free to contact the Utilities' Human Resources Representative. The T Tr~'1.'thT.Utilities has arranged with the City of Elk River for Human Resources services-a~_ the U~li•~y'-s tili ie 'Human Resources Representative can be found in the City of Elk River's Human Resources Department. ~~•t~-t~o+~~2--~ti-1~o-~,i~l_Ito-rfl~~t--a-~~~~a~vr+-c~i-~+:rspett~cl-v-i~l~tt~o+~t~#=•~a~-~-: ~r~;~tl-a-tt{~t~--~~~~-ifrt~~~l pc~k~~---r~rv •l~-c;•er~sid~r~l-#~-ha~~-c-ot3~+t~tc~Ek-an-e-c~~•N~,-~g{-i~x~~~-i~l~t-i~•.---f .. 3~~lt~~t~h~i~~•-Fjt~+t-6~: -~tb~~~t-tt} e~~~c=ttv'~-~ix}d,'o~-tl{l;.e-ipl•i+~,~~~~t'-t~ii_ u~j-to-a~•~~+~+r~~•n~ d}tic;l~;.~~: The T T~y~ tili i strictly prohibits retaliation or reprisal of any kind against an employee who makes a good faith report regarding a known, or suspected, violation or concern regarding any law. ¢,~ EQUAL IJMPIJOYMENT' OPPOItTUNIT'Y The T Tviii-r ~U ili ' s pledges its best efforts to avoid discrimination against any employee or applicant for employment because of race, color, creed, religion, sex, age, national origin, sexual orientation, marital status, veteran status, status with regard to public assistance, disability, or any other status protected by state or federal law, The T T~irci j tilitie prohibits discrimination against and harassment of any employee or job applicant on the basis of protected class status. Employees who participate in discrimination in violation of this Policy are subject to discipline up to and including termination. Retaliation against any employee for making a good faith complaint under this Policy or for assisting with investigations of complaints made under this Policy is also strictly prohibited. Any person who feels that he/she has experienced discrimination or harassment to violation of law and/or this Policy should immediately contact his/her supervisor, the + +~ T ?*~~ltilities manager. Human Resources Representative, and/or any b Anv manager or Director who receives a report under this policv is re~nired to communicate the matter to the Human Resources Representative immediately . 4s4: DISABILITY ACCOMMODATION The ~ ilit' seeks to provide reasonable accommodation, as appropriate, for qualified employees who have disabilities. An employee who believes that he or she requires an accommodation due to a disability in order to perform the essential functions of his or her position should so advise his or her immediate supervisor another tilities mana er or the Human Resources Representative. Wg ask that this request be made in writing. Retaliation against any individual for making a good faith complaint under this Equal Employment Opportunity/Disability Accommodation policy, for opposing discrimination, or for participating in an investigation of any claim regarding discrimination or disability accommodation is strictly prohibited. 8 If you feel that you have experienced such retaliation, you should follow the Reporting procedure outlined above in the Open Moor Poi_icy. Anv manager or Director who receives a report under this nolicv is required to communicate the mattes to the Human Resources Renresentati~e ~mmed~ately 4~~ HARASSMENT PROHIBITED All ~tltilities employees have a right to work in an environment free from discrimination and intimidation, including harassment. The mission of the y~Utilities is best accomplished in an atmosphere of professionalism that in turn is supported by mutual respect and trust. The i~ti-l-it~Utilities expects all employees to work toward this goal. Harassment based on a person's race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, status with regard to public assistance, veteran status or any other protected class status may be unlawful and is strictly prohibited by the yUtilities. Definitions of Sexua[ and Other Forms of Harassment Harassment consists of unwelcome conduct based on a person's race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, status with regard to public assistance, veteran status, or any- other protected class status that is interfering with your job performance; or creating an intimidating, hostile, or offensive work environment; or when submission to such conduct is: • a condition of employment; or • a basis for an employment decision affecting your job. One form of prohibited harassment is sexual harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact or other verbal or physical conduct or communication of a sexual nature that is interfering with your job performance; or creating an intimidating, hostile, or offensive work environment; or when submission to such conduct is made: • a condition of employment; or • a basis for an employment decision affecting your job. The ~titilities prohibits sexual harassment of anv tune and in any form, including verbal, physical, and visual harassment. Some examples of conduct that may be sexual harassment include: • use of offensive or demeaning terms that have sexual connotations; • telling suggestive jokes or stories and conversations about sexual exploits, sexual preferences, and desires; 9 o jokes, cartoons, pictures, objects or stories that have a sexual content; o threats, demands or suggestions that an employee's work status, advancement or other terms and conditions of employment are contingent upon the employee's toleration of or acquiescence to unwelcome sexual advances; ® repeated, unwelcome sexual flirtations, propositions, or invitations to social engagements; or o unwelcome and objectionable physical contact or physical proximity. ,Scope of Policy The TTUtllltleS prohibits harassment ~ any tune or fo~« ' '""b "°"b~'=~ This policy prohibits same sex harassment and harassment by members of the opposite sex. In addition, this policy prohibits sexual harassment and any other form of harassment by any individual, including iliti s manager ,employees, co-workers, and third parties such as clients, elected officials, consultants, contractors or vendors who deal with the T T+ ilities employees. Reporting Procedure for Harassment The Utilities t~ant ro;-c~;r~l~e ~t~~rc~blcros._but_it c1n do _s~_c>nl~ li_~t »_a~~arc_c~t:th~m Tlie_Utilities :.~nco~u~c TG_s an_ ~_=_ii~cli~ Slual «iio ~~efi~~_es lie%she i5 be in~~ 11ara55cd tc~_re ort ~n~=-arid _ail i~7cid~~rits_~~r ~rcei~_ed har~~ssmeni. If at any time you feel you are being harassed, you should immediately contact: your supervisors and/or another Utilities manager (including any superintendent of the Utilities or other representative as defined in Section ~0 of this Handbookl: and/or the Public Works Director of the City of Elk River; and/or the Human Resources Representative (at the City of Elk River= Rte:; 'rte--~~~~nt-~ tf~-~-gel-vE~..rtt~--p3~~l~-ms--~G}r~~-h-mat?--~lc~--:~-f~-~--i-f..i.t..-ts-~~,~-c~I=tk~~- --t=1~~ T T tie-~3t~-a~~~~kt}r~ rt~l-i~~~#ttal-~~~e-I:~~~e~~~;~l~-i-s-k~.~i++~- lea-ra-~~,~c~-t-c~~-rt-~+~~= -al-l-it~~c ifle+}t~r~o~ c~*.+~e.~-i-~t~tra~;~~~: n tiliri manager or City Director who receives a report under this policy is rec.~.iired to communicate the matter to the Human Resources Representative imm_ iatel . io Your report of harassment may be ~oi_al or written; in either case, it is important that yon! state that your report is being made tender this harassment policy, or that it concet~ns harassment. You may choose to whom you make the report; that choice, however.; must be made from the list of individuals named above. The i~Utilities will promptly investigate harassment complaints as appropriate, and take other appropriate action. Any person who is found to have committed prohibited harassment will be subject to corrective action up to and including termination. Confidentialin~ - .No Retaliation The r r~}Lltilities will strive to protect the confidentiality of information the yUtilities receives pursuant to this policy to the extent feasible and to the extent permitted by law. Retaliation against any individual for making a good faith complaint under this policy, for opposing harassment, or for participating in an investigation of any claim regarding harassment or inappropriate behavior is strictly prohibited. If you feel that you have experienced such retaliation, you should follow the Reporting Procedure outlined in this policy. Questions About This Policy Any questions about this policy or ~anv related matter, should be referred to the Human Resources Representative or any ~ti~it~Utilities manager. ~~ BUSINESS CONDUCT In accepting employment with the I T~yUtilities ,employees become its representatives and are responsible for assisting and serving the customers for whom they work. An employee's primary responsibility is to serve the customers of Elk River Municipal Utilities. The values of Elk River Municipal Utilities -ethics, open and honest communication, maintaining a positive workplace for employees, and serving customers - must guide our daily business activities. We strive for and take individual responsibility for ethical behavior -not only because it is the right thing to do, but also because it is a fundamental value in public services. Unacceptable conduct consists of any act or omission that, in the business judgment of Elk River Municipal Utilities, significantly departs from expected standards of behavior affecting the workplace. Some examples of unacceptable conduct include, but are not limited to: 1. Not performing assigned duties to the best of the employee's ability at all times. 