File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C
FEES/PRICING
I. Submit current catalog off list prices. The contract prices for goods under this contract will be the price derived by multiplying the list price by a standard discount.
All pricing shall include labor and Freight costs.
Total volume for all categories last year was approximately $7.9 million.* *Based on all current County Systems/Free-Standing/Filing Systems/Seating and Installation Service contracts.
Manufacturers Percentage discount for Manufacturer's Price List Herman Miller/Knoll
Discount off of list See Below %
Quick Ship See Below %
If there is a different discount for any other series of furniture for the manufacturer listed above, please list the name of the different series and the discount that applies if different. If offering more than on manufacture, please include a pricing schedule for each manufacture. Use additional sheets if needed.
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY TIME (IN
WEEKS)
DISCOUNT OFF
LIST
QUICK SHIP
OFF LIST
1. AO1/AO2-Panels/Components Herman Miller 6-8 Weeks 67.73% 67.73%
2. Burdick Group Herman Miller 6-8 Weeks 37.33% 37.33%
3. Canvas Channel/Dock Herman Miller 6-8 Weeks 68.27% 68.27%
4. Canvas Group Herman Miller 6-8 Weeks 68.27% 68.27%
5. Canvas Metal Storage Herman Miller 6-8 Weeks 68.27% 68.27%
6. Canvas Wood Storage Herman Miller 6-8 Weeks 68.27% 68.27%
7. Canvas Office Landscape Metal Desk Herman Miller 6-8 Weeks 68.27% 68.27%
8. Canvas Private Office Herman Miller 6-8 Weeks 68.27% 68.27%
9. Canvas Wall Herman Miller 6-8 Weeks 68.27% 68.27%
10. Canvas Vista Herman Miller 6-8 Weeks 68.27% 68.27%
11. Co/Struc Herman Miller 6-8 Weeks 41.03% 41.03%
12. Energy Distribution Herman Miller 6-8 Weeks 66.73% 66.73%
13. Ergo Comp Furniture Herman Miller 6-8 Weeks 36.72% 36.72%
14. Ethospace Herman Miller 6-8 Weeks 67.73% 67.73%
15. Generic Herman Miller 6-8 Weeks 65.78% 65.78%
16. Healthcare Action Lab Herman Miller 6-8 Weeks 41.03% 41.03%
17. Layout Studio Herman Miller 6-8 Weeks 40.59% 40.59%
18. Textiles Herman Miller 6-8 Weeks 66.33% 66.33%
19. Autostrada Knoll 6-8 Weeks 67.67% 67.67%
20. Antenna Knoll 6-8 Weeks 67.67% 67.67%
21. COT Knoll 6-8 Weeks 67.67% 67.67%
22. Currents Knoll 6-8 Weeks 67.67% 67.67%
23. Dividends Knoll 6-8 Weeks 67.67% 67.67%
24. Reff Knoll 6-8 Weeks 67.67% 67.67%
25. KBench Knoll 6-8 Weeks 67.67% 67.67%
44 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
PRICING SCHEDULE –FREE-STANDING/MODULAR/CASE GOODS FURNITURE II. Submit current catalog off list prices. The contract prices for goods under this contract will be the price derived by multiplying the list price by a standard discount.
All pricing shall include labor and Freight costs.
Total volume for all categories last year was approximately $7.9 million. * *Based on all current County Systems/Free-Standing/Filing Systems/Seating and Installation Service contracts.
Manufacturers Percentage discount for Manufacturer's Price List Various
Discount off of list See Below %
Quick Ship See Below %
If there is a different discount for any other series of furniture for the manufacturer listed above, please list the name of the different series and the discount that applies if different. If ordering more than one manufacture, please include a pricing schedule for each manufacturer. Use additional sheets if needed.
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY TIME (IN
WEEKS)
DISCOUNT
OFF LIST
QUICK SHIP
OFF LIST
1. Accessories Herman Miller 6-8 Weeks 69.23% 69.23%
2. AGL Tables Herman Miller 6-8 Weeks 35.10% 35.10%
3. Commend Herman Miller 6-8 Weeks 56.98% 56.98%
4. Compass Herman Miller 6-8 Weeks 41.65% 41.65%
5. Eames Tables Herman Miller 6-8 Weeks 63.10% 63.10%
6. Eames Stone & Outdoor TablesHerman Miller 6-8 Weeks 47.45% 47.45%
7. Everywhere Herman Miller 6-8 Weeks 62.48% 62.48%
8. Headway Tables Herman Miller 6-8 Weeks 62.21% 62.21%
9. Healthcare Carts Herman Miller 6-8 Weeks 5.84% 5.84%
10. Healthcare Casework Herman Miller 6-8 Weeks 35.29% 35.29%
11. Innovative Products Herman Miller 6-8 Weeks 36.72% 36.72%
12. International Collection Herman Miller 6-8 Weeks 44.69% 44.69%
13. Intersect Portfolio Herman Miller 6-8 Weeks 43.69% 43.69%
14. Lighting Herman Miller 6-8 Weeks 67.23% 67.23%
15. Modern Classics Herman Miller 6-8 Weeks 39.79% 39.79%
16. Mora Herman Miller 6-8 Weeks 46.15% 46.15%
17. Motia Herman Miller 6-8 Weeks 60.33% 60.33%
18. Nelson Basic Cabinet Series Herman Miller 6-8 Weeks 35.10% 35.10%
19. Nelson Lighting Herman Miller 6-8 Weeks 37.10% 37.10%
20. Nelson Tables Herman Miller 6-8 Weeks 37.10% 37.10%
21. Nevi Link Height Adj BenchHerman Miller 6-8 Weeks 58.95% 58.95%
22. Nevi Sit to Stand Tables Herman Miller 6-8 Weeks 58.95% 58.95%
23. OE1 Boundary Herman Miller 6-8 Weeks 56.27% 56.27%
24. OE1 Micro Packs Herman Miller 6-8 Weeks 58.42% 58.42%
25. OE1 Storage Herman Miller 6-8 Weeks 56.27% 56.27%
45 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY TIME (IN
WEEKS)
DISCOUNT
OFF LIST
QUICK SHIP
OFF LIST
26. OE1 Tables & Benching Herman Miller 6-8 Weeks 58.42% 58.42%
27. Overlay Herman Miller 6-8 Weeks 42.45% 42.45%
28. Plex Herman Miller 6-8 Weeks 35.80% 35.80%
29. Prospect Herman Miller 6-8 Weeks 46.45% 46.45%
30. Public Herman Miller 6-8 Weeks 44.69% 44.69%
31. Q Tables Herman Miller 6-8 Weeks 55.96% 55.96%
32. Renew Link Herman Miller 6-8 Weeks 62.30% 62.30%
33. Renew Tables Herman Miller 6-8 Weeks 62.30% 62.30%
34. Islands Knoll 6-8 Weeks 49.23% 49.23%
35. K Base Knoll 6-8 Weeks 67.17% 67.17%
36. K Screen Knoll 6-8 Weeks 68.52% 68.52%
37. K Stand Knoll 6-8 Weeks 66.52% 66.52%
38. Knoll Extra Knoll 6-8 Weeks 53.76% 53.76%
39. Knoll Studio Knoll 6-8 Weeks 46.69% 46.69%
40. Muuto Knoll 6-8 Weeks 18.71% 18.71%
41. Pixel Tables Knoll 6-8 Weeks 49.49% 49.49%
42. Propeller Knoll 6-8 Weeks 48.34% 48.34%
43. Rockwell Unscripted Knoll 6-8 Weeks 46.73% 46.73%
44. Template Knoll 6-8 Weeks 67.52% 67.52%
45. Tone Knoll 6-8 Weeks 68.52% 68.52%
46. All Bernhardt 12-14 Weeks 34.19% 34.19%
47. All BRC 12-14 Weeks 57.96% 57.96%
48. All Coalesse 12-14 Weeks 37.72% 37.72%
49. All Creative Wood 12-14 Weeks 35.84% 35.84%
50. All Deskmakers 8-10 Weeks 52.44% 52.44%
51. All Enwork 8-10 Weeks 56.74% 56.74%
52. All ERG 8-10 Weeks 40.12% 40.12%
53. All Falcon Products 8-10 Weeks 38.59% 38.59%
54. All Forms & Surfaces 12-14 Weeks Quote Quote
55. All Fulbright 8-10 Weeks 43.55% 43.55%
56. Casegoods, Tables, Seating Geiger 12-14 Weeks 39.58% 39.58%
57. Axon, Domino Geiger 12-14 Weeks 32.22% 32.22%
58. All Global Furniture 8-10 Weeks 40.79% 40.79%
59. All Halcon 12-14 Weeks 29.49% 29.49%
60. Casegoods & Tables Haskell 12-14 Weeks 33.79% 33.79%
61. Lateral-Verticals HBF 12-14 Weeks 33.79% 33.79%
62. Systems/Peds Hon 6-8 Weeks 47.36% 47.36%
63. All Hon 6-8 Weeks 47.36% 47.36%
64. All Hon 6-8 Weeks 47.36% 47.36%
65. All In2Design 8-10 Weeks 39.92% 39.92%
66. All Janus et Cie 12-14 Weeks 40.79% 40.79%
67. All Kannoa 12-14 Weeks Quote Quote
68. All Krug 8-10 Weeks 43.55% 43.55%
69. All Landscape Forms 12-14 Weeks Quote Quote
46 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
ITEM
NO SERIES
BRAND
ESTIMATED DELIVERY
TIME (IN WEEKS)
DISCOUNT OFF QUICK SHIP OFF
70. All Malik 12-14 Weeks 34.79% 34.79%
71. All Maverick 6-8 Weeks 48.53% 48.53%
72. All National 8-10 Weeks 52.36% 52.36%
73. All Naughtone 8-10 Weeks 40.10% 40.10%
74. All Nemschoff 8-10 Weeks 44.10% 44.10%
75. All Neocase 12-14 Weeks 32.79% 32.79%
76. All Nevers 12-14 Weeks 42.10% 42.10%
78. All Nevins 12-14 Weeks 42.35% 42.35%
79. All Nienkamper 12-14 Weeks 40.79% 40.79%
80. All Nucraft 12-14 Weeks 43.55% 43.55%
81. All OFS 8-10 Weeks 50.62% 50.62%
82. All Prismatique 12-14 Weeks 33.79% 33.79%
83. All Sauder 12-14 Weeks 33.79% 33.79%
84. All Smart Desks 12-14 Weeks 33.79% 33.79%
85. All SmartSpace 12-14 Weeks 40.79% 40.79%
86. All Surface Works 12-14 Weeks 41.08% 41.08%
87. All Three H 12-14 Weeks 49.56% 49.56%
88. All Tropitone 12-14 Weeks Quote Quote
89. All Versteel 8-10 Weeks 39.69% 39.69%
90. All Virco 8-10 Weeks 49.81% 49.81%
91. All Vitra 8-10 Weeks 33.72% 33.72%
92. All Watson 12-14 Weeks 44.74% 44.74%
93. All WCI Outdoor 12-14 Weeks 40.79% 40.79%
94. All West Coast Industries WCI 12-14 Weeks 38.04% 38.04% 47 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
PRICING SCHEDULE –FILING/FILING SYSTEMS FURNITURE
III. Submit current catalog off list prices. The contract prices for goods under this contract will be the price derived by multiplying the list price by a standard discount.
All pricing shall include labor and Freight costs.
Total volume for all categories last year was approximately $7.9 million.* *Based on all current County Systems/Free-Standing/Filing Systems/Seating and Installation Service contracts.
Manufacturers Percentage discount for Manufacturer's Price List Various
Discount off of list See Below %
Quick Ship See Below %
If there is a different discount for any other series of furniture for the manufacturer listed above, please list the name of the different series and the discount that applies if different. If ordering more than one manufacture, please include a pricing schedule for each manufacturer. Use additional sheets if needed.
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY TIME
(IN WEEKS)
DISCOUNT OFF
LIST
QUICK SHIP
OFF LIST
1. C-Style Overhead Herman Miller 6-8 Weeks 64.28% 64.28%
2. Keys/Locks Herman Miller 6-8 Weeks 68.23% 68.23%
3. Meridian Towers Herman Miller 6-8 Weeks 48.60% 48.60%
4. Meridian Laterals Herman Miller 6-8 Weeks 52.47% 52.47%
5. Meridian Pedestals Herman Miller 6-8 Weeks 48.60% 48.60%
6. Meridian Storage Cases/Bookcases Herman Miller 6-8 Weeks 48.60% 48.60%
7. Meridian Unity Lateral File Herman Miller 6-8 Weeks 48.60% 48.60%
8. Quadrant Storage Towers Herman Miller 6-8 Weeks 55.96% 55.96%
9. Tu Laterals Herman Miller 6-8 Weeks 60.89% 60.89%
10. Tu Pedestals Herman Miller 6-8 Weeks 60.89% 60.89%
11. Tu Storage Herman Miller 6-8 Weeks 60.89% 60.89%
12. Tu Towers Herman Miller 6-8 Weeks 60.89% 60.89%
13. Tu Wood Cases Herman Miller 6-8 Weeks 60.89% 60.89%
14. Tu Wood Credenzas Herman Miller 6-8 Weeks 60.89% 60.89%
15. Tu Wood Cubbies Herman Miller 6-8 Weeks 60.89% 60.89%
16. Tu Wood Laterals Herman Miller 6-8 Weeks 60.89% 60.89%
17. Tu Wood Peds Herman Miller 6-8 Weeks 60.89% 60.89%
18. Tu Wood Towers Herman Miller 6-8 Weeks 60.89% 60.89%
19. Anchor Knoll 6-8 Weeks 68.02% 68.02%
20. Calibre Knoll 6-8 Weeks 57.60% 57.60%
21. Quoin Knoll 6-8 Weeks 68.02% 68.02%
22. All Aurora 8-10 Weeks 27.65% 27.65%
23. All Fire-King 8-10 Weeks 40.79% 40.79%
24. All Korden 8-10 Weeks 43.55% 43.55%
25. All Lyon Workspace 8-10 Weeks 9.25% 9.25%
48 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY TIME
(IN WEEKS)
DISCOUNT OFF
LIST
QUICK SHIP
OFF LIST
26. All Magnuson Group 12-14 Weeks 26.65% 26.65%
27. All Marathon 12-14 Weeks Quote Quote
28. All McMurray Stern 12-14 Weeks Quote Quote
29. All Memo 12-14 Weeks 37.60% 37.60%
30. All MergeWorks 12-14 Weeks 40.79% 40.79%
31. All RichardsWilscox- 12-14 Weeks 38.92% 38.92%
32. All Spacesaver 12-14 Weeks Quote Quote
33. All SpaceStor 12-14 Weeks 40.79% 40.79%
34. All Western Pacific 12-14 Weeks 40.79% 40.79%
49 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
PRICING SCHEDULE –SEATING FURNITURE
IV. Submit current catalog off list prices. The contract prices for goods under this contract will be the price derived by multiplying the list price by a standard discount.
All pricing shall include labor and Freight costs.
Total volume for all categories last year was approximately $7.9 million. * *Based on all current County Systems/Free-Standing/Filing Systems/Seating and Installation Service contracts.
Manufacturers Percentage discount for Manufacturer's Price List Various
Discount off of list See Below %
Quick Ship See Below %
If there is a different discount for any other series of furniture for the manufacturer listed above, please list the name of the different series and the discount that applies if different. If ordering more than one manufacture, please include a pricing schedule for each manufacturer. Use additional sheets if needed.
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY
TIME (IN
DISCOUNT OFF
LIST
QUICK SHIP
OFF LIST
1. Aeron Chairs Herman Miller 6-8 Weeks 50.26% 50.26%
2. American Leather Herman Miller 6-8 Weeks 35.10% 35.10%
3. Aside Herman Miller 6-8 Weeks 47.65% 47.65%
4. Caper Herman Miller 6-8 Weeks 47.87% 47.87%
5. ColourFrom Sofa Group Herman Miller 8-10 Weeks 35.10% 35.10%
6. Cosm Herman Miller 6-8 Weeks 48.65% 48.65%
7. Eames Molded Plastic & WireHerman Miller 8-10 Weeks 40.29% 40.29%
8. Eames Aluminum Herman Miller 8-10 Weeks 37.60% 37.60%
9. Eames Lounge & Classical Herman Miller 8-10 Weeks 37.33% 37.33%
10. Eames Tandem Herman Miller 8-10 Weeks 37.30% 37.30%
11. Embody Herman Miller 6-8 Weeks 46.81% 46.81%
12. Goetz Sofa Herman Miller 8-10 Weeks 34.80% 34.80%
13. Hay Herman Miller 8-10 Weeks 43.24% 43.24%
14. Keyn Herman Miller 6-8 Weeks 42.63% 42.63%
15. Limerick Herman Miller 6-8 Weeks 44.92% 44.92%
16. Lino Herman Miller 6-8 Weeks 47.42% 47.42%
17. Magis Herman Miller 6-8 Weeks 37.72% 37.72%
18. Mirra 2 Herman Miller 6-8 Weeks 50.02% 50.02%
19. Naughtone Herman Miller 8-10 Weeks 40.10% 40.10%
20. Portrait Herman Miller 6-8 Weeks 33.62% 33.62%
21. Pronta Herman Miller 6-8 Weeks 45.92% 45.92%
22. Sayl Herman Miller 6-8 Weeks 48.65% 48.65%
23. Setu Herman Miller 6-8 Weeks 46.81% 46.81%
24. Stools Herman Miller 6-8 Weeks 35.80% 35.80%
25. Striad Herman Miller 8-10 Weeks 37.60% 37.60%
50 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY
TIME (IN
DISCOUNT OFF
LIST
QUICK SHIP
OFF LIST
26. Swoop Herman Miller 8-10 Weeks 40.44% 40.44%
27. Valor Herman Miller 6-8 Weeks 43.10% 43.10%
28. Verus Herman Miller 6-8 Weeks 48.65% 48.65%
29. Whisk Herman Miller 6-8 Weeks 43.10% 43.10%
30. Chadwick Knoll 6-8 Weeks 56.41% 56.41%
31. Generation Knoll 6-8 Weeks 56.41% 56.41%
32. Life Knoll 6-8 Weeks 56.41% 56.41%
33. ReGeneration Knoll 6-8 Weeks 56.41% 56.41%
34. Remix Knoll 6-8 Weeks 56.41% 56.41%
35. Toboggan Knoll 6-8 Weeks 56.41% 56.41%
36. K. Lounge Knoll 8-10 Weeks 50.23% 50.23%
37. K.Task Knoll 6-8 Weeks 50.49% 50.49%
38. Ollo Knoll 6-8 Weeks 51.58% 51.58%
39. MultiGen Knoll 6-8 Weeks 53.58% 53.58%
40. Moment Knoll 6-8 Weeks 51.49% 51.49%
41. All 9 to 5 Seating 6-8 Weeks 51.46% 51.46%
42. All Aceray 12-14 Weeks 33.79% 33.79%
43. All Allermuir 8-10 Weeks 37.55% 37.55%
44. All Allseating 6-8 Weeks 48.99% 48.99%
45. All American Seating 8-10 Weeks 39.79% 39.79%
46. All Arcadia 8-10 Weeks 47.71% 47.71%
47. All Arconas 12-14 Weeks 40.98% 40.98%
48. All Borgo 12-14 Weeks 33.79% 33.79%
49. All Cab Deco 12-14 Weeks 26.65% 26.65%
50. All Cabot Wrenn 12-14 Weeks 33.79% 33.79%
51. All Campbell Contract 12-14 Weeks 33.79% 33.79%
52. All Cape Contract 12-14 Weeks 33.79% 33.79%
53. All Carolina 8-10 Weeks 49.91% 49.91%
54. All Cramer 12-14 Weeks 40.79% 40.79%
55. All Cumberland 12-14 Weeks 33.79% 33.79%
56. All Dauphin 12-14 Weeks 37.94% 37.94%
57. All Davis 12-14 Weeks 34.79% 34.79%
58. All Dedon 12-14 Weeks Quote Quote
59. All ECD 12-14 Weeks 54.06% 54.06%
60. All Encore 8-10 Weeks 53.22% 53.22%
61. All Faustino’s 6-8 Weeks 46.92% 46.92%
62. All H Contract 12-14 Weeks 33.79% 33.79%
63. All Hightower 12-14 Weeks 27.65% 27.65%
64. Seating Hon 6-8 Weeks 47.36% 47.36%
65. Seating Humanscale 6-8 Weeks 51.72% 51.72%
66. Side Seating Humanscale 6-8 Weeks 43.72% 43.72%
67. All JSI 8-10 Weeks 39.92% 39.92%
68. All Kusch Co 8-10 Weeks 33.79% 33.79%
69. All La Z Boy 8-10 Weeks 36.94% 36.94%
70. All Leland 12-14 Weeks 33.79% 33.79%
51 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
ITEM
NO
SERIES BRAND
ESTIMATED
DELIVERY
TIME
(IN WEEKS)
DISCOUNT OFF
LIST
QUICK SHIP
OFF LIST
71. All Lesro 8-10 Weeks 41.92% 41.92%
72. All Martin Brattrud 12-14 Weeks 36.39% 36.39%
73. All Nemschoff 8-10 Weeks 44.10% 44.10%
74. All Norix 12-14 Weeks 32.79% 32.79%
75. All OCI-Sitwell 8-10 Weeks 47.39% 47.39%
76. All Office Master 8-10 Weeks 38.79% 38.79%
78. All RFM Seating 8-10 Weeks 49.37% 49.37%
79. All Sandler 8-10 Weeks 35.29% 35.29%
80. All Segis 8-10 Weeks 35.29% 35.29%
81. All Sit On It 6-8 Weeks 51.12% 51.12%
82. All Sitmatic 6-8 Weeks 47.92% 47.92%
83. All Source International 8-10 Weeks 40.10% 40.10%
84. All Spec Furniture 8-10 Weeks 36.79% 36.79%
85. All Stylex 8-10 Weeks 35.29% 35.29%
86. All Tenjam 12-14 Weeks 40.79% 40.79%
87. All Tuohy 12-14 Weeks 35.21% 35.21%
88. All Via 6-8 Weeks 49.39% 49.39%
89. All Westin-Nielsen 12-14 Weeks 33.79% 33.79%
90. All Wieland 12-14 Weeks 38.79% 38.79%
91. All Zoom 12-14 Weeks 45.45% 45.45%
52 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
PRICING SCHEDULE –LIBRARY, LOBBY AND OTHER FURNITURE
V. Submit current catalog off list prices. The contract prices for goods under this contract will be the price derived by multiplying the list price by a standard discount.
All pricing shall include labor and Freight costs.
Total volume for all categories last year was approximately $7.9 million. * *Based on all current County Systems/Free-Standing/Filing Systems/Seating and Installation Service contracts.
Manufacturers Percentage discount for Manufacturer's Price List Various
Discount off of list See Below %
Quick Ship See Below %
If there is a different discount for any other series of furniture for the manufacturer listed above, please list the name of the different series and the discount that applies if different. If ordering more than one manufacture, please include a pricing schedule for each manufacturer. Use additional sheets if needed.
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY
TIME (IN DISCOUNT OFF LIST QUICK SHIP
OFF LIST
1. Exclave Performance Gear Herman Miller 6-8 Weeks 44.50% 44.50%
2. Formwork Herman Miller 6-8 Weeks 43.69% 43.69%
3. Intent Herman Miller 6-8 Weeks 44.92% 44.92%
4. Objects Herman Miller 6-8 Weeks 35.10% 35.10%
5. All Agati 8-10 Weeks 27.65% 27.65%
6. All APCO Signage 8-10 Weeks Quote Quote
7. All Appenx 6-8 Weeks 44.52% 44.52%
8. All Art Design Resources 6-8 Weeks Quote Quote
9. All BuzziSpace 8-10 Weeks 29.65% 29.65%
10. All Claridge 8-10 Weeks 30.92% 30.92%
11. All Clarus 8-10 Weeks 24.79% 24.79%
12. All Connectrac 6-8 Weeks 13.10% 13.10%
13. All Egan Visual 6-8 Weeks 27.79% 27.79%
14. All Environamics 8-10 Weeks Quote Quote
15. All Framery 8-10 Weeks Quote Quote
16. All Frasch Acoustical 8-10 Weeks 49.16% 49.16%
17. All Games for Fun 8-10 Weeks Quote Quote
18. All Ghent 6-8 Weeks 40.79% 40.79%
19. All GMBI DIV13DIRTT 6-8 Weeks Quote Quote
20. All Great American Art 8-10 Weeks Quote Quote
21. All Gressco 12-14 Weeks Quote Quote
22. Task Lights Humanscale 6-8 Weeks 55.14% 55.14%
23. All Keilhauer 12-14 Weeks 40.79% 40.79%
24. All Kimball 8-10 Weeks 44.96% 44.96%
25. All Koncept Lighting 6-8 Weeks 40.79% 40.79%
53 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY
TIME (IN DISCOUNT OFF LIST QUICK SHIP
OFF LIST
26. All Krueger Intl KI 6-8 Weeks 38.04% 38.04%
27. All Lawrence Metal 6-8 Weeks 15.38% 15.38%
28. All Lencore 6-8 Weeks Quote Quote
29. All LightCorp 6-8 Weeks 45.32% 45.32%
30. All Loftwall 6-8 Weeks 36.51% 36.51%
31. All Nook 6-8 Weeks Quote Quote
32. All Oscar Industries 6-8 Weeks Quote Quote
33. All Peter Pepper 6-8 Weeks 35.79% 35.79%
34. All Safco 6-8 Weeks 39.72% 39.72%
35. All Starin 6-8 Weeks Quote Quote
36. All Take Form 6-8 Weeks 9.11% 9.11%
37. All Tate Access Floors 6-8 Weeks Quote Quote
38. All Tuuci 8-10 Weeks 33.79% 33.79%
54 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
PRICING SCHEDULE –ERGONOMIC FURNITURE
VI. Submit current catalog off list prices. The contract prices for goods under this contract will be the price derived by multiplying the list price by a standard discount.
All pricing shall include labor and Freight costs.
Total volume for all categories last year was approximately $7.9 million. * *Based on all current County Systems/Free-Standing/Filing Systems/Seating and Installation Service contracts.
Manufacturers Percentage discount for Manufacturer's Price List Various
Discount off of list See Below %
Quick Ship See Below %
If there is a different discount for any other series of furniture for the manufacturer listed above, please list the name of the different series and the discount that applies if different. If ordering more than one manufacture, please include a pricing schedule for each manufacturer. Use additional sheets if needed.
ITEM
NO SERIES BRAND
ESTIMATED
DELIVERY
TIME (IN
DISCOUNT OFF
LIST
QUICK SHIP OFF
LIST
1. Thrive Global Herman Miller 6-8 Weeks 53.28% 53.28%
2. Thrive Portfolio Herman Miller 6-8 Weeks 50.83% 50.83%
3. Thrive Portfolio CBS Herman Miller 6-8 Weeks 50.83% 50.83%
4. All GMBI Elevate 3-4 Weeks 64.25% 64.25%
5. All ESI 6-8 Weeks 51.83% 51.83%
6. Cable Management Humanscale 6-8 Weeks 54.59% 54.59%
7. CPU Holders Humanscale 6-8 Weeks 62.32% 62.32%
8. Ergo Accessories Humanscale 6-8 Weeks 56.25% 56.25%
9. HA Counterbalance Humanscale 6-8 Weeks 47.41% 47.41%
10. HA Electric Humanscale 6-8 Weeks 56.93% 56.93%
11. HA Worktable Electric Humanscale 6-8 Weeks 54.04% 54.04%
12. Keyboard Tray Systems Humanscale 6-8 Weeks 60.66% 60.66%
13. Monitor Arms & Access Rails Humanscale 6-8 Weeks 63.40% 63.40%
14. Sit/Stand Portable Humanscale 6-8 Weeks 40.79% 40.79%
15. Tech Products Humanscale 6-8 Weeks 54.04% 54.04%
16. All Ideas At Work 6-8 Weeks 54.01% 54.01%
17. All Right Angle Products 6-8 Weeks 42.85% 42.85%
18. All Workrite 6-8 Weeks 45.63% 45.63%
55 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
ATTACHMENT C (CON’T)
RESPONDENT FEES
PRICING SCHEDULE –ADDITIONAL/SPECIAL SERVICES
VII. Submit additional/special services prices below.
A. Reconfiguration and Labor Charges:*Charge for reconfiguring any manufacturer’s furniture at the request of the County or in storage including installation and disassemble of furniture. The labor cost shall be billed separate from Design Services and Project Management charges. Express in dollar per hour charge. INCLUDE PREVAILING WAGES
REGULAR HOURS
MONDAY -FRIDAY
8:00 AM TO 5:00PM
(PST)
AFTER HOURS
MONDAY -FRIDAY
5:01 PM - 7:59 AM (PST)
WEEKEND/HOLIDAY
ALL DAY
(PST)
PREVAILING
WAGE PER HOUR $49.00 $59.00 $59.00/$69.00
NON-PREVAILING
WAGE PER HOUR $43.00 $53.00 $53.00/$63.00
*This shall only apply when reconfiguring existing County furniture.
B. Design Services: Design charge for the purchase of new furniture or reconfigured furniture. Express in dollars per hour charge. INCLUDE PREVAILING WAGES
REGULAR HOURS
MONDAY -FRIDAY
8:00 AM TO 5:00PM
(PST)
AFTER HOURS
MONDAY -FRIDAY
5:01 PM - 7:59 AM (PST)
WEEKEND/HOLIDAY
ALL DAY
(PST)
PREVAILING WAGE
PER HOUR
$55.00 $55.00 N/A
NON-PREVAILING
WAGE PER HOUR
$55.00 $55.00 N/A
C. Space Planning: Charge for space planning including any architectural designing and blueprinting.
Expressed in dollars per hour per charge. INCLUDE PREVAILINGWAGES
REGULAR HOURS
MONDAY -FRIDAY
8:00 AM TO 5:00PM
(PST)
AFTER HOURS
MONDAY -FRIDAY
5:01 PM - 7:59 AM (PST)
WEEKEND/HOLIDAY
ALL DAY
(PST)
PREVAILING WAGE
PER HOUR
$75.00 $75.00 N/A
NON-PREVAILING
WAGE PER HOUR
$75.00 $75.00 N/A
56 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
D. Special Project Management: Charge for managing a special project, including but not limited to Planning, Expediting, Installing, and Inventorying.
REGULAR HOURS
MONDAY -FRIDAY
8:00 AM TO 5:00PM
(PST)
AFTER HOURS
MONDAY -FRIDAY
5:01 PM - 7:59 AM (PST)
WEEKEND/HOLIDAY
ALL DAY
(PST)
PREVAILING
WAGE PER HOUR $75.00 $75.00 $75.00/$95.00
NON-PREVAILING
WAGE PER HOUR
$75.00 $75.00 $75.00/$95.00
E. Warehouse Cost: Respondent is to provide warehousing at no additional cost to County for a minimum of thirty (30) days. If warehousing is still required after 30 days, Respondent shall list warehousing cost per day, per vault, per pallet, or per square foot.
WAREHOUSING FEES
(AFTER 30-DAYS)
PER DAY, PER VAULT, PER
PALLET, PER SQUARE “FT”
WAREHOUSEMAN
HOURLY RATE
(AFTER 30-DAYS)
$95.00 PER BAY 12 X 4 X 6 =288 CU FT $39.00
F. Additional Product/Services
At the request of Agency/Department(s), Respondent shall submit a written quote for requested goods/services, to include but not be limited to:
a) Express Shipping *
b) Other Custom Related Services
*Delivery shall be coordinated between requesting department(s) and Respondent.
2. Rebates
Respondent shall state any additional rebates offered based on aggregate yearly sales during the contract term, per calendar year. Payment of rebate shall be determined after award. For example:
A. G|M Rebate:
ITEM
NO
AGGREGATE TOTAL REBATE %
1. Purchases from $1.00 to $999,999.99 1.00%
2. Purchases exceeding $1,000,000.00 2.00%
3. Purchases exceeding $2,00,000.00 3.00%
4. Purchases exceeding $3,500,000.00 or more 4.00%
57 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
G|M REBATE HISTORY
Customer Sales Statistics: County of Orange
(Based on Invoicing 11/15/2017 through 11/14/2021)
Contract
Period Description Rebate Amount
2017-18 Co of Orange Rebate for FY Period 11/15/2017 to 11/14/2018 $ 118,203.52 2018-19 Co of Orange Rebate for FY Period 11/15/2018 to 11/14/2019 $ 354,699.13 2019-20 Co of Orange Rebate for FY Period 11/15/2019 to 11/14/2020 $ 885,532.20 2020-21 Co of Orange Rebate for FY Period 11/15/2020 to 11/14/2021 $ 61,251.66 Total Rebates: $ 1,419,686.51
B. Herman Miller Branded Product Rebate:
Herman Miller will provide the following rebate to the County on an annual basis upon County purchases of Herman Miller products. This rebate is not for Knoll or other MillerKnoll owned product brands, only Herman Miller:
ITEM NO AGGREGATE TOTAL REBATE
%
A. County purchases of Herman Miller exceeding $1,000,000 1.00% B. County purchases of Herman Miller exceeding $2,500,000 3.00% C. County purchases of Herman Miller exceeding $4,000,000 5.00% 58 County of Orange, County Procurement Office
Free-Standing Modular Furniture and Installation Services
File No:2266501
RFP No. 017-2266501-SC
Section III: Model Contract
VIII. Miscellaneous:
Contractor shall provide a quote for items not listed under Attachment A, Scope of Work shall not to exceed $TBD per item.
Miscellaneous items not listed in the Contract, may be purchased off this Contract. Contractor will provide requesting department with quote and process order once the County department has authorized the order in writing.
Prices shall include all costs, but not limited to, overhead, all necessary labor, transportation, freight, delivery and/or shipping/handling fees, fuel/fuel surcharges, mileage, storage, self-imposed fees and any other costs necessary to provide the item/s requested.
In addition to the commodity requirements and all other terms and conditions provided herein, Contractor shall satisfy the following billing/invoicing procedures for miscellaneous items not named specifically on this attachment. Failure to follow these procedures fully may delay payment of miscellaneous items.
i. An authorized County Department staff member will contact the Contractor to obtain a written quote for any items needed that are not listed above or are of a different quantity thanspecified. ii. An authorized County Department staff must obtain a quote for items on the Contract if purchased in different quantities than listed on the Contract.
iii. Contractor to include all charges in the quote including but not limited to; initial set-up fees and/or color matching fees, rush charges (if applicable) and shipping charges. iv. If the authorized County Department staff member finds the quote satisfactory, the authorized staff member will sign the quote and email or fax it back to the vendor authorizing the purchase. The Contractor under no circumstance shall release or deliver any miscellaneous items without a written quote signed by an authorized County Department staff member, in their possession. v. Contractor must attach with the invoice a copy of the matching quote with the authorized County Department staff member signature.
vi. The agency/department shall certify on the invoice that the prices are per the signed quote. 59 5 of 5
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60 ORANGE COUNTY POWER AUTHORITY
Staff Report – Item 9.2
--------------------------------------------------------------------------------------------------------------------- To: Orange County Power Authority Board of Directors
From: Tiffany Law, Chief Financial Officer
Approved: Joe Mosca, Chief Executive Officer
Subject: RATIFY RATES EFFECTIVE MARCH 20, 2024
Date: April 30, 2024
---------------------------------------------------------------------------------------------------------------------
RECOMMENDED ACTION
Ratify rates effective March 20, 2024.
BACKGROUND
The rate design of the Orange County Power Authority (OCPA) depends on Southern California Edison’s (SCE) generation rates and the Power Charge Indifference Adjustments (PCIA). In January 2024, the Board approved the OCPA 2024 rate design. This design includes Basic Choice rates set at a 3% discount to SCE’s equivalent generation rates, Smart Choice rates set at 1.0 cent per kWh greater than Basic Choice rates, and 100% Renewable Choice rates set at 1.5 cents per kWh greater than Basic Choice rates.
On June 1, 2023, SCE filed its annual Energy Resource Recovery Account (ERRA) Forecast application with the California Public Utilities Commission (CPUC). The annual ERRA Forecast application updates SCE’s bundled generation and PCIA rates based on market forecasts for the following year and balancing account true-ups accrued in the current year. On December 28, 2023, SCE filed an advice letter to update its electric rates effective January 1, 2024, to reflect the final ERRA Forecast and related balancing accounts.
On February 27, 2024, SCE filed an advice letter to again, update its electric rates, effective March 1, 2024. The March 2024 update was filed to reflect SCE’s new cost of capital approved by the CPUC. The impact of this SCE rate update on OCPA rates is minimal, at approximately -0.01%.
ANALYSIS AND DISCUSSION
Due to Calpine’s billing system requirements, OCPA’s rates became effective on March 20, 2024.
The attached March 20, 2024, OCPA rate schedules have been published on the OCPA website.
These rates have been communicated to customers on their bills and implemented in the OCPA rates comparison tool, also available on the OCPA website.
FISCAL IMPACT
The Board’s ratification of the OCPA March 2024 rates has no fiscal impact.
ATTACHMENTS
OCPA Rate Schedules Effective March 20, 2024 – Residential and Commercial Customers Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
DOMESTIC
GENERATION CHARGE ($/KWH) YEAR‐ROUND 0.14302 $ $ 0.15302 $ 0.15802 All electric usage TOU‐D‐4 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.27413 $ $ 0.28413 $ 0.28913 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.16274 $ $ 0.17274 $ 0.17774 4pm ‐ 9pm, Saturday, Sunday, & holidays SUMMER OFF‐PEAK 0.10132 $ $ 0.11132 $ 0.11632 All other hours WINTER MID‐PEAK 0.20526 $ $ 0.21526 $ 0.22026 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.12740 $ $ 0.13740 $ 0.14240 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.10850 $ $ 0.11850 $ 0.12350 8am ‐ 4pm, every day TOU‐D‐5 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.41706 $ $ 0.42706 $ 0.43206 5pm ‐ 8pm, Monday ‐ Friday SUMMER MID‐PEAK 0.23124 $ $ 0.24124 $ 0.24624 5pm ‐ 8pm, Saturday, Sunday, & holidays SUMMER OFF‐PEAK 0.09244 $ $ 0.10244 $ 0.10744 All other hours WINTER MID‐PEAK 0.29056 $ $ 0.30056 $ 0.30556 5pm ‐ 8pm, every day WINTER OFF‐PEAK 0.12615 $ $ 0.13615 $ 0.14115 8pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.09826 $ $ 0.10826 $ 0.11326 8am ‐ 5pm, every day TOU‐D‐A Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.33103 $ $ 0.34103 $ 0.34603 2pm ‐ 8pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.13805 $ $ 0.14805 $ 0.15305 8am ‐ 2pm & 8pm ‐ 10pm, Monday ‐ Friday
8am ‐ 10pm, Saturday, Sunday & holidays
SUMMER SUPER OFF‐PEAK 0.09714 $ $ 0.10714 $ 0.11214 10pm ‐ 8am, every day WINTER ON‐PEAK 0.19649 $ $ 0.20649 $ 0.21149 2pm ‐ 8pm, Monday ‐ Friday WINTER OFF‐PEAK 0.10505 $ $ 0.11505 $ 0.12005 8am ‐ 2pm & 8pm ‐ 10pm, Monday ‐ Friday
8am ‐ 10pm, Saturday, Sunday & holidays
WINTER SUPER OFF‐PEAK 0.09938 $ $ 0.10938 $ 0.11438 10pm ‐ 8am, every day TOU‐D‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.50300 $ $ 0.51300 $ 0.51800 2pm ‐ 8pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.13800 $ $ 0.14800 $ 0.15300 8am ‐ 2pm & 8pm ‐ 10pm, Monday ‐ Friday
8am ‐ 10pm, Saturday, Sunday & holidays
SUMMER SUPER OFF‐PEAK 0.04796 $ $ 0.05796 $ 0.06296 10pm ‐ 8am, every day WINTER ON‐PEAK 0.18952 $ $ 0.19952 $ 0.20452 2pm ‐ 8pm, Monday ‐ Friday WINTER OFF‐PEAK 0.10505 $ $ 0.11505 $ 0.12005 8am ‐ 2pm & 8pm ‐ 10pm, Monday ‐ Friday
8am ‐ 10pm, Saturday, Sunday & holidays
WINTER SUPER OFF‐PEAK 0.04908 $ $ 0.05908 $ 0.06408 10pm ‐ 8am, every day TOU‐D‐PRIME Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.35971 $ $ 0.36971 $ 0.37471 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12777 $ $ 0.13777 $ 0.14277 4pm ‐ 9pm, Saturday, Sunday, & holidays SUMMER OFF‐PEAK 0.08518 $ $ 0.09518 $ 0.10018 All other hours WINTER MID‐PEAK 0.32482 $ $ 0.33482 $ 0.33982 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.07193 $ $ 0.08193 $ 0.08693 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.07193 $ $ 0.08193 $ 0.08693 8am ‐ 4pm, every day TOU‐D‐T Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.18129 $ $ 0.19129 $ 0.19629 12pm ‐ 6pm, Monday ‐ Friday except holidays*
SUMMER OFF‐PEAK 0.16477 $ $ 0.17477 $ 0.17977 All other hours WINTER ON‐PEAK 0.13352 $ $ 0.14352 $ 0.14852 12pm ‐ 6pm, Monday ‐ Friday except holidays*
WINTER OFF‐PEAK 0.12135 $ $ 0.13135 $ 0.13635 All other hours TOU‐EV‐1 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.35256 $ $ 0.36256 $ 0.36756 12pm ‐ 9pm, every day SUMMER OFF‐PEAK 0.04755 $ $ 0.05755 $ 0.06255 9pm ‐12pm, every day WINTER ON‐PEAK 0.15535 $ $ 0.16535 $ 0.17035 12pm ‐ 9pm, every day WINTER OFF‐PEAK 0.05899 $ $ 0.06899 $ 0.07399 9pm ‐12pm, every day RESIDENTIAL CUSTOMERS
*Holidays are New Year's Day, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, and Christmas.
Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
TOU‐GS‐1‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.15441 $ $ 0.16441 $ 0.16941 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.14096 $ $ 0.15096 $ 0.15596 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09779 $ $ 0.10779 $ 0.11279 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.14630 $ $ 0.15630 $ 0.16130 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10789 $ $ 0.11789 $ 0.12289 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.08467 $ $ 0.09467 $ 0.09967 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00055) $ (0.00055) $ (0.00055) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00108) $ (0.00108) $ (0.00108) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00111) $ (0.00111) $ (0.00111) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 19.54 $ $ 19.54 $ 19.54 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 6.00 $ $ 6.00 $ 6.00 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW)
$ (0.20) $ (0.20) $ (0.20) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW)
$ (0.45) $ (0.45) $ (0.45) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW)
$ (0.45) $ (0.45) $ (0.45) 4pm ‐ 9pm, Monday ‐ Friday TOU‐GS‐1‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.53297 $ $ 0.54297 $ 0.54797 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.15342 $ $ 0.16342 $ 0.16842 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.11415 $ $ 0.12415 $ 0.12915 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.22471 $ $ 0.23471 $ 0.23971 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.13181 $ $ 0.14181 $ 0.14681 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.07665 $ $ 0.08665 $ 0.09165 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00156) $ (0.00156) $ (0.00156) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00340) $ (0.00340) $ (0.00340) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00344) $ (0.00344) $ (0.00344) All electric usage TOU‐GS‐1‐ES Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.57468 $ $ 0.58468 $ 0.58968 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.16889 $ $ 0.17889 $ 0.18389 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.12163 $ $ 0.13163 $ 0.13663 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.21354 $ $ 0.22354 $ 0.22854 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.12282 $ $ 0.13282 $ 0.13782 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.07235 $ $ 0.08235 $ 0.08735 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00156) $ (0.00156) $ (0.00156) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00340) $ (0.00340) $ (0.00340) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00344) $ (0.00344) $ (0.00344) All electric usage TOU‐GS‐1‐A Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.20131 $ $ 0.21131 $ 0.21631 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.18930 $ $ 0.19930 $ 0.20430 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.18275 $ $ 0.19275 $ 0.19775 All other hours WINTER MID‐PEAK 0.13890 $ $ 0.14890 $ 0.15390 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.12658 $ $ 0.13658 $ 0.14158 All other hours TOU‐GS‐1‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.11694 $ $ 0.12694 $ 0.13194 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.11039 $ $ 0.12039 $ 0.12539 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.10682 $ $ 0.11682 $ 0.12182 All other hours WINTER MID‐PEAK 0.13890 $ $ 0.14890 $ 0.15390 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.12658 $ $ 0.13658 $ 0.14158 All other hours DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 14.34 $ $ 14.34 $ 14.34 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 4.66 $ $ 4.66 $ 4.66 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday COMMERCIAL CUSTOMERS
Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
TOU‐GS‐2‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.15002 $ $ 0.16002 $ 0.16502 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.13824 $ $ 0.14824 $ 0.15324 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09460 $ $ 0.10460 $ 0.10960 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.10662 $ $ 0.11662 $ 0.12162 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10716 $ $ 0.11716 $ 0.12216 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06408 $ $ 0.07408 $ 0.07908 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00110) $ (0.00110) $ (0.00110) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00242) $ (0.00242) $ (0.00242) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00244) $ (0.00244) $ (0.00244) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 24.78 $ $ 24.78 $ 24.78 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 6.51 $ $ 6.51 $ 6.51 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW) $ (0.56) $ (0.56) $ (0.56) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW) $ (1.29) $ (1.29) $ (1.29) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW) $ (1.31) $ (1.31) $ (1.31) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 2‐50kV
($/kW)
$ (0.15) $ (0.15) $ (0.15) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 51‐
219kV ($/kW)
$ (0.34) $ (0.34) $ (0.34) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 220kV
($/kW)
$ (0.34) $ (0.34) $ (0.34) 4pm ‐ 9pm, Monday ‐ Friday TOU‐GS‐2‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.46517 $ $ 0.47517 $ 0.48017 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.13824 $ $ 0.14824 $ 0.15324 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09460 $ $ 0.10460 $ 0.10960 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.15661 $ $ 0.16661 $ 0.17161 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10716 $ $ 0.11716 $ 0.12216 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06408 $ $ 0.07408 $ 0.07908 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00164) $ (0.00164) $ (0.00164) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00365) $ (0.00365) $ (0.00365) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00368) $ (0.00368) $ (0.00368) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 6.96 $ $ 6.96 $ 6.96 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 2.69 $ $ 2.69 $ 2.69 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW) $ (0.23) $ (0.23) $ (0.23) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW) $ (0.54) $ (0.54) $ (0.54) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW) $ (0.54) $ (0.54) $ (0.54) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 2‐50kV
($/kW)
$ (0.06) $ (0.06) $ (0.06) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 51‐
219kV ($/kW)
$ (0.13) $ (0.13) $ (0.13) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 220kV
($/kW)
$ (0.13) $ (0.13) $ (0.13) 4pm ‐ 9pm, Monday ‐ Friday TOU‐GS‐2‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.11313 $ $ 0.12313 $ 0.12813 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.10689 $ $ 0.11689 $ 0.12189 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
SUMMER OFF‐PEAK 0.10347 $ $ 0.11347 $ 0.11847 All other hours WINTER MID‐PEAK 0.13390 $ $ 0.14390 $ 0.14890 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08586 $ $ 0.09586 $ 0.10086 All other hours DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 17.18 $ $ 17.18 $ 17.18 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 5.78 $ $ 5.78 $ 5.78 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday TOU‐GS‐2‐R Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.34007 $ $ 0.35007 $ 0.35507 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.17025 $ $ 0.18025 $ 0.18525 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.10347 $ $ 0.11347 $ 0.11847 All other hours WINTER MID‐PEAK 0.13390 $ $ 0.14390 $ 0.14890 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08586 $ $ 0.09586 $ 0.10086 All other hours YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00279) $ (0.00279) $ (0.00279) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00630) $ (0.00630) $ (0.00630) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00635) $ (0.00635) $ (0.00635) All electric usage Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
TOU‐GS‐3‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.13985 $ $ 0.14985 $ 0.15485 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12893 $ $ 0.13893 $ 0.14393 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09227 $ $ 0.10227 $ 0.10727 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.10401 $ $ 0.11401 $ 0.11901 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10455 $ $ 0.11455 $ 0.11955 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06251 $ $ 0.07251 $ 0.07751 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00110) $ (0.00110) $ (0.00110) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00241) $ (0.00241) $ (0.00241) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00244) $ (0.00244) $ (0.00244) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 21.27 $ $ 21.27 $ 21.27 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 7.70 $ $ 7.70 $ 7.70 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW) $ (0.49) $ (0.49) $ (0.49) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW) $ (1.14) $ (1.14) $ (1.14) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW) $ (1.14) $ (1.14) $ (1.14) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 2‐50kV
($/kW)
$ (0.18) $ (0.18) $ (0.18) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 51‐
219kV ($/kW)
$ (0.42) $ (0.42) $ (0.42) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 220kV
($/kW)
$ (0.41) $ (0.41) $ (0.41) 4pm ‐ 9pm, Monday ‐ Friday TOU‐GS‐3‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.38185 $ $ 0.39185 $ 0.39685 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12893 $ $ 0.13893 $ 0.14393 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09227 $ $ 0.10227 $ 0.10727 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.15772 $ $ 0.16772 $ 0.17272 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10455 $ $ 0.11455 $ 0.11955 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06251 $ $ 0.07251 $ 0.07751 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00201) $ (0.00201) $ (0.00201) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00450) $ (0.00450) $ (0.00450) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00456) $ (0.00456) $ (0.00456) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 5.97 $ $ 5.97 $ 5.97 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 3.18 $ $ 3.18 $ 3.18 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW) $ (0.20) $ (0.20) $ (0.20) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW) $ (0.47) $ (0.47) $ (0.47) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW) $ (0.47) $ (0.47) $ (0.47) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 2‐50kV
($/kW)
$ (0.08) $ (0.08) $ (0.08) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 51‐
219kV ($/kW)
$ (0.17) $ (0.17) $ (0.17) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 220kV
($/kW)
$ (0.17) $ (0.17) $ (0.17) 4pm ‐ 9pm, Monday ‐ Friday TOU‐GS‐3‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.10815 $ $ 0.11815 $ 0.12315 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.10204 $ $ 0.11204 $ 0.11704 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
SUMMER OFF‐PEAK 0.09893 $ $ 0.10893 $ 0.11393 All other hours WINTER MID‐PEAK 0.13296 $ $ 0.14296 $ 0.14796 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08414 $ $ 0.09414 $ 0.09914 All other hours DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 14.25 $ $ 14.25 $ 14.25 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 4.76 $ $ 4.76 $ 4.76 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday TOU‐GS‐3‐R Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.28359 $ $ 0.29359 $ 0.29859 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.14794 $ $ 0.15794 $ 0.16294 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.09893 $ $ 0.10893 $ 0.11393 All other hours WINTER MID‐PEAK 0.13296 $ $ 0.14296 $ 0.14796 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08414 $ $ 0.09414 $ 0.09914 All other hours YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00236) $ (0.00236) $ (0.00236) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00532) $ (0.00532) $ (0.00532) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00538) $ (0.00538) $ (0.00538) All electric usage Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
TOU‐8‐SEC‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.13769 $ $ 0.14769 $ 0.15269 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12693 $ $ 0.13693 $ 0.14193 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09103 $ $ 0.10103 $ 0.10603 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.10266 $ $ 0.11266 $ 0.11766 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10319 $ $ 0.11319 $ 0.11819 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06157 $ $ 0.07157 $ 0.07657 8am ‐ 4pm, every day DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 22.14 $ $ 22.14 $ 22.14 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 6.78 $ $ 6.78 $ 6.78 4pm ‐ 9pm, Monday ‐ Friday TOU‐8‐PRI‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.13222 $ $ 0.14222 $ 0.14722 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12213 $ $ 0.13213 $ 0.13713 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08752 $ $ 0.09752 $ 0.10252 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.09884 $ $ 0.10884 $ 0.11384 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.09954 $ $ 0.10954 $ 0.11454 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05947 $ $ 0.06947 $ 0.07447 8am ‐ 4pm, every day DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 21.31 $ $ 21.31 $ 21.31 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 7.98 $ $ 7.98 $ 7.98 4pm ‐ 9pm, Monday ‐ Friday TOU‐8‐SUB‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.12407 $ $ 0.13407 $ 0.13907 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.11491 $ $ 0.12491 $ 0.12991 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08197 $ $ 0.09197 $ 0.09697 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.09261 $ $ 0.10261 $ 0.10761 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.09356 $ $ 0.10356 $ 0.10856 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05592 $ $ 0.06592 $ 0.07092 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00071) $ (0.00071) $ (0.00071) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 23.51 $ $ 23.51 $ 23.51 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 7.60 $ $ 7.60 $ 7.60 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW) $ (0.24) $ (0.24) $ (0.24) 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 220kV
($/kW)
$ (0.08) $ (0.08) $ (0.08) 4pm ‐ 9pm, Monday ‐ Friday TOU‐8‐SEC‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.36495 $ $ 0.37495 $ 0.37995 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12693 $ $ 0.13693 $ 0.14193 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09103 $ $ 0.10103 $ 0.10603 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.14662 $ $ 0.15662 $ 0.16162 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10319 $ $ 0.11319 $ 0.11819 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06157 $ $ 0.07157 $ 0.07657 8am ‐ 4pm, every day DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 6.22 $ $ 6.22 $ 6.22 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 2.81 $ $ 2.81 $ 2.81 4pm ‐ 9pm, Monday ‐ Friday TOU‐8‐PRI‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.34744 $ $ 0.35744 $ 0.36244 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12213 $ $ 0.13213 $ 0.13713 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08752 $ $ 0.09752 $ 0.10252 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.16804 $ $ 0.17804 $ 0.18304 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.09954 $ $ 0.10954 $ 0.11454 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05947 $ $ 0.06947 $ 0.07447 8am ‐ 4pm, every day DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 5.23 $ $ 5.23 $ 5.23 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 0.90 $ $ 0.90 $ 0.90 4pm ‐ 9pm, Monday ‐ Friday TOU‐8‐SUB‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.37933 $ $ 0.38933 $ 0.39433 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.11491 $ $ 0.12491 $ 0.12991 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08197 $ $ 0.09197 $ 0.09697 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.14838 $ $ 0.15838 $ 0.16338 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.09356 $ $ 0.10356 $ 0.10856 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05592 $ $ 0.06592 $ 0.07092 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00091) $ (0.00091) $ (0.00091) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 2.23 $ $ 2.23 $ 2.23 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 1.09 $ $ 1.09 $ 1.09 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW) $ (0.02) $ (0.02) $ (0.02) 4pm ‐ 9pm, Monday ‐ Friday Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
WINTER MID‐PEAK (WEEKDAYS)
VOLTAGE DISCOUNT ‐ DEMAND 220kV
($/kW)
$ (0.01) $ (0.01) $ (0.01) 4pm ‐ 9pm, Monday ‐ Friday Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
TOU‐8‐SEC‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.10659 $ $ 0.11659 $ 0.12159 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.10027 $ $ 0.11027 $ 0.11527 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.09750 $ $ 0.10750 $ 0.11250 All other hours WINTER MID‐PEAK 0.12670 $ $ 0.13670 $ 0.14170 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08412 $ $ 0.09412 $ 0.09912 All other hours DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 15.24 $ $ 15.24 $ 15.24 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 5.01 $ $ 5.01 $ 5.01 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday TOU‐8‐PRI‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.10271 $ $ 0.11271 $ 0.11771 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.09626 $ $ 0.10626 $ 0.11126 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.09397 $ $ 0.10397 $ 0.10897 All other hours WINTER MID‐PEAK 0.13077 $ $ 0.14077 $ 0.14577 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08265 $ $ 0.09265 $ 0.09765 All other hours DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 15.00 $ $ 15.00 $ 15.00 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 4.82 $ $ 4.82 $ 4.82 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday TOU‐8‐SUB‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.09624 $ $ 0.10624 $ 0.11124 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.08996 $ $ 0.09996 $ 0.10496 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.08807 $ $ 0.09807 $ 0.10307 All other hours WINTER MID‐PEAK 0.12100 $ $ 0.13100 $ 0.13600 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.07826 $ $ 0.08826 $ 0.09326 All other hours YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00071) $ (0.00071) $ (0.00071) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 17.13 $ $ 17.13 $ 17.13 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 5.55 $ $ 5.55 $ 5.55 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER ON‐PEAK AND MID‐PEAK
VOLTAGE DISCOUNT ‐ DEMAND 220kV
($/kW)
$ (0.36) $ (0.36) $ (0.36) 8am ‐ 11pm, Monday ‐ Friday TOU‐8‐SEC‐R Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.28167 $ $ 0.29167 $ 0.29667 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.14289 $ $ 0.15289 $ 0.15789 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.09750 $ $ 0.10750 $ 0.11250 All other hours WINTER MID‐PEAK 0.12670 $ $ 0.13670 $ 0.14170 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08412 $ $ 0.09412 $ 0.09912 All other hours TOU‐8‐PRI‐R Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.27239 $ $ 0.28239 $ 0.28739 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.13469 $ $ 0.14469 $ 0.14969 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.09397 $ $ 0.10397 $ 0.10897 All other hours WINTER MID‐PEAK 0.13077 $ $ 0.14077 $ 0.14577 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08265 $ $ 0.09265 $ 0.09765 All other hours TOU‐8‐SUB‐R Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.26936 $ $ 0.27936 $ 0.28436 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12801 $ $ 0.13801 $ 0.14301 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.08807 $ $ 0.09807 $ 0.10307 All other hours WINTER MID‐PEAK 0.12100 $ $ 0.13100 $ 0.13600 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.07826 $ $ 0.08826 $ 0.09326 All other hours YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00113) $ (0.00113) $ (0.00113) All electric usage TOU‐8‐SEC‐RBU Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.13769 $ $ 0.14769 $ 0.15269 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12693 $ $ 0.13693 $ 0.14193 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09103 $ $ 0.10103 $ 0.10603 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.10266 $ $ 0.11266 $ 0.11766 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10319 $ $ 0.11319 $ 0.11819 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06157 $ $ 0.07157 $ 0.07657 8am ‐ 4pm, every day DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 22.14 $ $ 22.14 $ 22.14 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 6.78 $ $ 6.78 $ 6.78 4pm ‐ 9pm, Monday ‐ Friday Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
COMMERCIAL CUSTOMERS
TOU‐8‐PRI‐RBU Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.13222 $ $ 0.14222 $ 0.14722 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12213 $ $ 0.13213 $ 0.13713 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08752 $ $ 0.09752 $ 0.10252 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.09884 $ $ 0.10884 $ 0.11384 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.09954 $ $ 0.10954 $ 0.11454 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05947 $ $ 0.06947 $ 0.07447 8am ‐ 4pm, every day DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 21.31 $ $ 21.31 $ 21.31 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 7.98 $ $ 7.98 $ 7.98 4pm ‐ 9pm, Monday ‐ Friday TOU‐8‐SUB‐RBU Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.12407 $ $ 0.13407 $ 0.13907 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.11491 $ $ 0.12491 $ 0.12991 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08197 $ $ 0.09197 $ 0.09697 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.09261 $ $ 0.10261 $ 0.10761 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.09356 $ $ 0.10356 $ 0.10856 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05592 $ $ 0.06592 $ 0.07092 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00071) $ (0.00071) $ (0.00071) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 23.51 $ $ 23.51 $ 23.51 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 7.60 $ $ 7.60 $ 7.60 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW) $ (0.24) $ (0.24) $ (0.24) 4pm ‐ 9pm, Monday ‐ Friday
WINTER WEEKDAYS VOLTAGE
DISCOUNT ‐ DEMAND 220kV ($/kW) $ (0.08) $ (0.08) $ (0.08) 4pm ‐ 9pm, Monday ‐ Friday Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
TOU‐EV‐7 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.40366 $ $ 0.41366 $ 0.41866 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.15342 $ $ 0.16342 $ 0.16842 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.12886 $ $ 0.13886 $ 0.14386 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.22471 $ $ 0.23471 $ 0.23971 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.14884 $ $ 0.15884 $ 0.16384 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.07665 $ $ 0.08665 $ 0.09165 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00156) $ (0.00156) $ (0.00156) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00340) $ (0.00340) $ (0.00340) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00344) $ (0.00344) $ (0.00344) All electric usage TOU‐EV‐8 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.44529 $ $ 0.45529 $ 0.46029 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.13824 $ $ 0.14824 $ 0.15324 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.11067 $ $ 0.12067 $ 0.12567 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.19187 $ $ 0.20187 $ 0.20687 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.12717 $ $ 0.13717 $ 0.14217 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06408 $ $ 0.07408 $ 0.07908 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00280) $ (0.00280) $ (0.00280) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00630) $ (0.00630) $ (0.00630) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00635) $ (0.00635) $ (0.00635) All electric usage TOU‐EV‐9‐SEC Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.34416 $ $ 0.35416 $ 0.35916 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12693 $ $ 0.13693 $ 0.14193 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.10205 $ $ 0.11205 $ 0.11705 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.17764 $ $ 0.18764 $ 0.19264 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.11485 $ $ 0.12485 $ 0.12985 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06157 $ $ 0.07157 $ 0.07657 8am ‐ 4pm, every day TOU‐EV‐9‐PRI Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.31682 $ $ 0.32682 $ 0.33182 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12213 $ $ 0.13213 $ 0.13713 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09706 $ $ 0.10706 $ 0.11206 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.17690 $ $ 0.18690 $ 0.19190 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10888 $ $ 0.11888 $ 0.12388 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05947 $ $ 0.06947 $ 0.07447 8am ‐ 4pm, every day TOU‐EV‐9‐SUB Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.30815 $ $ 0.31815 $ 0.32315 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.11491 $ $ 0.12491 $ 0.12991 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09060 $ $ 0.10060 $ 0.10560 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.15763 $ $ 0.16763 $ 0.17263 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10117 $ $ 0.11117 $ 0.11617 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05592 $ $ 0.06592 $ 0.07092 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00113) $ (0.00113) $ (0.00113) All electric usage BUSINESS ELECTRIC VEHICLE CUSTOMERS
Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
TOU‐PA‐2‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.15062 $ $ 0.16062 $ 0.16562 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.13875 $ $ 0.14875 $ 0.15375 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09729 $ $ 0.10729 $ 0.11229 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.12145 $ $ 0.13145 $ 0.13645 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.09994 $ $ 0.10994 $ 0.11494 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.08772 $ $ 0.09772 $ 0.10272 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00113) $ (0.00113) $ (0.00113) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00248) $ (0.00248) $ (0.00248) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00249) $ (0.00249) $ (0.00249) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 13.62 $ $ 13.62 $ 13.62 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 3.08 $ $ 3.08 $ 3.08 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW)
$ (0.19) $ (0.19) $ (0.19) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW)
$ (0.42) $ (0.42) $ (0.42) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW)
$ (0.41) $ (0.41) $ (0.41) 4pm ‐ 9pm, Monday ‐ Friday WINTER WIND MACHINE CREDIT ($/kW) (9.76) $ $ (9.76) $ (9.76) All electric usage TOU‐PA‐2‐D5 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.28398 $ $ 0.29398 $ 0.29898 5pm ‐ 8pm, Monday ‐ Friday SUMMER MID‐PEAK 0.26877 $ $ 0.27877 $ 0.28377 5pm ‐ 8pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09219 $ $ 0.10219 $ 0.10719 8pm ‐ 5pm, every day WINTER MID‐PEAK 0.12764 $ $ 0.13764 $ 0.14264 5pm ‐ 8pm, every day WINTER OFF‐PEAK 0.10487 $ $ 0.11487 $ 0.11987 8pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.09191 $ $ 0.10191 $ 0.10691 8am ‐ 5pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00119) $ (0.00119) $ (0.00119) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00262) $ (0.00262) $ (0.00262) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00263) $ (0.00263) $ (0.00263) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 13.03 $ $ 13.03 $ 13.03 5pm ‐ 8pm, Monday ‐ Friday WINTER MID‐PEAK 2.14 $ $ 2.14 $ 2.14 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW)
$ (0.16) $ (0.16) $ (0.16) 5pm ‐ 8pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW)
$ (0.37) $ (0.37) $ (0.37) 5pm ‐ 8pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW)
$ (0.37) $ (0.37) $ (0.37) 5pm ‐ 8pm, Monday ‐ Friday WINTER WIND MACHINE CREDIT ($/kW) (9.76) $ $ (9.76) $ (9.76) All electric usage AGRICULTURE CUSTOMERS
Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
AGRICULTURE CUSTOMERS
TOU‐PA‐2‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.46870 $ $ 0.47870 $ 0.48370 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.13875 $ $ 0.14875 $ 0.15375 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09729 $ $ 0.10729 $ 0.11229 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.13805 $ $ 0.14805 $ 0.15305 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.11316 $ $ 0.12316 $ 0.12816 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.09898 $ $ 0.10898 $ 0.11398 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00182) $ (0.00182) $ (0.00182) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00405) $ (0.00405) $ (0.00405) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00406) $ (0.00406) $ (0.00406) All electric usage DEMAND CHARGE ($/KW) YEAR ROUND WIND MACHINE CREDIT
($/kW) $ (9.76) $ (9.76) $ (9.76) All electric usage TOU‐PA‐2‐E5 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.76917 $ $ 0.77917 $ 0.78417 5pm ‐ 8pm, Monday ‐ Friday SUMMER MID‐PEAK 0.26877 $ $ 0.27877 $ 0.28377 5pm ‐ 8pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.09219 $ $ 0.10219 $ 0.10719 8pm ‐ 5pm, every day WINTER MID‐PEAK 0.13859 $ $ 0.14859 $ 0.15359 5pm ‐ 8pm, every day WINTER OFF‐PEAK 0.11359 $ $ 0.12359 $ 0.12859 8pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.09936 $ $ 0.10936 $ 0.11436 8am ‐ 5pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00181) $ (0.00181) $ (0.00181) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00404) $ (0.00404) $ (0.00404) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00406) $ (0.00406) $ (0.00406) All electric usage DEMAND CHARGE ($/KW) YEAR ROUND WIND MACHINE CREDIT
($/kW) $ (9.76) $ (9.76) $ (9.76) All electric usage TOU‐PA‐2‐A Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.30146 $ $ 0.31146 $ 0.31646 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.14651 $ $ 0.15651 $ 0.16151 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.10450 $ $ 0.11450 $ 0.11950 All other hours WINTER MID‐PEAK 0.13694 $ $ 0.14694 $ 0.15194 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.09600 $ $ 0.10600 $ 0.11100 All other hours DEMAND CHARGE ($/KW) YEAR ROUND WIND MACHINE CREDIT
($/kW) $ (9.76) $ (9.76) $ (9.76) All electric usage TOU‐PA‐2‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.11431 $ $ 0.12431 $ 0.12931 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.10687 $ $ 0.11687 $ 0.12187 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.10450 $ $ 0.11450 $ 0.11950 All other hours WINTER MID‐PEAK 0.13694 $ $ 0.14694 $ 0.15194 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.09600 $ $ 0.10600 $ 0.11100 All other hours DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 9.66 $ $ 9.66 $ 9.66 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 2.96 $ $ 2.96 $ 2.96 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday WINTER WIND MACHINE CREDIT ($/kW) (9.76) $ $ (9.76) $ (9.76) All electric usage Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
AGRICULTURE CUSTOMERS
TOU‐PA‐3‐D Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.13278 $ $ 0.14278 $ 0.14778 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12252 $ $ 0.13252 $ 0.13752 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08656 $ $ 0.09656 $ 0.10156 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.10631 $ $ 0.11631 $ 0.12131 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.10689 $ $ 0.11689 $ 0.12189 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06378 $ $ 0.07378 $ 0.07878 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00111) $ (0.00111) $ (0.00111) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00244) $ (0.00244) $ (0.00244) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00248) $ (0.00248) $ (0.00248) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 14.53 $ $ 14.53 $ 14.53 4pm ‐ 9pm, Monday ‐ Friday WINTER MID‐PEAK 3.13 $ $ 3.13 $ 3.13 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW)
$ (0.22) $ (0.22) $ (0.22) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW)
$ (0.52) $ (0.52) $ (0.52) 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW)
$ (0.52) $ (0.52) $ (0.52) 4pm ‐ 9pm, Monday ‐ Friday TOU‐PA‐3‐D5 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.24368 $ $ 0.25368 $ 0.25868 5pm ‐ 8pm, Monday ‐ Friday SUMMER MID‐PEAK 0.23075 $ $ 0.24075 $ 0.24575 5pm ‐ 8pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08238 $ $ 0.09238 $ 0.09738 8pm ‐ 5pm, every day WINTER MID‐PEAK 0.10883 $ $ 0.11883 $ 0.12383 5pm ‐ 8pm, every day WINTER OFF‐PEAK 0.10942 $ $ 0.11942 $ 0.12442 8pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.06501 $ $ 0.07501 $ 0.08001 8am ‐ 5pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00114) $ (0.00114) $ (0.00114) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00250) $ (0.00250) $ (0.00250) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00255) $ (0.00255) $ (0.00255) All electric usage DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 13.93 $ $ 13.93 $ 13.93 5pm ‐ 8pm, Monday ‐ Friday WINTER MID‐PEAK 2.86 $ $ 2.86 $ 2.86 4pm ‐ 9pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 2‐50kV ($/kW)
$ (0.22) $ (0.22) $ (0.22) 5pm ‐ 8pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 51‐219kV ($/kW)
$ (0.49) $ (0.49) $ (0.49) 5pm ‐ 8pm, Monday ‐ Friday SUMMER ON‐PEAK AND WINTER MID‐
PEAK (WEEKDAYS) VOLTAGE DISCOUNT ‐
DEMAND 220kV ($/kW)
$ (0.49) $ (0.49) $ (0.49) 5pm ‐ 8pm, Monday ‐ Friday TOU‐PA‐3‐E Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.40319 $ $ 0.41319 $ 0.41819 4pm ‐ 9pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12252 $ $ 0.13252 $ 0.13752 4pm ‐ 9pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08656 $ $ 0.09656 $ 0.10156 9pm ‐ 4pm, every day WINTER MID‐PEAK 0.14499 $ $ 0.15499 $ 0.15999 4pm ‐ 9pm, every day WINTER OFF‐PEAK 0.11875 $ $ 0.12875 $ 0.13375 9pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05337 $ $ 0.06337 $ 0.06837 8am ‐ 4pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00173) $ (0.00173) $ (0.00173) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00388) $ (0.00388) $ (0.00388) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00392) $ (0.00392) $ (0.00392) All electric usage Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
AGRICULTURE CUSTOMERS
TOU‐PA‐3‐E5 Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.65127 $ $ 0.66127 $ 0.66627 5pm ‐ 8pm, Monday ‐ Friday SUMMER MID‐PEAK 0.23075 $ $ 0.24075 $ 0.24575 5pm ‐ 8pm, Saturday, Sunday, & holidays* SUMMER OFF‐PEAK 0.08238 $ $ 0.09238 $ 0.09738 8pm ‐ 5pm, every day WINTER MID‐PEAK 0.15092 $ $ 0.16092 $ 0.16592 5pm ‐ 8pm, every day WINTER OFF‐PEAK 0.12348 $ $ 0.13348 $ 0.13848 8pm ‐ 8am, every day WINTER SUPER OFF‐PEAK 0.05509 $ $ 0.06509 $ 0.07009 8am ‐ 5pm, every day YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 2‐50kV ($/kWh) $ (0.00173) $ (0.00173) $ (0.00173) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 51‐219kV ($/kWh) $ (0.00388) $ (0.00388) $ (0.00388) All electric usage YEAR ROUND VOLTAGE DISCOUNT ‐
ENERGY 220kV ($/kWh) $ (0.00392) $ (0.00392) $ (0.00392) All electric usage TOU‐PA‐3‐A Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.26397 $ $ 0.27397 $ 0.27897 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.12784 $ $ 0.13784 $ 0.14284 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.09272 $ $ 0.10272 $ 0.10772 All other hours WINTER MID‐PEAK 0.12002 $ $ 0.13002 $ 0.13502 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08845 $ $ 0.09845 $ 0.10345 All other hours TOU‐PA‐3‐B Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.10125 $ $ 0.11125 $ 0.11625 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 0.09467 $ $ 0.10467 $ 0.10967 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday SUMMER OFF‐PEAK 0.09272 $ $ 0.10272 $ 0.10772 All other hours WINTER MID‐PEAK 0.12002 $ $ 0.13002 $ 0.13502 8am ‐ 9pm, Monday ‐ Friday WINTER OFF‐PEAK 0.08845 $ $ 0.09845 $ 0.10345 All other hours DEMAND CHARGE ($/KW) SUMMER ON‐PEAK 10.23 $ $ 10.23 $ 10.23 12pm ‐ 6pm, Monday ‐ Friday SUMMER MID‐PEAK 3.00 $ $ 3.00 $ 3.00 8am ‐ 12pm & 6pm ‐ 11pm, Monday ‐ Friday Effective: Mar 20, 2024
OCPA Rate Schedule Period Basic Choice Smart Choice
100% Renewable
Choice Time Period Definitions
Streetlighting
(LS‐1, LS‐2, DWL, and OL‐1)
GENERATION CHARGE ($/KWH) YEAR‐ROUND 0.09607 $ $ 0.10607 $ 0.11107 All electric usage LS‐3
GENERATION CHARGE ($/KWH) YEAR‐ROUND 0.09619 $ $ 0.10619 $ 0.11119 All electric usage AL‐2‐F
GENERATION CHARGE ($/KWH) YEAR‐ROUND 0.09619 $ $ 0.10619 $ 0.11119 All electric usage AL‐2‐GF Summer ‐ June through September; Winter ‐ October through May GENERATION CHARGE ($/KWH) SUMMER ON‐PEAK 0.20131 $ $ 0.21131 $ 0.21631 8am ‐ 4pm, every day SUMMER OFF‐PEAK 0.09619 $ $ 0.10619 $ 0.11119 All other hours WINTER ON‐PEAK 0.13890 $ $ 0.14890 $ 0.15390 8am ‐ 4pm, every day WINTER OFF‐PEAK 0.09619 $ $ 0.10619 $ 0.11119 All other hours TC‐1
GENERATION CHARGE ($/KWH) YEAR‐ROUND 0.12778 $ $ 0.13778 $ 0.14278 All electric usage *Applicable holidays for rate time periods are as follows: New Year's Day, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, and Christmas Day. When any holiday listed above falls on Sunday, the following Monday will be recognized as a holiday. No change will be made for holidays falling on Saturday.
STREETLIGHT CUSTOMERS
Effective: Mar 20, 2024
Wildfire Fund Non‐Bypassable Charge
Competition Transition Charge
Rate Group WFC (All Vintages) CTC (All Vintages) GMS Factor (All Vintages) Domestic1 $ 0.00561 $ (0.00039) 0.009261 GS‐12 $ 0.00561 $ (0.00028) 0.009261 TC‐13 $ 0.00561 $ (0.00030) 0.009261 GS‐24 $ 0.00561 $ (0.00029) 0.009261 TOU‐GS‐35 $ 0.00561 $ (0.00029) 0.009261 TOU‐8‐Sec6 $ 0.00561 $ (0.00028) 0.009261 TOU‐8‐Pri6 $ 0.00561 $ (0.00027) 0.009261 TOU‐8‐Sub6 $ 0.00561 $ (0.00026) 0.009261 Small AG7 $ 0.00561 $ (0.00029) 0.009261 Large AG8 $ 0.00561 $ (0.00029) 0.009261 St. Lighting
9 $ 0.00561 $ (0.00036) 0.009261 2 Includes Schedules GS‐1, TOU‐GS‐1, TOU‐GS‐1‐RTP, AL‐2 (On‐Peak), LS‐3 Option B (On‐ Peak), and TOU‐EV‐7. 3 Includes Schedules TC‐1, Wi‐Fi‐1, and WTR.
4 Includes Schedules GS‐2, TOU‐EV‐8, TOU‐GS‐2, and TOU‐GS‐2‐RTP. 5 Includes Schedules TOU‐GS‐3 and TOU‐GS‐3‐RTP.
6 Includes Schedules TOU‐EV‐9, TOU‐8, TOU‐8‐RBU, and TOU‐8‐RTP. 7 Includes Schedules PA‐1, PA‐2, TOU‐PA‐2, and TOU‐PA‐2‐RTP. 8 Includes Schedules TOU‐PA‐3 and TOU‐PA‐3‐RTP.
9 Includes Schedules AL‐2‐(Off‐Peak), DWL, LS‐1, LS‐2, LS‐3, LS‐3 Option B (Off‐Peak), and OL‐1.
The Wildfire Fund Non‐Bypassable Charge (WFC) supports the California Wildfire Fund. This charge is assessed to all customers, including SCE‐only customers, but is collected separately for CCA customers. The funds go to the State of California for potential disbursement to IOUs, such as SCE, if a catastrophic event occurs. Customers on CARE and Medical Baseline Programs are currently exempt from these charges.
OCPA Rates in SCE Territory
Surcharge
The Generation Municipal Surcharge (GMS) Factor recovers franchise fees paid by SCE to operate within certain municipal jurisdictions within California. This charge is assessed to all customers, including SCE‐only customers, but is collected separately for CCA customers. The charge equals the product of the GMS factor and the SCE rates or charges that have been removed from the bill of a customer receiving CCA service. An exemption applies to CA political subdivision and certain cogeneration or nonutility generation facilities. It is the responsibility of the customer to self‐identify for exemption.
The ongoing Competition Transition Charge (CTC) recovers the CPUC‐approved market price limit for legacy electricity contracts (signed prior to 1998), as well as statutorily authorized costs that are related to restructuring of California’s electric industry prior to the energy crisis. These charges are assessed to all customers, including SCE‐only customers, but are collected separately for CCA customers and go directly to SCE.
Effective: Mar 20, 2024
Power Charge Indifference Adjustment
Rate Group PCIA Vintage
Domestic1 $ 0.00077 2022
GS‐12 $ (0.01592) 2021
TC‐13 $ (0.01691) 2021
GS‐24 $ (0.01669) 2021
TOU‐GS‐35 $ (0.01621) 2021
TOU‐8‐Sec6 $ (0.01580) 2021
TOU‐8‐Pri6 $ (0.01546) 2021
TOU‐8‐Sub6 $ (0.01461) 2021
Small AG7 $ (0.01636) 2021
Large AG8 $ (0.01616) 2021
St. Lighting9 $ (0.02040) 2021 The Power Charge Indifference Adjustment (PCIA) is a fee collected by SCE and assessed to customers who receive their electric generation services from another provider. The PCIA is considered an "exit fee" assessed by SCE to cover costs for departing customers; resources acquired prior to a customer's change in service providers, and to ensure their current customers are “indifferent” to costs associated with the departed customers. SCE assigns customers a "PCIA Vintage" based on the date a customer’s respective community enrolled in alternative service; this date is reset upon reenrollment if a customer opts‐out and later re‐enrolls in OCPA service. The PCIA is charged on a per kWh basis based on net monthly usage, and is unaffected by time of use.
OCPA Rates in SCE Territory
ORANGE COUNTY POWER AUTHORITY
Staff Report – Item 9.3
--------------------------------------------------------------------------------------------------------------------- To: Orange County Power Authority Board of Directors
From: Tiffany Law, Chief Financial Officer
Owen Lee, Director of Finance & Data Analytics
Gabriele Friedman, Senior Human Resources Analyst
Approved By: Joe Mosca, Chief Executive Officer
Subject: APPROVAL OF OCPA SALARY GRADES AND EMPLOYEE SALARY RANGES,
EMPLOYEE BENEFITS PROGRAM UPDATES, AND EMPLOYEE PERSONNEL
POLICIES MANUAL UPDATES
Date: April 30, 2024
---------------------------------------------------------------------------------------------------------------------
RECOMMENDED ACTION
1. Approve the OCPA Salary Grades and Employee Salary Ranges as proposed in Attachment 1.
2. Approve updates and revisions to the OCPA Employee Benefits Program, as proposed in Attachment 2.
3. Approve modifications to OCPA’s Employee Personnel Policies Manual, as specified in Attachment 3.
BACKGROUND
On December 21, 2021, the Board adopted the OCPA Personnel Policies Manual and authorized the OCPA Employee Benefits Program for non-executive employees. On January 11, 2022, the Board extended this authorization to include executive employees in the OCPA Personnel Policies Manual and the OCPA Employee Benefits Program.
On December 13, 2022, the Board approved the first OCPA Employee Salary Ranges. The maximum salary (control point) was generally benchmarked against the mid-point salary value from the Clean Power Alliance’s (CPA) 2020 salary survey, which was conducted by Mercer, a leading Human Resources and Compensation consulting firm. This benchmarking also took into account variations in job responsibilities.
In August 2023, OCPA, in collaboration with four other Community Choice Aggregators (CCAs) - Central Coast Community Energy, San Diego Community Power, Sonoma Clean Power, and Peninsula Clean Energy - engaged Mercer for a special project: the CCA 2023 Custom Compensation Survey Study. The purpose of this study was to analyze and update OCPA’s Employee Salary Ranges and Benefits Program to ensure competitiveness across CCAs and various industries. This effort aims to attract and retain talented staff. In early February 2024, Mercer finalized their survey study report for OCPA. It is important to note that OCPA salaries were initially determined based on another CCA's 2020 mid-point salary level. Due to inflation and shifts in the current job market, salaries have increased significantly in recent years. It is now an employee-driven market, and finding and retaining qualified candidates, especially for more technical positions, has become particularly challenging. Moreover, retaining our dedicated and hardworking team members is crucial, as the time and cost of training and replacing them are significant, resulting in a loss of experience and productivity. Given these factors, it is imperative that OCPA adjusts its salary ranges according to the latest market trends to maintain its competitive edge.
ANALYSIS AND DISCUSSION
OCPA is committed to delivering high levels of renewable energy and impactful programs at competitive rates. Overseeing annual net revenues exceeding $382 million, OCPA adeptly manages the market risks inherent in the sector. The agency's agility is a testament to its proficiency in navigating the complexities of the ever-evolving energy industry, marked by intricate political and regulatory landscapes. This dynamic capability is bolstered by OCPA's strategic analysis of over 250 million rows of hourly data from extensive datasets, derived from more than 260,000 meters annually. With a focus on efficiency and expertise, OCPA operates with a highly specialized, compact team. For the fiscal year 2023/24, the amended staffing expenses, including benefits, are projected to account for merely 1% of net revenue, illustrating the agency's lean operational model. Notably, OCPA is free from the burden of long-term pension liabilities.
Mercer’s Key Methodology
The study covers 39 roles within 8 functional areas. With the exception of executive roles, each functional area comprises levels of Director, Manager, and Professional, with the latter including Expert, Senior, Intermediate, and/or Entry levels. The functional areas covered are:
1. Executive
2. Customer Service/Care
3. Finance
4. Human Resources/Administration
5. Marketing/Program Management
6. Power
7. Regulatory Affairs
8. Technology/Data
The scope for executive roles includes industry, size (0.5x to 2.0x revenue), and geography.
Non-executive roles are scoped based on industry and geography, without considering size.
Comparison of OCPA with four markets:
1. CCAs – Analysis based on customer data from the six participating CCAs1.
2. General Industry – Utilization of survey data published by Mercer.
3. Energy/Utilities – Utilization of survey data published by Mercer.
4. Public Sector – Utilization of survey data published by Mercer.
Compensation market data comprises:
1. Base salary.
2. Total Cash Compensation (TCC), including base salary and short-term incentives, such as bonuses.
3. Benefits, covering retirement savings, health group plans, paid leave, and life and disability insurance coverage.
Mercer’s Benchmarking Assessment Summary – Base Salary and TCC Mercer benchmarked 15 OCPA positions, comparing OCPA’s compensation to market data. This data is customized to each employee's actual roles and responsibilities, which may be scoped slightly lower or above the defined market parameters. Complete results of the compensation 1 Central Coast Community Energy, San Diego Community Power, Sonoma Clean Power, Peninsula Clean Energy, Clean Power Alliance, and Ava Community Energy.
portion of the study are provided in Mercer’s CCA 2023 Custom Compensation Survey Study (Attachment 5).
• CCAs: On average, OCPA’s base salary and TCC fall slightly below the 25th percentile compared to other CCAs. Variation exists by functional area, job, and individual employee, which may be justified by differences in experience, qualifications, or performance. • General Industry: Similar to the CCAs market, OCPA's base salary and TCC fall slightly below the 25th percentile compared to other general industry entities. While the base salary is competitive for most functional areas, OCPA’s overall base salary is 15-20% below the market median, primarily due to below-market executive pay. Its TCC is also less competitively positioned.
• Energy/Utilities: OCPA's base salary and TCC fall substantially below the 25th percentile compared to other entities within the energy/utilities sector. The base salary is 15-20% below the market median, and its TCC is less competitively positioned. • Public Sector: OCPA's base salary and TCC are slightly above the 25th percentile compared to other public sector entities. Despite OCPA's base salary being at or above the market for most functional areas, its overall base salary is 15-20% below the market median, primarily due to below-market executive pay.
The chart below summarizes the benchmarking results, clearly showing that OCPA struggles to compete for talent, with its base salary and TCC predominantly placing around the 25th percentile across four markets.
OCPA’s Proposed Salary Grades and Ranges
Establishing OCPA's Salary Grades ensures equitable and transparent compensation, with each position assigned to a specific salary grade. This strategy enhances recruitment and retention by offering clear career progression paths. It simplifies salary administration and aligns with market standards, thereby motivating employees with clear advancement opportunities and performance incentives, supporting OCPA's objectives and growth.
Following the review of Mercer’s survey study and feedback from Mercer's Advisor, OCPA's proposed salary range methodology is outlined as follows:
• The high end, or maximum, of the salary range is determined by the highest 50th percentile of TCC from appropriate industry benchmarks, excluding exceptionally high or outlier benchmarks.
• The low end, or minimum, of the salary range2is based on the CPA’s 2023 Salary Range Spread percentages, with C-level and Power Director positions at 70%, Directors at 56%, and Manager/Professional at 44%.
• To maintain morale, staff proposed maintaining the current board-approved maximum salary level for six roles whose current salary maximum exceeds Mercer’s proposed maximum for these roles.
• The proposed ranges utilize TCC benchmarks from appropriate industries instead of base salary benchmarks, thus eliminating the need to design a short-term incentive or bonus structure.
• Mercer’s Median Deviation Summary data is utilized for the existing 15 OCPA positions. • Mercer’s Compensation Market data is utilized for vacant or future OCPA positions.
This methodology establishes a framework for equitable and consistent compensation decisions.
It recognizes the unique expertise of many OCPA employees and facilitates career advancement opportunities. Specifically tailored to meet OCPA's requirements, this flexible and sustainable structure supports the agency's growth and transformation.
The chart below shows the proposed 33 salary grades, including their ranges, salary range spreads, and the appropriate industry benchmarks, as derived from Mercer’s survey study results. Currently, 21 of these salary grades are in use (highlighted in yellow), leaving 12 salary grades available for future positions. A detailed chart, including the board-approved 26 full-time equivalents (FTEs) for FY2023/24, is included in the attached Proposed OCPA Salary Grades and Employee Salary Ranges (Attachment 1).
2 Minimum = Maximum / (1 + Salary Range Spread)
Mercer’s Benchmarking Assessment Summary – Employee Benefits Program Although Mercer's survey study found that OCPA's overall benefits are approximately 1% below the median value of the CCA peer group for Retirement, Health, Paid Leave, and Life & Disability benefits, OCPA's benefits are ranked 5th out of 7 CCAs. This ranking is attributed to a dental plan design that falls below the median, the absence of an employer-subsidized short-term disability plan (with OCPA currently only participating in the California State Disability Insurance program), and a long-term disability plan design that is also below the median. Complete results of the benefits portion of the study are provided in Mercer’s CCA 2023 Custom Compensation Survey Study (Attachment 5).
• CCAs: Total benefits package is slightly below the median. • General Industry: Total benefits package is above the industry median. • Energy/Utilities: Total benefits package aligns with the median of the utilities/energy sector. • Public Sector: Total benefits package is slightly below the public sector median.
Range
Spread Appropriate Industry Benchmarks
Grade Functional Area Role Minimum Maximum %
1 CEO Chief Executive Officer 70% Note: Based on CCA and Public Sector markets analysis, the proposed salary range for the CEO Grade is $396.8k
to 674.5k.
2 CFO Chief Financial Officer $ 262.4 $ 446.0 70% CCA and Public Sector markets only 3 COO Chief Operating Officer $ 210.3 $ 357.5 70% CCA and Public Sector markets only 4 CS5 Customer Service/Care - Director $ 126.9 $ 198.3 56% All 4 markets 5 CS4 Customer Service/Care - Manager $ 114.0 $ 164.2 44% All 4 markets 6 CS2 Customer Service/Care - Intermediate Professional $ 86.0 $ 123.9 44% All 4 markets 7 CS1 Customer Service/Care - Entry Professional $ 59.7 $ 85.9 44% All 4 markets 8 FN5 Finance - Director $ 192.0 $ 300.0 56% All 4 markets 9 FN4 Finance - Manager $ 139.0 $ 200.2 44% All 4 markets 10 FN3 Finance - Senior Professional $ 104.5 $ 150.5 44% All 4 markets 11 FN2 Finance - Intermediate Professional $ 72.6 $ 104.5 44% All 4 markets 12 HA5 HR/Administration - Director $ 139.2 $ 217.5 56% CCA, General Industry, and Public Sector markets only 13 HA4 HR/Administration - Manager $ 110.4 $ 159.0 44% CCA, General Industry, and Public Sector markets only 14 HA3 HR/Administration - Senior Professional $ 87.2 $ 125.6 44% OCPA Current Salary Range 15 HA2 HR/Administration - Intermediate Professional $ 66.9 $ 96.3 44% CCA, General Industry, and Public Sector markets only 16 HA1 HR/Administration - Entry Professional $ 55.3 $ 79.6 44% CCA, General Industry, and Public Sector markets only 17 MP5 Marketing/Program Management - Director $ 155.5 $ 242.9 56% OCPA Current Salary Range 18 MP4 Marketing/Program Management - Manager $ 147.3 $ 212.1 44% All 4 markets 19 MP3 Marketing/Program Management - Senior Professional $ 115.3 $ 166.1 44% OCPA Current Salary Range 20 MP2 Marketing/Program Management - Intermediate Professional $ 87.2 $ 125.6 44% OCPA Current Salary Range 21 MP1 Marketing/Program Management - Entry Professional $ 74.4 $ 107.2 44% All 4 markets 22 PW5 Power - Director/Executive $ 188.8 $ 320.9 70% CCA market only 23 PW4 Power - Manager $ 154.0 $ 221.7 44% CCA market only 24 PW3 Power - Senior Professional $ 128.8 $ 185.5 44% CCA market only 25 PW2 Power - Intermediate Professional $ 96.7 $ 139.2 44% CCA market only 26 RA5 Regulatory Affairs - Director $ 165.1 $ 258.0 56% CCA, General Industry, and Public Sector markets only 27 RA4 Regulatory Affairs - Manager $ 131.7 $ 189.6 44% CCA, General Industry, and Public Sector markets only 28 RA3 Regulatory Affairs - Senior Professional $ 100.2 $ 144.3 44% OCPA Current Salary Range 29 DT5 Technology/Data - Director $ 162.8 $ 254.4 56% All 4 markets 30 DT4 Technology/Data - Manager $ 144.7 $ 208.3 44% All 4 markets 31 DT3 Technology/Data - Senior Professional $ 115.5 $ 166.3 44% All 4 markets 32 DT2 Technology/Data - Intermediate Professional $ 100.2 $ 144.3 44% OCPA Current Salary Range 33 DT1 Technology/Data - Entry Professional $ 64.2 $ 92.4 44% All 4 markets 21 salary grades are in use
Salary Range
(in '000)
Board Negotiation
OCPA’s Benefits Plans Position
The benefits study highlights several areas where the OCPA Employee Benefits Program could be more closely aligned with market standards. Below are the findings from Mercer's assessment and the proposed updates to OCPA's benefits:
Mercer’s Assessment Summary
Retirement Savings
OCPA's retirement plans are particularly strong, ranking 2nd among 7 CCAs. OCPA contributes 14% to employee retirement plans, compared with the median employer match of 10%.
Health Group Plans
OCPA's overall group health position is below the median, primarily because it offers a dental plan with a less comprehensive design and a higher cost share for most coverages, unlike the fully employer-paid median plan, placing OCPA 7th out of 7 CCAs. This is slightly mitigated by a medical plan that competes well with the median plan design.
Paid Leave
OCPA aligns with the median position among its peer group, ranking 3rd out of 7 CCAs. It provides a total number of days slightly below the median in the first five years of service but compensates by offering a total number of days exceeding the median after ten years. OCPA currently offers 10 scheduled paid holidays and 2 floating holidays, with 13 being the median.
Regarding parental leave, OCPA is the only peer CCA in the study that does not offer a paid parental leave plan.
Life and Disability Insurance Coverage
OCPA ranks below the median, at 6th out of 7 CCAs, because it offers a Long-Term Disability plan that is below the median, as its plan covers a maximum of 60% of pay up to $5,000 per month, whereas the median among OCPA’s peers provides up to 60% pay with a $10,000 maximum payment per month. OCPA does not currently offer a short-term disability benefit; instead, employees are enrolled in the State of California's short-term disability (SDI) program and pay the full premium. However, it balances this by providing an above-median plan design for Life Insurance, with a flat $200,000 payout.
Proposed Updates to OCPA’s Benefits
Health Group Plans
➢ Amend OCPA’s dental benefit to cover employees and their family costs at 100%, aligning with the fully employer-paid median plan for employees and their families, effective July 2024.
Paid Leave
➢ Initiate a paid parental leave benefit to align with the median plan, which offers 5 weeks at 100% pay replacement, effective July 2024. This leave applies to non-birth parents and adoptive parents as well.
Life and Disability Insurance Coverage
➢ Amend OCPA’s short-term disability benefit by providing an employer-paid plan, ending enrollment in the employee-paid State Disability Insurance (SDI) program, effective July 2024.
A detailed table that compares the proposed updates with the current OCPA benefits is included in the attached Proposed Updates and Revisions to the OCPA Employee Benefits Program (Attachment 2).
FISCAL IMPACT
Staff salary expenses are set through the annual processes of budgeting, hiring, and employee performance reviews. The budget approval process incorporates projections for annual staffing costs, which include potential cost-of-living adjustments, recruitment of newly approved headcounts, the full-year financial effects of existing staff, merit-based salary increases, and changes in employee benefit costs driven by labor policies and market conditions.
The proposed actions on OCPA salary grades and employee salary ranges provide a framework for equity and performance-related salary increases. However, they are not anticipated to have a fiscal impact on staffing costs for FY 2023/24, as the current actual staffing costs are lower than the approved amended budget, due to slower-than-expected hiring.
There will be no fiscal impact in FY 2023/24 on the proposed action to amend dental, paid parental leave, and short-term disability benefits, as these updates will not take effect until the next fiscal year. The fiscal impact of these changes will be included in the FY2024/25 budget packet for board approval in June 2024.
ATTACHMENT
1. Proposed OCPA Salary Grades and Employee Salary Ranges
2. Proposed updates and revisions to the OCPA Employee Benefits Program
3. April 2024 Personnel Policies Manual (Redline)
4. April 2024 Personnel Policies Manual (Clean)
5. Mercer’s CCA 2023 Custom Compensation Survey Study
Proposed OCPA Salary Grades and Employee Salary Ranges
Range
Spread Appropriate Industry Benchmarks
Grade Functional Area Role Approved 26 OCPA Positions for FY23/24 Minimum Maximum % 1 CEO Chief Executive Officer Chief Executive Officer 70% Note: Based on CCA and Public Sector markets analysis, the proposed salary range for the CEO Grade is $396.8k
to 674.5k.
2 CFO Chief Financial Officer Chief Financial Officer $ 262.4 $ 446.0 70% CCA and Public Sector markets only 3 COO Chief Operating Officer Chief Operating Officer $ 210.3 $ 357.5 70% CCA and Public Sector markets only 4 CS5 Customer Service/Care - Director $ 126.9 $ 198.3 56% All 4 markets 5 CS4 Customer Service/Care - Manager $ 114.0 $ 164.2 44% All 4 markets 6 CS2 Customer Service/Care - Intermediate Professional Community Engagement Manager $ 86.0 $ 123.9 44% All 4 markets 7 CS1 Customer Service/Care - Entry Professional $ 59.7 $ 85.9 44% All 4 markets 8 FN5 Finance - Director Director of Finance & Data Analytics $ 192.0 $ 300.0 56% All 4 markets 9 FN4 Finance - Manager Finance Manager $ 139.0 $ 200.2 44% All 4 markets 10 FN3 Finance - Senior Professional Financial & Administrative Analyst $ 104.5 $ 150.5 44% All 4 markets 11 FN2 Finance - Intermediate Professional $ 72.6 $ 104.5 44% All 4 markets 12 HA5 HR/Administration - Director $ 139.2 $ 217.5 56% CCA, General Industry, and Public Sector markets only 13 HA4 HR/Administration - Manager Senior HR Analyst $ 110.4 $ 159.0 44% CCA, General Industry, and Public Sector markets only 14 HA3 HR/Administration - Senior Professional Board Clerk & Assistant to the CEO $ 87.2 $ 125.6 44% OCPA Current Salary Range 15 HA2 HR/Administration - Intermediate Professional IT Specialist $ 66.9 $ 96.3 44% CCA, General Industry, and Public Sector markets only 16 HA1 HR/Administration - Entry Professional Administrative Assistant $ 55.3 $ 79.6 44% CCA, General Industry, and Public Sector markets only 17 MP5 Marketing/Program Management - Director Director of Communications & External Affairs $ 155.5 $ 242.9 56% OCPA Current Salary Range 18 MP4 Marketing/Program Management - Manager $ 147.3 $ 212.1 44% All 4 markets 19 MP3 Marketing/Program Management - Senior Professional Management Analyst $ 115.3 $ 166.1 44% OCPA Current Salary Range 20 MP2 Marketing/Program Management - Intermediate Professional Energy Programs Analyst $ 87.2 $ 125.6 44% OCPA Current Salary Range 21 MP1 Marketing/Program Management - Entry Professional $ 74.4 $ 107.2 44% All 4 markets 22 PW5 Power - Director/Executive Director of Power Resources $ 188.8 $ 320.9 70% CCA market only 23 PW4 Power - Manager Trading Manager $ 154.0 $ 221.7 44% CCA market only 24 PW3 Power - Senior Professional Risk Management / Energy Contract & Compliance Analyst $ 128.8 $ 185.5 44% CCA market only 25 PW2 Power - Intermediate Professional $ 96.7 $ 139.2 44% CCA market only 26 RA5 Regulatory Affairs - Director $ 165.1 $ 258.0 56% CCA, General Industry, and Public Sector markets only 27 RA4 Regulatory Affairs - Manager Regulatory & Legislative Manager $ 131.7 $ 189.6 44% CCA, General Industry, and Public Sector markets only 28 RA3 Regulatory Affairs - Senior Professional External Affairs Manager (x2) $ 100.2 $ 144.3 44% OCPA Current Salary Range 29 DT5 Technology/Data - Director $ 162.8 $ 254.4 56% All 4 markets 30 DT4 Technology/Data - Manager Rates & Billing Operations / Data & Systems Manager $ 144.7 $ 208.3 44% All 4 markets 31 DT3 Technology/Data - Senior Professional $ 115.5 $ 166.3 44% All 4 markets 32 DT2 Technology/Data - Intermediate Professional Data Analyst (x2) / Data & Systems Analyst $ 100.2 $ 144.3 44% OCPA Current Salary Range 33 DT1 Technology/Data - Entry Professional $ 64.2 $ 92.4 44% All 4 markets 21 salary grades are in use
Salary Range
(in '000)
Board Negotiation
Proposed Updates and Revisions to the OCPA Employee Benefits Program Current Benefits Proposed Update to Benefits
Health Group Plans
OCPA’s current dental benefit covers employees' and their families' costs at 95%. The dental plan is less comprehensive and requires a higher cost share for most coverages.
Amend OCPA’s dental benefit to cover employees and their family costs at 100%, aligning with the fully employer-paid median plan for employees and their families, effective July 2024.
Paid Leave
OCPA does not offer paid parental leave. Employees receive 8 weeks at 60-70% pay replacement through the employee-paid California’s short-term disability insurance (SDI) program, which applies to both non-birth and adoptive parents.
Initiate a paid parental leave benefit to align with the median plan, which offers 5 weeks at 100% pay replacement, effective July 2024. This leave applies to non-birth parents and adoptive parents as well.
Life and Disability Insurance Coverage
OCPA does not offer a short-term disability benefit; instead, employees are enrolled in the State of California's short-term disability (SDI) program and pay the full premium.
Amend OCPA’s short-term disability benefit by providing an employer-paid plan, ending enrollment in the employee-paid State Disability Insurance (SDI) program, effective July 2024.
Personnel Policies
Approved: December 14, 2021
Revised: March 19, 2024
April 30, 2024
Orange County Power Authority
Table of Contents
i
TABLE OF CONTENTS
Welcome to the Orange County Power Authority................................................................... 1 100 General Information...................................................................................................2 101 Effect and Applicability of Personnel Policies....................................................2 101.1 Applicability and Future Revisions: Authority’s Discretion to Modify These Policies 2
101.2 Employee Acceptance of Policies and Revisions to Policies .................... 2 102 Delegation of Authority.....................................................................................3 102.1 Delegation of Appointment and Personnel Action Authority to Chief Executive Officer................................................................................................... 3 103 Classification of Employees..............................................................................3 103.1 At-Will Working Relationship.................................................................... 3 103.2 Exempt Employees ................................................................................. 3 103.3 Non-Exempt Employees.......................................................................... 3 103.4 Full-Time and Part-Time Employees........................................................ 3 200 Equal Employment Opportunity................................................................................5 201 Equal Employment Opportunity Policy..............................................................5 202 Policy Against Discrimination, Harassment and Retaliation; Complaint Procedure....................................................................................................................5 202.1 Purpose .................................................................................................. 5 202.2 Covered Individuals and Scope of Policy ................................................. 5 202.3 Definitions ............................................................................................... 6 202.4 Harassment............................................................................................. 6 202.5 Retaliation ............................................................................................... 8 202.6 Complaint Procedure............................................................................... 8 203 Reasonable Accommodation and Interactive Process ....................................10 203.1 Reasonable Accommodation..................................................................10 203.2 Supporting Documentation or Certification..............................................11 203.3 Fitness for Duty Examinations ................................................................11 203.4 Interactive Process.................................................................................13 203.5 Access to Medical Information Regarding Fitness for Duty......................14 204 Whistleblower Protection................................................................................ 14 204.1 Policy .....................................................................................................14 204.2 Policy Coverage .....................................................................................14 204.3 Definitions ..............................................................................................14 204.4 Complaint Procedure..............................................................................15 300 Classification Policies ............................................................................................. 16 301 Classification Plan.......................................................................................... 16 Orange County Power Authority
Table of Contents
ii
301.1 Classification Plan ..................................................................................16 301.2 Reclassification ......................................................................................16 400 Recruitment, Selection, and Appointment.............................................................. 17 401 Recruitment, Selection and Appointment Policy ............................................. 17 401.1 Job Announcement ................................................................................17 401.2 Application Forms...................................................................................17 401.3 Disqualification of Applications ...............................................................17 401.4 Appointments .........................................................................................18 401.5 Introductory Period……………………………………………………………18
500 Employment of Relatives or Spouses/Domestic Partners..................................... 19 501 Employment of Relatives, Spouses/Domestic Partners .................................. 19 501.1 Policy .....................................................................................................19 501.2 Definitions ..............................................................................................19 501.3 Employment of Relatives........................................................................19 501.4 Spouses/Domestic Partners ...................................................................19 501.5 Applicant Disclosures .............................................................................19 501.6 Marriage/Domestic Partnership After Employment..................................20 600 Compensation and Payroll Practices...................................................................... 21 601 Work Schedules and Attendance ................................................................... 21 601.1 Work Schedules .....................................................................................21 601.2 Meal and Rest Periods for Non-Exempt Employees................................21 602 Payment of Wages......................................................................................... 21 602.1 Work Week ............................................................................................21 602.2 Payroll Cycles ........................................................................................21 602.3 Payroll deductions, wage attachments and garnishments .......................22 602.4 Overtime provisions for Non-Exempt Employees ....................................22 602.5 Accurate Time Reporting........................................................................22 602.6 No Volunteering of Work Time................................................................22 602.7 Compensatory Time Off..........................................................................23 603 Work Hour Deviations .................................................................................... 23 603.1 Advance Request to Deviate from Regular Work Hours..........................23 603.2 Notification of Unforeseen Late Arrival or Absence.................................23 603.3 Unauthorized Absence is Prohibited .......................................................23 603.4 Excessive Tardiness/Absenteeism and Abuse of Leave .........................23 604 Time for Lactation .......................................................................................... 24 604.1 Lactation Break Time and Location.........................................................24 605 Benefits.......................................................................................................... 25 Orange County Power Authority
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605.1 Retirement Benefits................................................................................25 605.2 Health and Wellness Benefits.................................................................25 605.3 Life Insurance and Disability...................................................................26 605.4 Allowances.............................................................................................27 605.5 Workers’ Compensation .........................................................................27 700 Performance Evaluation Policies............................................................................ 29 701 Performance Evaluations ............................................................................... 29 701.1 Performance Evaluations........................................................................29 701.2 Performance Evaluation Meeting............................................................29 701.3 No Appeal Right .....................................................................................29 800 Standards of Conduct.............................................................................................. 30 801 Professional Business Conduct and Ethics..................................................... 30 801.1 Customer and Public Relations...............................................................31 801.2 Media Contact........................................................................................31 801.3 Social Media Guidelines .........................................................................31 801.4 Confidentiality.........................................................................................32 900 Leaves of Absence ..................................................................................................33 901 Paid Time Off (PTO) and Holidays .................................................................33 901.1 Paid Time Off (PTO) Eligibility ................................................................33 901.2 Accrual of PTO.......................................................................................33 901.3 Scheduling of PTO .................................................................................34 901.4 Payment of PTO.....................................................................................34 901.5 PTO for Sick Leave ................................................................................34 901.6 PTO Buyback Provision..........................................................................35 901.7 Unused PTO Leave Upon Separation.....................................................35 901.8 Holidays .................................................................................................35 901.9 Pay for Holidays .....................................................................................35 901.10 Effect of Holiday on PTO........................................................................36 902 Family and Medical Care Leaves ...................................................................36 902.1 Leave Pursuant to Family Medical Leave Act (“FMLA”) and California Family Rights Act (“CFRA”)...................................................................................36 902.2 Leave Entitlements and Duration............................................................36 902.3 Definitions Under FMLA and CFRA ........................................................36 902.4 Reasons for Leave .................................................................................37 902.5 Eligibility .................................................................................................38 902.6 Employee Benefits While on Leave ........................................................38 902.7 Medical Certification/Recertification ........................................................39 Orange County Power Authority
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902.8 Employee Notice of Leave......................................................................40 902.9 Reinstatement Upon Return from Leave.................................................40 902.10 Required Forms......................................................................................41 903 Leave Because of Pregnancy, Childbirth, or Related Medical Condition .........41 903.1 Amount of Leave ....................................................................................41 903.2 Notice and Certification Requirements....................................................41 903.3 Compensation During Leave ..................................................................41 903.4 Benefits During Leave ............................................................................42 903.5 Reinstatement ........................................................................................42 903.6 Paid Parental Leave .......................................................................................42 903.7 Eligibility ................................................................................................42 903.5 903.8 Paid Parental Leave Notice....................................................................43 904 Other Leaves .................................................................................................4342 904.1 Executive Leave.....................................................................................4342 904.2 Jury Duty Leave/Subpoenaed Leave or Court Ordered Witness Leave 4342 904.3 Other Court or Administrative Proceeding Appearances .........................43 904.4 Leave for Victim of Domestic Violence, Sexual Assault, or Stalking to Obtain Restraining Orders or Injunctive Relief.......................................................44 904.5 Bereavement Leave ...............................................................................44 904.6 Military Leave.........................................................................................44 904.7 School or Licensed Daycare Activity Leave ............................................45 904.8 Paid Administrative Leave ......................................................................45 904.9 Leave of Absence Without Pay Must Be Authorized by Law or These Policies 45
904.10 Industrial Injury Leave ............................................................................45 904.11 Time Off to Vote .....................................................................................46 904.12 Alcohol and Drug Rehabilitation Leave ...................................................46 904.13 Bone Marrow and Organ Donation Leave...............................................46 1000 Separation of Employment.................................................................................... 48 1001 Resignation, Job Abandonment, Layoff, and Separation ................................ 48 1001.1 Types of Separation ...............................................................................48 1001.2 Release of Temporary Employees..........................................................48 1001.3 Resignation ............................................................................................48 1001.4 Retirement .............................................................................................48 1001.5 Job Abandonment ..................................................................................48 1001.6 Layoff and Work Reductions...................................................................49 1001.7 Involuntary Separation............................................................................49 Orange County Power Authority
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1001.8 Payment of Final Wages ..........................................................................49 1001.9 Return of OCPA Property .......................................................................49 1001.10 Exit Interviews.........................................................................................49 1001.11 Job References/Verification of Employment ............................................50 1100 Discipline................................................................................................................ 51 1101 Causes for Discipline ..................................................................................... 51 1101.1 Progressive Discipline ............................................................................51 1102 Problem Resolution and Complaint Procedure ............................................... 51 1200 Miscellaneous Policies .......................................................................................... 52 1201 Personnel Files .............................................................................................. 52 1201.1 Confidential Personnel Files ...................................................................52 1201.2 Notification of Changes ..........................................................................52 1201.3 Access to Applicant or Employee Medical Information ............................52 1201.4 Employee Access to Personnel File........................................................52 1201.5 Limitations on Access or Copying of Personnel File................................53 1202 Limitations on Outside Employment ............................................................... 53 1202.1 Outside Employment Restrictions ...........................................................53 1203 Limitations on Political Activity........................................................................ 53 1203.1 No Targeted Solicitation of OCPA Officers or Employees .......................53 1203.2 No Political Activity on OCPA Property or During Work Hours ................53 1204 Prohibitions on Drugs and Alcohol in the Workplace....................................... 53 1204.1 Purpose and Scope................................................................................53 1204.2 Drug- and Alcohol-Free Awareness Program..........................................54 1204.3 Prohibited Conduct.................................................................................54 1205 Use of OCPA Equipment or Resources.......................................................... 54 1205.1 Policy and Applicability ...........................................................................54 1205.2 Authority Equipment or Resources .........................................................54 1205.3 No Expectation of Privacy.......................................................................55 1205.4 Appropriate Use Only – No Misuse.........................................................55 1205.5 Authority Email Address Must be Used for Authority Business................56 1205.6 Incidental Use of OCPA Communications Equipment Permitted .............56 1206 Policy Against Violence in the Workplace – Zero Tolerance Policy ................. 56 1207 Appearance Standards .................................................................................. 57 1207.1 Basis for Standards ................................................................................57 1207.2 Dress Code ............................................................................................57 Receipt and Acknowledgement of Policies............................................................................58 Orange County Power Authority
Welcome to the Orange County Power Authority
1 Welcome to the Orange County Power Authority
Dear Orange County Power Authority employee:
Congratulations on your employment with the Orange County Power Authority (OC Power)! We at OC Power share great pride and passion in the work we do, and we’re glad you’re joining us to help advance our mission for the benefit of our ratepayers, our environment, and our communities.
