20091002UWI to Staff 5, 7.pdf

McDevitt & Miller LLP
Lawyers
[phone]
[phone] (Fax)
420 W. Bannock Street
P.O. Box 2564-83701
Boise, Idaho 83702
Chas. F. McDevitt
Dean J. (Joe) Miler
October 2, 2009
Re: Case No. UWI-W-09-01
General Rate Case Filng
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Via Hand Delivery
Jean Jewell Secreta
Idaho Public Utities Comnssion
472 W. Washigton St.
Boise, Idaho 83720
Dear Ms. Jewell:
Enclosed for fig, please fid thee (3) copies of United Water Idaho's Second Response to
Comnssion Staffs First Production Request No.'s 5 and 7.
Kidly retu a fie stamped copy to me.
Very Truy Yours,
McDevitt & Mier LL~wL
DJM/hh
Ene!.
COpy
RECEI N
L,
Dean J. Miler (ISB No. 1968)
McDEVITT & MILLER LLP
420 West Banock Street
P.O. Box 2564-8370l
Boise, Idaho 83702
Tel: [phone]
Fax: [phone]
joeCWmcdevitt-miler.com
2009 OCT -2 PH 12: 06
IDA~"lO pi m; ie1 iTILITIE-~ Cii~J~,ï'l',~SJO;\;u . v ...,.,~.,.l.,..._".....~..
Attorneys for United Water Idaho Inc.
BEFORE THE IDAHO PUBLIC UTILITIES COMMISSION
IN THE MATTER OF THE APPLICATION OF )
UNTED WATER IDAHO INC., FOR )
AUTHORITY TO INCREASE ITS RATES AND ~
CHARGES FOR WATER SERVICE IN THE )
STATE OF IDAHO )
)
CASE NO. UW-W-09-01
UNITED WATER IDAHO INC'S
SECOND RESPONSE TO
COMMISSION STAFF'S FIRST
PRODUCTION REQUEST
United Water Idao Inc, ("United Water") by and though its undersigned attorneys,
hereby submits its Second Response to the Commssion Stas First Production Request No.'s 5
and 7.
DATED ths ~day of October, 2009.
:\S\ü0mc.Dean J. Miler
McDevitt & Miler LLP
420 West Banock
Boise, Idaho 83702
P: 208.343.7500
F: 208.336.6912
Attorney for United Water
UNITED WATER IDAHO INC'S SECOND RESPONSE TO COMMISSION STAFF'S FIRST
PRODUCTION REQUESTS- 1
CERTIFICATE OF SERVICE
I hereby certify that on the Jiday of October, 2009, I caused to be served, via the
methodes) indicated below, tre ana correct copies of the foregoing document, upon:
KùJean Jewell, Secretar
Idaho Public Utilties Commssion
472 West Washigton Street
P.O. Box 83720
Boise,ID 83720-0074
j jewell(fuc.state.id. us
Hand Delivered
U.S. Mail
Fax
Fed. Express
Email
..~
..~
..~
\~ ~~BY:~ ... .. ..))) ... '.1 'L
MëEV MiLÌJER~ P-
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UNITED WATER IDAHO INC'S SECOND Rl~SPONSE TO COMMISSION STAFF'S FIRST
PRODUCTION REQUESTS- 2
UNITED WATER IDAHO
CASE UWI-W-09-01
FIRST PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer: Greg Wyatt
Company Witness: Greg Wyatt
Telephone: [phone]
Title: General Manager
REQUEST NO.5:
Please provide copies of any employee newsletters issued during 2006 to date.
Staff has the March/April2006 edition of the United Water Idaho 'Watermark
News" and the January 2006 edition of the United Water Suez "The Waterrnark"
from the prior general rate.case.
RESPONSE NO.5:
Provided here within are copies of any employee newsletters issued during 2006
to date excluding the March/April2006 edition of the United Water Idaho
'Waterrark News" and the January 2006 edition of the United Water Suez "The
Watermark".
United Water's Partnership
with the Indiana Black Expo
For the past six years, United Water has been
a proud sponsor of the summer celebration known as
the largest African-American event in the nation with
over 300,000 attendees. The weeklong celebration in
July provided business workshops, health and well ness
programs, workforce opportunities, exhibits, and family
entertainment for the community. United Water
sponsored the Black Business Conference which was
held all week during the Expo. The conference provided
various workshops and networking opportunities for
local minority/women business entrepreneurs to
develop and showcase their business potential.
United Water attendees included: Tim Blagsvedt (Indy),
Patrick Franklin (Indy), Mark Whitney (Indy), Addison
Simpson (Indy), Tamara Cypress (Indy), Victoria
McIntosh (Gary), Shauna Hil (Gary), Maurice Joiner
(Gary), and Eugene Anderson (Harrington Park)
United Water secured a booth during the Expo where
attendees were educated on the scope of services the
company offers as well as about water quality in the
community. In partnership with IndyParks, United
Water invited visitors to the WET (Water Education
Trailer), an informational outlet regarding the
environment. There were 3,473 visitors to the trailer
during the course of the weekend.
We are proud to show one of the many ways United
Water demonstrates the company culture and core
values within this initiative.
Gregory P Wyatt
United Water Idaho
UWIOAdmGen
Boise, 10
.
."United Water...an
Ocean of Diversity".
.
.
.Diversity and Inclusion Statement.
.
.United Water wil be the
reference company for our
industry, recognized for our
commitment to diversity
and inclusion. We wil
provide an environment
that celebrates uniqueness
and enable all employees to
contribute to our success
and share in the rewards.
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· Inside the IndyParks Water Education Trailer
.Page 1 of 2
United Water & Cal Ripken Sr. ·
Foundation Goes to Bat for
Massachusetts Youth
United Water and the Cal Ripken, Sr.
Foundation (CRSF) will team up on Sept.
19 to teach New England youngsters the
fundamentals of teamwork and decision
making-on and off the field.
That's when United Water's New England
Division of Contract Services and CRSF
launch a partnership at the foundation's
Badges for Baseball clinic in Holyoke, MAO'
Using the medium of baseball, the
foundation's programs work to teach young
people the importance of teamwork,
leadership, respect, and decision making-
the same teachings of Cal Sr., that helped
Cal Jr. and Bil Ripken achieve their
success.
The foundation's Healthy Choices, Healthy
Children curriculum wil include a section
on water quality that wil be conducted by
United Water. Together, the lessons are
designed to help youth understand vital life
lessons needed to build a positive,
productive and healthy life.
"United Water strives to be a responsible
corporate citizen in every community we
serve," said Jack Bonomo, Vice President,
North East Operations of United Water. "By
teaming up with the Ripken Foundation, we
will be able to reach children in every
corner of Massachusetts and teach them
about water conservation and the
environment through a unique, exciting
and proven program."
DIVERSITY AND INCLUSION UPDATE
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To submit stories/articles to the Diversity and Inclusion Update please contact Sonja Clark,
Treva Spencer-Dupree, lana Frederick or Bil Ames. Send an email toDiversityCouncil(!unitedwater.com
Page 20f 2
'" vol. 14 Issue.4 JUly 2009THEWATERMARK
UNITED WATER EMPLOYEE NEWSLETTER --..'~
UNITED WATER
BEGINS SERVICE
TO CAPE COD'S
HYANNIS
its service to Cape Cod,
for the viilage of
the io\¡vn of Ba~ns~_ac¡e.
in the Town of Barnstable and one of tr,e five
Nater C:ismcts wltnin the town
Under the terms of the Hyannis agreement, United Water will operate, manage and
maintain the water system. It includes four water-treatment facilities, 12 wells, two water
storage standpipes and approximately 106 miles of distribution piping. The agreement
.
continuee
"'
'",
UNITED WATER BEGINS SERVICETO CAPE COD'S HYANNIS
The Hyannis water
facilties provide
about 2.7 million
gallons per day
of safe drinking
water to residential
and commercial
customers.
also includes customer service and billng
and inspection services for the system'S
standpipes, which will be provided by
Utility service Company. The Hyannis facilities,
provide about'2.i millon gallons per day
of safe drinking water to residential and
commercial customers.
