2005031012th Response of UWI.pdf

ORIGINAL
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Dean J. Miller
McDEVITT & MILLER LLP
420 West Bannock Street
o. Box 2564-83701
Boise, ill 83702
Tel: [phone]
Fax: [phone]
joe~mcqevitt -miUer com
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Ie; i) PUbLIC
UTILI'i"1ES - COt--1MISS1ON
Attorneys for Applicant
BEFORE THE IDAHO PUBLIC UTILITIES COMMISSION
IN THE MATTER OF THE APPLICATION
OF UNITED WATER IDAHO INC. FOR
AUTHORITY TO INCREASE ITS RATES
AND CHARGES FOR WATER SERVICE IN
THE STATE OF IDAHO
Case No. UWI-O4-
TWELFTH RESPONSE OF UWlD
TO STAFF'S PRODUCTION
REQUESTS
COMES NOW United Water Idaho Inc. ("United"
, "
the Company ) and responds to
Request Number 151 of Staffs Fifth Production Request; Numbers 181 , 189, 190, 191 , and 192
of Staffs Sixth Production Request; and Number 204 of Staffs Eight Request..
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Dated this f- day of March, 2005.
McDEVITT & MILLER LLP
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an J. Miller
Attorneys for United Water Idaho Inc.
TWELFTH RESPONSE OF UWID TO STAFF'S PRODUCTION REQUESTS-1
CERTIFICATE OF SERVICE
I hereby certify that on th ay of March, 2005, I caused to be served, via the methodes) indicated below, true and
correct copies of the foregoing document, upon:
Hand Delivered
S. Mail
Fax
Fed. Express
Email
Hand Delivered
S. Mail
Fax
Fed. Express
Email
Hand Delivered
S. Mail
Fax
Fed. Express
Email
Brad M. Purdy
Attorney for the Community Action Partnership
Association of Idaho
2019 North 17th Street
Boise, Idaho 83702
Fax: [phone]
bm urd hotmai1.com
Hand Delivered
S. Mail
Fax
Fed. Express
Email
William M. Eddie
Advocates for the West
O. Box 1612-83701
1320 West Franklin Street
Boise, Idaho 83702
Fax: [phone]
Hand Delivered
S. Mail
Fax
Fed. Express
Email
Bill Sedivy
Idaho Rivers United
O. Box 633
Boise, Idaho 83701
Fax: [phone]
iru~idJ!.hori vers. org
Sharon Ullman
9627 West Desert Avenue
Boise, Idaho 83709
Fax: [phone]
sharonu~cableone.net
Chuck Mickelson
Boise City Public Works
O. Box 500-83701
150 North Capitol Boulevard
Boise, Idaho 83702
Fax: [phone]
~son~cityofboise.org
Douglas K. Strickling
Boise City Attorney s Office
O. Box 500-83701
150 North Capitol Boulevard
Boise, Idaho 83702
Fax: [phone]
dstrickl in g~cityotboise.org
Hand Delivered
S. Mail
Fax
Fed. Express
Email
Scott L. Campbell
Moffatt Thomas
101 South Capitol Blvd., 10th Floor
O. Box 829-83701-0829
Boise, Idaho 83702
Fax: [phone]
~c~moffatt.com
~~"~~
TWE RESPON U I~ T~FF'S PRODUCTION REOUESTS-2
Hand Delivered
S. Mail
Fax
Fed. Express
Email
UNITED WATER IDAHO INC.
CASE UWI-W-O4-
FIFTH PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer/Recordholder/Sponsoring Witness:Jeremiah Healy
Telephone: [phone]
Title: Coordinator of Planning and Rates
REQUEST NO. 151:
Following up on the Company s response to Audit Request No. 12, please
provide a list of all expenses incurred by the Company in its defense of the cases
listed in the Company s response. Please include to whom the expenses were
paid , date they were paid , account number that the expenses were charged to
and the case to which the expense was applicable.
RESPONSE NO. 151:
The response to Audit Request No. 12 indicates five lawsuits filed in Ada County
District Court as well as one action before the Idaho Industrial Commission. In
personal injury lawsuits, after the Company is served notice, the Company
insurance provider is contacted and defends the Company. United Water Idaho
incurs no expense other than employee time that is devoted to providing
information to United Water s counselor participating in depositions taken by the
plaintiff's counsel. This time is not specifically tracked. Following is a list of
expenses incurred case by case:
Case
Fourth District
CV PI 0300437D
Description Expenses Account
Employee Time Unknown N/A
Fourth District
CV PI 0300274D Employee Time Unknown N/A
Industrial Commission
I.C No.02-007925 Employee Time Unknown N/A
Fourth District
CV PI 0000195D Employee Time Unknown N/A
Fourth District
CV OC 0406974D
Employee Time Unknown
McDevitt & Miller (1 )$5 074 to date
N/A
923-080
Fourth District
CV DC 02036250
Employee Time Unknown
Spink & Butler (2) $15 537
Cosho Humphrey 1 ,500
N/A
923-080
923-080
Footnote (1): charges incurred April 2004 to date
Footnote (2): charges incurred January 2002 through December 2003
UNITED WATER IDAHO INC.
CASE UWI-W-O4-
SIXTH PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer/Recordholder/Sponsoring Witness:Jeremiah Healy
Telephone: [phone]
Title: Coordinator of Planning and Rates
REQUEST NO. 181:
Please provide all documents supporting the budgeted wage increases that the
Company is requesting to recover in this case for non-union and exempt
employees. Also provide all documents supporting the budgeted number of
employees , including additional employees and associated salaries.
RESPONSE NO. 181:
At the time United Water filed its case in late November 2004 the
Company used a "planning assumption" of 3./0 to pro forma wages for all non-
union and exempt employees as indicated in Mr. Healy s testimony on page 7
line 6. On the attached e-mail the Company provides documentation that 3./0 is
now the known and measurable salary adjustment percentage. The Company
will update all payroll and payroll related adjustments to operating expenses to
reflect the 3./0 increase.
Mr. Healy s testimony also discusses , on pages 7 and 8, that during the
test year the Company had a fully staffed payroll roster of 88 employees and
justifies the need for three additional employees. Two of the new positions are
related to the Company s increased source of supply, pumping and treatment
related facilities and the other new position is the Public Relations Manager. The
Company has included documents in its workpapers (directly behind the
adjustment page for Exhibit 3 , Schedule 1 , page 1 of 34) that indicate the
composition of the Company s workforce. Any position included in the pro forma
workforce count of ninety one employees that is not filled as of the current date
due to retirements, resignations , creation of new positions or any other reason , is
in the process of being filled as demonstrated by the response to Production
Request No. 186.
The salary figure used in the case for the Public Relations Manager
position is $56,000 per annum. The actual salary will be known in the near future
as the hiring process is well along.
UNITED WATER IDAHO INC.
CASE UWI-O4-04
SIXTH PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer/Recordholder/Sponsoring Witness:Jeremiah Healy
Telephone: [phone]
Title: Coordinator of Planning and Rates
REQUEST NO. 189:
Please provide a schedule showing each job title or classification, a brief
description of the duties performed by each job classification and the salary
ranges paid for each job classification.
RESPONSE NO. 189:
A schedule of job classifications, with a brief description of duties and the salary
range of each classification is attached. The wage rates for all field bargaining
unit positions are in accordance with the current Collective Bargaining
Agreement.
UNITED WATER IDAHO INC.
CASE UWI-04-
SIXTH PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer/Recordholder/Sponsoring Witness:Jeremiah Healy
Telephone: [phone]
Title: Coordinator of Planning and Rates
REQUEST NO. 190:
Please provide a copy of the most recent employee handbook.
RESPONSE NO. 190:
United Water issued a Human Resources Policy Manual on September 15,2002.
A copy of the manual, which has been given to all employees, is attached, along
with a copy of the 2005 benefit enrollment guide. The enrollment guide is an
annual update to benefits, Section 5 of the policy manual.
UNITED WATER IDAHO INC.
CASE UWI-04-
SIXTH PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer: Mark Gennari
Telephone: [phone]
Title: Director - Regulatory Business
REQUEST NO. 191
Please provide a written narrative that explains how the Company sets employee
salaries, incentive payments and other employee benefits. Provide a copy of the
salary surveys used to set employee salaries.
RESPONSE NO. 191:
The Company believes that information that is responsive to a portion of this
request has been provided in the Company s responses to Audit Requests
and 21. Below is the most recent salary survey reviewed that served as the
basis for the Company s latest authorized salary increase of 3.30/0.
2005 Proiected Market Movement
Market Surve
Hewitt
Comp Resources
Hay
W orldat Work
Mercer
ERI
\A vera
Executive Professional
70/0
70/0
50/0
3.4%
Nonexem
60/0
3.4%1
UNITED WATER IDAHO INC.
CASE UWI-04-
SIXTH PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer: Mark Gennari
Telephone: [phone]
Title: Director of Regulatory Business
REQUEST NO. 192:
In response to Audit Request No.7 A the Company provided an organizational
chart showing the parent company, all subsidiaries and affiliates, and the
percentage of ownership of each. As a follow up to this response, please provide
for 2003 and 2004:
The Earnings Per Share (EPS) for Suez and identify the
EPS Suez derives from each company listed on the
organization chart.
For United Water Idaho, please further characterize the EPS
derived from regulated operations and that derived from non-
regulated operations.
Include within your response all sources and calculations
associated with this information in both paper and electronic
format (Excel , where applicable) with all formulas intact.
RESPONSE NO. 192:
a. The Earnings Per Share (EPS) for Suez for 2003 was $(2.30) as reported
in the Suez Annual Report for 2003 and found on their web site. The 2004
Annual Report is not yet available. The companies listed on the
organization chart in response to Audit Request 7 A , are all United Water
companies and each contribute to the overall results of United Water
which in turn is contained in the $(2.30) EPS reported by Suez.
b. There is no EPS calculated for United Water Idaho or any of the other
United Water entities that comprise the United Water contribution. As
stated above, United Water as a whole provides the earnings or losses
contributed to Suez.
c. The source of the information presented in this response is contained on
the Suez web site and can be found under the Investor category under
either the Annual Report or the Form 20F.
UNITED WATER IDAHO INC.
CASE UWI-04-
EIGHTH PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer/Recordholder/Sponsoring Witness:Jeremiah Healy
Telephone: [phone]
Title: Coordinator of Planning and Rates
REQUEST NO. 204:
Information contained in United Water s response to Staff Production Request
No. 52 indicates that a purchase order was placed with Ondeo Oegremont Inc.
(001) in December 2000 to provide a membrane system based on Aquasource
cellulose acetate membranes. The information also indicates that the purchase
order was later terminated after a decision was made to select a US
Filter/Memcor system. Were any funds forfeited as a result of canceling the
purchase order with DOl?
RESPONSE NO. 204:
Information contained in the Company s response to Production Request No. 52
indicates that a purchase order was placed with Ondeo Oegremont Inc. (001) in
December 2002 , not December 2000, by COM. The total purchase order was for
850 000 plus sales tax of $142 500 for a total of $2 992 500. The terms called
for 500/0 payment upon signing of the purchase order or $1 496 250. COM
passed this cost along to United Water in their December 2002 invoice. In August
2003 COM/United Water decided to terminate the purchase order with 001 and
recover unexpended funds from 001. Subsequently, United Water received two
installments of unexpended funds, both of which were credited to the CWTP
project to offset the original charge of $1 ,496 250. The first installment of
$780 000 was recognized in February 2003 via a credit on COM's invoice. The
second installment was received in October 2003 in the form of a check for
$45 000 from COM. The application of these credits left a balance on the CWTP
project books of $671 ,250 representing the forfeited funds resulting from the
decision to terminate the 001 purchase order. In December 2004 the Company
credited the CWTP project the remaining $671 250 and expensed it to
miscellaneous non-operating deductions, which excludes the cost from the
development of the Company s revenue requirement.
UNITED WATER IDAHO INC.
CASE NO. UWI-O4-
SIXTH PRODUCTION REQUEST
IPUC STAFF
TT A C H MEN T
RESPONSE TO
REQUEST NO. 189
UWI-W -04-
Sixth Production Request
Request No. 189
No. in
Job Classification Class General Description of Job Duties Salary Range
Responsible for overall company management, financial
General Manager performance, regulatory compliance and external $93 000-148 700
relationships.
Responsible for administrative support to general manager
Admin. Assistant! Training and other management staff, managing hiring process,$30,400-$48 600Coordinatorcoordinating training, and acting as on-sight HR
representative.
Responsible for regulatory applications , rate filings
Coord. Of Planning & Rates interrogatory responses , and testimony preparation;$51 ,1 00-81 ,700coordination of annual operating plan preparation; and
oversight of property tax issues.
Responsible for the development and implementation of
Public Affairs Manager strategic communications plan , governmental and $51 100-700regulatory relations, media relations , and community
relations.
Responsible for development, implementation, and
Outreach & Ed. Coordinator coordination of community education, outreach, and $30,400-600
conservation programs.
Responsible for overall organization, planning and
supervision of office customer service, billing and field
Commercial Manager service operations including meter reading; company $45,400- 72 700
interface with IPUC Consumer Assistance Staff; preparation
and management of Commercial Department budget.
Supervise office customer service and billing operations;
Customer Service Suprv.oversee compliance with IPUC customer service $33 200-000regulations; and oversee collections process on customer
accounts.
Provide primary contact in responding to customer Inquiries
Customer Service Rep and complaints; prepare service orders; and maintain $25 900-$41,400
customer accounts , process billing and collection functions.
Field Service Foreman Lead field service and meter reading operations, personnel $22.52/hrand materials inventory.
Perform field investigation and service in response to
Customer Service Person customer requests and/or complaints; perform leak checks;$15.05-21.31/hrinvestigate billing complaints; set new meters; and perform
on/off orders.
Read water consumption meters and record residential and
Meter Reader commercial customer usage; perform routine meter box $13.55-20.21/hr
maintenance.
Job Classifications
Page 1
UWI-W -04-
Sixth Production Request
Request No. 189
No.
Job Classification Class Job Duties Salary Range
Responsible for accounting department operations
including monthly and annual accounting reports;
Accounting Manager consolidation of annual operating plan; periodic variance $45,400-700
reporting; production and integrity of daily, monthly,
quarterly, and annual financial reports.
Process invoices, statements, receivers and purchase
Accounting Clerk orders, checks and check requests; assist with preparing,$28 000-700adj~$ting, and closing journal entries; and reconcile general
ledger accounts.
Responsible for accurate and timely completion of company
Acctg/Admin Clerk payroll; provide support to accounting department $28 000-700
construction coordinator and administrative assistant.
Responsible for overall organization, planning and
supervision of Engineering Department staff; overseeing
Managing Engineer the design and installation of water system additions;$58 000-900overseeing capital expenditure program; and obtaining,
managing, and maintaining company s portfolio of water
rights.
Provide administrative support to Managing Engineer
Staff Assistant Production Manager, Construction Coordinator, and the $24 100-600
engineering and production departments,
Responsible to assure water quality meets all governmental
Water Quality Specialist regulations and is of high quality; manage water quality $40,700-65,100
sampling program.
Construction Coordinator Responsible to facilitate and coordinate outside developer $40 700-100activity and requests to extend water service.
Hydrogeologist Collect and interpret hydrogeologic data relative to $45,400- 72 700companys well field.
Responsible to assist engineers in the design, layout and
construction of United Water facilities on company and
Engineering Design Tech developer projects, to design facilities using CAD $33 200-000
techniques, and to create capital expenditure
authorizations.
Plan, design and supervise installation of water system
additions and modifications; provide technical counsel to
Sr. Project Engineer operating personnel to optimize customer service and $51 100-700
system efficiency; and coordinate capital budget
preparation and implementation.
Responsible for development and maintenance of system
Engineer hydraulic model; perform various routine engineering tasks $40 700-100
related to department projects.
Supervise the planning, installation, and maintenance of
Auto. Systems Specialist automated and computerized information processing,$45,400- 72 700management and control systems; develop and implement
budget related to information and control systems.
Job Classifications
Page 2
UWI-W -04-
Sixth Production Request
Request No. 189
No. in
Job Classification Class Job Duties Salary Range
Support the planning, installation , and maintenance of
Auto. Systems Analyst automated and computerized information processing,$40 700-100
management, and control systems.
Oversee, develop, operate, and maintain the company
GIS Specialist Geographic Information System (GIS); provide training,$33 200-000
technical assistance and support for the GIS.
Responsible to organize, plan and supervise the operation
T&D Manager extension, and maintenance of the water main transmission $51 100-700and distribution system and to supervise associated
personnel. Prepare and manage department budget.
Assist in supervision of transmission and distribution
T&D Operations Coordinator system operations, personnel , and related construction and $40 700-100
maintenance work.
Lead crews and participate in the installation , maintenance
Inspector/Crew Chief repair, and replacement of water distribution system mains $22.83/hrservices, and fire hydrants; inspect contractor sites
involving laying of new water mains and appurtenances.
Perform specialized transmission system functions of
Utility Person purchasing, dispatching, line location , valve operations, and $22.05/hr
meter box maintenance.
Utility Person Install, repair, maintain and operate water $15.80-21.78/hrdistribution system facilities and associated equipment.
Mechanic Responsible for direct or indirect (outsourcing) servicing $20.69-21.78/hrand maintenance of vehicles, equipment, and tools.
Responsible to implement and maintain cross-connection
Cross Connect Control Spec control program and to insure compliance with cross-$22.51/hr
connection regulations.
Responsible to manage employees and materials of the
production department to provide a safe and efficient water
Production Manager supply; responsible for overall management and $51 100-700
maintenance of all sources of supply. Prepare and manage
department budget.
Assist in the operation of ground water production and
Ground Water Supervisor treatment facilities to meet regulatory requirements;$40 700-100
oversee ground water personnel.
Operate and maintain all Supervisory Control and Data
Control Systems Tech Acquisition (SCADA) equipment, electrical/electronic flow $22.51/hr
measuring devices, and process control equipment.
Job Classifications
Page 3
UWI-O4-
Sixth Production Request
Request No. 189
No. in
Job Classification Class Job Duties Salary Range
Chief operator for treatment processes assigns and
leads personnel engaged in plant activities and
Chief Operator maintenance for treatment operations. Chief operator for $22.83/hrground water operations assigns and leads personnel
engaged in installation , maintenance, repair and operation
of ground water facilities.
Leaq and coordinate activities of production or water
Operator treatment plant operators for well or plant production and $22.40/hr
maintenance areas.
Maintain water production and quality, regulate system
Operator pressure, monitor booster stations and storage facilities $16.34-21.78/hrobserve treatment conditions, operate and maintain
treatment facilities and well system.
Job Classifications
Page 4
UNITED WATER IDAHO INC.
CASE NO. UWI-W-04-04
SIXTH PRODUCTION REQUEST
IPUC STAFF
ATTACHMENT TO
RESPONSE TO
REQUEST NO. 190
--
United Water
Human Resources
Policy Manual
September 15 , 2002
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United Water -
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Human Resources
Po Hcy Manual Acknowledgement
I have received a copy of the United Water Human Resources Policy Manual updated
September 15 , 2002. I understand that the policy manual does not constitute an express
or implied contract between the Company and any employee, and that it does not affect
the "at will" status of employment.
Employee s name (printed)
Employee s signature
Date
.F(~r\\;i~"H!'\ PO!1CY \fanuai Signo:T.Joc
Table of Contents
Section 1: Introduction
1.1
1.2
Disclaimer
Company Strategic Intent, Business Drivers and Values
Section 2: Employment
Fair Employment
Harassment
New Hires
Employee Records
Employment of Relatives
Advancement Opportunities
Outside Employment
Employees Holding or Seeking Public Office
9 'ermination of Employment
10 Re-employment
Section 3: United Water Standards
, 3.