As an employee of OC Power, you are our most valuable resource. We are committed to fostering an open, cooperative and dynamic environment. It is our hope that you find OC Power a rewarding place to work.
Information regarding the procedures, practices, policies and benefits of OC Power is contained within this policy manual. We encourage you to read this manual carefully, and review it from time to time.
The Orange County Power Authority’s policies may change at any time, and employees are expected to comply with the most current versions. You will be informed of any changes as they occur. If you would like further information or have questions about any of the information outlined in this manual, please feel free to reach out to me or your supervisor.
On behalf of the OC Power Board of Directors and staff, I extend a warm welcome as you join our team!
Sincerely,
Joseph Mosca
Interim Chief Executive Officer
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100 General Information
2 100 GENERAL INFORMATION
101 Effect and Applicability of Personnel Policies
These policies establish specific classification, compensation, and other procedures governing the Orange County Power Authority’s (“OCPA”) employees. This policy defines and describes the rights, privileges, benefits, and prohibitions which accrue to and are placed upon OCPA employees covered under this policy.
These Personnel Policies (“Policies”) do not create any contract right, or any express or implied contract of employment. OCPA retains the full discretion to modify these Policies at any time in accordance with law.
Although employees should refer to this document for any questions regarding employment, it is not possible to anticipate every situation or question that might arise. This document is not an employee’s only source of information on employment-related issues. Employees may have questions that the document does not answer. In those situations, employees should talk with a representative of Human Resources.
101.1 Applicability and Future Revisions: Authority’s Discretion to Modify These Policies
Circumstances will require that the policies, rules, and benefits described in this document change from time to time. These policies may be reviewed and/or amended as necessary.
OCPA will attempt to keep employees advised of any changes made to this document.
Nothing contained in this policy shall be deemed to prevent the Board from entering into written agreement(s) concerning the employment or separation from employment of any employee with whom the power of appointment or removal or the approval thereof is vested in the Board of Directors. In the event a conflict arises between any provision in such written employment or separation agreement approved by the Board of Directors and any provision of this policy, the said agreement shall prevail; otherwise, this policy shall be deemed applicable. 101.2 Employee Acceptance of Policies and Revisions to Policies As a condition of employment, OCPA requires that each employee read and, if necessary, request clarification regarding these Policies. Each employee must sign a statement of receipt acknowledging that: a) they have received a copy, or have been provided access to the Policies; and b) they understand that they are responsible for reading and becoming familiar with the contents of the Policies and any subsequent revisions to the Policies.
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3 102 Delegation of Authority
102.1 Delegation of Appointment and Personnel Action Authority to Chief Executive Officer
The Board delegates to the Chief Executive Officer the authority to authorize employment, establish job responsibilities, and perform other personnel actions as to all subordinate employees in accordance with all federal and state laws and regulations and these Policies. The Chief Executive Officer may delegate responsibility to appropriate staff members to perform personnel actions in accordance with this section.
103 Classification of Employees
Creation or deletion of a classification(s) or modifications to the salary schedule shall require Board approval.
103.1 At-Will Working Relationship
All employment with Orange County Power Authority is “at-will.” “At-will” means that either OCPA or the employee may terminate the employment relationship at any time, with or without cause, and with or without notice. The Board of Directors shall have the sole authority to enter into representations or agreements that are inconsistent with the at-will status of any employees, including any agreement providing for employment for a specified period of time.
Any such representation or agreement must be in writing and signed by a designee of the Board of Directors and the employee.
103.2 Exempt Employees
Upon hire, an employee’s Federal Fair Labor Standards Act (FLSA) status will be designated as either “exempt” or “non-exempt.” Exempt employees are those employees whose duties and responsibilities allow them to be “exempt” from overtime provisions as provided by the FLSA and any applicable state laws.
Exempt status applies to certain administrative, professional, and executive staff. Exempt employees qualify for exemption from overtime regulations under state and federal law and their salaries already consider that they may work long hours. 103.3 Non-Exempt Employees
“Non-Exempt” status applies to all other regular employees who primarily perform work that is subject to the overtime provisions of the (FLSA). Employees working in non‐exempt positions are compensated for the actual amount of time spent on their job. Non‐exempt California employees are eligible for overtime compensation after eight (8) hours worked in one (1) day or forty (40) hours worked in one (1) week, at one and one‐half (1½) times their regular pay. (See section 602.4.)
No non-exempt employee shall receive overtime pay for the time spent outside normal work hours in attending meetings of any kind unless the employee’s manager specifically requires the employee’s attendance and the employee is otherwise eligible for overtime compensation. 103.4 Full-Time and Part-Time Employees
A full-time employee is one whose position is budgeted to work at least forty (40) hours per week. Full-time employees receive all benefits provided in these Policies. A part-time employee is one whose position is budgeted to work less than forty (40) hours per week. Part-time Orange County Power Authority
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4 employees may have different rights to leave and other benefits under the law or these Policies, depending on the number of hours they work.
103.5 Temporary Employees
Temporary employees are hired with the understanding that their employment will not continue beyond a stated date or beyond completion of a specified project or projects. Temporary employees will generally not be employed for more than one thousand (1,000) hours.
Temporary employees are not eligible for benefits covered in this document, other than those required by law.
103.6 Interns
Interns are employees who are students gaining supervised practical experience in a professional field. Interns may be paid or unpaid but are not eligible for any benefits listed in this document other than those required by law.
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5 200 EQUAL EMPLOYMENT OPPORTUNITY
201 Equal Employment Opportunity Policy
OCPA affords equal employment opportunity for all qualified employees and applicants as to all terms of employment, including compensation, hiring, training, promotion, transfer, discipline and termination. OCPA does not unlawfully discriminate on the basis of race (including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, religion, religious creed (including religious dress and religious grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity (including transgender identity, gender expression (including transgender expression), because an individual has transitioned (to live as the gender with which they identify), is transitioning, or is perceived to be transitioning), sex stereotyping, national origin, ancestry, citizenship, age (40 years and over), mental disability and physical disability (including HIV and AIDS), legally protected medical condition or information (including genetic information), protected medical leaves (requesting or approved), military and/or veteran status, service, or obligation, reserve status, national guard status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any other basis protected by local, state or federal laws.
Any such discrimination is unlawful and all persons involved in the operations of OCPA are prohibited from engaging in this type of conduct. Employees or applicants who believe they have experienced any form of employment discrimination or abusive conduct are encouraged to report the conduct immediately by using the complaint procedures provided in these Policies, or by contacting the U.S. Equal Employment Opportunity Commission, or the California Department of Fair Employment and Housing. Contact information for both agencies can be found on the internet.
202 Policy Against Discrimination, Harassment and Retaliation; Complaint Procedure
202.1 Purpose
OCPA has a strong commitment to prohibiting and preventing discrimination, harassment and retaliation in the workplace. OCPA has zero tolerance for any conduct that violates this Policy.
Conduct need not arise to the level of a violation of state or federal law to violate this Policy.
Instead, a single act can violate this Policy and provide grounds for discipline or other appropriate sanctions. This Policy establishes a complaint procedure for investigating and resolving internal complaints of discrimination, harassment and retaliation. OCPA encourages all covered individuals to report any conduct they believe violates this Policy as soon as possible. Any retaliation against an employee because they filed or supported a complaint or because they participated in the complaint resolution process is prohibited. Individuals found to have retaliated in violation of this Policy will be subject to appropriate sanction or disciplinary action, up to and including termination.
202.2 Covered Individuals and Scope of Policy
This Policy is intended to protect all employees, regardless of rank or title, from bullying and unlawful harassment or discrimination. This Policy expressly includes and is intended to capture conduct directed by elected officials to OCPA employees. This Policy applies to all terms and Orange County Power Authority
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6 conditions of employment, including, but not limited to, selection, hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of absence, compensation, and training. 202.3 Definitions
202.3.1 Protected Classification
This Policy prohibits harassment, discrimination or retaliation because of an individual’s protected classification as set forth in the EEOC Policy in section 201, above. This Policy prohibits discrimination, harassment or retaliation because of: (1) an individual’s protected classification; (2) the perception that an individual has a protected classification; or (3) the individual associates with a person who has or is perceived to have a protected classification. 202.3.2 Protected Activity
This Policy prohibits discrimination, harassment, or retaliation because of an individual’s protected activity. Protected activity includes: (1) making a request for an accommodation for a disability; (2) making a request for accommodation for religious beliefs; (3) making a complaint under this Policy; (4) opposing violations of this Policy; or (5) participating in an investigation under this Policy.
202.3.3 Discrimination
This Policy prohibits treating covered individuals differently and adversely because of the individual’s protected classification, whether actual or perceived; because the individual associates with a person who is member of a protected classification, whether actual or perceived; or because the individual participates in a protected activity as defined in this Policy. 202.4 Harassment
202.4.1 Sexual Harassment
Sexual harassment (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions, gender identity, gender expression, transgender status, those who are transitioning or have transitioned, sexual stereotypes, sexual orientation, and gender harassment) is defined as unwanted sexual advances, or visual, written, verbal or physical conduct of a sexual nature that creates an intimidating, offensive, or hostile working environment or that interferes with an employee’s work performance. Such conduct constitutes harassment when:
1) submission to the conduct is made either an explicit or implicit condition of employment or promotion;
2) submission or rejection of the conduct is used as the basis for an employment decision; or
3) the unwelcomed comments or conduct based on sex unreasonably interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.
Sexual harassment includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. Furthermore, sexually harassing conduct need not be motivated by sexual desire. The following is a partial list of violations:
• Unwanted sexual advances, propositions or requests for sexual favors; • Offering employment benefits in exchange for sexual favors; • Making or threatening reprisals after a negative response to sexual advances; Orange County Power Authority
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7 • Visual conduct: leering, making sexual gestures, displaying of suggestive objects, posters, photographs, cartoons, or drawings;
• Verbal conduct: making or using derogatory comments, epithets, slurs, jokes, verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, foul or obscene language, conversation containing sexual comments;
• Written conduct: suggestive or obscene letters, emails, drawings, notes or invitations; • Physical conduct: unwanted touching, assault, impeding or blocking movements, and violating someone’s “personal space”; and
• Retaliation for reporting harassment or threatening to report harassment. 202.4.2 Other Types of Harassment
Harassment can take many forms beyond sexual harassment. Harassment on the basis of race (including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, religion, religious creed (including religious dress and religious grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity (including transgender identity, gender expression (including transgender expression), because an individual has transitioned (to live as the gender with which they identify), is transitioning, or is perceived to be transitioning), sex stereotyping, national origin, ancestry, citizenship, age (40 years and over), mental disability and physical disability (including HIV and AIDS), legally protected medical condition or information (including genetic information), protected medical leaves (requesting or approved), military and/or veteran status, service, or obligation, reserve status, national guard status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any other basis protected by local, state or federal laws, is also prohibited and will not be tolerated by OCPA. Such harassment includes but is not limited to the following when based upon an employee’s protected status as noted above:
• Verbal conduct such as making or using derogatory comments, epithets, slurs, jokes, or verbal abuse;
• Visual conduct such as gestures and displaying of objects, posters, photographs, cartoons, or drawings;
• Written conduct such as suggestive or obscene letters, emails, drawings, notes or invitations;
• Physical conduct such as assault, unwanted touching, or blocking normal movement, or violating someone’s “personal space”; and
• Retaliation for reporting harassment or threatening to report harassment. 202.4.1 Guidelines for Identifying Harassment
Harassment includes any conduct that would be unwelcome or unwanted to an individual of the recipient’s same protected classification. The following guidelines should be followed to determine if conduct is unwelcome or unwanted:
(a) It is no defense that the recipient “appears” to have consented to the conduct at issue by failing to protest about the conduct. A recipient may not protest for many legitimate reasons, including the need to avoid being insubordinate or to avoid being ostracized or subjected to retaliation.
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8 (b) Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean that the conduct is welcome. Harassment can evolve over time. Small, isolated incidents might be tolerated up to a point. The fact that no one has yet complained does not preclude someone from complaining if the conduct is repeated in the future.
(c) Even visual, verbal, or physical conduct between two people who appear to welcome the conduct can constitute harassment of a third person who witnesses the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at a particular individual. (d) Conduct can constitute harassment even if the individual has no intention to harass.
Even well-intentioned conduct can violate this Policy if the conduct is directed at, or implicates a protected classification, and if an individual would find it offensive (e.g., gifts, over-attention, endearing nicknames, hugs).
202.5 Retaliation
Retaliation occurs when an employer takes adverse conduct against a covered individual because of the individual’s protected activity as defined in this Policy. “Adverse conduct” may include but is not limited to: (1) disciplinary action; (2) counseling; (3) taking sides because an individual has reported harassment or discrimination; (4) spreading rumors about a complainant or about someone who supports or assists the complainant; (5) shunning or avoiding an individual who reports harassment or discrimination; or (6) making real or implied threats of intimidation to prevent or deter an individual from reporting harassment or discrimination. 202.6 Complaint Procedure
A covered individual who believes he or she has been subjected to discrimination, harassment or retaliation may make a complaint – orally or in writing – to any supervisor or manager, without regard to any chain of command. Any supervisory or management employee who receives a harassment complaint shall immediately notify the Chief Executive Officer. Upon receiving notification of a harassment complaint, the Chief Executive Officer will complete and/or delegate the following steps:
(a) Authorize and supervise the investigation of the complaint and/or investigate the complaint. The investigation will usually include interviews with: (1) the complainant; (2) the accused; and (3) other persons who have relevant knowledge concerning the allegations in the complaint.
(b) Review the factual information gathered through the investigation to determine whether the alleged conduct violates the Policy, giving consideration to all factual information and the totality of the circumstances, including the nature of the conduct, and the context in which the alleged incident(s) occurred.
(c) Report a summary of the determination as to whether this Policy has been violated to appropriate persons. If discipline or sanctions are imposed, the level of discipline or sanctions will not be communicated to the complainant.
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9 (d) If conduct in violation of this Policy occurred, take or recommend to the appointing authority prompt and effective remedial action. The remedial action will be commensurate with the severity of the offense.
(e) Take reasonable steps to protect the complainant from further harassment, discrimination or retaliation.
If the Chief Executive Officer is accused of or a witness to the events at issue, then the Board of Directors will be responsible for initiating an investigation, delegating steps, and/or taking corrective action.
202.6.1 Option to Report to Outside Administrative Agencies An individual has the option to report harassment, discrimination or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These administrative agencies offer legal remedies and a complaint process. The nearest offices are listed on the Internet, in the government section of the telephone book or employees can check the posters that are located on OCPA bulletin boards for office locations and telephone numbers.
202.6.2 Confidentiality
OCPA will maintain confidentiality to the extent possible. Any supervisor or manager who is informed of a complaint of harassment, discrimination, and/or retaliation by an employee, or any other individual, must report said complaint to Chief Executive Officer immediately and must otherwise keep the matter confidential. The Chief Executive Officer must also keep the matter confidential and not disclose the matter to any person who does not have legitimate work-related reasons for knowing of the complaint. Any supervisor, manager who fails to comply with this paragraph will be subject to disciplinary action, up to and including termination of employment.
202.6.3 Conclusion of Investigation
At the conclusion of the timely investigation, if it is determined that prohibited harassment, discrimination, and/or retaliation has occurred, OCPA will take immediate and effective remedial action commensurate with the circumstances. Corrective action may include, for example:
training, referral to counseling, or disciplinary action including, but not limited to, verbal or written warning, suspension, transfer, demotion, and termination of employment, depending on the circumstances. With regard to acts of harassment by clients or vendors, corrective action will be taken after consultation with the appropriate management personnel.
The employee who initiated the complaint will be notified when the investigation has been completed and will be informed of the general outcome of the investigation, i.e., whether the complaint has been substantiated or unsubstantiated. However, the employee is not entitled to know the corrective action, if any, imposed on the accused harasser as that information is protected by the accused harasser’s right to privacy. Appropriate action will be taken to ensure the employee who has been found to have been harassed, discriminated, and/or retaliated against will not be harassed and/or retaliated against in the future, including but not limited to redistribution of this policy, training, transfer, etc. 202.6.4 Responsibilities and Proactive Approach
Each non-manager or non-supervisor is responsible for:
1. Treating all individuals in the workplace or on worksites with respect and consideration.
2. Modeling behavior that conforms to this Policy.
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10 3. Participating in periodic training.
4. Cooperating with OCPA’s investigations pursuant to this Policy by responding fully and truthfully to all questions posed during the investigation.
5. Taking no actions to influence any potential witness while the investigation is ongoing.
6. Reporting any act he or she believes in good faith constitutes harassment, discrimination or retaliation as defined in this Policy, to their immediate supervisor, or department head, or the Chief Executive Officer.
In addition to the responsibilities listed above, each manager and supervisor is responsible for:
1. Informing employees of this Policy.
2. Taking all steps necessary to prevent harassment, discrimination and, retaliation from occurring, including monitoring the work environment and taking immediate appropriate action to stop potential violations, such as removing inappropriate pictures or correcting inappropriate language.
3. Receiving complaints in a fair and serious manner, and documenting steps taken to resolve complaints.
4. Following up with those who have complained to ensure that the behavior has stopped and that there are no reprisals.
5. Informing those who complain of harassment or discrimination of their option to contact the EEOC or DFEH regarding alleged Policy violations.
6. Assisting, advising, or consulting with employees and the Chief Executive Officer regarding this Policy.
7. Assisting in the investigation of complaints involving employee(s) in their departments and, when appropriate, if the complaint is substantiated, recommending appropriate corrective or disciplinary action in accordance with these Policies, up to and including termination.
8. Implementing appropriate disciplinary and remedial actions.
9. Reporting potential violations of this Policy of which he or she becomes aware to the Chief Executive Officer, regardless of whether a complaint has been submitted.
10. Participating in periodic training and scheduling employees for training. 203 Reasonable Accommodation and Interactive Process
203.1 Reasonable Accommodation
Absent undue hardship or direct threats to the health and safety of employee(s), OCPA provides employment-related reasonable accommodations to:
(a) qualified individuals with disabilities, both applicants and employees, to enable them to perform essential job functions;
(b) employees with conditions related to pregnancy, childbirth, or a related medical condition, if she so requests, and with the advice of her health care provider; (c) employee victims of domestic violence, sexual assault, or stalking to promote the safety of the employee victim while at work; and
(d) employees who request reasonable accommodation to address a conflict between religious belief or observance and any employment requirement.
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11 203.2 Supporting Documentation or Certification
203.2.1 Reasonable Medical Documentation of Disability
If the disability or the need for reasonable accommodation is not obvious, OCPA may require the individual to provide reasonable medical documentation confirming the existence of the disability and the need for reasonable accommodation, along with the name and credentials of the individual’s health care provider. If the individual provides insufficient documentation, OCPA will: (1) explain the insufficiency; (2) allow the employee or applicant to supplement the documentation; and (3) pursue the interactive process only to the extent that the request for reasonable accommodation is supported by the medical documentation provided. 203.2.2 Medical Certification Indicating the Need for a Reasonable Accommodation or Transfer due to Pregnancy or Related Conditions If a pregnant employee, or an employee with a pregnancy-related condition, requests a reasonable accommodation or transfer due to pregnancy, OCPA will provide the employee with notice of the need for a medical certification within two business days after the employee’s request for accommodation. A medical certification confirming the need for a reasonable accommodation, including transfer, is sufficient if it contains: (1) a description of the requested accommodation or transfer; (2) a statement describing the medical advisability of the accommodation or transfer due to pregnancy; and (3) the date that the need for the accommodation or transfer will become necessary and the estimated duration of the accommodation or transfer.
203.2.3 Certification of Victim Status
An employee who is a victim of domestic violence, sexual assault or stalking who requests an accommodation to provide for their safety while at work must provide both of the following:
(a) A written statement signed by the employee or an individual acting on the employee’s behalf, certifying that the accommodation is to address victim-safety concerns while at work; and
(b) A certification demonstrating the employee’s status as a victim of domestic violence, sexual assault, or stalking, which can be in the form of: a police report indicating the employee’s victim status; a court order separating the perpetrator from the employee or that the employee has appeared in court for that purpose; or documentation from a medical professional or counselor that the employee is undergoing treatment for physical or mental injuries or abuse resulting from an act of domestic violence, sexual assault, or stalking.
203.3 Fitness for Duty Examinations
203.3.1 Applicants
After OCPA extends a conditional offer of employment to an applicant, OCPA may require the applicant to submit to a fitness for duty examination that is job-related, necessary for efficient operations of OCPA, and required of all applicants for the job classification. OCPA will notify an applicant or employee who is required to pass a medical examination of their right to obtain a second opinion at their expense and that they may submit such second opinions to OCPA for consideration.
203.3.2 Current Employee
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12 An employee may be required to submit to a fitness for duty examination to determine if the employee has a disability and is able to perform the essential functions of their job when there is significant evidence that:
(a) the employee’s ability to perform one or more essential functions of their job has declined; or
(b) could cause a reasonable person to question whether an employee is still capable of performing one or more of their essential job duties, or is still capable of performing those duties in a manner that does not harm themselves or others. 203.3.3 Role of Health Care Provider
OCPA may request the applicant’s or employee’s health care provider to conduct a fitness for duty exam on the applicant or employee, or may request an OCPA-selected health care provider to do so at OCPA’s expense. OCPA will allow an employee paid time off to attend the exam. OCPA will provide the heath care provider with a letter requesting a fitness for duty examination and a written description of the essential functions of the job. The examination will be limited to determining whether the applicant or employee can perform the essential functions of their position and any work restrictions and/or functional limitations that apply to the applicant or employee. The health care provider will examine the employee and provide OCPA with non-confidential information regarding whether:
(a) The applicant or employee has a disability within the meaning of the California Fair Employment and Housing Act;
(b) The applicant or employee is fit to perform essential job functions; (c) Workplace restrictions or functional limitations apply to the applicant or employee, and the duration of the work restrictions or functional limitations; (d) There are any reasonable accommodations that would enable the employee to perform essential job functions; and
(e) The employee’s continued employment poses a threat to the health and safety of themselves or others.
Should the health care provider exceed the scope of OCPA’s request and provide confidential health information, without valid consent of the applicant or employee, OCPA will return the report to the health care provider and request another report that includes only the non-confidential fitness for duty information that OCPA has requested. 203.3.4 Authorization for Use of Medical Information
During the course of a fitness for duty examination, OCPA will not seek or use information regarding an employee’s medical history, diagnoses, or course of treatment without an employee’s written authorization.
203.3.5 Medical Information from the Employee or Applicant If an employee or applicant submits medical information to OCPA from their own health care provider, OCPA will not forward that information to the health care provider who conducted the examination for OCPA, without the employee’s or applicant’s written authorization. Upon receipt Orange County Power Authority
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13 of the written authorization, OCPA will request an OCPA-paid health care provider to determine whether the information alters the original fitness for duty assessment. 203.4 Interactive Process
203.4.1 When to Initiate the Interactive Process
OCPA will initiate the interactive process when:
(a) An applicant or employee with a known physical or mental disability or medical condition requests reasonable accommodation(s);
(b) OCPA otherwise becomes aware of the need for an accommodation through a third party (e.g., a doctor’s note requesting an accommodation), or by observation of the employee’s work;
(c) OCPA becomes aware of the possible need for an accommodation because the employee with a disability has exhausted workers’ compensation leave, Family and Medical Act leave, or other leave rights, but the employee and/or the employee’s health care provider indicate that further accommodation is still necessary for recuperative leave or other accommodation;
(d) An employee disabled by pregnancy, childbirth or related medical conditions requests a reasonable accommodation or transfer based on the advice of her health care provider; (e) An employee with a physical or mental disability, regardless of cause, fails to return to work following pregnancy disability leave;
(f) An employee-victim of domestic violence, sexual assault, or stalking requests a reasonable accommodation(s) for their safety at work;
(g) An employee requests an accommodation to address a conflict between religious belief, observance or practice and any employment requirement; or (h) An employer is aware of the need for a reasonable accommodation for an employee’s or applicant’s religious beliefs, observance or practices. 203.4.2 Interactive Communication
After the occurrence of any of the above-stated circumstances that trigger the need to conduct an interactive process meeting, OCPA will promptly arrange for a discussion or discussions, in person or via conference telephone call, with the applicant or employee and their designated representative (if any). The purpose of the interactive communications will be to discuss in good faith all feasible potential reasonable accommodations. All communications will be documented by OCPA in writing.
203.4.3 Determination
After the interactive process communications, OCPA will review the information received, and determine: whether all available information has been reviewed; whether all potential accommodations that the applicant or employee has suggested have been considered; whether additional discussions with the applicant or employee would be helpful; whether the applicant’s or employee’s preferences have been taken into account; if there is a reasonable accommodation that would enable the applicant or employee to perform essential job functions Orange County Power Authority
200 Equal Employment Opportunity
14 without harming themselves or others; and if the accommodations would pose an undue hardship to OCPA, in its sole discretion. An applicant or employee will be informed of OCPA’s determination in writing.
203.5 Access to Medical Information Regarding Fitness for Duty Medical records and information regarding fitness for duty, or the need for an accommodation, will be maintained separately from non-medical records and information. Medical records and information regarding fitness for duty and the need for accommodation will be accessible only by the Chief Executive Officer or their designee, OCPA’s legal counsel, first aid and safety personnel in case of emergency, and supervisors who are responsible for identifying reasonable accommodations. Medical records and information contained therein may be released pursuant to state and federal law.
204 Whistleblower Protection
204.1 Policy
OCPA prohibits all of the following:
(a) Taking any retaliatory adverse employment action against an employee because the employee has or is believed to have disclosed information to any government or law enforcement agency, including to OCPA, if the employee has reasonable cause to believe that the information discloses a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation; (b) Preventing an employee from disclosing information to a government agency, including to OCPA, if the employee has reasonable cause to believe that the information discloses a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation;
(c) Retaliating against an employee for refusing to participate in any activity that would result in a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation; and
(d) Retaliating against an employee because the employee’s family member has, or is perceived to have engaged in any of the protected activities listed in (a)-(c) above. 204.2 Policy Coverage
This Policy governs and protects Authority officials, officers, employees, or applicants for employment.
204.3 Definitions
(a) “Protected activity” includes any of the following:
1) Filing a complaint with a federal or state enforcement or administrative agency that discloses any information that the employee has reasonable cause to believe violates state or federal law or a violation or noncompliance with a local, state, or federal rule or regulation;
2) Participating in or cooperating in good faith with a local, federal or state enforcement agency that is conducting an investigation into alleged unlawful activity; 3) Testifying in good faith and with reasonable cause as a party, witness, or accused individual alleged unlawful activity;
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15 4) Associating with another covered individual who is engaged in any of the protected activities enumerated here;
5) Making or filing in good faith and with reasonable cause an internal complaint with OCPA regarding alleged unlawful activity;
6) Providing informal notice to OCPA regarding alleged unlawful activity; 7) Calling a governmental agency’s “Whistleblower hotline” in good faith; 8) Filing a written complaint under penalty of perjury that OCPA has engaged in gross mismanagement, a significant waste of public funds, or a substantial and specific danger to public health or safety; and
9) Refusing to participate in any activity that the employee reasonably believes would result in a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation.
(b) “Adverse action” may include, but is not limited to, any of the following:
1) Real or implied threats of intimidation to attempt or prevent an individual from reporting alleged wrongdoing or because of actual or potential protected activity; 2) Refusing to hire an individual because of actual or potential protected activity; 3) Denying promotion to an individual because of actual or potential protected activity; 4) Taking any form of disciplinary action because of actual or potential protected activity; 5) Altering work schedules or work assignments because of actual or potential protected activity;
6) Condoning hostility and criticism of co-workers and third parties because of actual or protected activity;
7) Spreading rumors about a person because of that person’s actual or perceived protected activity; and
8) Shunning or unreasonably avoiding a person because of that person’s actual or perceived protected activity.
204.4 Complaint Procedure
An applicant or employee, who feels they have been retaliated against in violation of this Policy should immediately report the conduct according to the complaint procedure in OCPA’s Policy Against Discrimination, Harassment or Retaliation so that the complaint can be resolved fairly and quickly. Supervisors and managers have the same responsibilities as defined in the Policy Against Discrimination, Harassment or Retaliation.
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300 Classification Policies
16 300 CLASSIFICATION POLICIES
301 Classification Plan
301.1 Classification Plan
The Chief Executive Officer, or their designee, shall ascertain and record the duties and responsibilities of all positions and, after consulting with the Board, shall recommend a classification plan (“plan”) including job descriptions for such positions. The plan and any revisions thereof shall become effective upon approval of the Board.
Following the approval of the classification plan, the Chief Executive Officer shall allocate every position to one of the classifications established by the plan.
When a new position is created, such position may not be filled until the classification plan has been amended to provide for the new position.
Classification specifications are intended to be descriptive and explanatory of the kind of work performed by all employees in the classification.
A job class may contain one or more positions. Creation or deletion of classification(s) or modifications to the salary schedule shall require Board approval, and all classification specification changes must be reviewed by the supervisor of the position prior to approval.
All employees having supervisory and/or managerial responsibilities shall have access to the current classification specifications for their own position, and any position they supervise or manage.
301.2 Reclassification
The Chief Executive Officer, or their designee, may initiate a job audit to determine whether the duties of a position have changed to such an extent that they necessitate reclassification of the position from the existing classification to a more appropriate classification. Upon completion of the job audit, the Chief Executive Officer shall make a recommendation regarding reclassification to the Board.
Orange County Power Authority
400 Recruitment, Selection, and Appointment
17 400 RECRUITMENT, SELECTION, AND APPOINTMENT
401 Recruitment, Selection and Appointment Policy
The Chief Executive Officer, or their designee, is the only authorized employee to conduct recruitments and make job offers on behalf of OCPA. With the exception of OCPA Counsel, the Chief Executive Officer shall have OCPA to appoint, remove, promote and demote any employees of OCPA.
The Chief Executive Officer, or their designee, will consult with operating departments on the specifics of each recruitment, including but not limited to: the type of recruitment; content of the job announcement; desired qualifications; and the structure and content of the recruitment process.
The Chief Executive Officer shall advise the Board of any reorganization of offices, positions, departments or units under their direction as may be indicated in the interest of efficient, effective and economical conduct of OCPA’s business, subject to the Board’s budget authority. 401.1 Job Announcement
The Chief Executive Officer, or their designee, will prepare a job announcement to announce a proposed recruitment. The announcement may be posted on OCPA’s website and other locations OCPA deems appropriate, depending upon whether the recruitment is open to the public or current employees only.
The announcement will include the title for the position, and brief description of the essential job duties of the position. It will also include the minimum qualifications, the last date that OCPA will accept applications, any pertinent information regarding selection and any medical or drug testing to be performed following a conditional job offer. OCPA may include any other information determined to be of value at its discretion. 401.2 Application Forms
Job applications shall require information describing an individual’s training, experience, and other pertinent information as deemed necessary to assess qualifications for the job. Applicants may be required to provide supplementary information, including but not limited to: answers to job-related questions, resume, licenses, certifications, diplomas, letters of recommendation and references. All applications must be completed in full and signed, physically or electronically, by the person applying. The Chief Executive Officer or their designee will not process any application which is not fully completed and signed. Should an applicant be appointed to a position, the supplemental information shall become a part of the individual’s permanent employment records.
401.3 Disqualification of Applications
The Chief Executive Officer or their designee may reject any application which is not properly completed or incomplete, received after the application deadline, or indicates that the applicant does not meet the minimum qualifications for the position. Whenever an application is rejected, notice of such rejection shall be mailed or emailed to the applicant. 401.3.1 Criminal Conviction Check
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400 Recruitment, Selection, and Appointment
18 After OCPA makes a conditional offer of employment, the Chief Executive Officer, or their designee, may then request information about criminal convictions, except for misdemeanor marijuana-related convictions that are over two years old, or convictions that have been judicially sealed, eradicated, or expunged. Unless required by law, OCPA will not deny employment to any applicant solely because he or she has been convicted of a crime. OCPA may, however, consider the nature, date and circumstances of the offense, evidence of rehabilitation, as well as whether the offense is relevant to the duties of the position. 401.4 Appointments
The Chief Executive Officer, or their designee, will make all appointments except for those classifications that report to the governing body. The Chief Executive Officer, or designee, has discretion to decide in what manner a vacancy shall be filled. Vacancies may be filled by reinstatement, promotion, transfer, demotion, or appointment of temporary employees. The Board will make appointments for those classifications that report to it. 401.4.1 Promotional Appointments
An employee who receives a promotion to a higher-level classification shall be provided an increase to their current base rate of pay at the time of promotion. 401.4.2 Grant-Funded and Limited-Term Positions
Appointments to certain grant-funded and/or limited-term positions as designated by the Chief Executive Officer may be made by the Chief Executive Officer or their designee. 401.5 Introductory Period
401.5.1 Objective of Introductory Period
The Introductory Period shall be regarded as a part of the selection process and shall be used for closely observing the employee’s work, to determine if the employee can successfully perform the assigned duties of the employee’s position and the CPA’s rules and policies, and to help ensure the employee effectively adjusts to the employee’s position.
401.5.2 Introductory Period
All full-time and part-time employee positions shall be subject to an Introductory Period of three months, unless the employee is notified in writing of an extension in accordance with 401.5.3 of this section. 401.5.3 Extension of Introductory Period
Written notice shall be provided as soon as reasonably possible to the employee if an Introductory Period is to be extended. The Introductory Period, upon approval of Human Resources may be extended by the Chief Executive Officer up to a maximum of six (6) months, before expiration of the initial three (3) month period. In addition, the use of any leave of absence in excess of fifteen (15) days shall cause the employee’s Introductory Period to be extended automatically by the length of the leave(s) of absence. Advance written notice that the Introductory Period is being extended and the length of the extension shall be provided to the employee.
401.5.4 Rejection of Employee on Introductory Period
During the initial Introductory Period, an employee may be terminated at any time, with or without cause, and with or without advance notice. Notification of termination will be served on the employee. The employee will have no right of appeal of the employee’s failure to complete the Introductory Period or of the decision to terminate employment.
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500 Employment of Relatives or Spouses/Domestic Partners 19 500 EMPLOYMENT OF RELATIVES OR SPOUSES/DOMESTIC
PARTNERS
501 Employment of Relatives, Spouses/Domestic Partners
501.1 Policy
OCPA regulates the employment and placement of relatives, spouses/domestic partners so as to avoid conflicts of interest and to promote safety, security, supervision, and morale. 501.2 Definitions
“Relative” means child, step-child, parent, grandparent, grandchild, brother, sister, half-brother, half-sister, aunt, uncle, niece, nephew, or in-laws of those enumerated by marriage or domestic partnership.
“Spouse” means one of two persons to a marriage, or two people who are registered domestic partners, as those terms are defined by California law. “Supervisory relationship” means one in which one employee exercises the right or responsibility to control, direct, reward, or discipline another by virtue of the duties and responsibilities assigned to their Authority appointment. 501.3 Employment of Relatives
OCPA will not appoint, promote or transfer a person to a position within the same work division in which the person’s relative already holds a position, if any of the following would result in:
(a) A direct or indirect supervisory relationship between the relatives; (b) The two employees having job duties which require performance of shared duties on the same or related work assignment;
(c) Both employees having the same supervisor; or
(d) A potential for creating an adverse impact on supervision, safety, security, morale or efficiency.
501.4 Spouses/Domestic Partners
OCPA will not appoint, promote, or transfer a person, to the same department, division, or facility in which the person’s spouse or registered domestic partner already holds a position, if such employment would result in any of the following:
(a) One spouse/domestic partner being under the direct supervision of the other spouse or domestic partner; or
(b) Potential conflicts of interest or hazards for married persons or those in domestic partnerships which are greater than for those who are not married or in domestic partnerships.
501.5 Applicant Disclosures
Each applicant is required to disclose the identity of any relative who is a current employee of Orange County Power Authority
500 Employment of Relatives or Spouses/Domestic Partners 20 OCPA. An applicant’s failure to disclose a relative who is an employee may result in rejection of the applicant or future disciplinary action against the applicant after employment, up to and including termination of employment for cause.
An applicant for a position who has a relative employed by OCPA may not be denied the right to file an application for employment and to complete background checks. If the applicant successfully completes all pre-hire conditions, then he or she may be employed in a department, division, or office in which a member of his or her family member is not employed, subject to this policy. Such employment may be denied if employment would potentially create a conflict of interest or would have a potentially adverse impact on morale, supervision, or safety, even where a direct reporting relationship is not involved. Applicants who are family members of members of the Board of Directors or the Chief Executive Officer are presumed to have a conflict of interest regardless of the position for which the applicant applied. 501.6 Marriage/Domestic Partnership After Employment
Transfer: If two OCPA employees later become spouses/domestic partners, the Chief Executive Officer or their designee shall have discretion to transfer one of the employees to a similar position in another work division, if such a position is available that will cure the actual or potential conflict of interest. Although the wishes of the two employees will be considered, the Chief Executive Officer, or designee, retains sole discretion to determine which employee will be transferred based upon OCPA needs for supervision, safety, security or morale. Any such transfer that results in a salary reduction is not disciplinary or retaliatory.
Separation: In the event two employees of OCPA decide to marry, and there is no transfer that would resolve an actual or potential conflict of interest as determined by the Chief Executive Officer or their designee, as the case may be, in their sole discretion, then, the employees shall be given the opportunity to determine which of them shall voluntarily resign. If the employees are unable to or fail to choose which employee will resign, then the Chief Executive Officer or their designee will so choose and their decision will be final and binding.
Orange County Power Authority
600 Compensation and Payroll Practices
21 600 COMPENSATION AND PAYROLL PRACTICES
601 Work Schedules and Attendance
601.1 Work Schedules
OCPA’s normal business hours are 8:00 a.m. to 5:00 p.m., Monday through Friday. Individual work schedules may vary or change depending upon assignment and operational needs, and approval of an employee’s supervisor, the Chief Executive Officer or their designee. 601.2 Meal and Rest Periods for Non-Exempt Employees
California law requires that each non-exempt employee be given at least a 30-minute lunch break each day, and that this break begins within the first five hours of the workday.
Accordingly, taking a duty-free lunch period of at least 30 minutes is mandatory. If an employee works more than 10 hours, they are entitled to a second, unpaid meal period of at least 30 minutes. Depending on the circumstances, the employee may be able to waive their second meal period if they took the first one.
Employees will be provided one 30-minute lunch each day, to be taken approximately in the middle of the workday. However, under special circumstances an employee may be granted permission by their supervisor to extend their lunch break. All meal periods must be recorded on employee time cards.
An employee is allowed one ten-minute rest period for every four hours of work or major portion thereof. While there is no set schedule for breaks, an employee is able to take restroom breaks and get refreshments as desired.
If, at any time, an employee is unable to take a lunch break and/or rest period because of workload, they should immediately inform their supervisor so that appropriate arrangements can be made.
Employees are expected to observe their assigned working hours and the time allowed for meal and rest periods.
602 Payment of Wages
602.1 Work Week
The Fair Labor Standards Act (FLSA) requires designation of an employer’s workweek. In accordance with this requirement, OCPA’s workweek is designated as beginning at 12:00 a.m. on Sunday and ending at 11:59 p.m. on Saturday.
602.2 Payroll Cycles
Paydays are the 5th and the 20th of the month. OCPA offers a direct deposit option. There are 24 pay periods in a year. The workday (a 24-hour, consecutive period) begins at 12:00 a.m. and ends at 11:59 pm. If a regular payday falls on a weekend or holiday, employees will be paid on the first day of work prior to the regularly scheduled payday.
Employees must review their own paychecks for errors. Employees finding a mistake on a paycheck should report it to his or her supervisor as soon as possible. Employees Orange County Power Authority
600 Compensation and Payroll Practices
22 are prohibited from making changes to another employee’s time card for any reason, and employees who engage in editing, modifying, or changing another employee’s timecard may be subject to discipline up to and including the termination of employment. 602.3 Payroll deductions, wage attachments and garnishments OCPA makes certain deductions from every employee’s paycheck. Among these are applicable federal, state, and local income taxes and Medicare taxes. Additionally, employer-paid term life insurance premiums in excess of $50,000 coverage are considered a taxable benefit to the employee.
By law, OCPA is also required to honor legal attachments and garnishments of an employee’s wages or salaries and will withhold the specified amount to satisfy the terms of the attachment. 602.4 Overtime provisions for Non-Exempt Employees
Overtime is all hours a non-exempt employee actually works over 40 hours in their designated work week. Only actual hours worked will be counted toward the 40-hour threshold for purposes of calculating overtime pay; paid leave will not be counted. Non-exempt employees who are directed to work overtime must do so.
602.4.1 Prior Approval Required for Overtime
Non-exempt employees are not permitted to work overtime except as directed and authorized by their supervisor, or in case of emergency, as determined by OCPA. Working overtime without prior authorization or approval is grounds for discipline. In emergency situations that necessitate working overtime, the employee must notify a supervisor as soon as possible, and in no event later than the end of that day upon which the emergency occurred. If the supervisor denies the request to work overtime, the employee must obey the supervisor’s directive and cease working. Failure to follow these overtime approval procedures may subject the employee to disciplinary action, up to and including termination, for violating overtime approval procedures. 602.4.2 Payment of Overtime
OCPA provides compensation for all overtime hours worked by non-exempt employees in accordance with state and federal law:
• All hours worked in excess of eight (8) hours in one workday or forty (40) hours in one workweek will be treated as overtime.
• One and one-half (1 ½) times regular rate of pay for hours worked in excess of a normal work period, which is forty (40) hours for the workweek, or in excess of eight (8) hours and not more than twelve (12) hours for the workday, and for the first eight (8) hours on the seventh consecutive day of work in one (1) workweek. • Two (2) times your regular rate of pay for hours worked in excess of twelve (12) hours in one (1) workday and/or in excess of eight (8) hours on the seventh consecutive workday in the same work week.
602.5 Accurate Time Reporting
All employees must accurately report all work time to the nearest five minutes. 602.6 No Volunteering of Work Time
All time spent for the benefit of OCPA must be reported as hours worked on time records so that the employee is paid for all work. Non-exempt employees may not “volunteer” work time to perform duties that are the same or similar as their stated or regular job duties. Employees have Orange County Power Authority
600 Compensation and Payroll Practices
23 no authorization to work without compensation. No supervisor has authority to request non-exempt employees to volunteer work time. 602.7 Compensatory Time Off
An overtime-eligible employee may opt to accrue compensatory time-off (CTO) in lieu of cash payment for overtime worked if their supervisor agrees prior to overtime work being performed, and the employee has made the request for CTO in lieu of overtime in writing.
1. Accrual Rate: CTO accrues at the rate of 1 ½ hours for each hour, or fraction thereof, worked after 40 hours of actual work within the employee’s designated work week. Time in paid leave status does not count toward CTO. CTO cannot be accumulated in excess of 80 hours at any given time.
2. Employee Request to Use CTO: OCPA will grant an employee’s request to use accumulated CTO provided that: 1) the department can accommodate the use of CTO on the day requested without undue disruption to department operations; and 2) the employee makes the request in writing to the supervisor no later than five days prior to the date requested. If the employee does not provide five days’ notice, or if the department cannot accommodate the time off without undue disruption, OCPA will provide the employee the opportunity to cash out the amount of CTO requested at the end of the current pay period.
3. Authority Cash Out: OCPA reserves the right to cash out accumulated CTO at any time.
4. Value of CTO Cash Out: During employment, CTO is cashed out at the employee’s current regular rate of pay (including all applicable salary differentials and special pays).
Employees separating from OCPA service shall be compensated for all accrued, unused CTO at their current regular rate of pay.
603 Work Hour Deviations
603.1 Advance Request to Deviate from Regular Work Hours A non-exempt employee is required to seek advance permission from their supervisor for any foreseeable absence or deviation from regular working, break, or meal times. 603.2 Notification of Unforeseen Late Arrival or Absence A non-exempt employee who is unexpectedly unable to report for work as scheduled must notify their immediate supervisor no later than the beginning of the employee’s scheduled work time and report the expected time of arrival or absence. If the immediate supervisor is not available, the employee must notify the Chief Executive Officer, or their designee. 603.3 Unauthorized Absence is Prohibited
Arriving late to work or leaving early in connection with scheduled work times, breaks, or meal periods is prohibited, absent authorization. A non-exempt employee who fails to timely notify the supervisor of any absences as required by this Policy, or who is not present and ready to work during scheduled work times will be deemed to have an unauthorized tardy or absence and will not receive compensation for the period of absence.
603.4 Excessive Tardiness/Absenteeism and Abuse of Leave Excessive tardiness occurs when a non-exempt employee who, without authorization, is late to work or late to return from breaks more than three times during any 30-day period. Excessive absenteeism occurs when the number of unapproved absences for reasons that are not Orange County Power Authority
600 Compensation and Payroll Practices
24 permitted by state or federal law, exceeds three days in any three-month period. Excessive tardiness or absenteeism may be grounds for discipline, up to and including termination.
Abuse of leave is a claim of entitlement to leave when the employee does not meet the requirements for taking the leave, and may be grounds for discipline, up to and including termination. Should OCPA suspect that there is an abuse of leave by an employee, OCPA may require that the employee submit a physician’s certificate to support the absence. 604 Time for Lactation
604.1 Lactation Break Time and Location
OCPA will provide a reasonable amount of break time to accommodate any employee desiring to express breast milk for the employee’s infant child each time the employee has a need to express milk. The break time shall, if possible, run concurrently with any break time already provided to the employee.
Those desiring to take a lactation break at times other than their provided break times must notify a supervisor prior to taking such a break. Breaks may be reasonably delayed if they would seriously disrupt operations. Once a lactation break has been approved, the break should not be interrupted except for emergency or exigent circumstances. Break time for a nonexempt employee that does not run concurrently with rest time already authorized for the employee is unpaid. However, if the employee performs any work during such break, she must accurately record all time worked and OCPA will compensate her for such time.
OCPA will provide a room or other appropriate location in close proximity to the employee’s worksite, that is not in a bathroom, to express milk in private. The room or location will meet the following requirements:
• Be shielded from view and free from intrusion while being used to express milk; • Be safe, clean, and free of hazardous materials;
• Contain a surface on which to place a breast pump and personal items; • Contain a place to sit; and
• Have access to electricity needed to operate an electric battery-powered breast pump.
An employee occupying such private area shall either secure the door or otherwise make it clear to others through signage that the area is occupied and should not be disturbed. All other employees should avoid interrupting an employee during an authorized break under this section, except to announce an emergency or other urgent circumstance.
In addition, OCPA will provide access to a sink with running water and a refrigerator suitable for storing milk (or other cooling device suitable for storing milk) in close proximity to an employee’s workspace. No expressed milk shall be stored at OCPA beyond the employee’s work day/shift, and all expressed milk should be clearly labeled.
In the event that more than one employee needs use of the lactation room, OCPA will discuss alternative options with the employees to determine what arrangement addresses their needs, such as finding an alternative space or creating a schedule for such use.
Employees who are nursing have a right to request a lactation accommodation. Such requests may be made verbally or in writing, should indicate the need for an accommodation in order to Orange County Power Authority
600 Compensation and Payroll Practices
25 express breastmilk at work, and should be directed to the Chief Executive Officer, or their designee. OCPA shall respond to such requests in a reasonable manner, not exceeding five business days. If OCPA cannot provide break time, location, or other reasonable accommodations in accordance with this policy, it will inform the requesting employee in writing.
Because lactation accommodation needs may change over time, employees may request changes to existing accommodations by a written request to the Chief Executive Officer, or their designee, that describes the nature of the change that is requested.
OCPA prohibits any form of retaliation or discrimination against an employee for exercising or attempting to exercise any rights provided under the above policies. Any such conduct or violations of the above-referenced policies should be reported to the Chief Executive Officer or his designee. Employees also have the right to file a complaint with the California Labor Commissioner for violation of a lactation accommodation right described in the policy above. 605 Benefits
OCPA has developed and invested in a comprehensive employee benefits program. The benefits program consists of programs that may include retirement, health, dental, and vision coverage, and life insurance. Eligibility to participate in these programs is determined by employee classification, length of continued service with OCPA or by law. OCPA reserves the right to change or eliminate any benefit program at any time that is not required by law.
Information describing employee benefits will be provided upon joining the benefits plan. During any leave of absence such as personal leave, Workers’ Compensation leave or other disability leave, health benefits will continue through the end of the month. For the duration of any pregnancy disability leave of absence, or Paid ParentalNew Parent Leave, health and life insurance benefits will be continued for the duration of leave. For more information regarding eligibility, contributions, benefits, and tax status, contact the Chief Executive Officer, or designee. All eligible participants will receive a summary plan description. 605.1 Retirement Benefits
605.1.1 Deferred Compensation Plans
OCPA shall establish a 401(a) defined contribution retirement plan. OCPA shall pay a matching contribution of ten percent (10%) to each employee’s mandatory contribution in lieu of Social Security taxes, fully vested from date of hire.
Employees may elect to participate in a 457(b) deferred compensation retirement plan.
Employees may participate optionally and participants contribute tax-deferred salary deductions in a participant-directed account. Contributions are limited to an annual maximum dollar amount, as established under the Internal Revenue Code (IRC). OCPA’s employer contribution to the 457(b) plan shall match the employee’s voluntary contribution, up to a maximum of four percent (4%) of base salary.
605.2 Health and Wellness Benefits
605.2.1 Medical, Dental, and Vision Insurance
OCPA shall provide employees covered by this policy an option to enroll in an employer-sponsored group health insurance plan. Covered employees will have the option of enrolling themselves and their eligible dependents into OCPA’s group health insurance plan as approved by the Board. Employees become eligible for coverage on the first (1st) day of the month Orange County Power Authority
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26 following their date of hire. one (1) complete calendar month after hire date. OCPA shall contribute 95% of the health insurance premium for the Kaiser HMO 15 medical plan, HMO dental plan and VSP Option 5 vision plan with the employee contributing the remainder of the total premium cost. Employees who select a higher cost medical or dental insurance option, either PPO or HMO, cover the cost difference.
OCPA shall cover employees and their families’ PPO or HMO dental insurance costs at 100%. 605.2.2 Cash Payment in Lieu of Medical Insurance
Employees who opt out of enrollment in OCPA’s medical insurance plan, receive $500 monthly in cash (subject to taxation as wages) added to their paycheck. In order for an employee to be permitted to opt out of OCPA’s medical insurance plan coverage, they must submit proof of comparable coverage by another source.
605.2.3 Flexible Spending Account
OCPA will make available the option for full-time employees covered under this policy to participate in a Flexible Spending Account (FSA) to use a pre-tax payroll deduction to pay for eligible medical and dependent care expenses per Internal Revenue Code Sections 125 and 129.
C-level executives will receive an employer-paid FSA contribution of $200 per month. 605.2.4 Wellness Reimbursement
OCPA will reimburse employees up to $1,000 per year for qualified health and wellness expenses, including fitness expenses (such as class or program fees, or equipment). 605.2.5 Employee Assistance Program (EAP)
OCPA provides employer-paid confidential counseling and work/life services assistance for employees and eligible dependents.
605.3 Life Insurance and Disability
605.3.1 Life Insurance
Employees covered by this Policy shall be provided a basic group term life insurance policy in the amount of $200,000.
This insurance is payable in the event of your death, in accordance with the policy, while you are insured. You may change your beneficiary whenever you wish by submitting the appropriate documents to Human Resources. Refer to the literature provided by our insurance provider for details on your life insurance coverage.
605.3.2 Short-term Disability Insurance
Each employee contributes a percentage of his or her pay up to a maximum amount determined by the State of California for State Disability Insurance (SDI) coverage. This is an employee-only contribution.
OCPA provides an employer-paid private short-term disability plan for employees. The benefit is up to 60% of weekly earnings subject to terms of short-term disability carrier and cap based on salary.
This insurance provides low-cost disability protection if illness or injury not caused by the job prevents an employee from working. Paid Family Leave provides income if an employee is Orange County Power Authority
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27 unable to work due to the need to care for a qualified family member or to bond with a new child.
No action will be taken against any employee in any manner for requesting or taking any time off as provided in the document or for testifying in a disability proceeding. Employees must file a claim with the California Employment Development Department to receive any payment from SDI. 605.3.3 Long-term Disability Insurance
OCPA provides an employer-subsidized private long-term disability plan for employees. The benefit is up to 60% of monthly earnings subject to terms of long-term disability insurance carrier and cap based on salary.
605.4 Allowances
605.4.1 Automobile Allowance
C-level executives shall receive a gross monthly automobile allowance of five hundred dollars ($500) per month. This taxable allowance is intended to be in lieu of reimbursement on an itemized basis for mileage, gas, maintenance of a vehicle, etc. Employees who receive an automobile allowance shall not be separately reimbursed for mileage driven in their personal vehicle.
605.4.2 Technology Allowance
Exempt employees shall receive a $100 monthly taxable technology allowance to use toward their personal discretionary technological purchases and expenses in furtherance of employment (e.g., mobile phone, tablet, data plan, laptop computer). This taxable allowance is intended to cover all technology-related costs that Employee incurs in the course and scope of employment with OCPA.
605.5 Workers’ Compensation
OCPA provides workers’ compensation insurance benefits to all employees who experience an injury or illness that arises out of the course and scope of employment. Workers' compensation insurance provides six basic benefits: medical care, temporary disability benefits, permanent disability benefits, supplemental job displacement benefits or vocational rehabilitation, and death benefits. Entitlement to workers’ compensation benefits is controlled by applicable law, and as detailed in the company’s Work-Related Accident and Injury Policy, employees are required to immediately report all work-related accidents, injuries and illnesses.
All work-related accidents, injuries or illnesses involving employees, even those that are not serious, must be immediately reported to their supervisor. Employees who experience a work-related accident, illness or injury will be required to complete the appropriate forms (DWC-1) and cooperate with OCPA in complying with its recording, reporting and investigation obligations.
If the work-related accident, injury or illness results in the employee being placed on a leave of absence, OCPA’s various leave policies will apply to that absence. OCPA strives to bring employees back to work as soon as possible following a work-related accident, injury or illness.
Thus, while employees are on a leave of absence, they should stay in contact with their supervisor regarding their expected return to work.
Pursuant to OCPA’s Disability and Reasonable Accommodation Policy, when requested, OCPA will provide a reasonable accommodation for any known physical or mental disability of a Orange County Power Authority
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28 qualified individual, provided the requested accommodation does not create an undue hardship on OCPA or pose a direct threat to the health or safety of others in the workplace or of the Orange County Power Authority
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29 requesting employee. Once OCPA is aware of the need for an accommodation, OCPA will engage with the employee in an interactive process to identify possible accommodations.