A reliable supply of safe drinking water is
particularly crucial to Hyannis because of
its role as the commercial center for Cape
o
United water Ne Jery maintenanæ
workers muscled their way to the American
Water Works ASiatn's National Tapping
COntest in san Diego, on June 15. Team
members Jim Lagrosa, John Crolla, Curtis
Pattrsn and coch Vietor Perino use thir
on-thecjob skills and sheer gumpton to make
a strong showing, but could not overtke
Tacoma Water (1 minut, 13 seconds).
Chee on by the largst contngent of
supportrs, Unite Watr finished wit a
time of 1 minu, 50 sends, including
28 sends in penalties partcipant must
adere to eigh pas of detiled rules, and
po are taen of for various infrctons,
including leaks of any size and kinks in
the copper.
"Altough we did not move into the finals,
the team worked very hard in practice,
which strt back in February" said
Jack McNaughn, foreman of sym
maintenance distributon for Unit Water
New Jersy. "As their manager, I am very
proud of the team for all their commitent
and dedication. The team very much
appreciates the support given by the
management stff."
To win, maintenance workers race to
see who is the fastest at installng a three-
!Ill team celebrates after winning the AWWA New Jersey
(Wi';!On rapping Contest Left to right Dennis Ciemniecki.
j¡'lisl(Jent, regulatee segment; Jack MCNaughton, foreman of
¡'I'm maintenance distribution, team members John Crolla.
fiin uJglOsa. Curtis Pattersn and coach Victor Peraino.
Cod. It houses the main hospital, regional
social service agencies and the regional
shopping mall, to name a few. Due to its iarge
natural harbor, Hyannis also has the largest
recreational boating and second largest
commercial fiShing port on cape Cod. It
serves as the primary ferry boat link for
passengers and freight to Nantucket Island
and as a secondary passenger access to the
island of Martha's Vineyard. .
.,.'
quarter-inch tap onto a six-inch main. All the
while, they compete under pressure-from
the water main and from the crowd. "The
tapping contest is an example of what we do
everyay," says Coach Vietr Peraino.
Stil, th contes is easier than in real life
where workers are called to ta high-
pressure mains underground in the dirt and
muck in the dead of winter or the witering
summer sun.
As MCNaughon explains it. each team
consist of four peple: the coach, the copper
persn, and tw tap makers Th coach
watches the clock, shouting out directons
and encouragement. The copper person cut
the copper pipe and attches it the meter, to
the curb stp and to the main. The other tw
teammates make the tap on the main using a
tap machine. .
,1tJnoor Rehman received the Pat Radice Scholarship at a dinner in
¡dianapolis on June 8. She will pursue her major in science at the)!wersity of Michigan. Mahnoor is pictured with her father, Kanwer
'han, senior department manager in Grand Rapids, MI. and her
')other, Saba Rehman.
Hannah D. Leak accepted the Academic Achievement
Scholarship from Tom Brown, president of the contract
services segment. She wil major in biomedical engineering
at Indiana University/Purdue University Hannah is the
daughter of Pam Wolsiefer-Leak,
in Indianapolis, IN.
c o
l)
"AS their
i am very
the team fo
commitmen
dedication. "
- Jack MCNaughto
Foreman of syste
maintenance distdb
for United Water
New Jersey.
~
United Wateremploye from morethan
30 loctions are truly giving from the heart
donang bloo and registering wit a
national bone marrow~matching servce. By
mid. June hundreds had already donated,
prompting project organizers in Corprate
Communicaions to extend the weeklong effort
to a full month.
United Water is partnering with local bloo
. centers and with Be The Match Registry
(ww.bethematch.org. Be The Match Registry
is the new name for the registry operated by
the Natioal Marrow Donor progrm (NMDP)
which has ben in existence for more than
20 years As part of the efort, United Water is
paying the $6 fe for employes who register
before August 31.
Be The Match offers peple the opportnit
to help a patint by donating bone marrow
or umbilical cord bloo. A patient's docor
can contact the NMDP to search the Be The
Match Regist and other restries worldwide
to access more than 12 millon donors and
30,00 umbilcal cord bloo unit Thousands
of paents with leukemia and oter life
threaning diseases depend on the regst
to find a match.
A technician helps prepare
Jamie Fuller of United Water
pennsylvania to donate blood.
Medical advances are making marrow and
umbilcal cord bloo trsplants available to
more paent all the time. Since 1987, Be The
Math Reg ha arrnge for more than
33,00 trnsplant and no facilit more
than 4,:n a year.
As fo blo doon, Unit Watr is looking
to do its part to bale chronic bloo shortges
in the Unite States. Currently only three of
every 100 peple in th count donate bloo,
according to the American Red Cross .
UNITED WATER, HACKENSACK RIVERKEE,PER
About 150 New Jersey residents recently got to
experience Oradell Reservoir, Bergen Countys
largest lake, in a way none have ever done: from the
seat of a kayak.
On June 6, thanks to United Water New Jersey and
the Hackensack Riverkeeper, members of the public
were invited to paddle on the reservoir for fun as part
of a joint effort to expand water-base recreational
opportunities in Bergen County.
continued on page 6
\//
. r
"øSA ~.
On May 21, about 75 san Antonio-area
emergency workers rushed to the BexarMet
Water Tteatment Plant, operated by United
Water, after receiving word that 7,OC gallons
of liquid ammonia had spilled and was
endangering the lives of plant workers and
nearby schoolchildren. Thankfully it was all
a drilL.
United Watr was participating in a stte-
mandated full-scale emergency hazardus
materials, or "hazmat," dril with the Bexar
County Hazmat Squad, the San Antonio Fire
Department and other emergency crew
Altogether 12 different fire, rescue, hazmat and
first-aid crew were involv.
The drama began at 10 à.m. when a tanker
truck delivering liquid ammonia-etlly
water-bgan spewing the liquid ç:argo from
a broken flange. Following the script, the truck
Altogether 12 difrent fire, rescue, hazmat and firs-aid
crews were involved in dril which took place at the plant
operated by United Water.
driver and three United Water emplo~ees
acted as thOUgh they had ben overcome by
the fumes.
The spil sQOtrrggered the ammonia sensor '
in the plant, signaling project manager Joe
Thaxon to leave the building and call 9-1-1.
That call set in motion several emergency
response systems, including a new United
Water Emergency Hot Une, the BexarMet
Plant Emergncy Response Plan, and the
Bexar Metropolitan Water District Emergency
Response Plan.
"The dril wil make a great
difference if we ever have
an actual event."
- Joe Thaxton, project
United Water San Ant
It also triggered the Soutwest independent
School Distict's emerency response plan,
which calls for school offcials to lock dow
nearby schools and tum off HVAC syems.
About 7,CX studen go to school in the area.
The emergncy drill was of particular
importnce to area residents, following a real
200 train accident that release chlorine gas,
killing two area residents and a Union Pacifc
train conductOr.
"The drill will make a great difrence if we
ever have an actal event," says Thaxn,
who served as a liaisn between United
Water employees and emergency worker In
addition to Thaxon, United Water erployees
participating in the drill included
Sherry Jågge, and Antonio Mor II. .
::cnfi '_.t."(j
UNITED WATER, HACKENSACK
RIVERKEEPER OPEN ORADEll
The day's events, sponsored by Ramsey
Outdoor and Whole Foods Market, included
5- and 1ü-kilometer races, as well as a guided
paddle for non-racers. More than 100 non-
paddling spectators wee also allowed in free ,
of charge. "It has àlways ben a goal of our
organization to bring water-base recreation
to every part of our watershed. n says
Hackensack Riverkeeper founder capt. Bill
Sheehan. "Te Reservoir Challenge represents
a significant open space milestone~"
"The sight of so many colorful boats paddling
around the reervoir in the sunshine was a
really great thing!" says Lisa Ryan, operations
director, Hackensack Riverkeeper. "Wat had
been a rainy week ended in a beautiful,
sunny day and a fun and successful event for
all involv."