Standards of Conduct
Alcohol and Drugs
Dress Code
Solicitations and Distributions
Section 4: Compensation and Pay Practices
4.1 Compensation
Performance Reviews
4.3 Hours of Work
Time Sheets
Pay Periods
Overtime
Call Out/Stand By Pay
Jncenti ve Pay Plans
Special Employee A ward Programs
10 Severance Pay
Section 5: Benefits
Section 6: Time Off
Vacation
' Holidays
Family and Medical Leave (FMLA)
Bereavement Leave
Jury Duty
6 . 6 Military Lea v
7 part-Time Employees
Section 7: Safety, Security and Health
Safety
Security
Smoking
ii.
Section 8: Ethics
Ethics Program
Conscientious Employee Protection
Conflicting Duties
Confidential Information
Inside Information
Copyright and Licensing
Vendor Relations, Gratuities and Bribes
Governmept Relations
Political Contributions
10 Use of Company Property
Section 9: Other Policies
9.1 Employee Assistance
Education Assistance
Charitable Contributions
Company Functions
Personal Property
Use of Personal Vehicles
Travel
Relocation Program
iii.
Policy Manual. Section 1
1. Introduction
1. DISCLAIMER
The policies, practices and programs outlined in this Policy Manual have been developed at the
discretion of United Water management. United Water reserves the right to modify, revoke,
suspend, tenninate, or change, in whole or in part, at any time, with or without cause and with or
without notice, any or all of the plans, policies, benefits, practices or procedures described or
referenced in this Policy Manual. The contents of this Policy Manual supersede any prior manual
or handbook and apply to all U.S. employees of United Water, its subsidiaries or affiliates
regardless of their date of hire. Employees should consult their immediate supervisor or Human
Resources Department whenever they have questions about these policies.
Neither this Policy Manual . nor any other United Water guideline, policy, prac~ce or
communication (oral or written) creates an employment contract or a guarantee of continued
employment with United Water. Furthermore, no one is authorized to provide any employee
with an employment contract unless the contract is in writing and signed by a duly authorized
designee of United Water, its subsidiaries or affiliates. All emplo.yees of United Water are,
therefore, employed on an at-will basis except where a written contract of employment signed by
an appropriate officer exists. This means that employment with United Water may be tenninated
at any time with or without cause or notice by United Water or the employee.
To the extent that any provision of this Policy Manual is in conflict with the terms ora collective
bargaining agreement, the tenDS of the collective bargaining agreement prevail.
In all instances, Company policy and practice will comply with any applicable federal, state and
local laws and this Policy Manual will be deemed modified to conform to such laws.
09/30/02 Page 1.1
Policy Manual. Section 1
2. COMPANY STRA TEG Ie INTENT 'I BUSINESS DRIVERS ANDVALUES
1. Strategic Intent
United Water seeks to be the premier water services company in North America - both in
providing pure, clean water and in its commitment to exceptional customer service. The
Company recognizes that it is engaged in furnishing an essential public service vital to the
health, safety, and comfort of its customers. It has a high degree of responsibility to ~e public
. and cannot meet this responsibility without the full cooperation and commitment of its
employees.
To meet the challenges of providing clean and plentiful water, United Water will be driven by a
winning culture at its core that holds customers as the highest priority. The Company will grow
in -both existing and new businesses. We will p~rtner with communities of all sizes -with, the
critical need and political will for our services. We will out-perform the market with our highly
trained, entrepreneurial employees. We will identify investments that will improve earnings,
expand our national reach and add critical mass to our diverse portfolio of companies. And
will expand our offerings of program management and home services by leveraging our strongbrand.
1~2.2. Strategic Bushless Drivers
Following are the business drivers by which United Water will realize its strategic intent. Each
component prepares the Company to deliver value and expands the possibilities for our
company.
Customer Value
Since the world operates on the ~trength of relationships, 'United W~ter will deepen jts
relationships with every stakeholder - every resident in the community, every civic leader
and decision-maker, and every employee that makes our work possible. We will personalize
our relationships in a manner that strengthens our customer satisfaction and long-term
profitability by making United Water the partner of choice for water and wastewater
solutions.
Technology & Innovation
United Water has been and will continue to be a driver of technological innovation. We will
provide optimal service and acquire key contracts through the performance of comprehensive
customer needs assessments, maximize the leverage available to us through Ondeo and work
to strengthen our solid technology image.
09/30/02 Page 1.
Policy Manual. Section 1
Asset Management
The Company takes care of the assets through the implementation of state of the art asset
management practices. We will work to standardize our methods and incorporate innovative
rate strategies, create new business offerings and deliver our unique expertise to our clients
and the marketplace.
Public Leadership
At our corporate parent level SUEZ has created "Bridging the Water Divide" as a global
commitment to poor and under-developed regions. United Water will continue to invest
the communities in which we operate by establishing and supporting minority,. small and
women-owned businesses (MISIWBE). We will continue to partner with charities and local
schools and to actively engage in public leadership at the local, state and federal levels.
. .
Expanded Solutions-
," ..
United Water will leverage its brand name, providing a broad array of home services and
comprehensive services such as designlbuildloperate (DBO), Combined Sewer Overflow
(CSO), and bio-solids contracts to establish and distinguish our clear l~adership in themarketplace.
3. Values
In pursuit of its strategic intent, United Water commits to the following values to guide decisions
and behavior:
Res ect for All Pea Ie -- As a company, United Water interacts with diverse customers, markets
and employees wherever we do business. United Water will be guided by an unwavering respect
for all employeeS and customers. We recognize that it isjust and right to treat every human
being and their cultUre with decency and respect. We value individual and cultural differences.
Team Spirit -- United Water is committed to establishing a world-class work environment where
teamwork is a catalyst for success. 'We encourage and reward both individual and team
achievements. We freely join with colleagues across organizational boundaries to advance the
interests of customers. Our team spirit extends to being responsible and caring partners in the
communities where we live and work.
Professionalism
--
Employees of United Water will communicate frequently and with candor,
listening to each other regardless of level or position. Recognizing that exceptional quality
begins with people, individuals will be given the authority to use their capabilities to the fullest
to satisfy their customers. Our environment supports personal growth and continuous learning
for all United Water employees.
09/30/02 Page 1.
Policy Manual - Section 1
Lawful & Ethical Behavior -- United Water intends to comply fully with all laws affecting our
operations and the conduct of our business.
No employee should take any action on behalf of the
Company that he or she knows, or reasonably should know, violates any applicable law
regulation.
However, the Umted Water standard goes beyond compliance with the law. The Company
expects all of its employees' business dealings to be conducted in accordance with the highest
ethical standards and in strict compliance with both the letter and spirit of the law. Employees
are responsible for their personal conduct and must not engage in
or. tolerate unethical acts, even
at the direction of another person.
Value Creation and Growth -- United Water believes that profitability and financial strength are
keys to the Company s long-tenn independence and prosperity. All employees should be guided
, by the need to use the resources of the Company responsibly and in the best interests of the
Company.
--.. ,- ~~. -,::- -' ",,~, '
Page 1.4
09/30/02
Policy KanDal . Section 2
2. Employment
1. FAIR EMPLOYMENT
. 2.1. Equal Employment Opportunity
It is the lo.ng-standing policy of United Water to provide equal employment o.pportunity to all
employees and applicants. The Company prohibits discrimination and makes all employment
decisions without regard to. race, creed, co.lor, religion, natio.nal origin, citizenship status,
ancestry, sex, age, veteran status, mental o.r physical disability, marital status, family status,
atypical hereditary cellular or blood trait or affectional or sexual orientation. "This policy applies
to. all tenns and conditions of employment, including but ~ot lixpited to. recruiting, hiring,
placement, promotion, tennination, layoff, recall, transfer and the provision of working
conditions, compensation, benefits, training and o.ppo.rtunities fo.r advancement.
United Water will co.ntinue to comply with all applicable federal, state and local laws pro.hibiting
employment discrimination.
2. Affirmative Action
United Water is committed to take affmnative action to recruit, employ, and advance in
employment females, ininorities, disabled individuals, disabled veterans and veterans of the
Vietnam era for all positions in which they are qualified to. perfo.rm.
Where required to. develop and administer affirmative action plans, United Water will do so..
Where the Company is not legally required to co.mply with affmnative actio.n guidelines, it
United Water s practice to act affinnatively in areas where underutilization ex.ists.
This policy is intended to be consistent with the requirements and objectives set forth
Presidential Executive Order 11246, and applies to all segments o.f United Water.
3. Employees With a Disability
United Water will comply fully with the requirements of the Americans with Disabilities Act
(ADA) of 1990, which prohibits discriminatory employment practices against individuals with
disabili ties.
United Water will make reaso.nable accommodatio.n to the kno.wn physical or mental limitations
of qualified applicants or employees with disabilities to enable them to perfonn essential job
duties, unless such acco.mmo.datio.n wo.uld impo.se an undue hardship on the operation of the
09/30/02
Page 2.
Policy Manual- Section 2
business. This includes the modification of jobs, schedules and work rules to reasonably
accommodate disabled applicants and employees.
United Water will remove architectural and structural barriers to an employee's workplace
accessibility and usability where such removal is needed and readily achievable with reasonable,
effort and cost.
United Water will maintain all information regarding the medical condition or history of
applicants, employees and employees" dependents on separate forms and in separate locked files
and will treat such infonnation as a confidential medical record (including sick day infonnation)
to be utilized only as permitted by law on a need-to-know basis.
, 2.4. Responsibility for Fair Employment Practices
United Water expects all employees to be responsible for complying \yith the intent of our
policy. Should any employee act contrary to our Fair Emplpyment Practices Policy, such
employee will be subject to disciplinary action QP to and including termination.
Responsibility for ensuring compliance and continued implementation of this policy is assigned
to the Vice President of Human Resources who will periodically review United Water s progressin these areas.
09/30/02
Page 2.
Policy Manual- Section 2
2. HARASSMENT
It is the policy of United Water to promote and maintain a work environment in which all
employees are treated with respect and decency. No fonn of discriminatory or disrespectful
conduct by or toward any employee, regardless of the source, will be tolerated and the policy is
intended to apply to employees, vendors, clients and visitors.
United Water, therefore, prohibits all fonns of harassment based upon race, creed, color
religion, national origin, ancestry, sex, age, veteran status, disability, mariu! status, familial
status, atypical hereditary cellular or blood trait, affectional or sexual orientation. For these
purposes, the tenn harassment includes slurs or other offensive remai'ks, jokes. graphic material,
or other offensive verbal, written or physical conduct.
Every employee has a responsibility to maintain an environment that 13 free of harassment; 'If~'!
employee believes the actions or words of another employee or other person at work constitute
harassment, the employee should promptly bring the matter to the immediate attention of their
supervisor. If for any reason an employee is uncomfortable in bringing such matter to the
attention of their supervisor, the employee should bring the matter to the attention of the
appropriate Department Head, Company Manager or the Ethics Committee. (Toll free line
1.877.384.4277) The Supervisor, Department Head or Company Manager must immediately
bring the matter to the attention of one of the members of the Ethics Committee. An
investigation by the Ethics Committee will be promptly conducted into all allegations of
discrimination or harassment in as confidential a manner
as possible. Appropriate remedial and
disciplinary action will be taken if warranted.
Sexual harassment is worthy of special mention. Unwelcome sexual advances, requests for
sexual favors or other ve~bal or physical conduct of a sexual nature, as well as any harassing
behaviors directed toward another because of the individual'
s gender or- sexual preference
constitute harassment under the following circumstances:
Submission to or rejection of such conduct is made, either explicitly or implicitly, a term or
condition of an individual's employment.
Submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting any individual(s).
Such conduct is sufficiently severe or pervasive that it unreasonably in~erferes with the
individual's work perfonnance, or it creates an intimidating, hostile, or offensive
environment.
United Water prohibits any form of retaliation against an employee for making a good faith
complaint under this policy or for assisting in the investigation of a complaint. However,
complaints brought in bad faith. may result in disciplinary action against the employee who
knowingly makes a complaint based on false infonnation.
Page 2.
09/30/02
Policy Manual - Section 2
3. NEW HIRES
It is United Water objective to attract and retain qualified employees to help it achieve its
business objectives~ United Water is an equal opportUnity employer that hires individuals solely
on the basis of their job-related qualifications.
Hiring is the responsibility of the appropriate Project or Property Manager or designee. with the
concurrence of the Region Human Resources Manager or Corporate Human Resources, In order
. to recruit internally or externally for an open position. a personnel requisition fonD is required
with the appropriate levels of approval.
. .
Candidates for employment shall be notified of United Water s policies regarding a drug-free
workplace and substance abuse testing policies. As a condition of employment, United Water
ri:quiresall individuals offered empibyment- with 1.1'1" Company to take 1\ drug-screenir.g test.
United Water will not hire anyone who tests positive for illegal drugs or demonstrates clinical
evidence of drug use.
United Water will conduct a background investigation that includes verification of:
Previous employment,
Professional reference check,
Education verification,
Criminal check,
Dri ver' s license check and
Credit check (applicable only to those employees involved in
monetary transactions).
United Water will comply with the Immigration and Control Act of 1986 requiring that
employees must provide documentation demonstrating their legal right tovYork in the United
States. All job offers are made contingent upon the receipt of required documentation within
three (3) business days of the date of hire and completion of INS Form 1-
Page 2.4
09/30/02
Policy KanDal . Section 2
4. EMPLOYEE RECORDS
It is the policy of United Water to keep confidential to the extent possible, all employee
personnel records. This infonnation is maintained in confidential files accessible only
authorized personnel and is used for bonafide business purposes only. Unless legally mandated,
personal infonnation will not be released to outside individuals and/or agencies without the
employee s approval.
An employee may ask to see their personnel records by contacting the Human Resources
Department. The Human Resources Manager will determine a suitable time and place for the
employee to review their record. This review shall be in the presence of a HR representative and
employee may make copies of any of its contents. .
. Employees who receive - oral or writtenrequestsccfor information about- Ii CUFrent or fuITIler
employee should refer the inquiry to the Human Resources Department Current employees who
need verification of employment and salary (for obtaining credit, etc.) should submit a written
and signed request to the Human Resources Department.
Employees must advise Human Resources of any change in such things as address, telephone
number, marital status, number of dependents, citizenship and name of emergency contact and
should update educational accomplishments, professional registrations or certifications,
professional society memberships, papers presented or published and public offices held.
09/30/02
Page 2.
Policy Manual- Section
5. EMPLOYMENT OF RELATIVES
It is the policy of United Water to accept employment applications from relatives (including
spouses) of current employees. Such applicants will be given equal consideration as other
external candidates for hiring in jobs that are not filled internally.
However, such applicants and internal candidates will not be considered for any job opening in
which they would report directly or indirectly to a spouse or other relative, or which would place
them in the chain of command of such person.
Employees who marry or in a recognized domestic partnership will not be placed in jobs
which they would report directly or indirectly to a spouse or other relative.
' =- ----
Should t\vo employees- marry -and they are-1.njobs-where-there-is a direct or indirect reporting
relationship, one of the employees will be required to transfer or -- if there are no suitable
positions available - be -required to resign from United Water.
- -
09/30/02
Page 2.
Policy Manual. Section
6. ADVANCEMENT OPPORTUNITIES
1. Job Posting
It is United Water s policy to provide advancement opportunities to employees throughout
the
Company.
It is therefore, United Water s objective to fill job vacancies by promoting from within the
Company -- where qualified employees are available -- prior to opening a
job search for external
candidates. United Water will generally post positions internally -- for positions up to and
including the Director level-- so that eligible and qualified
employees may express interest and
be considered for such openings.
. ..- ----.-.. -. ... "
. :C.~7;;-.
:~":~~-;.~~':""'-"'~... '..~
United Water reserves its right to realign and reorgiriUze positioriS--as required 6t' deemed
necessary, without the requirement to post such newly structured positions.
2. Transfers
Employee transfers - initiated by the employee or by management -- may provide opportunities
for broadened experience and advancement. It is United Water
s objective to create and maintain
an attnosphere that supports and rewards the pursuit of career mobility. Supervisors and
Department Heads should encourage their employees to pursue appropriate opportunities that
foster career development.
However, the transfer of individuals employed less than one year will normally not
considered unless an organization change or layoff is involved. Employees are also required to
spend a minimum of one year in a position before becoming eligible to seek a "transfer to another
position.
Transfers should be discussed with the Department Manager and the Human Resources Manager
to ensure compatibility with United Water s staffIng objectives. A transfer into a non-exempt
position will not be delayed more than tWo (2) weeks from date that the trans fer is agreed upon.
Transfers into exempt positions will not be delayed more than four (4) weeks from the date that
the transfer is agreed upon.
. A change of salary or wage rate may occur at the time of transfer if the DeVIl' position is clearly
one of greater or lesser responsibility and the employee is reclassified
and! ~r promoted at the
same time. A change of salary may also occur if the transfer involves reloc~tion and there is
difference in the cost of living between the old and new locations. Approval of all salary
changes must comply with the guidelines as established by the Compensation Department.
Management reserves the right to place employees in jobs for which the:5' are suited and to
provide an efficient means for meeting the changing personnel needs ofUnite::d Water.
Page 2.
09/30/02
Policy Manual- Section 2
7. OUTSIDE EMPLOYMENT
It is the policy of United Water that outside employment shall not interfere with the perfonnance,
responsibilities or job functions of employment with United Water. The Company expects that
any outside employment must not be detrimental to or present a conflict with. the interests of
United Water.
" '' ".-. ,"""""::... -:- _
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Page 2.
09/30/02
--.... . .,..,.. - ,,""';'" .
Policy Kanual . Section 2
8. EMPLOYEES HOLDING OR SEEKING PUBLIC OFFICE
United Water encourages employees to participate in the political process including holding
public office. United Water will apply the following guidelines to employees seeking or holdingpublic office:
Employees running for office may disclose their cUirent affiliation with United Water in the
course of their election campaign. However, an employee is prohibited from using United
Water s name in a way that suggests United Water s endorsement of the employee
candidacy.
Employees running for, or elected to, public office may retain their jobs only if they can
continue to provide full attention to their work duties. Employees seeking election, or
holding, a full-time office-'mustresign.or request a leave-of absence withoutpay.Employees
on leave without pay because they are running for, or holding, or have been elected to public
office are not guaranteed reinstatement to their prior position or any position at UnitedWater.
Employees holding part-time public office are required to resolve t:o United Water
satisfaction any conflicts of interest that set the employee s loyalty to United Water
conflict with the employee s duties in public office. Minor conflicts might be resolved by
the employee disclosing the conflict and removing himself or herself from decision-making
with respect to the particular matter. Major conflicts of interest might require the employee
to transfer to a new position or resign.
09/30/02
Page 2.
Policy Manual. Section 2
9. TERMIN A TI 0 N OF EMPLOYMENT
It is United Water s policy that when an employee leaves the service of the Company. whether
voluntarily or involuntarily, they shall receive from or pay to the Company
an amount sufficient
to satisfy all of the then outstanding obligations between them. Amounts due to the employee
may be items such as earned but unpaid regular payor vacation pay. Amou.nts due to United
Water may include such items as employee cash advances and tuition reimbursement payments.
Any payment due to the employee shall be at the rate in effect at the time of tennination.
Note: The Vice President of Human Resources or the VP's designate -- under recommendation
by the appropriate Company Manager - is responsible for decisions to involuntarily tenninate employee.
An empio yee' s tenninationis..deemed effective-the date- active participation w.. th U ni tedWa ter
ceases. No vacation credit or payment of any kind due by United Water to t:he employee shall
delay the effective date of tennination. No employee benefits will accrue or be paid to
employee after service is tenninated except as specifically provided by plan pr()visions
or law.
Page 2.
09/30/02
Policy Kanual . Section 2
. 2.10. RE-EMPLOYMENT
It is United Water' s policy to extend employment opportunities to previous employees of the
Company under appropriate circumstances. The decision to re-employ will be at the sole
discretion of United Water.