OCPA or its insurer will not be liable for payment of workers’ compensation benefits for any injury that arises out of voluntary participation in any off-duty recreational, social, or athletic activity that is not part of work-related duties. 605.6 COBRA
The Consolidated Omnibus Budget Act (“COBRA”) allows employees and dependents to continue health insurance coverage under EBCE’s health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee’s hours or a leave of absence; an employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirements. Under COBRA, the employee or the beneficiary pays the full cost of coverage at EBCE’s group rates (100%), plus an administrative fee. If a “qualifying event” occurs, employees and/or dependents(s) will be provided with a written notice which contains important information about rights and obligations.
605.7 Unemployment Compensation
OCPA contributes annually to the California Unemployment Insurance Fund on behalf of employees.
Orange County Power Authority
700 Performance Evaluation Policies
30 700 PERFORMANCE EVALUATION POLICIES
701 Performance Evaluations
701.1 Performance Evaluations
OCPA encourages open dialogue between an employee and their supervisor on an informal, regular basis. This type of regular interaction increases job satisfaction for both the employee and OCPA. It is not necessary or recommended that employees wait until a formal performance appraisal period to discuss job performance. Employees are encouraged to freely ask their supervisor for feedback when desired.
Formal performance evaluations will be conducted annually or with greater frequency, dependent on length of service, job position, past performance, changes in job duties, or recurring performance problems. After the review, the employee will be asked to sign the evaluation report to acknowledge that it has been presented to them and discussed with them by their supervisor, and that they are aware of its contents. The Chief Executive Officer, or their designee, will review and approve all performance evaluations prior to inclusion in an employee’s personnel file.
Positive performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of OCPA and depend upon many factors in addition to performance. Wage and salary increases are based on merit alone, and not length of service. Compensation reviews do not necessarily mean that a salary increase will be given.
701.2 Performance Evaluation Meeting
The supervisor will meet with the employee to discuss the evaluation. The employee shall sign the evaluation to acknowledge its contents and that they have met with their supervisor to discuss the evaluation. The employee’s signature shall not mean that they endorse the contents of the evaluation.
701.3 No Appeal Right
An employee does not have the right to appeal or submit a grievance regarding any matter relating to the content of a performance evaluation. Instead, the employee may comment on the evaluation in a written statement which will then be placed with the evaluation in the employee’s personnel file. The written statement must be submitted within 10 days after the employee receives the evaluation.
Orange County Power Authority
800 Standards of Conduct
31 800 STANDARDS OF CONDUCT
801 Professional Business Conduct and Ethics
By accepting employment, individuals have a responsibility to OCPA and their fellow employees to adhere to certain codes of behavior and conduct. The purpose of these rules is not to restrict or impair any right to free speech, but rather to be certain that a common understanding exists as to what OCPA considers acceptable and unacceptable conduct. It is intended that the following rules of conduct will assist in creating a positive, productive workplace and serve the best interests of OCPA.
Obvious examples of unacceptable activities are noted below; this list is not exhaustive. Other policies in this document, such as Section 1206, Policy Against Violence in the Workplace and Section 200, subsection 202, Policy Against Discrimination, Harassment and Retaliation, address unacceptable and criminal behavior as well. Violations of these policies are subject to disciplinary action up to and including termination as outlined in Section 1101 Causes for Discipline.
Employees are asked to keep in mind, at all times, the value of professional conduct and give proper regard to the welfare and rights of co-workers. Occurrences violating this section may result in disciplinary action up to and including immediate suspension or termination:
Unacceptable Activities:
1. Falsification of timekeeping records.
2. Dishonesty; falsification or misrepresentation on an application for employment or other work records; lying about sick or personal leave; falsifying reasons for a leave of absence or other data requested by OCPA; alteration of OCPA records or other OCPA documents.
3. Theft or inappropriate removal or possession of OCPA property or the property of fellow employees.
4. Boisterous or disruptive activity in the workplace.
5. Negligence or any careless action leading to damage of OCPA-owned or customer-owned property or which endangers the life or safety of another person.
6. Obscene or abusive language toward any supervisor, employee, customer, or member of the public; indifference or rudeness towards a customer or fellow employee; any disorderly/antagonistic conduct on OCPA premises.
7. Insubordination or other disrespectful conduct; refusing to obey instructions properly issued by a supervisor pertaining to an employee’s work; refusal to assist on a special assignment.
8. Violation of security or safety rules or failure to observe safety rules and/or practices; failure to wear required safety equipment; tampering with OCPA equipment or safety equipment.
9. Creating or contributing to unsanitary conditions.
10. Smoking in prohibited areas.
11. Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
12. Unauthorized absence from work station during the workday; sleeping or loitering during working hours.
13. Originating, spreading, and taking part in malicious gossip or false rumors about employees of OCPA.
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32 14. Unauthorized disclosure of confidential information; giving confidential or proprietary information to competitors or other organizations or to unauthorized OCPA employees; breach of confidentiality of personnel or OCPA information.
15. Violation of OCPA rules or policies; any action that is detrimental to OCPA’s efforts to operate successfully.
16. Unsatisfactory or careless work; failure to meet production or quality standards as explained to an employee by their supervisor.
17. Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind for charities or others without authorization during business hours, or at a time or place that interferes with the work of another employee on OCPA premises.
18. Conducting a lottery or gambling on OCPA property.
19. Failure to immediately report any damage or accident involving OCPA equipment and vehicles.
20. Failure or refusal to comply with the work schedule, including mandatory overtime. 801.1 Customer and Public Relations
The success of OCPA depends upon the quality of the relationships between OCPA, its employees, customers, suppliers and the general public. Customers’ impression of OCPA and their interest and willingness to do business with OCPA is formed by how they are served.
Employees are considered ambassadors of OCPA. The more goodwill employees promote, the more customers will respect and appreciate the services OCPA provides.
The following actions are encouraged and considered representative of the level of customer relations service expected of Authority employees:
1. Customers are to be treated courteously and given proper attention at all times.
Customers’ questions or concerns are never to be considered an interruption or an annoyance. Customer inquiries, whether in person or by telephone, must be addressed promptly and professionally.
2. Telephone callers are never to be placed on hold for an extended period of time. Calls are to be directed to the appropriate person and assurance is to be made that the call was received.
3. Employees are expected to act competently and deal with customers in a courteous and respectful manner. If unable to help a customer, employees are expected to assist in finding an employee who can.
4. All correspondence and documents are to be neatly prepared and error-free. Attention to accuracy and detail in all paperwork demonstrates commitment to those encountered during the course of business activities.
5. If a problem develops with a customer, or if a customer is experiencing a level of dissatisfaction an individual e0mployee is unable to resolve, requesting a supervisor to intervene is required.
801.2 Media Contact
OCPA designates individuals as contacts for OCPA and only those individuals may comment on Authority policy, or on behalf of OCPA. Employees who are contacted by a news organization for an OCPA statement on any matter are expected to direct media inquiries to a supervisor. 801.3 Social Media Guidelines
Various forms of communication occur through social media, such as Facebook, Twitter, LinkedIn, Reddit, Yelp, Instagram, Snapchat, blogs, media sharing and multimedia host sites Orange County Power Authority
800 Standards of Conduct
33 such as YouTube. Employees should keep in mind that social media sites do not provide a private setting. Employees who communicate information through social media therefore must not expect that such information is private.
Employees must remember that all existing policies apply to information disseminated through social media. These guidelines are intended to help employees understand some of the unintended outcomes of sharing information through social media. 801.4 Confidentiality
Employees are responsible for safeguarding confidential information obtained during thier employment with OCPA. Additionally, customers, employees and vendors entrust OCPA with important information related to businesses or personal information. The nature of this relationship requires maintenance of confidentiality.
It is an employee’s responsibility to maintain strict confidentiality where personal, proprietary, or sensitive business information is concerned, unless it is necessary to do so in the performance of duties. Such confidential information includes, but is not limited to, the following examples:
• Customer lists and customer history
• Pending projects and proposals
• Marketing strategies
• Compensation data
• Budget information
• Periodic business reports and
summaries
• Bid proposals and contract
negotiations
• Statistical data
• Research and development programs
• Mergers/dissolutions
• Employee data
• Financial information
• Pricing information
• Passwords
• Business plans
Disclosure of confidential information may lead to disciplinary action, up to and including termination, as well as other possible legal action.
Orange County Power Authority
900 Leaves of Absence
34 900 LEAVES OF ABSENCE
901 Paid Time Off (PTO) and Holidays
Each provision in this Section shall apply to all OCPA positions unless covered by alternate means.
901.1 Paid Time Off (PTO) Eligibility
Paid Time Off (PTO) is an all-purpose time-off policy for eligible employees to use for vacation, personal business, sick leave, the diagnosis, care, treatment of an existing health condition or preventative care of an employee, family member or for employees who are victims of domestic violence, sexual assault or stalking to seek aid, treatment, or related assistance. A “family member” for these purposes is defined as a child (a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis), a parent (a biological, adoptive or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), a spouse or registered domestic partner, a grandparent, grandchild and sibling. Regular full-time employees are eligible to earn and use PTO as described in this policy.
PTO begins accruing upon your date of hire. Employees may begin using PTO as it is accrued. 901.2 Accrual of PTO
All full-time employees scheduled 40 hours per week are eligible to accrue PTO per pay period.
Regular, full-time employees scheduled to work 40 hours per week accrue at least 180 hours per year, or 7.5 hours of PTO per pay period in their first year of employment. Full-time employees scheduled less than 40 hours per week will accrue PTO on a pro-rata basis on the number of hours scheduled. After your first anniversary, and thereafter until your 10th year of employment, you will receive an additional eight (8) hours per year which will accrue at an additional rate of .33 hours per pay period.
The length of eligible service is calculated on the basis of a "benefit year." This is the 12‐month period that begins when you start to earn PTO. You will not earn PTO while you are out on a leave of absence, except to the extent you use PTO to cover your leave period. Employees accrue PTO hours on PTO hours used. Therefore, your benefit year may be extended if you go out on a leave of absence other than a military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.) Part-time and temporary employees, as well as paid interns, will be granted 24 hours of PTO upon hire and on January 1st of each year thereafter. Part-time and temporary employees, as well as paid interns, may begin using PTO upon completion of 30 days worked for OCPA. 901.2.1 Maximum PTO Accrual
Employee can accumulate PTO up to a balance of twice the annual PTO for which they are entitled. Once that limit is reached, employees will no longer accrue PTO unless and until some PTO is used. Accrued PTO carries over into the next calendar year.
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35 901.3 Scheduling of PTO
All requests for time off (PTO or unpaid) shall be submitted to the employee’s immediate supervisor or manager with as much advance notice as possible.
PTO can be used in minimum increments of one (1) hour for non-exempt employees.
Exempt employees may use PTO in ½ day (four hour) increments. Exempt employees may be required to use PTO for partial day absences in increments of 4 hours or greater, when the employee is absent for personal reasons and is unavailable for work.
Authority to approve the request is at the sole discretion of the requesting employee’s immediate supervisor based on the nature of the request and the operational demands of the department.
If you have an unexpected need to be absent from work you should notify your direct supervisor before the scheduled start of your workday, if possible. Your direct supervisor must also be contacted on each additional day of unexpected absence.
To schedule planned PTO, you need to request advance approval from your supervisor.
Requests will be reviewed based on a number of factors, including business needs and staffing requirements.
Employees will request advance approval from their supervisor if they need to cancel or adjust any previously approved PTO. Example: an employee received approval for eight hours of PTO time. A change in plans requires the employee to cancel the request for PTO and work a regular eight hours or a half day of four hours. The employee will inform the supervisor in writing and, if approved, the previously approved. PTO will be voided or reduced, based on the new request.
901.4 Payment of PTO
PTO is paid at your base pay rate at the time of absence. It does not include overtime or any special forms of compensation such as incentives, commissions, or bonuses.
A paid absence is counted as hours worked for the purposes of computing a 40‐hour week but is not counted as a basis for computing overtime.
PTO will be used to supplement any payments that you are eligible to receive from disability insurance or workers' compensation. The combination of any such disability payments and PTO cannot exceed your normal weekly earnings. All accrued, unused PTO will be paid at the termination of employment.
901.5 PTO for Sick Leave
Because OCPA’s PTO plan provides for accrual that is as or more generous than California’s sick leave law, OCPA is not required to have a separate sick leave accrual plan. Employees may use PTO for sick leave for their own serious health condition or for the health condition of a family member as defined above or for time off in connection with obtaining relief if the employee is a victim of domestic violence, sexual assault, or stalking. Employees may designate up to one-half of their accrued PTO as “Kin Care” for these purposes. Employees will not be subject to discipline for designating time as Kin Care.
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36 901.6 PTO Buyback Provision
On or before the pay period which includes December 20th of each calendar year, an employee may make an irrevocable election to cash out up to 50% of accrued PTO leave (in whole hour increments). The employee will receive full value for the amount of PTO leave the employee irrevocably elected to cash out.
901.7 Unused PTO Leave Upon Separation
Upon termination of employment, employees are paid at their regular rate of pay for unused PTO that has been earned through your last day of work. 901.8 Holidays
901.8.1 Observed Holidays
The recognized holidays to be observed by OCPA in each calendar year shall be as follows:
• New Year’s Day (January 1st)
• Martin Luther King Jr. Day (third Monday in January)
• President’s Day (third Monday in February)
• Memorial Day (last Monday in May)
• Independence Day (July 4th)
• Labor Day (first Monday in September)
• Veterans Day (November 11th)
• Thanksgiving Day (fourth Thursday in November)
• Day after Thanksgiving
• Christmas Day (December 25th)
Unless otherwise determined by OCPA, the actual dates for each of the foregoing holidays shall occur on the dates set by applicable state and federal statutes.
If any of the foregoing holidays falls on a Sunday, the following Monday shall be considered the holiday. If any of the foregoing holidays falls on a Saturday, the preceding Friday shall be considered the holiday, unless this too is a holiday, then the holiday shall be one day sooner. 901.8.2 Holiday Closure
Additionally, offices will remain closed December 26 through January 1, unless a supervisor specifically requires an employee to work.
901.8.3 Floating Holidays
To offer flexibility and cultural inclusivity, employees are offered two “floating” holidays to be used to celebrate holidays not currently offered. These may be taken as personal days if desired. 901.9 Pay for Holidays
Employees shall be paid for the number of hours the employee was scheduled to work had it not been a holiday. In order to receive compensation for holidays as provided herein, an employee must be on paid status for all of the regularly assigned work schedule immediately prior to and following the holiday. For the purposes of this section, an employee who is absent on paid time off leave shall be deemed to be employed at such time.
If a holiday falls on an employee’s regularly scheduled time off, the employee may take the holiday on another day during the workweek with prior approval of their supervisor. If an Orange County Power Authority
900 Leaves of Absence
37 employee is on Industrial Injury Leave during the holiday, it shall not be counted as both Industrial Injury Leave and holiday.
901.10 Effect of Holiday on PTO
If one or more holidays falls within a PTO leave that an employee is taking, such holiday shall not be charged as PTO leave.
902 Family and Medical Care Leaves
902.1 Leave Pursuant to Family Medical Leave Act (“FMLA”) and California Family Rights Act (“CFRA”)
OCPA provides family and medical care leave for eligible employees as required by State and federal law. Unless otherwise stated in this Policy, “Leave” means leave pursuant to the FMLA and CFRA. Unless otherwise provided by law, OCPA will run each employee’s FMLA and CFRA leave usage concurrently.
902.2 Leave Entitlements and Duration
Eligible employees are entitled to take up to 12 weeks of leave in a 12-month period under the CFRA and up to 12 weeks per calendar year of FMLA. In most cases, FMLA leave due to pregnancy, childbirth or a related medical condition and Pregnancy Disability Leave (“PDL”) run concurrently (see, section 903, below). PDL of up to four months is provided to an employee who is actually disabled due to pregnancy. However, pregnancy related disability is specifically excluded as a reason for CFRA leave and therefore leave under PDL and leave under CFRA are separate and distinct entitlements and do not run concurrently. An employee disabled due to pregnancy may take up to four months of PDL leave, and, if eligible may be entitled to an additional 12 weeks of CFRA leave to care for a child after the birth. The maximum possible combined leave for both PDL leave and CFRA leave for the reason of the birth of a child is four months and 12 workweeks. Employees may also take intermittent leave to care for themselves or to care for a family member with a serious health condition.
There is no minimum amount of leave that must be taken for either FMLA or CFRA leave.
If leave is requested for the birth, adoption or foster care placement of a child of the employee, leave must be concluded within one year of the birth or placement of the child. In addition, the basic minimum duration of such leave is two weeks. However, an employee is entitled to leave for one of these purposes (e.g. bonding with a newborn) for less than two weeks duration on any two occasions.
902.3 Definitions Under FMLA and CFRA
(a) 12-month Period: OCPA uses a twelve (12) month period measured forward method of determining the timeframe in which this leave may occur. This is defined as a 12-month period which begins on the first day the eligible employee takes leave under FMLA and ends 12 months after that date. For example, if John begins leave on November 1, 2021, then his 12-month period is measured from November 1, 2021, to October 31, 2022. (b) Family Member: Family member for FMLA leave means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and “incapable of self-care because of a mental or physical disability” at the time that FMLA leave is to commence, .a parent which means a biological, adoptive, step or foster father or mother, or any other individual who Orange County Power Authority
900 Leaves of Absence
38 stood in loco parentis to the employee when the employee was a son or daughter, and spouse, which means a husband, wife, or other person as recognized under State law for the state in which the marriage was entered into or, if the marriage was not entered into in any state, then the place in which the marriage was entered into; . “Family member” for CFRA leave means an employee’s minor children, dependent adult children, the children of a domestic partner, parents, spouse, domestic partner, grandchildren, grandparents, and siblings.
(c) Serious Health Condition: An illness, injury impairment, or physical or mental condition that involves:
1. Inpatient Care in a hospital, hospice, or residential medical care facility; continuing treatment by a health care provider;
2. Any period of incapacity due to pregnancy or for prenatal care. Note that pregnancy is a “serious health condition” only under the FMLA. Under California law, an employee disabled by pregnancy is entitled to pregnancy leave. (See Policy 905, Leave Because of Pregnancy, Childbirth, or Related Medical Condition.);
3. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition;
4. A period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by health care provider.
(d) Health Care Provider means:
1. A doctor of medicine or osteopathy who is authorized to practice medicine or surgery in the State of California or another state or jurisdiction;
2. Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by x-ray to exist) authorized to practice in California and performing within the scope of their practice as defined under California State law;
3. Nurse practitioners and nurse-midwives and clinical social workers who are authorized to practice under California State law and who are performing within the scope of their practice as defined under California State law;
4. Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, Massachusetts; and
5. Any health care provider from whom an employer or group health plan’s benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits.
902.4 Reasons for Leave
Leave is only permitted for the reasons listed below.
(a) The birth of a child or to care for a newborn of an employee; (b) The placement of a child with an employee in connection with the adoption or foster care of a child;
(c) Leave to care for a child, parent, or spouse, who has a serious health condition; Orange County Power Authority
900 Leaves of Absence
39 (d) Under the CFRA only, leave is permitted to care for a domestic partner, grandparent, grandchild, or sibling who has a serious health condition. Leave for this purpose does not apply to FMLA leave and will run concurrently with leave used under the FMLA; (e) Leave because of a serious health condition that makes the employee unable to perform any one or more essential functions of their position;
(f) Leave for a variety of “qualifying exigencies” arising out of the fact that an employee’s spouse, son, daughter, or parent is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation; (g) Under the CFRA only, leave for a variety of “qualifying exigencies” arising out of the fact that an employee’s domestic partner is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation. Leave for this purpose does not apply to FMLA leave and will not be run concurrently with leave usage under the FMLA; or
(h) Leave to care for a spouse, son, daughter, parent, or “next of kin” who is a covered servicemember of the U.S. Armed Forces who has a serious injury or illness incurred in the line of duty while on active military duty, or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces. This leave can run up to 26 weeks of unpaid leave during a single 12- month period.
902.5 Eligibility
An employee is eligible for leave if:
(a) The employee has been employed by OCPA for at least 12 months; and (b) The employee has been employed by OCPA for at least 1,250 hours during the 12- month period immediately preceding the commencement of the leave; and (c) For FMLA leave eligibility, OCPA must directly employ at least 50 full or part-time employees within a 75-mile radius for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year. The workweeks do not have to be consecutive. The phrase “current or preceding calendar year” refers to the calendar year in which the employee requests the leave or the calendar year preceding this request. This criteria is not required and does not apply in order for an employee to be eligible for CFRA leave.
902.6 Employee Benefits While on Leave
Leave under this Policy is unpaid. While on unpaid leave, employees will continue to be covered by OCPA’s group health insurance for up to 12 weeks each leave year to the same extent that coverage is provided while the employee is on the job. If the employee is disabled by pregnancy, coverage will continue up to four months each leave year. If an employee disabled by pregnancy also uses leave under the CFRA for baby-bonding, OCPA will maintain her coverage while she is disabled by pregnancy (up to four months or 17 1/3 weeks) and during her CFRA leave (up to 12 weeks).
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40 While on unpaid leave, employees will continue to be covered by OCPA’s benefits plans that are not part of its group health plan for up to 12 weeks each leave year to the same extent that coverage is provided while the employee is on the job.
Employees may make the appropriate contributions for continued coverage under the health benefits plans by payroll deductions (if the employee is using their paid leave) or direct payments (if the employee is not using their paid leave). 902.7.1 Employee Must Use Paid Leave When Using FMLA/CFRA Leave Employees must use and exhaust their accrued leaves concurrently with family and medical care leave to the same extent that employees have the right to use their accrued leaves with two exceptions:
(a) Employees are not required to use paid leave during leave pursuant to a disability plan that pays a portion of the employee’s salary while on leave unless the employee agrees to use paid leave to cover the unpaid portion of the disability leave benefit; and (b) An employee must agree to use accrued sick leave to care for a child, parent, spouse, domestic partner, grandparent, grandchild, or sibling.
902.7.2 Authority’s Right to Require an Employee to Exhaust FMLA/CFRA Leave Concurrently with Other Leaves
If an employee takes a leave of absence for any purpose which also qualifies under the FMLA and/or CFRA, OCPA will designate that leave as running concurrently with the employee’s 12- week FMLA and/or CFRA leave entitlement.
902.7 Medical Certification/Recertification
Employees who request leave must provide a medical certification and/or recertification to support the need for the leave as described below:
(a) Employee’s Own Serious Health Condition: Employees who request leave for their own serious health condition must provide written certification from the health care provider that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; and a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform any one or more of the essential functions of their position. Upon expiration of the time period, which the health care provider originally estimated the employee needed for their own serious health condition, the employee must obtain recertification if additional leave is requested.
(b) Family Member Serious Health Condition: Employees who request leave to care for a child, parent, domestic partner, spouse, grandparent, grandchild, or sibling who has a serious health condition must provide written certification from the health care provider of the family member requiring care that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; an estimate of the amount of time which the health care provider believes the employee needs to care for the child, parent, domestic partner, spouse, grandparent, grandchild, or sibling and a statement that the serious health condition warrants the participation of the employee to provide care during a period of treatment or supervision of the child, parent, domestic partner, spouse, grandparent, grandchild, or sibling. The term “warrants the Orange County Power Authority
900 Leaves of Absence
41 participation of the employee” includes, but is not limited to, providing psychological comfort, arranging third party care for the covered family member, and directly providing or participating in the medical care. Upon expiration of the time period which the health care provider originally estimated the employee needed for their family member’s serious health condition, the employee must obtain recertification if additional leave is requested.
(c) When an employee has provided at least 30 days’ notice for a foreseeable leave, the employee must provide a medical certification before the leave begins. When this is not possible, the employee must provide the medical certification to OCPA within the time frame requested by OCPA (which must allow at least 15 calendar days after the employer’s request), unless it is not practicable under the particular circumstances to do so despite the employee’s diligent, good faith efforts. (d) Certifications must be complete and provide sufficient information to support the request for leave. A certification is incomplete if one or more of the applicable entries on the certification form have not been completed. A certification is insufficient if the information on the certification form is vague, ambiguous, or not responsive. If the certification is incomplete or insufficient, the Chief Executive Officer, or their designee, will give the employee written notice of the deficiencies and seven days to cure, unless a longer period is necessary in light of the employee’s diligent, good faith efforts to address the deficiencies.
(e) If an employee provides an incomplete medical certification, the employee will be given a reasonable opportunity to cure any such deficiency. However, if an employee fails to provide a medical certification within the time frame established in this Policy, OCPA may delay the taking of FMLA/CFRA leave until required certification is provided, or deny FMLA/CFRA protections following the expiration of the time period to provide an adequate certification.
902.8 Employee Notice of Leave
Although OCPA recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much verbal or written notice as possible of their need for leave. If leave is foreseeable, at least 30 days’ notice is required. In addition, if an employee knows that they will need leave in the future, but does not know the exact day(s) (e.g. for the birth of a child or to take care of a newborn), the employee shall inform their supervisor as soon as possible that such leave will be needed. For foreseeable leave due to a qualifying exigency, an employee must provide verbal or written notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable. 902.9 Reinstatement Upon Return from Leave
(a) Reinstatement to Same or Equivalent Position: Upon expiration of leave, an employee is entitled to be reinstated to the position of employment held when the leave commenced, or to an equivalent position with equivalent benefits and pay. Employees have no greater rights to reinstatement, benefits, and other conditions of employment than if the employee had been continuously employed during the FMLA/CFRA period. (b) Date of Reinstatement: If a definite date of reinstatement has been agreed upon at the beginning of the leave, the employee will be reinstated on the date agreed upon. If the Orange County Power Authority
900 Leaves of Absence
42 reinstatement date differs from the original agreement of the employee and OCPA, the employee will be reinstated within two business days, where feasible, after the employee notifies the employer of their readiness to return.
(c) Employees may be required to periodically report on their status and intent to return to work: This will avoid any delays to reinstatement when the employee is ready to return.
(d) Fitness for Duty Certification: As a condition of reinstatement of an employee whose leave was due to the employee’s own serious health condition which made the employee unable to perform their job, the employee must obtain and present a fitness-for-duty certification from the health care provider stating that the employee is able to resume work. Failure to provide such certification will result in denial of reinstatement. 902.10 Required Forms
Employees must complete the applicable forms to receive family and medical care leave. The forms may be found in the administrative offices of OCPA. 903 Leave Because of Pregnancy, Childbirth, or Related Medical Condition
903.1 Amount of Leave
Under California’s Pregnancy Disability Leave Act (PDL) aAn employee who is disabled because of pregnancy, childbirth, or a related medical condition is entitled to an unpaid leave for up to the number of hours she would normally work within four calendar months (one-third of a year or 17 1/3 weeks). For a full-time employee who works 40 hours per week, “four months” means 693 hours of leave entitlement, based on 40 hours per week multiplied by 17 1/3 weeks.
An employee who works less than 40 hours per week will receive a pro rata amount of leave equivalent to their average hours worked per week multiplied by 17 1/3.
There is no qualification period for pregnancy disability leave. 903.2 Notice and Certification Requirements
Requests for pregnancy disability leave must be submitted in writing with reasonable advance notice of the medical need for the leave. All leaves must be confirmed in writing and be supported by a written certification from the attending physician stating that:
(a) The employee is disabled from working by pregnancy, childbirth or a related medical condition;
(b) The date on which the employee became disabled by pregnancy, childbirth or a related medical condition;
(c) The estimated duration or end date of the leave.
903.3 Compensation During Leave
Pregnancy disability leave is unpaid unless the employee elects to use accrued PTO or CTO.
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43 903.4 Benefits During Leave
Group Health Insurance: An employee on pregnancy disability leave may continue to receive any group health insurance coverage that was provided before her leave, beginning on the date the pregnancy disability leave begins and continuing for up to four months in a 12-month period, at the same level and under the same conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. OCPA may recover premiums it paid to maintain health coverage if an employee does not return to work following pregnancy disability leave.
PTO Leave: PTO leave does not accrue while an employee is on unpaid pregnancy disability leave.
903.5 Reinstatement
Upon the conclusion of pregnancy leave, the employee will be reinstated to her original or a comparable position, so long as it was not eliminated for a legitimate business reason during the leave. If the employee’s original position is no longer available, the employee will be assigned to a comparable, open position.
If upon return from leave an employee is unable to perform the essential functions of her job because of a physical or mental disability, OCPA will initiate an interactive process with the employee in order to identify a potential reasonable accommodation in accordance with these Policies. (See Reasonable Accommodation and Interactive Process.) 903.6 Paid Parental Leave
In an effort to give parents additional flexibility and time to bond with a new child, OCPA will provide up to five (5) weeks of fully Paid Parental Leave (PPL) to eligible employees at their regular rate of pay in connection with the birth of an employee’s child or the placement of an adopted or foster child within an employee’s home. This leave is applicable to the non-birth parent or either adoptive parent. An employee requesting such leave must provide supporting documentation of the birth or adoption of their child to Human Resources.
Employee’s utilizing this leave are not required to exhaust accrued paid time off prior to receiving PPL.
903.7 Eligibility
To be eligible under this policy, the employee must have been employed by OCPA for at least six months, successfully completed their introductory evaluation period, and meet one of the following criteria:
(a) Have given birth to a child; or be a spouse or domestic partner of a woman who has given birth to a child either as the intended mother or via surrogate; or (b) Have adopted or fostered or are fostering a child or been placed with a foster child who is 17 years old or younger; but this does not apply to the adoption of a stepchild by a stepparent.
Parental Leave described in this policy shall be available for a 12-month period following the birth or, adoption, or fostering of a child. Multiple births (e.g., twins), adoptions, or foster placements does not increase the length of Parental Leave. This leave runs concurrently with FMLA and/or CFRA leave as applicable, as well as any other applicable state family medical leave.
Orange County Power Authority
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44 903.8 Paid Parental Leave Notice
Eligible employees shall notify Human Resources of the need for Paid Parental Leave and include the estimated timing and duration of such leave at least (60) calendar days in advance of the need for leave, where practical. If the need for leave under this policy is not foreseeable, employees must give notice of the leave to their supervisor and Human Resources as soon as practical.
The employee requesting such leave shall provide supporting documentation of the birth, adoption or fostering of a child by the employee or spouse to Human Resources. 904 Other Leaves
904.1 Executive Leave
Effective the pay period which includes January 1 of each year, C-level executive employees shall receive an Executive Leave benefit of eighty (80) hours per year. Such leave shall be available for employees to use from the beginning of the first pay period beginning in the calendar year through the end of the last pay period beginning in the calendar year. Such hours shall not accrue from year to year. This leave has no cash value and cannot be cashed out. If, at the end of the calendar year, the employee has any of this leave on the books, with the pay period including January 1, they will be provided with whatever amount of leave is necessary to bring their bank up to 80 hours. Newly hired or newly promoted C-level executives who are exempt from FLSA overtime will receive a prorated amount of executive leave for the year in which they are hired.
904.2 Jury Duty Leave/Subpoenaed Leave or Court Ordered Witness Leave Any employee who is summoned to serve on a jury, or subpoenaed or ordered to be a witness, must notify their supervisor or department head as soon as possible. Any employee who is released from jury service prior to the end of their scheduled work hours must report to work unless otherwise authorized by their supervisor. Paid jury duty is limited to a maximum of 80 hours in a calendar year. If an employee, despite reporting the limit to the Court, is required to serve beyond 80 hours they can request the Chief Executive Officer or their designee to approve an exception to the limit on paid Jury Duty Leave. 904.2.1 Non-exempt Employees
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45 All non-exempt employees will be paid for actual work hours missed because of time spent in jury service or court (up to 80 hours unless otherwise approved). The time spent on jury duty is not work time for purposes of calculating overtime compensation. OCPA will offset from pay the amount the employee receives from the Court for jury fees. 904.2.2 Exempt Employees
All FLSA-exempt employees will continue to receive their normal salary (up to 80 hours unless otherwise approved) while on jury duty or as serving as a witness only for any workweek in which they perform any work duties. OCPA will offset the amount from pay the employee receives from the Court for jury fees.
904.3 Other Court or Administrative Proceeding Appearances 904.3.1 Regarding OCPA Duties
Any employee who is subpoenaed to appear in court in a matter regarding an event or transaction that occurred in the course of their job duties must give their supervisor as much advance notice as possible. OCPA will determine whether the matter involves an event or transaction that occurred in the course of the employee’s job duties. If so, time spent to appear in court will be without loss of compensation, and the time spent will be considered work time.
OCPA will offset the amount from pay the employee receives for witness fees. 904.3.2 Regarding Employee-Initiated Proceedings
Any employee who is required to appear in court because of civil or administrative proceedings that they initiated is not entitled to receive compensation for time spent related to those proceedings. An employee may request to receive time off without pay, or may use accrued PTO for time spent related to those proceedings. The time spent in these proceedings is not considered work time.
904.3.3 Regarding Crime Victim/Victim Family Member Court Attendance Leave Any employee who is a victim of a crime that is a serious or violent felony, or a felony involving theft or embezzlement, may take leave from work to attend judicial proceedings related to that crime, if the employee provides OCPA a copy of the notice of the scheduled proceeding in advance. If advance notice is not feasible, then the employee must provide OCPA, within a reasonable time after the leave is taken, documentation from the District Attorney, victim’s rights office, or court / governing agency that shows that the judicial proceeding occurred when the leave was used. An employee who is an immediate family member of such a crime victim, including: a registered domestic partner, the child of the registered domestic partner, spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather of the crime victim is also entitled to leave from work to attend judicial proceedings relating to that crime. The leave is unpaid unless the employee elects to use PTO, or CTO. 904.3.4 Regarding Crime Victim/Family Member Victim’s Rights Proceedings Leaves
Any employee who is a victim of a crime listed in Labor Code section 230.5(a)(2)(A) (domestic violence, sexual assault or stalking) may take leave from work to appear in court to be heard at any proceeding in which the right of the victim is at issue, if the employee provides the employer reasonable advance notice. If advance notice is not feasible, then the employee must provide OCPA, within a reasonable time after the leave is taken, certification from a police report, a district attorney or court, or from a health care provider or victim advocate, that the employee was a victim of any of the crimes listed in Labor Code section 230.5(a)(2)(A). An employee who is a spouse, parent, child, sibling, or guardian of such a crime victim is also a victim who is Orange County Power Authority
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46 entitled to this leave if the above notice or certification requirements are met. The leave is unpaid unless the employee elects to use PTO or CTO.
904.4 Leave for Victim of Domestic Violence, Sexual Assault, or Stalking to Obtain Restraining Orders or Injunctive Relief
Any employee who is a victim of domestic violence, sexual assault or stalking may take leave from work to obtain or attempt to obtain any relief, including, but not limited to a temporary restraining order, restraining order, or other injunctive relief to help ensure the health, safety, or welfare of the employee or their child, if the employee provides advance notice of the need for leave. If advance notice is not feasible, the employee must provide any of the following certifications within a reasonable time after the leave: a police report indicating that the employee was a victim; a court order protecting the employee from the perpetrator; evidence from the district attorney or court that the employee has appeared in court; or documentation from a health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse. The leave is unpaid unless the employee elects to use accrued PTO or CTO.
904.4.1 Leave for Victim of Domestic Violence, Sexual Assault, or Stalking to Obtain Medical Attention or Counseling or Safety Planning Any employee who is a victim of domestic violence, sexual assault, or stalking, may take leave from work to attend to any of the following: obtaining medical attention or psychological counseling; obtaining services from a shelter, program or crisis center; or participating in safety planning or other actions to increase safety, if the employee provides advance notice of the employee’s intention to take time off for these purposes. If advance notice is not feasible, the employee must provide any of the following to OCPA within a reasonable time after the leave: a police report indicating that the employee was a victim; a court order protecting the employee from the perpetrator; evidence from the district attorney or court that the employee has appeared in court; or documentation from a health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse. The leave is unpaid unless the employee elects to use accrued PTO or CTO.
904.5 Bereavement Leave
Employees shall receive up to forty (40) paid hours in any one instance for absence necessitated by the death of immediate family members. Such leave shall not be accrued from year to year. The immediate family shall be defined to mean father, father in-law, mother, mother in-law, stepparent, brother, stepbrother, sister, stepsister, wife, husband, registered domestic partner (as defined by California Family Code section 297), child, stepchild, grandparent, grandparents’ in-law, grandchild, legal guardian, or other individuals whose relationship to the employee is that of a dependent, or a person who stood in loco parentis (in place of a parent) to the employee.
904.6 Military Leave
Military leave will be granted in accordance with state and federal law. An employee requesting leave for this purpose shall promptly provide the department head with a copy of the military orders specifying the dates, site and purpose of the activity or mission. Within the limits of such orders, the department head may determine when the leave is to be taken and may modify the employee’s work schedule to accommodate the request for leave.
Orange County Power Authority
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47 904.7 School or Licensed Daycare Activity Leave
Any employee who is a parent, guardian, stepparent, foster parent, grandparent, or person who stands in loco parentis to one or more children who are in kindergarten or grades 1 through 12, or who are in a licensed child care facility, shall be allowed up to 40 hours each school year, not to exceed eight hours in any calendar month of the school year, to: participate in activities of their child’s school or licensed child care facility; find, enroll, or reenroll a child in a school or with a licensed child care provider; or to pick up a child due to a child care provider or school emergency. The employee must provide reasonable advance notice to their supervisor of the planned absence. The leave is unpaid unless the employee elects to use accrued PTO or CTO.
The employee must provide documentation from the school or licensed child care facility as verification that the employee participated in school or child care facility activities on a specific date and at a particular time.
904.8 Paid Administrative Leave
OCPA has the right to place an employee on leave with full pay for non-disciplinary reasons at any time when the Chief Executive Officer, or their designee, has determined that the employee’s and/or OCPA’s best interests warrant the leave. 904.9 Leave of Absence Without Pay Must Be Authorized by Law or These Policies Unless authorized by law or an OCPA policy, an employee is not entitled to a leave of absence without pay. An authorized leave of absence without pay is not a break in service for purposes of calculating seniority. Unless required by law, PTO, increases in salary, all other paid leaves, holidays and fringe benefits and other similar benefits do not accrue to an employee on unpaid leave. Unless required by law, OCPA will not maintain contributions toward group insurance or retirement coverage for the employee on such leave. During the period of authorized unpaid leave, all service and leave credits shall be retained at the levels existing as of the effective date of the leave.
904.10 Industrial Injury Leave
Employees who are absent from work by reason of an injury or illness covered by workers’ compensation shall continue in pay status under the provisions of this Section. 904.10.1 Coordination of Benefits
When the employee authorizes, the difference between the amount granted pursuant to such workers’ compensation and the employee’s regular pay will be deducted from the employee’s accumulated PTO, if any. The employee will continue in pay status and receive their pay until their accumulated PTO and CTO have been depleted.
904.10.2 Accrual of PTO Leave Continues While on Paid Leave During the time the employee is in fully paid status while absent from work by reason of injury or illness covered by workers’ compensation, he or she shall continue to accrue PTO as though he or she were not on leave of absence.
904.10.3 Unpaid Leave and Continuation of Health Care Benefits Any employee subject to this Policy who depletes their accumulated PTO or CTO while absent from work by reason of an injury or illness covered by workers’ compensation may receive an unpaid leave of absence and continuation of health care benefits consistent with state and/or federal law.
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48 904.11 Time Off to Vote
Any employee who does not have sufficient time outside of working hours to vote may request up to two hours of paid leave either at the beginning or end of scheduled working hours to enable them to vote. The employee must request time off to vote from their supervisor at least two days prior to election day.
904.12 Alcohol and Drug Rehabilitation Leave
OCPA provides an unpaid leave to assist employees who recognize that they have a problem with alcohol or drugs that may interfere with their ability to safely and competently perform their job. If an employee recognizes a problem with alcohol and/or drugs and decides to enroll voluntarily in a rehabilitation program the employee will be given unpaid time off. Employees are eligible to request this leave after 90 days of continuous employment. The leave is unpaid unless the employee elects to use PTO or CTO.
For the duration of the absence, health and life insurance benefits ordinarily provided by OCPA, and for which an employee would be otherwise eligible, will be continued for a maximum period of 12 weeks from the start of the leave. During this time, the employee will be required to contribute their portion of the premium on the same basis as would have been required during active work status, including payment of any premium for elected dependent coverages.
Beyond this coverage period, if an employee must remain on leave and wishes to continue these benefits, they may do so by electing to continue the benefit through COBRA provisions, and by paying the applicable premiums.
904.13 Bone Marrow and Organ Donation Leave
Employees who have been employed for at least 90 days and who are donating an organ may take a paid leave of absence not exceeding 30 business days (which may be taken in one or more periods) in any 12-month period. Employees who are donating their bone marrow to another person may take a paid leave of absence not exceeding 5 business days (which may be taken in one or more periods) in any 12-month period. An additional unpaid leave of up to 30 business days in a 12-month period may be granted to an employee donating an organ.
Requests for leave must be made in writing as far in advance as possible. Employees must provide a written medical certification from their health care provider to the Chief Executive Officer that shows that they are a bone marrow or organ donor and that there is a medical necessity for the donation.
Bone Marrow and Organ Donation leave is a paid leave; however, employees are required to use up to 5 days of accrued PTO for bone marrow donation, and up to 2 weeks of accrued PTO for organ donation.
For the duration of the absence, health and life insurance benefits ordinarily provided by OCPA, and for which an employee would be otherwise eligible, will be continued for a maximum period of 12 weeks from the start of the leave. During this time, the employee will be required to contribute their portion of the premium on the same basis as would have been required during active work status, including payment of any premium for elected dependent coverages.
When ready to return to work after a Bone Marrow or Organ Donation leave, an employee’s medical care provider must provide certification to OCPA that the employee is able to safely perform all of the essential functions of their position with or without reasonable Orange County Power Authority
900 Leaves of Absence
49 accommodation. Except as otherwise allowed by law, employees are entitled, upon return from leave, to be reinstated in the position held before the Bone Marrow or Organ Donation leave, or to be placed in a comparable position with comparable benefits, pay, and terms and conditions of employment.
Orange County Power Authority
1000 Separation of Employment
50 1000 SEPARATION OF EMPLOYMENT
1001 Resignation, Job Abandonment, Layoff, and Separation 1001.1 Types of Separation
OCPA strives to ensure a smooth transition for all employees whose employment terminates.
All separations of employees from positions in OCPA employment are designated as one of the following types:
1. Release of temporary employees;
2. Resignation;
3. Retirement;
4. Job abandonment;
5. Layoff and work reductions;
6. Involuntary separation.
1001.2 Release of Temporary Employees
A temporary employee may be separated at any time, without cause. 1001.3 Resignation
An employee who wishes to voluntarily resign their OCPA employment in good standing is asked to provide the professional courtesy of two weeks’ written notice of resignation. The notice given will be noted on the employment record and will be considered in any discussion regarding rehire or reference information. A resignation becomes final when OCPA accepts the resignation in writing. Once a resignation has been accepted, it is final and irrevocable, unless an exception is made by the CEO or their designee.
Once notice has been given, accrued and unused PTO normally may not be taken, unless an exception is granted by the CEO or their designee. A resignation can be accepted even if it is submitted less than two weeks prior to the planned resignation date. 1001.4 Retirement
An employee planning to retire may provide a written notice to the department head prior to the effective date of the retirement. A notice of retirement becomes final when the department head accepts the notice of retirement in writing. Once a notice of retirement has been accepted, it is final and irrevocable.
1001.5 Job Abandonment
An employee is deemed to have resigned from their position if he or she is absent for three consecutive scheduled work days/shifts without prior authorization and without notification during the period of the absence. The employee will be given written notice, at their address of record, of the circumstances of the job abandonment, and an opportunity to provide an explanation for the employee’s unauthorized absence.
An employee who promptly responds to OCPA’s written notice, within the timeframe set forth in the written notice, can arrange for an appointment with their supervisor before final action is taken to explain the unauthorized absence and failure of notification. An employee separated for job abandonment will be reinstated upon proof of justification for such absence, such as severe accident, severe illness, or mental or physical impairment which prevented notification. No employee separated for job abandonment has the right to a post-separation appeal.
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51 1001.6 Layoff and Work Reductions
Whenever in the judgment of the Board of Directors a reduction in personnel is necessary for economic or operational reasons, any employee may be laid off or demoted for non-disciplinary reasons.
Depending on the scope of the reduction (i.e., OCPA-wide, job classification, position), employees will be selected for layoff based on a combination of factors, including, but not necessarily limited to: past performance and productivity, qualifications, attendance, ability and willingness to work the required days and hours, and the ability to work cooperatively with others in the affected work unit.
The weight given to the above factors may vary depending upon the particular needs of the affected work unit and OCPA as a whole at the time of the layoff. Seniority shall be considered only when, in the sole discretion and opinion of the OCPA, all other factors are equal between two or more employees in the affected work unit. Seniority will be computed based on an employee’s total continuous service with OCPA. For this purpose, continuous service before and after any break in service of less than 30 days or an approved leave of absence, will be counted.
1001.7 Involuntary Separation
Involuntary separation from service means that the termination action is being initiated by the Orange County Power Authority, rather than by the employee. In general, employees who are discharged by OCPA are not eligible for rehire. However, employees who are terminated due to layoff or restructuring may be eligible for rehire or recall at OCPA’s discretion.
An employee may be separated for disciplinary reasons pursuant to the policy and procedures for dismissal in Section 1101 Causes for Discipline.
Any employee separated because of an inability to accommodate after the reasonable accommodation and interactive process is concluded will be given a written pre-separation notice of the reasons for the separation, the evidence supporting the decision to separate for non-disciplinary reasons, and an opportunity to respond before the separation takes effect. 1001.8 Payment of Final Wages
Final wages for time worked, plus any pay for eligible unused but accrued PTO (see Section 901.4), will be paid in the employee’s final paycheck, due to the employee on their last day of work if involuntarily separated or within 72 hours of their last day of work if resigned. 1001.9 Return of OCPA Property
All OCPA property in the employee’s possession must be returned prior to termination of employment, including keys, key fobs, identification cards, computer equipment, credit cards, cell phones, and any other OCPA equipment.
1001.10 Exit Interviews
Should an employee resign voluntarily, the Chief Executive Officer, or their designee, may conduct an exit interview whenever feasible. This interview allows the departing employee to communicate views on their work with OCPA and the job requirements, operations and training needs.
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52 1001.11 Job References/Verification of Employment
All reference inquiries and verifications of employment must be referred to and approved by the Chief Executive Officer or their designee. Unless the Chief Executive Officer receives a written waiver signed by the employee, OCPA will release only the employee’s dates of employment and last position held., and status of rehire eligibility. In addition, and in accordance with California State Law AB2770, OCPA Authority will disclose if an employee or past employee is not eligible for rehire due to a determination that the employee had engaged in sexual harassment.
Employee authorization is required before releasing salary information to financial institutions. It is our policy that only the Chief Executive Officer, or their designee, is authorized to respond to requests for employee references and verification of employment from financial institutions, etc.
No other supervisor or employee is authorized to provide references for current or former employees. If such a request is received, the information request should be forwarded to a supervisor or the Chief Executive Officer’s designee.
Orange County Power Authority
1100 Discipline
53 1100 DISCIPLINE
OCPA expects each employee to demonstrate integrity and contribute to the quality and reliability of OCPA’s services within the scope of their job responsibilities. Not only will this promote efficiency and productivity, but it will also create a pleasant and cooperative work environment. The statement of unacceptable conduct contained in Section 801 does not alter OCPA's policy that all positions are at-will. Employees and the Orange County Power Authority each remain free to terminate the employment relationship at any time, with or without reason or advance notice.
1101 Causes for Discipline
Employees are expected to conduct themselves with reasonable and proper regard for the welfare and rights of all employees, for the best interests of the organization, and to perform their duties competently. Any employee who fails to adhere to OCPA’s Professional Business Conduct and Ethics as outlined in Section 801, or whose performance is unsatisfactory, may be subject to discipline, up to and including termination. 1101.1 Progressive Discipline
At all times, OCPA expects employees to perform to the best of their abilities and to conduct themselves appropriately. If an employee performs at an unsatisfactory level, violates a policy, or commits inappropriate acts, he or she will be subject to discipline.
Because all employees at the Orange County Power Authority are at-will employees, the employee or OCPA may terminate the employment relationship at any time, with or without cause, and with or without notice. However, OCPA, at its discretion, may also administer a progressive discipline system. Progressive discipline is not mandatory, and OCPA reserves the right to deviate from any order or form of progressive discipline. Progressive discipline is also inapplicable to staff reductions and layoffs.
1102 Problem Resolution and Complaint Procedure
At some time, employees may have a concern or question about the job, working conditions, or the treatment they may have received. Good‐faith complaints and questions are of concern to OCPA and will be addressed to the extent practicable.
Employees are asked to take concerns first to their immediate supervisor, and then to the Chief Executive Officer or their designee, if the supervisor is unable to resolve the conflict.
This procedure, which OCPA believes is mutually beneficial, cannot result in every problem being resolved to the satisfaction of the complainant. However, employee input is valued and all employees should feel free to raise issues of concern, in good faith, without the fear of retaliation.
Orange County Power Authority
1200 Miscellaneous Policies
54 1200 MISCELLANEOUS POLICIES
1201 Personnel Files
1201.1 Confidential Personnel Files
OCPA maintains a personnel file for each employee. Files are kept for at least three years after separation of employment. A personnel file will contain only material that OCPA deems necessary and relevant or that is required by law. Personnel files are the property of OCPA, and access to the information they contain is restricted to protect employee privacy interests. 1201.2 Notification of Changes
Each employee is responsible to promptly notify OCPA of any changes in their contact and benefits information, including: mailing address; telephone number; persons to contact in an emergency; and number and names of dependents.
1201.3 Access to Applicant or Employee Medical Information All medical information about an employee or applicant is kept in separate medical files and is treated as confidential. Access to employee or applicant medical information shall be strictly limited to only those with a legitimate need to have such information for Authority business reasons, or if access is required by law, subpoena or court order. In the case of an employee with a disability, managers and supervisors may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations. 1201.4 Employee Access to Personnel File
Inspection of File: A current employee may inspect their own personnel file at reasonable times and at reasonable intervals, within 30 days of a written request. A former employee is entitled to inspect their personnel records one time per year. A current or former employee and/or their representative who wishes to review their personnel file should make a written request to the Chief Executive Officer. The inspection must occur in the presence of the Chief Executive Officer or their designee and: (1) at a location where the employee works and at a time other than the employee’s work time; or (2) at another agreed upon location without loss of compensation to the employee.
Copies: A current or former employee is entitled to receive a copy of their personnel records within 30 days after the employer receives a written request. A current or former employee who wishes to receive such a copy should contact the Chief Executive Officer in writing. OCPA may charge a fee for the actual cost of copying.
Representative’s Inspection: If the current or former employee wishes to have another person/representative inspect their personnel file, he or she must provide the person/representative with written authorization. The Chief Executive Officer will notify the employee and/or representative of the date, time, and place of the inspection in writing.
No Removal of File Documents: No person inspecting a personnel file is permitted to add or remove any document or other item to/from the personnel file.
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1200 Miscellaneous Policies
55 1201.5 Limitations on Access or Copying of Personnel File Prior to making a copy of personnel records or allowing inspection, OCPA may redact the names of nonsupervisory employees. Under no circumstances will OCPA provide access or copying of the following categories of personnel file documents: records relating to the investigation of a possible criminal offense; letters of reference; ratings, reports, or records that were obtained prior to employment, prepared by identifiable examination committee members, or obtained in connection with a promotional examination.
1202 Limitations on Outside Employment
1202.1 Outside Employment Restrictions
Employees are permitted to engage in outside employment subject to the following restrictions:
a) Any outside employment is secondary to the OCPA employment and shall not interfere with proper performance of OCPA employment. Employees are to report to work on time and ready to work. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. If outside employment causes or contributes to job related problems at OCPA, then the employee will be asked to discontinue outside employment and may be subject to disciplinary action, up to and including termination. b) Employees shall not be permitted to use OCPA paid time off to perform work for another employer.
c) Employees shall not accept pay or other compensation from anyone for work done during time for which he or she is reimbursed by the OCPA. d) Employees are prohibited from working for any contractor or company that has a contract with the OCPA, during the period of contracted services for the OCPA. e) Employees shall not solicit or conduct outside employment during work time or that requires the use of OCPA equipment, facilities, confidential information or materials. 1203 Limitations on Political Activity
1203.1 No Targeted Solicitation of OCPA Officers or Employees Members of the Board and employees of OCPA may not directly or indirectly solicit political contributions from other employees or Board members unless the solicitation is part of a solicitation made to a significant segment of the public which may incidentally include members of the Board and employees of OCPA.
1203.2 No Political Activity on OCPA Property or During Work Hours OCPA employees and officials are prohibited from engaging in political activity during working hours or on OCPA property.
1204 Prohibitions on Drugs and Alcohol in the Workplace 1204.1 Purpose and Scope
The purpose of this Policy is to promote a drug and alcohol-free workplace and to eliminate drug and alcohol-related inefficiencies and risks. This Policy applies to all OCPA employees, whether they are on OCPA property, or they are performing OCPA-related business elsewhere, except as this Policy is superseded by federally mandated drug and alcohol policies. Compliance with Orange County Power Authority
1200 Miscellaneous Policies
56 this Policy is a condition of employment. Disciplinary action will be taken against those who violate this Policy.
1204.2 Drug- and Alcohol-Free Awareness Program
OCPA’s employee assistance provider offers counseling and treatment of drug- or alcohol-related problems. The employee assistance provider has information about: (a) the dangers of drug or alcohol abuse in the workplace; (b) the penalties that may be imposed for drug or alcohol abuse violations; (c) OCPA’s Policy of maintaining a drug- and alcohol-free workplace; and (d) any available drug or alcohol counseling, rehabilitation or employee assistance programs.
1204.3 Prohibited Conduct
The following are prohibited conduct:
(a) The manufacture, distribution, sale, dispensation, possession, or use of any controlled substance, narcotic (including marijuana), or prescription drug that has not been lawfully prescribed to the employee in either OCPA workplaces or wherever OCPA business is performed.
(b) Working or being subject to call in if impaired by alcohol or any controlled substance, narcotic (including marijuana), or prescription drug that has not been lawfully prescribed to the employee.
(c) An employee’s failure to notify their department head before beginning work when taking medications or drugs, including but not limited to: prescription drugs, over the counter medications, marijuana, or illegal drugs or narcotics which could interfere with the safe and effective performance of duties.
(d) An employee’s failure to notify the Chief Executive Officer or their designee of any criminal conviction for a drug violation that occurred in the workplace within five days after such conviction.
(e) An employee’s criminal conviction for a drug violation that occurred in the workplace. 1205 Use of OCPA Equipment or Resources
1205.1 Policy and Applicability
OCPA equipment and resources may only be used to conduct OCPA business, except for incidental personal use that is consistent with this Policy. As a result, OCPA equipment and resources are non-public forums. Every employee is required to adhere to this Policy. 1205.2 Authority Equipment or Resources
OCPA equipment or resources means any OCPA-owned or supplied item or resource, including, but not limited to: intellectual property (e.g., photographs, plans, drawings, formulas, customer lists, designs, formulas), vehicles, telephones, cell phones, pagers, tools, machines, supplies, copy machines, facsimile machines, desks, office equipment, computers (including hardware and software), file cabinets, lockers, Wi-Fi, internet, intranet, OCPA’s network, data systems, routers, voice mail, servers, and email or voice mail communications stored in or transmitted through OCPA electronic resources or equipment.