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In addition to the paddling events and
barbeue. the 2rm Reservoir Challenge
also featured live music from bluegrass
band Watchung Ridge. nature walksand
the chance to se local mayors compng
for the Mayors Challenge Cup- new
kind of political race. Mayor John Birkner of
Westoo clinched the Mayors Cup, given a
run for his money by Mayor John DeRienzo
of Hawort.
"ltS a great time to celebrate the river; the
reservoir and the people of the watershed."
says Rich Henning, senior vice president of
corporate communications. "Our fonest
hopes are that the Reseoir Challenge
beomes an apnual event; and that it wil
inspire additional watershed communit
events that are bOth educational and fun," .
MLD rN ')jJed u~u!JJeH
peo~ 'lOCH pia 00
Nyack NAACP Celebrates 50 years!
The Nyack branch of the National Association for the
Advancement of Colored People hosted an annual
Membership, Recruitment and Freedom Fund dinner on
April 30th at the Pearl River Hilton in Pearl River, NY. The
theme of the evening: "Raising our Children the Old
Fashioned Way Originates in the Home." Several
Diversity and Inclusion Council members (Lynne Allaker,
Eugene Anderson and Treva Spencer-Dupree) and United
Water employees (Shana McFadden and Maria Tajali)
enjoyed the event on behalf of United Water with one
common goal in mind: Community Solidarity. The NAACP
was founded in 1909 to ensure the political, educational,
social and economic equality of rights of all people to
eliminate racial hatred and discrimination. The guest
speaker for the evening was lifelong civil rights leader
Reverend Dr. Joseph Lowery who gave the benediction at
the Presidential Inauguration of Barack Obama this past
January. Reverend Dr. Lowery reminded attendees to be
"intellectually strong because there is more we
could do collectively than as an individual".
Gregory P Wyatt
United Water Idaho
UWIDAdmGen
Boise,ID
"United Water...an
ocean of Diversity"
Diversity and Inclusion
Statement
United Water will be the
reference company for our
industry, recognized for our
commitment to diversity
and inclusion. We will
provide an environment
that celebrates uniqueness
and enable all employees to
contribute to our success
and share in the rewards.
Treva Speneer-Dupree, Shana Me
Fadden, and Reverend Dr. Lowery
.page 1 of 2
Supply Chain Management
Supply Chain Management acts
as a support function to the
business units of United Water.
Its primary capabilty is
negotiating contract with
suppliers that leverage the
consolidated spend volume of
all units. United Water has
been a part of the New Jersey
Board of Public Utility sponsored
Supplier Diversity Development
Council since its inception in
1997. In 2006, United Water
won the Supplier Development
Outstanding Commitment
award for most improved spend
with MBE/WBEs. Most recently,
SCM has modified its
Procurement Checklist to
promote MBE/WBEs for the
bidding process.
2009 Diversity and Indusion Council Members:
Mike Algranati, Lynne Allaker, Bill Ames, Eugene
Anderson, Sonja Clark, Jana Frederick, Bob Iacullo,
Carol Ike, Nadine Leslie, Martin A. Mazzella, Bergis
Mamudi, Addison Simpson, Treva Spencer-Dupree,
and Charlie WalL.
Multi Language Line
Customer Service understands the diversity of their customers.
It is because of this diversity that they have instituted the use
of the Language Line at the New Jersey Call Center. The
Language Line is a multi-language phone translation service
that allows customers to speak to someone in their own
language while on the phone with a customer service
representative. The most prominent language used
(approximately 95%) is Spanish. Each month about 2% of the
calls are through this service. There are plans to roll out this
language line to the other customer service locations.
To submit stories/articles to the Diversity and Inclusion Update please contact Sonja Clark, Treva
Spencer-Dupree, lana Frederick, or Bil Ames. Or send an email toDiversityCouncil(gunitedwater.com
.page 2 of 2
'" ".'
UNITED WATER IDAHO NEWSLE
GREEN EXPO
APPROACHING
United Water Idaho wil again
participate in the Idaho Green
Expo. This second annual event
promotes sustainable living and
wise use of our natural resources
within our community. As a
natural resource company,
United Water is proud to be a
sponsor of this community event.
Last year approximately 15,000
people joined the festivities at the
Idaho Green Expo and similar
numbers are anticipated this
year.
This year's Expo wil include live
music and a beer garden.
The United Water booth wil be
located in the Energy,
Conservation and Recycling
section with other similar
companies. Our booth wil
showcase various drought
tolerant grasses and will
demonstrate alow~f1ow versus a
standard showerhead.
The Idaho Green Expo is this
Saturday and Sunday, July 18
and 19, at the Boise Centre
Thank you to the employees
volunteering to staff this year's
United Water booth at the Expo.
HAPPY 40TH, JOE!
Greg Wyatt presents Joe Tippett with his 40-year service award.
-----------------------------------------------------------------------------------------
June 7,.1969. President Richard Nixon prepares to meet with South
Vietnam's president to discuss the ongoing war in Southeast Asia.
The "Johnny Cash Show" debuts on ABC-TV. "Get Back" by the
Beatles and Bily Preston holds the top spot on the Bilboard chart for
the third week in a row. And a young Joe Tippett shows up for his
first day at work at Boise Water Corporation's offce at 5th and Idaho
in downtown Boise.
(continued on Page 4)
INSIDE:
· Man on a Mission · Meet the Interns · Summer Picnic Set
UNITED WATER IDAHO · JUNE/JUL Y 2009
Interns Learn and expect, a major in biomedical
Contribute During engineering is heavily reliant on
Summer chemistry.
United Water Idaho's two
summer interns, Michael Perez
and Kevin O'Neil, both agree
that spending nine weeks work-
ing for the state's largest water
utilty is a good way to learn
about business and further their
careers.
Kevin, a senior-to-be at
Timberline High School, aspires
to study biomedical engineering
at the University of Utah. His
summer has so far been spent
reformatting the old IBM
computers, creating a new
database and user interface for
records, and cleaning up the
database for the backflow
prevention mailngs.
He likes the diversity and the
challenge of the job. "It's a
good stepping stone into real-
Kevin O'Neil
world experience," he says. "i
expected it to be interesting
and fun, and this went way
above. my expectations. . .. It's
been challenging and fun."
The field trip to the Marden
Water Treatment Plant
interested him, because of the
chemistry involved in running
the facilty. As you might
"Before I came here, i knew the
water utilit system was an unsung
operation, and it's big and importnt.
But since coming here I've learned
it's even bigger and more important,"
Kevin added.
For Michael, also about to enter his
senior year at Capital High School,
the internship is giving him a chance
Michael Perez
to learn some new computer skils.
He wants to attend University of
Advancing Technology in Tempe,
Arizona to learn proramming.
"I'd never used Access before, and
I'm learning how to use it," Michael
says. "I'm using it to build the
conservation database, creating a
map showing where customers are
using the devices. I've also done the
fire flow map and right now I'm doing
all the backflow receipts that have
been checked."
Whil his caree gols are to woring
in computer programming, he says
his internship at United Water Idaho
could lead him to considering a
career in the water industry.
Both Michael and Kevin wil work at
United Water until August 14.
GET READY FOR A TRIP TO
THE ISLANDS I
(Well, almost)
Mark your calendars for the United
Water Summer Picnic. Join us for
a fun-filled evening of luau foo,
picnic games and a horseshoe
tournament. Participants in the
activities and tournament have the
opportunity to win fabulous prizes.
Saturday, August 8
5:00 -9:00 pm
Julia Davis Park - Shelter #1
YQyare welcome to bring your
own beer to the festivities. Please
note that our alcohol permit does
not allow for hard liquor in the
park. Be sure to RSVP with
Stephanie by JULY 31 so we have
an accurate headcount for food.
.. UNITED WATER
".
MAN ON A MISSION
Mobile Classroom -- Bil Thompson inside his mobile wet lab, a trailer he
uses to conduct backflow tester instructor classes statewide.
Bill Thompson is a man on a
mission. With almost religious-
like fervor, United Water Idaho's
cross-connection specialist is on
a one-man crusade to protect
drinking water, one tap at a time.