10.1. Definitions
Recall -- A "recall" occurs when an employee returns to work for United Water 'when the
preceding period of Company employment ~nded in a temporary involuntary layoff. Layoffs
typically result from lack of available work or other business circumstances leading to a
reduction in force.
. - ~-
Rehire ~~- A "rehire =-.occurs- when~:..an"":emplo.yee~":retums to workJor Upjted .Water-.when .the-
preceding period of Company employment ended in a' voluntary quit or termination. An
employee discharged for cause is not eligible fo~ rehire.
Severance Rehire - A "severance rehire" occurs when an employee returns to work for United
Water when the preceding period of Company employment ended under the tenDS of a. written
severance agreement and for which the employee received severance benefits.
10.2. Adjusted Service Dates
Any employee who is recalled or rehired by United Water in a regular full-time status may
receive an adjusted service or hire date that gives credit for prior regular full-time employment
with the Company. Periods of temporary or part-time employment will not be considered in
adjusting service dates.
Employees who transition to employment with United Water directly from employment with a
client, as the result of a contract between United Water and the client for contract operation of
the client s facility at which the employees worked, will also have their employment service with
the client counted as service with United Water. This service will be considered the same
direct employment with UW for the purposes of vesting in the pension plan and for other
service':'related employee benefits such as vacation, but will not be used in determining the level
of pension benefits earned.
An employee, who accepted voluntary tennination under a United Water severance plan or
agreement, will nof receive credit or service for previous Company employment except where
mandated under federal or state regulations or in the severance agreement.
10.3. Employee Benefits and Compensation
09/30/02
Page 2.
Policy Manual - Section 2
Vacation -- A re-employed individual who receives an adjusted service date wiIJ accrue vacation
time based on that date.
Sick Leave -- Only a recalled employee who returns to work within two
years of layoff will be
Ie-credited .with any accrued sick leave balance held at the time of layoff.
All other fe-employed
indi viduals will not.
Pension and 40 100... Plans -, Eligibility. participation and the restoration or service of a re-
employed individual will be based upon federal regulations and the provisions of the plan.
Other Benefits the provisions of each benefit plan will detennine eligibility for and
participation in other benefit plans.
rtJ.1!ensati
';::
Contin ueus's6l'Vicec time required J or salary .revi e'iVs '. J)onuses 9f profit shm:ip,
. .
eligibility will be based on the actual date Dire-employment. .
' ~ . '" :.
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Page 2.
09/30/02
Policy Manual. Section 3
3. Unite.d Water Standards
1. STANDARDS OF CONDUCT
United Water maintains standards of employee conduct necessary to ensure efficient operations
and to maintain the highest ethical and legal standards. All United Water employees are
. expected to abide by all Company rules and guidelines and to treat fellow employees and
customers with respect and dignity. In addition, employees are expected to:
Follow their supervisor s instructions
Be prompt and regular in attendance
Be productive
Work safely
.- . .c_Work harmoniously with co~workers
.. - -. "
Produce quality andprofessionaI work
Maintain communications with their supervisor and co-workers
. .- ,::~',- '~":'--'?~~
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Failure to follow these general standards of conduct may result in disciplinary action. When an
employee acts in a manner inconsistent with expected standards ofbebavior, corrective action
becomes necessary. Disciplinary action, which is appropriate to the circum.stances, is used
United Water to attempt to work with employees to correct negligence, misconduct and
unsatisfactory work performance. Serious or gross misconduct may result in accelerated
disciplinary action up to and including immediate tennination of employment.
1. Disciplinary Process
Prior to taking .disciplinary action, the employee s supervisor will counsel the employee by
discussing the unacceptable nature of the behavior and ensuring that the
employee is aware of
the expected standard of conduct.
The supervisor. in consultation with other management and Human Resources. may discipline
the employee through oral or written warnings, schedules for behavior improvement,
suspensions (paid or non-paid) or termination. The severity of the behavior will determine the
degree of disciplinary action in each case. Repeated offenses will res 'tIlt in more severe
disciplinary action. The Company reserves the right to detennine appropriate disciplinary action.
2. Matters Subject to Disciplinary Action
Following are examples of employee misconduct that may be subject to disciplinary action.
should be noted that this list is not comprehensive or in any prioritized
order and that other types
of conduct could result in disciplinary action.
Poor or irregular attendance including excessive tardiness.
Unsatisfactory work perfonnance.
09/30/02
Page 3.1
Policy Manual. Section 3
Insubordination.
Refusal to perfonn assigned work.
Leaving an assigned workplace without authorization.
Theft of time including sleeping on the job and unauthorized extension of lunch and/or rest
break periods.
Failure to follow established procedures or observe work and safety roles,
Indulging in activities unrelated to employment during work hours.
Unauthorized or improper use of Company (or client) equipment, tools, vehicles, documents,
infonnation or other property.
Destruction of Company documents, property, tools or materials.
Making unauthorized purchases using Company funds and/or not following established
purchasing procedures.
Possession or use of controlled substances or alcohol while on Company premises or
perfonning assigned work, or reporting to work while under the influence of controlled
substances pr alcohol. -,.
' ... . - "- .-,-
Verbal or physical altercations on United Water premises or during work hours
Possession or use of firearms (or other weapons), ammunition, explosives or other
unauthorized hazardous materials while on Company premises or during work hours;
Verbal abuse and h~assment of any type of other individuals (employees, vendors, clients or
customers). .
Making threats of any kind or in any form (verbal, written, electronic,. etc.) to other
individuals including, but not limited to, threats of bodily harm.
Intentional falsification of Company records including employment applications, time sheets,
process records, expense statements, shift logs, laboratory data and similar documents.
Accepting or offering of bribes.
Use of privileged Company infonnation for personal gain.
Stealing from the Company, clients or from other employees.Gambling.
Intentional interference with treatment processes, equipment or the work of other employees.
Intentionally damaging the personal property of another, such. as vehicles, lockers or personal
belongings.
Smoking in restricted areas,
Dishonesty or fraud.
09/30/02
Page 3.
Policy Manual- Section 3
2. ALCOHOL AND DRUGS
It is the policy of United Water to establish and maintain a work environment that is free from
the effects of alcohol. illegal drugs and drugs not properly prescribed or taken for non-medical
purposes. Violations of this policy are extremely serious and will result in disciplinary action up
to and including discharge.
Employees experiencing problems with alcohol or drugs are encouraged to voluntarily seek
assistance as soon as possible to resolve such problems before they become serious enough to
require management attention or disciplinary action (see the EAP policy). Admission of a
drug/alcohol problem or self-referral to a treatment program will not prevent
disciplinary action
for any violation that has. already occurred.
. Employees are generally prohibited from using alcohol or being under the influence of alcohol
. while on Company premises,work sites and vehicles... Alcohol 'lse m8.)' bepennitted only:.when
such use 'occurs during an event that is specifically sponsored by a ,Company Executive or
General Manager.
Employees are prohibited from the illegal use, sale. dispensing, distribution, possession or
manufacture of drugs, controlled substances, prescription drugs and narcotics on Company
premises, work sites and vehicles.
Off-the-job use of alcohol ordrugs that adversely affects an employee s job perfonnance,
attendance or attention to safety or that erodes the public trust in the Company s ability to fulfill
its responsibilities may also be grounds for -disciplinary action under this policy.
It is an employee s responsibility to notify their supervisor or the Human Resources Department
if they have been prescribed to use a drug or controlled substance that could alter their physical
or mental ability to safely perform their job duties.
1. Drug Testing
Pre-Employment: United Water requires that all individuals who are offered employment
drug tested as a condition of employment. Employment will be conditional upon a negative test
result. In the event of a positi.ve result, the Company Will rescind the offer of employment.
This does not preclude the Company from hiring such candidate at a later date, provided the
candidate can show proof that he or she has satisfactorily completed a rebabilitation program
approved by the Company. In such case, the candidate will again submit: to a drUg test
as a
condition of employment.
For Cause If a supervisor or other properly trained company representative' observes a person
demonstrating signs of being under the influence of alcohol or
drugs. appropriate action may be
Page 3.
09/30/02
Policy Manual. Section 3
taken by the Company including removal of such person from the Company premises, worksite
or vehicle.
United Water reserves the right to require drug or alcohol testing upon reasonable suspicion
alcohol or illegal drug use. Reasonable suspicion includes but is not limited to:
Irrational, erratic -or belligerent behavior
Carelessness resulting in damage to property or personal injury
Disregard for safety
Damage to Company property
Work-related accident
An employee s refusal to submit to a drug/alcohol test at a company-designated time and place
shall constitute grounds for disciplinary action up to and including discharge.
~. .
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. -
Random: It is not United Water s policy to conduct random drug testing except where it may be
required to comply with specific regulations covering the Company.
CDL: This Policy is intended to comply with FMCSR Federal Motor Carner Safety Regulations
49 CFR Part 382 to confonn to a drug and alcohol-free workplace within the transportation
industry. All drivers, owner/operators, .drivers-for-hire, temporary drivers and contractors of
interstate and intrastate transportation, will be tested in accordance with Federal Motor Carrier
Regulations for the. use of prohibited drugs and misuse of alcohol (see your local HR manager
for the CDL procedure).
09/30/02 Page 3.
United Water 1(".. United Water
8248 W. Victory Rd.
O. Box 190420
Boise,lD 83719-0420
telephone [phone]
facsimile 208 362 7069
Memo
DATE:May 4, 2004
TO:UW Idaho Emplo
FROM:Greg Wyatt
SUBJECT:Dress Policy
Attached is a copy of United ater s revised Dress Code Policy. Please remove pages 3.5 and 3.
cc-from'yourtopy""orUnited Vv?ater s Human Resources Policy 1\1~i1ual'and replace ;viththe attached.
. "
document. The revised policy also can be found on the QUENCH/Human Resources intranet.
-.
All employees are expected to present a professional appearance consistent with job function,
customer and community interaction. For office employees, appropriate business attire includes
nice shirts, slacks, sweaters and/or jackets for men and nice slacks, skirts, tops and dresses for
women.
Bargaining unit employees are expected to present a neat appearance also. All unifonns provided
by the company are to be clean, neat and whole. Attire for non-uniformed field employees also
to be clean, neat and whole. Ripped or frayed pants and shirts are not acceptable, nor is clothing
with holes.
We will continue to observe "Jean Fridays" in the office, but need to remember the ground rules.
Nice jeans can be worn on Fridays with professional looking tops. All jeans and tops are to
clean, neat and modest. Clothing should not be frayed, ripped or faded and should not have holes.
Acceptable to wear with nice jeans on Jean Fridays:
Polo shirts, oxford shirts, blouses, sweaters/cardigans, tunics, blazers/sport coats, clean
sneakers/tennis shoes, boating/deck shoes, boots, loafers, sandals (other than flip-flops) with
appropriate socks or nylons.
Unacceptable to wear with nice jeans on Jean Fridays:
Capri pants, T-shirts, sleeveless T-shirts, tank tops, crop tops, halters, gymnasium-type
wear,
sweatshirts, sweatpants, runninglworko~t suits, spandex pants, leggings, shorts, flip-
flops, beach
shoes.
I appreciate your taking the time to review the dress code and to consider that how you dress for
work and interact with customers is an important reflection on both you and United Water Idaho.
H:\Gr::g\C(;rr~~p('mlem':t\2()\)..t
_..
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Policy Manual- Section 3
3. DRESS CODE
It is United Water s policy that all employees, regardless of department or job function, should
dress in a neat and businesslike manner appropriate to the job function they are performing.
Compliance with all health and safety precautions is required at all times. Individual department
managers/supervisors are responsible for administering the guidelines of
this policy and should
consider local customs and working conditions in providing guidance. Questions or issues that
need further review should be directed to the Human Resources Department.
1. Non-uniformed Em~
Non-unifonned employees should dress in business professional attire consistent with standards
and guidance provided by local management. Acceptable guidelines should consider the work
environment, customer interaction and United Water s image to the community and customers,
as well .as job function and tasks perfonned. In Headquarters locations, business casual clothing
t11h y be worn throughout. the year onFri days om y (~ee guidelin~ for B usin~ Casual~oW)~
Business Professional Guidelines
Business Professional attire. will vary according to local standards as det.ermined by local
management. At. the United Water Head quarters office in Harrington Park, Administrative,
Professional, Supervisory and Managerial Employees are expected to wear business professional
attire, which for men includes shirts and ties with suits or jackets
and slacks and for women
includes tops with slacks or skirt, suits or dresses.
Business Casual Guidelines
Employees should consider the day s activities when detennining what to wear on "Casual
. Fridays,When visiting a client or business associate with a more traditional dress code,
employees should dress accordingly.
Business casual is defined as the manner of dress that is normally
acceptable and appropriate for
an office environment and that is neat, professional and in good repair (Qo cutoff or ripped
clothing). Specific guidelines include:
Category Acceptable Attire Unacceptable Attire
Tops Casual shirtslblouses (e.g., Polo style T-shirts), tank tops, crop tops, halters
shirts), sweaters, cardigans, tunics,(no bare midriffs),gymnasium-type
Blazers/sport coats.wear, sweatshirts.
Bottoms Tailored casual pants (e.
g.,
chinos,Jeans,shorts or sweatpants or mini-
. khakis), casual skirts (except denim),skirts.
split skirts.
Footwear Boating/deck shoes (e.g., Dock-siders),Sneakers/tennis shoes,flip-flops, beach
boots, loafers, sandals with appropriate shoes, sandals without foot covering.
foot coverIng,except where safety
shoes are required.
Page 3.
Policy Manual. Section 3
2. Uniformed Employees
United Water will furnish unifonns or a unifonn allowance for certain enployees and these
employees are required to properly wear the uniform at all times while at work.
Unifonns are customarily furnished through a unifonn rental company. The uniform rental
company also provides cleaning and maintenance of all unifonns. Employees are responsible for
any lost uniforms or damage to their unifonns resulting from negligence.
REVISED POLICY DATED 4/2004
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Page 3.
Policy Manual- Section 3
4. SOLICIT A TIONS AND DISTRIBUTIONS.
Employees of United Water may not solicit funds or otherwise solicit (raffles, charities, selling
of products) among employees for any purpose during work time or in designated work areas.
Work time includes both the work time of the employee soliciting .as well as the work time of the
employee being solicited. Work time does not include lunch or rest breaks or the time before or
after work. Work areas do not include cafeterias, break rooms, restrooms or parking areas.
Any solicitation must be conducted in an unobtrusive and courteous manner and must not harass
any employee.
Employees may not distribute or circulate literature (written, printed or electronic) of any sort
other than that related directly to United Water business in any work area at any time.
: Emp!oyees may not solicit-noT-distribute literat.;.re.la any visitors at any time or for any purpose.
Non-employees may not distribute literature or solicit anyone at any time while on Companyproperty.
Gambling, lotteries, pools, raffles and commercial sales or enterprises are strictly forbidden on
Company property at any time.
Senior local company management in consultation with Human Resources may grant exceptionsto this policy.
09/30/02 Page 3.
Policy Manual- Section 4
Compensation and Pay Practices
1. COMPENSATION
United Water end~avors to pay wages and salaries competitive to those paid for similar jobs
the labor markets in which the Company competes.
Individual rates of pay are based upon a number of factors including:
The position and responsibility held by the employee,
The employee s qualifications including relevant education, certification and previous work
- -
experience; .
~-'~.~"""- - -" --.'---'-- ,- . . - -'--
Geographic location and
Job performance.
- - ." -" .
United Water periodically reviews all pay rates arid may adjust pay ranges based upon
comparisons with similar jobs, general economic conditions and the Company s ability to pay.
09/30/02
Page 4.1
Policy Manual. Section 4
2. PERFO RMAN CE REVIEWS
United Water expects that each employee will participate in an annual Perfonnance &
Development Review (PDR) process. The (PDR) process is an integral component of the
company s Employee Development initiative and, is one of the material factors in formulating
annual merit salary recommendations. PDR establishes clearly defined standards of job-specific
goals/responsibilities, core behaviors and individual development efforts for the upcoming
review period. Through active participation in the process, employees work with their manager
to define performance expectations and evaluate perfonnance for ~e immediate past review
period.
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~ . ... --~~
Employees and their managers are expected to meet annually to review tbe prior 12 months
ending for the company fiscal year or, the contract anniversary year for 0 & M projects.
changes in job scope, expectation or responsibilities occur, the PDR is revised
to reflect changes
in expectations.
Perfonnance relative to agreed upon expectations is evaluated and discussed with specific
perfonnance feedback and identified opportunities for improvement. Indi vidual development
plans focus on short-term, job-specific goals/responsibilities or core behavior improvements
while also focusing on longer-range career and individual development plans for the employee.
Progress evaluations are expected to take place between each employee and manager each
quarter in order to maintain a constant dialog of adjustment and feedback relative to goals and
perfonnance.
Regional Human Resources Managers administer the overall process and
ins ure that each PDR is
reviewed with the employee and their immediate manager, and signed
off by Human Resources
and the manager immediately above the evaluator, prior to the review session with each
employee. Results become part of the employees pennanent records and are used in
development of career planning and succession tools.
09/30/02
Page 4.
Policy Manual- Section 4
EMPLOYEE CLASSIFICATIONS
For purposes of pay, overtime and benefits, employees are classified as follows:
5!ll1ime regular eID.RJoyee - employees who are regularly scheduled to work at least 37.5 hours
per week. Such employee may be exempt or nonexempt as defined below.
~ime regular employee - employees who are regularly scheduled to work less than 37.
hours per week. Such employees may be exempt or nonexempt as defined below.
Thffiporary emQJoyees - employees who are engaged to work full or part time for a specified
period of time or project duration after which their employment will tenninate. Such employees
may~e exempt or n9nex~mpt as defined belQw. ."" P
Employees hired from a temporary employment agency for specific assignments are not
considered employees of United Water.
Nonexem~ovees - employees who, in accordance with applicable wage and hour laws,
must be paid overtime at the rate of time and one half (1.5 times) their regular rate of pay for all
hours worked in excess of forty hours in a workweek.
pxem~loyees -- employees who, in accordance with applicable wage and hour laws, are not
required to be paid overtime at the rate of "time and one half (1.5 times) their regular rate of pay
for all hours worked in excess of forty hours in a workweek. In general, these employees include
executives, professionals and certain sales and administrative employees.
Benefi~ible em.ploye~s - Regular employees who are normally scheduled to work at least 30
hours in a workweek are eligible to receive health and welfare benefits. Regular employees who
are nonnally scheduled to work at least 20 hours per week are eligible for prorata time off
benefits. Other specific benefit plans may define eligibility differently.
Salaried employee - employee whose regular pay rate is expressed as an amount per year or per
pay period.
Hourwaid em.,Qloyee - employee whose regular pay rate is expressed as an amount per hour.
09/30/02
Page 4.
Policy Manual. Section 4
3. HOURS OF WORK
1 Normal Work week
In general. forty hours within a payroll week constitute a nonnal workweek (the payroll week
may vary by location or by employee status). The typical work pattern is eight hours per day on
five consecutive days.
. However, other schedules may be established at a work location to maximize efficiency at that
site. subject to the approval of the responsible Department Project Manager. Each workday will
nonnal1y allow for an unpaid lunch period lasting from 30 to 60 minutes. Employees will also
nonnaI1y be allowed a 15-minute rest period during the fIrSt four hours of the workday and
another 15-rninute rest period during each subsequent complete four~hour period, all on paid
time.
2 Flexible Work Arrangements
The company has established a voluntary Flexible Work Arrangement through
which employees
and managers are given the flexibility to agree upon the work hours of an individual. Voluntary
schedules may be agreed to which integrate work and
personal life demands. FWA'allow
employees to detennine their own starting and quitting hours each day.
around core hours
Core hours are defined as 9:30 a.m. to 3 :30 p.m. each day. These hours should be observed for
each day worked. A work day should not exceed a span of 9.5 hours which would include a
minimum of 30 minutes for an unpaid lunch period.