2. Not rendering prompt and courteous service to customers and the public at all times. ;. Not maintaining courtesy and professionalism towards other employees. ~. Unauthorized possession of ~li~yUtilitie property. 5. Falsifying timekeeping records or any other T T~ tilitie records. 6. Violating the i~ tili ies's work rules regarding alcohol and illegal drugs. 7. Fighting or threatening violence in the workplace. 8. Negligence or improper conduct leading to damage of employer-owned or customer-owned property. 9. Insubordination or other disrespectful conduct, including failing to respond to warnings or directives to improve conduct or performance. to. Violation of safety or health rules. t i. Sexual or other unlawful or unwelcome harassment. t2. Unauthorized possession of firearms or any object that could be considered a dangerous weapon (or other violation of the i~ti~it3~Utilities's weapons policy). t;. Excessive absenteeism or any absence without reasonable notice. t~. unauthorized disclosure of business secrets or confidential information. t s. Misuse of T TvcmiyUtilitie resources. .Utilities management or t6. Any other behavior unacceptable to ' ~ b any conduct inconsistent with the policies in this Handbook or the rules. practices or standards of the Utilities. All employees have a personal responsibility to report any behaviors or practices that may risk our future success. If you have any concerns or questions, discuss them with the 1.,0« .,F Human Resources Representative. your supervisor or any ti itie mana~er• These concerns will be treated confidentially (to the extent possible) and with high priority. g;~ ETHICS, GIFTS AND CONFLICTS OF INTEREST T T~ tilities employees shall not use their official position for personal gain, engage in any business or transaction or have a financial interest, direct or indirect, which is in conflict with the proper performance of their official duties. TT T i •ti s employees must scrupulously avoid any activities that suggest a conflict of interest between their private interests and I T tilities responsibilities. Employees shall not accept, either directly or indirectly, any money, property, gift, gratuity, reward, loan, fee, discount, or special consideration or special accommodation from any vendor or potential vendor to the T T~ tili ie or the City of Elk River, or that arises from or is offered because of their employment or any activity connected with their employment with the T T ilitie . ~:~ WHISTLEBLOWERS Pursuant to Minn. Stat. § 181.932, Elk River Municipal Utilities will not discharge, discipline, threaten, or otherwise discriminate against, or penalize an employee regarding l2 the employee's compensation, terms, conditions, location, or privileges of employment because: ~s. The employee, or a person acting on behalf of any employee, in good faith, reports a violation or suspected violation of~any federal or state law or rule adopted pursuant to law io the ~pUtilities or to any governmental body or law enforcement official; h. The employee is requested by a public body or office to participate in an investigation, hearing, inquiry; or ... The employee refuses the "~pUtilities ~ order to perform an action that the employee has an objective basis in fact to believe violates any State or Federal law or rule regulation adopted pursuant to law and the employee informs the blftl~Uti/ities that the order is being refused. for that reasora. The Utilities will make reasonable efforts to pre erve as confidential the identity of a~}an employee making a report ' ~ under this policy to the extent feasible and consistent with applicable law. Anv Utilities manager who receives a report under this nolicv is reawred to communicate the matter to the Human Resources Representatwe immediately. Employees shall not make any statements or disclosures pursuant to this section knowing that they are false or that they are in reckless disregard of the truth. This section does not permit disclosures that would violate federal or state law or diminish or impair the right of any person to the continued protection of confidentiality or communications provided by common law. ~2 WEAPONS PROHIBITED Elk River Municipal Utilities wit rohibits all employees from carrying or possessing firearms or other weapons while acting in the course and scope of their employment for the TT~}zUtllltles. Carrying or possessing firearms or weapons in t~tltilities vehicles is also prohibited. This policy extends to any situation in which employees are acting in the course and scope of their employment including while utilizing personal vehicles or attending work- related training. However, it is not a violation of this policy to lawfully carry a firearm in a personal vehicle that is lawfully encased and secured. Employees may be disciplined for violations of this policy up to and including termination of employment. A narrow exception to this policy is made as follows An employee i not prohibited from cam mR or possezemR a firearm or other appropriate weapon in a situation where in connection with his or her Utilrt~es emplo~ment_ the emplo<<ee is using a Utilities vehicle while attendma an orvantzed event or trammu hosted by a utility industry school or 13 organization and that event includes a hunting or target-shooting activity in which the employee is participating provided that the employee is otherwise lawfully nermitted~o c_arrv and possess a firearm This exception applies only for the auranon o- ~nC ~~~~-<<~ event and the period of the employee's travel to and from the event. 3:~f EIVIPL,OYEE SAFETY Safety is of paramount importance to the TT T tilities. All employees and managers must follow the regulations and laws of the State of Minnesota and rules of the i~i~ tilities governing the safety of employees and the public. [f employees have questions or concerns about issues affecting safety, they should immediately discuss them with their supervisor, any manager, or the relevant public safety authority. Employees are required to report accidents resulting in personal injuries and/or vehicle, equipment, or property damage to their supervisor immediately. - Personal Injuries. Immediately report to your supervisor all accidents and injuries occurring within the course of~ your employment. The supervisor shall submit a First Report of Injury and a Supervisor's Report of Injury Form to the I-Iuman Resources Representative within twenty-four (24) hours of the time of injury. - Vehicle, equipment, or property damage accidents. Immediately report to your supervisor all damage to ~i~-ity tiliti property. The supervisor should submit documentation regarding the incident to the tiliti 'Office Manager within twenty-four (24) hours of the time of the damage or accident. A copy of the Minnesota Motor Vehicle Accident Report must be submitted for all vehicle accidents. The 7 Tacci'nJ tilitie will provide necessary safety equipment to employees. This may include: One pair of safety glasses at the time of employment. The employee shall provide the correct prescription for the safety glasses. The ~ tiliti s will pay the cost of new safety lenses, upon a change in the prescription. If needed, frames will be replaced every four years. Safety glasses that are broken or damaged while the employee is on the job will be replaced by the i r tilitie ~9:.L>L, EXPOSURE TO HAZARDOUS SUBSTANCES Any employee routinely exposed to hazardous substances or harmful physical agents as defined in the Minnesota Employee Right to Know Act (Mr[v~t. STAT. § 182.675) shall be trained before being assigned or reassigned work exposing the employee to such substances or agents and shall be given training annually thereafter. Training shall l4 include an explanation of how and where information about hazards is stored in the work place, how- the .hazards are labeled, and where to obtain specific information. The supervisor (or other designated employee) shall provide for such training and for compliance with the Minnesota Employee Right to Know Act, including the establishment of specific policies to insure compliance with the state law and regulations. An employee acting in good faith has the right to refuse to work under conditions which the employee reasonably believes present an imminent danger of death or serious physical harm to the employee. X12 SOLICITATION AND DISTRIBUTION The ~i~-i~Utilities intends to establish and maintain a safe and productive business environment and to prevent interference with the work of its employees. This policy prohibits solicitation and the distribution of literature on yUtilities property by non- employees. In addition, this policy addresses the limited circumstances under which solicitation and the distribution of literature on Utilities property by employees will be permitted, and it addresses the wearing and display of items, posting material on i~Utilities bulletin boards, and certain uses of the ~i-1-it3~Utilities' computer, email, and other resources. The term solis~itnti,>n means any oral or electronic communication that encourages, advocates, demands, discusses or requests any position or action or contribution of money, time, effort, personal involvement or membership in any organization or the sale or purchase of any merchandise or service. The