Ask the 38-year United Water
employee to describe his job,
and he puts it quite succinctly:
"Responsible to protect the
public water system from
contamination or pollution from
outside sources." That job that
has become more challenging
over the years.
"There are so many systems that
are so much more complex than
they used to be. We have the
addition of pressure irrigation
which we didn't use to have.
You have hydronic heating
systems we didn't used to have.
You've got more and more
geothermaL. You have more
solar. There are so many more
things and mechanical
apparatuses out there now that
use or influence the water, that it
has become more complex."
It's Thompson's responsibilty to
be up on all that technology. Not
only so he can do his job at United
Water, but because he's the
state's and region's leading expert
on cross-connection. Thompson
is a cross-connection control
instructor, training inspectors from
across the state.
Another ..impQrtCil1t PCirt of
Thompson's job is working with
the Boise Fire Department. He
keeps a fire scanner close by at all
times, and when there's a big fire,
he's often on-site, making sure
that the United Water distribution
system is able to provide enough
water pressure to help fight the
blaze.
His efforts were recognized by the
Boise Fire Departent at the
recent grand opening of City Hall
West, when Thompson and United
Water Idaho were presented with
a plaque in recognition of the
company's efforts during the
Oregon Trail Heights blaze last
August.
As if his full time duties with the
water company weren't enough,
Thompson secured an Idaho
Department of Environmental
Quality grant, and partnered with
local companies to purchase and
equip a mobile "wet lab" to teach
cross-connection classes. It's the
only one in the Northwest, and
culminates what has been a 10-
year project. He uses the trailer to
promote and teach backflow
protection. Thompson teaches
the classes on his own time, and
concedes that he "very rarely gets
personal vacation time. i use it
almost entirely for teaching
classes," he says.
An example of the importance of
what Bil Thompson does can be
found in the recent incidents at
two Eagle subdivisions. In both
cases, errors in installng backflow
assemblies resulted in untreated
irrigation water getting into the
water system. Thompson sees
sQme gQQC:tbalçame fminthe
events: They shined the light on
the importance of backflow
protection.
He says education is the key to
protecting public health: "The
gamut of backflow protection is a
lot more involved than a few brass
assemblies."
.'.
UNITED WATER IDAHO · JUNE/JULY 2009
TIPPETT from Page 1
Hired on the spot after getting
referred to the water company by
an employment agency, Joe
started out in "the shop," the pre-
cursor to the current T&D Depart-
ment.
He started the following Monday,
and wearing corduroy pants, a
button-down shirt and oxford
shoes, he was assigned to a crew
fixing a leak. His crew chief told
him to put on his boots, and all
Joe could find was a pair of size 7
work boots. Unfortunately, he
wore a size 13.
At the time, he was glad to have
found a job.
"i had no idea it would be a
career. i knew needed a job that i
.could grow with, which i have, and
i needed a job that would feed my
wife, when i was ready to get
marred, kids i would have, and
something i could possibly retire
from down the road. Of course, i
didn't think it was going to take 40
years to do it."
Besides working in the shop, Joe
helped out in the Pump Depart-
ment, now known as Production.
He then worked as a meter reader
for a few years, and then moved
into service.
"It takes a certain person to be
able to work at any job for a
certain period of time," Tippett
said. "I've seen a lot at the
company. I've made my mistakes,
don't get me wrong, but that's how
you learn. And i did learn."
SOFTLL TEA FINISHES 4-6 -- The United Water Idaho softball team concluded
its season with a 4-6 record. All United Water departments were represented on
the squad. The team included (back row, L-R) Michael Wilson, Robert J~nsen,
Michael Nelson, David Brown, Jon Reichard, Brandon Pew. (Front row, L-R) Eric
Hansen, Jack Methner, Jerry Healy, Stacy Stuart, Don Fortman, Mark Snider. Not
pictred: Rob Barrett, Doug Schaefer, Steve Beeson, Seth Goert, Scott Pierce,
Jim Adams Jim Wade, Pat Hoskins and Paul Nelson.
An inventor, Joe has developed
some tools to make the job at
United Water easier. He invented
an auger to help clean out gate
boxes. He invented what he calls
the "tippy-tool" knife to get gaskets
out of meters. And he's created
two different wrenches for taking
out meters. His invention of a
meter hanger proved to be
successful; he took it to a regional
AWWA meeting, and it won an
award and was duplicated by
other water utilties. He intends to
coinue inventing things,.. maybe
even marketing them, after he
retires on January 1,2010.
"I have left my mark on this
business, probably some good
and some bad, I don't know,"
Tippett laughs. "I think it's time
that I retire and enjoy life."
He'll be able to enjoy it more after
major back surgery scheduled for
August. After he rehabs from the
surgery, Joe is looking forward to
fishing, hunting, long trips with his
wife and tinkering in his home
workshop.
Joe Tippett has not only left his
mark on the people he's worked
with in his 40 years with United
Water, but there's a reminder of
his work under Boise's streets.
When working in the shop, he
used toengravehisinitials, "J.T.,"
on the pipes after repairing a leak.
"i was always proud of the work i
did," he said.
And Joe, we are, too.
~"vol. 14 Issue 3 May 2009THEWATERMARK
UNITED WATER EMPLOYEE NEWSLETIER
Front: left to right, Wayne Correia, Joe Alvernas, Frank Thomson,
Alex Alexander, Jim Lauzon, Project Manager Rear: Left to Right, Ola Turnao,
Tom Farley, Ralph Hicks, JR. Costa, Jim Custer, Tom Doyle, Bob Voismet
Not Oictured Steve Lambalot, Jeannette Clarke, Roger Massey, Tím Milburn,
Frank Brotherton, Tom Markarian, Jesus Matanzo, Clayton Alexander, Dave
5alvac1ore, Alex Louis, Mark Gustafson, Carl Hernden, ChrIs Fay,
Jenmfer Gnmes, Jim Marvelle, Brad Stetson, Terry Almeida, Jim Thomas
NEWPORT
WPCF PASSES
THREE-YEAR
MARK WITH
NO lOST TIME
INJURIES!
'Nhat were you doing 26,280 hours ago? United Water employees at the Newport,
Water Pollution Controi Facility know 'lVhat they were doing: operating in an
know because they've been doing the same
thing ever racking up an astounding three years~or 174,720 person-
fiours-without losing a single day to work-related illness or injury. That's vastly
better than inaUStry rates.
"While United Water's safety program provided the tools and training for zero workplace
incidents, it was the commitment and effort of all employees to change the safety culture,"
)Jntlnued onoage 2
liThe Newport staff has
embraced United Water's
goal of achieving zero
incidents and with full
staff commitment made
it their own goal."
~ .~
'.
continued
says Bet Murphy. United Waters regional
environmentl, health and safety manàger.
Today. safety measures are embedded in
United Water's work plans as part of the task ;
to be performt!.
ihe Newprt stff has embraced United
Water's goal of achieving zero incident and,
with full stff commitment, made it th own
goal,. says Murph¥ .In conucting day-to-ay
operaons, and th unexpe an non-
routine tasks of running the cit of Newprt's
wastewater sym, the staff takes time to
plan not juSt the task but to ensure safet
measures are in place and understoo by an
, , 0
UWNJ RATE AWARD ADDSSZS. 1l
The New Jersey Board of Public utilities
(NJBPlJ) has approved a rate increase for
United Water New Jersey customers to
reflect the water quality improvements at
the Haworth Water Treatment Plant and
investments in the water distribution system.
The $100 million upgrade to the Hawort
Water Treatment Plant uses the most
advanced technologies to improve water
quality safeguard the environment and
enhance overall performance.
The new upgrades will help United Water
New Jersey meet increasingly stringent water
quality regulations, deliver better tasting,
higher quality drinking water; reduce chemical
usage; improve water quality in the Oradell
Reservoir; and maintain wetlands and other
environmentally sensitive areas.
Th new ras reec addional invent
that improve the reliabilit of water servce
that include $12 milion ¡nsupply and pumping
facilities; $20 milion in watr transmisson and
distributon infrastructre and $15 millon in
instrumentation and conrol syems.