While the company encourages employees and managers to arrange flexible schedules where
ever requested, based on the practicality and the requirements of the job, certain positions and
certain functions may not lend themselves to flexible schedules. In such cases, the decision of
the manager, in conjunction with the appropriate Human Resources represen taU ve must be final.
Additionally~ FW s must not result in the creation of overtime pay and, certain schedules may
. only be available to "exempt" employees due to certain labor laws governing "comp time
arrangements. For example, an exempt employee may reach agreement with their manager to
work a 9J80 schedule That is work 9 days in two weeks, each day not to exceed 9.5 hours per
day including 30 minute unpaid lunch.
09/30/02
Page 4.4
Policy Nanna)- Section 4
4. TIME SHEETS
Each employee is required to fill out a time sheet, or its equivalent (such as a computer-based
time entry system), each day and to submit the signed timesheet to their supervisor at the end of
each pay period, accurately summarizing by job number the amount of time worked on each.
Time on a timesheet should be rounded to the nearest tenth of an hour.
No employee may approve their own time sheet or time entry data. No employee may complete
another employee s time sheet or time entry data.
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09/30/02
Page 4.
Policy Manual- Section
5. PAY PERIODS
United Water uses both a one-week and two-week pay periods to calculate payroll depending on
an employee s status and/or location.. Paychecks are distributed on Fri days ~d represent
payment for all time worked in the previous pay period. .In a case where a normal payday would
fall on a United Water holiday, paychecks will be distributed on the last regularly scheduled
workday prior to the holiday.
Gross pay for salaried employees using a one-week pay period is determined by dividing the
employee s annual salary by 52. Gross pay for salaried employees using two-week pay period
isdetennined by dividing the employee s annual salary by 26.
.. .-... :
Gross payforhourl)':~paid employees for their nofITlfll pay period i~ calculated by multiplyi~g tb~.
employee s hourly rate of pay for each category of work (straight, OT, premiums and job
... ..
perfonned) by the number of hours worked.
,~;:,--
Unless prior arrangements are made, paychecks will be delivered at work. United Water
encourages the use of electronic direct deposit of paychecks and this may be arranged by
providing the proper authorization to Payroll.
09/30/02
Page 4.
Policy Manual - Section
6. OVERTIME
An employee s supervisor must specifically approve overtime work in advance.
Managers and
supervisors are responsible for developing work schedules and staffing that minimize the amount
of overtime required. Managers and payroll will be jointly responsible for detennining. in
accordance with contractual commitments and applicable law, what types of paid leave will be
included as hours worked for the purposes of determining overtime premium pay.
In general, United Water pays overtime compensation only to non-exempt employees who
worle
in excess of 40 hours in a workweek. The standard payment for overtime is computed as 1.
times the employee base, hourly straight-time rate.
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Page 4.
09/30/02
Policy Manual - Section 4
7. CALL OUT/STAND BY PAY
In the absence of specific contract language, it is United Water s policy to handle call out and
stand by pay as follows:
1. Call Out Pay (Non-exempt Employees Only)
Employees may be required to return to a job site after regular working hours to respond to
emergency situations. Such employees will be paid for a minimum of two hours for the call out
beginning from the time they arrive at the job site until the work is completed. If the call out
takes longer than two hours, the employee will receive pay for the amount of time actually
worked. Call out pay is calculated at .1.5 times an employee s base, hourly straight-time rate
unless provided for otherwise by local rule-orpra~tice. .
"--. -..- .. -.
If an employee responds to more than one callout between two shifts scheduled on consecutive
days, the time worked on all call outs will be counted toward the two-hour minimum. If the time
needed for the callout is less than two hours, the supervisor may assign the employee additional
tasks to be completed in the two-hour time period.
Any employee who has been consuming alcohol or is under the influence of a controlled
substance at the time they are called back to work should state that fact and decline the -
call out.
An employee will not be disciplined for failing to respond to a call out for ~s reason (unless,
however, a pattern of avoidance is estabiished).
2. Stand By Pay (Non-exempt Employees Only)
Employees may be required to make themselves available to report to work immediately at times
other than their regular work hours. If placed on standby, it is the employee s responsibility to be
reachable by telephone or pager and to be immediately available and able to perfonn the required.
duties.
An employee will receive standby pay for the time on standby at a rate determined appropriate
for the project or property (subject to local conditions). However, if they fail to immediately
respond and report to a call they will forfeit their right to receive standby pay for that period.
Employees may not receive stand by pay while on vacation or sick leave.
09/30/02
Page 4.
Policy Manual - Section 4
8. IN CENTIVE PAY PLANS
United Water s' compensation philosophy is to pay for performance. United Water has
strategically placed a significant portion of compensation at risk, this amount increases with
increasing management level and responsibility. The objectives of United Water s incentive
plans are to attract and retain high quality talent, motivate employees to meet or exceed financial
and operating goals, provide superior performance-based compensation, align employee and
corporate objectives and to balance employees' long tern and short term focus.
All exempt employees may be eligible to participate in an incentive plan. In order to be eligible
to participate in an incentive plan for any given year, an employee must be in an incentive
- eligible"position as of September 30th of the given year, and be employed by the company as of
December 31st of the'givenyear. ..Any eI1)ployee" who has not been in in~entive el~gible_
. --
position for the full year, will receive a prorated incentive award.
. ".. . . ~-, .
Non-exempt employees may participate in local discretionary incentive plans as detennined
Regional management. Participation by all levels of the company, in all Regions of the company
is consistent with a winning culture and the over all compensation philosophy of the company.
9. SPECIAL EMPLOYEE A WARD PROGRAMS
United Water has established special employee recognition program~ in orger to encourage,
recognize and reward exemplary job performance and behavior. Performance on the job which
demonstrates outstanding commitment, innovation, teamwork or perseverance towards the
achievement of a company objective or other similar noteworthy effort are eligible for award.
The types of awards available are Spot A wards, A wards of Excellence and United Water Team
Awards. The awards vary in monetary value and approval processes involved. Details are
available through the Compensation Section of the Human Resources Department - HarringtonPark. '
10. SEVERANCE PAY
A non-bargaining unit employee who is involuntarily terminated other than for cause will
entitled to severance benefits under the severance program in effect on the date of termination
and provided that the employee comply with all requirements of the severance program.
09/30/02 Page 4.
Policy Manual - Section
5. Benefits
This section will be inserted after 2003 open enrollment takes place.
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Page 5.1
09/30/02
Policy Manual- Section 6
6. Time Of
1. VA CA TION
United Water provides paid vacation for the purposes of needed rest and relaxation. Therefore, it
is expected that all employees are able to utilize their annual vacation. However, managers and
employees must work together in scheduli~g vacation time so as not to interrupt the perfonnance
of United Water business. A manager or supervisor must approve vacation schedules and
requests in advance. A manager or supervisor must also record the vacation time employees
have taken. Employees are responsible that used vacation days are .properly recorded. '
The United Water vacation policy is based on a credit system where employees are credited with
vacation days ont~e 1st of January of each year, acccrdiTIgto the-schedule below.
.. .- ---
Years of Service Durin Calendar Year
0 to less than 3 ears
3 to less than 5 ears
5 to less than 15 ears
15 + ears
*Unless grand fathered intoa greater number of vacation days.
Annual Vacation
10 da s
15 da s
20 da s
25 da s
A new employee hired after January 1st will be credited with prorated vacation hours based on
the date of hire. However, during the initial calendar year of employment, employees may take
up to one (1) week of vacation orily after completing four (4) months of service and may take
any additional time only after completing six (6) months of service.
Vacation days are credited in advance and in anticipation of employment for the full year. If an
employee terminates employment during the year, United Water will reconcile actual vacation
earned on a pro rata basis with vacation days taken during the . year. The final pay of the
terminated employee will be adjusted accordingly. (Vacation reconciliation is based on the
number of days to the termination date divided by 365 days).
Vacation carry over is not consistent with the spirit of this vacation policy; however, sometimes
business activities require some flexibility. Therefore, employees are authorized to carry over up
to but not more than 25% of their annual credit each year. All carry over will go into a vacation
reserve. No additional cany over will be pennitted and vacation days may not be sold back
United Water. The vacation reserve may not exceed 100% of the annual credit at year-end.
09/30/02 Page 6.
Policy Manual- Section 6
2. H 0 LID A
United Water provides employees with a set number of paid holidays each year. Holidays may
be observed (all employees celebrate the holiday on a fixed day) or may float (taken as desired
by the employee). Holiday schedules may vary from location to location but all holiday
schedules will be approved by Human Resources and published to employees by DeCember 1 stfor the following year.
If any of the observed holidays fall on a Sunday, the following Monday will be observed as
paid holiday; if the "holiday falls on a Saturday, the preceding Friday will be observed as the paidholiday.
. .....,..
An employee will receive holiday pay provided that they work the~! full s~h-~~ul~Q.~orkday both
before and-following the holiday. Holiday pay-wIll amount to the norffiaIly-si~tieduled number
hours for the day at an employee s regular straight-time rate. Holiday pay will be used in the
calculation of overtime in the workweek in which the holiday falls.
Employees who are required to work with contractors or other outside groups or agencies where
the observed holiday schedule differs from the employee s nonnal holiday schedule may be
required to observe the holidays of the outside .group or agency. In any case, the employees will
be entitled to at least the number of holidays (actually observed plus floating) as provided in their
nonnal holiday schedule to a maximum of 13 per year.
In the event it is necessary for a non-exempt employee to work on an observed holiday,. the
employee will be compensated at time and one-half Jor hours worked plus holiday pay. . An
exempt employee may, with supervisory approval, schedule the holiday for another day.
1. Floating Holidays
New employees hired on or after July 1 will not be eligible for the floating holiday during the
calendar year in which they are hired.
Employees may schedule any floating holidays within these guidelines:
1. An employee must schedule floating holidays in advance with their supervisor. Every
attempt will be made to accommodate reasonable requests, providing work requirements
can be met. In case of scheduling conflicts between employees, it may be necessary for
some employees to select an alternate date.
2. The date designated by an employee as a floating holiday must be a normally scheduled
workday for that employee.
3. With adequate notice to their supervisor, employees may request to change a previously
scheduled floating holiday during the year.
09/30/02 Page 6.
Policy Manual- Section 6
4. If it becomes necessary for an employee to work on the designated floating holiday,
another date should be selected. In no case will an employee receive holiday pay in
addition to pay for time worked on a floating holiday.
.0. -'-
. ..- .
09/30/02
Page 6.
Policy Manual- Section 6
3. F AMIL Y AND MEDICAL LEAVE (FMLA
United Water intends to comply with the requirements and purposes of the Family and Medical
Leave Act of 1993 ("FMLA") and any applicable state regulations.
Under the federal Family and Medical Leave Act of 1993, a Family/Medical Leave of Absence is
an 'unpaid leave for eligible employees for up to a total of 12 work weeks during a 12-month
period (or longer if required by applicable state or local law) for one or more of the following
reasons:
The birth of a child and in order to care for the newborn;
The adoption or place~ent of a child (or foster care with the employee;
. -
" u
' -. .,..:~. . .
To care for a child, spouse or parent with a serious heal~ condition; or
Because of the employee s own serious health condition that makes the employee unable to.
perform the essential functions of the position.
In general, leaves of absence granted under this policy are unpaid.
pligible employees -- Family/Medical Leave is available to all employees who have completed
at least one full year of service with United Water and have worked a minimum of 1,250 hours in
the 12-month period by the scheduled commencement date of the leave and are employed at a
facility that employs 50 or more employees at or within 75 miles of that facility.
Leave duration -- Eligible employees are entitled up to a total of12 workweeks of leave during a
12-month period (or longer if required by applicable state or local law). The 12-month period is
measured backward from the date an employee uses any FMLA leave. All FMLA leave will run
concurrently with other similar leaves mandated by state or local law, and all personal leave and
sick leave used during the leave will be included as part of the 12 workweek period provided by
this policy~ After an employee s FMLA entitlement is exhausted, the employee may apply for a
leave ext~nsion (e.g., as a requested accommodation for a disability covered by the Americans
With Disabilities Act, etc.
funployee notice requirements -- Employees requesting leave must provide 30 days advance
notice of leave, or if the leave is unanticipated, as much advance notice as practicable -- normally
notice must be given within one or two business days of when the need for the leave becomes
known. In the case of an employee s own serious health condition or that of a family member, an
employee on leave must notify United Water every 30 days' of the status of the condition and
intent to return to work. Employees must notify the Human Resources Department of their intent
to return to work one week prior to their return. In all cases, when a decision is made by the
employee not to return to work, the employee must notify United Water immediately.
09/30/02 Page 6.4
Policy Manual - Section 6
!li!1h of a chil,g: care for a newborn: adoption: placement of a foster child -- Leave for these
pUIposes must be taken in consecutive workweeks and must be completed within the 12-month
period following. the birth or placement of the child with the employee.
Care for a- ctlild. spouse. parenLQL1he employee s own serious health condition -- Employees
may take leave for these purposes on a consecutive basis or intermittently, or the employee may
request to be placed on a reduced workweek or reduced workdays. An employee must request a
leave anytime the absence is due to their own serious health condition and lasts for more than
five consecutive workdays.
Non-consecutive periods of leave -- If an employee requests an intennittent or reduced leave
schedule, United Water may require the employee to transfer temporarily to an alternative
position, for which the employee is qualified, to better accommodate the recumng periods
leave- the employee::-will require. Employees transferred- in such. circumstances wiii receive
equivalent salary and benefits.
Employees requesting leave for these purposes must make a reasonable effort to schedule the
treatment, either for themselves, their child, spouse or parent so as not to unduly disrupt United
Water s operations.
Request for leave .;Employees requesting leave are required to complete a leave of absence
form and submit it to the Human Resources Department at the time the leave is requested.
Qm:ification requirements - United Water requires certification from a health care provider
substantiating the employee s leave request. Anytime an employee expects to be or is absent for
more than five consecutive workdays as the result of the employee s own serious health
condition (including pregnancy), the employee will be required to submit a medical certification.
Certification requirements differ according to whether the leave is for the employee s own
serious health condition or that of a covered family member. Employees are generally required to
supply the certification within 15 calendar days of the day the leave is anticipated to begin or the
leave may be delayed or terminated.
United Water may require a second, or in some cases a third opinion, at the Company s expense
depending upon the circumstances. During the course of the leave, United Water may require
medical re-certification every 30 days.
United Water also requires medical clearance indicating that the employee can return to work
and perform the essential functions of the position with or without reasonable accommodations.
United Water will consider making reasonable accommodations for any disability an employee
may have in accordance .with applicable laws where required. Medical certification is required
for any claim that the employee is unable to return to work at the scheduled conclusion of a
leave.
09/30/02 Page 6.
Policy Manual - Section 6
Use of paid sick leave -- Employees on an approved Family/Medical Leave will be required to
use all accrued pay for paid sick leave, where applicable, during their FMLA leave. Sick leave
may only be used for a personal illness that nonnally qualifies for such leave. After all applicable
pay for time not worked benefits are exhausted, the remainder of the leave will be unpaid. For
purpos~s of counting the 12-workweek entitlement, all FMLA leave, where applicable, will run
concucrently with other state or local law mandated leaves.
funployment protection
-- '
An eligible employee who takes FMLA-protected leave is entitled to
return to his or her fonner job or to an equivalent job with equivalent benefits, pay, and other
terms and conditions of employment upon return from leave. However, no employee is ,entitled
under this policy to any right, benefit, or position other than that to which the employee would
have been entitled had he or she not taken leave. Thus, for example, if a layoff or reduction in
force or some other circumstance or business condition arises which affects the employee
, "
I)'osition, reinstatement may horDe possible.
. ," - -- -------,,' --:;'"'
J3enefits conti!1!ill.tion whi~e on statutory leave -- During a FamilylMedicall..eave, United Water
will continue to provide full coverage for health and most other benefits. United Water will
communicate any benefits that cannot be continued.
Employee contributions for such benefits will be deducted from any payments made to the
employee while on leave. In the event that the employee exhausts all pay for time not worked
benefits and the leave becomes unpaid, the Human Resources Department will contact the
employee and review the available options for continuation for such benefits. Other benefits,
such as 401(k), will be governed by the tenns of each benefit plan.
All benefits that operate on an accrual basis, e.g., paid sick leave, will cease to accrue during any
period of unpaid Family/Medicalleave.
~ouses employed by United Water -- If both spouses are employed by United Water, they
may not take more than 12 weeks of leave in the aggregate for the birth or care of a newborn, for
the adoption or foster care placement-of a child, or for the care of a parent.
Administration -- All questions regarding leaves of absence should be directed to the Human
Resources Department. Leave of Absence Request and Medical Certification Forms are also
available from Human Resources.,
09/30/02
Page 6.
Policy Manual - Section 6
4. BEREAVEMENT LEAVE
Upon the death .of any member of an employee s immediate family (i.e., spouse, child, step-
child, father, mother, brother, sister, step-parent, grandparent or spouse s parent, step-parent or
grandparent),the company.allows bereavement leave of up to three (3) work days off with pay
will be. allowed. Such bereavement leave must be taken in conjunction with the funeral,
memorial service or the customs of the employee.
Upon the death of a brother-in-law, sister-in-law or other family member, United Water will
provide paid bereavement leave of one (1) day.
United -Water-recognizes that a person other than those listed above, such as, but not limited to, a
foster parent, may have raised an employee. In such circumstances, United Water will grant
comparable time off as provided for the family member.
.. --
In addition and conCUITent to the above time, an employee on long-term overseas assignment at
the time of the death will also be authoriz~d up to five (5) working days off.with pay for round-
trip travel purposes.
. Time off in excess of the above amounts or time off to attend the funeral of any other relative or
friend may be granted at the discretion of the employee s supervisor. 'Such time off will not be
paid for as bereavement leave but may be taken as paid vacation time or unpaid leave.
Supervisors and Managers of deceased employees may take the required time off, without loss of
pay, to attend the funerals of these employees provided the funerals are held in the local area.
With the recommendation of their supervisor and approval of the Project or Corporate
Department Manager, other employees may be allowed time off to attend the local funeral of a
co-worker. Such time off may be with pay.
09/30/02 Page 6.
Policy Manual- Section 6
5. JURY DUTY
It is United Water s policy that employees required to report for jury duty will be excused from
work. They will be expected, however, to report for work on scheduled workdays before and
after jury duty, if reasonably practical, and to give as much attention as possible to their regularduties.
Employees will receive their regular straight-time rate of pay for such time, since they are
required to be away from their duties' during their regularly scheduled work hours. However
United Water will not pay for jury duty in excess of 2 weeks in any 12-month period, except as
required by applicable laws and regulations.
Time allowed for jury duty will not be counted as time worked for computing overtime orprerniulJ1pay.
. .... - .,. .. ... . .
Time allowed for jury duty is counted as time worked for vacation and sick time accrual.
To receive pay for the period employees serve on jury duty~ they must procure a suitable
statement from the court to verify the hours .and dates on which jury duty was rendered. Such
statement shall be submitted to their supervisor.
United Wa~er will not reimburse expenses incurred while on jury duty.
09/30/02 Page 6.
Policy Manual- Section 6
6. MILIT AR Y LEAVE
It is the policy of United Water to provide leaves of absence from work for employees who
voluntarily choose to serve in the U.S. military or who are drafted into the U.S. armed forces,
and also to reservists and National Guard members. Leave will be granted for:
Active duty,
Training, or
To meet military-related obligations.
As a minimum, United Water will provide employees with military leave, benefits, and
reemployment rights as required"by the Uniformed Services Employment and Reemployment
Rights Act (USERRA)of1994 ~d applicable state law.
1. Procedure
Employees requiring a military/reserve duty leave of absence must provide advance notice, and
are required to submit copies of relevant military orders to their supervisor as soon as possible.
Notice may be either written or oral. It may be provided by the employee or by an appropriate
officer of the branch of the military in which the employee will be serving. However, no notice
is required if: (1) military necessity prevents the giving of notice, or (2) the giving of notice is
otherwise impossible or unreasonable.