Orange County Power Authority
1200 Miscellaneous Policies
57 1205.3 No Expectation of Privacy
OCPA periodically and without prior notice, monitors, reviews, accesses, or retrieves data from its equipment or resources, including electronic communications and content contained in or transmitted through its networks or electronic resources. Employees must provide OCPA with their usernames or passwords for any OCPA-issued equipment or resource. The existence of passwords or the attempted deletion of electronic files by an employee does not restrict OCPA’s access. As a result, employees should have no expectation of privacy in their use of any OCPA equipment or resources.
1205.4 Appropriate Use Only – No Misuse
Employees may only use OCPA equipment or resources in compliance with this Policy.
Employees are expected to avoid any use or communication which is unrelated to OCPA business, or that is destructive, wasteful, or illegal. OCPA has discretion to restrict or rescind employee access to OCPA equipment or resources. The following are examples of misuse of equipment or resources:
(a) Any use that violates applicable law and/or OCPA policies, rules or procedures; (b) Exposing others to material which is offensive, harassing, obscene or in poor taste. This includes information which could create an intimidating, offensive or hostile work environment;
(c) Any use that may create or further a hostile attitude or give offense on the basis of race, color, religion, sex, gender, gender expression, gender identity, national origin, ancestry, citizenship, age, marital status, physical or mental disability, medical condition, genetic information, sexual orientation, veteran status or any other basis protected by law; (d) Communication of confidential information to unauthorized individuals within or outside of OCPA;
(e) Unauthorized attempts to access or use OCPA data or break into any OCPA or non-OCPA system using OCPA-owned equipment; (f) Theft or unauthorized transmission or copying of paper or electronic files or data; (g) Initiating or sustaining chain/spam letters, e-mail or other unauthorized mass communication;
(h) Misrepresentation of one’s identity for improper or illegal purposes; (i) Personal commercial or business activities (e.g., “for sale” notices, personal ads, etc.); (j) Transmitting/accessing obscene material and/or pornography; (k) E-Commerce;
(l) Online gambling;
(m)Installing or downloading unauthorized software or equipment; Orange County Power Authority
1200 Miscellaneous Policies
58 (n) Violating terms of software licensing agreements; and (o) Using OCPA equipment or resources to access and/or use dating web resources, personal social media, or games of any type.
(p) Any unauthorized access to OCPA equipment or resources, including using keys or key cards, using or disclosing the username or password of another person or employee to gain access to their email or other electronic resources, or making OCPA equipment or resources available to others who would otherwise have no authorized access. (q) Using OCPA equipment or resources to speak on OCPA’s behalf without authorization. 1205.5 Authority Email Address Must be Used for Authority Business OCPA’s email system is an official communication tool for Authority business. OCPA establishes and assigns official email addresses to each employee as OCPA deems necessary.
Employees must send all OCPA communications that are sent via email to and from their official Authority email address. Employees are prohibited from using their private email address (e.g., Gmail, Yahoo, MSN/Hotmail, etc.) when communicating OCPA business via email. Should an email related to OCPA business be sent to an employee’s personal email account, the email should be immediately forwarded to the employee’s OCPA email account and responded to accordingly.
1205.6 Incidental Use of OCPA Communications Equipment Permitted Employees may use OCPA telephones, cell phones, internet access, and e-mail for incidental personal communications provided that the use:
(a) Is kept to a minimum and limited to break times or non-working hours; (b) Does not interfere or conflict with OCPA operations or the work performance of any Authority employees;
(c) Allows the employee to more efficiently perform OCPA work; (d) Is not abusive, illegal, inappropriate, or prohibited by this Policy (for example, no social media use, no electronic dating, no gaming); and
(e) Clearly indicates it is for personal use and does not indicate or imply OCPA sponsorship or endorsement.
1206 Policy Against Violence in the Workplace – Zero Tolerance Policy
OCPA recognizes that workplace violence is a concern among employers and employees across the country. OCPA is committed to providing a safe, violence-free workplace. In this regard, OCPA strictly prohibits employees, consultants, customers, visitors, or anyone else on OCPA premises or engaging in OCPA-related activity from behaving in a violent or threatening manner. Moreover, OCPA seeks to prevent workplace violence before it begins and reserves the right to address certain behaviors, even in the absence of violent behavior.
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59 OCPA believes that prevention of workplace violence begins with recognition and awareness of potential early warning signs and has established procedures for responding to any situation that presents the possibility of violence.
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the worksite, ranging from threats and verbal abuse to physical assaults and even homicide, that can affect and involve employees, clients, customers and visitors. If any employee observes or becomes aware of any of any workplace violence related actions or behavior by an employee, customer, consultant, visitor, or anyone else, he or she should notify the Chief Executive Officer or their designee immediately. Further, employees should notify the Chief Executive Officer or their designee if any restraining order is in effect, or if a potentially violent non-work-related situation exists that could result in violence in the workplace.
All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. In appropriate circumstances, OCPA will inform the reporting individual of the results of the investigation. To the extent possible, OCPA will maintain the confidentiality of the reporting employee and of the investigation. OCPA may, however, need to disclose results in appropriate circumstances, for example, in order to protect individual safety. OCPA will not tolerate retaliation against any employee who reports workplace violence.
If OCPA determines that workplace violence in violation of this policy has occurred, then OCPA will take appropriate corrective action and will impose discipline on offending employees. The appropriate discipline will depend on the particular facts but may include written or oral warnings, probation, reassignment of responsibilities, suspension, or termination. If the violent behavior is that of a non-employee, OCPA will take appropriate corrective action in an attempt to ensure that such behavior is not repeated.
1207 Appearance Standards
1207.1 Basis for Standards
Appearance standards are highly personal and implicate a variety of laws and constitutional standards. OCPA recognizes a relationship between the type of work performed, workplace safety, level of public contact and personal expression, and seeks to strike a reasonable balance.
These appearance standards are designed to promote OCPA’s legitimate and non-discriminatory goals to promote workplace safety and a professional image that is consistent with the employee’s job duties and level of public contact. 1207.2 Dress Code
Employees are required to dress appropriately for the jobs they are performing, and clothing should be neat and clean in appearance. Clothing should be free of slogans, pictures, or words that may be offensive or inappropriate.
Visible tattoos may not contain offensive or inappropriate images, words, or other matter and must be free from images or words that are obscene, sexually explicit or offensive, discriminatory as to sex, race, religion, national origin, extremist, and/or gang-related.
Orange County Power Authority
Receipt and Acknowledgement of Policies
60 Receipt and Acknowledgement of Policies
The Orange County Power Authority requires that each employee sign a statement of receipt acknowledging that he or she has received a copy, or has been provided access to these Policies.
Your signature below acknowledges you have received a copy, or have been given access to the Orange County Power Authority’s Policies. It also acknowledges your understanding that you are responsible for reading and becoming familiar with the contents of these Policies and any subsequent revisions to these Policies.
I understand and agree that it is my responsibility to read and familiarize myself with the Policies and procedures contained in this document.
I further understand that my employment is at-will, and neither OCPA nor I have entered into a contract regarding the duration of my employment. I am free to terminate my employment with OCPA at any time, with or without cause. Likewise, OCPA has the right to terminate my employment with or without cause, at the discretion of OCPA. No employee of OCPA can enter into an employment contract for a specified period of time or make any agreement contrary to this Policy without the written approval from the Chief Executive Officer.
I acknowledge that OCPA reserves the right to revise, modify, delete or add to any and all policies, procedures, work rules or benefits stated in this document or in any other document, except for the Policy of At‐will Employment. I further understand that any written changes to these Personnel Policies will be distributed to all employees so that I will be aware of any new policies or procedures. I understand that no oral statements or representations can in any way change or alter the provisions of this document.
I further acknowledge receipt of OCPA’s anti-harassment and discrimination policy set forth in these Policies, and I certify that I have read it, understand it, and agree to comply with its terms and conditions.
I understand that any violation of the policy may result in serious disciplinary action, including immediate termination.
Employee’s Printed Name: Position:
Employee’s Signature: Date:
Personnel Policies
Approved: December 14, 2021
Revised: March 19, 2024
April 30, 2024
Orange County Power Authority
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TABLE OF CONTENTS
Welcome to the Orange County Power Authority................................................................... 1 100 General Information...................................................................................................2 101 Effect and Applicability of Personnel Policies....................................................2 101.1 Applicability and Future Revisions: Authority’s Discretion to Modify These Policies 2
101.2 Employee Acceptance of Policies and Revisions to Policies .................... 2 102 Delegation of Authority.....................................................................................3 102.1 Delegation of Appointment and Personnel Action Authority to Chief Executive Officer................................................................................................... 3 103 Classification of Employees..............................................................................3 103.1 At-Will Working Relationship.................................................................... 3 103.2 Exempt Employees ................................................................................. 3 103.3 Non-Exempt Employees.......................................................................... 3 103.4 Full-Time and Part-Time Employees........................................................ 3 200 Equal Employment Opportunity................................................................................5 201 Equal Employment Opportunity Policy..............................................................5 202 Policy Against Discrimination, Harassment and Retaliation; Complaint Procedure....................................................................................................................5 202.1 Purpose .................................................................................................. 5 202.2 Covered Individuals and Scope of Policy ................................................. 5 202.3 Definitions ............................................................................................... 6 202.4 Harassment............................................................................................. 6 202.5 Retaliation ............................................................................................... 8 202.6 Complaint Procedure............................................................................... 8 203 Reasonable Accommodation and Interactive Process ....................................10 203.1 Reasonable Accommodation..................................................................10 203.2 Supporting Documentation or Certification..............................................11 203.3 Fitness for Duty Examinations ................................................................11 203.4 Interactive Process.................................................................................13 203.5 Access to Medical Information Regarding Fitness for Duty......................14 204 Whistleblower Protection................................................................................ 14 204.1 Policy .....................................................................................................14 204.2 Policy Coverage .....................................................................................14 204.3 Definitions ..............................................................................................14 204.4 Complaint Procedure..............................................................................15 300 Classification Policies ............................................................................................. 16 301 Classification Plan.......................................................................................... 16 Orange County Power Authority
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301.1 Classification Plan ..................................................................................16 301.2 Reclassification ......................................................................................16 400 Recruitment, Selection, and Appointment.............................................................. 17 401 Recruitment, Selection and Appointment Policy ............................................. 17 401.1 Job Announcement ................................................................................17 401.2 Application Forms...................................................................................17 401.3 Disqualification of Applications ...............................................................17 401.4 Appointments .........................................................................................18 401.5 Introductory Period……………………………………………………………18
500 Employment of Relatives or Spouses/Domestic Partners..................................... 19 501 Employment of Relatives, Spouses/Domestic Partners .................................. 19 501.1 Policy .....................................................................................................19 501.2 Definitions ..............................................................................................19 501.3 Employment of Relatives........................................................................19 501.4 Spouses/Domestic Partners ...................................................................19 501.5 Applicant Disclosures .............................................................................19 501.6 Marriage/Domestic Partnership After Employment..................................20 600 Compensation and Payroll Practices...................................................................... 21 601 Work Schedules and Attendance ................................................................... 21 601.1 Work Schedules .....................................................................................21 601.2 Meal and Rest Periods for Non-Exempt Employees................................21 602 Payment of Wages......................................................................................... 21 602.1 Work Week ............................................................................................21 602.2 Payroll Cycles ........................................................................................21 602.3 Payroll deductions, wage attachments and garnishments .......................22 602.4 Overtime provisions for Non-Exempt Employees ....................................22 602.5 Accurate Time Reporting........................................................................22 602.6 No Volunteering of Work Time................................................................22 602.7 Compensatory Time Off..........................................................................23 603 Work Hour Deviations .................................................................................... 23 603.1 Advance Request to Deviate from Regular Work Hours..........................23 603.2 Notification of Unforeseen Late Arrival or Absence.................................23 603.3 Unauthorized Absence is Prohibited .......................................................23 603.4 Excessive Tardiness/Absenteeism and Abuse of Leave .........................23 604 Time for Lactation .......................................................................................... 24 604.1 Lactation Break Time and Location.........................................................24 605 Benefits.......................................................................................................... 25 Orange County Power Authority
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605.1 Retirement Benefits................................................................................25 605.2 Health and Wellness Benefits.................................................................25 605.3 Life Insurance and Disability...................................................................26 605.4 Allowances.............................................................................................27 605.5 Workers’ Compensation .........................................................................27 700 Performance Evaluation Policies............................................................................ 29 701 Performance Evaluations ............................................................................... 29 701.1 Performance Evaluations........................................................................29 701.2 Performance Evaluation Meeting............................................................29 701.3 No Appeal Right .....................................................................................29 800 Standards of Conduct.............................................................................................. 30 801 Professional Business Conduct and Ethics..................................................... 30 801.1 Customer and Public Relations...............................................................31 801.2 Media Contact........................................................................................31 801.3 Social Media Guidelines .........................................................................31 801.4 Confidentiality.........................................................................................32 900 Leaves of Absence ..................................................................................................33 901 Paid Time Off (PTO) and Holidays .................................................................33 901.1 Paid Time Off (PTO) Eligibility ................................................................33 901.2 Accrual of PTO.......................................................................................33 901.3 Scheduling of PTO .................................................................................34 901.4 Payment of PTO.....................................................................................34 901.5 PTO for Sick Leave ................................................................................34 901.6 PTO Buyback Provision..........................................................................35 901.7 Unused PTO Leave Upon Separation.....................................................35 901.8 Holidays .................................................................................................35 901.9 Pay for Holidays .....................................................................................35 901.10 Effect of Holiday on PTO........................................................................36 902 Family and Medical Care Leaves ...................................................................36 902.1 Leave Pursuant to Family Medical Leave Act (“FMLA”) and California Family Rights Act (“CFRA”)...................................................................................36 902.2 Leave Entitlements and Duration............................................................36 902.3 Definitions Under FMLA and CFRA ........................................................36 902.4 Reasons for Leave .................................................................................37 902.5 Eligibility .................................................................................................38 902.6 Employee Benefits While on Leave ........................................................38 902.7 Medical Certification/Recertification ........................................................39 Orange County Power Authority
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902.8 Employee Notice of Leave......................................................................40 902.9 Reinstatement Upon Return from Leave.................................................40 902.10 Required Forms......................................................................................41 903 Leave Because of Pregnancy, Childbirth, or Related Medical Condition .........41 903.1 Amount of Leave ....................................................................................41 903.2 Notice and Certification Requirements....................................................41 903.3 Compensation During Leave ..................................................................41 903.4 Benefits During Leave ............................................................................42 903.5 Reinstatement ........................................................................................42 903.6 Paid Parental Leave .......................................................................................42 903.7 Eligibility ................................................................................................42 903.8 Paid Parental Leave Notice....................................................................43 904 Other Leaves .................................................................................................43 904.1 Executive Leave.....................................................................................43 904.2 Jury Duty Leave/Subpoenaed Leave or Court Ordered Witness Leave 43 904.3 Other Court or Administrative Proceeding Appearances .........................43 904.4 Leave for Victim of Domestic Violence, Sexual Assault, or Stalking to Obtain Restraining Orders or Injunctive Relief.......................................................44 904.5 Bereavement Leave ...............................................................................44 904.6 Military Leave.........................................................................................44 904.7 School or Licensed Daycare Activity Leave ............................................45 904.8 Paid Administrative Leave ......................................................................45 904.9 Leave of Absence Without Pay Must Be Authorized by Law or These Policies 45
904.10 Industrial Injury Leave ............................................................................45 904.11 Time Off to Vote .....................................................................................46 904.12 Alcohol and Drug Rehabilitation Leave ...................................................46 904.13 Bone Marrow and Organ Donation Leave...............................................46 1000 Separation of Employment.................................................................................... 48 1001 Resignation, Job Abandonment, Layoff, and Separation ................................ 48 1001.1 Types of Separation ...............................................................................48 1001.2 Release of Temporary Employees..........................................................48 1001.3 Resignation ............................................................................................48 1001.4 Retirement .............................................................................................48 1001.5 Job Abandonment ..................................................................................48 1001.6 Layoff and Work Reductions...................................................................49 1001.7 Involuntary Separation............................................................................49 Orange County Power Authority
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1001.8 Payment of Final Wages ..........................................................................49 1001.9 Return of OCPA Property .......................................................................49 1001.10 Exit Interviews.........................................................................................49 1001.11 Job References/Verification of Employment ............................................50 1100 Discipline................................................................................................................ 51 1101 Causes for Discipline ..................................................................................... 51 1101.1 Progressive Discipline ............................................................................51 1102 Problem Resolution and Complaint Procedure ............................................... 51 1200 Miscellaneous Policies .......................................................................................... 52 1201 Personnel Files .............................................................................................. 52 1201.1 Confidential Personnel Files ...................................................................52 1201.2 Notification of Changes ..........................................................................52 1201.3 Access to Applicant or Employee Medical Information ............................52 1201.4 Employee Access to Personnel File........................................................52 1201.5 Limitations on Access or Copying of Personnel File................................53 1202 Limitations on Outside Employment ............................................................... 53 1202.1 Outside Employment Restrictions ...........................................................53 1203 Limitations on Political Activity........................................................................ 53 1203.1 No Targeted Solicitation of OCPA Officers or Employees .......................53 1203.2 No Political Activity on OCPA Property or During Work Hours ................53 1204 Prohibitions on Drugs and Alcohol in the Workplace....................................... 53 1204.1 Purpose and Scope................................................................................53 1204.2 Drug- and Alcohol-Free Awareness Program..........................................54 1204.3 Prohibited Conduct.................................................................................54 1205 Use of OCPA Equipment or Resources.......................................................... 54 1205.1 Policy and Applicability ...........................................................................54 1205.2 Authority Equipment or Resources .........................................................54 1205.3 No Expectation of Privacy.......................................................................55 1205.4 Appropriate Use Only – No Misuse.........................................................55 1205.5 Authority Email Address Must be Used for Authority Business................56 1205.6 Incidental Use of OCPA Communications Equipment Permitted .............56 1206 Policy Against Violence in the Workplace – Zero Tolerance Policy ................. 56 1207 Appearance Standards .................................................................................. 57 1207.1 Basis for Standards ................................................................................57 1207.2 Dress Code ............................................................................................57 Receipt and Acknowledgement of Policies............................................................................58 Orange County Power Authority
Welcome to the Orange County Power Authority
1 Welcome to the Orange County Power Authority
Dear Orange County Power Authority employee:
Congratulations on your employment with the Orange County Power Authority (OC Power)! We at OC Power share great pride and passion in the work we do, and we’re glad you’re joining us to help advance our mission for the benefit of our ratepayers, our environment, and our communities.
As an employee of OC Power, you are our most valuable resource. We are committed to fostering an open, cooperative and dynamic environment. It is our hope that you find OC Power a rewarding place to work.
Information regarding the procedures, practices, policies and benefits of OC Power is contained within this policy manual. We encourage you to read this manual carefully, and review it from time to time.
The Orange County Power Authority’s policies may change at any time, and employees are expected to comply with the most current versions. You will be informed of any changes as they occur. If you would like further information or have questions about any of the information outlined in this manual, please feel free to reach out to me or your supervisor.
On behalf of the OC Power Board of Directors and staff, I extend a warm welcome as you join our team!
Sincerely,
Joseph Mosca
Chief Executive Officer
Orange County Power Authority
100 General Information
2 100 GENERAL INFORMATION
101 Effect and Applicability of Personnel Policies
These policies establish specific classification, compensation, and other procedures governing the Orange County Power Authority’s (“OCPA”) employees. This policy defines and describes the rights, privileges, benefits, and prohibitions which accrue to and are placed upon OCPA employees covered under this policy.
These Personnel Policies (“Policies”) do not create any contract right, or any express or implied contract of employment. OCPA retains the full discretion to modify these Policies at any time in accordance with law.
Although employees should refer to this document for any questions regarding employment, it is not possible to anticipate every situation or question that might arise. This document is not an employee’s only source of information on employment-related issues. Employees may have questions that the document does not answer. In those situations, employees should talk with a representative of Human Resources.
101.1 Applicability and Future Revisions: Authority’s Discretion to Modify These Policies
Circumstances will require that the policies, rules, and benefits described in this document change from time to time. These policies may be reviewed and/or amended as necessary.
OCPA will attempt to keep employees advised of any changes made to this document.
Nothing contained in this policy shall be deemed to prevent the Board from entering into written agreement(s) concerning the employment or separation from employment of any employee with whom the power of appointment or removal or the approval thereof is vested in the Board of Directors. In the event a conflict arises between any provision in such written employment or separation agreement approved by the Board of Directors and any provision of this policy, the said agreement shall prevail; otherwise, this policy shall be deemed applicable. 101.2 Employee Acceptance of Policies and Revisions to Policies As a condition of employment, OCPA requires that each employee read and, if necessary, request clarification regarding these Policies. Each employee must sign a statement of receipt acknowledging that: a) they have received a copy, or have been provided access to the Policies; and b) they understand that they are responsible for reading and becoming familiar with the contents of the Policies and any subsequent revisions to the Policies.
Orange County Power Authority
100 General Information
3 102 Delegation of Authority
102.1 Delegation of Appointment and Personnel Action Authority to Chief Executive Officer
The Board delegates to the Chief Executive Officer the authority to authorize employment, establish job responsibilities, and perform other personnel actions as to all subordinate employees in accordance with all federal and state laws and regulations and these Policies. The Chief Executive Officer may delegate responsibility to appropriate staff members to perform personnel actions in accordance with this section.
103 Classification of Employees
Creation or deletion of a classification(s) or modifications to the salary schedule shall require Board approval.
103.1 At-Will Working Relationship
All employment with Orange County Power Authority is “at-will.” “At-will” means that either OCPA or the employee may terminate the employment relationship at any time, with or without cause, and with or without notice. The Board of Directors shall have the sole authority to enter into representations or agreements that are inconsistent with the at-will status of any employees, including any agreement providing for employment for a specified period of time.
Any such representation or agreement must be in writing and signed by a designee of the Board of Directors and the employee.
103.2 Exempt Employees
Upon hire, an employee’s Federal Fair Labor Standards Act (FLSA) status will be designated as either “exempt” or “non-exempt.” Exempt employees are those employees whose duties and responsibilities allow them to be “exempt” from overtime provisions as provided by the FLSA and any applicable state laws.
Exempt status applies to certain administrative, professional, and executive staff. Exempt employees qualify for exemption from overtime regulations under state and federal law and their salaries already consider that they may work long hours. 103.3 Non-Exempt Employees
“Non-Exempt” status applies to all other regular employees who primarily perform work that is subject to the overtime provisions of the (FLSA). Employees working in non‐exempt positions are compensated for the actual amount of time spent on their job. Non‐exempt California employees are eligible for overtime compensation after eight (8) hours worked in one (1) day or forty (40) hours worked in one (1) week, at one and one‐half (1½) times their regular pay. (See section 602.4.)
No non-exempt employee shall receive overtime pay for the time spent outside normal work hours in attending meetings of any kind unless the employee’s manager specifically requires the employee’s attendance and the employee is otherwise eligible for overtime compensation. 103.4 Full-Time and Part-Time Employees
A full-time employee is one whose position is budgeted to work at least forty (40) hours per week. Full-time employees receive all benefits provided in these Policies. A part-time employee is one whose position is budgeted to work less than forty (40) hours per week. Part-time Orange County Power Authority
100 General Information
4 employees may have different rights to leave and other benefits under the law or these Policies, depending on the number of hours they work.
103.5 Temporary Employees
Temporary employees are hired with the understanding that their employment will not continue beyond a stated date or beyond completion of a specified project or projects. Temporary employees will generally not be employed for more than one thousand (1,000) hours.
Temporary employees are not eligible for benefits covered in this document, other than those required by law.
103.6 Interns
Interns are employees who are students gaining supervised practical experience in a professional field. Interns may be paid or unpaid but are not eligible for any benefits listed in this document other than those required by law.
Orange County Power Authority
200 Equal Employment Opportunity
5 200 EQUAL EMPLOYMENT OPPORTUNITY
201 Equal Employment Opportunity Policy
OCPA affords equal employment opportunity for all qualified employees and applicants as to all terms of employment, including compensation, hiring, training, promotion, transfer, discipline and termination. OCPA does not unlawfully discriminate on the basis of race (including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, religion, religious creed (including religious dress and religious grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity (including transgender identity, gender expression (including transgender expression), because an individual has transitioned (to live as the gender with which they identify), is transitioning, or is perceived to be transitioning), sex stereotyping, national origin, ancestry, citizenship, age (40 years and over), mental disability and physical disability (including HIV and AIDS), legally protected medical condition or information (including genetic information), protected medical leaves (requesting or approved), military and/or veteran status, service, or obligation, reserve status, national guard status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any other basis protected by local, state or federal laws.
Any such discrimination is unlawful and all persons involved in the operations of OCPA are prohibited from engaging in this type of conduct. Employees or applicants who believe they have experienced any form of employment discrimination or abusive conduct are encouraged to report the conduct immediately by using the complaint procedures provided in these Policies, or by contacting the U.S. Equal Employment Opportunity Commission, or the California Department of Fair Employment and Housing. Contact information for both agencies can be found on the internet.
202 Policy Against Discrimination, Harassment and Retaliation; Complaint Procedure
202.1 Purpose
OCPA has a strong commitment to prohibiting and preventing discrimination, harassment and retaliation in the workplace. OCPA has zero tolerance for any conduct that violates this Policy.
Conduct need not arise to the level of a violation of state or federal law to violate this Policy.
Instead, a single act can violate this Policy and provide grounds for discipline or other appropriate sanctions. This Policy establishes a complaint procedure for investigating and resolving internal complaints of discrimination, harassment and retaliation. OCPA encourages all covered individuals to report any conduct they believe violates this Policy as soon as possible. Any retaliation against an employee because they filed or supported a complaint or because they participated in the complaint resolution process is prohibited. Individuals found to have retaliated in violation of this Policy will be subject to appropriate sanction or disciplinary action, up to and including termination.
202.2 Covered Individuals and Scope of Policy
This Policy is intended to protect all employees, regardless of rank or title, from bullying and unlawful harassment or discrimination. This Policy expressly includes and is intended to capture conduct directed by elected officials to OCPA employees. This Policy applies to all terms and Orange County Power Authority
200 Equal Employment Opportunity
6 conditions of employment, including, but not limited to, selection, hiring, placement, promotion, disciplinary action, layoff, recall, transfer, leave of absence, compensation, and training. 202.3 Definitions
202.3.1 Protected Classification
This Policy prohibits harassment, discrimination or retaliation because of an individual’s protected classification as set forth in the EEOC Policy in section 201, above. This Policy prohibits discrimination, harassment or retaliation because of: (1) an individual’s protected classification; (2) the perception that an individual has a protected classification; or (3) the individual associates with a person who has or is perceived to have a protected classification. 202.3.2 Protected Activity
This Policy prohibits discrimination, harassment, or retaliation because of an individual’s protected activity. Protected activity includes: (1) making a request for an accommodation for a disability; (2) making a request for accommodation for religious beliefs; (3) making a complaint under this Policy; (4) opposing violations of this Policy; or (5) participating in an investigation under this Policy.
202.3.3 Discrimination
This Policy prohibits treating covered individuals differently and adversely because of the individual’s protected classification, whether actual or perceived; because the individual associates with a person who is member of a protected classification, whether actual or perceived; or because the individual participates in a protected activity as defined in this Policy. 202.4 Harassment
202.4.1 Sexual Harassment
Sexual harassment (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions, gender identity, gender expression, transgender status, those who are transitioning or have transitioned, sexual stereotypes, sexual orientation, and gender harassment) is defined as unwanted sexual advances, or visual, written, verbal or physical conduct of a sexual nature that creates an intimidating, offensive, or hostile working environment or that interferes with an employee’s work performance. Such conduct constitutes harassment when:
1) submission to the conduct is made either an explicit or implicit condition of employment or promotion;
2) submission or rejection of the conduct is used as the basis for an employment decision; or
3) the unwelcomed comments or conduct based on sex unreasonably interferes with an employee’s work performance or creates an intimidating, hostile, or offensive work environment.
Sexual harassment includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. Furthermore, sexually harassing conduct need not be motivated by sexual desire. The following is a partial list of violations:
• Unwanted sexual advances, propositions or requests for sexual favors; • Offering employment benefits in exchange for sexual favors; • Making or threatening reprisals after a negative response to sexual advances; Orange County Power Authority
200 Equal Employment Opportunity
7 • Visual conduct: leering, making sexual gestures, displaying of suggestive objects, posters, photographs, cartoons, or drawings;
• Verbal conduct: making or using derogatory comments, epithets, slurs, jokes, verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, foul or obscene language, conversation containing sexual comments;
• Written conduct: suggestive or obscene letters, emails, drawings, notes or invitations; • Physical conduct: unwanted touching, assault, impeding or blocking movements, and violating someone’s “personal space”; and
• Retaliation for reporting harassment or threatening to report harassment. 202.4.2 Other Types of Harassment
Harassment can take many forms beyond sexual harassment. Harassment on the basis of race (including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, religion, religious creed (including religious dress and religious grooming practices), sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity (including transgender identity, gender expression (including transgender expression), because an individual has transitioned (to live as the gender with which they identify), is transitioning, or is perceived to be transitioning), sex stereotyping, national origin, ancestry, citizenship, age (40 years and over), mental disability and physical disability (including HIV and AIDS), legally protected medical condition or information (including genetic information), protected medical leaves (requesting or approved), military and/or veteran status, service, or obligation, reserve status, national guard status, marital status, domestic partner status, sexual orientation, status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any other basis protected by local, state or federal laws, is also prohibited and will not be tolerated by OCPA. Such harassment includes but is not limited to the following when based upon an employee’s protected status as noted above:
• Verbal conduct such as making or using derogatory comments, epithets, slurs, jokes, or verbal abuse;
• Visual conduct such as gestures and displaying of objects, posters, photographs, cartoons, or drawings;
• Written conduct such as suggestive or obscene letters, emails, drawings, notes or invitations;
• Physical conduct such as assault, unwanted touching, or blocking normal movement, or violating someone’s “personal space”; and
• Retaliation for reporting harassment or threatening to report harassment. 202.4.1 Guidelines for Identifying Harassment
Harassment includes any conduct that would be unwelcome or unwanted to an individual of the recipient’s same protected classification. The following guidelines should be followed to determine if conduct is unwelcome or unwanted:
(a) It is no defense that the recipient “appears” to have consented to the conduct at issue by failing to protest about the conduct. A recipient may not protest for many legitimate reasons, including the need to avoid being insubordinate or to avoid being ostracized or subjected to retaliation.
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8 (b) Simply because no one has complained about a joke, gesture, picture, physical contact, or comment does not mean that the conduct is welcome. Harassment can evolve over time. Small, isolated incidents might be tolerated up to a point. The fact that no one has yet complained does not preclude someone from complaining if the conduct is repeated in the future.
(c) Even visual, verbal, or physical conduct between two people who appear to welcome the conduct can constitute harassment of a third person who witnesses the conduct or learns about the conduct later. Conduct can constitute harassment even if it is not explicitly or specifically directed at a particular individual. (d) Conduct can constitute harassment even if the individual has no intention to harass.
Even well-intentioned conduct can violate this Policy if the conduct is directed at, or implicates a protected classification, and if an individual would find it offensive (e.g., gifts, over-attention, endearing nicknames, hugs).
202.5 Retaliation
Retaliation occurs when an employer takes adverse conduct against a covered individual because of the individual’s protected activity as defined in this Policy. “Adverse conduct” may include but is not limited to: (1) disciplinary action; (2) counseling; (3) taking sides because an individual has reported harassment or discrimination; (4) spreading rumors about a complainant or about someone who supports or assists the complainant; (5) shunning or avoiding an individual who reports harassment or discrimination; or (6) making real or implied threats of intimidation to prevent or deter an individual from reporting harassment or discrimination. 202.6 Complaint Procedure
A covered individual who believes he or she has been subjected to discrimination, harassment or retaliation may make a complaint – orally or in writing – to any supervisor or manager, without regard to any chain of command. Any supervisory or management employee who receives a harassment complaint shall immediately notify the Chief Executive Officer. Upon receiving notification of a harassment complaint, the Chief Executive Officer will complete and/or delegate the following steps:
(a) Authorize and supervise the investigation of the complaint and/or investigate the complaint. The investigation will usually include interviews with: (1) the complainant; (2) the accused; and (3) other persons who have relevant knowledge concerning the allegations in the complaint.
(b) Review the factual information gathered through the investigation to determine whether the alleged conduct violates the Policy, giving consideration to all factual information and the totality of the circumstances, including the nature of the conduct, and the context in which the alleged incident(s) occurred.
(c) Report a summary of the determination as to whether this Policy has been violated to appropriate persons. If discipline or sanctions are imposed, the level of discipline or sanctions will not be communicated to the complainant.
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9 (d) If conduct in violation of this Policy occurred, take or recommend to the appointing authority prompt and effective remedial action. The remedial action will be commensurate with the severity of the offense.
(e) Take reasonable steps to protect the complainant from further harassment, discrimination or retaliation.
If the Chief Executive Officer is accused of or a witness to the events at issue, then the Board of Directors will be responsible for initiating an investigation, delegating steps, and/or taking corrective action.
202.6.1 Option to Report to Outside Administrative Agencies An individual has the option to report harassment, discrimination or retaliation to the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These administrative agencies offer legal remedies and a complaint process. The nearest offices are listed on the Internet, in the government section of the telephone book or employees can check the posters that are located on OCPA bulletin boards for office locations and telephone numbers.
202.6.2 Confidentiality
OCPA will maintain confidentiality to the extent possible. Any supervisor or manager who is informed of a complaint of harassment, discrimination, and/or retaliation by an employee, or any other individual, must report said complaint to Chief Executive Officer immediately and must otherwise keep the matter confidential. The Chief Executive Officer must also keep the matter confidential and not disclose the matter to any person who does not have legitimate work-related reasons for knowing of the complaint. Any supervisor, manager who fails to comply with this paragraph will be subject to disciplinary action, up to and including termination of employment.
202.6.3 Conclusion of Investigation
At the conclusion of the timely investigation, if it is determined that prohibited harassment, discrimination, and/or retaliation has occurred, OCPA will take immediate and effective remedial action commensurate with the circumstances. Corrective action may include, for example:
training, referral to counseling, or disciplinary action including, but not limited to, verbal or written warning, suspension, transfer, demotion, and termination of employment, depending on the circumstances. With regard to acts of harassment by clients or vendors, corrective action will be taken after consultation with the appropriate management personnel.
The employee who initiated the complaint will be notified when the investigation has been completed and will be informed of the general outcome of the investigation, i.e., whether the complaint has been substantiated or unsubstantiated. However, the employee is not entitled to know the corrective action, if any, imposed on the accused harasser as that information is protected by the accused harasser’s right to privacy. Appropriate action will be taken to ensure the employee who has been found to have been harassed, discriminated, and/or retaliated against will not be harassed and/or retaliated against in the future, including but not limited to redistribution of this policy, training, transfer, etc. 202.6.4 Responsibilities and Proactive Approach
Each non-manager or non-supervisor is responsible for:
1. Treating all individuals in the workplace or on worksites with respect and consideration.
2. Modeling behavior that conforms to this Policy.
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10 3. Participating in periodic training.
4. Cooperating with OCPA’s investigations pursuant to this Policy by responding fully and truthfully to all questions posed during the investigation.
5. Taking no actions to influence any potential witness while the investigation is ongoing.
6. Reporting any act he or she believes in good faith constitutes harassment, discrimination or retaliation as defined in this Policy, to their immediate supervisor, or department head, or the Chief Executive Officer.
In addition to the responsibilities listed above, each manager and supervisor is responsible for:
1. Informing employees of this Policy.
2. Taking all steps necessary to prevent harassment, discrimination and, retaliation from occurring, including monitoring the work environment and taking immediate appropriate action to stop potential violations, such as removing inappropriate pictures or correcting inappropriate language.
3. Receiving complaints in a fair and serious manner, and documenting steps taken to resolve complaints.
4. Following up with those who have complained to ensure that the behavior has stopped and that there are no reprisals.
5. Informing those who complain of harassment or discrimination of their option to contact the EEOC or DFEH regarding alleged Policy violations.
6. Assisting, advising, or consulting with employees and the Chief Executive Officer regarding this Policy.
7. Assisting in the investigation of complaints involving employee(s) in their departments and, when appropriate, if the complaint is substantiated, recommending appropriate corrective or disciplinary action in accordance with these Policies, up to and including termination.
8. Implementing appropriate disciplinary and remedial actions.
9. Reporting potential violations of this Policy of which he or she becomes aware to the Chief Executive Officer, regardless of whether a complaint has been submitted.
10. Participating in periodic training and scheduling employees for training. 203 Reasonable Accommodation and Interactive Process
203.1 Reasonable Accommodation
Absent undue hardship or direct threats to the health and safety of employee(s), OCPA provides employment-related reasonable accommodations to:
(a) qualified individuals with disabilities, both applicants and employees, to enable them to perform essential job functions;
(b) employees with conditions related to pregnancy, childbirth, or a related medical condition, if she so requests, and with the advice of her health care provider; (c) employee victims of domestic violence, sexual assault, or stalking to promote the safety of the employee victim while at work; and
(d) employees who request reasonable accommodation to address a conflict between religious belief or observance and any employment requirement.
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11 203.2 Supporting Documentation or Certification
203.2.1 Reasonable Medical Documentation of Disability
If the disability or the need for reasonable accommodation is not obvious, OCPA may require the individual to provide reasonable medical documentation confirming the existence of the disability and the need for reasonable accommodation, along with the name and credentials of the individual’s health care provider. If the individual provides insufficient documentation, OCPA will: (1) explain the insufficiency; (2) allow the employee or applicant to supplement the documentation; and (3) pursue the interactive process only to the extent that the request for reasonable accommodation is supported by the medical documentation provided. 203.2.2 Medical Certification Indicating the Need for a Reasonable Accommodation or Transfer due to Pregnancy or Related Conditions If a pregnant employee, or an employee with a pregnancy-related condition, requests a reasonable accommodation or transfer due to pregnancy, OCPA will provide the employee with notice of the need for a medical certification within two business days after the employee’s request for accommodation. A medical certification confirming the need for a reasonable accommodation, including transfer, is sufficient if it contains: (1) a description of the requested accommodation or transfer; (2) a statement describing the medical advisability of the accommodation or transfer due to pregnancy; and (3) the date that the need for the accommodation or transfer will become necessary and the estimated duration of the accommodation or transfer.
203.2.3 Certification of Victim Status
An employee who is a victim of domestic violence, sexual assault or stalking who requests an accommodation to provide for their safety while at work must provide both of the following:
(a) A written statement signed by the employee or an individual acting on the employee’s behalf, certifying that the accommodation is to address victim-safety concerns while at work; and
(b) A certification demonstrating the employee’s status as a victim of domestic violence, sexual assault, or stalking, which can be in the form of: a police report indicating the employee’s victim status; a court order separating the perpetrator from the employee or that the employee has appeared in court for that purpose; or documentation from a medical professional or counselor that the employee is undergoing treatment for physical or mental injuries or abuse resulting from an act of domestic violence, sexual assault, or stalking.
203.3 Fitness for Duty Examinations
203.3.1 Applicants
After OCPA extends a conditional offer of employment to an applicant, OCPA may require the applicant to submit to a fitness for duty examination that is job-related, necessary for efficient operations of OCPA, and required of all applicants for the job classification. OCPA will notify an applicant or employee who is required to pass a medical examination of their right to obtain a second opinion at their expense and that they may submit such second opinions to OCPA for consideration.
203.3.2 Current Employee
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12 An employee may be required to submit to a fitness for duty examination to determine if the employee has a disability and is able to perform the essential functions of their job when there is significant evidence that:
(a) the employee’s ability to perform one or more essential functions of their job has declined; or
(b) could cause a reasonable person to question whether an employee is still capable of performing one or more of their essential job duties, or is still capable of performing those duties in a manner that does not harm themselves or others. 203.3.3 Role of Health Care Provider
OCPA may request the applicant’s or employee’s health care provider to conduct a fitness for duty exam on the applicant or employee, or may request an OCPA-selected health care provider to do so at OCPA’s expense. OCPA will allow an employee paid time off to attend the exam. OCPA will provide the heath care provider with a letter requesting a fitness for duty examination and a written description of the essential functions of the job. The examination will be limited to determining whether the applicant or employee can perform the essential functions of their position and any work restrictions and/or functional limitations that apply to the applicant or employee. The health care provider will examine the employee and provide OCPA with non-confidential information regarding whether:
(a) The applicant or employee has a disability within the meaning of the California Fair Employment and Housing Act;
(b) The applicant or employee is fit to perform essential job functions; (c) Workplace restrictions or functional limitations apply to the applicant or employee, and the duration of the work restrictions or functional limitations; (d) There are any reasonable accommodations that would enable the employee to perform essential job functions; and
(e) The employee’s continued employment poses a threat to the health and safety of themselves or others.
Should the health care provider exceed the scope of OCPA’s request and provide confidential health information, without valid consent of the applicant or employee, OCPA will return the report to the health care provider and request another report that includes only the non-confidential fitness for duty information that OCPA has requested. 203.3.4 Authorization for Use of Medical Information
During the course of a fitness for duty examination, OCPA will not seek or use information regarding an employee’s medical history, diagnoses, or course of treatment without an employee’s written authorization.
203.3.5 Medical Information from the Employee or Applicant If an employee or applicant submits medical information to OCPA from their own health care provider, OCPA will not forward that information to the health care provider who conducted the examination for OCPA, without the employee’s or applicant’s written authorization. Upon receipt Orange County Power Authority
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13 of the written authorization, OCPA will request an OCPA-paid health care provider to determine whether the information alters the original fitness for duty assessment. 203.4 Interactive Process
203.4.1 When to Initiate the Interactive Process
OCPA will initiate the interactive process when:
(a) An applicant or employee with a known physical or mental disability or medical condition requests reasonable accommodation(s);
(b) OCPA otherwise becomes aware of the need for an accommodation through a third party (e.g., a doctor’s note requesting an accommodation), or by observation of the employee’s work;
(c) OCPA becomes aware of the possible need for an accommodation because the employee with a disability has exhausted workers’ compensation leave, Family and Medical Act leave, or other leave rights, but the employee and/or the employee’s health care provider indicate that further accommodation is still necessary for recuperative leave or other accommodation;
(d) An employee disabled by pregnancy, childbirth or related medical conditions requests a reasonable accommodation or transfer based on the advice of her health care provider; (e) An employee with a physical or mental disability, regardless of cause, fails to return to work following pregnancy disability leave;
(f) An employee-victim of domestic violence, sexual assault, or stalking requests a reasonable accommodation(s) for their safety at work;
(g) An employee requests an accommodation to address a conflict between religious belief, observance or practice and any employment requirement; or (h) An employer is aware of the need for a reasonable accommodation for an employee’s or applicant’s religious beliefs, observance or practices. 203.4.2 Interactive Communication
After the occurrence of any of the above-stated circumstances that trigger the need to conduct an interactive process meeting, OCPA will promptly arrange for a discussion or discussions, in person or via conference telephone call, with the applicant or employee and their designated representative (if any). The purpose of the interactive communications will be to discuss in good faith all feasible potential reasonable accommodations. All communications will be documented by OCPA in writing.
203.4.3 Determination
After the interactive process communications, OCPA will review the information received, and determine: whether all available information has been reviewed; whether all potential accommodations that the applicant or employee has suggested have been considered; whether additional discussions with the applicant or employee would be helpful; whether the applicant’s or employee’s preferences have been taken into account; if there is a reasonable accommodation that would enable the applicant or employee to perform essential job functions Orange County Power Authority
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14 without harming themselves or others; and if the accommodations would pose an undue hardship to OCPA, in its sole discretion. An applicant or employee will be informed of OCPA’s determination in writing.
203.5 Access to Medical Information Regarding Fitness for Duty Medical records and information regarding fitness for duty, or the need for an accommodation, will be maintained separately from non-medical records and information. Medical records and information regarding fitness for duty and the need for accommodation will be accessible only by the Chief Executive Officer or their designee, OCPA’s legal counsel, first aid and safety personnel in case of emergency, and supervisors who are responsible for identifying reasonable accommodations. Medical records and information contained therein may be released pursuant to state and federal law.
204 Whistleblower Protection
204.1 Policy
OCPA prohibits all of the following:
(a) Taking any retaliatory adverse employment action against an employee because the employee has or is believed to have disclosed information to any government or law enforcement agency, including to OCPA, if the employee has reasonable cause to believe that the information discloses a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation; (b) Preventing an employee from disclosing information to a government agency, including to OCPA, if the employee has reasonable cause to believe that the information discloses a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation;
(c) Retaliating against an employee for refusing to participate in any activity that would result in a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation; and
(d) Retaliating against an employee because the employee’s family member has, or is perceived to have engaged in any of the protected activities listed in (a)-(c) above. 204.2 Policy Coverage
This Policy governs and protects Authority officials, officers, employees, or applicants for employment.
204.3 Definitions
(a) “Protected activity” includes any of the following:
1) Filing a complaint with a federal or state enforcement or administrative agency that discloses any information that the employee has reasonable cause to believe violates state or federal law or a violation or noncompliance with a local, state, or federal rule or regulation;
2) Participating in or cooperating in good faith with a local, federal or state enforcement agency that is conducting an investigation into alleged unlawful activity; 3) Testifying in good faith and with reasonable cause as a party, witness, or accused individual alleged unlawful activity;
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15 4) Associating with another covered individual who is engaged in any of the protected activities enumerated here;
5) Making or filing in good faith and with reasonable cause an internal complaint with OCPA regarding alleged unlawful activity;
6) Providing informal notice to OCPA regarding alleged unlawful activity; 7) Calling a governmental agency’s “Whistleblower hotline” in good faith; 8) Filing a written complaint under penalty of perjury that OCPA has engaged in gross mismanagement, a significant waste of public funds, or a substantial and specific danger to public health or safety; and
9) Refusing to participate in any activity that the employee reasonably believes would result in a violation of state or federal law, or a violation or noncompliance with a local, state, or federal rule or regulation.
(b) “Adverse action” may include, but is not limited to, any of the following:
1) Real or implied threats of intimidation to attempt or prevent an individual from reporting alleged wrongdoing or because of actual or potential protected activity; 2) Refusing to hire an individual because of actual or potential protected activity; 3) Denying promotion to an individual because of actual or potential protected activity; 4) Taking any form of disciplinary action because of actual or potential protected activity; 5) Altering work schedules or work assignments because of actual or potential protected activity;
6) Condoning hostility and criticism of co-workers and third parties because of actual or protected activity;
7) Spreading rumors about a person because of that person’s actual or perceived protected activity; and
8) Shunning or unreasonably avoiding a person because of that person’s actual or perceived protected activity.
204.4 Complaint Procedure
An applicant or employee, who feels they have been retaliated against in violation of this Policy should immediately report the conduct according to the complaint procedure in OCPA’s Policy Against Discrimination, Harassment or Retaliation so that the complaint can be resolved fairly and quickly. Supervisors and managers have the same responsibilities as defined in the Policy Against Discrimination, Harassment or Retaliation.
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16 300 CLASSIFICATION POLICIES
301 Classification Plan
301.1 Classification Plan
The Chief Executive Officer, or their designee, shall ascertain and record the duties and responsibilities of all positions and, after consulting with the Board, shall recommend a classification plan (“plan”) including job descriptions for such positions. The plan and any revisions thereof shall become effective upon approval of the Board.
Following the approval of the classification plan, the Chief Executive Officer shall allocate every position to one of the classifications established by the plan.
When a new position is created, such position may not be filled until the classification plan has been amended to provide for the new position.
Classification specifications are intended to be descriptive and explanatory of the kind of work performed by all employees in the classification.
A job class may contain one or more positions. Creation or deletion of classification(s) or modifications to the salary schedule shall require Board approval, and all classification specification changes must be reviewed by the supervisor of the position prior to approval.
All employees having supervisory and/or managerial responsibilities shall have access to the current classification specifications for their own position, and any position they supervise or manage.
301.2 Reclassification
The Chief Executive Officer, or their designee, may initiate a job audit to determine whether the duties of a position have changed to such an extent that they necessitate reclassification of the position from the existing classification to a more appropriate classification. Upon completion of the job audit, the Chief Executive Officer shall make a recommendation regarding reclassification to the Board.
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400 Recruitment, Selection, and Appointment
17 400 RECRUITMENT, SELECTION, AND APPOINTMENT
401 Recruitment, Selection and Appointment Policy
The Chief Executive Officer, or their designee, is the only authorized employee to conduct recruitments and make job offers on behalf of OCPA. With the exception of OCPA Counsel, the Chief Executive Officer shall have OCPA to appoint, remove, promote and demote any employees of OCPA.
The Chief Executive Officer, or their designee, will consult with operating departments on the specifics of each recruitment, including but not limited to: the type of recruitment; content of the job announcement; desired qualifications; and the structure and content of the recruitment process.
The Chief Executive Officer shall advise the Board of any reorganization of offices, positions, departments or units under their direction as may be indicated in the interest of efficient, effective and economical conduct of OCPA’s business, subject to the Board’s budget authority. 401.1 Job Announcement
The Chief Executive Officer, or their designee, will prepare a job announcement to announce a proposed recruitment. The announcement may be posted on OCPA’s website and other locations OCPA deems appropriate, depending upon whether the recruitment is open to the public or current employees only.
The announcement will include the title for the position, and brief description of the essential job duties of the position. It will also include the minimum qualifications, the last date that OCPA will accept applications, any pertinent information regarding selection and any medical or drug testing to be performed following a conditional job offer. OCPA may include any other information determined to be of value at its discretion. 401.2 Application Forms
Job applications shall require information describing an individual’s training, experience, and other pertinent information as deemed necessary to assess qualifications for the job. Applicants may be required to provide supplementary information, including but not limited to: answers to job-related questions, resume, licenses, certifications, diplomas, letters of recommendation and references. All applications must be completed in full and signed, physically or electronically, by the person applying. The Chief Executive Officer or their designee will not process any application which is not fully completed and signed. Should an applicant be appointed to a position, the supplemental information shall become a part of the individual’s permanent employment records.
401.3 Disqualification of Applications
The Chief Executive Officer or their designee may reject any application which is not properly completed or incomplete, received after the application deadline, or indicates that the applicant does not meet the minimum qualifications for the position. Whenever an application is rejected, notice of such rejection shall be mailed or emailed to the applicant. 401.3.1 Criminal Conviction Check
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18 After OCPA makes a conditional offer of employment, the Chief Executive Officer, or their designee, may then request information about criminal convictions, except for misdemeanor marijuana-related convictions that are over two years old, or convictions that have been judicially sealed, eradicated, or expunged. Unless required by law, OCPA will not deny employment to any applicant solely because he or she has been convicted of a crime. OCPA may, however, consider the nature, date and circumstances of the offense, evidence of rehabilitation, as well as whether the offense is relevant to the duties of the position. 401.4 Appointments
The Chief Executive Officer, or their designee, will make all appointments except for those classifications that report to the governing body. The Chief Executive Officer, or designee, has discretion to decide in what manner a vacancy shall be filled. Vacancies may be filled by reinstatement, promotion, transfer, demotion, or appointment of temporary employees. The Board will make appointments for those classifications that report to it. 401.4.1 Promotional Appointments
An employee who receives a promotion to a higher-level classification shall be provided an increase to their current base rate of pay at the time of promotion. 401.4.2 Grant-Funded and Limited-Term Positions
Appointments to certain grant-funded and/or limited-term positions as designated by the Chief Executive Officer may be made by the Chief Executive Officer or their designee. 401.5 Introductory Period
401.5.1 Objective of Introductory Period
The Introductory Period shall be regarded as a part of the selection process and shall be used for closely observing the employee’s work, to determine if the employee can successfully perform the assigned duties of the employee’s position and the CPA’s rules and policies, and to help ensure the employee effectively adjusts to the employee’s position.
401.5.2 Introductory Period
All full-time and part-time employee positions shall be subject to an Introductory Period of three months, unless the employee is notified in writing of an extension in accordance with 401.5.3 of this section. 401.5.3 Extension of Introductory Period
Written notice shall be provided as soon as reasonably possible to the employee if an Introductory Period is to be extended. The Introductory Period, upon approval of Human Resources may be extended by the Chief Executive Officer up to a maximum of six (6) months, before expiration of the initial three (3) month period. In addition, the use of any leave of absence in excess of fifteen (15) days shall cause the employee’s Introductory Period to be extended automatically by the length of the leave(s) of absence. Advance written notice that the Introductory Period is being extended and the length of the extension shall be provided to the employee.
401.5.4 Rejection of Employee on Introductory Period
During the initial Introductory Period, an employee may be terminated at any time, with or without cause, and with or without advance notice. Notification of termination will be served on the employee. The employee will have no right of appeal of the employee’s failure to complete the Introductory Period or of the decision to terminate employment.
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500 Employment of Relatives or Spouses/Domestic Partners 19 500 EMPLOYMENT OF RELATIVES OR SPOUSES/DOMESTIC
PARTNERS
501 Employment of Relatives, Spouses/Domestic Partners
501.1 Policy
OCPA regulates the employment and placement of relatives, spouses/domestic partners so as to avoid conflicts of interest and to promote safety, security, supervision, and morale. 501.2 Definitions
“Relative” means child, step-child, parent, grandparent, grandchild, brother, sister, half-brother, half-sister, aunt, uncle, niece, nephew, or in-laws of those enumerated by marriage or domestic partnership.
“Spouse” means one of two persons to a marriage, or two people who are registered domestic partners, as those terms are defined by California law. “Supervisory relationship” means one in which one employee exercises the right or responsibility to control, direct, reward, or discipline another by virtue of the duties and responsibilities assigned to their Authority appointment. 501.3 Employment of Relatives
OCPA will not appoint, promote or transfer a person to a position within the same work division in which the person’s relative already holds a position, if any of the following would result in:
(a) A direct or indirect supervisory relationship between the relatives; (b) The two employees having job duties which require performance of shared duties on the same or related work assignment;
(c) Both employees having the same supervisor; or
(d) A potential for creating an adverse impact on supervision, safety, security, morale or efficiency.
501.4 Spouses/Domestic Partners
OCPA will not appoint, promote, or transfer a person, to the same department, division, or facility in which the person’s spouse or registered domestic partner already holds a position, if such employment would result in any of the following:
(a) One spouse/domestic partner being under the direct supervision of the other spouse or domestic partner; or
(b) Potential conflicts of interest or hazards for married persons or those in domestic partnerships which are greater than for those who are not married or in domestic partnerships.
501.5 Applicant Disclosures
Each applicant is required to disclose the identity of any relative who is a current employee of Orange County Power Authority
500 Employment of Relatives or Spouses/Domestic Partners 20 OCPA. An applicant’s failure to disclose a relative who is an employee may result in rejection of the applicant or future disciplinary action against the applicant after employment, up to and including termination of employment for cause.
An applicant for a position who has a relative employed by OCPA may not be denied the right to file an application for employment and to complete background checks. If the applicant successfully completes all pre-hire conditions, then he or she may be employed in a department, division, or office in which a member of his or her family member is not employed, subject to this policy. Such employment may be denied if employment would potentially create a conflict of interest or would have a potentially adverse impact on morale, supervision, or safety, even where a direct reporting relationship is not involved. Applicants who are family members of members of the Board of Directors or the Chief Executive Officer are presumed to have a conflict of interest regardless of the position for which the applicant applied. 501.6 Marriage/Domestic Partnership After Employment
Transfer: If two OCPA employees later become spouses/domestic partners, the Chief Executive Officer or their designee shall have discretion to transfer one of the employees to a similar position in another work division, if such a position is available that will cure the actual or potential conflict of interest. Although the wishes of the two employees will be considered, the Chief Executive Officer, or designee, retains sole discretion to determine which employee will be transferred based upon OCPA needs for supervision, safety, security or morale. Any such transfer that results in a salary reduction is not disciplinary or retaliatory.