term distribution means posting, handing out, or otherwise distributing any written material in hard copy. Non-Employees Non-employees of the yUtilities are strictly prohibited from engaging on T T~3~Utilities premises in: i) trespassing; ii) the solicitation of any person; and iii) the distribution of any written material. Any violation or attempted violation of this policy by anon-employee should be reported immediately to the on-site supervisor. Employees Employees are prohibited from solicitation, for any purpose, during the working time of any employee involved in making or receiving the solicitation. Employees are prohibited from distribution of written material in any work area at all times. Employees are also prohibited from distributing written material anywhere during the working time of any employee actively engaged in the distribution. IS This policy does not prohibit an employee from performing solicitation or distribution in anon-work area on behalf of a third party that is not engaged in commercial, for-profit, or political activity, provided the employee has received the advance approval of the on- si.te supervisor to engage in such solicitation or distribution. Related Policies Wearing or DisplayingLof Items. In order to maintain good customer relations and preserve the professional work. environment, employees may not wear any insignia, badge, or button oit their person, nor display any insignia, badge, or button on their desk or in their work area, excluding professional designation awards. T T tilities Bulletin Boards. The ~ti-1•ityUtili ie in its discretion may permit employees to distribute written material by posting on T T tilities bulletin boards in accordance with this policy, provided that any material for such posting must be reviewed and approved in advance by *~--~~ ~~-a Utilities manaeer who may consult with the Human Resources Representative before making a decision whether or not to allow the nostin~ Solicitation and Distribution on T T tiliti s Commuter and E-Mail Systems. Employees and non-employees are prohibited from using 7 T~.1.'t~T.U ilities computer systems and other property and resources, including the T T~~.'1.~~y iliti s e-mail system, for solicitation or distribution, except in connection with a TT T~Utlll ie -sponsored activity or, with advance approval of the on-site supervisor, on behalf of a third party that is not engaged in commercial, for-profit, or political activity. Violation of This Policy ~y an Employee Any employee in violation of this policy will be subject to disciplinary action up to and including discharge. 12. IIr1TEItNET ANI) E-MAII. USE E-mail and Internet Access may not be available to alt i T i iti employees. All i~i~y tilities computers and software are the property of the TT T ilities and are intended and expected to be used forTT tilitie business. Employees should have no expectation of privacy in their use. Employee use, whether work or personal, of the Internet and a-mail may be subject to monitoring or review by the T T~}~Utilities at any time, with or without notice. Violations of this policy may result in discipline, up to and including termination. This policy covers all e-mail, voice-mail and Internet usage that: l6 a) is accessed in or from theyLTtilities's offices; b) is accessed using remote access to the T T~yUtiiities's computer equipment, telephonic equipment, or services; c) is accessed using the T T~y~Utilities' computer equipment, telephonic equipment, or any service paid for by the T T~}~tltilities; d} is used in a manner that identifies the user with the T T~yUtilities or that refers to the U~Utilities in any manner. GUIDELINES APPLICABLE TO ALL E-MAIL AND VOICE-MATT. USAGE E-mail and voice-mail services are provided for the U~i~-ityUtilities's business use. While occasional use of these services for personal, non-business use is acceptable, employees must demonstrate a sense of responsibility and may not abuse e-mail or voice-mail privileges. • Employees should be mindful that a-mail and voice mail or other communications on the mil-it~LPtilities ~ systems or property are not private. All communications sent by employees via e-mail or voice-mail must be respectful in tone and professional. E-mail and voice-mail may not be used for transmitting, retrieving or storing any communications of a discriminatory or harassing nature, derogatory to an individual or group, obscene, or which are of a defamatory or threatening nature. E-mail should not be used for "chain letters" or for any purpose which is illegal, againstU}~tJtilities policy, or contrary to the TT~~Utilities' interests. • The U~i~tttilities has the capability to retrieve mail messages even after they have been deleted or erased. Furthermore, the use of passwords on the a-mail and voice- mail system does not mean that messages stored on those systems are confidential from the Uti-l-it3~Utilities or may not be retrieved or reviewed by others. • Employees should be aware that yUtilities -provided computer equipment and the information stored in such equipment is the property of the T i~yUtilities. The tyUtilities reserves the right, in its complete discretion, to review any employee's e-mail files, messages, and usage at any time and without notice and/or permission. Employees must respect other people's electronic communications. Employees may not obtain unauthorized access to another's e-mail or voice-mail messages, except pursuant to direction from th~4~ai~,-~~~a Utilities manager for the purposes specified above. 17 ® Employees may not use the e-mail or voice-mail systems in a way that causes corgest~on on the Systems or that significantly interferes ~~~?tl? another employee's ability to use the systems. GLIIDELII~IES APPLICABLE 'i'®'I'IIE USE ®ll; II~ITEI~IE'T E-1VIAIL AlilD VNORL.D WIDE WEB ACCESS ® In general, the T T~y~ tilitie encourages the use of Internet e-mail communications with residents, consultants, and others as a means of providing services more effectively and efficiently. Internet e-mail is provided and is intended for the TT TAU ili ies' business use. . Tact counts. If you are not sure e-mail is the right mediurr~ for your message, use another form of communication. • Never gossip, provide personal information about yourself or someone else, and refrain from emotional responses. • Employees should not communicate with residents, consultants or others using Internet a-mail without first obtaining their consent. Employees, at all times, must use discretion in communicating sensitive information and should select communications methods that will protect such information. . Any messages or information sent by an employee by Internet e-mail or otherwise posted in the World Wide Web are statements that may be identifiable and attributable to the TT T tili i s , as if an employee was sending a letter on it} ili ie letterhead. • Internet a-mail may not be used to participate in Internet discussion groups, bulletin boards or other public forums except for approved T TAU ilitie business, professional development, or business development purposes. • Internet e-mail may not be used for transmitting, retrieving or storing any communications of a discriminatory or harassing nature, or which are derogatory to an individual or group, or which are obscene, or which are of a defamatory or threatening nature, or for "chain letters" or for any other purpose which is illegal or is against TT T tilitie policy or is contrary to the U}~iltilities' interests. • Acceptable uses of the World Wide Web access services from the T T~ il'ti include accessing information forte It'lities business-related purposes, professional education and professional development. World Wide Web access is provided primarily for you to retrieve information. Do not post information, comments or statements, except for prior-approved i~ tili i business, professional development or business development purposes. • A World Wide Web site may request information about you in order to build a user profile or mailing list. Refuse any such requests. Respond "no" to any suggested download, upgrade, or enhancement of software. Do not make any purchases or tg access a web site that charges a fee, except for approvedytTtilities business pu Noses. Employees may not send e-mail or voice-mail messages that attempt to hide the identity of the sender or that represent the sender as someone else or someone from a different ltilities or a company. Employees must respect all copyrights and intellectual property rights of others' materials, and may not copy, retrieve, modify or forward copyrighted, patented or trademarked materials except as permitted by the o~mer or as a single copy for reference use only. Internet e-mail and World Wide Web access usage is not confidential The ~i-I~}Utilities receives detailed monthly reports on Internet e-mail usage by individual and theL~it~Litilities' software tracks each World Wide Web site you visit. BANDWIDTH CONSERVATION The~Utilities uses the Internet for a number of keyt~Utilities functions. To ensure sufficient bandwidth to perform these functions, the~Utilities has implemented a variety of bandwidth conservation measures. These measures include blocking websites that have no instructional or administrative value. Employees shall not use Internet radio stations for casual listening and/or background music. Employees shall not download music files from the Internet. Employees who violate any of the guidelines may be subject to disciplinary action including, but not limited to, written warnings, revocation of access privileges and employee termination. ~:.