United Water will pay the differential for 80 hours of military training per calendar year.
Payment of the differential will be made following submission of a copy of the military pay
voucher covering this pay period. This leave will be provided to reservists, in any branch of the
S. Anned Forces and to members of state National Guard units. Employees not otherwise
eligible for supplemental pay (e.g. voluntary leave extending beyond 80 hours) from United
Water for military training time will still be granted leave upon presentation of appropriate
documentation, however, such leave will be unpaid.
Eligible employees involuntarily called to active duty in support of military obligations will be
paid their normal salary for the fITst month (equivalent to up to 4 weeks of normal pay), and the
difference between their normal monthly salary and their base military pay for the balance of
their e~gibi1ity as follows:
Employees with at least 3 complete calendar mon~s but less than 3 complete years of service
with United Water will be eligible to receive up to 2 months of salary differential pay.
Employees with 3 or more complete years of service with United Water will be eligible to
receive up to 11 months of salary differential pay.
(Normal pay is annual salary divided by 12 months; or base hourly rate of pay times 2080 hours
divided by 12 months.
09/30/02
Page 6.
Policy Manual - Section 6
To continue to receive the differential pay, ,the employee must provide a copy of their military
pay voucher to 'Human Resources each month.
United Water will continue to provide benefit coverage for an employee taking
training leave or
military obligations leave (paid or unpaid on 'the same terms and conditions as if the employee
were not on leave, for a period of up to , 30 days.Eligibility for benefits ,for employees
involuntarily called to active duty for a period in excess of 30 days will be on the same basis as
the eligibility for the differential pay described above. However, sick leave and vacation will not
be accrued during the military leave.
While an employee is on an extended military/reserve leave of absence (beyond ,the 3 or 12
months), the employee will be eligible to maintain health insurance benefits in accordance with
normal United Water policy, at the employee s own expense.
..
COBRA rights run concurrentand
begin at thecomrnencement of the military/reserveieave.
. -- '. . ~ - '
2. Eligibility for Reinstatement Upon Return from MilitarylReserve Duty Leave
1. A person entitled to reemployment under this policy upon completion of a period of
service in the unifonned services of less than 91 days shall be promptly reemployed in
the position in which they would have been employed if their continuous employment
with United Water had not been interrupted.
If the person is unqualified for the position -- after United Water has made reasonable
efforts to train the person - they shall be reemployed in the position they held prior to
beginning of service in the uniformed services.
2. A person entitled to reemployment under this policy upon completion ,of a period of
service in the unifonned services of more than 90 days shall be promptly reemployed in
the position: a) in which they would have been employed if their continuous employment
with United Water had not been interrupted or b)a position of like seniority, status and
pay.
If the person is unqualified for such position(s) -- after United Water has made reasonable
efforts to train the person - they shall be reemployed in: a) the position they held prior to
beginning of service in the uniformed services or b) a position of like seniority, status and
pay that they are qualified to perform.
3. ,If two or more persons are entitled to reemployment under this policy in the same
position, the person who left the position fITst shall have the prior right to reemployment
in that position.
3. Applications for Reemployment
09/30/02
Page 6.10
Policy Manual- Section 6
Service oLlJo 30 days - Service member must notify United Water of intent to return by
reporting to work on first regularly scheduled workday that begins within 8 hours after
completion of service and expiration of 8 hour rest period following safe transportation home.
Service of 31 to 180 da s - Service member must ,submit an application to Human Resources
department,within 14 days of completion 'of service.
Service o~ or more days - Service member must submit an application within 90 days ofcompletion of service.
Extensions Employee must report as soon as possible if it is impossible or unreasonable to
report within the required time period, such as -returrring home by ship. An extension is also
granted to the next business day if apglication c~~t be submi~ed .within ~~ required time
because the business is not open or the person to take application is not there~ If the' employee is
hospitalized or convalescing from an illness or injury aggravated during uniformed service, the
service member has 2 years to report.
Documentation Required -- For military/reserve leave of more than 30 days, documentation of
timeliness, cumulative service and honorable discharge is required to be eligible for
reemployment rights.
4. Job Protection for Returning Military Service Personnel
Employees who enlist in, or who are inducted into, the
armed forces of the United States may
not be discharged without cause for a I-year period following the return to their position after
their military service is completed. Members of the reserves who are ordered to an initial period
of active duty for training of not less than 12 consecutive months or who are ordered to active
duty (other than for training) may not be discharged without cause for a 6-month period
following the return to their position.
Applicable state law will apply where more favorable to employee.
5. Benefit Details
Medical. Dental And Vision Insurance -- Employee and their covered eligible dependents and
those who become eligible while the employee is on military/reserve leave will be provided
health and dental in~urance at the same employee contribution rate for a period of up to 3 or 12
months (see eligibility.) After that time, they will be offered benefits under USERRAICOBRA
for a period of 18 months at the employee or dependent's expense.
Basic Life Insurance -- Employee s life insurance may be continued for a period of 3 or 12
months paid by United Water (see eligibility.) The "Act of War~' exclusion does not apply.
09/30/02
Page 6.
Policy Manual- Section 6
Optional Life Insurance -- Employee s optional life insurance may be continued for a period of 3
or 12 months (see eligibility.) Employees are required to continue paying employee premium.
The "Act of War~' exclusion does not apply.
QgJendent...1ife Insurance (Basic and OR.tionall -- Dependent's life insurance may be continued
for a period of 3 or 12 months (see eligibility.Optional dependent life requires continued
employee contribution. Any dependent that is in full-time active military service will not becovered by this plan.
Accidental Death And pismembennent(AD&ill -- Employee and dependent's AD&D insurance
may be continued for a period of 3 or 12 months (see eligibility.) Voluntary AD&Drequires
continued employee contributions. Employer-providedAD&D will be paid by United Water.
The "Act of War" exclusion does apply.
Short and Long- Tenn pisability -- This coverage tenninates on the date of military activation or
leave date.
flgible Spending Plans -- Unpaid military leave is considered a change in status and changes in
elections for dependent care and medical care accounts consistent with the change in status may
be made. Paid military leave is not a change in status. Employees will receive notice following
the three or 12-mon~ period, if eligible.
401(10 PJan -- 401(k) loan payments will be suspended while the employee is on unpaid military
leave longer than 30 days. Employees will have the opportunity to make up any missed 401(k)
contributions when they return to work and are re-employed by United Water; and in turn,
United Water will make up the matching contributions. The employee and United Water have 3
times the length of service, not to exceed 5 years, to make up these contributions. Employees on
leave who are re-employed subsequently are not deemed terminated and therefore are not
eligible to take a 401 (k) distribution.
09/30102 Page 6.
Policy Manual - Section 6
7. PART. TIME EMPLOYEES
It is United Water s policy to provide certain time off benefits to regular part-time employees
working at least 20 but less than 37.5 hours per week. Th!!mm:ary employees. are not eligible for
time off benefits.
Such employees will receive holiday pay, vacation and bereavement leave except such benefits
will be earned and taken at reduc~d rates in accordance with the following schedule:
Scheduled Work Ho~er week)Prorata
More than 37.100%
...
36 - 37 90%
32 - 35 80%
28 - 31 70%
24 - 27 60%
20 - 23 50%
Less than 20
09/30/02 Page 6.
Poli~y Manual. Section 7
7. Safety, Security and Health
1. SAFETY
It is the policy of United Water to provide its employees with. a safe and healthy .work
environment and to provide its employees with the proper tools, equipment and training to
enable them to perfonn their jobs safely and efficiently.
United Water will develop and 'administer a comprehensive safety program that complies 'with all
federal, state and local health and safety regulations and will take measures to eliminate or
control the exposure of employees to unsafe conditions.
United Water s executives, managers and safety coordinators have a responsibility to create a
. workclimatein~which'-"an United Water.employees develop (l concern not only for their-own
" '" ... ..
.._h .' h..
safety, but also for the safety of their fellow workers, the public and the environment.
United Water s. management will conduct a prompt accident investigation whenever an accident
occurs. The results of the accident investigation will be summarized in writing.
All United Water employees are expected to:
be familiar with .and follow. the guidelines, procedures and practices set forth in
United Water s Health and Safety Manual (HSM) or other safety policies,
properly wear personal protective equipment as needed,
use appropriate safety equipment,
ensure that all work is perfonned in a m~er that does not cause injury or hanD,
immediately report all accidents
--
however minor - to their supervisor and to
cooperate in any accident or Workers Compensation investigation,
report an unsafe conditions that should; be colTected
At no time shall any United Water employee, consultant, contractor or visitor require any
individual to complete a task at the expense of safe work practices.
Employees who fail to observe Company safety-related policies and procedures outlined in
United Water s' policy. manual or Health and Safety Manual (HSM), or whose behavior
demonstrates a disregard of reasonable safety precautions will be subject to disciplinary action
up to and including discharge.
09/30/02 Page 7.
Policy Manual. Section 7
2. SECURITY
United Water recognizes and accepts the responsibility to ensure the communities we serve, our
clients, visitors and employees with facilities and structures that are secure.
Each project and
operating company establishes standard operating practices that include protection
of assets and
our water supplies, as well as the facilities in which we conduct our business.
These rules and
practices apply to employees. clients. vendors and visitors and are to be observed and complied
with by all.
Employees should always remain aware and alert and report any suspicious behavior to their
manager(s) and where necessary to local authorities.
.. .~ -"",,:- . -.- :-;:~:
All properties provide for control of ingress and egress through monitoring systems and
mechanical means. Employees are to fully comply with all security policies, procedures and
: surveillance and entry/exitsystems. Failure to"do-so can result in ap.propriatedisciplineup-to-~,;..
and possibly including discharge. Employees should feel free to challenge any visitor- to a
property not authorized in secure areas or not displaying needed ID badges.
Employees are to park personal vehicles in designated locations. They are also required to
visibly wear and prominently display their employee ill badges.
09/30/02
Page 7.
Policy Manual. Section 7
3. SMOKING
All United Water properties' enclosed structures are designated as smoke-free. Smoking will be
pennitted in designated areas outside of United Water owned or leased facilities if possible.
Designated smoking areas will be provided with receptacles for ashes and cigarettes. Smoking
will notbe allowed on pathways or in doorways to any United Water owned buildings.
In United Water vehicles, smoking is permitted only when there is no objection from any of the
occupants.
All properties, which currently have no smo14ng policies on their premises, including the
exterior of buildings, will maintain that policy.
""- , ,~.... .. .,~..~ ,
-r" '
. .' "' ._, ... ,." - ,....' """"""'"",,, .. ...,. . .' -. .
09/30/02 Page 7.3
Policy Manual - Section 8
8. Ethics
1. ETHICS PROGRAM
1.1. Overview
United Water expects all of its business dealing to be conducted in accordance with the highest
ethical and professional standards and in strict compliance with both the letter and spirit of the
law. Employees are responsible for their personal conduct and must not engage in nor tolerate
unethical acts,even at the direction of another__person.
~--_.
As part of.this comrnitmeDt United~Waterhas.created a formcl Ethics Program; -The Boardof.--
' ~ ::"
Directors. has created an Ethics Council staffed by senior management with authority to
implement and oversee an Ethics program that complies with the Suez Ethics charter. The
Council is comprised of Vice President-Legal, Vice President-Human Resources and Vice
President-Finance. The Council is to be headed by a chairperson who presides over the Council
meetings.
The Council, through its authority from the Board, has established a corporate-wide ethics
program to ensure that the Corporation conducts business consistent with the highest standards
of legal and ethical conduct.
1.2. The Program
The Program consists of:
1. A set of policies which are contained below in 8.2 through 8.10,
2. A procedure for reporting -alleged ethical misconduct, and
3. The investigation and resolution of ethics matters including employee discipline by the
Council or its designees.
In its capacity the Council shall:
1. Oversee the compliance with the ethics program and promulgate and revise the program,
policies, practices and procedures, as it deems necessary. 2. Oversee training and the distribution and communication of the program to employees.3. Identify employees with responsibilities that could give rise to exposure.4. Assure that ethics is monitored on a regular basis including the establishment and prpoer
use of applicable management systems.5. Prescribe the fonD of certification of compliance to be executed by the CEO.6. Assure that infractions are investigated and that proper discipline results when standards
are violated.
09/30/02 Page 8.
Policy Manual- Section
7. Assure that proper records are kept.
8. Assure proper allocation of resources to assure objectives of the program.
9. Retain traditional role of Audit Committee and coordinate efforts where appropriate.
10. Take other actions as it deems necessary to carry out the intent of the ethics program.
11. Report annually to the Board of Directors on the status of appropriate ethics matters~
3. The Policies and Procedures
This Section 8 of the Policy Mariual contains the Ethics policies as currently promulgated by the
Ethics Council. Please read and familiarize yourself with them. Compliance with such policies
is mandatory.
1.4. Reporting of Alleged Misconduct
" .."" - .. " -,," ,," "'" "" ,,- ,,.. ',," .. .."--,,," ,,=--" "
:,0,,
". .., ..~,,:;::.:..." ""'--.;;,.""=-,, --
The Company will regularly publish and disseminate the names and direct telephone numbers of
all members entrusted with the administration of the Ethics Program.
Employees are encouraged to report all conduct, which they believe to be unethical.
If for any
reason an employee is uncomfortable in bringing such matter to the attention of. the Supervisor,
the employee should bring the matter to the attention of the appropriate Department Head,
Manager, or the Ethics Council. A Supervisor, Department Head or Company Manager must
bring the matter to the immediate attention of the Ethics Council.
To 'assist in the reporting process, a toll free telephone number has been created for the specific
use in such reporting: 1-877-ETHICSS of 1-877-384-4277. This number will be available 24
hours a day, 7 days a week. In addition, the company has provided a Post Office Box number to
assist in the reporting process. Only members of the Ethics Council or its designees will be able
to retrieve messages from the toll free number and the Post Office Box.
5. Investigations
Upon receipt of reports of misconduct or inquiries, including anonymous reports, each incident
will be assigned a number and a prompt investigation will take place. Upon completion of each
investigation, a fonnal report will be rendered with appropriate reporting to all appropriate
individu~s (including the initiator of the allegation). The confidentiality of all individuals will
be protected to the greatest extent possible. Appropriate remedial and disciplinary action will
promptly be taken if warranted.
09/30/02
Page 8.
Policy Manual. Section 8
2. CONSCIENTIOUS EMPLOYEE PROTECTION
United Water will not take action against an employee who objects to, reports, or refuses to
participate in actions that the employee reasonably believes to be illegal or unethical. Employees
who accuse United Water of wrongdoing are protected, so long as their belief is reasonable.
Many states have enacted anti-retaliation laws to protect employees who disclose unethical or
illegal conduct. United Water is committed to full compliance with the letter and spirit of these
laws.
The identity of an employee reporting unethical or illegal conduct will remain confidential to the
extent possible in keeping with overall fairness. The Company will comply with orders of
court or agency of similar authority directing the company to reveal the identity of the employee
making the report.
. -- .: --. -: ':~~.. :,
:':""="-c-..-
. .- .- - -- --. _._~:". -. . --.
09/30/02 Page 8.
Policy Manual. Section 8
3. CONFLICTING DUTIES
United Water shall maintain an internal system of controls, checks and balances among various
job functions and work processes. It is the policy of the Company not to assign employees to
situations where an employee may be placed in a position
of bypassing these controls.
09/30/02
Page 8.
Policy Manual. Section 8
4. CONFIDENTIAL INFORMATION
1. General
United Water - in the course of its normal business activities -- develops confidential
infonnation and business records of many different types. It is United Water s policy to
maintain the confidential nature of this company information. This includes but is not limited to:
financial data and projections,
business plans and strategies,
t. business and labor negotiations,
employee, investor and customer information,
" sales an~ marketing data, plans o~ strategies,
inventions and other operational processes,
software and other computer programs and
other information that is not generally available to the public.
Employees should never release this information or discuss it with others unless there is a valid
business or legal reason to do. so. This infonnation is confidential and should be used for
authorized business purposes only.
2. Customer Privacy
United , Water is committed to maintaining customer privacy. Infonnation concerning our
customers is strictly confidential and should only be used for Company business.
It is United Water s policy not to release customer information unless specifically required by
law or in accordance with Company procedures. Employees should not discuss customer
infonnation with others unless there is a valid business reason to do so.
3. Inventions
If any employee originates an "invention , they must immediately notify their supervisor and
provide complete infor:mation pertaining to said invention. "Inventions" include improvements,
original works or authorship, formulas, processes, computer programs, techniques, know-how
and data. Excluded are inventions for which no equipment, supplies, facility or trade secret
infonnation of the Company was used, and which were developed entirely on the employee
own time, and which do not result from any work performed by the employee for the Company.
United Water may at its discretion release all of its assigned rights to any invention or
improvement to the employee originating it. For United Water to consider a release of its rights,
the employee originating an invention must,. by a letter petition addressed to their Supervisor,
request such release.
09/30/02 Page 8.
Policy Manual - Section 8
4. Proprietary Information
Proprietary information is a special type of confidential information pertaining to the business
interests of a company. United Water s proprietary information has potential or actual economic
value and should not be disclosed to people outside the Company.
Proprietary information may include fi~ancial projections, business plans and strategies,
especially those relating to sales or marketing, and information about Company programs or
inventions.
It should not be discussed with our family and friends, or in public places, such as restaurants, or
on cellular telephones, where it can be overheard. Even within the Company, proprietary
information should be transmitte(j only to tho~e who need to receive it.
. -'..- -
Sometimes United Water s proprietary information must be disclosed to third parties, such as
regulatory agencies or consultants working on our behalf. In such cases, management approval
and legal department assistance should be obtained.
Written non-disclosure agreements can help
protect the Company when such information must be disclosed.
United Water policy prohibits the obtaining or use of a competitor s proprietary information
unless such information is obtained publicly, legally, or with permission of the competitor.
5. Non-Disclosure Agreements
Each CUITent employee of United Water must sign a Non-Disclosure when requested to do so.
All newly hired employees must sign a Non-Disclosure upon commencing work.
All signed Non-Disclosure. fonns.fiust be submitted to Human Resources, where they will be
filed in the employee s personnel file.
09/30/02
Page 8.
Policy Manual. Section 8
5. INSIDE INFORMATION
Federal law prohibits the sale or purchase of securities based on inside information or the giving
of inside information to others who may buy or sell those securi~es.
. Inside information means confidential information or special knowledge about a company that is
not generally known or available to the public and that is material to the company. Information
is material if a reasonable investor would consider it important in deciding whether to buy or sell
a company s stock. Some examples of inside information that should not be disclosed outside
the Company are: proposed acquisitions, earnings and dividend projections, and plans for major
contracts. There are numerous other examples of information of this type.
. Thus, if an employee has material inside information about United Water or any oth~r company
as a result of their employment with United Water
, U they may not buy, sell or recommend the
purchase or sale of the securities of Suez or any other company based on such inside
information. "Nor may they pass such information on to anyone else so that they might act on it.
Even when a confidential matter is officially announced or disclosed to the general public, an
employee must wait two business days after the disclosure of the information before taking any
action based on such information. Additional inside information concerning that matter should
remain confidential.
Employees must also refrain from involvement in any other type of outside transaction that could
damage the Company s reputation for integrity and ethical conduct or that is influenced by inside
information.
09/30/02 Page 8.
Policy Manual. Section 8
6. COPYRIGHT AND LICENSING
1. General
United Water is fully coInmitted to supporting all federal and state laws that govern copyright
and licensing agreements. These laws prohibit the unauthorized duplication of a wide body
materials. For the most part, this means that employees may not reproduce items such as books,
magazine articles, logos, photographs, drawings, videos, software or recordings without
specific
pennission of the owner of the material. In certain specific circumstances, however, the law
does pennit very limited duplication. Questions concerning copyright law should be addressed
to the Corporate Legal Department..