Separation: In the event two employees of OCPA decide to marry, and there is no transfer that would resolve an actual or potential conflict of interest as determined by the Chief Executive Officer or their designee, as the case may be, in their sole discretion, then, the employees shall be given the opportunity to determine which of them shall voluntarily resign. If the employees are unable to or fail to choose which employee will resign, then the Chief Executive Officer or their designee will so choose and their decision will be final and binding.
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600 Compensation and Payroll Practices
21 600 COMPENSATION AND PAYROLL PRACTICES
601 Work Schedules and Attendance
601.1 Work Schedules
OCPA’s normal business hours are 8:00 a.m. to 5:00 p.m., Monday through Friday. Individual work schedules may vary or change depending upon assignment and operational needs, and approval of an employee’s supervisor, the Chief Executive Officer or their designee. 601.2 Meal and Rest Periods for Non-Exempt Employees
California law requires that each non-exempt employee be given at least a 30-minute lunch break each day, and that this break begins within the first five hours of the workday.
Accordingly, taking a duty-free lunch period of at least 30 minutes is mandatory. If an employee works more than 10 hours, they are entitled to a second, unpaid meal period of at least 30 minutes. Depending on the circumstances, the employee may be able to waive their second meal period if they took the first one.
Employees will be provided one 30-minute lunch each day, to be taken approximately in the middle of the workday. However, under special circumstances an employee may be granted permission by their supervisor to extend their lunch break. All meal periods must be recorded on employee time cards.
An employee is allowed one ten-minute rest period for every four hours of work or major portion thereof. While there is no set schedule for breaks, an employee is able to take restroom breaks and get refreshments as desired.
If, at any time, an employee is unable to take a lunch break and/or rest period because of workload, they should immediately inform their supervisor so that appropriate arrangements can be made.
Employees are expected to observe their assigned working hours and the time allowed for meal and rest periods.
602 Payment of Wages
602.1 Work Week
The Fair Labor Standards Act (FLSA) requires designation of an employer’s workweek. In accordance with this requirement, OCPA’s workweek is designated as beginning at 12:00 a.m. on Sunday and ending at 11:59 p.m. on Saturday.
602.2 Payroll Cycles
Paydays are the 5th and the 20th of the month. OCPA offers a direct deposit option. There are 24 pay periods in a year. The workday (a 24-hour, consecutive period) begins at 12:00 a.m. and ends at 11:59 pm. If a regular payday falls on a weekend or holiday, employees will be paid on the first day of work prior to the regularly scheduled payday.
Employees must review their own paychecks for errors. Employees finding a mistake on a paycheck should report it to his or her supervisor as soon as possible. Employees Orange County Power Authority
600 Compensation and Payroll Practices
22 are prohibited from making changes to another employee’s time card for any reason, and employees who engage in editing, modifying, or changing another employee’s timecard may be subject to discipline up to and including the termination of employment. 602.3 Payroll deductions, wage attachments and garnishments OCPA makes certain deductions from every employee’s paycheck. Among these are applicable federal, state, and local income taxes and Medicare taxes. Additionally, employer-paid term life insurance premiums in excess of $50,000 coverage are considered a taxable benefit to the employee.
By law, OCPA is also required to honor legal attachments and garnishments of an employee’s wages or salaries and will withhold the specified amount to satisfy the terms of the attachment. 602.4 Overtime provisions for Non-Exempt Employees
Overtime is all hours a non-exempt employee actually works over 40 hours in their designated work week. Only actual hours worked will be counted toward the 40-hour threshold for purposes of calculating overtime pay; paid leave will not be counted. Non-exempt employees who are directed to work overtime must do so.
602.4.1 Prior Approval Required for Overtime
Non-exempt employees are not permitted to work overtime except as directed and authorized by their supervisor, or in case of emergency, as determined by OCPA. Working overtime without prior authorization or approval is grounds for discipline. In emergency situations that necessitate working overtime, the employee must notify a supervisor as soon as possible, and in no event later than the end of that day upon which the emergency occurred. If the supervisor denies the request to work overtime, the employee must obey the supervisor’s directive and cease working. Failure to follow these overtime approval procedures may subject the employee to disciplinary action, up to and including termination, for violating overtime approval procedures. 602.4.2 Payment of Overtime
OCPA provides compensation for all overtime hours worked by non-exempt employees in accordance with state and federal law:
• All hours worked in excess of eight (8) hours in one workday or forty (40) hours in one workweek will be treated as overtime.
• One and one-half (1 ½) times regular rate of pay for hours worked in excess of a normal work period, which is forty (40) hours for the workweek, or in excess of eight (8) hours and not more than twelve (12) hours for the workday, and for the first eight (8) hours on the seventh consecutive day of work in one (1) workweek. • Two (2) times your regular rate of pay for hours worked in excess of twelve (12) hours in one (1) workday and/or in excess of eight (8) hours on the seventh consecutive workday in the same work week.
602.5 Accurate Time Reporting
All employees must accurately report all work time to the nearest five minutes. 602.6 No Volunteering of Work Time
All time spent for the benefit of OCPA must be reported as hours worked on time records so that the employee is paid for all work. Non-exempt employees may not “volunteer” work time to perform duties that are the same or similar as their stated or regular job duties. Employees have Orange County Power Authority
600 Compensation and Payroll Practices
23 no authorization to work without compensation. No supervisor has authority to request non-exempt employees to volunteer work time. 602.7 Compensatory Time Off
An overtime-eligible employee may opt to accrue compensatory time-off (CTO) in lieu of cash payment for overtime worked if their supervisor agrees prior to overtime work being performed, and the employee has made the request for CTO in lieu of overtime in writing.
1. Accrual Rate: CTO accrues at the rate of 1 ½ hours for each hour, or fraction thereof, worked after 40 hours of actual work within the employee’s designated work week. Time in paid leave status does not count toward CTO. CTO cannot be accumulated in excess of 80 hours at any given time.
2. Employee Request to Use CTO: OCPA will grant an employee’s request to use accumulated CTO provided that: 1) the department can accommodate the use of CTO on the day requested without undue disruption to department operations; and 2) the employee makes the request in writing to the supervisor no later than five days prior to the date requested. If the employee does not provide five days’ notice, or if the department cannot accommodate the time off without undue disruption, OCPA will provide the employee the opportunity to cash out the amount of CTO requested at the end of the current pay period.
3. Authority Cash Out: OCPA reserves the right to cash out accumulated CTO at any time.
4. Value of CTO Cash Out: During employment, CTO is cashed out at the employee’s current regular rate of pay (including all applicable salary differentials and special pays).
Employees separating from OCPA service shall be compensated for all accrued, unused CTO at their current regular rate of pay.
603 Work Hour Deviations
603.1 Advance Request to Deviate from Regular Work Hours A non-exempt employee is required to seek advance permission from their supervisor for any foreseeable absence or deviation from regular working, break, or meal times. 603.2 Notification of Unforeseen Late Arrival or Absence A non-exempt employee who is unexpectedly unable to report for work as scheduled must notify their immediate supervisor no later than the beginning of the employee’s scheduled work time and report the expected time of arrival or absence. If the immediate supervisor is not available, the employee must notify the Chief Executive Officer, or their designee. 603.3 Unauthorized Absence is Prohibited
Arriving late to work or leaving early in connection with scheduled work times, breaks, or meal periods is prohibited, absent authorization. A non-exempt employee who fails to timely notify the supervisor of any absences as required by this Policy, or who is not present and ready to work during scheduled work times will be deemed to have an unauthorized tardy or absence and will not receive compensation for the period of absence.
603.4 Excessive Tardiness/Absenteeism and Abuse of Leave Excessive tardiness occurs when a non-exempt employee who, without authorization, is late to work or late to return from breaks more than three times during any 30-day period. Excessive absenteeism occurs when the number of unapproved absences for reasons that are not Orange County Power Authority
600 Compensation and Payroll Practices
24 permitted by state or federal law, exceeds three days in any three-month period. Excessive tardiness or absenteeism may be grounds for discipline, up to and including termination.
Abuse of leave is a claim of entitlement to leave when the employee does not meet the requirements for taking the leave, and may be grounds for discipline, up to and including termination. Should OCPA suspect that there is an abuse of leave by an employee, OCPA may require that the employee submit a physician’s certificate to support the absence. 604 Time for Lactation
604.1 Lactation Break Time and Location
OCPA will provide a reasonable amount of break time to accommodate any employee desiring to express breast milk for the employee’s infant child each time the employee has a need to express milk. The break time shall, if possible, run concurrently with any break time already provided to the employee.
Those desiring to take a lactation break at times other than their provided break times must notify a supervisor prior to taking such a break. Breaks may be reasonably delayed if they would seriously disrupt operations. Once a lactation break has been approved, the break should not be interrupted except for emergency or exigent circumstances. Break time for a nonexempt employee that does not run concurrently with rest time already authorized for the employee is unpaid. However, if the employee performs any work during such break, she must accurately record all time worked and OCPA will compensate her for such time.
OCPA will provide a room or other appropriate location in close proximity to the employee’s worksite, that is not in a bathroom, to express milk in private. The room or location will meet the following requirements:
• Be shielded from view and free from intrusion while being used to express milk; • Be safe, clean, and free of hazardous materials;
• Contain a surface on which to place a breast pump and personal items; • Contain a place to sit; and
• Have access to electricity needed to operate an electric battery-powered breast pump.
An employee occupying such private area shall either secure the door or otherwise make it clear to others through signage that the area is occupied and should not be disturbed. All other employees should avoid interrupting an employee during an authorized break under this section, except to announce an emergency or other urgent circumstance.
In addition, OCPA will provide access to a sink with running water and a refrigerator suitable for storing milk (or other cooling device suitable for storing milk) in close proximity to an employee’s workspace. No expressed milk shall be stored at OCPA beyond the employee’s work day/shift, and all expressed milk should be clearly labeled.
In the event that more than one employee needs use of the lactation room, OCPA will discuss alternative options with the employees to determine what arrangement addresses their needs, such as finding an alternative space or creating a schedule for such use.
Employees who are nursing have a right to request a lactation accommodation. Such requests may be made verbally or in writing, should indicate the need for an accommodation in order to Orange County Power Authority
600 Compensation and Payroll Practices
25 express breastmilk at work, and should be directed to the Chief Executive Officer, or their designee. OCPA shall respond to such requests in a reasonable manner, not exceeding five business days. If OCPA cannot provide break time, location, or other reasonable accommodations in accordance with this policy, it will inform the requesting employee in writing.
Because lactation accommodation needs may change over time, employees may request changes to existing accommodations by a written request to the Chief Executive Officer, or their designee, that describes the nature of the change that is requested.
OCPA prohibits any form of retaliation or discrimination against an employee for exercising or attempting to exercise any rights provided under the above policies. Any such conduct or violations of the above-referenced policies should be reported to the Chief Executive Officer or his designee. Employees also have the right to file a complaint with the California Labor Commissioner for violation of a lactation accommodation right described in the policy above. 605 Benefits
OCPA has developed and invested in a comprehensive employee benefits program. The benefits program consists of programs that may include retirement, health, dental, and vision coverage, and life insurance. Eligibility to participate in these programs is determined by employee classification, length of continued service with OCPA or by law. OCPA reserves the right to change or eliminate any benefit program at any time that is not required by law.
Information describing employee benefits will be provided upon joining the benefits plan. During any leave of absence such as personal leave, Workers’ Compensation leave or other disability leave, health benefits will continue through the end of the month. For the duration of any pregnancy disability leave of absence, or New Parent Leave, health and life insurance benefits will be continued for the duration of leave. For more information regarding eligibility, contributions, benefits, and tax status, contact the Chief Executive Officer, or designee. All eligible participants will receive a summary plan description. 605.1 Retirement Benefits
605.1.1 Deferred Compensation Plans
OCPA shall establish a 401(a) defined contribution retirement plan. OCPA shall pay a matching contribution of ten percent (10%) to each employee’s mandatory contribution in lieu of Social Security taxes, fully vested from date of hire.
Employees may elect to participate in a 457(b) deferred compensation retirement plan.
Employees may participate optionally and participants contribute tax-deferred salary deductions in a participant-directed account. Contributions are limited to an annual maximum dollar amount, as established under the Internal Revenue Code (IRC). OCPA’s employer contribution to the 457(b) plan shall match the employee’s voluntary contribution, up to a maximum of four percent (4%) of base salary.
605.2 Health and Wellness Benefits
605.2.1 Medical, Dental, and Vision Insurance
OCPA shall provide employees covered by this policy an option to enroll in an employer-sponsored group health insurance plan. Covered employees will have the option of enrolling themselves and their eligible dependents into OCPA’s group health insurance plan as approved by the Board. Employees become eligible for coverage on the first (1st) day of the month Orange County Power Authority
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26 following their date of hire. OCPA shall contribute 95% of the health insurance premium for the Kaiser HMO 15 medical plan and VSP Option 5 vision plan with the employee contributing the remainder of the total premium cost. Employees who select a higher cost medical insurance option, either PPO or HMO, cover the cost difference.
OCPA shall cover employees and their families’ PPO or HMO dental insurance costs at 100%. 605.2.2 Cash Payment in Lieu of Medical Insurance
Employees who opt out of enrollment in OCPA’s medical insurance plan, receive $500 monthly in cash (subject to taxation as wages) added to their paycheck. In order for an employee to be permitted to opt out of OCPA’s medical insurance plan coverage, they must submit proof of comparable coverage by another source.
605.2.3 Flexible Spending Account
OCPA will make available the option for full-time employees covered under this policy to participate in a Flexible Spending Account (FSA) to use a pre-tax payroll deduction to pay for eligible medical and dependent care expenses per Internal Revenue Code Sections 125 and 129.
C-level executives will receive an employer-paid FSA contribution of $200 per month. 605.2.4 Wellness Reimbursement
OCPA will reimburse employees up to $1,000 per year for qualified health and wellness expenses, including fitness expenses (such as class or program fees, or equipment). 605.2.5 Employee Assistance Program (EAP)
OCPA provides employer-paid confidential counseling and work/life services assistance for employees and eligible dependents.
605.3 Life Insurance and Disability
605.3.1 Life Insurance
Employees covered by this Policy shall be provided a basic group term life insurance policy in the amount of $200,000.
This insurance is payable in the event of your death, in accordance with the policy, while you are insured. You may change your beneficiary whenever you wish by submitting the appropriate documents to Human Resources. Refer to the literature provided by our insurance provider for details on your life insurance coverage.
605.3.2 Short-term Disability Insurance
OCPA provides an employer-paid private short-term disability plan for employees. The benefit is up to 60% of weekly earnings subject to terms of short-term disability carrier and cap based on salary.
This insurance provides disability protection if illness or injury not caused by the job prevents an employee from working.
No action will be taken against any employee in any manner for requesting or taking any time off as provided in the document or for testifying in a disability proceeding.
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600 Compensation and Payroll Practices
27 605.3.3 Long-term Disability Insurance
OCPA provides an employer-subsidized private long-term disability plan for employees. The benefit is up to 60% of monthly earnings subject to terms of long-term disability insurance carrier and cap based on salary.
605.4 Allowances
605.4.1 Automobile Allowance
C-level executives shall receive a gross monthly automobile allowance of five hundred dollars ($500) per month. This taxable allowance is intended to be in lieu of reimbursement on an itemized basis for mileage, gas, maintenance of a vehicle, etc. Employees who receive an automobile allowance shall not be separately reimbursed for mileage driven in their personal vehicle.
605.4.2 Technology Allowance
Exempt employees shall receive a $100 monthly taxable technology allowance to use toward their personal discretionary technological purchases and expenses in furtherance of employment (e.g., mobile phone, tablet, data plan, laptop computer). This taxable allowance is intended to cover all technology-related costs that Employee incurs in the course and scope of employment with OCPA.
605.5 Workers’ Compensation
OCPA provides workers’ compensation insurance benefits to all employees who experience an injury or illness that arises out of the course and scope of employment. Workers' compensation insurance provides six basic benefits: medical care, temporary disability benefits, permanent disability benefits, supplemental job displacement benefits or vocational rehabilitation, and death benefits. Entitlement to workers’ compensation benefits is controlled by applicable law, and as detailed in the company’s Work-Related Accident and Injury Policy, employees are required to immediately report all work-related accidents, injuries and illnesses.
All work-related accidents, injuries or illnesses involving employees, even those that are not serious, must be immediately reported to their supervisor. Employees who experience a work-related accident, illness or injury will be required to complete the appropriate forms (DWC-1) and cooperate with OCPA in complying with its recording, reporting and investigation obligations.
If the work-related accident, injury or illness results in the employee being placed on a leave of absence, OCPA’s various leave policies will apply to that absence. OCPA strives to bring employees back to work as soon as possible following a work-related accident, injury or illness.
Thus, while employees are on a leave of absence, they should stay in contact with their supervisor regarding their expected return to work.
Pursuant to OCPA’s Disability and Reasonable Accommodation Policy, when requested, OCPA will provide a reasonable accommodation for any known physical or mental disability of a qualified individual, provided the requested accommodation does not create an undue hardship on OCPA or pose a direct threat to the health or safety of others in the workplace or of the Orange County Power Authority
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28 requesting employee. Once OCPA is aware of the need for an accommodation, OCPA will engage with the employee in an interactive process to identify possible accommodations.
OCPA or its insurer will not be liable for payment of workers’ compensation benefits for any injury that arises out of voluntary participation in any off-duty recreational, social, or athletic activity that is not part of work-related duties. 605.6 COBRA
The Consolidated Omnibus Budget Act (“COBRA”) allows employees and dependents to continue health insurance coverage under EBCE’s health plan when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are resignation, termination of employment, or death of an employee; a reduction in an employee’s hours or a leave of absence; an employee’s divorce or legal separation; and a dependent child no longer meeting eligibility requirements. Under COBRA, the employee or the beneficiary pays the full cost of coverage at EBCE’s group rates (100%), plus an administrative fee. If a “qualifying event” occurs, employees and/or dependents(s) will be provided with a written notice which contains important information about rights and obligations.
605.7 Unemployment Compensation
OCPA contributes annually to the California Unemployment Insurance Fund on behalf of employees.
Orange County Power Authority
700 Performance Evaluation Policies
29 700 PERFORMANCE EVALUATION POLICIES
701 Performance Evaluations
701.1 Performance Evaluations
OCPA encourages open dialogue between an employee and their supervisor on an informal, regular basis. This type of regular interaction increases job satisfaction for both the employee and OCPA. It is not necessary or recommended that employees wait until a formal performance appraisal period to discuss job performance. Employees are encouraged to freely ask their supervisor for feedback when desired.
Formal performance evaluations will be conducted annually or with greater frequency, dependent on length of service, job position, past performance, changes in job duties, or recurring performance problems. After the review, the employee will be asked to sign the evaluation report to acknowledge that it has been presented to them and discussed with them by their supervisor, and that they are aware of its contents. The Chief Executive Officer, or their designee, will review and approve all performance evaluations prior to inclusion in an employee’s personnel file.
Positive performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of OCPA and depend upon many factors in addition to performance. Wage and salary increases are based on merit alone, and not length of service. Compensation reviews do not necessarily mean that a salary increase will be given.
701.2 Performance Evaluation Meeting
The supervisor will meet with the employee to discuss the evaluation. The employee shall sign the evaluation to acknowledge its contents and that they have met with their supervisor to discuss the evaluation. The employee’s signature shall not mean that they endorse the contents of the evaluation.
701.3 No Appeal Right
An employee does not have the right to appeal or submit a grievance regarding any matter relating to the content of a performance evaluation. Instead, the employee may comment on the evaluation in a written statement which will then be placed with the evaluation in the employee’s personnel file. The written statement must be submitted within 10 days after the employee receives the evaluation.
Orange County Power Authority
800 Standards of Conduct
30 800 STANDARDS OF CONDUCT
801 Professional Business Conduct and Ethics
By accepting employment, individuals have a responsibility to OCPA and their fellow employees to adhere to certain codes of behavior and conduct. The purpose of these rules is not to restrict or impair any right to free speech, but rather to be certain that a common understanding exists as to what OCPA considers acceptable and unacceptable conduct. It is intended that the following rules of conduct will assist in creating a positive, productive workplace and serve the best interests of OCPA.
Obvious examples of unacceptable activities are noted below; this list is not exhaustive. Other policies in this document, such as Section 1206, Policy Against Violence in the Workplace and Section 200, subsection 202, Policy Against Discrimination, Harassment and Retaliation, address unacceptable and criminal behavior as well. Violations of these policies are subject to disciplinary action up to and including termination as outlined in Section 1101 Causes for Discipline.
Employees are asked to keep in mind, at all times, the value of professional conduct and give proper regard to the welfare and rights of co-workers. Occurrences violating this section may result in disciplinary action up to and including immediate suspension or termination:
Unacceptable Activities:
1. Falsification of timekeeping records.
2. Dishonesty; falsification or misrepresentation on an application for employment or other work records; lying about sick or personal leave; falsifying reasons for a leave of absence or other data requested by OCPA; alteration of OCPA records or other OCPA documents.
3. Theft or inappropriate removal or possession of OCPA property or the property of fellow employees.
4. Boisterous or disruptive activity in the workplace.
5. Negligence or any careless action leading to damage of OCPA-owned or customer-owned property or which endangers the life or safety of another person.
6. Obscene or abusive language toward any supervisor, employee, customer, or member of the public; indifference or rudeness towards a customer or fellow employee; any disorderly/antagonistic conduct on OCPA premises.
7. Insubordination or other disrespectful conduct; refusing to obey instructions properly issued by a supervisor pertaining to an employee’s work; refusal to assist on a special assignment.
8. Violation of security or safety rules or failure to observe safety rules and/or practices; failure to wear required safety equipment; tampering with OCPA equipment or safety equipment.
9. Creating or contributing to unsanitary conditions.
10. Smoking in prohibited areas.
11. Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace.
12. Unauthorized absence from work station during the workday; sleeping or loitering during working hours.
13. Originating, spreading, and taking part in malicious gossip or false rumors about employees of OCPA.
Orange County Power Authority
800 Standards of Conduct
31 14. Unauthorized disclosure of confidential information; giving confidential or proprietary information to competitors or other organizations or to unauthorized OCPA employees; breach of confidentiality of personnel or OCPA information.
15. Violation of OCPA rules or policies; any action that is detrimental to OCPA’s efforts to operate successfully.
16. Unsatisfactory or careless work; failure to meet production or quality standards as explained to an employee by their supervisor.
17. Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind for charities or others without authorization during business hours, or at a time or place that interferes with the work of another employee on OCPA premises.
18. Conducting a lottery or gambling on OCPA property.
19. Failure to immediately report any damage or accident involving OCPA equipment and vehicles.
20. Failure or refusal to comply with the work schedule, including mandatory overtime. 801.1 Customer and Public Relations
The success of OCPA depends upon the quality of the relationships between OCPA, its employees, customers, suppliers and the general public. Customers’ impression of OCPA and their interest and willingness to do business with OCPA is formed by how they are served.
Employees are considered ambassadors of OCPA. The more goodwill employees promote, the more customers will respect and appreciate the services OCPA provides.
The following actions are encouraged and considered representative of the level of customer relations service expected of Authority employees:
1. Customers are to be treated courteously and given proper attention at all times.
Customers’ questions or concerns are never to be considered an interruption or an annoyance. Customer inquiries, whether in person or by telephone, must be addressed promptly and professionally.
2. Telephone callers are never to be placed on hold for an extended period of time. Calls are to be directed to the appropriate person and assurance is to be made that the call was received.
3. Employees are expected to act competently and deal with customers in a courteous and respectful manner. If unable to help a customer, employees are expected to assist in finding an employee who can.
4. All correspondence and documents are to be neatly prepared and error-free. Attention to accuracy and detail in all paperwork demonstrates commitment to those encountered during the course of business activities.
5. If a problem develops with a customer, or if a customer is experiencing a level of dissatisfaction an individual e0mployee is unable to resolve, requesting a supervisor to intervene is required.
801.2 Media Contact
OCPA designates individuals as contacts for OCPA and only those individuals may comment on Authority policy, or on behalf of OCPA. Employees who are contacted by a news organization for an OCPA statement on any matter are expected to direct media inquiries to a supervisor. 801.3 Social Media Guidelines
Various forms of communication occur through social media, such as Facebook, Twitter, LinkedIn, Reddit, Yelp, Instagram, Snapchat, blogs, media sharing and multimedia host sites Orange County Power Authority
800 Standards of Conduct
32 such as YouTube. Employees should keep in mind that social media sites do not provide a private setting. Employees who communicate information through social media therefore must not expect that such information is private.
Employees must remember that all existing policies apply to information disseminated through social media. These guidelines are intended to help employees understand some of the unintended outcomes of sharing information through social media. 801.4 Confidentiality
Employees are responsible for safeguarding confidential information obtained during thier employment with OCPA. Additionally, customers, employees and vendors entrust OCPA with important information related to businesses or personal information. The nature of this relationship requires maintenance of confidentiality.
It is an employee’s responsibility to maintain strict confidentiality where personal, proprietary, or sensitive business information is concerned, unless it is necessary to do so in the performance of duties. Such confidential information includes, but is not limited to, the following examples:
• Customer lists and customer history
• Pending projects and proposals
• Marketing strategies
• Compensation data
• Budget information
• Periodic business reports and
summaries
• Bid proposals and contract
negotiations
• Statistical data
• Research and development programs
• Mergers/dissolutions
• Employee data
• Financial information
• Pricing information
• Passwords
• Business plans
Disclosure of confidential information may lead to disciplinary action, up to and including termination, as well as other possible legal action.
Orange County Power Authority
900 Leaves of Absence
33 900 LEAVES OF ABSENCE
901 Paid Time Off (PTO) and Holidays
Each provision in this Section shall apply to all OCPA positions unless covered by alternate means.
901.1 Paid Time Off (PTO) Eligibility
Paid Time Off (PTO) is an all-purpose time-off policy for eligible employees to use for vacation, personal business, sick leave, the diagnosis, care, treatment of an existing health condition or preventative care of an employee, family member or for employees who are victims of domestic violence, sexual assault or stalking to seek aid, treatment, or related assistance. A “family member” for these purposes is defined as a child (a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis), a parent (a biological, adoptive or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), a spouse or registered domestic partner, a grandparent, grandchild and sibling. Regular full-time employees are eligible to earn and use PTO as described in this policy.
PTO begins accruing upon your date of hire. Employees may begin using PTO as it is accrued. 901.2 Accrual of PTO
All full-time employees scheduled 40 hours per week are eligible to accrue PTO per pay period.
Regular, full-time employees scheduled to work 40 hours per week accrue at least 180 hours per year, or 7.5 hours of PTO per pay period in their first year of employment. Full-time employees scheduled less than 40 hours per week will accrue PTO on a pro-rata basis on the number of hours scheduled. After your first anniversary, and thereafter until your 10th year of employment, you will receive an additional eight (8) hours per year which will accrue at an additional rate of .33 hours per pay period.
The length of eligible service is calculated on the basis of a "benefit year." This is the 12‐month period that begins when you start to earn PTO. You will not earn PTO while you are out on a leave of absence, except to the extent you use PTO to cover your leave period. Employees accrue PTO hours on PTO hours used. Therefore, your benefit year may be extended if you go out on a leave of absence other than a military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.) Part-time and temporary employees, as well as paid interns, will be granted 24 hours of PTO upon hire and on January 1st of each year thereafter. Part-time and temporary employees, as well as paid interns, may begin using PTO upon completion of 30 days worked for OCPA. 901.2.1 Maximum PTO Accrual
Employee can accumulate PTO up to a balance of twice the annual PTO for which they are entitled. Once that limit is reached, employees will no longer accrue PTO unless and until some PTO is used. Accrued PTO carries over into the next calendar year.
Orange County Power Authority
900 Leaves of Absence
34 901.3 Scheduling of PTO
All requests for time off (PTO or unpaid) shall be submitted to the employee’s immediate supervisor or manager with as much advance notice as possible.
PTO can be used in minimum increments of one (1) hour for non-exempt employees.
Exempt employees may use PTO in ½ day (four hour) increments. Exempt employees may be required to use PTO for partial day absences in increments of 4 hours or greater, when the employee is absent for personal reasons and is unavailable for work.
Authority to approve the request is at the sole discretion of the requesting employee’s immediate supervisor based on the nature of the request and the operational demands of the department.
If you have an unexpected need to be absent from work you should notify your direct supervisor before the scheduled start of your workday, if possible. Your direct supervisor must also be contacted on each additional day of unexpected absence.
To schedule planned PTO, you need to request advance approval from your supervisor.
Requests will be reviewed based on a number of factors, including business needs and staffing requirements.
Employees will request advance approval from their supervisor if they need to cancel or adjust any previously approved PTO. Example: an employee received approval for eight hours of PTO time. A change in plans requires the employee to cancel the request for PTO and work a regular eight hours or a half day of four hours. The employee will inform the supervisor in writing and, if approved, the previously approved. PTO will be voided or reduced, based on the new request.
901.4 Payment of PTO
PTO is paid at your base pay rate at the time of absence. It does not include overtime or any special forms of compensation such as incentives, commissions, or bonuses.
A paid absence is counted as hours worked for the purposes of computing a 40‐hour week but is not counted as a basis for computing overtime.
PTO will be used to supplement any payments that you are eligible to receive from disability insurance or workers' compensation. The combination of any such disability payments and PTO cannot exceed your normal weekly earnings. All accrued, unused PTO will be paid at the termination of employment.
901.5 PTO for Sick Leave
Because OCPA’s PTO plan provides for accrual that is as or more generous than California’s sick leave law, OCPA is not required to have a separate sick leave accrual plan. Employees may use PTO for sick leave for their own serious health condition or for the health condition of a family member as defined above or for time off in connection with obtaining relief if the employee is a victim of domestic violence, sexual assault, or stalking. Employees may designate up to one-half of their accrued PTO as “Kin Care” for these purposes. Employees will not be subject to discipline for designating time as Kin Care.
Orange County Power Authority
900 Leaves of Absence
35 901.6 PTO Buyback Provision
On or before the pay period which includes December 20th of each calendar year, an employee may make an irrevocable election to cash out up to 50% of accrued PTO leave (in whole hour increments). The employee will receive full value for the amount of PTO leave the employee irrevocably elected to cash out.
901.7 Unused PTO Leave Upon Separation
Upon termination of employment, employees are paid at their regular rate of pay for unused PTO that has been earned through your last day of work. 901.8 Holidays
901.8.1 Observed Holidays
The recognized holidays to be observed by OCPA in each calendar year shall be as follows:
• New Year’s Day (January 1st)
• Martin Luther King Jr. Day (third Monday in January)
• President’s Day (third Monday in February)
• Memorial Day (last Monday in May)
• Independence Day (July 4th)
• Labor Day (first Monday in September)
• Veterans Day (November 11th)
• Thanksgiving Day (fourth Thursday in November)
• Day after Thanksgiving
• Christmas Day (December 25th)
Unless otherwise determined by OCPA, the actual dates for each of the foregoing holidays shall occur on the dates set by applicable state and federal statutes.
If any of the foregoing holidays falls on a Sunday, the following Monday shall be considered the holiday. If any of the foregoing holidays falls on a Saturday, the preceding Friday shall be considered the holiday, unless this too is a holiday, then the holiday shall be one day sooner. 901.8.2 Holiday Closure
Additionally, offices will remain closed December 26 through January 1, unless a supervisor specifically requires an employee to work.
901.8.3 Floating Holidays
To offer flexibility and cultural inclusivity, employees are offered two “floating” holidays to be used to celebrate holidays not currently offered. These may be taken as personal days if desired. 901.9 Pay for Holidays
Employees shall be paid for the number of hours the employee was scheduled to work had it not been a holiday. In order to receive compensation for holidays as provided herein, an employee must be on paid status for all of the regularly assigned work schedule immediately prior to and following the holiday. For the purposes of this section, an employee who is absent on paid time off leave shall be deemed to be employed at such time.
If a holiday falls on an employee’s regularly scheduled time off, the employee may take the holiday on another day during the workweek with prior approval of their supervisor. If an Orange County Power Authority
900 Leaves of Absence
36 employee is on Industrial Injury Leave during the holiday, it shall not be counted as both Industrial Injury Leave and holiday.
901.10 Effect of Holiday on PTO
If one or more holidays falls within a PTO leave that an employee is taking, such holiday shall not be charged as PTO leave.
902 Family and Medical Care Leaves
902.1 Leave Pursuant to Family Medical Leave Act (“FMLA”) and California Family Rights Act (“CFRA”)
OCPA provides family and medical care leave for eligible employees as required by State and federal law. Unless otherwise stated in this Policy, “Leave” means leave pursuant to the FMLA and CFRA. Unless otherwise provided by law, OCPA will run each employee’s FMLA and CFRA leave usage concurrently.
902.2 Leave Entitlements and Duration
Eligible employees are entitled to take up to 12 weeks of leave in a 12-month period under the CFRA and up to 12 weeks per calendar year of FMLA. In most cases, FMLA leave due to pregnancy, childbirth or a related medical condition and Pregnancy Disability Leave (“PDL”) run concurrently (see, section 903, below). PDL of up to four months is provided to an employee who is actually disabled due to pregnancy. However, pregnancy related disability is specifically excluded as a reason for CFRA leave and therefore leave under PDL and leave under CFRA are separate and distinct entitlements and do not run concurrently. An employee disabled due to pregnancy may take up to four months of PDL leave, and, if eligible may be entitled to an additional 12 weeks of CFRA leave to care for a child after the birth. The maximum possible combined leave for both PDL leave and CFRA leave for the reason of the birth of a child is four months and 12 workweeks. Employees may also take intermittent leave to care for themselves or to care for a family member with a serious health condition.
There is no minimum amount of leave that must be taken for either FMLA or CFRA leave.
If leave is requested for the birth, adoption or foster care placement of a child of the employee, leave must be concluded within one year of the birth or placement of the child. In addition, the basic minimum duration of such leave is two weeks. However, an employee is entitled to leave for one of these purposes (e.g. bonding with a newborn) for less than two weeks duration on any two occasions.
902.3 Definitions Under FMLA and CFRA
(a) 12-month Period: OCPA uses a twelve (12) month period measured forward method of determining the timeframe in which this leave may occur. This is defined as a 12-month period which begins on the first day the eligible employee takes leave under FMLA and ends 12 months after that date. For example, if John begins leave on November 1, 2021, then his 12-month period is measured from November 1, 2021, to October 31, 2022. (b) Family Member: Family member for FMLA leave means a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and “incapable of self-care because of a mental or physical disability” at the time that FMLA leave is to commence, .a parent which means a biological, adoptive, step or foster father or mother, or any other individual who Orange County Power Authority
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37 stood in loco parentis to the employee when the employee was a son or daughter, and spouse, which means a husband, wife, or other person as recognized under State law for the state in which the marriage was entered into or, if the marriage was not entered into in any state, then the place in which the marriage was entered into; . “Family member” for CFRA leave means an employee’s minor children, dependent adult children, the children of a domestic partner, parents, spouse, domestic partner, grandchildren, grandparents, and siblings.
(c) Serious Health Condition: An illness, injury impairment, or physical or mental condition that involves:
1. Inpatient Care in a hospital, hospice, or residential medical care facility; continuing treatment by a health care provider;
2. Any period of incapacity due to pregnancy or for prenatal care. Note that pregnancy is a “serious health condition” only under the FMLA. Under California law, an employee disabled by pregnancy is entitled to pregnancy leave. (See Policy 905, Leave Because of Pregnancy, Childbirth, or Related Medical Condition.);
3. Any period of incapacity or treatment for such incapacity due to a chronic serious health condition;
4. A period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under the continuing supervision of, but need not be receiving active treatment by health care provider.
(d) Health Care Provider means:
1. A doctor of medicine or osteopathy who is authorized to practice medicine or surgery in the State of California or another state or jurisdiction;
2. Podiatrists, dentists, clinical psychologists, optometrists, and chiropractors (limited to treatment consisting of manual manipulation of the spine to correct a subluxation as demonstrated by x-ray to exist) authorized to practice in California and performing within the scope of their practice as defined under California State law;
3. Nurse practitioners and nurse-midwives and clinical social workers who are authorized to practice under California State law and who are performing within the scope of their practice as defined under California State law;
4. Christian Science practitioners listed with the First Church of Christ, Scientist in Boston, Massachusetts; and
5. Any health care provider from whom an employer or group health plan’s benefits manager will accept certification of the existence of a serious health condition to substantiate a claim for benefits.
902.4 Reasons for Leave
Leave is only permitted for the reasons listed below.
(a) The birth of a child or to care for a newborn of an employee; (b) The placement of a child with an employee in connection with the adoption or foster care of a child;
(c) Leave to care for a child, parent, or spouse, who has a serious health condition; Orange County Power Authority
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38 (d) Under the CFRA only, leave is permitted to care for a domestic partner, grandparent, grandchild, or sibling who has a serious health condition. Leave for this purpose does not apply to FMLA leave and will run concurrently with leave used under the FMLA; (e) Leave because of a serious health condition that makes the employee unable to perform any one or more essential functions of their position;
(f) Leave for a variety of “qualifying exigencies” arising out of the fact that an employee’s spouse, son, daughter, or parent is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation; (g) Under the CFRA only, leave for a variety of “qualifying exigencies” arising out of the fact that an employee’s domestic partner is on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation. Leave for this purpose does not apply to FMLA leave and will not be run concurrently with leave usage under the FMLA; or
(h) Leave to care for a spouse, son, daughter, parent, or “next of kin” who is a covered servicemember of the U.S. Armed Forces who has a serious injury or illness incurred in the line of duty while on active military duty, or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty in the Armed Forces. This leave can run up to 26 weeks of unpaid leave during a single 12- month period.
902.5 Eligibility
An employee is eligible for leave if:
(a) The employee has been employed by OCPA for at least 12 months; and (b) The employee has been employed by OCPA for at least 1,250 hours during the 12- month period immediately preceding the commencement of the leave; and (c) For FMLA leave eligibility, OCPA must directly employ at least 50 full or part-time employees within a 75-mile radius for each working day during each of 20 or more calendar workweeks in the current or preceding calendar year. The workweeks do not have to be consecutive. The phrase “current or preceding calendar year” refers to the calendar year in which the employee requests the leave or the calendar year preceding this request. This criteria is not required and does not apply in order for an employee to be eligible for CFRA leave.
902.6 Employee Benefits While on Leave
Leave under this Policy is unpaid. While on unpaid leave, employees will continue to be covered by OCPA’s group health insurance for up to 12 weeks each leave year to the same extent that coverage is provided while the employee is on the job. If the employee is disabled by pregnancy, coverage will continue up to four months each leave year. If an employee disabled by pregnancy also uses leave under the CFRA for baby-bonding, OCPA will maintain her coverage while she is disabled by pregnancy (up to four months or 17 1/3 weeks) and during her CFRA leave (up to 12 weeks).
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39 While on unpaid leave, employees will continue to be covered by OCPA’s benefits plans that are not part of its group health plan for up to 12 weeks each leave year to the same extent that coverage is provided while the employee is on the job.
Employees may make the appropriate contributions for continued coverage under the health benefits plans by payroll deductions (if the employee is using their paid leave) or direct payments (if the employee is not using their paid leave). 902.7.1 Employee Must Use Paid Leave When Using FMLA/CFRA Leave Employees must use and exhaust their accrued leaves concurrently with family and medical care leave to the same extent that employees have the right to use their accrued leaves with two exceptions:
(a) Employees are not required to use paid leave during leave pursuant to a disability plan that pays a portion of the employee’s salary while on leave unless the employee agrees to use paid leave to cover the unpaid portion of the disability leave benefit; and (b) An employee must agree to use accrued sick leave to care for a child, parent, spouse, domestic partner, grandparent, grandchild, or sibling.
902.7.2 Authority’s Right to Require an Employee to Exhaust FMLA/CFRA Leave Concurrently with Other Leaves
If an employee takes a leave of absence for any purpose which also qualifies under the FMLA and/or CFRA, OCPA will designate that leave as running concurrently with the employee’s 12- week FMLA and/or CFRA leave entitlement.
902.7 Medical Certification/Recertification
Employees who request leave must provide a medical certification and/or recertification to support the need for the leave as described below:
(a) Employee’s Own Serious Health Condition: Employees who request leave for their own serious health condition must provide written certification from the health care provider that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; and a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform any one or more of the essential functions of their position. Upon expiration of the time period, which the health care provider originally estimated the employee needed for their own serious health condition, the employee must obtain recertification if additional leave is requested.
(b) Family Member Serious Health Condition: Employees who request leave to care for a child, parent, domestic partner, spouse, grandparent, grandchild, or sibling who has a serious health condition must provide written certification from the health care provider of the family member requiring care that contains all of the following: the date, if known, on which the serious health condition commenced; the probable duration of the condition; an estimate of the amount of time which the health care provider believes the employee needs to care for the child, parent, domestic partner, spouse, grandparent, grandchild, or sibling and a statement that the serious health condition warrants the participation of the employee to provide care during a period of treatment or supervision of the child, parent, domestic partner, spouse, grandparent, grandchild, or sibling. The term “warrants the Orange County Power Authority
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40 participation of the employee” includes, but is not limited to, providing psychological comfort, arranging third party care for the covered family member, and directly providing or participating in the medical care. Upon expiration of the time period which the health care provider originally estimated the employee needed for their family member’s serious health condition, the employee must obtain recertification if additional leave is requested.
(c) When an employee has provided at least 30 days’ notice for a foreseeable leave, the employee must provide a medical certification before the leave begins. When this is not possible, the employee must provide the medical certification to OCPA within the time frame requested by OCPA (which must allow at least 15 calendar days after the employer’s request), unless it is not practicable under the particular circumstances to do so despite the employee’s diligent, good faith efforts. (d) Certifications must be complete and provide sufficient information to support the request for leave. A certification is incomplete if one or more of the applicable entries on the certification form have not been completed. A certification is insufficient if the information on the certification form is vague, ambiguous, or not responsive. If the certification is incomplete or insufficient, the Chief Executive Officer, or their designee, will give the employee written notice of the deficiencies and seven days to cure, unless a longer period is necessary in light of the employee’s diligent, good faith efforts to address the deficiencies.
(e) If an employee provides an incomplete medical certification, the employee will be given a reasonable opportunity to cure any such deficiency. However, if an employee fails to provide a medical certification within the time frame established in this Policy, OCPA may delay the taking of FMLA/CFRA leave until required certification is provided, or deny FMLA/CFRA protections following the expiration of the time period to provide an adequate certification.
902.8 Employee Notice of Leave
Although OCPA recognizes that emergencies arise which may require employees to request immediate leave, employees are required to give as much verbal or written notice as possible of their need for leave. If leave is foreseeable, at least 30 days’ notice is required. In addition, if an employee knows that they will need leave in the future, but does not know the exact day(s) (e.g. for the birth of a child or to take care of a newborn), the employee shall inform their supervisor as soon as possible that such leave will be needed. For foreseeable leave due to a qualifying exigency, an employee must provide verbal or written notice of the need for leave as soon as practicable, regardless of how far in advance such leave is foreseeable. 902.9 Reinstatement Upon Return from Leave
(a) Reinstatement to Same or Equivalent Position: Upon expiration of leave, an employee is entitled to be reinstated to the position of employment held when the leave commenced, or to an equivalent position with equivalent benefits and pay. Employees have no greater rights to reinstatement, benefits, and other conditions of employment than if the employee had been continuously employed during the FMLA/CFRA period. (b) Date of Reinstatement: If a definite date of reinstatement has been agreed upon at the beginning of the leave, the employee will be reinstated on the date agreed upon. If the Orange County Power Authority
900 Leaves of Absence
41 reinstatement date differs from the original agreement of the employee and OCPA, the employee will be reinstated within two business days, where feasible, after the employee notifies the employer of their readiness to return.
(c) Employees may be required to periodically report on their status and intent to return to work: This will avoid any delays to reinstatement when the employee is ready to return.
(d) Fitness for Duty Certification: As a condition of reinstatement of an employee whose leave was due to the employee’s own serious health condition which made the employee unable to perform their job, the employee must obtain and present a fitness-for-duty certification from the health care provider stating that the employee is able to resume work. Failure to provide such certification will result in denial of reinstatement. 902.10 Required Forms
Employees must complete the applicable forms to receive family and medical care leave. The forms may be found in the administrative offices of OCPA. 903 Leave Because of Pregnancy, Childbirth, or Related Medical Condition
903.1 Amount of Leave
Under California’s Pregnancy Disability Leave Act (PDL) an employee who is disabled because of pregnancy, childbirth, or a related medical condition is entitled to an unpaid leave for up to the number of hours she would normally work within four calendar months (one-third of a year or 17 1/3 weeks). For a full-time employee who works 40 hours per week, “four months” means 693 hours of leave entitlement, based on 40 hours per week multiplied by 17 1/3 weeks. An employee who works less than 40 hours per week will receive a pro rata amount of leave equivalent to their average hours worked per week multiplied by 17 1/3.
There is no qualification period for pregnancy disability leave. 903.2 Notice and Certification Requirements
Requests for pregnancy disability leave must be submitted in writing with reasonable advance notice of the medical need for the leave. All leaves must be confirmed in writing and be supported by a written certification from the attending physician stating that:
(a) The employee is disabled from working by pregnancy, childbirth or a related medical condition;
(b) The date on which the employee became disabled by pregnancy, childbirth or a related medical condition;
(c) The estimated duration or end date of the leave.
903.3 Compensation During Leave
Pregnancy disability leave is unpaid unless the employee elects to use accrued PTO or CTO.
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42 903.4 Benefits During Leave
Group Health Insurance: An employee on pregnancy disability leave may continue to receive any group health insurance coverage that was provided before her leave, beginning on the date the pregnancy disability leave begins and continuing for up to four months in a 12-month period, at the same level and under the same conditions that coverage would have been provided if the employee had continued in employment continuously for the duration of the leave. OCPA may recover premiums it paid to maintain health coverage if an employee does not return to work following pregnancy disability leave.
PTO Leave: PTO leave does not accrue while an employee is on unpaid pregnancy disability leave.
903.5 Reinstatement
Upon the conclusion of pregnancy leave, the employee will be reinstated to her original or a comparable position, so long as it was not eliminated for a legitimate business reason during the leave. If the employee’s original position is no longer available, the employee will be assigned to a comparable, open position.
If upon return from leave an employee is unable to perform the essential functions of her job because of a physical or mental disability, OCPA will initiate an interactive process with the employee in order to identify a potential reasonable accommodation in accordance with these Policies. (See Reasonable Accommodation and Interactive Process.) 903.6 Paid Parental Leave
In an effort to give parents additional flexibility and time to bond with a new child, OCPA will provide up to five (5) weeks of fully Paid Parental Leave (PPL) to eligible employees at their regular rate of pay in connection with the birth of an employee’s child or the placement of an adopted or foster child within an employee’s home. This leave is applicable to the non-birth parent or either adoptive parent. An employee requesting such leave must provide supporting documentation of the birth or adoption of their child to Human Resources.
Employee’s utilizing this leave are not required to exhaust accrued paid time off prior to receiving PPL.
903.7 Eligibility
To be eligible under this policy, the employee must have been employed by OCPA for at least six months, successfully completed their introductory evaluation period, and meet one of the following criteria:
(a) Have given birth to a child; or be a spouse or domestic partner of a woman who has given birth to a child either as the intended mother or via surrogate; or (b) Have adopted or fostered or are fostering a child or been placed with a foster child who is 17 years old or younger; but this does not apply to the adoption of a stepchild by a stepparent.
Parental Leave described in this policy shall be available for a 12-month period following the birth or, adoption, or fostering of a child. Multiple births (e.g., twins), adoptions, or foster placements does not increase the length of Parental Leave. This leave runs concurrently with FMLA and/or CFRA leave as applicable, as well as any other applicable state family medical leave.
Orange County Power Authority
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43 903.8 Paid Parental Leave Notice
Eligible employees shall notify Human Resources of the need for Paid Parental Leave and include the estimated timing and duration of such leave at least (60) calendar days in advance of the need for leave, where practical. If the need for leave under this policy is not foreseeable, employees must give notice of the leave to their supervisor and Human Resources as soon as practical.
The employee requesting such leave shall provide supporting documentation of the birth, adoption or fostering of a child by the employee or spouse to Human Resources. 904 Other Leaves
904.1 Executive Leave
Effective the pay period which includes January 1 of each year, C-level executive employees shall receive an Executive Leave benefit of eighty (80) hours per year. Such leave shall be available for employees to use from the beginning of the first pay period beginning in the calendar year through the end of the last pay period beginning in the calendar year. Such hours shall not accrue from year to year. This leave has no cash value and cannot be cashed out. If, at the end of the calendar year, the employee has any of this leave on the books, with the pay period including January 1, they will be provided with whatever amount of leave is necessary to bring their bank up to 80 hours. Newly hired or newly promoted C-level executives who are exempt from FLSA overtime will receive a prorated amount of executive leave for the year in which they are hired.
904.2 Jury Duty Leave/Subpoenaed Leave or Court Ordered Witness Leave Any employee who is summoned to serve on a jury, or subpoenaed or ordered to be a witness, must notify their supervisor or department head as soon as possible. Any employee who is released from jury service prior to the end of their scheduled work hours must report to work unless otherwise authorized by their supervisor. Paid jury duty is limited to a maximum of 80 hours in a calendar year. If an employee, despite reporting the limit to the Court, is required to serve beyond 80 hours they can request the Chief Executive Officer or their designee to approve an exception to the limit on paid Jury Duty Leave. 904.2.1 Non-exempt Employees
All non-exempt employees will be paid for actual work hours missed because of time spent in jury service or court (up to 80 hours unless otherwise approved). The time spent on jury duty is not work time for purposes of calculating overtime compensation. OCPA will offset from pay the amount the employee receives from the Court for jury fees. 904.2.2 Exempt Employees
All FLSA-exempt employees will continue to receive their normal salary (up to 80 hours unless otherwise approved) while on jury duty or as serving as a witness only for any workweek in which they perform any work duties. OCPA will offset the amount from pay the employee receives from the Court for jury fees.
904.3 Other Court or Administrative Proceeding Appearances 904.3.1 Regarding OCPA Duties
Any employee who is subpoenaed to appear in court in a matter regarding an event or transaction that occurred in the course of their job duties must give their supervisor as much advance notice as possible. OCPA will determine whether the matter involves an event or Orange County Power Authority
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44 transaction that occurred in the course of the employee’s job duties. If so, time spent to appear in court will be without loss of compensation, and the time spent will be considered work time.
OCPA will offset the amount from pay the employee receives for witness fees. 904.3.2 Regarding Employee-Initiated Proceedings
Any employee who is required to appear in court because of civil or administrative proceedings that they initiated is not entitled to receive compensation for time spent related to those proceedings. An employee may request to receive time off without pay, or may use accrued PTO for time spent related to those proceedings. The time spent in these proceedings is not considered work time.
904.3.3 Regarding Crime Victim/Victim Family Member Court Attendance Leave Any employee who is a victim of a crime that is a serious or violent felony, or a felony involving theft or embezzlement, may take leave from work to attend judicial proceedings related to that crime, if the employee provides OCPA a copy of the notice of the scheduled proceeding in advance. If advance notice is not feasible, then the employee must provide OCPA, within a reasonable time after the leave is taken, documentation from the District Attorney, victim’s rights office, or court / governing agency that shows that the judicial proceeding occurred when the leave was used. An employee who is an immediate family member of such a crime victim, including: a registered domestic partner, the child of the registered domestic partner, spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather of the crime victim is also entitled to leave from work to attend judicial proceedings relating to that crime. The leave is unpaid unless the employee elects to use PTO, or CTO. 904.3.4 Regarding Crime Victim/Family Member Victim’s Rights Proceedings Leaves
Any employee who is a victim of a crime listed in Labor Code section 230.5(a)(2)(A) (domestic violence, sexual assault or stalking) may take leave from work to appear in court to be heard at any proceeding in which the right of the victim is at issue if the employee provides the employer reasonable advance notice. If advance notice is not feasible, then the employee must provide OCPA, within a reasonable time after the leave is taken, certification from a police report, a district attorney or court, or from a health care provider or victim advocate, that the employee was a victim of any of the crimes listed in Labor Code section 230.5(a)(2)(A). An employee who is a spouse, parent, child, sibling, or guardian of such a crime victim is also a victim who is entitled to this leave if the above notice or certification requirements are met. The leave is unpaid unless the employee elects to use PTO or CTO.
904.4 Leave for Victim of Domestic Violence, Sexual Assault, or Stalking to Obtain Restraining Orders or Injunctive Relief
Any employee who is a victim of domestic violence, sexual assault or stalking may take leave from work to obtain or attempt to obtain any relief, including, but not limited to a temporary restraining order, restraining order, or other injunctive relief to help ensure the health, safety, or welfare of the employee or their child, if the employee provides advance notice of the need for leave. If advance notice is not feasible, the employee must provide any of the following certifications within a reasonable time after the leave: a police report indicating that the employee was a victim; a court order protecting the employee from the perpetrator; evidence from the district attorney or court that the employee has appeared in court; or documentation from a health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse. The leave is unpaid unless the employee elects to use accrued PTO or CTO.
Orange County Power Authority
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45 904.4.1 Leave for Victim of Domestic Violence, Sexual Assault, or Stalking to Obtain Medical Attention or Counseling or Safety Planning Any employee who is a victim of domestic violence, sexual assault, or stalking, may take leave from work to attend to any of the following: obtaining medical attention or psychological counseling; obtaining services from a shelter, program or crisis center; or participating in safety planning or other actions to increase safety, if the employee provides advance notice of the employee’s intention to take time off for these purposes. If advance notice is not feasible, the employee must provide any of the following to OCPA within a reasonable time after the leave: a police report indicating that the employee was a victim; a court order protecting the employee from the perpetrator; evidence from the district attorney or court that the employee has appeared in court; or documentation from a health care provider or counselor that the employee was undergoing treatment for physical or mental injuries or abuse. The leave is unpaid unless the employee elects to use accrued PTO or CTO.
904.5 Bereavement Leave
Employees shall receive up to forty (40) paid hours in any one instance for absence necessitated by the death of immediate family members. Such leave shall not be accrued from year to year. The immediate family shall be defined to mean father, father in-law, mother, mother in-law, stepparent, brother, stepbrother, sister, stepsister, wife, husband, registered domestic partner (as defined by California Family Code section 297), child, stepchild, grandparent, grandparents’ in-law, grandchild, legal guardian, or other individuals whose relationship to the employee is that of a dependent, or a person who stood in loco parentis (in place of a parent) to the employee.
904.6 Military Leave
Military leave will be granted in accordance with state and federal law. An employee requesting leave for this purpose shall promptly provide the department head with a copy of the military orders specifying the dates, site and purpose of the activity or mission. Within the limits of such orders, the department head may determine when the leave is to be taken and may modify the employee’s work schedule to accommodate the request for leave. 904.7 School or Licensed Daycare Activity Leave
Any employee who is a parent, guardian, stepparent, foster parent, grandparent, or person who stands in loco parentis to one or more children who are in kindergarten or grades 1 through 12, or who are in a licensed child care facility, shall be allowed up to 40 hours each school year, not to exceed eight hours in any calendar month of the school year, to: participate in activities of their child’s school or licensed child care facility; find, enroll, or reenroll a child in a school or with a licensed child care provider; or to pick up a child due to a child care provider or school emergency. The employee must provide reasonable advance notice to their supervisor of the planned absence. The leave is unpaid unless the employee elects to use accrued PTO or CTO.