~ SUPPLEMENTAL EMPLOYMENT b ~ • b The Utilities does not restrict employees from enaa<7inR in OL1tSlde Pnln~n~•mant However the Uhlrties expects revular full-time employees to consider Utilities stiork their prmlar~ employment No utilities employee may enaaRe in outside employment that interferes ~~ith the pertormance of his/her duties with the titilitie that represents a conflict of internat. or that may influence or bias an employee' iob related decision making abilrt~ The Llhlrties will not change an employee's work hour to facilitate the scheduling of am outside employment. If a supervisor believe an employee' outside employment is detnmental to the Utilities and his/her position the emnlovee may be asked to discontinue the outside emnlovment. If an employee is asked to discontinue outside employment and fails to do so he/she may be subiect to discipline un to and mchidul~ tern~ination 19 X4.1,5 REPORT OF PERSONNEL CHANGES The T T tiliti s attempts to maintain complete and accurate personnel information on its employees. It is the responsibility of each employee to notify the office of the TT T tilities when changes occur, including: Name (through marriage or otherwise); Address; Beneficiaries for life insurance and retirement; Telephone number; Person to contact in case of emergency; or Other changes which may affect benefits coverage. }.~:1¢, ATTENDANCE Regular attendance is an essential function of every job with the ~ ti iti s. Every TT T~~.'1,~t~T tiliti s employee has an important role to play in maintaining a productive workplace. Therefore, it is essential that all employees report to work as scheduled every day. Unsatisfactory attendance, including reporting late to work and leaving work early may result in disciplinary action up to and including discharge. If an employee must be absent from work for any reason, other than approved time off, the employee must notify his/her immediate supervisor at least thirty (30) minutes prior to the start of his/her normal working hours. If an emergency prevents the employee from notifying his/her supervisor at such time, the employee must call his/her immediate supervisor as soon as possible during the workday. ~~ DISMISSAL OR LAY OFF All new employees shall be on probation for a period of one hundred eighty (180) days. Continued employment during this period shall rest solely with the discretion of the Utilities Commission. Subsequent to that period, the employee shall attain regular status subject to the following: Employees on regular status may be dismissed only for cause, which may include, but is not limited to, the following.• ~--~ ~~rg~tsge;Condirct in violation of or inconcistent with Utilities nolis~. znclzrdin~ hzrt not limited to anv and all noliczes set forth zn this ~Ianclhook• conduct or lcm~uaQe that is imnrover or tnannronrzare in ine discretion of the Utilities: insubordcnation,_ failure to do the work assignedy in a manner ccrticfactorv to the Utilities: dishonesty or stealing,-• nd sale, transfer of, or possession-e~ or being under the influence of intoxicating beverages or controlled or mood altering substances while on the job. 20 Thy ~~~• r'~ ~Itilit~es reserves tie right artd sole drsc~retiort to eliminate ~~SltdOi?S CIYI~'Zlr re ~ZICP t~2v ~?nZlrS LZSS~E'iErto~/ U~ilh rd OSSt1~i3 f)1' ai'1l' j2n cn [tli7la/E hllSli?t'SS i"Pa5011. 11'lljl Ol' ik'llhOl/l 111 St Ca1lSe ~1.$.~ JOB POSTING As position vacancies occur at the IT~'1.'~,ytltilities, the position's job description will be posted in a prominent location to inform employees of the vacancy. Employees that wish to he considered for the position are encouraged to contact the appropriate decision- maker{s) indicated on the posting. The twit-}Utilities may also advertise the vacancy to attract external candidates. The iii-1•it3~Utilities retains all its managerial rights and w~~e}el-yhas the sole di cretion to decide ~kewhich candidate is best qualified to fill t-hea vacant position °~ ., whether or not the candidate is a current Utilities emnlovee J$~ PERFORMANCE REVIEWS An employee's immediate supervisor or department head normally will conduct a performance review on an annual basis. Employee performance, however, may be coached or reviewed formally or informally at any time. Performance reviews are an opportunity for employees, management, and the Iii-1-it3~Lltilities to assess an individual's job performance and to assure the continuing improvement of every employee's performance. The performance review system is designed to: • Ensure that quality services are provided to the public at the least possible cost; • Motivate and develop employees to their fullest potential; • Clarify roles and mutual expectations of supervisors and employees; • Promote open and ongoing communication between employees at all levels, including feedback from subordinates to supervisors; and • Assist in determination of whether employees are meeting the °°"+°'~perfonnance standards for their position. The performance review will usually be documented in writing as well as delivered orally to the employee in person. Completed performance review forms should be signed by the employee and the supervisor or ~eet~t~c-Q«other Utilities niana~~er or representative delivering the review to the employee. These completed forms are generally maintained in the employee's personnel file. 2l ~x~ ,~ ~ ~ ,a u,., WAGES AND HOURS ~9-:~2(, WORD HOURS ANI) OVERTIME ~keFor numoses of timekeenina and overtime calculations. the regular workweek at the TT T,~ tilities runs from 1 uesdav tnrou~h Monday. Non-exempt employees are paid on the basis of hours worked. Exempt employees are paid on a salary basis; their compensation is not based on the number of hours they work. -r• a >, ~~ '>> ~° ~~~a~~All non-exempt employees ~~l~will be paid for their time worked in excess of forty (40) hours ' `t ' •~~°°'', ""'ttirin~ the workweek (Tuesday Mondavl at a rate of one and one-half times the employee's regular rate of T_ ~~~.•__ ,. ~°.. ~~ia ..,.,~~ Pry .u,ll hP na,d for work nPrtormed in excess of eight pay lri dUUlllUll re uiai ii~.iu (8) hours in a day. at a rate of one and one-half times the employee's regular rate of nay. Two times anon-exempt employee's regular rate will be paid for time worked on Sundays and designated Holidays. Exempt employees do not receive overtime. ~$;~ EMPLOYEE CLASSIFICATIONS The following definitions are provided to assist employees in understanding their employment classification and benefits eligibility. Although employees generally will be classified as one of the following, they should be aware that their classification may change at any time as the TT TUtiliti considers appropriate. All employees are designated as either non-exempt or exempt from federal and state wage and hour laws. Non-exempt employees are covered by specific provisions of the wage and hour laws, including overtime pay. Exempt employees are excluded from specific provisions of the wage and hour laws, including the overtime provisions. Generally, exempt employees are engaged in managerial, professional, administrative, or executive positions and are paid on a salaried basis. It is our policy to fully comply with federal and state wage and hour laws. In keeping with this commitment, we will pay exempt employees their full salary (or salary plus vacation to equal the amount of the full salary) for any workweek in which they perform work, regardless of the number of days or hours worked, subject only to deductions that are permitted by law. Full day deductions from pay that are permitted by law include, for example, deductions for personal time off, sick days before or after eligibility for paid sick leave, or for infractions of written workplace conduct rules including but not limited to any rule or oolicv set forth in this Handbook. Full or partial day deductions may be made from the salaries of exempt employees for infractions of safety rules of major significance and in certain other limited circumstances. 22 b ~ ~ Emnlo~•ees are classified ~~accordin<T to the following definitions: Regular Full-Time Employee. A regular full-time employee typically works 40 or more hours per week, and is not classified as a temporary worker. Regular Part-Time Employee. A regular part-time employee typically- works fewer than 40 hours per week, and is not classified as a temporary worker, Regular Field Worker. An emnl yee whose regular assigned nc~Sit;nn ;n~nl. P~ verfotmma a si<~nificant portion of his or her work outside of the Utilities' nhvstcal tactlthes Exempt Employee An employee whose duties result in exclusion of the emnlovee s_ work from coverave under the minimum wage and/or_ overtime provtstons of the wage and hour laws Non-Exempt Employee. An emnlovee whose duties result in c ~erave of the employee s work under the mtntmum wage and/or overtime provisions of the wage and hour laws_ Utilities Manager Anv employee of the T 1r;1;r~PC nr nthar ;,,.a• ',a t ',a •r ~ - ---- - - ----~•-• ..