2. Software
Unauthorized duplication of copyrighted computer software violates the law and is contrary to
United Water s standards of conduct. The following principles have been developed as a basis
for preventing its occurrence:
United Water will neither engage in nor tolerate the making or using of unauthorized
software copies under any circumstances.
United Water will provide legally acquired software to meet all legitimate software needs
a timely fashion and in sufficient quantities for all our computers.
United Water will comply with all license or purchase terms relating to the use of any
software we acquire.
United Water will enforce strong internal controls to prevent the making or using of
unauthorized software copies, including effective measures to verify compliance with
these
standards and appropriate disciplinary measures for violation of these standards.
09/30/02
Page 8.
Policy Manual. Section 8
7. VENDOR RELA TIONSII GRATUITIES ANDBRmES
In purchasing goods and services, the Company takes into consideration competitive pricing as
well as other factors such as quality and reliability. Policies and procedures established by the
Corporate Procurement Department should be followed for all purchases.
United Water acknowledges that the occasional exchange of business courtesies, such as modest
gifts, meals and entertainment, is a common practice to create goodwill and establish trust in
business relationships. However, no employee or anyone acting on behalf of an employee will,
under any circumstances, offer or accept a payment ~r gift or any other benefit that is or appears
to be an effort to influence the business relationship. Employees are strictly prohibited from
using their Company positions to obtain personal favors or special consideration.
- Associations with suppl1er representatives at luncheons dinners or meetings of a business nature
are helpful in establishing a better understanding of the supplier s ability to meet our needs and
enhance their understanding of the Company s requirements. These associations are neither
deelIled to be unethical nor questionable, unless an employee becomes obligated to the
representati ve. Company personnel should become hosts on occasion to ensure that there is
obligation.
09/30/02 Page 8.
Policy Manual- Section 8
8. GOVERNMENT RELATIONS
United Water deals with many governmental officials and agencies, at federal, state and local
levels, and even internationally.
United Water recognizes and respects the important role these officials and agencies have in
public affairs and particularly in our businesses. Dealings with governmental officials must be
straightforward, cooperative, and in compliance with applicable laws and regulations.
Federal law prohibits giving, offering or promising anything of value to any public official in the
United States or a foreign country with the intent of influencing an official act or causing the
official to act unlawfully. Such payments may not be made to another party when there is reason
to know that the funds ~il~_~~ use~. to improperly influence a public offic~al.
United Water policy also prohibits conferring of any benefit on a public official that would
influence, or have the appearance of influencing, a decision by that official.
When dealing with public officials, care should be taken to learn about any other specific
guidelines that may apply. Many states and local government bodies have specific rules
prohibiting or placing dollar limits on gifts, benefits, gratuities or acts of hospitality to public
officials.
09/30/02
Page 8.
Policy Manual. Section 8
9. POLITICAL CONTRmUTIONS
All political contributions must be properly approved and processed as set forth in this policy
and accompanying procedures. regardless of the amount involved and regardless
of whether (i)
the contribution is to be paid by the company or by a Political Action Committee (pAC)
sponsored by the company or an affiliate or (ii) if the contribution is to any of the following: a
candidate running for elected office; a political party or affiliated organization (e.g. National
Party Organization); an organized external PAC (i.e. Congressional Leadership or industry-
level
PAC); or any other politically- oriented campaign (i.e. referendum drives).
In addition, the following also apply:
No non-US citizens are to be involved in any ~t~p's)n Ul1ited Water s political contribution
process.
2. Using corporate resources to facilitate the making of individual contributions to candidates or
using corporate resources to engage in fundraising activities is prohibited. Facilitation
includes use of company stationary, stamps, e-mail or use of other company materials for the
purpose of transmitting or delivering contributions.
3. Employees may engage in individual volunteer activities to a candidate or political
committee. Reimbursement by United Water for any contributions to candidates or political
committees or expense incurred by such employee for such purpose is prohibited.
4. All approvals must be made in advance of the payment of. any political contributions by
United Water as a company or by a company-sponsored Political Action Committee
P A C"), regardless of whether that PAC is sponsored by U ni red Water or by an affiliate.
5. Given the complexity of the political contribution rules at both the Federal
and state levels
and the penal ties for violating those rules. even unintenti on all y. all political contributions,
regardless of size. must be processed through the Political Contributions Coordinator and the
United Water Legal Department
to ensure the company meets all federal, state and other
reporting and compliance requirements.
6. Because PAC contributions and company contributions by either United Water or any
affiliate of United Water may affect the ability of United Water or its affiliate to make
contributions, coordination between United Water and its affiliates is critical to avoid
inadvertently violating the law or exceeding reporting thresholds.
7. In furtherance of Item 6 above, all checks for any political contributions by United Water or
any affiliate will be processed by the Political Contributions Coordinator in Harrington
Parle.
Checks will not be processed outside of Harrington Park unless you receive specific written
notification from the Political Contributions Coordinator that all necessary approvals have
been secured.
Page 8.
09/30/02
Policy Manual. Section 8
8. Any questions regarding political contributions of any kind should be directed to the United
Water Legal Department or the Political Contributions Coordinator.
9. Before any approved political contribution is mad~ by United Water, either through a
corporate contribution or through a company-sponsored PAC, the Political Contributions
Coordinator and the United Water Legal.Departmen~ must verify that the state in which the
contribution is to be made has not changed its campaign finance laws to prohibit or restrict
the manner of the .proposed campaign -contribution.
1. Solicitation of United Water Employees for Contributions to a Company-SponsoredPolitical Action Committee
- .. -- ~_.-, -
Any solicitation of political contributions from United Water employees is strictly limited
solicitations for contributions to a United Water (or affiliate) sponsored PAC, must be conducted
und~r the guidance of the PCC and the Political Contributions Coordinator, and must stric~y
follow the guidelines issued by the Federal Election Commission or by another authorized.
governmental organization.
Participation by United Water employees in any United Water (or affiliated) sponsored PAC is
completely voluntary. There is no obligation for any employee to participate in any United
Water (or affiliated) sponsored PAC and employees will not gain favor or incur reprisal by
reason of their decision.
09/30/02
Page 8.
Policy Manual. Section 8
10. USE OF COMPANY PROPERTY
10.1. General.
United Water provides its employees with a variety of resources to e~ficiently and effectively
perfonn their jobs. This company property -- including but not limited to telephones, cell phones,
computers and computer peripherals, tools, supplies and equipment -- is to be used for the
purposes of job performance. Occasional use of such Company property for non-business
purposes is pennitted; however" good judgment must be exercised. At no time should Company
employees be used for purposes ot;her than Company business.
It is the responsibility of all employees to safeguard the Company s assets from theft, misuse ordamage. .., 0, 'Oo,
It is United Water s policy to ensure that all assets of the Company are properly retired or
disposed of with required approvals and appropriate documentation. Employees are prohibited
from taking or otherwise disposing of any Company property, regardless of condition or value,
without written authorization. Any use of Company property for activities related to a personal
business enterprise is prohibited.
10.2. Telephones
Personal calls, both outgoing and incoming, are to be limited to an absolute 'minimum. No
personal long distance calls are to be charged to the office telephone, except in an emergency.
When answering the telephone, an employee should announce the name of the firm and state
their name or identify whose phone is being answered.
10.3. Company Vehicles
United Water provides vehicles for designated employees and maintains a certain number
- pool vehicles at various locations. All vehicles are intended for use in the conduct of Company
business. Employees operating company vehicles are required to have a current license
appropriate to vehicle being used. Employees provided with lease personal vehicles are required
to follow company reporting and use policies. (See your local HR manager for procedures.
10.4. Computers and Computer Network
Computers (desktop, laptop, palm and mobile pen-based), printers, related peripheral equipment
such as the network environment and software are provided by United Water to facilitate
business functions and not for personal gain and/or enjoyment. The use of games, personal
09/30/02 Page 8.
Policy Manual. Section 8
s.oftware, and accessing the Internet fer .other than business purp.oses is strictly pr.ohibited under
this p.olicy.
United Water has implemented a wide area netw.ork (WAN) and electr.onic mail (e-mail) system
t.o foster timely and efficient communicati.on, transmissi.on .of data, and sharing .of data files bn an
enterprise-wide basis. The W AN and e-mail systems are business to.ols intended strictly fer
c.ompany business use. All rules and expectati.ons .of professi.onal business c.onduct apply t.o the
c.ontent .of e-mail in the same way they apply to the c.ontents .of verbal and written
communication.
10.5. E-Mail
The e-mail system is the propert~ of United Water, Only company related business messages
should be sent via e-mail. Empl.oyees who use the e-mail system to send pers.onal messages
should be aware that such messages would be considered business related and net the pers.onal,
confidential messages .of the employees.
The use .of employee passwords t.o restrict access to the WAN and e-mail system is asecurity
measure intended to safeguard the business informati.on .of United Water, net the empl.oyee.
United Water reserves the right to access the WAN and/or e-mail system to review, c.opy, delete,
or disclose any informati.on contained therein. .
Certain information transmitted via the e-mail system may be .of a businessc.onfidential nature,
and as such, reasonable eff.orts must be made t.o protect the security .of this inf.ormati.on.
Confidential informati.on should net be f.orwarded via e-mail (or any .other means) .outside the
c.ompany or to employees n.ot authorized t.o receive such informati.on.
10.6. Internet and World Wide Web
United Water views the accessing and downl.oading of informati.on fr.om the Internet during
working hours as a business tool t.o be used by empl.oyees and c.ontract.ors s.olely in c.onducting
business fer United Water.
The f.ollowing guidelines are in effect related t.o accessing the Internet:
Personal gain .or entertainment through accessing the Internet is pr.ohibited during werking
h.ours .or thr.ough the use .of c.ompany pr.ovided computers, Internet access, andlor netw.orks.
D.ownl.oading and distributi.on .of inappr.opriate inf.ormati.on and sexually-.oriented materials
thr.ough company netw.ork capability is strictly pr.ohibited and subject t.o disciplinary action.
Providing informati.on proprietary to United Water thr.ough the Internet is als.o prohibited and
subject t.o disciplinary action.
09/30/02
Page 8.
Policy Manual. Section 8
Specific examples of prohibited activities include but are not limited to :
Accessing sites that provide Adult or pornographic material and images
Accessing sites that provide gambling or gaming
Downloading and/or installing unapproved screensavers, icons, or applications
Accessing non-United Water POP or web-based email accounts through the United
Water Network (Hotmail, Yahoo! Mail, AOL, Earthlink, etc.
. Installing and/or using non-United Water chat rooms and .instant message programs
such as AIM:, YIM:, ICQ and other
Installing and/or using peer-to-peer file sharing such as Napster, BearShare, Gnutella,
Kazzaa and others
p .-
Downloading-and/or stcring MP3 or video files-on the employee s -PC or-.n~tvlork
dri ve unless authorized by Corporate Communications department for business
pwposes.
Installing any non-standard applications such as games, employee-owned
applications, shareware or freeware
~ - .. ~':- _.
09/30/02
Page 8.15
Policy Manual - Section
9. Other Policies
1. EMPLOYEE ASSISTANCE
It is the policy of United Water to provide voluntary access to an Employee Assistance Program
(EAP) for any employee with personal or family problems. The EAP is available to all
employees and their families, regardless of work location or status. All information regarding
the voluntary use of the EAP is confidential between the EAP and the employee (or familymembe~.
-- .. - ... ' . ..-- - .. ... . .
To utilize the EAP, employees may contact the Human Resources Department, their supervisor
"-c orcheck Company bulletin boards-for the naroe atidtbll-free 800:nUITiber.of theircEAP)Jrovider:"
The EAP program is available seven days per week, 24 hours a day and provides short-term
counseling and referral services in such areas as (but not limited to) personal and family
counseling, financial counseling, child/elder care and legal matters.
In cases where work performance is unsatisfactory, or where a demonstrable change in
perfonnance is apparent, an employee may be directed by Company management to participate
in a counseling/treatment program. Once under the care of such a program, complete employee
confidentiality is maintained except the provider may release information regarding compliance
with the required counseling or treatment program.
09/30/02 Page 9.
Policy Manual. Section 9
2. EDUCATION ASSISTANCE
United Water encourages and expects employees to further their job skills/capabilities or
opportunities for advancement. United Water therefore provides its regular, full-
time employees
(with at least 6 months service) with an educational assistance program for course material that is
work or business related and of value to the Company.
1. Eligibility
All regular, regular full-time employees working a minimum of 37.5 hours per week are eligible
for the Education Assistance.
Course work shall be~ assessed-as eligible fOf-_ff.imbursement--based.oR.business relevance
considerations:
. ..-_. .. -
Course(s) or degree that is business related or related to employee s current position and/or
developmental opportunities and of value to the Company.
Course(s) required for matriculation or fulfillment of a degree program requirements.
Course(s) that relate to United Water s business.
Course(s) offered through an accredited institution, college, university, vocational or trade
school or through accredited e-Iearning.
2. Reimbursement Limits
United Water provides 100% reimbursement up to a maximum annual reimbursable amount of
$5250 (the limit derIDed by IRS Code Section 127 & 162). Reimbursable items include tuition,
university fees, lab fees, and books. Expenses associated with "Credit for Examination" are also
reimbursable. In most cases, reimbursements up to the amount of $5250 will not be taxable for
the employee.
Reimbursements .will be made using the following schedule:
500/0 reimbursement of the tuition amount will be made after the completed Education
Assistance Request Form is approved and appropriate documentation of expenses is
provided.
The remaining 50% of the tuition and university fees will be reimbursed when the course is
completed.
Additional expenses (e.g. books) will be reimbursed when the course is completed.
Page 9.
09/30/02
Policy Manual. Section 9
3. Prior Approval
Before enrolling in a course of study or specific class, the employee must complete Educational
Assistance Request Fonn and receive proper approval.
4. Applicable Conditions
By participating in the Education Assistance Program and completing and signing the
Educational Assistance Request Form, the employee agrees to the Applicable Conditions
detailed below.
" ," """"', "--'--"~="'. _.'" ..,.._..,,_.~, ... ._, '- '" .- .-., ' . '.. ,---., ... ,- "'-'",". ..-' ~, ,-.,..
1. In. all cases, reimbursement requires successful completion of a course (Le., "Pass" or "
grade or better). Unsuccessful completion (Fail, Drop, Grades below ") requires
reimbursement of advanced money by employee to the Company. '
2. If employee resigns or is terminated for cause prior to a course completion date, the
employee is ineligible for tuition reimbursement and is responsible for reimbursement of
advanced money to the Company.
3. If the employee voluntarily resigns or is terminated for cause, the employee is responsible for
reimbursing the Company for all advances, reimbursements and expenses related to the
Education Assistance Policy retroactive for the prior twelve (12) months.
4. Courses must not interfere with the employee s responsibilities and job perfonnance and
must be taken on non-company time, unless specifically approved in writing by a General
Manager or Vice President.
5. Tuition costs will be reduced by any amount received from scholarships, veteran s benefits,
funds, taxes or other sources. All supplemental assistance must be disclosed on Education
Assistance Application Fonn.
6. Reimbursement will not be provided during an employee s leave of absence.
7. Participating employees who are unable to complete their course(s) due to 1) medical or
military leave of absence, or 2) Company action other than discharge for cause will be
reimbursed the amount provided under the Education Assistance Program less any money
refunded by the educational institution or other sources.
8. If the Education Assistance Program is discontinued, employees whose applications have
been approved will be reimbursed for those courses they are taking at the time
discontinuance, as provided in the Program.
9. Reimbursements made to an employee will be charged to the employee s department.
09/30/02
Page 9.3
Policy Manual. Section 9
3. CHARITABLE CONTRffiUTIONS
United Water is committed to being a partner in the communities it serves and it is the Company
policy to make financial and in-kind contributions to registered and not-for-profit organizations
in support of health and human services, education, civic & community activities and culture &
art.
Charitable contributions must be made in compliance with state laws where we operate our
businesses. For example, some states prohibit -regulated utilities from making charitable
contributions.
The responsible Region or Corporate Department Manager must approve charitable contributions
in advance. ~-
-. -- _
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---.. , ..,"-: -
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09/30/02
Page 9.
Policy Manual. Section 9
4. COMPANY FUNCTIONS
United Water sponsors periodic events for the purposes of seasonal celebration (holiday parties,
summer picnics), presentation of employee recognition awards and presentation of Company
service awards. Due to the geographic dispersion of employees, these events may be held
each region and, in some cases, in individual project locations.
United Water may provide or make arrangements for any or all of the following:
Facility rental and setup fees.
Food and beverages.
Flowers, decorations or table centerpieces.
Door prizes.
. ,
ApPJ9priate,entertainrnent.
Invitations.
" ,. dO
- .
n --
, ,- ,, '
The Company reserves the right to limit consumption of alcohol. However, it is the employee
responsibility to drink responsibly and to behave in an appropriate manner.
United Water does not pay for personal hotel accommodations or travel to or from company-
sponsored events unless specifically authorized by an officer of the company.
The region, location or project sponsoring the event is responsible for making arrangements for
the event. This includes establishing/obtaining
approval of an event budget and detennining the
guest list.
Page 9.
09/30/02
Policy Manual - Section
5. PERSONAL PROPERTY
United Water is not liable for and will not reimburse for the theft, damage or destruction of any
personal property items brought to work by employees with the exception of personal computers
approved for use on United Water business on United Water property.
The theft, damage or destruction of any personal property should be reported immediately to the
employee s supervisor, who will immediately investigate and contact the appropriate authority.
person~ Computers
United Water will indemnify for loss, damage or destruction of a personal computer-owned by an
employee up to the current rep~~cement value of the computer pro~ided that ClPpropriate
management has approved the use of the computer for United Water business. The
indemnification is inclusive of loss of or damage to associated software.
If a computer is insured under an employee s insurance policy and the insured amount does not
constitute full "replacement value , United Water will indemnify the resulting difference.
09/30/02 Page 9.
Policy Manual. Section 9
6. .USE OF PERSONAL VEHICLES
It is the policy of United Water to compensate those employees who use their personal vehicles for
Company business.
1. Mileage Reimbursement Rate and Calculation
In general, the use of personal vehicles for Company business will be reimbursed at the standard
mileage rate established by the Internal Revenue Service for each mile
Employees must report business mileage on an Employee Expense Statement to receive mileage
reimbursement. The Accounting Department will maintain the cutrent IRS rate._h '
2. Reimbursable Expenses
Mileage is calculated as the distance measured from the United Water work site or point of.
assembly to the destination and return. When an employee departs directly from home, the
reimbursable mileage shall be either the mileage from home, United Water work site or point of
assembly to the destination and return, whichever is shorter, .
Travel to and from an employee s normal duty assignment is not reimbursable.
Travel to and from a work site during a call-out is nonnally not reimbursable.
Company vehicles
with the equipment, supplies and safety materials necessary to handle most call-outs are
available and should be used when possible. If
an employee chooses to arrive at a call-out u.sing
hislher personal vehicle, the responsible manager may approve reimbursement
if it is determined
that the action was beneficial to the immediate response and the employee was required to travel
a greater distance to the call-out location than to the United W.ater work site.
3. Employee Responsibilities
Employees are encouraged to use Company vehicles. when available. in the conduct
of Company
business. The Company does not provide insurance for vehicles not owned or leased by the
Company. An employee using a personal vehicle for Company business is expected to maintain
whatever insurance is necessary for personal protection. but no less than the legally required
minimum coverage. Employees receiving a car allowance and using their personal vehicle for
business purposes should notify their insurance company of the "
business use." If an employee is
involved in an accident while driving a personal vehicle on Company business. the Company will
not be responsible for any damages to the employee s vehicle. Employees are also responsible for
any driving infractions or fines as a result of driving while on Company business.
Employees are expected to exercise due diligence in observing all applicable traffic laws and
regulations at all times while driving a personal vehicle on Company business. Employees are
Page 9.