The regulatory approval recognizes
United Water's effort to ensure that
customers have a reliable supply of quality
drinking water. Anticipating and meeting
customer needs will help us become a high
performance utility which further supports
managed growt across all business lines.
Scheduled rate filings, linked to capital
investments and enhanced customer
satisfaction, are part of our managed
growth strategy .
involved. This allows for the complet
task without incident, so that all empl
can go home witout injury totheil" f$tf .
the end of the day."
It also allows for United Water toope~
more effciently for the city of New
addition to their social cost, workpl
injUri~S and illnesses have a majorim ..... . ..
on an employer'S bottom line. Empl~~Y
nationwide pay almoSt $1 billion
week for direct vvorkers' com
cost, according to th U.S. D
of Labor's Occupational Safet aoo
Administration estimates. .
//
!
The 2009 employee engagement survey
is underway. All employees from United
Water and Utility Service are encouraged
to complete the survey, which will be
available through May 29.
AS a result of last year's surve~ the. Executive
Management Team committec:to 11 glbal
actions to' improve the workplace,including
establlshing a schoi;rShiø program fOr
employees' cl!!ldrel1ârti:fêreating a Diversity
CounciL. Employees and managers throughout
the companyalsóworked tOgether to develop
action plans, Whr€h they continue to carry out
to enhance their Iëcal working environments
"The 2008 survey and feedback process
brought about positive change, open dialogue
and enthusiasm to improve our compan~"
says Cl1arleWali, senior vice president,
human resources. "The opinions and i,deas we
hear through this year's survey-particularly
from our newest colleagues-will help to
keep us on the right track."
, "'r
Employees' survey responses and feedback
are confidential and critical to improving the
employee culture. Mçike sure your voice is
heard. Participate in this year's survey. .
'¡he 2008 survey and
feedbackproce
brought about p
change, open dia
and enthusiasm to
improve our company."
- Charlie Wall,
senior.vice pre$ident,
hUman resorce
. _..~-0r ~ ,., " c;
'. .()~~, ...~!I i,el!
fJ;
He us to cont to imø ou co by
ta th yer's emp/~ Wh wi
talcpl fr Ma 11-29.1b ii,gø.toww.un~O"
Yo repo ar CO and ai to .imprng ou WO
The S 700 mO!ion uogiade to the ¡,iawolt.li
¡lie r,lost
3Clvanced technologies to im¡xove vvater
the gnv,:ronrnent and
per1òrrnance
;
.
in February the Edward C. Uttle Water Recycling
Facilit operated and maintained by United
Water for the West Basin Municipa Water
District, celebraed. producing its 100 billonth
gallon of reclaimed water. An in April, West
Basin won th right to supply a seawater barrier
with reclaimed water produce at th faclit¥
The facility in El Segndo, CA, recycles treated
wastewater that would have discharged into
the Santa Monica Bay and convert it into five
different types-of usable, "designer" water. This
includes creating wate for injecton into local'
seawater barrrs to prevet ocean water from
contaminatirl'loc groundatr supplies. The'
use of reclaimed water for a seawater barrier
will save 5.5 billon gallons of drinking water
each year. "The 100 bilionth gallon of recycled
water is a great achievement and could not
have come at a better time," says Donald Dear,
president of the West Basin board of directors.
"Every drop of water we recycle is a drOp of
drinking water for one's home or business." .
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ANEW LOOK
A United Water Idaho truck receives its new logo as part of the new branding initiative and new logo roll-
out. All company vehicles now display the new look. New signs for the building have been ordered and
should be installed later this spring after the painting of the building is complete. New letterhead, business
cards and templates are in use. Publications are being rolled out. The new uniforms have been ordered,
but as of press time, are still pending.
INSIDE:
· Employee Survey Underway
· Softball Opens Season
· Benefit Brief · EMT Visits Boise
· Bilboards Promote New Logo · Legislative Wrap
IDAHO.. APRIUMAY2Ø0..:,='oC".~::::,,~~".~,._~c-:. .-
..:::";_::___ __~,~.:~O;~
The second annual United
W~ter Employee Engagement
Survey is here! You can take
the survey on-line now during a
three week period that ends
May 29.
"We are committed to making
United Water a place where th
best people w. to work androw. last initial
ea Engagement Survey
nt part ofcom Your tho
and suggestions about howwe
can improve our work environ~
ment playa vital role in shaping
the way we do business," said
Bertrand Camus. United Water
CEO.
last year, more than 70% of
United Water employees took
part in the survey, and we ho
for 100% participation this
If you do not have regular
access to a computer to take.
the survey, talk with your
manager to arrange time and
secure a computer for you to
take part. Paper surveys are
also available if needed. but
they must be filled out and
submitted prior to May 29.
Ensuring a "Green"
Future
United Water Idaho has
launched a Sustainabilty
Working Group, aimed at
examining how we do
business, and determining if
there are ways the company
can reduce waste anctimpre
effciencies in our processes.
While much has been made of the
"carbon footprint," this group wil
focus on reuse. reduce and recycle -
in effoi1 to lessen our impact on our
environment "As an environmental
company. it's apprprate that we
take a look at how we do businèss,"
Gre Wyatt said. "Our initial focs
wil be to lo at the power, fuels,
chemicals and offce resourcs we
use. and look for ways to have a
p impact on both our
nment and our bottom line."
Wyatt heads up the effort, and he's
joined by Jerr Healy, BiH Carr, .
Brown, Jane Wood and M
United Water has begun a
competition between all Business
Units, to see which can sign up the
most customers for e-BiUing. In
order for a customer to be
considered part of the program; they
need to register, and ask that paper
bils no longer be sent to them.
United Water Idaho wants to win the
company-wide competition. So,
you'll see more communications with
customers, encouraging them to
switch. There's a sign behind the
customer service desk in the lobby,
All United Water Idaho employee
who are also customers are
encouraged to sign up for the
service as welL. It just takes a.fe\!
minutes, and it simplifies the entii
billng proc. And, when you
encounter customers in the field,
take a moment to chat with them
about e-Billng.
UNITED WATEI
BENEFIT=PACKAGE
INCLUDES MERCHANT
DISCOUNTS
Health Clubs, car rentals, even
clothes at reduced rates
United Water employees are
eligible for great discounts on
everyhing from fitness club
memberships to automobiles.
Thinking of joining a fitness club?
The GLOBAi:FIT network, includ-
ing 10 clubs in the Boise area,
offers our employees discounted
memberships and savings on
participating weight-loss
programs. Go to
ww.globalfit.com or call 800-
294-1500 for details. Use code
NNM0309.
Planning a summer trip?
NATIONAL CAR RENTAL offers
employees the company's
discounted rates for leisure
purposes. Can 800~227-7368 or
viSit Ww.nationalcar.com and
use the special corporate ID
number 5024612 to receive dis-
counted pricing.
Updating your wireless phone or
coverage? AT&T WIRELEssl
CINGUI.R offers employees
special pricing on wireless
phones and discounts on eligible
services. Access AT&T from the
Quench website. Go to the HR
home page, click on the Benefits
tab, select Voluntary, and scroll
to AT&T/Cingular to find out
more.
Buying a new car? The FORD
MOTOR COMPANY offers United
Water employees substantial
PAYING A VISIT: United Water CEO Dennis Ciemniecki chats with
Joe Tippett after making a presentation about the future of the
company", Ciemniecki and Didier Gajous gave a review of 2008's
penormance, and previewed the company's 2009.
The pres~ntation. also included a local update from Greg Wyatt, as well
as more information on the new logo, colors and branding initiative.
savings on the purchase or lease
of eligible Ford, Uncoln, Mercury,
Mazda, Volvo, Land Rover, or
Jaguar products. Log onto Ford
Partner or call 877 -XPLAN-OO and
use Partner Code UH392.
United Water employees are
eligible to receive a personal
Discount Card worth 20% off
regularly priced merchandise at
any Jos A. Bank store, from the
catalog, or online. Use 10 #4397
to qualify for the discount.
Trimming insurance costs?
METLIFE offers discounted pricing
on a number of products, including
Auto, Homeowners, Renters,
Recreational Vehicle, and Pet
insurance. Call 800438~6388 to
talk to a Voluntary Benefits
Specialist. United Water's access
code is ORM;
More information. .00 these
benefits are available under the
HR tab on QUENCH.
