Employee Benefits and Leave Policies

Employee Recognition

Your photos will be displayed on monitors throughout the district and in the CBWD Connect magazine.

CVWD provides three days of bereavement leave.
California law allows for up to five days; the additional two days can be taken using PTO.

Members of the United States Armed Forces Reserve Unit may be paid to attend up to 30 training days per year.
Requires orders directly from the military to be provided to the general manager.

Employees are paid their normal hourly rate for time spent at the courthouse.
Provide a copy of the summons to your supervisor.
Obtain an attendance certificate to provide to payroll for proper coding of hours.
If not at court for the full day, work as much of the regularly scheduled shift as possible.
- If there is more than one hour of normal work schedule before reporting to court, the employee is expected to come to work before reporting to court.
- If there are more than two hours left in the work shift when released from jury duty, the employee is expected to return to work.
Employees cannot accept the $15/day payment from the courts but can accept mileage reimbursement.

If an employee is a member of a local fire, law enforcement, or other emergency services agency and is called to duty during an emergency, the district may pay them for their service if they can be spared.
Employees cannot receive dual compensation from both the district and the emergency agency.

Leaves of absence without pay may be granted by the general manager for up to 90 calendar days, depending on the employee's situation and with specific communication and approval through management levels.
Employees on medical leave of absence are expected to continue paying their medical premiums monthly to avoid a lapse in coverage.
Service credit, vacation, and sick time accruals do not continue during an extended leave of absence.

Provides job protection for employees.
Eligible employees can take up to 12 weeks of unpaid time to care for themselves or a qualifying family member for a medical reason.
Can be used for scheduled surgeries, procedures, or for the birth/adoption of a child.
Pregnancy is classified as a temporary disability.
Eligibility requirements:
- Must be an employee of the district for at least one year.
- Must have worked at least 1250 hours.
Employees must use their PTO accruals before the leave becomes unpaid.

Employees with children in K-12 are entitled to take up to 40 hours annually of unpaid leave to attend parent-teacher conferences and school meetings.
Employees must use their PTO before taking unpaid leave, with a maximum of eight hours per month.

Employees covered under another medical insurance (e.g., spouse's or parent's plan if under 26) may opt out of the district medical coverage and receive an additional 450 on top of their paycheck.
Opt-out must be elected during benefits elections and renewed annually during open enrollment.
Employees without qualifying coverage elsewhere are required to enroll in district coverage.

Reimbursement forms are available on the SharePoint page under "Employee Central" in the "Frequently Used Forms" section.
Reimbursement is contingent upon passing the class or earning the certification.

State pension program setting employees up for retirement.
Employees contribute 7.75\% of their monthly salary into the pension program.
Employees must work for CalPERS for five years to be vested and receive retirement benefits.
The formula for the agency is 2\% at 62, meaning employees receive 2\% of their salary for every year worked up until age 62.
Retirement payout is based on the average of the highest-earning three years throughout the employee's career in CalPERS.
Pension can be transferred to other participating CalPERS agencies (special districts, cities, etc.).
If an employee returns to the private sector, their CalPERS pension can remain and continue growing upon their return to a participating agency.
Service credit is paused during non-employment with a CalPERS agency.
The pension can be supplemented with other retirement savings, such as a 457 plan or a private IRA.

Supplemental retirement savings plan to supplement the pension plan.
Employees can meet with representatives to decide whether or not to participate.

To change or split direct deposits, employees must fill out the direct deposit form again, break it down on there and provide the necessary documentation.
Employees will receive one hard check while the changes are being processed.
The updated changes will take effect for the next pay period.