• auui v iu ual IuCLLLIllCU by the Commission who is a Uttltttes su ervisor su erintendent mana17er director, representative or other individual who is generally identified to employees by Utilrties noltcv nracttce or communication as ha~in~ manaverial suner~ tsot-v or admtntstrattve authority to act on behalf of the Utilities regardless of whether such authorrtv ts-limited or subject to the authority of thers in the Uttltties or~antzattonal structure. Temporary Worker. A temporary worker typically is hired for a specific period of time. Generally, temporary workers are hired as interim replacements, to supplement the work force, and/or to assist with specific projects. Temporary workers often will be informed of an estimated duration of their assignment, although either the worker or the UyUtilities may end the work relationship at any time. Temporary work that continues beyond an estimated duration in no way implies a change in the worker's status. Temporary workers retain their temporary status unless and until they are specifically notified by the ~iUtilities of a change. ~~?. TIME REPORTING POLICY General Policy The goal of the time reporting system is the accurate and timely reporting of time worked (by job or account) and time off (by category). This is essential for (1) ensuring labor 23 costs are properly reported, (2) monitoring actual performance against budgetary goals, and (3) guararteeirg that employees are paid correct(}~ and that their leave accumulations are accurate. Each employee is responsible for his or her own personal time reporting, and each supervisor is responsible for reviewing the employee's compliance with this time renortin~ nolicv. IZecording 7'drne Non-exempt emnlovees are required to record the following on their timecard: Amount of Time Worked in increments of one-quarter hour; . Description of the time worked; Account to be charged (accounting system designation); and Work order (as appropriate). The description of the time worked is to document for accountability purposes how the employee's work time was spent. Work orders are utilized for specific projects that track time and labor for billing purposes, capitalization projects, or the installation and repair of security systems. Frequency Non-exempt emnlovees are required to fill out their timecards daily. It is preferred that employees fill out their timecards at the end of each completed work day, but timecards may be completed within the first hour of arriving at work on the subsequent work day. This is not intended to conflict with payroll deadlines for paperwork. Timecards will be checked periodically throughout the pay period for completeness and accuracy. Timecards must be made available for review/audit upon request by the employee's supervisor. Ensuring Accuracy €;~eesNon-exempt emnlovees are responsible for and must take steps to ensure the accuracy and completeness of time reporting data collected. When a~a non-exempt employee submits or a supervisor approves time reporting data, he or she is attesting to the accuracy of the data. Knowingly submitting or approving inaccurate time reporting data is a violation of policy and may subject the person to disciplinary action. 24 ~~ CALL OUT TIME: REGULAR FIELD 6d'ORI~ERS Regular field workers who are asked to report for work outside their regular working hours shall be paid a minimum of two (2) hours each time they report for work. Scheduled work contiguous to normal working hours shall not be subject to this two (2) hour minimum reporting pay obligation. However, if aryl regular Geld worker reports for work before or remains after the regular eight (8) hour work day, or works on a Saturday, Sunday or Holiday, he/she will be paid at the applicable overtime rate for each hour worked over eight in a day or on a Sunday or Holiday as applicable. This policy does not apply to employees other than regular field workers. ~2~1. ON-CALL Regular Field Workers. Required On-Call Rotation for Regular Field Workers Regular field workers (including linepersons, water operators, and other specifically trained field workers) are subject to a residency rule. These same workers are also subject to required participation in a scheduled on-call rotation. Apprentices may be excluded from the on-call rotation for up to one year from their date of hire, per management discretion. The on-call rotation is scheduled in one (1) week blocks. Residency Rule. The residency rule applies to the regular field workers who are part of a scheduled on-call rotation as described above. The residency rule is that these employees must live within a twelve (12) mile radius of the power plant. Response Time. The following guidelines on response time apply to regular field workers in the on-call rotation schedule on a 24-hours-a-day, seven-days-a-week basis during the workers' scheduled on-call weeks. • While on-call, workers must remain within the 12 mile residency radius. • While on-call, workers are expected to make immediate telephone contact in response to a call. • While on-call, workers are expected to urgently report to a site of need within a reasonable time, which will vary depending on the identified reason for the call. Depending on the need an on-call worker may find it 25 necessary to call in a field partner to assist in providing appropriate and timely call response. Take Home Vehicles. Regular field workers who are part of the scheduled on-call rotation will be provided a company vehicle to take home for the exclusive purpose of responding to calls about Utilities business during the on-call block. Compensation for On-Call Time. Time spent on-call time by regular field workers is not working time. In recognition of this on-call service, however, nominal compensation is paid. This compensation, which covers the entire one (1) week block of on-call service, is twelve (12) hours at the worker's base rate of pay. If a recognized paid holiday falls within the on-call block, an additional three (3) hours at the worker's base rate of pay is added to the on-call compensation. Compensation for Actual Response Time. Time spent actually responding to a call that is received while a worker is serving on-call, however, is working time, and is therefore paid based on an employee's regular rate of pay. Call out time. When an employee is on-call, the Utilities' policy on call out time pay still applies, in accordance with the terms of that policy. Other On-Call Arrangements. Certain employees other than regular field workers, namely the Security Technician, the Electrical Line Superintendent, and the Water Superintendent, are subject to call response requirements for emergency preparedness and/or customer service purposes. These other employees are not subject to the residency rule that applies to regular field service workers. Security Technician. The Security Technician is required to be available to respond on an urgent basis to customer service needs on a 24-hours-a-day, seven-days-a-week basis, without rotation. Such on-call time and availability is not working time. The Security Technician is not required to remain within the residency radius and does not receive additional compensation for time spent on-call. Compensation for Actual Response Time. Time spent by the Security Technician actually responding to a call that is received while serving on-call, however, is 26 working time, and is therefore paid based on an E'mployee's regi„~lar rate of pay. Call out time. When the Security Technician is on- call, the Utilities' policy on call out time pay still applies, in accordance with the terms of that policy. Suaerintendents. The Electrical Line Superintendent and the Water Superintendent are required to be available to respond on an as-needed basis to emergency calls 24 hours a day, seven days a week without rotation. Such on-call time and availability is not working time. The Electrical Line Superintendent and the Water Superintendent are not required to remain within the residency radius and do not receive additional comperrsation for on-call time or for actual response time. The call out time policy does not apply to these superintendents. Take Home Vehicles. Based on the expectation that they will regularly be available to respond in a timely and appropriate manner to calls about Utilities business outside of regular business hours, the Security Technician, the Electrical Line Superintendent, and the Water Superintendent, are provided Utilities vehicles to take home. These vehicles are subject to the Utilities' vehicle policy and may only be used for the exclusive purpose of responding to calls about Utilities business. ~2~ FLECTRI RE-CONNECT ~-r~,.T,~-~~1; 7 r. ~ r D T P ,ND Regular field workers performing electric re-connects at times other than during their scheduled work hours will be paid a stipend for such re-connect at a fit rate of $50.00 per re-connection. This stipend is paid in ~alieu of the hourly wane to which the field worker would ordinarily be entitled for working the hours involved in performing the re-connect. 26. LEAD PAY niF'FFRFNTIAL An employee who is currently a lineman shall assume the duties of a lead lineman when the lead lineman is absent from a crew, provided that only the most senior lineman on a crew shall assume the lead lineman's duties. The lineman assuming such duties shall receive a rate differential equal to 3% of his or her base rate of pay times the number of hours worked during which the lineman assumed such lead duties. 