The employee must provide documentation from the school or licensed child care facility as verification that the employee participated in school or child care facility activities on a specific date and at a particular time.
904.8 Paid Administrative Leave
OCPA has the right to place an employee on leave with full pay for non-disciplinary reasons at any time when the Chief Executive Officer, or their designee, has determined that the employee’s and/or OCPA’s best interests warrant the leave.
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46 904.9 Leave of Absence Without Pay Must Be Authorized by Law or These Policies Unless authorized by law or an OCPA policy, an employee is not entitled to a leave of absence without pay. An authorized leave of absence without pay is not a break in service for purposes of calculating seniority. Unless required by law, PTO, increases in salary, all other paid leaves, holidays and fringe benefits and other similar benefits do not accrue to an employee on unpaid leave. Unless required by law, OCPA will not maintain contributions toward group insurance or retirement coverage for the employee on such leave. During the period of authorized unpaid leave, all service and leave credits shall be retained at the levels existing as of the effective date of the leave.
904.10 Industrial Injury Leave
Employees who are absent from work by reason of an injury or illness covered by workers’ compensation shall continue in pay status under the provisions of this Section. 904.10.1 Coordination of Benefits
When the employee authorizes, the difference between the amount granted pursuant to such workers’ compensation and the employee’s regular pay will be deducted from the employee’s accumulated PTO, if any. The employee will continue in pay status and receive their pay until their accumulated PTO and CTO have been depleted.
904.10.2 Accrual of PTO Leave Continues While on Paid Leave During the time the employee is in fully paid status while absent from work by reason of injury or illness covered by workers’ compensation, he or she shall continue to accrue PTO as though he or she were not on leave of absence.
904.10.3 Unpaid Leave and Continuation of Health Care Benefits Any employee subject to this Policy who depletes their accumulated PTO or CTO while absent from work by reason of an injury or illness covered by workers’ compensation may receive an unpaid leave of absence and continuation of health care benefits consistent with state and/or federal law.
904.11 Time Off to Vote
Any employee who does not have sufficient time outside of working hours to vote may request up to two hours of paid leave either at the beginning or end of scheduled working hours to enable them to vote. The employee must request time off to vote from their supervisor at least two days prior to election day.
904.12 Alcohol and Drug Rehabilitation Leave
OCPA provides an unpaid leave to assist employees who recognize that they have a problem with alcohol or drugs that may interfere with their ability to safely and competently perform their job. If an employee recognizes a problem with alcohol and/or drugs and decides to enroll voluntarily in a rehabilitation program the employee will be given unpaid time off. Employees are eligible to request this leave after 90 days of continuous employment. The leave is unpaid unless the employee elects to use PTO or CTO.
For the duration of the absence, health and life insurance benefits ordinarily provided by OCPA, and for which an employee would be otherwise eligible, will be continued for a maximum period of 12 weeks from the start of the leave. During this time, the employee will be required to contribute their portion of the premium on the same basis as would have been required during active work status, including payment of any premium for elected dependent coverages.
Orange County Power Authority
900 Leaves of Absence
47 Beyond this coverage period, if an employee must remain on leave and wishes to continue these benefits, they may do so by electing to continue the benefit through COBRA provisions, and by paying the applicable premiums.
904.13 Bone Marrow and Organ Donation Leave
Employees who have been employed for at least 90 days and who are donating an organ may take a paid leave of absence not exceeding 30 business days (which may be taken in one or more periods) in any 12-month period. Employees who are donating their bone marrow to another person may take a paid leave of absence not exceeding 5 business days (which may be taken in one or more periods) in any 12-month period. An additional unpaid leave of up to 30 business days in a 12-month period may be granted to an employee donating an organ.
Requests for leave must be made in writing as far in advance as possible. Employees must provide a written medical certification from their health care provider to the Chief Executive Officer that shows that they are a bone marrow or organ donor and that there is a medical necessity for the donation.
Bone Marrow and Organ Donation leave is a paid leave; however, employees are required to use up to 5 days of accrued PTO for bone marrow donation, and up to 2 weeks of accrued PTO for organ donation.
For the duration of the absence, health and life insurance benefits ordinarily provided by OCPA, and for which an employee would be otherwise eligible, will be continued for a maximum period of 12 weeks from the start of the leave. During this time, the employee will be required to contribute their portion of the premium on the same basis as would have been required during active work status, including payment of any premium for elected dependent coverages.
When ready to return to work after a Bone Marrow or Organ Donation leave, an employee’s medical care provider must provide certification to OCPA that the employee is able to safely perform all of the essential functions of their position with or without reasonable accommodation. Except as otherwise allowed by law, employees are entitled, upon return from leave, to be reinstated in the position held before the Bone Marrow or Organ Donation leave, or to be placed in a comparable position with comparable benefits, pay, and terms and conditions of employment.
Orange County Power Authority
1000 Separation of Employment
48 1000 SEPARATION OF EMPLOYMENT
1001 Resignation, Job Abandonment, Layoff, and Separation 1001.1 Types of Separation
OCPA strives to ensure a smooth transition for all employees whose employment terminates.
All separations of employees from positions in OCPA employment are designated as one of the following types:
1. Release of temporary employees;
2. Resignation;
3. Retirement;
4. Job abandonment;
5. Layoff and work reductions;
6. Involuntary separation.
1001.2 Release of Temporary Employees
A temporary employee may be separated at any time, without cause. 1001.3 Resignation
An employee who wishes to voluntarily resign their OCPA employment in good standing is asked to provide the professional courtesy of two weeks’ written notice of resignation. The notice given will be noted on the employment record and will be considered in any discussion regarding rehire or reference information. A resignation becomes final when OCPA accepts the resignation in writing. Once a resignation has been accepted, it is final and irrevocable, unless an exception is made by the CEO or their designee.
Once notice has been given, accrued and unused PTO normally may not be taken, unless an exception is granted by the CEO or their designee. A resignation can be accepted even if it is submitted less than two weeks prior to the planned resignation date. 1001.4 Retirement
An employee planning to retire may provide a written notice to the department head prior to the effective date of the retirement. A notice of retirement becomes final when the department head accepts the notice of retirement in writing. Once a notice of retirement has been accepted, it is final and irrevocable.
1001.5 Job Abandonment
An employee is deemed to have resigned from their position if he or she is absent for three consecutive scheduled work days/shifts without prior authorization and without notification during the period of the absence. The employee will be given written notice, at their address of record, of the circumstances of the job abandonment, and an opportunity to provide an explanation for the employee’s unauthorized absence.
An employee who promptly responds to OCPA’s written notice, within the timeframe set forth in the written notice, can arrange for an appointment with their supervisor before final action is taken to explain the unauthorized absence and failure of notification. An employee separated for job abandonment will be reinstated upon proof of justification for such absence, such as severe accident, severe illness, or mental or physical impairment which prevented notification. No employee separated for job abandonment has the right to a post-separation appeal.
Orange County Power Authority
1000 Separation of Employment
49 1001.6 Layoff and Work Reductions
Whenever in the judgment of the Board of Directors a reduction in personnel is necessary for economic or operational reasons, any employee may be laid off or demoted for non-disciplinary reasons.
Depending on the scope of the reduction (i.e., OCPA-wide, job classification, position), employees will be selected for layoff based on a combination of factors, including, but not necessarily limited to: past performance and productivity, qualifications, attendance, ability and willingness to work the required days and hours, and the ability to work cooperatively with others in the affected work unit.
The weight given to the above factors may vary depending upon the particular needs of the affected work unit and OCPA as a whole at the time of the layoff. Seniority shall be considered only when, in the sole discretion and opinion of the OCPA, all other factors are equal between two or more employees in the affected work unit. Seniority will be computed based on an employee’s total continuous service with OCPA. For this purpose, continuous service before and after any break in service of less than 30 days or an approved leave of absence, will be counted.
1001.7 Involuntary Separation
Involuntary separation from service means that the termination action is being initiated by the Orange County Power Authority, rather than by the employee. In general, employees who are discharged by OCPA are not eligible for rehire. However, employees who are terminated due to layoff or restructuring may be eligible for rehire or recall at OCPA’s discretion.
An employee may be separated for disciplinary reasons pursuant to the policy and procedures for dismissal in Section 1101 Causes for Discipline.
Any employee separated because of an inability to accommodate after the reasonable accommodation and interactive process is concluded will be given a written pre-separation notice of the reasons for the separation, the evidence supporting the decision to separate for non-disciplinary reasons, and an opportunity to respond before the separation takes effect. 1001.8 Payment of Final Wages
Final wages for time worked, plus any pay for eligible unused but accrued PTO (see Section 901.4), will be paid in the employee’s final paycheck, due to the employee on their last day of work if involuntarily separated or within 72 hours of their last day of work if resigned. 1001.9 Return of OCPA Property
All OCPA property in the employee’s possession must be returned prior to termination of employment, including keys, key fobs, identification cards, computer equipment, credit cards, cell phones, and any other OCPA equipment.
1001.10 Exit Interviews
Should an employee resign voluntarily, the Chief Executive Officer, or their designee, may conduct an exit interview whenever feasible. This interview allows the departing employee to communicate views on their work with OCPA and the job requirements, operations and training needs.
Orange County Power Authority
1000 Separation of Employment
50 1001.11 Job References/Verification of Employment
All reference inquiries and verifications of employment must be referred to and approved by the Chief Executive Officer or their designee. Unless the Chief Executive Officer receives a written waiver signed by the employee, OCPA will release only the employee’s dates of employment and last position held., and status of rehire eligibility. In addition, and in accordance with California State Law AB2770, OCPA Authority will disclose if an employee or past employee is not eligible for rehire due to a determination that the employee had engaged in sexual harassment.
Employee authorization is required before releasing salary information to financial institutions. It is our policy that only the Chief Executive Officer, or their designee, is authorized to respond to requests for employee references and verification of employment from financial institutions, etc.
No other supervisor or employee is authorized to provide references for current or former employees. If such a request is received, the information request should be forwarded to a supervisor or the Chief Executive Officer’s designee.
Orange County Power Authority
1100 Discipline
51 1100 DISCIPLINE
OCPA expects each employee to demonstrate integrity and contribute to the quality and reliability of OCPA’s services within the scope of their job responsibilities. Not only will this promote efficiency and productivity, but it will also create a pleasant and cooperative work environment. The statement of unacceptable conduct contained in Section 801 does not alter OCPA's policy that all positions are at-will. Employees and the Orange County Power Authority each remain free to terminate the employment relationship at any time, with or without reason or advance notice.
1101 Causes for Discipline
Employees are expected to conduct themselves with reasonable and proper regard for the welfare and rights of all employees, for the best interests of the organization, and to perform their duties competently. Any employee who fails to adhere to OCPA’s Professional Business Conduct and Ethics as outlined in Section 801, or whose performance is unsatisfactory, may be subject to discipline, up to and including termination. 1101.1 Progressive Discipline
At all times, OCPA expects employees to perform to the best of their abilities and to conduct themselves appropriately. If an employee performs at an unsatisfactory level, violates a policy, or commits inappropriate acts, he or she will be subject to discipline.
Because all employees at the Orange County Power Authority are at-will employees, the employee or OCPA may terminate the employment relationship at any time, with or without cause, and with or without notice. However, OCPA, at its discretion, may also administer a progressive discipline system. Progressive discipline is not mandatory, and OCPA reserves the right to deviate from any order or form of progressive discipline. Progressive discipline is also inapplicable to staff reductions and layoffs.
1102 Problem Resolution and Complaint Procedure
At some time, employees may have a concern or question about the job, working conditions, or the treatment they may have received. Good‐faith complaints and questions are of concern to OCPA and will be addressed to the extent practicable.
Employees are asked to take concerns first to their immediate supervisor, and then to the Chief Executive Officer or their designee, if the supervisor is unable to resolve the conflict.
This procedure, which OCPA believes is mutually beneficial, cannot result in every problem being resolved to the satisfaction of the complainant. However, employee input is valued and all employees should feel free to raise issues of concern, in good faith, without the fear of retaliation.
Orange County Power Authority
1200 Miscellaneous Policies
52 1200 MISCELLANEOUS POLICIES
1201 Personnel Files
1201.1 Confidential Personnel Files
OCPA maintains a personnel file for each employee. Files are kept for at least three years after separation of employment. A personnel file will contain only material that OCPA deems necessary and relevant or that is required by law. Personnel files are the property of OCPA, and access to the information they contain is restricted to protect employee privacy interests. 1201.2 Notification of Changes
Each employee is responsible to promptly notify OCPA of any changes in their contact and benefits information, including: mailing address; telephone number; persons to contact in an emergency; and number and names of dependents.
1201.3 Access to Applicant or Employee Medical Information All medical information about an employee or applicant is kept in separate medical files and is treated as confidential. Access to employee or applicant medical information shall be strictly limited to only those with a legitimate need to have such information for Authority business reasons, or if access is required by law, subpoena or court order. In the case of an employee with a disability, managers and supervisors may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations. 1201.4 Employee Access to Personnel File
Inspection of File: A current employee may inspect their own personnel file at reasonable times and at reasonable intervals, within 30 days of a written request. A former employee is entitled to inspect their personnel records one time per year. A current or former employee and/or their representative who wishes to review their personnel file should make a written request to the Chief Executive Officer. The inspection must occur in the presence of the Chief Executive Officer or their designee and: (1) at a location where the employee works and at a time other than the employee’s work time; or (2) at another agreed upon location without loss of compensation to the employee.
Copies: A current or former employee is entitled to receive a copy of their personnel records within 30 days after the employer receives a written request. A current or former employee who wishes to receive such a copy should contact the Chief Executive Officer in writing. OCPA may charge a fee for the actual cost of copying.
Representative’s Inspection: If the current or former employee wishes to have another person/representative inspect their personnel file, he or she must provide the person/representative with written authorization. The Chief Executive Officer will notify the employee and/or representative of the date, time, and place of the inspection in writing.
No Removal of File Documents: No person inspecting a personnel file is permitted to add or remove any document or other item to/from the personnel file.
Orange County Power Authority
1200 Miscellaneous Policies
53 1201.5 Limitations on Access or Copying of Personnel File Prior to making a copy of personnel records or allowing inspection, OCPA may redact the names of nonsupervisory employees. Under no circumstances will OCPA provide access or copying of the following categories of personnel file documents: records relating to the investigation of a possible criminal offense; letters of reference; ratings, reports, or records that were obtained prior to employment, prepared by identifiable examination committee members, or obtained in connection with a promotional examination.
1202 Limitations on Outside Employment
1202.1 Outside Employment Restrictions
Employees are permitted to engage in outside employment subject to the following restrictions:
a) Any outside employment is secondary to the OCPA employment and shall not interfere with proper performance of OCPA employment. Employees are to report to work on time and ready to work. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel, or refusal to work overtime or different hours. If outside employment causes or contributes to job related problems at OCPA, then the employee will be asked to discontinue outside employment and may be subject to disciplinary action, up to and including termination. b) Employees shall not be permitted to use OCPA paid time off to perform work for another employer.
c) Employees shall not accept pay or other compensation from anyone for work done during time for which he or she is reimbursed by the OCPA. d) Employees are prohibited from working for any contractor or company that has a contract with the OCPA, during the period of contracted services for the OCPA. e) Employees shall not solicit or conduct outside employment during work time or that requires the use of OCPA equipment, facilities, confidential information or materials. 1203 Limitations on Political Activity
1203.1 No Targeted Solicitation of OCPA Officers or Employees Members of the Board and employees of OCPA may not directly or indirectly solicit political contributions from other employees or Board members unless the solicitation is part of a solicitation made to a significant segment of the public which may incidentally include members of the Board and employees of OCPA.
1203.2 No Political Activity on OCPA Property or During Work Hours OCPA employees and officials are prohibited from engaging in political activity during working hours or on OCPA property.
1204 Prohibitions on Drugs and Alcohol in the Workplace 1204.1 Purpose and Scope
The purpose of this Policy is to promote a drug and alcohol-free workplace and to eliminate drug and alcohol-related inefficiencies and risks. This Policy applies to all OCPA employees, whether they are on OCPA property, or they are performing OCPA-related business elsewhere, except as this Policy is superseded by federally mandated drug and alcohol policies. Compliance with Orange County Power Authority
1200 Miscellaneous Policies
54 this Policy is a condition of employment. Disciplinary action will be taken against those who violate this Policy.
1204.2 Drug- and Alcohol-Free Awareness Program
OCPA’s employee assistance provider offers counseling and treatment of drug- or alcohol-related problems. The employee assistance provider has information about: (a) the dangers of drug or alcohol abuse in the workplace; (b) the penalties that may be imposed for drug or alcohol abuse violations; (c) OCPA’s Policy of maintaining a drug- and alcohol-free workplace; and (d) any available drug or alcohol counseling, rehabilitation or employee assistance programs.
1204.3 Prohibited Conduct
The following are prohibited conduct:
(a) The manufacture, distribution, sale, dispensation, possession, or use of any controlled substance, narcotic (including marijuana), or prescription drug that has not been lawfully prescribed to the employee in either OCPA workplaces or wherever OCPA business is performed.
(b) Working or being subject to call in if impaired by alcohol or any controlled substance, narcotic (including marijuana), or prescription drug that has not been lawfully prescribed to the employee.
(c) An employee’s failure to notify their department head before beginning work when taking medications or drugs, including but not limited to: prescription drugs, over the counter medications, marijuana, or illegal drugs or narcotics which could interfere with the safe and effective performance of duties.
(d) An employee’s failure to notify the Chief Executive Officer or their designee of any criminal conviction for a drug violation that occurred in the workplace within five days after such conviction.
(e) An employee’s criminal conviction for a drug violation that occurred in the workplace. 1205 Use of OCPA Equipment or Resources
1205.1 Policy and Applicability
OCPA equipment and resources may only be used to conduct OCPA business, except for incidental personal use that is consistent with this Policy. As a result, OCPA equipment and resources are non-public forums. Every employee is required to adhere to this Policy. 1205.2 Authority Equipment or Resources
OCPA equipment or resources means any OCPA-owned or supplied item or resource, including, but not limited to: intellectual property (e.g., photographs, plans, drawings, formulas, customer lists, designs, formulas), vehicles, telephones, cell phones, pagers, tools, machines, supplies, copy machines, facsimile machines, desks, office equipment, computers (including hardware and software), file cabinets, lockers, Wi-Fi, internet, intranet, OCPA’s network, data systems, routers, voice mail, servers, and email or voice mail communications stored in or transmitted through OCPA electronic resources or equipment.
Orange County Power Authority
1200 Miscellaneous Policies
55 1205.3 No Expectation of Privacy
OCPA periodically and without prior notice, monitors, reviews, accesses, or retrieves data from its equipment or resources, including electronic communications and content contained in or transmitted through its networks or electronic resources. Employees must provide OCPA with their usernames or passwords for any OCPA-issued equipment or resource. The existence of passwords or the attempted deletion of electronic files by an employee does not restrict OCPA’s access. As a result, employees should have no expectation of privacy in their use of any OCPA equipment or resources.
1205.4 Appropriate Use Only – No Misuse
Employees may only use OCPA equipment or resources in compliance with this Policy.
Employees are expected to avoid any use or communication which is unrelated to OCPA business, or that is destructive, wasteful, or illegal. OCPA has discretion to restrict or rescind employee access to OCPA equipment or resources. The following are examples of misuse of equipment or resources:
(a) Any use that violates applicable law and/or OCPA policies, rules or procedures; (b) Exposing others to material which is offensive, harassing, obscene or in poor taste. This includes information which could create an intimidating, offensive or hostile work environment;
(c) Any use that may create or further a hostile attitude or give offense on the basis of race, color, religion, sex, gender, gender expression, gender identity, national origin, ancestry, citizenship, age, marital status, physical or mental disability, medical condition, genetic information, sexual orientation, veteran status or any other basis protected by law; (d) Communication of confidential information to unauthorized individuals within or outside of OCPA;
(e) Unauthorized attempts to access or use OCPA data or break into any OCPA or non-OCPA system using OCPA-owned equipment; (f) Theft or unauthorized transmission or copying of paper or electronic files or data; (g) Initiating or sustaining chain/spam letters, e-mail or other unauthorized mass communication;
(h) Misrepresentation of one’s identity for improper or illegal purposes; (i) Personal commercial or business activities (e.g., “for sale” notices, personal ads, etc.); (j) Transmitting/accessing obscene material and/or pornography; (k) E-Commerce;
(l) Online gambling;
(m)Installing or downloading unauthorized software or equipment; Orange County Power Authority
1200 Miscellaneous Policies
56 (n) Violating terms of software licensing agreements; and (o) Using OCPA equipment or resources to access and/or use dating web resources, personal social media, or games of any type.
(p) Any unauthorized access to OCPA equipment or resources, including using keys or key cards, using or disclosing the username or password of another person or employee to gain access to their email or other electronic resources, or making OCPA equipment or resources available to others who would otherwise have no authorized access. (q) Using OCPA equipment or resources to speak on OCPA’s behalf without authorization. 1205.5 Authority Email Address Must be Used for Authority Business OCPA’s email system is an official communication tool for Authority business. OCPA establishes and assigns official email addresses to each employee as OCPA deems necessary.
Employees must send all OCPA communications that are sent via email to and from their official Authority email address. Employees are prohibited from using their private email address (e.g., Gmail, Yahoo, MSN/Hotmail, etc.) when communicating OCPA business via email. Should an email related to OCPA business be sent to an employee’s personal email account, the email should be immediately forwarded to the employee’s OCPA email account and responded to accordingly.
1205.6 Incidental Use of OCPA Communications Equipment Permitted Employees may use OCPA telephones, cell phones, internet access, and e-mail for incidental personal communications provided that the use:
(a) Is kept to a minimum and limited to break times or non-working hours; (b) Does not interfere or conflict with OCPA operations or the work performance of any Authority employees;
(c) Allows the employee to more efficiently perform OCPA work; (d) Is not abusive, illegal, inappropriate, or prohibited by this Policy (for example, no social media use, no electronic dating, no gaming); and
(e) Clearly indicates it is for personal use and does not indicate or imply OCPA sponsorship or endorsement.
1206 Policy Against Violence in the Workplace – Zero Tolerance Policy
OCPA recognizes that workplace violence is a concern among employers and employees across the country. OCPA is committed to providing a safe, violence-free workplace. In this regard, OCPA strictly prohibits employees, consultants, customers, visitors, or anyone else on OCPA premises or engaging in OCPA-related activity from behaving in a violent or threatening manner. Moreover, OCPA seeks to prevent workplace violence before it begins and reserves the right to address certain behaviors, even in the absence of violent behavior.
Orange County Power Authority
1200 Miscellaneous Policies
57 OCPA believes that prevention of workplace violence begins with recognition and awareness of potential early warning signs and has established procedures for responding to any situation that presents the possibility of violence.
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the worksite, ranging from threats and verbal abuse to physical assaults and even homicide, that can affect and involve employees, clients, customers and visitors. If any employee observes or becomes aware of any of any workplace violence related actions or behavior by an employee, customer, consultant, visitor, or anyone else, he or she should notify the Chief Executive Officer or their designee immediately. Further, employees should notify the Chief Executive Officer or their designee if any restraining order is in effect, or if a potentially violent non-work-related situation exists that could result in violence in the workplace.
All reports of workplace violence will be taken seriously and will be investigated promptly and thoroughly. In appropriate circumstances, OCPA will inform the reporting individual of the results of the investigation. To the extent possible, OCPA will maintain the confidentiality of the reporting employee and of the investigation. OCPA may, however, need to disclose results in appropriate circumstances, for example, in order to protect individual safety. OCPA will not tolerate retaliation against any employee who reports workplace violence.
If OCPA determines that workplace violence in violation of this policy has occurred, then OCPA will take appropriate corrective action and will impose discipline on offending employees. The appropriate discipline will depend on the particular facts but may include written or oral warnings, probation, reassignment of responsibilities, suspension, or termination. If the violent behavior is that of a non-employee, OCPA will take appropriate corrective action in an attempt to ensure that such behavior is not repeated.
1207 Appearance Standards
1207.1 Basis for Standards
Appearance standards are highly personal and implicate a variety of laws and constitutional standards. OCPA recognizes a relationship between the type of work performed, workplace safety, level of public contact and personal expression, and seeks to strike a reasonable balance.
These appearance standards are designed to promote OCPA’s legitimate and non-discriminatory goals to promote workplace safety and a professional image that is consistent with the employee’s job duties and level of public contact. 1207.2 Dress Code
Employees are required to dress appropriately for the jobs they are performing, and clothing should be neat and clean in appearance. Clothing should be free of slogans, pictures, or words that may be offensive or inappropriate.
Visible tattoos may not contain offensive or inappropriate images, words, or other matter and must be free from images or words that are obscene, sexually explicit or offensive, discriminatory as to sex, race, religion, national origin, extremist, and/or gang-related.
Orange County Power Authority
Receipt and Acknowledgement of Policies
58 Receipt and Acknowledgement of Policies
The Orange County Power Authority requires that each employee sign a statement of receipt acknowledging that he or she has received a copy, or has been provided access to these Policies.
Your signature below acknowledges you have received a copy, or have been given access to the Orange County Power Authority’s Policies. It also acknowledges your understanding that you are responsible for reading and becoming familiar with the contents of these Policies and any subsequent revisions to these Policies.
I understand and agree that it is my responsibility to read and familiarize myself with the Policies and procedures contained in this document.
I further understand that my employment is at-will, and neither OCPA nor I have entered into a contract regarding the duration of my employment. I am free to terminate my employment with OCPA at any time, with or without cause. Likewise, OCPA has the right to terminate my employment with or without cause, at the discretion of OCPA. No employee of OCPA can enter into an employment contract for a specified period of time or make any agreement contrary to this Policy without the written approval from the Chief Executive Officer.
I acknowledge that OCPA reserves the right to revise, modify, delete or add to any and all policies, procedures, work rules or benefits stated in this document or in any other document, except for the Policy of At‐will Employment. I further understand that any written changes to these Personnel Policies will be distributed to all employees so that I will be aware of any new policies or procedures. I understand that no oral statements or representations can in any way change or alter the provisions of this document.
I further acknowledge receipt of OCPA’s anti-harassment and discrimination policy set forth in these Policies, and I certify that I have read it, understand it, and agree to comply with its terms and conditions.
I understand that any violation of the policy may result in serious disciplinary action, including immediate termination.
Employee’s Printed Name: Position:
Employee’s Signature: Date:
A business of Marsh McLennan
welcome to brighter
Community Choice Aggregator (CCA)
2023 Custom Compensation
Survey Results
Prepared for Orange County Power Authority
January 2024
Enclosed is the 2023 CCA Custom Compensation
Survey. This custom survey provides data on the
current compensation and benefits in positions among
selected community choice aggregator organizations.
The survey also provides market perspective data for
General Industry, the Utilities/Energy Industry, and the Public Sector.
Thank you for your participation. If you have any
questions, please contact Joe Ziomek or Phil Wagner.
Joe Ziomek ([email protected])
Philip Wagner ([email protected])
1 About Mercer
Mercer delivers advice and technology-driven solutions
that help organizations meet the health, wealth and
career needs of a changing workforce. Whether it’s
helping companies prepare for the future of work,
designing affordable, accessible health outcomes or
helping to enable financial security for life, Mercer is making a difference in the lives of more than 115 million people every day, through three lines of business:
Health—delivering innovative solutions that address the health and wellness needs of our clients and their
employees; Wealth— driving better outcomes for our
clients, for people and for society; and Career—helping organizations design and execute sophisticated
workforce strategies.
Mercer has 25,000+ colleagues located in 170+ offices
globally serving Clients in 130 countries.
CCA Custom
Compensation Survey
Table of Contents
2 Section 1: Survey Information 3
Participants 4
Positions Covered 5
Key Methodology Notes 6
Section 2: Market Data Report 7
Section 3: Orange County Power Authority Compensation Comparison Summary 16 Summary and Key Takeaways: Full Organization 17
Overall Positioning Summary 18
Overall Positioning Summary by Market Perspective 19
Market Ratio Comparison by Role 20
Median Deviation Summary by Employee 24
Section 4: Benefits Valuation Analysis 25
Comparison to CCA Peer Group 26
Comparison to General Industry 50
Comparison to Utilities / Energy Industry 76
Comparison to Public Sector 102
Appendix: Detailed Methodology 127
Copyright © 2023 Mercer (US) LLC. All rights reserved.
Survey Information
3 • Participant List
• Job List
• Key Methodology Notes (full methodology detail is in appendix) 4 Survey Information
Participants
5 1. Chief Executive Officer
2. Chief Financial Officer
3. Chief Operations Officer
4. General Counsel
5. Chief Administration Officer
28. Chief Communications
Officer
21. Director
39. Manager
22. Senior Professional –
(Board Clerk / Executive
Assistant)
23. Intermediate Professional –
(Administrative Assistant)
31. Entry Professional
Executive
Customer Service / Care
18. Director
38. Manager
19. Intermediate Professional
20. Entry Professional
Regulatory Affairs
11. Director
37. Manager
12. Attorney
13. Senior Professional
Power
6. Director
7. Manager
8. Expert Professional
9. Senior Professional
10. Intermediate Professional
Marketing / Program Management
14. Director
15. Manager
29. Expert Professional
30. Senior Professional
16. Intermediate Professional
17.Entry Professional
HR / Administration
32. Director
24. Manager
25. Senior Professional
33. Intermediate Professional
34. Entry Professional
Technology / Data
26. Director
35. Manager
36. Senior Professional
27. Intermediate Professional
Finance
The 2023 custom survey covers 39 roles across 8 job families *Jobs in bold are new additions from the previous study • Mercer has gathered compensation and benefits data from four market perspectives:
1. A custom analysis of data provided by the seven participating CCAs
2. General industry data from Mercer published survey sources
3. Energy/utilities industry data from Mercer published survey sources
4. Public sector data from Mercer published survey sources • Additional compensation benchmarking notes:
– Executive roles are scoped by the four industries noted above, by size (0.5x – 2.0x revenue) and by geography – Non-executive roles are scoped by industry and geography (no size) – The report includes market data for base salary and total cash compensation (TCC = base salary plus short-term incentives)
– Date is effective July 1, 2024
• This report draft also includes a BVA (benefits valuation analysis) comparison to all four market perspectives All market compensation data in this report has been customized for the report participant according to the above-described scoping (i.e. the market data will differ between each participant’s report due to size and geography variation)
6 Survey Information
Key Methodology Notes
Copyright © 2023 Mercer (US) LLC. All rights reserved.
Compensation Market Data
• This section contains market compensation data, by job, for the following elements:
• Number of survey observations
• Median Short-term Incentive (“STI”) eligibility
• Base Salary 25th, 50th and 75th percentiles
• Total Cash Compensation 25th, 50th and 75th percentiles • These data points are provided for all 39 survey jobs and all four perspectives, where available • In some cases, insufficient data are available for a specific job or perspective • For the custom CCA perspective, three (3) data points are required to show average/mean; four (4) data points are required to show median; five (5) are required to show 25th and 75th percentiles • For the published survey perspectives, two additional data points are required for each comparison 7 Compensation Market Data: Executive
8 All values shown in $’000s
CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th Chief Executive Officer 7 7 $371.2 $404.8 $410.1 $443.1 $371.2 $406.3 $410.1 $443.1 Chief Financial Officer 5 5 $305.2 $329.0 $312.8 $317.5 $305.2 $331.0 $312.8 $317.5 Chief Operations Officer 6 6 $324.8 $346.8 $335.0 $349.4 $324.8 $359.0 $341.9 $389.8 General Counsel 1 1 - - - - - - - -
Chief Administration Officer 1 1 - - - - - - - -
Chief Communications Officer 1 1 - - - - - - - -
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Chief Executive Officer 49 $578.9 $674.9 $838.9 61.0% $578.9 $810.5 $992.1 8 $453.9 $534.9 $639.9 25.0% $453.9 $624.6 $836.9 16 $460.2 $653.6 $791.3 13.0% $460.2 $674.5 $1,005.6 Chief Financial Officer 72 $347.4 $434.9 $506.6 71.0% $376.7 $472.9 $578.5 11 $324.3 $368.6 $459.3 36.0% $330.5 $421.6 $476.1 21 $291.6 $405.4 $545.1 10.0% $291.6 $405.4 $573.5 Chief Operations Officer 41 $383.9 $445.8 $518.7 68.0% $390.7 $465.6 $587.3 5 - $393.4 - 20.0% - $393.4 - 7 $345.6 $357.5 $498.0 57.0% $345.6 $357.5 $590.2 General Counsel 23 $325.1 $411.0 $509.5 83.0% $347.4 $421.2 $633.3 7 $320.6 $364.2 $402.6 57.0% $341.2 $398.4 $562.3 8 $357.6 $431.9 $577.8 - $381.1 $486.0 $577.8 Chief Administration Officer 7 $269.4 $296.0 $344.5 71.0% $295.3 $343.1 $585.7 7 $296.8 $368.7 $481.4 71.0% $299.1 $664.7 $842.5 5 - $395.6 - 60.0% - $395.6 - Chief Communications Officer 16 $200.4 $223.9 $256.8 81.0% $242.0 $268.8 $345.7 5 - $258.8 - 60.0% - $320.7 - 6 - $350.5 - 17.0% - $350.5 - Compensation Market Data: Customer Service / Care
9 All values shown in $’000s
CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Customer Service / Care Director 1,141 $142.6 $171.6 $201.5 81.0% $150.5 $183.3 $227.1 26 $181.5 $191.3 $217.0 50.0% $185.8 $198.3 $226.9 76 - $101.8 - - - $101.8 - Customer Service / Care Manager 2,948 $99.3 $120.1 $145.5 71.0% $103.3 $127.8 $157.8 151 $129.1 $141.6 $161.8 97.0% $149.7 $164.2 $191.5 76 - $84.8 - - - $84.8 - Customer Service / Care
Intermediate Professional 8,802 $81.9 $97.3 $114.1 50.0% $88.8 $105.7 $132.6 454 $96.1 $117.1 $145.1 66.0% $101.4 $123.9 $151.2 8 - - - - - - - Customer Service / Care Entry
Professional 1,760 $69.2 $79.5 $94.1 59.0% $73.0 $82.3 $101.8 52 $70.4 $79.4 $100.6 87.0% $72.6 $85.9 $106.6 - - - - - - - - CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th Customer Service / Care Director 3 4 - $200.1 - - - $203.5 - - Customer Service / Care Manager 1 1 - - - - - - - -
Customer Service / Care
Intermediate Professional 4 5 - $113.7 $115.5 - - $113.7 $115.5 - Customer Service / Care Entry
Professional 2 2 - - - - - - - -
Compensation Market Data: Finance
10 All values shown in $’000s
CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Finance Director 2,979 $163.3 $185.9 $210.8 69.0% $169.4 $196.7 $228.2 348 $196.5 $215.6 $241.5 91.0% $212.6 $250.3 $296.1 91 $175.2 $189.4 $202.2 2.0% $175.2 $189.4 $202.2 Finance Manager 2,979 $142.0 $161.7 $183.3 69.0% $147.3 $171.1 $198.5 444 $155.3 $174.5 $201.1 89.0% $164.7 $200.2 $237.7 556 $131.7 $151.0 $174.3 9.0% $131.7 $151.0 $175.8 Finance Senior Professional 2,640 $108.4 $120.8 $137.6 54.0% $110.5 $123.4 $142.0 944 $110.1 $119.8 $133.3 83.0% $117.3 $129.2 $145.3 1,251 $94.4 $106.1 $115.4 15.0% $94.4 $106.4 $115.9 Finance Intermediate Professional 2,834 $83.4 $93.9 $104.9 42.0% $84.0 $95.2 $106.9 487 $87.2 $94.6 $103.0 77.0% $92.0 $100.7 $109.8 1,267 $79.9 $88.0 $98.2 8.0% $79.9 $88.3 $98.4 CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th Finance Director 3 3 - $206.4 - - - $209.8 - -
Finance Manager 3 3 - $161.8 - - - $167.3 - -
Finance Senior Professional 4 7 - $177.9 $150.5 - - $177.9 $150.5 - Finance Intermediate Professional 5 7 $96.5 $102.5 $104.5 $107.6 $96.5 $104.3 $104.5 $107.9 Compensation Market Data: HR / Administration
11 All values shown in $’000s
CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th HR / Administration Director 5 5 $189.7 $207.5 $213.9 $229.8 $213.9 $215.0 $217.5 $229.8 HR / Administration Manager 2 3 - - - - - - - -
HR / Administration Senior
Professional 4 7 - $119.1 $118.0 - - $121.9 $118.0 -
HR / Administration Intermediate
Professional 4 7 - $83.5 $80.6 - - $85.0 $83.8 -
HR / Administration Entry
Professional 4 6 - $69.7 $69.2 - - $70.4 $70.8 -
CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th HR / Administration Director 2,524 $172.0 $194.6 $222.1 77.0% $181.2 $210.9 $251.3 253 $182.8 $212.2 $239.6 82.0% $196.4 $246.8 $301.9 59 $146.0 $190.9 $215.9 34.0% $146.0 $197.1 $218.0 HR / Administration Manager 4,345 $131.3 $150.4 $171.4 72.0% $135.8 $159.0 $186.1 358 $136.6 $161.3 $183.1 88.0% $145.2 $179.7 $214.2 128 $119.2 $141.3 $159.6 11.0% $119.2 $141.3 $159.6 HR / Administration Senior
Professional 4,399 $98.0 $113.0 $129.4 - $98.9 $114.7 $133.5 237 $95.8 $108.2 $117.2 83.0% $98.0 $114.0 $126.4 758 $85.4 $95.4 $115.9 - $85.4 $95.4 $116.1 HR / Administration Intermediate
Professional 6,056 $83.0 $95.1 $109.8 - $83.5 $96.3 $112.3 340 $84.0 $95.2 $106.1 67.0% $85.4 $98.8 $111.3 407 $67.6 $77.2 $88.3 - $67.6 $77.2 $88.9 HR / Administration Entry
Professional 6,574 $64.1 $78.4 $94.9 39.0% $64.1 $79.6 $96.8 295 $66.9 $75.2 $89.8 73.0% $69.2 $79.0 $94.0 1,443 $53.9 $63.3 $74.8 1.00% $53.9 $63.3 $74.8 Compensation Market Data: Marketing / Program Management 12 All values shown in $’000s
CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Marketing / Program Management
Director 7,625 $184.3 $209.2 $236.8 71.0% $195.4 $230.0 $266.6 299 $194.6 $212.6 $239.5 74.0% $211.8 $239.5 $278.8 55 $177.4 $194.2 $204.8 - $177.4 $196.4 $219.7 Marketing / Program Management
Manager 8,571 $146.2 $170.0 $195.7 67.0% $154.8 $181.5 $210.8 500 $162.6 $186.6 $205.8 84.0% $177.7 $212.1 $238.0 723 $104.6 $151.7 $195.8 1.0% $104.6 $151.7 $195.8 Marketing / Program Management
Expert Professional 26,382 $145.0 $161.7 $183.2 62.0% $151.1 $170.2 $194.0 1,509 $143.7 $159.2 $172.7 74.0% $154.7 $174.4 $195.7 781 $132.2 $154.7 $174.9 8.0% $132.2 $154.7 $174.9 Marketing / Program Management
Senior Professional 28,582 $114.4 $129.7 $149.7 59.0% $117.8 $135.3 $157.7 1,125 $119.8 $134.9 $150.0 75.0% $126.0 $145.3 $166.3 781 $114.9 $134.5 $152.0 8.0% $115.0 $134.5 $152.0 Marketing / Program Management
Intermediate Professional 18,526 $88.9 $102.0 $117.8 52.0% $90.7 $104.7 $122.0 465 $94.4 $111.4 $126.7 64.0% $97.7 $116.1 $135.2 1,148 $68.9 $87.4 $103.6 3.0% $68.9 $87.4 $103.6 Marketing / Program Management
Entry Professional 6,886 $74.7 $86.4 $101.0 44.0% $75.9 $88.0 $104.2 331 $91.0 $98.7 $113.5 58.0% $92.3 $107.2 $124.1 402 $57.4 $62.9 $75.5 2.0% $57.4 $62.9 $75.5 CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th Marketing / Program Management
Director 7 13 $203.8 $212.5 $217.7 $227.1 $203.8 $216.6 $217.7 $232.1 Marketing / Program Management
Manager 5 17 $156.7 $161.6 $158.6 $168.6 $156.7 $167.1 $158.6 $168.6 Marketing / Program Management
Expert Professional 2 3 - - - - - - - -
Marketing / Program Management
Senior Professional 5 17 $141.1 $149.4 $153.3 $170.8 $141.1 $151.7 $164.7 $170.8 Marketing / Program Management
Intermediate Professional 6 12 $99.3 $107.3 $104.5 $109.8 $99.3 $108.5 $107.0 $112.6 Marketing / Program Management
Entry Professional 5 16 $76.8 $81.4 $81.4 $86.9 $81.0 $82.2 $81.4 $86.9 Compensation Market Data: Power
13 All values shown in $’000s
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Power Director / Executive - - - - - - - - 6 - $393.4 - 83.0% - $445.3 - - - - - - - - - Power Manager - - - - - - - - 70 $153.6 $167.0 $180.4 86.0% $165.2 $176.1 $195.2 - - - - - - - - Power Expert Professional - - - - - - - - 38 - $136.4 - - - $158.5 - - - - - - - - - Power Senior Professional - - - - - - - - 113 $109.1 $119.4 $129.2 96.0% $118.6 $126.2 $139.2 - - - - - - - - Power Intermediate Professional - - - - - - - - 43 - $94.4 - - - $101.6 - - - - - - - - - CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
N/A N/A
CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th Power Director / Executive 5 5 $272.4 $310.3 $320.9 $326.5 $279.7 $320.1 $320.9 $336.8 Power Manager 5 11 $201.3 $218.5 $221.6 $236.1 $221.6 $224.6 $221.7 $246.2 Power Expert Professional 1 1 - - - - - - - -
Power Senior Professional 4 14 - $178.7 $176.3 - - $183.3 $185.5 - Power Intermediate Professional 5 12 $116.5 $134.8 $139.2 $147.7 $116.5 $134.8 $139.2 $147.7 Compensation Market Data: Regulatory Affairs
14 All values shown in $’000s
CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Regulatory Affairs Director 1,186 $197.4 $221.7 $243.2 93.0% $221.3 $258.0 $297.6 129 $200.0 $221.2 $235.2 95.0% $221.1 $272.5 $298.2 26 $201.7 $219.8 $228.3 23.0% $201.7 $219.8 $228.3 Regulatory Affairs Manager 1,345 $145.8 $171.1 $195.2 - $154.5 $189.6 $229.0 194 $164.0 $188.6 $209.6 86.0% $176.5 $218.0 $251.5 23 $119.0 $159.9 $174.9 - $119.0 $159.9 $186.6 Regulatory Affairs Attorney 1,060 $190.6 $219.7 $266.7 67.0% $196.0 $236.5 $311.3 161 $223.2 $259.3 $296.7 93.0% $254.0 $338.6 $391.7 130 $171.8 $211.2 $247.6 12.0% $171.8 $211.4 $247.6 Regulatory Affairs Senior
Professional 2,868 $111.2 $125.3 $143.2 80.0% $117.0 $133.8 $153.6 404 $113.8 $123.4 $134.6 86.0% $122.2 $134.6 $147.5 63 - $123.8 - - - $123.8 - CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th Regulatory Affairs Director 5 8 $208.0 $220.3 $209.9 $236.0 $209.9 $225.1 $221.5 $240.1 Regulatory Affairs Manager 3 4 - $158.6 - - - $158.6 - - Regulatory Affairs Attorney - 0 - - - - - - - -
Regulatory Affairs Senior
Professional 6 12 $125.1 $138.1 $136.2 $149.6 $125.1 $141.7 $136.2 $157.1 Compensation Market Data: Technology / Data
15 All values shown in $’000s
General Industry Utilities / Energy Public Sector
- Base Salary STI Elig % TCC Base Salary STI Elig % TCC Base Salary STI Elg % TCC Job Title Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Obs 25th 50th 75th 50th 25th 50th 75th Technology / Data Director 6,322 $196.3 $220.4 $246.7 82.0% $209.7 $244.5 $283.4 360 $191.2 $215.6 $246.5 84.0% $215.6 $254.4 $295.9 337 $164.1 $190.7 $222.1 15.0% $164.2 $190.9 $226.0 Technology / Data Manager 9,163 $163.9 $185.0 $208.3 74.0% $172.4 $199.0 $230.3 506 $167.6 $185.8 $205.6 90.0% $179.0 $208.3 $236.7 605 $155.9 $181.8 $206.1 13.0% $155.9 $182.3 $208.6 Technology / Data Senior
Professional 6,068 $121.5 $138.0 $159.6 66.0% $123.7 $143.5 $166.9 450 $118.6 $129.9 $145.8 88.0% $127.4 $141.2 $155.1 1,001 $117.4 $130.6 $150.9 20.0% $117.4 $130.7 $151.2 Technology / Data Intermediate
Professional 3,922 $93.1 $107.3 $124.1 55.0% $94.3 $109.7 $128.8 267 $95.6 $104.9 $117.5 83.0% $101.2 $112.4 $124.7 544 $81.4 $95.3 $112.4 19.0% $81.4 $95.4 $113.3 Technology / Data Entry
Professional 1,382 $80.2 $90.2 $100.6 55.0% $80.9 $91.4 $103.6 105 $83.8 $89.3 $98.2 68.0% $83.8 $92.4 $100.6 167 $69.6 $91.2 $97.7 28.0% $69.6 $91.2 $97.7 CCA Perspective
- Base Salary TCC
Job Title CCA Obs* 25th Avg. 50th 75th 25th Avg. 50th 75th Technology / Data Director 4 4 - $232.6 $234.1 - - $237.1 $243.0 - Technology / Data Manager 1 1 - - - - - - - -
Technology / Data Senior
Professional 5 9 $161.2 $157.9 $165.8 $166.3 $165.8 $160.6 $166.3 $174.7 Technology / Data Intermediate
Professional 4 9 - $135.1 $133.7 - - $137.3 $138.0 -
Technology / Data Entry
Professional 3 5 - $101.9 - - - $102.3 - -
CCA: Number of CCA’s reporting. Obs: Number of CCA observations / employees reported.
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Comparison
• In this section, we have provided a gap analysis between your organization’s pay and the market data provided in the prior section
• The market data in this section is customized not only to your organization’s size/location, but also to each incumbent’s role
• In your submission, you were given an option to identify that an individual’s role was scoped slightly lower or higher than the market definition. The data in this section reflects those elections 16 17
Overall Summary: OCPA’s Positioning vs. CCAs
In aggregate, OCPA’s pay is slightly below the CCA perspective market 25%ile. There is variation by job family, job and individual employee; this variation may be appropriate based on individual experience, qualifications or performance
Additional Observations
• Base Salary: Overall, OCPA is 15-20% below market median for the three supplemental perspectives (general industry, utilities/energy and public sector). However, this aggregate positioning is driven disproportionately by below-market executive pay. • Total Cash Compensation: When incorporating market values for short-term incentives, OCPA’s pay is positioned less competitively against market, particularly against the general industry and utilities/energy perspectives
• Benefits: OCPA’s total benefits package is slightly below the CCA peer group median as well as the public sector perspective, but aligned with median of utilities/energy and above median against general industry. The value of OCPA’s retirement package is particularly strong, while other areas are below market.
Benchmarking Assessment
Summary and Key Takeaways: Full Organization
Base Base TCC
ALL
n = 15 employees
Executive
n = 2
HR/Administration
n = 2
Mktg/Prog. Mgmt
n = 3
Technology/Data
n = 2
Power
n = 0
Regulatory Affairs
n = 3
Finance
n = 2
Customer Service/Care
n = 1
Base TCC Base TCC
CCA Perspective General Industry Utilities/Energy Public Sector Job Family CCA Comparison: Below Market
Overall positioning is just slightly
below the +/- 10% range (89% of
CCA market on base salary)
General Industry: At Market
Except Executives
Most families positioned
competitively, with aggregate
positioning largely driven by below-market positioning for executives Utilities/Energy: Below Market
Most families below market on base
and TCC
Public Sector: At/Above Market
Except Executives
Most families at/above market.
Aggregate positioning again driven
by below-market positioning for
executives
Below market At market Above market
Overall Positioning Summary
Executive Summary / Gap Analysis
TCC
Number of employees in each job family may not add up to aggregate “n” count because of data availability within each function and role. 18 vs. CCAs
19 25th %ile
50th %ile
75th %ile
Max
Min
vs. CCAs vs. General Industry vs. Utilities/Energy vs. Public Sector OCPA Total Cash
OCPA Base Salary
Key: Executive Summary / Gap Analysis
Overall Positioning Summary by Market Perspective
Notes: Market data bars is shown only where 25th percentile, median and 75th percentile data is available. Values are ‘000’s. 20 50th %ile – 75th %ile
Market Data
25th %ile – 50th %ile
Market Data
OCPA Average
Key
Market Ratio Comparison by Role (Base Salary) CCA Average CCA Perspective
$75
$100
$125
$150
$175
$200
$225
$250
Cust. Svc.
Int. IC
Finance Dir. Finance Sr.
IC
HR/Admin
Mgr.
HR/Admin Sr.
IC
Mkt/PM Dir. Mkt/PM Sr.
IC
Mkt/PM Int.
IC
RA Mgr. RA Senior IC Tech/Data
Int. IC Base Salary (in '000s)
Position in Market Range (CCA) - Non-Executives
$200
$250
$300
$350
$400
$450
CEO CFO Base Salary (in '000s)
Position in Market Range (CCA) - Executives
Notes: Market data bars is shown only where 25th percentile, median and 75th percentile data is available. Values are ‘000’s. 21 50th %ile – 75th %ile
Market Data
25th %ile – 50th %ile
Market Data
OCPA Average
Key
Market Ratio Comparison by Role (Base Salary)
General Industry Perspective
$200
$300
$400
$500
$600
$700
$800
$900
CEO CFO Base Salary (in '000s)
Position in Market Range (General Industry) - Executives $75
$95
$115
$135
$155
$175
$195
$215
$235
$255
Cust. Svc.
Int. IC
Finance Dir. Finance Sr.
IC
HR/Admin
Mgr.
HR/Admin Sr.
IC
Mkt/PM Dir. Mkt/PM Sr.
IC
Mkt/PM Int.
IC
RA Mgr. RA Senior IC Tech/Data
Int. IC Base Salary (in '000s)
Position in Market Range (General Industry) - Non-Executives Notes: Market data bars is shown only where 25th percentile, median and 75th percentile data is available. Values are ‘000’s. 22 50th %ile – 75th %ile
Market Data
25th %ile – 50th %ile
Market Data
OCPA Average
Key
Market Ratio Comparison by Role (Base Salary)
Utilities/Energy Perspective
$200
$250
$300
$350
$400
$450
$500
$550
$600
$650
$700
CEO CFO Base Salary (in '000s)
Position in Market Range (Util/Energy) - Executives
$75
$125
$175
$225
$275
Cust. Svc.
Int. IC
Finance Dir. Finance Sr.
IC
HR/Admin
Mgr.
HR/Admin Sr.
IC
Mkt/PM Dir. Mkt/PM Sr.
IC
Mkt/PM Int.
IC
RA Mgr. RA Senior IC Tech/Data
Int. IC Base Salary (in '000s)
Position in Market Range (Util/Energy) - Non-Executives Notes: Market data bars is shown only where 25th percentile, median and 75th percentile data is available. Values are ‘000’s. 23 50th %ile – 75th %ile
Market Data
25th %ile – 50th %ile
Market Data
OCPA Average
Key
Market Ratio Comparison by Role (Base Salary)
Public Sector Perspective
$200
$300
$400
$500
$600
$700
$800
CEO CFO Base Salary (in '000s)
Position in Market Range (Public Sector) - Executives
$50
$100
$150
$200
$250
Cust. Svc.
Int. IC
Finance Dir. Finance Sr.
IC
HR/Admin
Mgr.
HR/Admin Sr.
IC
Mkt/PM Dir. Mkt/PM Sr.
IC
Mkt/PM Int.
IC
RA Mgr. RA Senior IC Tech/Data
Int. IC Base Salary (in '000s)
Position in Market Range (Public Sector) - Non-Executives 24 Legend <-25% -25% to -10% -10% to 10% 10% to 25% >25% Note: deviation comparison is to 50th when data point is available, otherwise defaults to average Median Deviation Summary
By Employee
Base Match Base TCC Base TCC Base TCC Base TCC
Survey Match Title CCA Position Title Salary Adj. Avg. 50th Dev. Avg. 50th Dev. 50th Dev. 50th Dev. 50th Dev. 50th Dev. 50th Dev. 50th Dev.
Chief Executive Officer Chief Executive Officer $326 100% $405 $410 -20.5% $406 $410 -20.5% $675 -51.7% $811 -59.8% $535 -39.1% $625 -47.8% $654 -50.1% $674 -51.7% Chief Financial Officer Chief Financial Officer $326 110% $362 $344 -5.3% $364 $344 -5.3% $478 -31.9% $520 -37.3% $405 -19.6% $464 -29.7% $446 -26.9% $446 -26.9% Customer Service / Care
Intermediate Professional
Community Engagement
Manager $105 100% $114 $115 -9.1% $114 $115 -9.1% $97 7.9% $106 -0.6% $117 -10.3% $124 -15.3% - - - - Finance Director Director of Finance and Data
Analytics $211 120% $248 - -14.6% $252 - -16.0% $223 -5.2% $236 -10.4% $259 -18.3% $300 -29.6% $227 -7.0% $227 -7.0% Finance Senior Professional Financial and Administrative Analyst $105 100% $178 $151 -30.2% $178 $151 -30.2% $121 -13.1% $123 -14.9% $120 -12.3% $129 -18.7% $106 -1.0% $106 -1.3% HR / Administration Manager Senior Human Resources
Analyst $115 100% - - - - - - $150 -23.5% $159 -27.7% $161 -28.7% $180 -36.0% $141 -18.6% $141 -18.6% HR / Administration Senior
Professional
Board Clerk and Assistant to
CEO $121 100% $119 $118 2.5% $122 $118 2.5% $113 7.1% $115 5.5% $108 11.9% $114 6.1% $95 26.8% $95 26.8% Marketing / Program Management
Director
Director of Communications
and External Affairs $211 100% $213 $218 -2.9% $217 $218 -2.9% $209 1.0% $230 -8.1% $213 -0.6% $240 -11.8% $194 8.8% $196 7.6% Marketing / Program Management
Senior Professional Management Analyst $137 100% $149 $153 -10.6% $152 $165 -16.8% $130 5.7% $135 1.2% $135 1.5% $145 -5.7% $135 1.8% $135 1.8% Marketing / Program Management
Intermediate Professional Energy Programs Analyst $100 100% $107 $104 -4.3% $108 $107 -6.6% $102 -2.0% $105 -4.5% $111 -10.2% $116 -13.8% $87 14.4% $87 14.4% Regulatory Affairs Manager Regulatory and Legislative
Manager $151 100% $159 - -4.8% $159 - -4.8% $171 -11.8% $190 -20.4% $189 -20.0% $218 -30.8% $160 -5.7% $160 -5.7% Regulatory Affairs Senior
Professional External Affairs Manager II $110 90% $124 $123 -10.3% $128 $123 -10.3% $113 -2.4% $120 -8.7% $111 -1.0% $121 -9.2% $111 -1.3% $111 -1.3% Regulatory Affairs Senior
Professional External Affairs Manager I $98 90% $124 $123 -19.9% $128 $123 -19.9% $113 -12.9% $120 -18.5% $111 -11.6% $121 -19.0% $111 -11.9% $111 -11.9% Technology / Data Intermediate
Professional Data Analyst II $110 100% $135 $134 -17.8% $137 $138 -20.3% $107 2.5% $110 0.3% $105 4.9% $112 -2.1% $95 15.4% $95 15.3% Technology / Data Intermediate
Professional Data Analyst I $107 100% $135 $134 -20.0% $137 $138 -22.5% $107 -0.3% $110 -2.5% $105 2.0% $112 -4.8% $95 12.3% $95 12.1% CCA Perspective General Industry Utilities / Energy Public Sector Copyright © 2023 Mercer (US) LLC. All rights reserved.