09/30102
Policy Manual- Section 9
responsible for any driving infractions or fines as a result of their driving. Employees are not
pennitted to operate a personal
vehicle on Company business when any physical or mental
impairment causes the employee to be unable to drive safely. The driver and all passengers of.
vehicles being used in the conduct of Company business must wear seat belts.
09/30/02
Page 9.
Policy Manual. Section 9
7. TRAVEL
It is the policy of the Company to reimburse employees for reasonable and necessary out-of-
pocket expenses incurred in the perfonnance. of their assigned duties while traveling for the
business of the Company. Travel is defined as visiting a location other than the employee
regular place of business. Reimbursement is based on the principle that an employee should
neither gain nor lose by reason of expenses incurred while traveling on Company business or
for
other non-personal expenditures made in the course of conducting business for the Company.
Note: Please reference the Travel Procedures for specific details on the purchase of and
reimbursement for travel.
" '-
Supervisors and Managers who approve employee travel ,expenses are responsible . for
detemrining expenses claimed are reasonable, ordinary, necessary and within Company policy.
Employees are expected to minimize travel expenses wherever possible.
Judgment should be
exercised in making appropriate travel. hotel and other arrangements to accomplish this.
Any "cash back" rebates or refunds of any kind are the property of the Company. All travel
relating to client projects must be billed to the appropriate job numbers.
United Water uses the services of specified travel agencies and travelers are required to use the
services of these travel agencies by contacting the United Water Travel Planner.
Page 9.
09/30/02
Policy Manual - Section 9
8. RELOCATION PROGRAM
It is the policy of the Company to payor reimburse employees (both current and some new
employees) for certain reasonable and necessary out-of-pocket expenses incuITed while
relocating to a new long-term assignment. Relocation is defined as a Company approved move
of an employee s household of more than 50 miles. Reimbursement is based on the principle
that an employee should neither gain nor lose by reason of expenses incurred while relocating.
Note: Please reference the Relocation Procedures for specific details on expenses covered by
the program and tlu! process for filing a claim for expenses. (See your local HR manager for
Relocation policy and procedures.
'::---
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- - ,"-- - "
Page 9.
09/30102
...s. '-" e United Water
,;;) "
Contents
Welcome to 2005 Enrollment
.......... ....... ...... ....... ................. ................ .................... .........
Enrolling in Your 2005 Benefits
............. ................. .......... ............. .............................. .....
Medical Plan
.. ....................... ............. .... ...... ....... ....... ...... ....... ....... ...... .... ...... ............. ............ ....
Prescription Drug Coverage...
....... ....... ...... ....... ...... ....... ....... ............. ....... ................ .... ......
Dental Plan
"'" .................... ... ............. .... ....... ....... ....... .................... ............. ... .... .......... .... ....... ..
Vision Plan
....... ....... ... ...... ........... .................... ....... ...... ""'" ....... ...... .... ... .................................. .
Flexible Spending Accounts ...............................................................................................
Life Insurance....
....... ... .......... ... ....... .......... ...... .... ... .......... ... .... .......... ............. ............. ........... ..
Long-Term Disability Benefits
... .................... ... ....... .......... ....... ................ .......... ................
Employee Assistance Program ..........................................................................................
How To Enroll.
....... ... ....... ...... .... """""""" ....... .......... .......... .............................. .................. ...
This guide describes the benefit plans offered by United Water. This
guide is not intended to be a Summary Plan Description. If there is
any inconsistency between this guide and the terms of the benefit plan
documents, the actual plan documents will govern in all cases.
" "
AboulJhis(Gu,ide'
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Choose Well
reg
www.unitedwaterbenefits.com
Welcome to 2005 Enrollment
OU make choices each day that are unique to your work, family
needs and personal interests. Now it's time to make choices about your
benefits for 2005. During the annual Open Enrollment, you have the
opportunity to choose the benefits that work for your unique situation.
Whether you re single, starting a family, new to the workforce, or a
long-service employee, your benefits offer you valuable options and
c~IP.petitive coverage.
Open Enrollment runs from November 8 to November 19, 2004.
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A Focus on Health (are
Despite the double-digit increase to health care costs, United Water remains
committed to providing you and your family with competitive health care
benefits to meet your personal needs at a reasonable cost. But, as health
care costs continue to rise, we need your help to effectively manage these
costs over the long tenn in order to insure these excellent programs continue
in the future.
Choose Well, Use Well...Live Well is a philosophy that is designed to
create a partnership between United Water and you. A partnership in which
we both understand the need to maintain the balance between price and
value for services while maintaining an excellent level of benefits.
United Water plans to provide a variety of health care options to meet
your needs. We also offer tips, tools and resources to educate you on
these options and their associated costs and savings.
. You should carefully review and understand your health care options
evaluate your own personal or family situation, and make decisions
year-round to maintain the health of you and your family that are
cost-effective and appropriate.
Ultimately, we are individually responsible for our health care decisions.
However, we share the cost of these decisions with the Company.
Changes for 2005
United Water is implementing several changes to our health care plans for
2005, including a new high deductible health plan option with a Health
Savings Account feature, called Choice Plus 3.
You will have a choice of three medical plans - Choice Plus 1, Choice
Plus 2 or Choice Plus 3 all offered through UnitedHealthcare.
Although all the plans cover the same services, each provides a different
level of benefits. The charts on pages 12 and 13 of this guide outline
each plan.
. The UnitedHealthcare Point-or-Service (POS) Plan will be replaced
the Choice Plus 1 Plan option, which offers coverage that is similar to
the current POS plan.
. The BlueCross BlueShield PPO Plan will no longer be offered.
. HMOs will continue to be offered, where cost-effective. As a result, we
will be discontinuing some HMOs for 2005. If you are currently enrolled
in an HMO, refer to your personalized enrollment worksheet to see if
your HMO will continue to be offered in 2005. If not, you will need to
consider which of the available medical plan options will be the best one
for you and your family for 2005.
If you enroll in Choice Plus 3, you will also be able to contribute to a
Health Savings Account (HSA). Information on this new plan option can
be found beginning on page 7 of this guide.
Choose Well
WWW.u n itedwaterbenefits. com
Choose Well, Use Well...live Well
Enrolling in Your 2005 Benefits
eginning November 8, 2004, you will be able to enroll for your 2005
benefits through our secure Web site at www.unitedwaterbenefits.com.
To enroll, use your Employee ID number and your birth month and
year as your PIN to log on to the Web site. For example, if you were born
in September 1999, your PIN would be 0999 (i., MMYY format).
The following sections outline your benefit choices in more detail and
explain what you need to do to enroll.
The Basics: What You Should Know Before You Enroll
Eligibility
You are eligible to participate in the plans described in this guide if you are
a CUITent U.S. employee of United Water and you work a regular schedule of
at least 30 hours per week.
If you are covered by a Collective Bargaining Agreement (CBA), the
plans described here apply only to the extent provided for in the
applicable CBA.
In addition to choosing benefits for yourself, you may choose medical
dental, vision and life insurance coverage for your eligible dependents.
An eligible dependent may be:
Your spouse - the person to whom you are legally married.
Your children - any unmarried dependent children (including legally
adopted children, stepchildren, or children for whom you are legal
guardian/custodian) who are under 19 years of age. Your child is also
eligible if he/she is between the ages of 19 and 23, is a CUITent full-time
student, and relies upon you for financial support. You may request
coverage for a disabled child over age 23 who has been covered prior
to turning age 23 by submitting medical documentation that the child is
incapable of self-sustaining employment.
. . .: .. .. .. .. .. .. .
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Remember to:
Review this guide with your family, if applicable, along with the other
materials included in this package so that you understand the options
available to you.
Consider your personal situation and needs for the coming year. Your
benefit elections will remain in effect for the entire year, unless you have
a qualified change in status (marriage, divorce, legal separation
birth/adoption, change in employment status, or death).
Medical Plan
he Company offers different medical plan options to choose from
depending on where you live. The medical plans are designed to help
you pay for the cost of medical care, including things such as doctors
office visits, hospital expenses and tests. We are also introducing a new type
of medical plan for 2005 - Choice Plus 3 with a Health Savings Account.
You may choose from one of the following medical plans:
Choice Plus Plans: Choice PhiS Choice Plus or Choice Plus with
Health Savings Account (HSA) feature
The Choice Plus options are alike in important ways - they:
- All cover the same services and supplies, including 1000/0 in-network
preventive care coverage to help you stay well (a copay may apply)
- All have the same network of UnitedHealthcare doctors, hospitals and
providers, who deliver care at negotiated rates
The Choice Plus options differ from each other the most in terms of cost:
- The deductibles, copays and out-of-pocket maximums are different
- Contribution rates vary for each plan option
- The Health Savings Account is available only with the Choice
Plus 3 option
Health Maintenance Organizations (HMOs), in some geographical
areas, for active employees only
. You may also elect no medical coverage. If you waive medical
coverage, you will receive a cash credit of $500 per year provided you
submit proof of other coverage. You can come back into a plan if you
have a qualified change in family status (e., marriage, divorce or legal
separation, birth or adoption of a child, or death), or during the next
annual Open Enrollment period.
Check your personalized enrollment worksheet for the specific plans
available to you.
Choice Plus Plans
The Choice Plus Plans offer you access to a network of doctors, hospitals
and treatment facilities that have agreed to charge lower, negotiated rates
for care. You can choose to receive care in or outside of the network. When
you visit a network provider, the plan pays more of your expenses. Unlike
an HMO and the UnitedHealthcare POS Plan, Choice Plus does not require
you to select a primary care physician (PCP), and you do not need referrals
to see a specialist or obtain other medical services. UnitedHealthcare
administers our Choice Plus Plans.
Choose Well
WWW.nitedwaterbenefits. com
Prenotifi(ationfor Choice Plus Participants
Hospital pre-approval lets y()uknoWa.h~ad of time, ot after, elIlergency
care, what pomOll of yom hospital stay is covered by the.plan.Italso
gives you the advantage of a. pr()fessiOhal review of the nec~ssity foryolJrl1()spitaliiation.
'fogyt fullb~J1efits frq1Jlyotlr~ec;liG~plan" ybuwusth.ave yqttr
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How Choice Plus Works
Each time you need medical care, you have a choice to:
. Go to a participating provider in-network and receive a higher
level of benefits. When you choose a provider who participates in
UnitedHealthcare s network, also called a "prefeITed provider " the plan
pays a higher percentage of the cost, after your deductible, copay and
comsurance.
. Go to a provider out-of-network and receive lower benefits. You
also have the flexibility to choose a provider outside the network. When
you see a provider outside the network, you pay a higher deductible and
the plan pays a lower percentage of the reasonable and customary cost
for most services until you reach the annual out-of-pocket maximum.
The plan then pays 1000/0 of the reasonable and customary charges
for all eligible charges. Additionally, you may be responsible for paying
the cost for all services up front and submitting claim fonns to be
reimbursed.
Choice Plus 1 and 2
Choice Plus 1 and Choice Plus 2 cover the same medical services and sup-
plies. Each allows you to receive care in or outside of the UnitedHealthcare
network. They work just like a PPO; and you do not need to select a PCP.
However, the options differ from each other in terms of cost.
. The deductibles, coinsurance and out-of-pocket maximums are
different, and
Your contribution varies for each option.
Choice Plus 3 with HSA Feature
A New Approach to Medical Coverage
Choice Plus 3 has the lowest employee contribution of all three Choice Plus
medical plan options. These lower contributions are offset by a much higher:
Deductible that you must meet before the plan begins to pay benefits
and
Out -of-pocket maximum you must reach before the plan reimburses
expenses at 100010 of reasonable and customary charges for the
remainder of the year.
Choice Plus 3 satisfies the IRS's guidelines for a high deductible health plan
(HDHP). As a result, if you enroll in Choice Plus 3 you will also have the
opportunity to contribute to a Health Savings Account (HSA).
Here s a summary of key features for the Choice Plus 3 medical plan option:
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t cost-of-living increases.
Note: If you enroll your dependents, you must meet the family deductible
before any expenses are paid for services other than covered preventive care.
Choose Well (lJ
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Each year you may contribute, on a
before-tax basis, up to:
. $1 100* if you enroll for single
coverage, or
. $2 200* if you enroll for employee
plus one or family coverage
How the Health Savings Account Works
You may use before-tax dollars in your Health Savings Account toward your
out-of-pocket costs - for example, to pay for your deductible or to cover
other out-of-pocket health care costs. In many ways, the HSA is like the
Health Care FSA: You can decide at the start of the year how much you
want to contribute from your before-tax pay, and you can use the money in
your account tax-free for eligible medical, dental or vision care expenses that
are not paid through coverage you have. You can also contribute more to
your HSA throughout the year (up to the IRS limit). The HSA has some
aqded advantages:
. Your contributions grow while in your account. Your contributions
are invested in an interest-bearing account and grow tax-defeITed.
Eligible withdrawals are tax-free too.
. No "use it or lose it" to worry about. Unlike the Health Care FSA
if you don t use all the money in your HSA by year-end, unused funds
remain in your account.
. Unused funds allow you to save for future medical expenses. You
can even take the account into retirement, to pay retiree medical costs.
. Even if you change medical options in the future, you can still
use the money in your HSA. You may only contribute to the HSA
while you are enrolled in Choice Plus 3, but you can use it to cover
eligible expenses even when you are in another medical plan option.
You may also withdraw money for other reasons - but taxes and
penalties may apply.
. You can take the account with you if you leave United Water, and
draw on it as needed to cover eligible health care expenses - or for
other reasons, subject to taxes and possible penalties.
. HSAs do not coordinate with other plans. Therefore, they cannot be
a primary or secondary plan for coordination of benefit (COB) purposes.
If you are enrolled in the Choice Plus 3 Plan with HSA feature, you may
contribute to a limited Health Care FSA. Under the limited Health Care
FSA, medical expenses, such as doctors' office visits or prescription drug
copays, are not reimbursable. You can use funds from your HSA to cover
your out-of-pocket medical costs instead. If you enroll in Choice Plus 3
carefully consider your dental, vision and other non-medical eligible
expenses before contributing to a limited Health Care FSA, since any of
these unused funds are forfeited at the end of the year.
Choose Well
Choice Plus 3 and the Health Savings Account: Giving You More Control of Your Health Care Dollars
Your Health Savings Account (HSA).
You may contribute:
. up to $1 100 in contributions if you elect
single coverage
. up to $2 200 in contributions if you elect
family coverage
. . .
to use as you decide
You may use the money in your
HSA to pay for your deductible.
. .
Annual Deductibles:
You pay 100% of medical and
prescription drug expenses (other
than covered preventive care) up to:
In-Network
. $1 100 for single coverage
. $2 200 for family coverage
Out-or-Network
. $2 000 for single coverage
. $4 000 for family coverage
Terms to Know
You pay 100% - but if you use network providers, you still get
the advantage of discounted network costs. For out-of-network
providers, you re paying the full cost of care and only eligible
amounts up to reasonable and customary (R&C) costs count
toward your deductible.
.. .
You may use your
HSA to pay copays
or comsurance...
Coinsurance
. . .
You may use your HSA
for other health care expenses,
such as dental and vision
expenses not covered by
any plan...After you meet the
deductible, you pay:
20% for in-network care
40% for out-of-network care
. . .
up to the out-of-pocket
maxnnums
. . .
You may decide to let
contributions add up to cover
future health care costs
Coinsurance: The percentage of medical or dental expenses a plan pays after the deductible is met.
Copays: The flat dollar amount you pay for certain medical, dental or vision expenses that do not apply
to an annual deductible.
Deductible: The amount you pay each year for medical or dental care services before the plan starts to pay
benefits.
High Deductible Health Plan (HDHP): A medical plan that meets IRS guidelines for HDHP deductibles
and out-of-pocket maximums. In addition, an HDHP will not pay any benefits until the entire deductible
is met. Choice Plus 3 is an HDHP.
. Out-of-Pocket Maximum: The most you have to pay in any calendar year for most covered medical
expenses for yourself and your covered dependents. Once this limit is reached, the plan pays 1000/0 of
eligible expenses based on reasonable and customary rates for the remainder of the year.
Premium: The amount you pay each pay period for benefit coverage.
Preventive Care: Complete care emphasizing priorities for prevention, early detection and treatment, generally
including routine physical exams, immunizations and well-person care.
Reasonable and Customary: Charges determined by the insurance
carner, based on what is usually charged by doctors and other medical
providers of similar professional standing in the same geographical area
where services are performed.
www.unitedwaterbenefits.com
Health Maintenance Organizations (HMOs)
If one is offered at your location, you may select coverage from a Health
Maintenance Organization (HMO) as an alternative to the Choice Plus Plans.
If you select an HMO option, you choose a PCP and nonnally pay a copay
at the time you receive medical treatment. The plan pays the rest of the cost.
Generally, there are no deductibles to meet or claim fonns to file. However
you must use providers in your HMO network to receive benefits. If you go
outside the HMO, you are responsible for the full cost of any
s~ryIces you receIve.
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Waiving (overage
You may choose to waive (or opt out of) medical coverage by completing the
Medical Waiver section on your Enrollment Worksheet and returning the
fonn to your local Human Resources Representative. Note that to waive
medical coverage, you must submit proof annually that you have other
medical coverage. If you waive medical coverage, you also waive prescrip-
tion drug coverage. If you waive medical and prescription drug coverage,
you will receive a cash credit of $500 per year. This amount will be
pro-rated and included in either a bi-weekly or a quarterly paycheck
depending on your location. Note: If you do not submit proof of other
medical coverage, you will not receive the cash credit.
Things to Think About
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Here s How Your Medical Options Compare
Choice Plus!
fn..network
Choice Plus 2
In-network Out-or-network
$250/person $750/person
$500/family $1 500/family
$400/person
200/family
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Co;DsUrance:What the plan pays for most, c()veredmedical service~after you satisfy your 'deductible
PlaJlp~y~:
Preventive care: What the plan pays for most preventive care services. Limits may apply.
Contact Member Services.
Plan pays:1000/0 after 700/0 1000/0$25 copay (no deductible)
~m~tge 9~YC~r~: .:..(Tp. ~.' ,$7q :~9 p ~yiswai y~ difyg\l.are
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r.J~np~Y$: ' 'lOOOfoafter . ,1000/0 after 909/0 after : 90b/oMter
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7?/c()pay
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Annualout-of- $1 000/person $2 650/person $1 250/person $4 000/personpocket maximum2 $2 000/family $5 700/family $2 500/family $8 000/family
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Prescription coverage Participating Pharmacies Only. You must first meet a $50 per person ($150 per
family) annual prescription deductible if enrolled in Choice Plus 1 or Choice Plus 2. There is no deductible
for mail-order. There is an annual out-of-pocket maximum of $2 000 combined for retail and mail-order.Retail Pharmacy... Mail-Order...
up to 3 O-day supply up to 90-day supplyYou pay 200/0 You pay 200/0You pay 300/0 You pay 300/0You pay 300/0 You pay 300/0
700/0
Tier
Tier
Tier
Choice Plus 1 pays 900/0 after a $200 hospital admission co pay for
inpatient hospital, hospice and skilled nursing facility charges. Physician
office visits are covered at 1000/0 after a $25 copay. All other medical
services are covered at 1000/0.
t Benefits are based on reasonable and customary charges for eligible expenses.
Once you reach your annual out-of-pocket maximum, Choice Plus 1 and
Choice Plus 2 pay 1000/0 of the reasonable and customary charge for
eligible medical expenses. Your annual out-of-pocket maximum includes
your deductible.
Prescriptions filled at a pharmacy that does not participate in Medco
Health's network will not be covered.
www. united waterbe n efits. com
ChoicePlttS3witb HSA
Feature
Deductible
In-network
$l,lOO/person
200/farnily
Out-or-network!
000/person
000/farnily
C9ins-u,raJ1.Ce:What the plan pays for 'll1ostcovered:rn~didil sefvicesafier you
~~1:i~fyY()llJ: deciuctible .