27 The rate differential provided in this policy applies during both regular scheduled work hours and after-_ho~~rs. During after-hours call Out, as well as at any other rime, this rate differential will be paid only when the crew is full and the lead lineman is absent. ~-5:~7. PAYCHECK DEDUCTIONS By law, the TT TlJtlhtleS is required to withhold federal and state taxes, FICA and PERA from an employee's pay. The TT TUtili ie also has a Health Care Savings Plan with mandatory participation and will withhold applicable amounts from an employee's pay. In addition, other deductions may be made upon authorization of a participating employee including the following: a. Employee share of health insurance h. World Vision b. Credit Union i. United Way c. PERA life insurance d. Deferred compensation e. Flexible benefits f. Seca~rity System purchase,/time payments g. Computer Loans ,~ 1, 200.00 (12 months) ~:~ PAYCHECKS Employees are paid every two weeks. "'y~tiThe pay period begins every other Tuesday at 12 00 a m and ends every other following Monday at 11:59 n.m„ Pavdav is the Friday immediately followins the end of the tiav period. Employees are responsible for their paychecks upon receipt. Direct deposit is available to employees upon request. ~:~ NIGHTWORK REST TIME The U~~ ilitie will provide a regular field worker with one hour paid rest time for each hour worked between midnight and the start of the worker's scheduled shift, excluding work performed after midnight on Saturday or Sunday. The worker must make arrangements with his or her supervisor before taking such rest time. This nightwork rest time shall be taken during the next scheduled work shift. If the supervisor does not release the worker to take this nightwork rest time, all hours worked by the worker on the next scheduled shift shall be paid at one and one half times the worker's base rate of pay. It is the employee's responsibility to notify the supervisor and obtain approval prior to taking the rest time. It is also the employee's responsibility to take the nightwork rest time if it is approved by the supervisor. 28 BENEFITS ;0. GENERAL BENEFITS This handbook provides a brief description of benefits available to eligible employees. The descriptions provided here are not intended to be comprehensive and all questions regarding eligibility and benefit levels should be directed to your supervisor so the specific plan documents can be reviewed for an answer. The plan documents govern any inconsistencies between these documents and the information provided here. Benefits and eligibility requirements are subject to change, and such changes may not be reflected in this description. The ~Lltilities expects to offer its benefit plans for the foreseeable future, but it reserves the right, in its sole discretion, to change, modify or eliminate them at any time, except to the extent prohibited by law. X31 • YAC'ATI®N All regular full-time employees shall accrue vacation according to the following schedule: Years of Service to i~p /flit' .s Since Most Recent Date of Hire Accrual Rate Per Year Accrued per pay period 0 -- 3 years 10 3.08 hours per pay eriod 4 years 12 3.69 hours per ay eriod 5 years 13 4.0 hours per pay period 6-9 years I S 4.62 hours per a eriod 10 years 16 4.92 hours per a eriod 11 years 17 5.23 hours per a eriod 12 years 18 5.54 hours per ay eriod 29 ~ .. 13 years ~ ? 9 ~ hears per 1 5.8~ a eriod 14-18 years 20 6.15 hours per a eriod 19 + years 25 7.69 hours per a period Regular part-time employees accrue paid vacation under this schedule on a pro rata basis. Temporary and seasonal employees are not eligible for paid vacation. Employees must request time off for vacation as far in advance as feasible. When possible, employees will be granted vacation time of their choice. However this time is subject to the operating needs of theta ilities. Vacation days accrue each pay period as shown in the table above. Paid vacation may be taken as soon as it is accrued. Accrual rates change, as applicable, on an employee's anniversary date. Example: If an employee's start date was July 1, 2000, the new accrual rate would start July 1, 2004. Unused vacation days may be carried over from year-to-year, but only to a limited extent, as follows. Unused vacation carryover will be limited to the number of hours accrued during the previous year. Accrued vacation days beyond the carryover limit are lost. For example, if an employee with 2 years of service has accrued but not used 15 vacation days on his or her anniversary date, he or she will. only be permitted to carryover 10 days to the next year. Employees who voluntarily end their employment and who give the TT T tilities proper (generally at least two-weeks) notice shall be paid out for earned but unused vacation time as of the date of separation. Employees involuntarily terminated by the TT T tilitie for any reason other than lack of work shall not be paid out any unused vacation time. ~~,, 1PAID SICI{ LEAVE Regular full-time employees accrue sick leave at the rate of 3.69 hours per pay period (approximately 8 hours per month). Regular part-time employees accrue sick leave pro rata based on the full-time accrual rate. Temporary and seasonal employees are not eligible for sick leave. Sick leave may be used for illness and doctor visits for the employee or the employee's child or another eligible dependent or his/her spouse. To be "another eligible dependent" under this policy an individual must have same residence address as the employee and must receive substantially all of his or her financial support from the employee. 30 Documentation from a health care provider may be requested by the lytTtilities in its Sol? dicC!'et1Or!, C!Ck laa~iP is a priy~ilege and migi!Se may rest±lt in d!scipli_nary action. Sick leave may also be used for up to five (5) days in a calendar month for instances of serious illness or surgery of family members who may- not live with the employee. Employees are required to notify their immediate supervisor at least thirty (;~) minutes prior to the start of their regular working hours if they intend to be absent from work. If an emergency prevents the employee from notifying hisiher supervisor at such time, the employee is expected to call as soon as possible during the work day. Employees are also required to keep their supervisors informed of their condition and anticipated return to work. An employee attempting to use sick time for reasons other than those explicitly permitted in this policy will be subject to disciplinary action up to and including termination. A doctor's note shall be required if an employee is absent more than four (4) days or if abuse of sick leave is suspected by the employee's immediate supervisor, a L-I~1-its} tilities manager, or the Human Resources Representative. In some circumstances, an employee may be requested to submit to a medical examination by a physician or medical facility licensed to practice medicine. In such a circumstance, the yUtilities may select the physician and facility that will conduct the examination. Unused sick leave will not be paid out in wages upon termination of employment, but is subject to the Health Care Savings Plan policy found elsewhere in this handbook. ~~ PAID HOLIDAYS Regular full-time employees will be paid for eight (8) hours at their base wage rate for each of the following holidays: Nevv Years Day Martin Luther King Day Presidents Day Memorial Day Independence Day Labor Day I~eterans Day Thanksgiving Day Friday following Thanksgiving Day Christmas Eve Day Christmas Dav Eligible part-time employees will receive paid holidays on the same basis as regular full- time employees, except that holiday pay will be pro-rated according to the number of hours worked. If the holiday falls on a Saturday, the preceding Friday will be observed. If the holiday falls on a Sunday, the following Monday will be observed as a holiday. Employees will not receive holiday pay for any holiday that falls during any leave of absence. 31 3~,~,, >El~IP1L®~'E11; ~L®~'HI<I@iG It is required that employees wear clothing items specified by the U}~Utilities for their position and activity during working time. For regular field workers potentially exposed to electric hazards, the T TUtilities will provide an initial issue of five fire retardant long sleeved shirts, five fire_retardant pants, and five fire retardant tee shirts per outside employee exposed to electric hazards,. As an alternative option, one fire retardant hooded fleece may be substituted for two fire retardant ~e~Tg-hooded fleece may be substituted for two fire retardant long-sleeved shirts and/or one sweatshirt may be substituted for' b ' `' "~ +'' """" loner-sleeved shirts. Provided clothing may also include: lineman's climbing boots, summer work boots, rubber boots, rubber overshoes, insulated winter boots, and coveralls (used for maintenance on trucks). The Utilities will issue a check to the supplier for the covered items. On an annual basis, the T TUtilities will replace worn out items that have been provided by the T Tviirrc`TUtili ies. Worn out items should be turned in to the 7 T~Utilities . The T Tv~~jUtilities will also provide and replace the following as necessary in the ~'-s tilities' discretion: fire retardant lined and unlined bib overalls, fire retardant lined parka and hood, fire retardant lined bomber jacket, and hats with the appropriate emblems and identification. UtIlltleS~ ~'l7) lU~~t<~ p1T_i't~dc In the ~'~tl)n~S~~tl $'~1~t 1:11:~)~l!