· CONt1WMrIONS l ·
Patt Foss earns her degree in
Business Management from
Boise State on Saturday, May
16. Congratulations, Patt,
from all of us at United Water
Idaho!
Looking for a great deal on
exceptional men's clothing?
I...
"l¡ ";e_ ..
o ., APRIL/MAY 2009
an
from ru mmunitÎes
ost of transmission
faciliti in urban areas wer
being passed on to custoers
who won't benefit in rural
United Wilter sought to
included in the legislation,. and
while Rep. Stevenson was
a bil was pulled.
.I be discussed by
commitee this
d United Water wil
ate Bill 1119,
lowed utilities with
assistance programs
ong part of the cost of
those programs to ratepayers.
bill was sponsored by
sta, the power company
serving much of northern Idaho.
The bil was defeated in the
Senate, and may resurface next
session. If it does, United Water
will work with its sponsors to
include water utilty assistance
programs in the legislation.
Senate Bil1143. s
Senate President Proob
Geddes of Soda Springs, would'
have hurt all prate utilties in e
state. The bill would have.
other tlingS, brought the t
that ic Utilities Co
on a rate
Tid have resulted
increased costs to customers and
needless delays in d
rate cases. Afer a m
utilit lobbyits, includi
Wate Idaho, Senator G
ag to pull his bilL.
A bill that would have changed the
language coverng how municipal.
(city-oed) water.' systems
provide serv died at the desk in
the Houe. Senate Bil 1162
remved the laage lèrig
municl providers from only
sein resients within their city
limit.
While pronents claimed that's
what's happening already, by
removing that language, a city
could have started a water system
well outside its corporate limits (or
area of impact) and custoers
would not have any input into.
rates, service quality or other .
issues. That's because municipal
systems are not governed by the
PUC, and because the customers
would be outside the city limits,
they would not be allowed
recourse through normal
legislative processes... ~. ~ ~"
TAKE THE EMPLOYEE SURVEY!'
LOG ON TO QUENCH TODAYI
r
The 10-game schedule r os
through June 23, and are
played at Fort
and Ann M'
would a
come on
victory!.'
DATE
May 18
COMING IN JUL y~
The Second Annual Idaho Gren
Expo wil be held July 18 and 19
at the Boise Centre on the Grove.
United Water Idaho will be a
sponsor. We're looking for volun-
teers. Look for more information
soon!
THE
Vol. 14 Issue 2 April 2009RM K
UNITED WATER EMPLOYEE NEWSLETIER
65,000 SUEZ ENViRCNf\iEìvENT around tr1e 'vVm!(J
"Following the 2008 listing of SUEZ ENVIRONNEMENT, United Water has become the
second largest company in the Group," said Camus. 'We have the full support of our parent
company and they consider United Water key to their growth in North America."
continued
"We expect United Water
to take a strategic lead
among its competitors.
It means more contracts,
more sales, more
innovation and complete
commitment to the goals.
In return, you wil receive
our full support."
- Jean-Luis chaussade,
CEO, SUEZ
ENVIRONNEMENT
)ean-Louis Chaussade,
CEO, Suez Environnement
oç;ö~~~ Q o.
MAKING THE PLANET SUSTl'INAS&e "
Jean-Luis Chaussade, CEO of SUEZ
ENVIRONNEMENT, acknowledged United
Water's strong performance over recent
yearsand congratulated the team on the
extr~ordinary~lco~eback" aM renewed
leadership position in the market.
an environmental company. This will be
accomplished by focusing on the four themes
which are the key to our success: Business
Efficiency, Customer Service and value,
Employee Development and Motivation and
Managed Growth. .
Camus reviewed United Water's strengths,
- challenges and opportunities for
continued success in 200. Despite
the current state of the economy,
our outlook remains strong and
our business models remain solid
as evidenced by Standard & Poor's
reaffirmation of our A- credit rating.
The company's reglatory framework is
sound, the contract services segment
has improved its financial position
and the new business relationship
with Utility Service Company presents
opportunity for growth in new markets.
In the year ahead United Water
will work to distinguish itself not
only as a water company but as
CEO Bertrand Camus, right, discusses
his vision fOr 200. Below, he presents
a contribution to Rebuilding Together
Jersey City
BUSINESS EFFICIENCY
United Water is constantly evolving to better
serve our customers, clients and employees.
The right mix of talent and technology help us
operate our businesses in an efficient manner
while also meeting the expecttions of those
we serve. In 200 the regulated segment made
record investments in assts Our $183 million
capital budget was supplemented by $15
milion from SUEZ ENVIRONNEMENT. These
project help us provide better service and
sty in compliance with growing regulations.
In the year ahead, we'll continue to invest in
our Business Technolog Master Plan which
wil upgrade, stndardize and automate our
business processes and computer systems.
As the country faces serious economic and
social conditions, attining our business and
compliance targets will further solidify our
position aSanjndustry leader and. create
additional opportunities for managed growth.
CUSTOMER SERVICE AND VALUE
In the water industry customer service is a
critical component of success While United
Water is part of a global organization, we must
recognize that water service is local service.
We must meet and exceed the growing
expecttions of our customers, clients and
regulators. Satisfacton surveys, such as the
one compieted in 2008, help us define and
understnd our customers' experiences.
programs such as e-billing and our new website,
launched in February help us meet those nees.
investments in new facilties, new technolo~
training, and stronger business processes will
help us lead in customer satisfaction, not in
c0st, Technology ,will help us become a "high
performance utility" In this economic climate,
we expect additional opportunities in the
municipal marketplace. Delivering excellent
customer service and high performance will
help positon us for additional growth.
EMPLOYEE DEVELOPMENT & MOTIVATION
During 2008 our Executive Management Team
made 11 global commitments in response
to the Employee Engagement Survey. As a
result, they have increased communications
from the EMT and "hit the road" to give
presentations at over 30 locations. The
company has also created a diversity council
and implemented a scholarship program
for employees' children. Our commitment
to employee health and safety is stronger
than ever and we have made significant
improvements in meeting our safety targets.
In the year ahead the company wil continue
to focus on recruiting and retaining talented
employees and making this the place where
the best employees want to work and grow.
MANAGED GROWTH
Our operations produced significant revenue
growth in 2008 directly linked to our managed
growth strategy. Our regulated operations
were awarded $14.7 million of rate relief.
Our contract services operations renewed
35 contracts under impi
conditions and success
contract from Earth Tei
Contract Operations, wt
million in revenue last y
United Water's parent, ~
North America, complei
of Utility Service Compc
innovative solutions for
storage assets,Thi$aciØ
revenue in less than six
year, United Water wil c
regulatory strategy and
will work to develop a s
the west coast. In additi
outlined aggressive salE
new markets and servic
united Water is
constantly evol'
to better serve
customers, diei
employees. The
of talent and te
help us operate
businesses in ai
manner while a
meeting the exi
of those we ser
Joe Thton, center,
accepts the Innovation
Trophy from CEO
Bertrand camus, and
Bob iacullo, president.
CEO Bertrand Camus introduced the
Innovation Trophy campaign to encourage
creative problem solving and to recognize
the importnt role innovation wil play in the
company's ongoing success
The winners pf,United Water's first Innovation
Trophy campaign were announced at the
Managers Conference. They were selected
from a field of 30 excellent applications that
were reviewed and ranked by four teams
representing a cross section of the company.
Camus and Bob iacullo, president, presented
the awards to:
· Unite wat Arnsas for inventing an
improved anti-theft cap lock device. Jimmy
Woolems was the team leader.
· Unit watr New York for an innovative
membrane application that treats trapped
air. Bob Raczko was the team leader.
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· united Water San Antonio for
device that shortens repair time for broKen
ultrafiltration fibers. Joe Thaxton was the
team leader.
· united Water Springfeld for modernizing
a sludge treatment process. Don Goodroe
was the team leader.
These are highly creative projects that helped
improve performance in the key areas of
Business Effciency, Customer Service and
value, Employee Development and Motivation
and Managed Growth.