4A. Benefits Valuation Analysis
25 Comparison to CCA Peer Group
About the Report Points of Comparison
To compare your competitive position relative to
the peer group, the charts show where your
organization leads and lags according to the
following criteria:
• Values: Shows the range of dollar values for all
organizations in the peer group
• Rank: Identifies your organization’s plan value
position relative to the peer group values
• Quartile: Shows the distribution of the peer
group’s plan values by showing the 1st and 3rd
quartiles and median dollar values
• Index: Illustrates the relationship of your benefit
values to the median values of the peer group
(the median value equals an index of 100)
Organization A: Organization A represents
OCPA
About the Index
The charts reflect the average of the national
composite workforce. Your position is described
in terms of the index:
•Above Median: Index of 106 and above
•Aligned with Median: Index between 95 and 105
•Below Median: Index of 94 and below
The lines within the chart indicate the values at the
25th, 50th, and 75th percentiles.
What is the BVA?
The report is a tool designed to allow you to assess the competitiveness of your benefit package, as a whole and by plan. It generates a common dollar value for benefit plans with varying plan designs and provisions. Statistical comparisons are then made to create an objective pay neutral analysis comparison of your plans to those of the peer group. This methodology employed in preparing our analysis is based on several key fundamentals:
• Market Replacement Value of Benefit Plans: “Value” is determined from the employee’s perspective, i.e., dollar values represent the employer-enhanced value of the benefits being provided to the employees.
• Plan Design Emphasis: The focus of the BVA is on valuing plan design. We remove other factors such as geographic differentials, claims experience, and negotiating power that can affect the cost of benefit plans, but not value. This results in an objective comparison of one employer versus the peer group. • National Composite Workforce: The report compares your benefit plans with those of your peer group based on a hypothetical national composite workforce / sample census. The composite workforce is a set of generic employee profiles that represents a typical employee population. The workforce composite profiles are derived and calculated from a national cross-section of representative organizations that vary by industry, size, and geography. The same workforce is used for all organizations in the study, so the effect of different employee demographics is removed from the value comparison.
26 Your Rank: 5 out of 7 Index: 99
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
$40,000
A B C D E F G
Total Benefits
About the Report
Rank - Identifies your organization’s plan value
position relative to the peer group values
Index - Illustrates the relationship of your benefit
values to the median values of the peer group (the
median value equals an index of 100)
Organization A –
Represents Your Company
Organizations B - G –
Represents the remaining
peers. This matches with
the same corresponding
letter in the SPF report
50th Percentile/Median –
the "middle" value among
the peer group
75th Percentile/3rd Quartile –
75% of the peer’s value is
less than this value
25th Percentile/1st Quartile
- 25% of the peer’s value is
less than this value
27 About the Report
Participant Listing
Orange County Power Authority (OCPA) selected the following organizations as peers for the benefits comparison:
28 3CE - Central Coast Community Energy
Clean Power Alliance
East Bay Community Energy
Orange County Power Authority
Peninsula Clean Energy
San Diego Community Power
Sonoma Clean Power Authority
Benefits 2023 Summary Benefits 2023 Summary
Retirement Rank =
2 nd
Index =
140
OCPA’s above-median comparison is a result of providing a matching and non-matching contribution that totals 14%
compared to the median plan providing a total employer
contribution of 10%.
Paid Leave Rank =
3 rd
Index =
101
OCPA’s aligned-with-median position is driven by providing a total number of days that is similar to the median plan.
Medical Rank =
5 th
Index =
97 OCPA’s position is a result of requiring the employees to pay slightly more of the total premium for coverage, offset with offering plan provisions that are competitive compared to the median plan design.
Life &
Disability
Rank =
6 th
Index =
73 OCPA’s below-median position is a result of providing a plan design that is below median for Long-Term Disability
combined with requiring the employees to pay for full
coverage on Short-Term Disability, offset by offering a plan design for Life Insurance that is above the median plan design.
Dental Rank =
7 th
Index =
48 OCPA’s below median comparison is a result of requiring the employees to pay more of the premium compared to the
median plan combined with plan provisions that are slightly below the median designs.
Executive Summary
29 Overall Index Rating
Index of 99
Orange County Power Authority benefits
are 1% below the median value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Orange County Power Authority
BVA Relative Value
$29,495
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Orange County Power Authority’s benefit value is aligned with the median value among the peer group Median
BVA Relative Value
$ 29,709
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Overall Rank
Rank of 5
Orange County Power Authority benefits are
ranked 5 out of 7 organizations when
combining Retirement, Health, Paid Leave and
Life & Disability benefits
Copyright © 2023 Mercer (US) Inc. All rights reserved.
Total Benefits
• Peer Group Position
• OCPA’s overall Total Benefits position is
generated by:
• Above-median comparison is driven by a total
employer contribution for the Defined
Contribution that is above the median plan
design.
• Below-median position is driven by a Dental
plan design that is below the median plan
design, offset by a Medical plan design that is
competitive to the median plan value.
• Aligned-with-median position is driven by
providing a similar number of days off for the
PTO plan, offset slightly by offering one less
day for Holidays.
• Below-median position is driven by a below
median for Long-Term Disability plan design
combined with requiring the employees to pay
for full coverage on Short-Term Disability,
offset by offering a plan design for Life
Insurance that is above the median plan
design.
Key Take Away
OCPA’s overall total benefits position is aligned with the median value as a result of providing plan designs that are above the median plan for Retirement Savings, combined with providing a similar total number of the days off for Paid Leave, offset by the designs for Health Group and the Life & Disability benefits that are below the median plan designs.
30 Your Rank: 5 out of 7 Index: 99
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
$40,000
A B C D E F G
Total Benefits
Your Rank: 2 out of 7 Index: 140
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A B C D E F G
Retirement Savings
Your Rank: 7 out of 7 Index: 89
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
$20,000
A B C D E F G
Health Group
Your Rank: 3 out of 7 Index: 101
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
$10,000
A B C D E F G
Paid Leave
Your Rank: 6 out of 7 Index: 73
$0
$200
$400
$600
$800
$1,000
$1,200
A B C D E F G
Life & Disability
Retirement Savings
Peer Group Position
• OCPA’s above-median comparison is driven by
a total employer contribution for the Defined
Contribution that is at 14% compared to the
median being 10%.
• None of the organizations, including OCPA,
provides an active Defined Benefit or a Stock
Purchase plan to new hires or offers a Stock
Purchase plan.
General Market Commentary
• Over the past five years, this study observed a
23% decrease in organizations offering active
Defined Benefit Retirement Plans.
• As a result, more organizations provide funding
through fixed or discretionary non-matching
contributions to a Defined Contribution Plan, as
reported by 57% of organizations in this study.
• Organizations are also encouraging participation
in pretax savings plans with automatic
enrollment features, reported by 54% of
organizations. The median enrollment
percentage among the peers is 4%.
Key Take Away
OCPA’s above median comparison is a result of the total employer contribution being 14% compared to the median plan design being at 10%.
31 Your Rank: 2 out of 7 Index: 140
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A B C D E F G
Retirement/Savings
Your Rank: N/A Index: N/A
$0
$0
$0
$0
$0
$1
$1
$1
$1
$1
$1
A B C D E F G
Defined Benefit
Your Rank: 2 out of 7 Index: 140
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A B C D E F G
Defined Contribution
Your Rank: N/A Index: N/A
0 0.1
0.2 0.3
0.4 0.5
0.6 0.7
0.8 0.9
1 A B C D E F G
Stock Purchase
Retirement Savings
Defined Contribution
Peer Group Position
• OCPA’s total employer contribution is derived
from a matching contribution totals 4% of pay
and a non-matching contribution of 10%
compared to the median plan that has a 10%
total employer contribution.
• Six peers provide a non-matching contribution,
and one peer provides a matching only plan.
• Total employer contributions for the peer group
range from 10% to 14%.
General Market Commentary
• Offered by 99% of organizations, where the
median total employer contribution is 6%.
• 84% offer employer match.
• 56% offer employer non-match.
• 57% include bonus in the definition of pay.
• 40% offer immediate vesting for employer
contributions.
32 Key Take Away
OCPA’s above-median comparison is a result of
providing matching and non-matching
contributions that total 14% compared to the
median plan providing a total employer
contribution of 10%.
14%
86%
71%
Yes No
Offer employer match
Offer employer non-match
Include bonus in the definition of pay
Median Plan Your Plan Design
Matching
Contribution 100% of the first 4% 100% of the first 4%
Non-Matching
Contribution 6% 10%
Salary Definition Base Pay Base Pay
Excess Plan for
Salary Limits No Yes
Your Rank: 2 out of 7 Index: 140
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A B C D E F G
Defined Contribution
Health Group
Peer Group Position
• OCPA’s below-median position is driven by a
Dental plan design that is below the median plan
value, offset slightly by a competitive Medical
plan design that is aligned with the median plan
value.
• One organization provides an employer-subsidized Flexible Spending Accounts coverage.
• No peers provide an employer-subsidized Post-Retirement Medical.
General Market Commentary
• Health benefit cost jumped 6.3% in 2021 (to an
average of $14,542 per employee), following last
year’s increase of just 3.4%. Smaller employers,
typically fully-insured, were hit with especially
high increases, cost rose by 9.6% on average.
• Employers avoided cost-cutting changes to plan
design in 2021 – in fact, we saw average
deductibles actually decline for some coverage
types. Benefit priorities have shifted in response
to the pandemic’s impact on the workforce.
Many employers view supporting the mental,
emotional and behavioral health of employees
as a business imperative.
Key Take Away
OCPA’s overall Health Group position is below the median value as a result of providing a Dental plan that provides a less rich plan design and a higher cost share for most coverages other than family coverage compared to the median plan, offset slightly by a Medical plan that is competitive with the median plan design.
33 Your Rank: 7 out of 7 Index: 89
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
$18,000
$20,000
A B C D E F G
Health/Group
Your Rank: 5 out of 7 Index: 97
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A B C D E F G
Medical
Your Rank: 7 out of 7 Index: 48
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
A B C D E F G
Dental
$0
$100
$200
$300
$400
$500
$600
A B C D E F G
Flexible Spending Accounts
Your Rank: N/A Index: N/A
$0
$0
$0
$0
$0
$1
$1
$1
$1
$1
$1
A B C D E F G
Post-Retirement Medical
Health Group
Medical
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study; OCPA’s PPO plan
was valued.
• OCPA’s position is a result of requiring the
employees to pay slightly more of the total
premium for coverage, offset with offering plan
provisions that are competitive compared to the
median plan design.
• The average employee cost-share for valued
plans is 0% for employee only coverage and 8%
for family coverage.
• One peer varies their cost share by the
employee’s dependent ages.
General Market Commentary
• 74% have a PPO Medical Option with an
average cost share of 19% for employee only
and 24% for family.
• 77% have a HDHP Medical Option with an
average cost share of 13% for employee only
and 17% for family.
• 22% have a HMO Medical Option with an
average cost share of 16% for employee only
and 25% for family.
Key Take Away
OCPA’s competitive position is a result of
providing plan provisions that are competitive with
the median plan, offset slightly with a cost share
that requires the employees to pay more of the
premium.
Median Plan Design Your Plan Design
Plan Type PPO PPO
Employee
Cost-Share
0% Employee Only
8% Family
14% Employee Only
15% Family
Annual Deductible $300 Individual
$600 Family
$500 Individual
$1,000 Family
Out-of-Pocket
Limit
$1,300 Individual
$3,600 Family
$2,000 Individual
$4,000 Family
Coinsurance/
Copayments
10% Inpatient Hospital
$20 Office Visit
$30 Rx
20% Inpatient Hospital
$20 Office Visit
$30 Rx
Employer
HSA/HRA Funding
N/A N/A
34 Your Rank: 5 out of 7 Index: 97
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A B C D E F G
Medical
Your Plan Design
PPO HDHP PPO or POS HMO or EPO
In-Network
Deductible
$500 Individual
$1,000 Family
$1,750/Individual
$3,500/Family
$400/Individual
$800/Family
$0/Individual
$0/Family
In-Network
Inpatient
Hospital
20% Coinsurance 20% Coinsurance 15% Coinsurance $500 Copay In-Network
Office Visits $20 Copay 20% Coinsurance $20 Copay $20 Copay In-Network Out-of-Pocket Limits
$2,000 Individual
$4,000 Family
$4,000Individual
$8,000/Family
$4,700/Individual
$9,400/Family
$3,000/Individual
$6,000/Family
Employer
HSA/HRA
Funding
Not Applicable $1,300/Individual
$1,300/Family Not Applicable Not Applicable
Employee Cost-Share
14% Employee Only
15% Family
0% Employee Only
0% Family
0% Employee Only
0% Family
0% Employee Only
0% Family
*The details on this page do not represent the median value, rather the median plan features for each of the various plan designs offered among the peers and is inclusive of all plans offered (not just the ones with the largest percentage of employee enrollment).
Offer an HDHP
29%
86%
Offer a PPO or POS
Offer an EPO or HMO
100%
Median Medical Plan Features
35 Health Group
Medical
Copyright © 2023 Mercer (US) Inc. All rights reserved.
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study.
• OCPA’s below median comparison is a result of
requiring the employees to pay more of the
premium compared to the median plan
combined with plan provisions that are slightly
below the median designs.
• The median employee cost-share for valued
plans is 0% for employee only and 0% for family
coverage.
General Market Commentary
• Median employee cost share – 40% for
employee only coverage and 47% for family
coverage.
• Median Plan Coverage is 100% for preventive,
80% for basic, 50% for major and 50% for
orthodontia coverage.
• Median annual maximum is $1,500 and median
lifetime orthodontia is $1,500.
Key Take Away
OCPA’s below-median position is a result of
providing plan provisions that are slightly less rich
compared to the peer group median combined
with a cost share that requires the employees to
pay part of the premium compared to the fully
employer-paid median plan.
Median Plan Design Your Plan Design
Plan Type PPO Silent PPO
Employee
Cost-Share
0% Employee Only
0% Employee + Child
0% Employee + Spouse
0% Family
53% Employee Only
50% Employee + Child
50% Employee + Spouse
53% Family
Annual Deductible $50/Individual
$150/Family
$50/Individual
$150/Family
Maximums
(Annual/Lifetime)
$1,500 Annual /
$1,000 Orthodontia
$1,500 Annual /
$500 Orthodontia
Coinsurance 100% Preventive
80% Basic
50% Major
50% Orthodontia
100% Preventive
80% Basic
60% Major
50% Orthodontia
Health Group
Dental
36 Your Rank: 7 out of 7 Index: 48
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
A B C D E F G
Dental
Paid Leave
• Peer Group Position
• OCPA’s aligned-with-median position is driven
by providing a total number of days that is similar
to the median plan.
• Three peers provide a Paid Time Off plan that
combines various elements of Paid Leave and
four peers provide a traditional vacation plan.
• One peer provides a separate Personal Leave
plan.
• Four peers provide a separate Sick Leave plan.
General Market Commentary
• Only 42 percent of respondents with PTO plans
say that most of their employees take all of their
allotted time, down from 51 percent in 2018 —
and 15 percent say employees actually use less
than 50 percent of PTO days.
• More than half report that open
accruals/balances at the time of transition from a
standard vacation/PTO plan were forfeited
(where allowable); about two-fifths paid out
balances and the rest allowed the
accruals/balances to be used for STD top-off
pay.
Key Take Away
OCPA’s position is result of providing a total number of days that is similar to the number of days off as the median plan as a result of being median plan among the peers that provide a PTO plan offset by providing one less Holiday than the median plan.
37 Your Rank: 3 out of 7 Index: 101
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
$10,000
A B C D E F G
Paid Leave
Your Rank: 2 out of 3 Index: 100
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
A B C D E F G
Paid Time Off
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A B C D E F G
Vacation
Your Rank: 5 out of 7 Index: 92
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
A B C D E F G
Holiday
Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
A B C D E F G
Personal Leave
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
A B C D E F G
Sick Leave
Paid Leave
Total Leave
• Peer Group Position
• OCPA’s position is a result of offering a total
number of days off that is more than the median
plan for after ten years of service.
• None of the peers provides an unlimited plan to
any of their employees.
• OCPA provides the following:
- PTO ranging from 22.5 days at hire to 32.5
days after ten years of service.
- 12 Holidays.
• The median plan provides the following:
- Traditional Vacation plan ranging from 15
days at hire to 20 days after fifteen years of
service.
- 17 Holidays.
- 12 Sick days – please note that Mercer’s
methodology is for 35% of the days available
will be used for the Sick Leave value.
38 Years of
Service
Median Total
Leave
Your Total
Leave Difference
1 Year 37.2 Days 35.5 Days -1.7 Days
5 Years 41.2 Days 39.5 Days -1.7 Days
10 Years 41.2 Days 44.5 Days +3.3 Days
Key Take Away
OCPA’s aligned-with-median position is a result
of providing a total number of days that is slightly
below the median plan in the first five years of
service but offset by offering a total number of
days that is more than the median plan after ten
years of service.
Years of
Service
Median Total
Leave
Your Total
Leave Difference
15 Year 41.2 Days 44.5 Days +3.3 Days
20 Years 41.2 Days 44.5 Days +3.3 Days
25 Years 41.2 Days 44.5 Days +3.3 Days
Your Rank: 3 out of 7 Index: 101
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
$10,000
A B C D E F G
Paid Leave
Paid Leave
Vacation / Paid Time Off
• Peer Group Position
• Three organizations, including OCPA, provide a
Paid Time Off plan whereby vacation days are
included with other elements of paid leave such
as personal leave, holidays, and/or sick leave.
• Four peers provide a traditional vacation plan.
• 100% of the peers allow for carryover, with the
median number of days being about 40 days.
• Two peers allow for selling of time off.
General Market Commentary
• Types of Paid Leave – Please note, some
employers may offer a PTO plan to one group of
employees and Vacation plan to others
• 52% offer a traditional vacation plan
• 50% offer a Paid Time Off (PTO) plan
• 5% offer an Unlimited Time off Plan
• 72% allow carryover of unused days for
traditional plans with a median of 30 days.
• 80% allow carryover of unused days for PTO
plans with a median 30 days.
39 Key Take Away
OCPA’s plan provisions equal the median value.
43%
Offer a Vacation Plan
57%
Offer a PTO Plan
Years of
Service
Median Paid Time
Off Plan Your Plan Design
1 Year 23.5 Days 23.5 Days
5 Years 27.5 Days 27.5 Days
10 Years 32.5 Days 32.5 Days
15 Years 32.5 Days 32.5 Days
20 Years 32.5 Days 32.5 Days
25 Years 32.5 Days 32.5 Days
Your Rank: 2 out of 3 Index: 100
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
A B C D E F G
Paid Time Off
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A B C D E F G
Vacation
Paid Leave
Personal and Holidays
• Peer Group Position
Personal Days
• One peer provides a Personal Leave plan where
the one peer provides 5 days.
Holidays
• All seven provide a separate Holiday plan.
• The holidays range from a minimum of 10 days
to a maximum of 17 days, with a median of 13
days.
General Market Commentary
• Personal Days – Median number of personal
days is 3 days.
• Holidays – Median number of holidays is 10
days.
40 Personal Days Paid Holidays
Key Take Away
OCPA is aligned with the peer group by not providing a Personal Leave, offset by offering fewer holidays compared to the median plan.
Minimum
10 Median
17 Maximum
13 14% 57% 29%
Separate Bank Included In
PTO
Not Offered
Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
A B C D E F G
Personal Leave
Your Rank: 5 out of 7 Index: 92
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
A B C D E F G
Holiday
Paid Leave
Sick Leave
• Peer Group Position
• Sick Leave Methodology benefit values are
based on an assumption of only 35% of the
number of days available being valued.
• When informal plans are used or Sick Leave is
left to the discretion of management, 10 days are
used to generate the values.
• Four peers provide a Sick Leave plan; three
peers provide 12 days and one peer provides 10
days.
• Two peers allow for carryover of unused Sick
days.
• The remaining peers include Sick days within
their PTO plan.
General Market Commentary
• Median number of sick days is 10 days.
• 59% of the plans offer carryover leave with either
unlimited carryover or a limited number of days.
• 4% of the plans allow for accumulated sick days
to be cashed out at termination.
41 0%
43%
57%
Yes No
Separate Bank
Included in PTO
Not Offered
Key Take Away
OCPA includes their sick days within the PTO plan.
50%
Offer carryover of Sick
Leave
0%
Offer payout upon
termination
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
A B C D E F G
Sick Leave
*Parental Leave is not included in the relative dollar value, rank, or index positioning as this benefit is not utilized by all employees on an annual basis.
Paid Leave
Parental Leave
• Peer Group Position
• Six peers provide a form of Parental Leave or
Family Leave.
• 100% of those that provide a Parental Leave
policy provide coverage for non-birth parent.
• 100% of those that provide a Parental Leave
policy provide coverage for adoptive parent.
General Market Commentary
• 16% provide a Maternity Leave with the median
benefit being 8 weeks.
• 5% provide Paternity Leave with the median
benefit being 2 weeks.
• 49% provide a Parental Leave benefit with the
median Parental Leave benefit being 6 weeks.
• Of organizations offering Parental Leave, 79% of
organizations allow leave to be used for
Adoption, and 40% of organizations allow leave
to be used for placement of a Foster child.
42 Median Plan Design Your Plan Design
Plan Type Parental Leave Parental Leave
Number of Weeks 5 weeks 0 weeks
Percent of Pay Replaced 100% of pay N/A
Key Take Away
OCPA is below the median by providing no paid parental leave, compared to the median plan which offers 5 weeks at 100% pay replacement.
Offer Parental Leave
100%
0%
Offer Maternity Leave
Offer Paternity Leave
0%
Peer Group Position
• OCPA’s below-median position is a result of
providing a plan design that is below median for
Long-Term Disability combined with requiring
the employees to pay for full coverage on Short-Term Disability, offset by offering a plan design for Life Insurance that is above the median plan
design.
• All peers provide employer-subsidized Life
Insurance and Long-Term Disability plans.
• One peer does not provide an employer-subsidized Short-Term Disability plan.
General Market Commentary
• 98% provide employer paid basic life insurance.
• 78% provide employer paid Short-Term
Disability.
• 80% provide employer paid Long-Term
Disability.
Life & Disability
Key Take Away
OCPA’s below-median position is a result of providing a plan design that is below the median for Long-Term Disability combined with requiring the employees to pay for full coverage on Short-Term Disability, offset by providing an above median plan design for the Life Insurance benefit.
43 Your Rank: 6 out of 7 Index: 73
$0
$200
$400
$600
$800
$1,000
$1,200
A B C D E F G
Life & Disability
Your Rank: 2 out of 7 Index: 162
$0
$100
$200
$300
$400
$500
$600
A B C D E F G
Life Insurance
Your Rank: N/A Index: N/A
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
$500
A B C D E F G
Short-Term Disability
Your Rank: 6 out of 7 Index: 88
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A B C D E F G
Long-Term Disability
0%
Life & Disability
Life Insurance
Peer Group Position
• OCPA’s above-median position is the result of
offering a flat $200,000 pay benefit compared to
the median plan that provides a 2x pay plan with
a maximum payout of $500,000.
• Two peers provide a multiple of pay plan with
ranges from 1x to 2x pay.
• Five peers provides a flat dollar payout with
ranges from $50,000 - $300,000.
• The maximum Benefit amount ranges from
$350,000 - unlimited.
• One peer provides an employer-paid spousal
plan.
• No peers include bonus in the salary definition.
General Market Commentary
• The median plan design being 1.5x pay benefit.
• 15% provide a flat benefit plan.
• 85% provide a percent of pay Life Insurance
plan.
• 86% provide a Basic AD&D benefit equal to the
Basic Life Insurance benefit.
• 9% provide employer paid spouse/dependent
Life Insurance.
Key Take Away
OCPA is above the median plan design as a
result of providing a flat $200,000 compared to
the median plan that provides 2x pay (up to
$500,000).
Note that for employees that earn more than
$100,000, OCPA’s position will begin to drop
below median as a result of the $200,000
maximum.
100%
Offer employer-paid
Basic Life Insurance
14%
Offer employer-paid
Spouse/Dependent
Life Insurance
Median Plan
Design
Your Plan
Design
Multiple of Pay 2x pay Flat $200,000
pay out
Maximum Coverage Amount $500,000 $200,000
Salary Definition Base Pay Base Pay
44 Your Rank: 2 out of 7 Index: 162
$0
$100
$200
$300
$400
$500
$600
A B C D E F G
Life Insurance
82%
75% 82%
Life & Disability
Short-Term Disability
Peer Group Position
• Short-Term Disability benefit values are based
on amounts payable in the first 6 months of
disability; Sick Leave carryover and LTD
commencing before 6 months of disability are
included in Short-Term Disability.
• OCPA‘s requires the employees to pay for the
Short-Term disability benefit thus resulting in a
$0 value.
• None of the peers provide any weeks at a 100%
pay replacement. Two peers provide sick leave
carryover, thus generating a few weeks at the
100% pay replacement.
General Market Commentary
• 78% provide employer-paid coverage
• Typical plan covers 60% of base pay up to 26
weeks with an unlimited weekly benefit
• 42% of participants provide all or a portion of the
disability at 100% pay replacement
Key Take Away
OCPA‘s position is a result of requiring the
employees to pay for the full coverage.
Median Plan Design Your Plan Design
Benefit 26 weeks at a 20% pay
replacement; includes up
to 12 days of sick leave
Salary Definition Base pay
Elimination Period 7 days
Maximum Weekly
Benefit
$1,500
86%
Provide employer-subsidized
Short-Term Disability
45 Your Rank: N/A Index: N/A
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
$500
A B C D E F G
Short-Term Disability
82%
82%
Life & Disability
Long-Term Disability
Peer Group Position
• OCPA’s below-median position is a result of
providing a maximum of $5,000, compared to
the median providing a monthly maximum of
$10,000 even though both organizations provide
a 60% pay replacement.
• Pay replacement ranges from 60% - 70% with
the median pay replacement being 60%.
• Maximum benefit ranges from $5,000-$12,000.
• Six peers use the Family selection for the Social
Security offset, while one peer does not use
either family or individual selection.
General Market Commentary
• The median pay replacement being 60%.
• Median monthly maximum is $10,000.
• The majority of the peers provide a family Social
Security offset.
Key Take Away
OCPA’s position is a result of providing a 60%
pay replacement with a monthly maximum of
$5,000, compared to the median plan providing a
60% pay replacement with a monthly maximum of
$10,000.
Median Plan Design Your Plan Design
Benefit
60% pay replacement 60% pay replacement
Salary Definition Base pay Base pay
Maximum Monthly
Benefit $10,000 $5,000
Social Security Offset
Family Offset Family Offset
100%
Provide employer-subsidized
Short-Term Disability
46 Your Rank: 6 out of 7 Index: 88
$0
$50
$100
$150
$200
$250
$300
$350
$400
$450
A B C D E F G
Long-Term Disability
82%
82%
*Non-traditional benefits are not included in the relative dollar value, rank, or index positioning.
Prevalence Data
Non-Traditional Benefits
Education Assistance
Peer Group Position
• Three peers indicated they had an Education
Assistance plan.
• All three peers provide a reimbursement
percentage of 100%.
• Reimbursement limits amongst the peers range
from $1,500-$5,000 per year for undergraduate
and graduate.
• Six peers vary their tuition reimbursement based
on grades.
• None of the peers provide tuition reimbursement
to an employee’s spouse or children.
General Market Commentary
• 82% provide educational assistance.
• The median reimbursement limits is $5,250 per
year for both undergraduate and graduate
courses.
• 78% require employees to payback upon
termination
Educational Assistance Median Plan Design
Reimbursement % 100%
Maximum Annual Dollar Limit $3,500
Require Payback upon Termination No
Covers Books Yes
Key Take Away
OCPA is below the median design by not
offering a plan.
43%
0%
Yes No
Student Loan Repayment
Educational Assistance
47 * Percentage based on those that responded.
Non-Traditional Benefits
Additional Benefits
General Market Commentary
• Mercer conducted the 2022 Flexible Working
Policies and Practices survey with 749
respondents and found that the happiest
employees are hybrid workers; 77% report
being able to maintain a reasonable work-life
balance.
• 53% of employers are working to expand the
types of flexibility offered
• 42% offer part-time schedules
• 70% offer flex time (e.g., adjusted
start and stop times)
• 32% have, or are considering
offering, a 4-day workweek to all or
some employees
• 18% offer variable or alternative shifts
• 14% offer phased or flexible
retirement
48 Non-traditional Benefits Yes No Percent
Adoption Benefits 2 5 29%
Business Casual Policy 6 1 86%
Child/Elder Care Assistance 1 4 20%
College Scholarships 0 5 0%
Discount Purchasing 1 4 20%
Employee Assistance Plan 7 0 100%
Executive Company Car 2 4 33%
Financial Planning Assistance 4 3 57%
Flextime 4 3 57%
Formal Training/Professional
Development Program 5 1 83%
Free/Subsidized Parking 6 0 100%
Funeral Leave 6 1 86%
Gambling Addiction Counseling 4 2 67%
Home Computer Offered 6 1 86%
Infertility Services 2 5 29%
Job Sharing 0 5 0%
Lactation Rooms 7 0 100%
Legal Counseling 5 2 71%
Life Insurance - Business
Travel/Accident 2 5 29%
Military Leave 7 0 100%
Non-executive Company Car 1 4 20%
Onsite Child Care 0 5 0%
Onsite Fitness Facility 1 4 20%
Other Employee Company Car 1 4 20%
Paid Maternity Leave 1 6 14%
Paid Parental Leave 5 2 71%
Paid Paternity Leave 1 6 14%
Non-traditional Benefits Yes No Percent
Paid/Subsidized Offsite Fitness
Facility 2 3 40%
Parental/Family Leave 6 1 86%
Pre-Retirement Counseling 1 6 14%
Relocation Allowance 4 2 67%
Sales Employee Company Car 0 5 0%
Satellite Workplace 1 4 20%
Subsidized Eating Facility 0 5 0%
Telecommuting 6 1 86%
Telemedicine 5 2 71%
Wellness Program 4 2 67%
Work at Home Policy 7 0 100%
82%
82%
Appendix
The following supporting documents are being
provided for your reference and were used in the
support of this report.
• Summary of Plan Features – this report displays
participant data imported from Mercer’s national
benefits database and is the basis for the
valuation.
• Methodology – This section details the methods
used by Mercer to value the benefit plans
included in the Summary of Plan Features report
for each comparator organization.
Medical Plan Organization A Organization B Organization C Organization D Plan ID MD0010 MD0020 MD0020 MD0020
General
Plan Type PPO EPO PPO PPO
Plan Type Comments
Plan Status Active Active Active Active
Plan is Out-of-Area Plan No No No No
Plan is a Silent PPO Not Specified Not Specified Not Specified Not Specified Percent Of All Employees Participating
in This Plan
This plan has an HSA/HRA included (If
Yes, data is in the HSA/HRA section, at
bottom)
Yes No Yes Yes
This plan has Post-retirement Medical
Coverage (If yes, data is in the Retiree Medical sections, at bottom) No Yes Yes No
Deductibles
Deductible Levels
Level Individual Individual Individual Individual
In Net %
In Net Amt $1,500.00 $0.00 $1,500.00 $2,000.00
In Net Tier 2 %
In Net Tier 2 Amt
Out of Net %
Out of Net Amt $5,000.00 $3,000.00 $4,000.00
Level Individual + 1 Individual + 1 Individual + 1 Individual + 1 In Net %
In Net Amt $0.00
In Net Tier 2 %
In Net Tier 2 Amt
Out of Net %
Out of Net Amt
Level Family Family Family Family
In Net %
In Net Amt $3,000.00 $0.00 $3,000.00 $4,000.00
In Net Tier 2 %
In Net Tier 2 Amt
Out of Net %
Out of Net Amt $10,000.00 $6,000.00 $8,000.00
Summary of Plan Features
BENEFITS VALUATION ANALYSIS
1 Copyright © 2020 Mercer (US) Inc. All rights reserved.
METHODOLOGY
This section details the methods used by Mercer to value the benefit plans included in the Plan Value Comparisons and Employee Profile Comparisons sections. For each item
discussed, we provide an example illustrating how each plan is valued. Note: Your organization’s plan features may vary somewhat from the examples provided. However, we have
applied these techniques, with adjustments where necessary, to the actual features of your plan.
SECTION CONTENTS
The Methodology contains the following sections:
PRINCIPLES
• Basic methodology
• Market valuation
• Mean use
• Participation
• Personal substitution
NATIONAL COMPOSITE WORKFORCE
▪ Workforce demographics
▪ Target bonuses
▪ Position classification
▪ Cash Compensation
▪ Annual Salary
▪ Bonus
RETIREMENT/SAVINGS
• Defined Benefit plans
• Defined Contribution plans
• Stock Purchase plans
HEALTH/GROUP BENEFITS
• Medical benefits
• Dental benefits
• Dependent Care Spending Accounts
• Health Care Spending Accounts
• Post-retirement Medical benefits
PAID LEAVE
• Paid Time Off
• Vacation
• Holidays
• Personal Leave
• Sick Leave
TIME LOSS BENEFITS
• Life Insurance benefits
• Short-term Disability benefits
• Long-term Disability benefits
49 Copyright © 2023 Mercer (US) LLC. All rights reserved. 4B. Benefits Valuation Analysis
50 Comparison to General Industry
Your Rank: 141 out of 652 Index: 115
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
A 1st Quartile Mean Median 3rd Quartile
Total Benefits
About the Report
Rank - Identifies your organization’s plan value
position relative to the peer group values
Index - Illustrates the relationship of your benefit
values to the median values of the peer group (the
median value equals an index of 100)
Organization A – Represents
Your Company
51 50th Percentile/Median:
The "middle" value among
the peer group
75th Percentile/3rd Quartile:
75% of the peers’ value is
less than this value
25th Percentile/1st Quartile:
25% of the peers’ value is
less than this value
Mean:
The arithmetic average
among the peer group
Benefits 2023 Summary Benefits 2023 Summary
Retirement Rank =
103rd
Index =
157
OCPA’s above-median comparison is driven by a total
employer contribution for the Defined Contribution that is at 14% compared to the median contribution of about 9%.
Paid Leave Rank =
65th
Index =
121
OCPA’s above-median position is driven by providing more Holidays and PTO days compared to the median plan.
Medical Rank =
168th
Index =
109
OCPA’s above-median position is a result of cost share that is more favorable to those employees that select dependent coverage combined with plan provisions that are richer
compared to the median plan, offset by a cost share for employee coverage that is slightly below the median.
Life &
Disability
Rank =
569th
Index =
62 OCPA’s below-median position is a result of providing a plan design that is below median for Long-Term Disability
combined with requiring the employees to pay for full
coverage on Short-Term Disability, offset by offering a plan design for Life Insurance that is above the median plan design.
Dental Rank =
463rd
Index =
69 OCPA’s below median comparison is a result of requiring the employees to pay more of the premium compared to the
median plan combined with plan provisions that are slightly below the median designs.
Executive Summary
52 Overall Index Rating
Index of 115
OCPA benefits are 15% above the median
value for Retirement, Health, Paid Leave
and Life & Disability benefits
OCPA
BVA Relative Value
$ 29,495
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Orange County Power Authority’s
Median
BVA Relative Value
$ 25,703
per employee per year relative value for
Retirement, Health, Paid Leave and Life &
Disability benefits
Overall Rank
Rank of 141
OCPA benefits are ranked 141 out of 652
organizations when combining Retirement,
Health, Paid Leave and Life & Disability benefits
Copyright © 2023 Mercer (US) Inc. All rights reserved.
Total Benefits
• Peer Group Position
• OCPA’s overall Total Benefits position is
generated by:
• Above-median comparison is driven by a total
employer contribution for the Defined
Contribution that is above the median plan
design.
• Aligned-with-median position is driven by a
Medical plan design that is above the median
plan design, offset by a Dental plan design
that is below the median plan design.
• Above-median position is driven by providing
more days off through the PTO plan
combined with offering more Holidays
compared to the median plan design.
• Below-median position is driven by a below
median for Long-Term Disability plan design
combined with requiring the employees to pay
for full coverage on Short-Term Disability,
offset by offering a plan design for Life
Insurance that is above the median plan
design.
Key Take Away
OCPA’s overall total benefits position is above the median value as a result of providing plan designs that are above the median plan for Retirement Savings and Paid Leave combined with a competitive design with the Health Group median plan, offset by a below median design for the Life & Disability benefits.
53 Your Rank: 141 out of 652 Index: 115
$0
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
$35,000
A 1st Quartile Mean Median 3rd Quartile
Total Benefits
Your Rank: 103 out of 650 Index: 157
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Retirement Savings
Your Rank: 268 out of 652 Index: 104
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A 1st Quartile Mean Median 3rd Quartile
Health Group
Your Rank: 65 out of 652 Index: 121
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Your Rank: 569 out of 652 Index: 62
$0
$200
$400
$600
$800
$1,000
$1,200
A 1st Quartile Mean Median 3rd Quartile
Life Insurance and Disability
Retirement Savings
Peer Group Position
• OCPA’s above-median comparison is driven by
a total employer contribution for the Defined
Contribution that is at 14% compared to the
median contribution of about 9%.
• 16% of the peers provide an active Defined
Benefit plan to new hires.
• 13% of the peers offer a Stock Purchase plan.
General Market Commentary
• Over the past five years, this study observed a
23% decrease in organizations offering active
Defined Benefit Retirement Plans.
• As a result, more organizations provide funding
through fixed or discretionary non-matching
contributions to a Defined Contribution Plan, as
reported by 57% of organizations in this study.
• Organizations are also encouraging participation
in pretax savings plans with automatic
enrollment features, reported by 54% of
organizations. The median enrollment
percentage among the peers is 4%.
Key Take Away
OCPA’s above the median comparison is a result of the total employer contribution being 14% compared to the overall median employer contribution among all options within the Retirement Category that is about 9%.
54 Your Rank: 103 out of 650 Index: 157
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Retirement/Savings
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Defined Benefit
Your Rank: 39 out of 631 Index: 198
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Defined Contribution
Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
A 1st Quartile Mean Median 3rd Quartile
Stock Purchase
Retirement Savings
Defined Benefit
Peer Group Position
• 16% of the peers provide an active Defined
Benefit.
• The remaining organizations, including OCPA,
do not provide an active Defined Benefit plan.
General Market Commentary
• Offered by 17% of organizations, where the most
common plan types are Final Average Pay plans
and Cash Balance plans.
• 52% have a five-year vesting schedule.
• 42% include bonus in the definition of pay.
• 21% have an excess feature removes legislated
limit.
55 Key Take Away
OCPA is aligned with the peer group median by
not providing a Defined Benefit plan.
Final Average
67%
28%
Cash Balance
Other
5%
Your Rank: N/A Index: N/A
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Defined Benefit
Median Plan Your Plan
Design
Type of Plan Final Average
3-Year Average
Formula .016 * DP1 *
(CSE up to 43.75).
Salary Definition Total Pay
Employee
Contribution Yes
Retirement Savings
Defined Contribution
Peer Group Position
• OCPA’s above-median contribution is a result of
a total employer contribution that is above the
median plan.
• Total employer contributions for the peer group
range from 0.75% to over 20%.
General Market Commentary
• Offered by 99% of organizations, where the
median total employer contribution is 6%.
• 84% offer employer match.
• 56% offer employer non-match.
• 57% include bonus in the definition of pay.
• 40% offer immediate vesting for employer
contributions.
56 Key Take Away
OCPA’s above-median comparison is a result of
the 14% employer contribution through a
matching and non-matching contribution
compared to the median plan providing a 6%
contribution.
59%
57%
84%
Yes No
Offer employer match
Offer employer non-match
Include bonus in the definition of pay
Median Plan Your Plan Design
Matching
Contribution 100% of the first 6% 100% of the first 4%
Non-Matching
Contribution N/A 10%
Salary Definition Total Pay Base Pay
Excess Plan for
Salary Limits Yes Yes
Your Rank: 39 out of 631 Index: 198
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
A 1st Quartile Mean Median 3rd Quartile
Defined Contribution
Retirement Savings
Stock Purchase Plan
Peer Group Position
• 13% of the peers offer a Stock Purchase plan • The primary driver of value in a Stock Purchase plan is the level of employer funding via a match
or discount on the purchase of the stock.
• 5% of the peers provide a Stock Purchase plan
where they do not provide a discount or a match.
• Of the remaining peers, 85% provide a discount
ranging from 5% - 15% and 10% of the peers
provide a matching contribution.
General Market Commentary
• Offered by 14% of organizations, where 80% of
these organizations provide a plan with a
discount.
• The median discount is 15%. • 25% include bonus in the definition of pay. • 10% is the median maximum employee contribution.
57 32%
10%
85%
Yes No
Offer a discount
Offer match
Include bonus in the definition of pay
Key Take Away
OCPA is aligned with the peer group by not
offering a Stock Purchase Plan.
Your Rank: N/A Index: N/A
$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
A 1st Quartile Mean Median 3rd Quartile
Stock Purchase
Health Group
Peer Group Position
• OCPA’s aligned-with-median position is driven
by the Medical plan which is above the median
plan design as a result of plan provisions and a
cost share that is more beneficial to the
employees, offset by the Dental plan design that
is below the median design.
• 23% of the peers provide an employer-subsidized Post-Retirement Medical coverage. • 1.5% of the peers provides an employer-subsidized Flexible Spending Accounts.
General Market Commentary
• Health benefit cost jumped 6.3% in 2021 (to an
average of $14,542 per employee), following last
year’s increase of just 3.4%. Smaller employers,
typically fully-insured, were hit with especially
high increases, cost rose by 9.6% on average.
• Employers avoided cost-cutting changes to plan
design in 2021 – in fact, we saw average
deductibles actually decline for some coverage
types. Benefit priorities have shifted in response
to the pandemic’s impact on the workforce.
Many employers view supporting the mental,
emotional and behavioral health of employees
as a business imperative.
Key Take Away
OCPA is aligned with the median overall value as a result of a Medical plan that is above the median design, offset by the Dental plan that is below the peer group median design.
58 Your Rank: 268 out of 652 Index: 104
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
$16,000
A 1st Quartile Mean Median 3rd Quartile
Health/Group
Your Rank: 168 out of 652 Index: 109
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
A 1st Quartile Mean Median 3rd Quartile
Medical
Your Rank: 463 out of 572 Index: 69
$0
$500
$1,000
$1,500
$2,000
$2,500
A 1st Quartile Mean Median 3rd Quartile
Dental
$0
$200
$400
$600
$800
$1,000
$1,200
$1,400
A 1st Quartile Mean Median 3rd Quartile
Flexible Spending Accounts
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
A 1st Quartile Mean Median 3rd Quartile
Post-retirement Medical
Health Group
Medical
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study; OCPA’s PPO plan
was valued.
• OCPA’s above-median position is a result of
cost share that is more favorable to those
employees that select dependent coverage
combined with plan provisions that are richer
compared to the median plan, offset by a cost
share for employee coverage that is slightly
below the median.
• 15% of the peers vary their cost share by salary
for PPO plans and 16% of the HDHP plans vary
their cost share by salary.
General Market Commentary
• 74% have a PPO Medical Option with an
average cost share of 19% for employee only
and 24% for family.
• 77% have a HDHP Medical Option with an
average cost share of 13% for employee only
and 17% for family.
• 22% have a HMO Medical Option with an
average cost share of 16% for employee only
and 25% for family.
Key Take Away
OCPA’s position is above the median plan as a
result of providing plan provisions that are richer
compared to the median plan provisions and a
cost share that is more beneficial for employees
that select dependent coverage, offset slightly by
a higher cost share for employee only coverage.
Median Plan Design Your Plan Design
Plan Type HDHP PPO
Employee
Cost-Share
Varies by Salary
9%-11% Employee Only
19%-23% Family
14% Employee Only
15% Family
Annual Deductible $1,500 Individual
$3,000 Family
$500 Individual
$1,000 Family
Out-of-Pocket Limit $3,000 Individual
$6,000 Family
$2,000 Individual
$4,000 Family
Coinsurance/
Copayments
20% Inpatient Hospital
20% Office Visit
30% Rx
20% Inpatient Hospital
$20 Office Visit
$30 Rx
Employer HSA/HRA
Funding
$350 Individual
$700 Family
N/A
59 Your Rank: 168 out of 652 Index: 109
$0
$2,000
$4,000
$6,000
$8,000
$10,000
$12,000
$14,000
A 1st Quartile Mean Median 3rd Quartile
Medical
Your Plan Design
PPO HDHP PPO HMO
In-Network
Deductible
$500 Individual
$1,000 Family
$2,000/Individual
$4,000/Family
$500/Individual
$1,500/Family
$0/Individual
$0/Family
In-Network
Inpatient
Hospital
20% Coinsurance 20% Coinsurance $250 Copay or
20% Coinsurance
$250 Copay or
10% Coinsurance
In-Network
Office Visits $20 Copay 20% Coinsurance $25 Copay or
20% Coinsurance $20 Copay
In-Network Out-of-Pocket Limits
$2,000 Individual
$4,000 Family
$4,000/Individual
$8,000/Family
$3,000/Individual
$6,000/Family
$2,000/Individual
$4,000/Family
Employer
HSA/HRA
Funding
Not Applicable $500/Individual
$1,000/Family Not Applicable Not Applicable
Employee Cost-Share
14% Employee Only
15% Family
12% Employee Only
16% Family
19% Employee Only
23% Family
15% Employee Only
22% Family
*The details on this page do not represent the median value, rather the median plan features for each of the various plan designs offered among the peers and is inclusive of all plans offered (not just the ones with the largest percentage of employee enrollment).
Offer an HDHP
35%
35%
Offer a PP
Offer a HMO
13%
Median Medical Plan Features
60 Health Group
Medical
Copyright © 2023 Mercer (US) Inc. All rights reserved.
*Based on the total number of plans offered by the peer group, not based on how many peers offer that plan type.
Health Group
Post-Retirement Medical
Peer Group Position
• 22% of the peers provide an employer-subsidized post-retirement medical plan for either Pre-65 coverage and / or Post-65
coverage.
General Market Commentary
• Over the past five years we have seen a 9%
decrease in organizations offering retiree
medical coverage to newly hired employees.
• 25% of the organizations offer an employer
subsidized plan for pre-65 coverage.
• 23% of the organizations offer an employer
subsidized plan for post-65 coverage.
• Many organizations have opted to
grandfather/freeze these plans or provide
access-only plans, which allow retirees to enroll,
but require the retiree to pay the full cost of
coverage.
Key Take Away
OCPA is aligned with the median by not offering a
Post-Retirement Medical plan.
61 Copyright © 2023 Mercer (US) Inc. All rights reserved.
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
A 1st Quartile Mean Median 3rd Quartile
Post-retirement Medical
Peer Group Position
• The plan with the largest percentage of
employee participation was valued for all
organizations in this study.
• OCPA’s below-median comparison is a result of
requiring the employees to pay more of the
premium compared to the median plan
combined with plan provisions that are slightly
below the median designs.
• The average employee cost-share for valued
plans is 44% for employee only and 49% for
family coverage.
General Market Commentary
• Median employee cost share – 40% for
employee only coverage and 47% for family
coverage.
• Median Plan Coverage is 100% for preventive,
80% for basic, 50% for major and 50% for
orthodontia coverage.
• Median annual maximum is $1,500 and median
lifetime orthodontia is $1,500.
Key Take Away
OCPA’s below-median position is a result of
providing plan provisions that are slightly less rich
compared to the peer group median combined
with a cost share that requires the employees to
pay more of the total premium compared to the
median plan.
Median Plan Design Your Plan Design
Plan Type Silent PPO Silent PPO
Employee
Cost-Share
31% Employee Only
31% Employee + Child
31% Employee + Spouse
31% Family
53% Employee Only
50% Employee + Child
50% Employee + Spouse
53% Family
Annual Deductible $50/Individual
$150/Family
$50/Individual
$150/Family
Maximums
(Annual/Lifetime)
$1,500 Annual /
$1,500 Orthodontia
$1,500 Annual /
$500 Orthodontia
Coinsurance 100% Preventive
80% Basic
50% Major
50% Orthodontia
100% Preventive
80% Basic
60% Major
50% Orthodontia
Health Group
Dental
62 Your Rank: 463 out of 572 Index: 69
$0
$500
$1,000
$1,500
$2,000
$2,500
A 1st Quartile Mean Median 3rd Quartile
Dental
Paid Leave
• Peer Group Position
• OCPA’s above-median position is driven by
providing more Holidays and PTO days
compared to the median plan.
• 49% of the peers provide a Paid Time Off plan
that combines various elements of Paid Leave
and 52% of the peers provide a traditional
vacation plan. (please note that some peers may
provide both through different plans for different
employee segments)
• 20% of the peers provide a separate Personal
Leave plan.
• 54% of the peers provide a separate Sick Leave
plan.
General Market Commentary
• Only 42 percent of respondents with PTO plans
say that most of their employees take all of their
allotted time, down from 51 percent in 2018 —
and 15 percent say employees actually use less
than 50 percent of PTO days.
• More than half report that open
accruals/balances at the time of transition from a
standard vacation/PTO plan were forfeited
(where allowable); about two-fifths paid out
balances and the rest allowed the
accruals/balances to be used for STD top-off
pay.
Key Take Away
OCPA’s above-median position is a result of offering a total number of days off for the PTO plan and Holidays that are greater than the median plans.
63 Your Rank: 65 out of 652 Index: 121
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Your Rank: 73 out of 320 Index: 118
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Paid Time Off
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
$4,500
A 1st Quartile Mean Median 3rd Quartile
Vacation
Your Rank: 187 out of 588 Index: 109
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
A 1st Quartile Mean Median 3rd Quartile
Holiday
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
A 1st Quartile Mean Median 3rd Quartile
Personal Leave
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
$800
$900
A 1st Quartile Mean Median 3rd Quartile
Sick Leave
Paid Leave
Total Leave
• Peer Group Position
• OCPA’s position is a result of offering a total
number of days off that is more than the median
plan.
• OCPA provides the following:
- PTO ranging from 22.5 days at hire to 32.5
days after ten years of service.
- 12 Holidays.
• The median plan provides the following:
- PTO plan that is 25 days from date of hire for
exempt employees and a range of 20 – 25
days for non-exempt employees after five
years of service.
- 10 Holidays.
64 Years of
Service
Median Total
Leave
Non-Exempt Exempt
Your Total
Leave Difference
1 Year 30/35 Days 35.5 Days +5.5 / +0.5
Days
5 Years 35/35 Days 39.5 Days +4.5 Days
10 Years 35/35 Days 44.5 Days +9.5 Days
Key Take Away
OCPA’s above-median position is a result of
providing a total number of days that is greater
than the median plan.
Years of
Service
Median Total
Leave
Your Total
Leave Difference
15 Year 35/35 Days 44.5 Days +9.5 Days
20 Years 35/35 Days 44.5 Days +9.5 Days
25 Years 35/35 Days 44.5 Days +9.5 Days
Your Rank: 65 out of 652 Index: 121
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
$7,000
$8,000
$9,000
A 1st Quartile Mean Median 3rd Quartile
Paid Leave
Paid Leave
Vacation / Paid Time Off
• Peer Group Position
• 49% of the peers provide a Paid Time Off plan
whereby vacation days are included with other
elements of paid leave such as personal leave,
holidays, and/or sick leave.
• 52% of the peers provide a traditional Vacation
plan. (Four peers provide both a Vacation and
PTO plan).
• 78% of the peers allow for carryover, with the
median number of days being about 30 days.
• 16% peers allow for selling of time off.
General Market Commentary
• Types of Paid Leave – Please note, some
employers may offer a PTO plan to one group of
employees and Vacation plan to others
• 52% offer a traditional vacation plan
• 50% offer a Paid Time Off (PTO) plan
• 5% offer an Unlimited Time off Plan
• 72% allow carryover of unused days for
traditional plans with a median of 30 days.
• 80% allow carryover of unused days for PTO
plans with a median 30 days.
65 Key Take Away
Among the organizations that provide a Paid Time Off plan, OCPA is above the median plan design as a result of
providing more days off among the peer group at all levels of service.
52%
Offer a Vacation Plan
49%
Offer a PTO Plan
Years of
Service
Median
Paid Time Off Plan
Non-Mgrs and Mgrs
Your Plan Design
1 Year 17 / 22 Days 23.5 Days
5 Years 22 / 22 Days 27.5 Days
10 Years 24 / 24 Days 32.5 Days
15 Years 29 / 29 Days 32.5 Days
20 Years 32 / 32 Days 32.5 Days
25 Years 32 / 32 Days 32.5 Days
Your Rank: 73 out of 320 Index: 118
$0
$1,000
$2,000
$3,000
$4,000
$5,000
$6,000
A 1st Quartile Mean Median 3rd Quartile
Paid Time Off
Your Rank: N/A Index: N/A
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
$3,500
$4,000
$4,500
A 1st Quartile Mean Median 3rd Quartile
Vacation
Paid Leave
Personal and Holidays
• Peer Group Position
Personal Days
• 20% of the peers provide a Personal Leave plan
where the median plan provides 2 days.
• The range of days offered among those days
that provide personal days is between 1 and 10
days.
Holidays
• 90% of the peers provide a separate Holiday
plan.
• OCPA is above the median as a result of
providing 12 days compared to the median
number of holidays being 11.
General Market Commentary
• Personal Days – Median number of personal
days is 3 days.
• Holidays – Median number of holidays is 10
days.
66 Personal Days Paid Holidays
Key Take Away
OCPA is aligned with the peer group by including Personal Leave within the PTO plan combined with offering one more holiday compared to the median plan.
Minimum
6 Median
22 Maximum
11 15% 47% 38%
Separate Bank Included In
PTO
Not Offered
Your Rank: N/A Index: N/A
$0
$100
$200
$300
$400
$500
$600
$700
A 1st Quartile Mean Median 3rd Quartile
Personal Leave
Your Rank: 187 out of 588 Index: 109
$0
$500
$1,000
$1,500
$2,000
$2,500
$3,000
A 1st Quartile Mean Median 3rd Quartile
Holiday
Paid Leave
Sick Leave
• Peer Group Position
• Sick Leave Methodology benefit values are
based on an assumption of only 35% of the
number of days available are valued.
• When informal plans are used or Sick Leave left
to the discretion of management, 10 days are
used to generate the values.
• 44% of the peers include Sick Leave within the
PTO bank.
• 53% of the peers provide a separate Sick Leave
plan where the range of days offered are from 5
– 13.
• 61% of the peers allow for carryover of unused
sick days.
• Four peers allow employees to cash out unused
Sick days where only one of the four peers allow
a 100% payout at either termination or
retirement.