~ l]~.llt_~~4dllh_~~arl_~'fdllllr~t5 c~ ~LT) ~sl~_.jl,~~ estdbi)'ihr:d iii tl~r ~~')iTl ~t~lt_ '__ ~ `"~i1 _inC1 X15 iltltlllitt~_tl1 thl. ~~1i11111~Ot~1 l~idt i~C.t7Ct.'ll~nt .).~_,r 1.:111 ;_ _:ru~t :nd ~~~:11_ ~i.~ ~i,Lt~ll~.ll~~--- ~~l illl"1C1`~ l()11Cltld ~~ _ 1?~- c )r~l~v~ ~, car the = lac l ail, q:f thc. < ln~~~ L__w 11' _l ~ lc-1?l),lt~d lnto_ the e n~~lrn ~t, s Est t ~c~`11ltnl~.l)L 111C1~ h LdT'c: ''si~eil~TS do T..Ci)'sTlt t7t1).crAl al'tle l )atlon ~lllr_`, dl i. OLIt11111C1 E_--v-_-_. ~ ___ ~ -_ ~~ ...__ ._._. __ _ _ .. .^ _ti:lt)~r fi)1' ~l Ct)Tll .l.=tC tLlTti: 1t ~T Lt=1171~~ ~C)CCl:lit~. ii`+c.. ;lTld C ll'''ll7~llt~~t ~ tlll.~~cin._S 1. L=tn~~ ~.~~ ir~_ i~<< ui ~~ct. t~, coiltrib~;tc t q.~ ol~ ,tll~ il_~.sl_c~ss_« vies tn_ the f?osl ~~mpic~~;~~~llt ~ Ieal;11_~ a« _ ~al~)y~5..i?l~n. 111~;~ fun i}_l~lll b~__ti~~:~tr~ i aft~i~ r~ae~.t~a~:~ n -c~:l_ ?. I_n~in~ t~:5 ~~ fl«;la~_~. ac ~i ti~ii o~ ~t'_`)~i), h~uty_c21~ ~icl..tinle_~~~i_Il hii~;~ ~~° ~_c~t' f11~~c. lic)u~`~ c~in~zlC~~[_to_ cash tlr~d ~.1~ x~5ltect In tll~u 1'ct~i 1_niall<» t»~nl _ -- , litizltll t:'~rt ~i,_tn~r5_~ac>r~lu1__ _l'1~_~~_llt_<~r~lc3n_«ill ~_it`e jiacr; c~ric~__~ ti,_eat at l~c~ ~nr~ c~E_~~~a~__~t~nt~~r: ,~ 111 1[l'~c'.`7_~•tln l~ it<_il ltlO1_)_ tti`I:TI"lf ~ tii011,,__?r_1_Ct)Ltlllt111 C11~~_ll~l~'c lU~ o (11, .l11LL1~ cl SI.LI~, :lL It 1. LL~U cl I1''~111I?ii.llll_l)f,_~ I)t1 s1tt~ ~. C(ln~ f'17~_d TnIO C_il`,11~-`111C1 ae ,,,Tt.,cl into t:_r-~li_F'_~ t 1` ri~t~)!t)~l~lent tlzrllth_~'ar:_ `ia~ m~f~ ~t:~ount_ f------- - ---- - - -- - - --- 32 1 h~ Urilities ~~~ill ln~tch lund~ cc,ntl-ihittzci h~~ ~:n1~~-~e:... u~, ;°~ cif thou have ~a!~lr= tnn>.iall~_~1lth a_ n~a~mtlm ~t~i~tl_it~ut~(m c~l~ `~?_{)~~{J Ot) _ ! h~~~,la>_i~_-arc. ~dmini~l~r~cl 1~~, thc_ltltnli~>istl ~tctt~_Dtiztlt~i_ C~~ii~~cn:~ti.~~n 1 lap lnt~ of ~l'~11L~1 ~~ ~;~(,~litc~ 1\G 1'larl_ -_- -- _ - _ --- 111 Utilities cul~t~ lhuti(>rl ~~ i ll_ l~~ l~~~t(l;: ~ l~i~_i l,t ~>I` r;i,_Il~~lan_~ e~lr tul t11~_ c~~7~~,~ «_l` Ln ~ml,lo~~~ d~,~, ~,1_iol t~, ~l~~ .•l,t_ sh~~h_«~lli ~~~--;~-z} receive a prorated cc~ntlihutlc~n t(,t that~~Eal }.:(n ~ cumhlzt~~n dt~~ril?tit~i~- ~un~(llt tl7c_"~tu>_>1»al~~_~ln d~5t;ri~,ti_t~n dlstri_bt)tec] t~> e~>tll ~m lc~<<e e~r_~~ al«ihl~,_u gun lac u«t_ ~t<<71h1~ ei~~lc~~e~_5 ~~_h~ tt~_~Lil~trl~_~~cnh alt l~ l~t__~{) ilUlll`~~tl ~~e~~l. a»d_ ~hrc~li i» the -- _ - -_ --- tl~alth.ln5ur_.ln~_~ _lu~ rc~tlil<<i_ b~_thC ",:1:`." ~i , T~..,:. -- -- - --~'_ - Utilities the Utilttie ~rlll~l~ c ltll,t~_ln_rtcnt~S~°ot t-f_the-_tnc,nth~~ t>l~n~iitm~~i_trl~,l~>~~, famlf~._i~7r h4_~~ltil in~~l~a»c~_, r~n1 i7lOllth~\~~I111Ul11 (~~l.l ~tn~i ahi»c ii O°_g_ht t17~ jlcallh l.l,~tl_l~'~_Iti_tll~ res ~l~n;~"h[111~:(~t - =-= thc. c;llll~lo~tc f_til~~lo~~(, slt~,uld _c_on,1c1L the 5unun~r~ Plan ll~~elt~ton f(~r_cl~t~ll; iC{}~1tC1~11~! CQII.)Z~'c c111C~__tll"1!)Illt~ _ '~ (1l~)~ Ut` tlll~ (lt,llll,trT,]] ~l, ! - - --- - - -_ - -- 11 r1~ ~11(l 1 1 ~ ~: l~ T 11 F m ~lc~t ~tt_clrld 15 a~,ulabl.r L)non rec ue~[ - --- - --- --- 1-_ _ -~ -_- -_-- -_ -L-=- 1-'L~~lbl~ crn~lcl~tcs_~chu r<<~ulc~rl~_i~(,rk at lc_1>t ~i)_hc~ur~ ,cr ~~«k_uld_~~h<, ~;nri}Il in tll~> -- .---,~ ~-~rt~Lltilities' _dGntll ln,uran~c. Tin the_L-~-1-'t~Uttlities ti~ill ~ 11, s~~,nt~~ I~~~c~~IC,,nt (/~°o~ cat the T~i(~nthl~ll~ lnlTln~ n~,r emnlu.c~ lan~il~ 1(,r d~ ntal )n,ur_tn~ c. :~n~ --n~~~lith-. )CU71111111 (l1"Li Alll1_1170t"t i i4 -- -- -- -- _ -- ~- _~- - ~ _ ~o nl 111 Clc~ltal ll)"__l~~~i~~c 1>_th~ t~ti~(~iiClhllill~ (lf tl~ cm~~l(»cc _Tn~~l(~~c~s ~hc~uld ~r,nsult t 1~ `simulial~_Plu~ ~7t~cll~h~Ti1 ic~r_~tctilL - - - _ -- - - - -r r~~~al(.11~1~~ ~o~c.la~ c .uul c lla~lhillt~ ~ cc> >~ ~~t~ thl~ ~.l«cri~tl~,n _x_)11 h~~ ~~~~iii~d_ t~, f_m,~~< < ~ end 1ti ~l~-all~thl~ ~,c~n_l~(Llc~~t_ --- - --- ~- - ------1=(3.~ (~ -T l ~Z l3_l) ~,~: ~ f3 t 1.1 T l' ~~_~ ~?n~_~ I _n»1)l,~lhlflt~___1'I ln_is ~l(»ill~d to cll~yibl~~ c:l~~i~~~~~~, ~~hc, t~~'il;;lll~_~~~,rl:.~t }_- _ _~ l~ l t_~U hc,ur~~~r_~~c ~ l:_ ~~ hcdnh ,lrli(-i;t1t:_ bb=3 o crf ~lc~tlthl~ 1 u-nTn~~ titlh~«t to a inaVinlinl ~llll~llnt tll ~>.OOtl ~~ 1~~1 Ill(~nl_1L ~i11~10~t C5 11~lICt h~ 1.111171t~~~.~1_ loll t~Vu [~_) _- 1~1(lnt~l.`i t(, C llcllll\_ 101 C(ltLlil~~ -- -~ ~- -- -- -_~- - -_z _1 nl 1(~~«, ,~,h(~llld c-,n~u1t t11c Slm~lnu~ Pl,ln ~)~ ~~nt~ttcm t~~l d~lail~ r~~~ar(hn~~ ~ - -"- - - - -_ - c.~»~r~l~~c and cl,<'Ihlllt~._ 1_c(~,~ <~l tll~<, d~~cll,tl~,n ~~i11 __ ~lo~_td.d t4 (n~lo~cc~,_and 14 Cl~all,)bl~ lm~~n lcl.lx~,t.- ---- ---- -__ - ~ ~~ 40-LIEF. [1~i~_L?R_~~E ~~~~ _Life_insLlrancc is nr~~_ided to each em ~l~o~~ec:_ at a rate oi' Two and O_rl~ Half times (~ - ~) t 1~ (_t_rl 1_1j_y_~1.4 S a1111Lk11 54111'\'. t0 a 171d~lttlll111 Ol ~~, ~)~)~) n~) r111~110\'e~S ShOUICI C011SU1t Chc Swllmal~ Plan_D~scrt tion ffor details reyYard)ilT~co\~ia~~e and eli~ibilit\ A coa\=ot_thi5 -- descri~tion ~\ ill b~~ro\_ic~led_ to em __lo\-ees_alld=is_a~--~ulable_u _u_n r~~~est.- The Utilities «ill ~r~~~_ide ~tina~lcal assista~lce t~~ eli~~~ihl~ enlnlov,~e~5 fc~l' t,rc-at,nro~-~d _ __ _ ~oul~~s that ~uc_~!c'~=t~late_d.__lead to ~~o~~ ]r_latcddc~~ic~. or are within a~•ca~ be_n~ticial to t11e Nei-k-t~ tiliti s In tt5 di_~,cretlo_n ar-d t~ul~ua_tt to this_~olic~__with regard to education required by the Utilities or in connection with aUtilities -~a~~~ ~d a~,~?rentic~sh i_ranin~~?~.of7ram- check with a Utili tes manager. t. All frill-time Utilities .cm}?lct~ets ~~_itl>;:_at_least_thret m<>>lths__of _cc~nti~~ttoti ~;n~~\tn~nt ar_r_~lotentiall\ eli~ailllc tot teimhursenlent uncle°r this ~o-~ lie~__ ?_ l_he tilitie n1a~ ~a~- u~-to_ ] 0(>%_r~'itnburse~liellt ot~ the costs for tuition. ------ ----- >_t=ist<<Ytioa~_f~c ~__.lx~ohs and coutse_i_~~l_ln-ed rnatcrials at ~t ~~uc~essfui cotll~ etion of=a-nr~_a~o\ecl c~~ur5~__Cc~urs~~~_nlil~.t be Ott acclc.~lt~.~l c,ol_l~~T~S._unt\~rsities_ol_ \oc_aticlilal uhc~c~l~__or h~__~hort`cc~ulscs cotiductc.d__b\ ]t.co~~nl~c~d tlrofcs~,ional Ct_~31111iliiUt'!'~llll_7._~it1C111..5. i ~ course=ma~_he_t~~~ro~~d t_ ~. It is dirc:ctl~~_related to the_enl~lc~~_e~:_s «ork for the kt~Utilities. ~ tt ts_rec~utr~d r~ a~l_'_o~,raln of stud\ leadin~_tc~ a cl^><_*rt.i: that i~_dirt~ctl~_ ~-~:lat~:d to tl~c;-_einf?l~~-ec_~s ~~~i_l~ foil tli~_~t tili ie _ Ct >~_il.l iili 1~\ e th~,.t,.m~lc~\_c~e_s ~~_o.),l fUrt]-ie_ kl~i-h-t~ tilitie ~1 ~. T11is~olic~~\~ill nc~t_co~_~t_re~r_tati~»>al_ol_~7c°~_5c~ial _inttresl_cc~urse~,. ~ Priot to re~~~istratirn_tl~e _en_ ~~c,\ eo mrl ~t ha\ e tilll a~~c~~ al lc~r the course l~ro~1~ [Itihtl~5" nlacl~l'_'Clllcllt d~.S1~7natt~l ~i5.111ru1«_a~~\•al aulh~rit~ for such nl~tters_ ~ Tl1f:_iJtilities reser~,_cs_tlle_r='t1t t0 c11S~2t~1_CI~_e-ec~llcati~tl_tl_a~sistailc~_i_ecu~sts_a)ic~ to amend or glint n<<tF~~ this tX~I1C~ tl'oln t1111~ tc~ tome in_]ts <liscrcaion_ ~_ Total re-iii~r)_irs~~il~_rnts tc, an_ri-~,~lc~~_e~_cluri~ls.~_~11~_ticaden~.ie_~_ear- n~~~c__i~c~t e~~e~cl ~~.000_ ------- -- ~ r]ot_c:li"ihle_tor_r~:inlti>ursernent are_costs o(~; ~ mite tc.< s and tic s duL _tc~ an ern ~lo\ r_t_ecror 34 >~ t11~_it=trant~ortatiun._IoCl~finz~,_ ii~sitcanc~, etc_ 9. If ai~_ ~m ~lo~_~c is ~li~ibl ~ for edu~ati~n as~istanc~_lrt~m_ ~l~i~_outside sources ~e.~i: G.I. [311. ~~rants. scholarshins._~tc.)_the cmplo~ee must~~l~ t=oc an~~ ass~~tan~_~ lll'5t and 1leC LI~St thc_r?~lltlllCc tlll'OLI~?11 this l~dL1C£1t10i1 .<~$slst~lncl POIt~~_ 1=ermination of cn1 lo~_me»t ~rior_to _~c~n~pleti~~n_.ot• a c~~urs~ ~~:ill_di>c ualit•~_th~_ ~~n~'1o~~4 tur edt.t~~ational assistance. -- -- - - - 11 Cc~u~_~r_s nc~t 5atislactcuil~ ~tttii>~I~t~ti ~~ill k_?~iiti~l_:(-i~t' ln_tl~~ en~l~t~« 1? Coursc_ attendance and~~r~~~aratio>_7must tai:~~~lac~_c~utid~_ul~_s~heduled ~~c~rh hours and. mint not~~~atdtr.~ the emnlo~c~_~ ~~or{. performance. t;. [a~i~~lo~~~~ ~~tll be ~ai~l 1~or any time_u~cd in attenC_iit~7~7 cottts~ foi- ~~11ich th~< <tr~. - - ---- t_~i un-~.d ln~ the Tt~;Utilities to_at_tl_nd All tui_tit~n and t~z~ t~~i• such ~oursc:_i_~i(1 i~c'~lld for b~ the T ~rz-crrrcTUtilities. LEAVES OF ABSENCE The t~}tltilities provides leaves of absence according to the following policies. Unless otherwise indicated, all leaves of absence are unpaid. An employee requesting a leave of absence must complete a Request for Leave of Absence form. Forms for requesting a leave of absence are available from the Human Resources Re>,resentative. When possible, advance notice of a leave should be provided to an employee's supervisor so work schedules can be adjusted accordingly. 342. PARENTING LEAVE Eligible employees are entitled to take up to 6 weeks unpaid leave upon the birth or adoption of a child in accordance with Minnesota law. To be eligible for such leave, an employee must have been employed for at least 12 consecutive months immediately preceding the requested leave and have been employed art least on a regular half-time basis. Parenting leave under this policy is available for eligible fathers and mothers. Requests for parenting leave must be made in advance. In most circumstances, leave may not begin more than 6 weeks after the actual birth or placement of the child. If the child requires extended hospitalization after birth, the leave may begin within 6 weeks after the child leaves the hospital. 