Because each otthe 30 entries contained
valuable ideas, plans are being developed
to share that information on a company-
wide scale..
O1LO rN ')IJeduo:¡upJeH
peOl: )I00H pia 00(;
THEwatermark
VoL. 14 Issue 1 . United Water Employee Newsletter
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I!Bl'
Wyatt's Writings
By Greg Wyatt
Looking ahead to the New
Year
Believe it or not, 2009 is already
upon us! It's going to be another
challenging year for everyone at
United Water, but we have many
P9sitive results to build on from
2008, i am confident that your
hard work and dedication wil
make the upcoming year a
success.
Looking back at 2008, we were
audited by Suez and United Water
more times than any time in our
history. Suez audited us in the
areas of safety and security, and
the corporate offce penormed a
safety audit as welt. Thanks to
your efforts, we came through with
flying colors. In each case we
received strong ratings and
reports. Everyone in the business
is to be credited with such out-
standing results.
In both July and December we
also underwent financial audits,
and again, thanks to your efforts,
we fared very welt. Many thanks
go to Treva, Michael and Kymm
for working hard to get us ready
for the audit and to help keep the
books in line.
2008 saw the launch of our Fixed
Network AMR pilot project. This
project, which receives partial
funding through the Suez R&i
Allance, is spearheaded by Dan
To the Victor...
Heather Knighten presents the First Annual United Water Idaho Boise
State Bronco "Poinsettia Bowl" trophy to Greg Wyatt.
In support of the Broncos going to the Poin
UWID employees staged their own "Pains
had to bowl a BSU football at ten "pins" d
Greg was the big winner, and not only
"pin" (a glorified paper cup). autograp
inaugural "Bowl" game is destined
BSU qualifies for a post-seaso bow
participated and Go Broncos!
Bowl in San Diego,
here contestants
h poinsettias.
;....'..,....'
ovet rophy, but a
competitors The
. urring classic each time
Thank you to all who
Brown, with considerable as-
sistance from the Commerial
and T&D departments.
The new Swift Wen project was
also a major task for Engineer-
ing and Production, and every-
one is to be commended for
getting that critical source of
supply up and running again
this summer.
Looking to the new year, we wil
soon be implemnting our new
electronic biling proram. United
Water Idaho leads the entire corn
pany in percentage of customers
who have signed up for e-Billng.
This new proram wil allow cus-
tomers the option of getting their
bils electronically or the traditional
mail system. Also, our new web
(Continued on Page 2)
ited Water I
employees ste
response to
Oregon Trail He'
August. Not
only did the
water system
perfòrrr b
capacity;
co
so
an 7,400 gallons per
owing frm United
ities. The Columbia
tment plant actually
pro at above maximum
capacity, operating at the equiva-
lent of millon gallons per day,
excee its 6.0 MGD capacity.
"The water distbution system
worked as. designed, and was able
to meet thè overwhelming demand
HAPPÝ
N_
YEAR!
De
Bum Out Fund, and
was matched and
$ 0 donation from United ..
Wa f.
Bitl Thompson represented. the
company and Nancy Orcutt repre-
sented the Employee Charitabfe
Contributions Committee in
presenting checks to the Boise
Fire Department.
~ Remember th Unitd Watr ~
o Idaho Heahh Fairl 0
o
o
~ Thursay, January 8th from ~o 7:30-9:00 am in the Multi- 0
opurpose room 0
o
o
o
o
o0000000 00000000 000000 000
Additionally, as we head into
new year, we wil have a new....
logo. You've already seen it,and
plans are to implement it for
uniforms, bils. vehicles, publica-
tions and building signage in the
early spring.
2008. was a great year for United
Idaho. employees in thecom
We cleared a walking path at
Boise WaterShed for Earth Day, built
trails for Tending the Foothils, put on
our walking shoes for Race for the
Cure and the American Heart
Association Heart Walk, cleaned up tll
Bois River during RiverSweep and
raked leaves for Rake Up Boise.
Thank you to all the employees
took time out of their busy sched
A total of 43 employees participated in
at least one volunteer event during
2008.
The first event for 2009 is th BSU ..
Engineering Day on Saturday, Jan .
31, where more than 1,000 stue
all ages wil learn about the aqui
. ..
UNITED WATER IDAHO · DECEMBER 2008
Time to GetHealthyl
you'fl have the
,with representa-
ti erican Cancer
Society', Idaho Athletic Club and
the Selah Medical Center (heart
health).
Information on the United Water
Employee Assistance Program
as wefl as literature from the
American Heart Association,
Weight Watchers and the Ameri-
can Diabetes Association wil be
available.
Plan on attending and getting a
healthy start to the new yearl
A SEASON OF CARING AND
GIVING
United Water Idaho .and its
employees have pitched in to
help lol non-profits during the
ho season. Thanks t9
U Watets gO-pius
empees, area families were
able to enjoy a turkey dinner.
wear a warm coat and have
Chritmas gift under the tree.
The company donated, 21
surplus Carhart brand
heavyeit winte
to the Boise Rescue
River of Ufe men's shcots were an . hit .',
wit sheler residets, as
sever reiv' their coats
within mines of the boxes
be delivered to th shelter.
thè cos
to the BoeResc Mison; Bllt Roereceives th coat, whic imme as
picked up by one of the shel ts.
Employees donated 45 turkeys
for holiday dinners to the EI-Ada
Community Acton Agency. EI-
Ada made sure those birds were
given to families in the United
Water service area. EI-Ada
administers United Watets UW
Cares program, which helps
customers pay their water bils.
with a large c
the Marine Co
program. Boys cles,
complete with helmets and glOvessp' .
.***
Take Another Look...
At your Total Rewards."Statement; "
retire-
mpany-funded Social Security,
and 401 . Track your estimated
retirement, e with your an-
nual Total R ards statement.
In aU. the full package of bene-
fits plus employer-fuded,em-
ployment taxes increases your
compensation package by at
least 40%.
.~. United Water..'-ez.
THEwatermark
Vol. 13 Issue 7 · United Water Employee Newsletter
in this issue
Thank You for a Great Year!1
Helping Great and Small 2.
Plans in Progress for New Logo 2.
Excellence is Recognized
December 22, 2008
UNITED WATER LAUNCHES.. SCHOLARSHIP
PROGRJfM F"O'R EMPLOYEES' CHILDREN
Dear Colleague:
I'm pleased to announce that we are launching a newly created United Water
Scholatspip Program which fulfills one of the 11 commitments the Executive
Managerl~ntte9rr made in response to the 2008 Employee Engagement
Thisisp~rt9fourongoing effort to make United Water a place where the
people Vianttoworkand grow.
Dependent children of full-time United Water and Utility Servt
are eligible to ap through February i 5, 20for the Fall 2 emic year. is
scholarships we wiU of
United Water Academic Achievement Scho
This scholarship is designed to recognize a stu
excellence in academics, leadership, community service an
integrity. This scholarship will be awarded to an undergraduate student,
regardless of his or her chosen major. The student will receive a one-time
award of $5,000, providing eligibility requirements are maintained.
Pat Radice Scholarship for Er1vironmentalStudleS
This scholarship honors the memory of Pat Radice who served as Director of
Technical Services and Environmental Compliance Officer for United Water.
His deep personal commitment to protecting pupJichealth and preserving the
environment embodied the values that define our company. Pat's high
professional standards were matched by his humanitarian effortsand his
volunteer work to bring clean water and sanitation to people in Central
America. This scholarship will be awarded to ari'¡ncomihg freshman majoring
in science, engineering or the environment. He 01' she will receive $5,000 a
year for up to four years, providing eligibility requirements are mainti;ined.
To learn more about the eligibility and selection process, please read the attached
guidelines. They can also be found on Quench/Human Resources, on the web at
ww.unitedwater.com/scholarship or by calling Mary DeLuise at 201.767.2857.
Sincerely,
'B.~..