Pltin..pays:
Preventive care: What the plan pays for most preventive care services.
Limits may apply. Contact Member Services.
Plan pays: 1000/0
(no deductible)
600/0
Choose Well illJ
In-network Only
None
1000/0 after copay
. .
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Annual out-of- $5,000/person $10 000/person
pocket maximum2 $10 000/farnily $20 000/farnily
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Prescription coverage Participating Pharmacies Only. The medical deductible
and annual out-of-pocket maximum also apply to prescription drug coverage.
Tier
Tier
Tier
Retail Pharmacy...
up to 30-day supply
You pay 200/0
You pay 300/0
You pay 300/0
Mail-Order.. .
up to 90-day supply
You pay 200/0
You pay 300/0
You pay 300/0
No deductible; HMO
generally pays 1000/0
after a copay
Benefits are based on reasonable and customary charges for eligible expenses.
Once you reach your annual out-of-pocket maximum, Choice Plus 3
pays 1000/0 of the reasonable and customary charge for eligible medicaland prescription drug expenses. Your annual out-of-pocket maximum
includes your deductible.
Prescriptions filled at a phannacy that does not participate in Medco
Health's network will not be covered.
Reconstructive Surgery After a Mastectomy
To comply with the Women s Health and Cancer Right's Act of 1998
all group health plans are required to provide medical and surgical benefits
following a mastectomy - and to communicate this coverage to plan
participants. All United Water medical plan options provide coverage
for these services, including reconstructive breast surgery needed after
mastectomy, prostheses and treatment of any physical complications after
mastectomy. These services are covered in the same way as other surgery
or services under each medical plan option.
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Prescription Drug (overage
OU automatically receive coverage under the Prescription Drug Plan
when you elect medical coverage under any of the Choice Plus options.
Medco Health administers UnitedHealthcare s prescription program.
The amount you pay for prescription drugs depends on whether you receive
a generic or brand-name drug, whether the drug is formulary or non-
formulary (brand-name drugs), and whether you get the prescription filled
at-a participating retail phannacy or via the mail-order program.
Under the program, you may choose from three types of prescription drugs:
Tier 1: Generic drugs
Tier 2: Brand-name formulary (primary) drugs
Tier 3: Brand-name non-formulary drugs
Retail Program
When you or a family member needs a prescription, you simply take it to a
phannacy that participates in Medco Health's network and present your
medical plan ID card. You pay a portion of the cost each time you receive a
prescription. (A $50 per person/$150 per family annual prescription
deductible applies if you are enrolled in Choice Plus 1 or Choice Plus 2.
The medical plan deductible applies if you are enrolled in Choice Plus 3.
You can purchase up to a 3D-day supply from a participating phannacy.
If you take your prescription to a phannacy that does not participate in the
Medco Health network, your prescription will not be covered.
Mail-Order Program
The mail-order program provides a convenient way to save on medications
required to treat chronic or ongoing conditions, such as high blood pressure,
diabetes, allergies or heart disease. In addition, the program covers the
purchase of birth control pills. To participate in the mail-order program
complete a form and mail it, along with your original prescription to Medco
Health. You can log on to www.myuhc.com or www.unitedwaterbenefits.com
to print a mail order form. You can also refill your prescription online
www.myuhc.com.
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Terms to Know
Brand-name drug: FDA-approved prescription drug manufactured
under a trademark or a trade name. Some brand-name drugs are
considered to be either formulary or non-formulary. A brand-name
drug is always more expensive than its generic equivalent.
Formulary drug: A brand-name prescription drug included on the
primary drug list for treatment of particular conditions. You pay less
when you and your doctor choose . a primary drug, compared with a
non-primary drug.
Formulary drug list (also known as a primary): A list of brand-name
prescription drugs that have been clinically selected based on
effectiveness and cost.
Generic drug: FDA-approved prescription drug that contains the same
active ingredients as a brand-name drug and is detennined to be as
effective for treating a particular condition as its brand-name equivalent.
. Non-formulary drug: A brand-name prescription drug not included on
the primary drug list.
Choose weulliJ
WWW.u n ited waterben efits. com
Dental Plan
Under the dental plan, you may choose one of the following options:
Aetna Preferred Provider (pPO) Plan - If you elect PPO dental
coverage, you can receive your dental care from any dentist.
Aetna Dental Maintenance Organization (D M 0) Dental Plan
If you elect coverage through the DMO, you must receive dental care
from a DMO network provider. Do not forget to select a DMO network
. provider when you enroll for coverage.
Waiving coverage (Opt-out) - You may choose to waive or opt out of
dental coverage. Please note that if you waive coverage for yourself or
your dependents now, you must wait until the next annual Open
Enrollment period to enroll, unless you experience an IRS-qualified
change in family status during the year.
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Find Out if Your Dentist Is in the Network
Simply call your dental provider directly and ask if hel she participates in the
Aetna PPO or DMO networks, or call Aetna at 1-800-282-0555 or visit
them online at www.aetna.com for a list of providers.
Your Dental Benefits At-A-Glance
Fel:\ture
Annual deductible
AetnaPPO
$50/person
$100/family
$1,500/person
Aetna DMO2
None
NoneAnnual ma.xiInUfu
benefit
Covered at 1000/0
(no deductible)
Covered at 1000/0
Cdvefedat 80Ofo8fl:erdeductible .C9v~r~qiIpt()IQOOfo
$50 None
There is an additional $50 deductible for orthodontic services under the
PPO Plan. Benefits are based on reasonable and customary charges for
eligible expenses. There is a $2 000 orthodontia lifetime ma.xiInum, if
covered by Aetna.
You will only receive benefits if you visit your DMO network provider.
Benefits are based on reasonable and customary charges for eligible
expenses.
Things to Think About
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www.unitedwaterbenefits.com
Vision Plan
OU may choose vision coverage for yourself and your family through the
Vision Service Plan (VSP). If you select vision coverage, you can see any
vision care provider you choose and the plan will reimburse a portion of
your cost. However, since VSP has negotiated discounted rates with doctors
and centers in the network, you will save money if you use network
providers. You must pay a $25 per person deductible before the plan pays
benefits.
A summary of the benefits provided by VSP appears on the following page.
Through VSP, you have access to network providers who offer services at
negotiated rates.
Find Out if Your Eye (are Provider Is in the Network
To find out if your eye care provider participates in the VSP network
contact him/her directly, call VSP at 1-800-877-7195 or visit VSP online
at www.vsp.com for a list of participating providers.
Things to Think About
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Choose Well
Your Vision Benefits At-a-Glance
Enhanced Plan
Out-or-netWork.
$25/person
$45niaxnnum
Feawe
Copay
EyeexqIlls
(oheperyear)
Frames One set every 12 months
Reimbursed up to $120 Reimbursed
and 20010 alscount on up to $47
any out-of-pocket costs
. .
()1'l~set every~tI1l()i1tl1.s
. . .. .. ,
Covered 1000/0 .
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uPitQ$~5
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Reimbursed up to $120 Reimbursed
and 20010 discount on up to $47
any out-of-pocket costs
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upX() $85 '
Contact lenses
evaluation
and fitting:
. Medically
necessary
Elective
Covered 1000/0
Covered up to $120
and 150/0 discount on
contact lens exam
Reimbursed
up to $210
Reimbursed
up to $105
Covered 1000/0 Reimbursed
up to $210
Reimbursed
up to $105
Covered up to $120
and 150/0 discount on
contact lens exam
www. united wa terben efits. co
Flexible Spending Accounts
lexible Spending Accounts (FSAs) give you a tax break - with careful
planning, they can save you 150/0 or more on health and dependent care
expenses. The Company offers two FSAs, which are administered by
UnitedHealthcare:
Health Care Spending Account
Dependent Care Spending Account
You can participate in one or both. Or you can choose not to participate in
either account. Here s how they work:
. The IRS allows you to set aside before-tax dollars in one or both
accounts.
You can use the money you set aside to pay yourself back for eligible
health care and dependent care expenses.
. The money you get is not taxed when it comes out of your pay, or when
you get it back as reimbursement.
You need to use the money in your account(s) by the end of the year
or you forfeit it. This is the one and only string attached by the IRS
and it is easily avoidable with careful planning.
The Health (are Spending Account
You may set aside up to $5 000 each year in the Health Care Spending
Account to reimburse yourself for eligible health care expenses. Your eligible
claims are paid when you submit them, up to the full amount of your annual
election, regardless of how much money you actually contributed up to that
time. Keep in mind that due to federal regulations, you may only participate
in a limited Health Care Spending Account if you enroll in Choice Plus 3.
Here s a partial list of eligible expenses:
. Deductibles, copays and coinsurance for medical, dental, vision and
prescription drug services covered under your health care plans
Amounts not covered by your health care plans because they exceed
reasonable and customary charges
Charges above benefit maximums
Ambulance services
Childbirth classes for the mother-to-
Chiropractic services
Christian Science practitioner services
Contact lenses, vision exams
Dental expenses not covered
Smoking cessation program fees
Prescription eyeglasses, radial keratotomy
Crutches
Hearing aids
Hearing exams
Medical aids, such as orthopedic shoes and elastic hosiery
Transportation required to receive medical care, subject to specific limits
Wheelchairs
. Any other health care expense you could deduct on your federal income
tax fonn, with the exception Qf contributions for health care plans
Eligible over-the-counter (GTC) drugs
Some examples of ineligible expenses are:
Expenses for which you receive reimbursement from another plan
another employer s medical or dental plans
Medicare or Medicaid
Medical insurance premiums
. Weight-loss program fees
Cosmetic surgery
Hair transplants
Electrolysis
Teeth whitening
Prescriptions related to cosmetic procedures
Some over-the-counter drugs are eligible for reimbursement under the
Health Care Spending Account. Following are examples of the types of
OTC drugs that are eligible and ineligible for reimbursement:
Eligible OTC drugs include:
Antacids
Allergy medicines
Pain relievers
Cold medicine
Ineligible OTC drugs include:
Dietary supplements (e., vitamins) that are merely beneficial to the
general health of covered members
'.
Toiletries (e., toothpaste)
Cosmetics (e., facial creams) and similar sundry items
Supplements, dietary or otherwise, are not reimbursable unless prescribed
for medical care.
For a complete listing of Health Care Spending Account eligible expenses
including eligible GTC drugs, please contact UnitedHealthcare or your local
Human Resources Representative.
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The Dependent Care Spending Account
If you file taxes as a single individual, you may set aside up to $5 000 each
year to the Dependent Care Spending Account to pay yourself back for
dependent care expenses that allow you to go to work. If you and your
spouse file jointly, you may set aside up to $2 500 per plan year in a
Dependent Care Spending Account. So, if you are married and your spouse
uses a similar account, your combined limit is $5 000. (Note: If you are
married and file separately, each of you are limited to a maximum of
500.
Eligible expenses include child day care and adult day care expenses that
are necessary for you (and if you are married, your spouse) to work. Or, use
the account to pay for dependent care expenses, if you work and your
spouse attends school full-time.
Eligible dependents under the Dependent Care Spending Account include:
Dependent children under the age of
. Any person living with you whom you claim on your federal income
taxes as a dependent and who is physically or mentally incapable of
self-care
Careful Planning Is the Key
Flexible spending accounts have some restrictions, so be sure to estimate
your out-of-pocket expenses carefully. Once you enroll:
. You must use your entire account each year. Any amounts remaining
in your account(s) at the end of the calendar year cannot be refunded to
you or carried over to the next year due to IRS regulations. If you do not
use the money, you will forfeit it.
Transfers are not allowed. Transfers from the Health Care Spending
Account to the Dependent Care Spending Account and vice versa are not
allowed.
. You cannot change your contributions. The amount you contribute to
your flexible spending account(s) cannot change during the year unless
you have a qualified change in status (marriage, divorce, legal separation
birth/adoption, change in employment status, or death).
Claims for both flexible spending accounts must be fIled by March
31 after the year in which the expenses are inCUITed. UnitedHealthcare
will continue to administer both of the flexible spending accounts.
Life Insurance
he Company provides you with choices in insurance protection in the
fonn of life insurance, accidental death and dismembennent (AD&D),
and business travel accident insurance. You receive the basic level of
life insurance equal to three times your base pay, as well as business travel
accident insurance, at no cost to you. The maximum Company-paid life
insurance benefit is $600,000. Employees covered by a Collective
Bargaining Agreement are provided basic life insurance in the
amount specified in their CBA:~ .
You do not need to enroll for basic life and travel accident insurance.
Coverage is automatically provided to you and fully paid for by the Company.
Your life insurance benefits offer even more financial security for you and
your family. You can choose:
Optional employee life insurance equal to an additional one or two
times your base pay (up to $100 000 for each level) - for a combined
maximum of $800 000.
Optional dependent life insurance coverage for your dependents, up to
$50 000 for your spouse and up to $25 000 per child.
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Optional Employee Life Insurance
You may choose to purchase optional life insurance coverage equal to an
additional one or two times your base pay (up to $100 000 for each level).
However, you may not exceed the combined maximum benefit of $800 000.
'Keep in mind that the coverage you choose is in addition to the basic life
insurance provided by the Company. Optional employee life insurance
coverage is also provided by our life insurance carrier.
Life insurance pays a benefit to your beneficiary in the event of your death.
The beneficiary you select for Company-paid basic life insurance will be the
same for optional life insurance. Our insurance carrier requires proof of
good health if you enroll for the first time (and are not a new hire), increase
your coverage, or choose dependent coverage for your spouse.
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Optional Dependent Life Insurance
You can purchase optional dependent life insurance for your spouse and
children. You can cover your eligible dependents as defined on page 4 of
this guide.
. $10,000 to $50 000 (in increments of $10 000) for Spouse Life
Insurance. Coverage for your spouse cannot exceed 500/0 of your
optional employee life insurance coverage. For example, if you
choose $50 000 in dependent coverage for your spouse, you must
. .
choose at least $100 000 in optional employee life insurance coverage
for yourself.
. $5 000 to $25 000 (in increments of $5 000) for Child Life Insurance.
This plan pays a benefit in the event of the death of one of your covered
dependents. You pay the full cost of this coverage with post-tax dollars.
Keep in mind that you must elect optional employee life insurance to
purchase dependent life insurance.
Paying for Life Insurance
You pay for optional life insurance coverage with post-tax dollars that are
automatically deducted from your paycheck.
An Example
The following example is based on a 45-year old employee choosing
optional life insurance coverage equal to two times their annual pay
of $40 000. Here s how their monthly premium is calculated.
$0.16 x $80 ($80 000/$1 000) = $12.80 per month
Voluntary Accidental Death and Dismemberment (AD&D) Insurance
You may purchase voluntary accidental death and dismembennent (AD&D)
insurance, which pays additional benefits to you or your survivors if you die
or are seriously injured in an accident. You can choose from two levels of
coverage to meet your individual insurance needs. This benefit is not
available to Bloomsburg Bargaining Unit employees. Other amounts
may be available to certain employees per your Collective Bargaining
Agreement.
Company-Paid Travel Accident Insurance
The Travel Accident Insurance Plan provides additional financial help should
you die or become injured due to a covered accident while traveling on
Company business. The Company pays the entire cost of Travel Accident
Insurance. Travel accident benefits are paid in addition to any benefits for
which you might be eligible.
Long-Term Disability Benefits
If illness or injury prevents you from working for more than 26 weeks, basic
long-tenn disability will continue to replace 600/0 of your base pay, up to a
maximum of $12 500 per month.
You also have the option to purchase additionallong-tenn disability coverage
- for a total of 660/30/0 of your pay. Your disability benefits or the additional
coverage (62/30/0) are not taxed when they are paid to you.
Employees currently in the 700/0 LTD coverage option may continue
in that plan. The 700/0 coverage benefit is a closed plan and only
available to those employees currently enrolled.
Keep in mind that your long-tenn disability benefits will be offset by your
Social Security and other sources of disability income benefits.
You do not need to enroll for basic long-term disability benefits.
All active benefit-eligible employees working a minimum of 30 hours per
week automatically receive basic 10ng-tenn disability coverage at no cost.
You must sign up for an additional (62/30/0) if you wish to purchase additional
coverage. Employees covered by a Collective Bargaining Agreement are
provided basic long-term disability in the amount specified in their
CBA. The Hartford Insurance Company administers our disability coverage.
Please contact The Hartford at 1-800-303-9744 for any questions about
long-tenn disability coverage.
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Employee Assistance Program
he Employee Assistance Program (EAP) is designed to help both
employees and their families with problems that are of a personal or
a professional nature. United Water is concerned about your total
well-being and has therefore contracted with ComPysch - an independent
organization to handle any issues/problems you or your family may have.
ComPysch has in-house professionals who are fully qualified and licensed in
th€ir areas of service. They include licensed psychologists, social workers
financial advisors, marriage and family counselors, to name a few.
These counselors offer you private, non-judgmental support, infonnation or
refeITals whenever you call. You will receive immediate assistance or be
refeITed to one of the program s specialists.
ComPysch offers free professional sessions for:
Financial pressures or difficulties
Marital and family problems
Substance abuse
. Any other personal difficulty that affects your ability to enjoy life or
perfonn your job well
In addition to treatment for the above concerns, ComPysch can also help:
Put you in touch with caregivers for your children or elderly parents, as
well as provide infonnation on how to evaluate and select care providers
Direct you to legal assistance on virtually any legal concern, such as
drawing up a will or settling a legal dispute
EAP assessment services are completely free. However, if you are referred
to another provider outside the EAP, or you use services beyond plan
parameters, you are responsible for paying those fees. So, it's important
to check your United Water medical plan to see whether these services
are covered under the plan. You ll also want to make sure you receive care
from a Choice Plus or HMO network provider to ensure you receive the
maximum benefits allowed under United Water s medical plan. If you have
specific questions about coverage limits, contact ComPysch or your local
Human Resources Representative.
The program is confidential and voluntary; neither United Water nor your
family will be infonned if you are using the EAP unless you give specific
permission. Even a single phone call to inquire about the plan is completely
private. However, when there is a threat of hann to self or others, the law
may require that the situation be reported to the appropriate authorities.
If this concerns you, you may call without identifying yourself.
You can reach ComPysch 24-hours-a-day at 1-800-327-1850.
How To Enroll
emember, the Open Enrollment period begins November 8 and ends
November 19 2004 at midnight Central time.
Step-by-Step Enrollment Instructions
Use the instructions below to enroll for your 2005 benefits. Remember that
this year s enrollment is active - you must enroll during Open Enrollment if
you want to have medical coven~ge in 2005. This also includes enrolling in
one or both of the flexible spending account options (Flexible Health Care
Spending Account and Dependent Care Spending Account) in 2005.
Follow these simple steps to enroll online:
Before you enroll, make sure to have the following handy:
- Your personalized enrollment worksheet, which lists your available
options
- The social security numbers of your eligible dependents and dates
birth - if you are enrolling your dependents for the first time
Log on to the secure Web site at www.unitedwaterbenefits.com. The site
is available 24-hours-a-day, seven days-a-week, except for scheduled
maintenance. If you do not have a computer at home or as part of
your workplace, you can use one of the available workstations in your
location. In addition, most libraries and colleges have computers available
with Internet access.
Enter your Employee ID number and your personal identification
number (PIN).
- The field for Employee ID is "nine" digits. If your Employee ID is less
than nine digits, please use leading zeros.
- Your PIN is the month and year in which you were born. For example,
if your birth date is March 1965, your PIN is 0365.
. Remember to submit your elections and print out a confnmation of
your elections for your records.
Confirming Your Elections
In addition to printing out your elections, you will receive a separate
confmnation of your elections in the mail. You may make changes to your
enrollment elections at any time during the enrollment period.
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United Water Contact Information
Below is a list of Representatives who can assist you with any benefits-
related questions you may have. Please contact the Representative assigned
to your location. If your location is not assigned a Representative, please
contact a member of the Benefits Department in HaITington Park.
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