35 ~~ rrnrr nu r~r nm c' n rLTrr n /'A n r r ~ A r~ noDZr.~ Employees who have worked at least one-half time during the twelve months preceding a leave are entitled to use accrued personal sick leave benefits for absences due to an illness of or injury to the employee's minor child, or a child under 20 years of age attending secondary school. 3~~-- ~'E~Gl~~4E'T~~'-~,~~~-Az-6'~' Dom-- ^' rrT' Employees who have worked at least one-half time during the proceeding twelve months are entitled to up to 16 hours leave during any 12-month period to attend school conferences or classroom activities related to the employee's child, provided the conferences or classroom activities cannot be scheduled during non-work hours. If an employee's child receives child care services or attends apre-kindergarten regular or special education program, the employee may use the leave time to attend a conference, or activity related to the employee's child, or to observe and monitor the services and program, provided the conference, activity or observation cannot be scheduled during non-work hours. When the need for leave under this section is foreseeable, the employee must provide reasonable prior notice of the leave to his or her immediate supervisor and make a reasonable effort to schedule the leave so as not to unduly disrupt 7 Testy tilities business. ~7J• nnA7L' dl,..l D Anr~1 A 7<Tl] nD!' A ~vrnvr"iaiT'=vr~ o ~Q~~n1~7 r L-A~ Employees who work an average of twenty (20) or more hours per week who seek to undergo a medical procedure to donate bone marrow or an organ or partial organ will be granted up to forty (40) hours of paid leave. The TT TUtilities may require verification by a physician of the purpose and length of each leave requested by the employee to donate bone marrow. NATIONAL GUARD AND RESERVE LEAVE Any officer or employee of the TT T tiliti s who is a member of the National Guard or other reserve unit is entitled to a leave of absence from public office or employment without loss of pay, seniority status, efficiency rating, vacation leave, sick leave, or other benefits for the time that he/she is engaged with the reserve in training or active service so long as such leave does not exceed a total of fifteen (15) days in any calendar year. Such leave will be allowed only in cases where the required military or naval service is satisfactorily performed. Such leave will not be allowed unless the officer or employee: 36 Returns to the public position immediately on being relieved from. such military ~?' !laS'a~ Sere%ice and not later than the expiration of the time herein limited for such leave; or Is prevented from returning to i~i~ytltilities employment by physical or mental disability or other cause not due to the officer's or employee's own fault; or [s required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. 357 MIILITAI2Y LEAVE l~ ®><2 Ut~IIF®RIVIEI) SERYIIC'E Except as provided otherwise in the National Guard and Reserve Leave Policy above, employees who are members of, apply to perform, or have an obligation to perform service in a uniformed service will be granted an unpaid leave of absence to perform such service. Military leave requests shall be made to the immediate supervisor. The term "uniformed service" means the Armed Forces, the Army National Guard and the Air National Guard when engaged in active duty, active duty for training, initial active duty for training, inactive duty training, full-time National Guard duty, the commissioned corps of the Public Health Service, and any other category of persons designated by the President in time of war or emergency. As soon as an employee is informed of the dates of the military training, he or she should notify his or her supervisor and request a leave of absence, even if he or she has not yet received written orders. In the case of an employee whose period of military service is less than 31 days, an employee must report back to his or her job at the first regularly scheduled shift after the completion of military service and the time required for return from the place of military service to the place of civilian employment. An employee called to active duty for more than 30 days, but less than 181 days, must report back to his or her job not more than 14 days after the completion of his or her military service. An employee called to active duty for more than 180 days must report back to his or her job not more than 90 days after the completion of his or her military service. This Policy is not intended to preclude leave with pay as may be provided in the National Guard and Reserve Leave Policy above. 39:4 .IIJIZY/WITNESS DUTY LEAVE Employees will be allowed a leave of absence pursuant to state statute without restriction or sanction when called for jury duty. An employee performing jury duty or subpoenaed as a witness in court or voluntarily serving as a witness on behalf of the 7 T~yll " ities in a case in which the T T~}titilities is a party will receive the difference between his/her regular rate of pay and the amount received. as juror or witness up to the maximum allowed by state or federal law. 37 ® The employee must notify his/her supervisor and complete a leave of absence form ~,ithin ~$ h0l.1rS of rPCPiVing call foT,ury duty o An employee excused or released from jury duty during his/her regular work hours must report to his/her supervisor immediately thereafter. Time spent on jury duty will not count as time worked in computing overtime. 49$d 1PERS®NAL LEAVE ®AV Each .lone 1st, every regular employee will be credited with one day of paid personal leave to be taken during the next 12 months with the approval of management. This day, if unused, will not be carried over from year to year. 4}:~ ~EREAVEl~E1~I'Q' LEAVE A leave of absence, with pay and fringe benefits may be granted to a regular full-time employee for a maximum of three (3) days in the event of the death of a spouse, child, parent, brother, sister, grandparent, grandchild, or parent-in-law, brother-in-law, sister-in- law, grandparents-in-law, step-parents, step-siblings and step-children. 4~:~ GENERAL LEAVE The TT TUt111tieS recognizes that circumstances of a unique personal nature may cause an employee to seek time off without pay. The T TAU ilities may, at its sole discretion, grant unpaid personal leaves of absence to employees ("General Leave"). Approval is required of the employee's immediate supervisor, +'' t, "`*"^°^+ u°ud and the T T ^ a-~~~~~*~^*°~Utilities' Director of Operations before General Leave will be granted. In no event will General Leave be granted for longer than ninety (90) days, unless special approval is received from the Utilities' Director of Operations. Vacation and sick leave will not accrue during a General Leave. Further, the employee on General Leave will not be eligible for holiday pay during the leave. The TT T+.~1.'~.~.L1tilltieS will not contribute to the cost of insurance premiums for an employee on General Leave. Employees are expected to return from General Leave when the reason for the leave expires. Employees who take a General Leave have no right to reinstatement. 43:~ V®TING LEAVE Under Minnesota Statutes Section 204C 04 emplovees are permitted to take time off work without loss of pay to vote in a regularl}~ scheduled state primary or general election, an election to fill the vacancy in the office of United States Senator, 38 d_lnited States Representative, State Senator or State Representative.; or a presidential primary. TL1zttThis ri-ght Ito take time off annlies only *°'~° °~~°~°~~°~ during the morning of the election. The T T,~~Lltilities will provide an employee with paid time off to serve as an election judge, provided that the employee gives the Utilities at least 20 days' advance written notice. The L-i~t3~Utilities will reduce the employee's pay by the amount the employee is paid to serve as an election judge. --~~}~-~;-~-~tr~i~=-i~:~t~--tl~-~--~~-t~~~~t-#'-y-~-~a~-: ~~--1~: ~+l-t-h-L-te-~~-Ste;--i+l ~'~-~-t-1C=ST;-c-_~rf-+r~~lr+---~-1-itjn---~-? ; -• <~c~ ~ ~ . ~-t-1-i-}mod--tt}-t-H-~-'~-(j-ri7at~ `~:~~:. 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Subdivision 1. Right to be absent. Every employee who is eligible to vote in an election has the right to be absent from work for the purpose of voting during the morning of the day of that election, without penalty or deduction from salary or wages because of the absence. An employer or other person may not directly or indirectly refuse, abridge, or interfere with this right or any other election right of an employee. Subd. 2. Elections covered. For purposes of this section, "election" means a regularly scheduled state primary or general election, an election to fill a vacancy in the office of United States senator or United States representative, or an election to fill a vacancy in the office of state senator or state representative. Subd. 3. Penalty. A person who violates this section is guilty of a misdemeanor, and the county attorney shall prosecute the violation. History: 1981 c 29 art S s 4; 1988 c 578 art 1 s 3; 1991 c 245 s 1; 1995 c 20 s 1; 2000 c260s27 Copyright ©2009 by the Revisor of Statutes, State of Minnesota. All Rights Reserved.