WWW.UNITEDWATER.COM
..;( United Water .s'-ez
200 Old Hook Road
Harrington Park, NJ 07640
PRESORTED
First..lass Mail
U.S. PpstagePaid
East Hanover, NJ
Pennit NO.5
11..1...11.1...111...1.1....1.1..1.11...1.1.1...1.11..1.1...11
Gregory P Wyatt
11828 West Armga Ct
Boise 1083709-2275
THEwatermark
Vol. 13 Issue 6 · United Water Employee Newsletter
in this issue
UnitedWater Engineers Look to Buildon Past Successes 1
Online Rewards Give Credit Where Credit is Due 2
NJ Officials Toast Chlorine for 100 Years
of Life-Saving Purification 3
~~011liaBewarrls_Gi~~em~Ciedlt_Whefe__Cre_dllls~Diie_~___~~---
a jot more rewarding for more than
so far year,
About People
if their nomination is approved, the employee win be
rewarded with their choice of a from an ordine
operated O.C. Tanner. Awards include
flowers to power tools to grandfather docks.
reward
Water meet
Efficiency,
It's easy to db. can visit the program site at
default.jsp to start the
can also use the
continued on 4
One hundred years ago, Jersey City made public health
history when chlorine was added to its water supply and
the death rate from cholera, typhoid and other water-borne
infectious diseases plummeted. Last month, Jersey City
Mayor Jerramiah T. Healy recognized the in novat iqn at
a celebration hosted by United Water and the American
Chemistry Council at the Liberty House restaurant in
Jersey City.
Several Jersey City and state officials, as well members
of th,fi American Water Works Association, the National
Association of Water Companies, the U.S. Environmental
Protection Agency and the N.J. Department of
Environmental Protection were in attendance.
"We are very proud that Jersey City was the first community
to use chlorine in an effort to provide safe drinking water
to our residents," says Healy. "It's a tribute to the men and
women working back then in the water departmentthat the
widespread use of clTe for drinking water disinfection
is recognized as one of the most important public health
achievements in modern history." Jersey City records show
that between i 906 and 1926, the typhoid fever death rate
fell by more than 92 percent. .
Chlorination Plant at Bonton Reservir, circa 190
" It's a tribute to the meliåi~d women
working ba.ck then intheiwater
department that the W¡.~:e$lDread
use of chlorine fordririkirig water
disinfection is recogni.~e.dasone of
the most importantpûblicheälth
achieve-ments in modern history. ' ,
- Jerramiah T. Healy, Jersey City mayor
United Water-s..ez.
200 Old Hook Road
Harrington Park, NJ 07640
l 1..1.1.11 .1.1111111.1.1..111.1..1.11.111.1.1.111.11.1111111 II
Greor P Wy
11828 Wet Armga Ct
Boise 1083709-2275
THEwaterma.rk
Vol. 13 Issue 5. United Water Employee Newsletter
United Water is now the contract services leader in the
Northeast and Midwest, following the acquisition of Earth
Tech's North American Contract Operations (NACO). The
acquisition adds 130 water and wastewater projects and
extends United Water's presence into Michigan,.Qhio and
other states.
Earth Tech's NACO projects generatedaböut $50
million in revenue last year. The portfolio.includes
environmentally sensitive resort areas of Banff, Alberta;
and,Sturgeon Bay, Wisconsin.
Earth Tech had been a business unit of Tyco InternationaL.
In July, California-based AECOM acquired Earth Tech but
divested the NACO portfolio because it did not align with
its core businesses, which include civil engineering and
transportation projects.
The addition of the Earth Tech portfolio, the recent
acquisition of Utility Service Company, a water-tank
maintenance company based in Perry, Georgia, and the
recent SUEZ ENVIRONNEMENT initial public offering are
helping United Water make significant progress towards its
managed growth goal, according to Bertrand Camus, chief
executive officer of United Water. "These are exciting times
to be part of the United Water team," says Camus. "These
contracts set the stage for more growth opportunities."
Overall, United Water now holds about eight percent of
the private U.S. sector of drinking water production and
d istri bution and wastewater services. In the regu lated
businesses sector, United Water manages the drinking
water and wastewater services for 2.1milliön people and
those of 6.4 million people through service agreements
in the non-regulated sector. .
"These arfe.......e~eiting
times to be part of the
Un ¡ted Water team."
- Bertrand Camus, CEO
'edWater-s\,ez
Old Hook Road
Park, NJ 07640
PREORTED
First-Class Mail
U.S. F'ostage Paid
East Hanover, NJ
Permit No. 5
II. .'HIII.'. ..II.. .'.'It..'.i.. 1.11. ..1.1.1..'. nul .1. hll
"Gregy P Wyatt
1182 west ÃrIl Ct
-Boise ID 83709-2275
J:NT
""yeltt'S WritingsBy Greg Wyatt
Good First Impression
Congratulations to all United Water
Idaho employees for the positive
impression everyone made on the
neW president of United Water's
Regulated Company, Dennis
Ciemniecki.
During his visit, Dennis got to meet
with every employee, he toured both
treatment plants and dug into our
operations to learn as much as he
could about how we do things. And,
I have to say, he told me he's very
impressed with what he saw and
heard.
From learning. about Customer Ser-
vic~procedures to a lesson on water
rights, Dennis wanted to know about
every aspect of United Water Idaho.
~f:~~was his first stop on his tour of
all~usinessi Units, and I think we set
rratMerhigh.
ked a lot of questions and
~c;e4i... numbEm of suggestions on
. tq optimize. effciencies and
line procedures; We'll now be
i~idngat specifics that came out of
iiis. visit, and may implement some
tfiil1gs later.
Easy Does It
A crane lowers one of the two new GAC (Granular Activated Carbon) tanks into the
rebuilt Swift well house.. Swift is back on line after United Water developed plans to
treat the water, which was contaminated with PERC.
Another recent visitor to United
Water Idaho left with equally high
praise. We underwent a COOlS
(corporate compliance) audit in
June, and the preliminary report
found that our financial and ac-
counting. systems are. "well-con-
trolled," and there's a "high level of
accountabilty" in the way we
conduct business.
This speaks well of everyone who
has the responsibilty toensyre
that we do things with lhehighest
degree of integrity , credil)ilityand
adherence to stringentethJcal
and legal guidelines. Sô again,
thank you to everyone Who
worked with the auditor,. and
keep up the good world
(CONTINUED ON PAGE 2)
RIVéRSWliliP
ASUCCliSS!
More than 50
United Water
employees and
family members
helped with the
7th Annual Boise
RiverSweep
cleanup project
on September 13.
Thanks to everyone
who participated!
United Water Idaho · August/September 2008
Jnited Water a Leader in
)isaster Planning
~ahodisasters such as the 1983
:;halHs earthquake and the 1976
retoliDam flood, along with
'êcentevents such as 9/11 and
-iùrricaneKatrina, have high-
ighted thê. need for water and
ivåstewatêr utilties to create
ntr~-stateniutual aid and assis-
:aIiCEi programs.
\A~tual aid programs.are critical
:0 'ty systems for many
ns:
ities require specialized
r es to sustain operations
during disasters.
?\
.~~verhment response agen-
cie.and critical infrastructure
rêlY On water supplies,
_.. Utilties must providê their own
sUPPQrt until state and federal
resQurces become available.
..,-~rge events impact regional
ar~as, making assistance from
nearby utilities impracticaL.
-Disasters impact utilty employ-
ees and their familes, as well as
customers.
.. Agreements must be estab-
lished before disasters occur to
be eligUile for federal reimburse-
ment.
- Promoting mutual aid and
assistance meets Department of
Homeland Security require-
ments.
For the reasons listed above,
United Water Idaho (UWI)
wanted to playa role in building
a Mutual Aid network in our
state, called the Idaho Waterl
Wastewater Agency Response Net-
work (IDWARN). With strong support
from local and corporate manage-
ment, UWI helped form a statewide
Steering Committee and UWI was
the first utilty to sign the Mutual
Assistance Agreement when it was
completed in June of this year.
The statewide Steering Committee is
developing operational procedures
and standard equipment and
resource types to aid in disaster
response. Typical resources would
be:
.. Crew equIpped for and capable of
repairing up to a twelve inchdiame-
tar water main.
- Water Quality sampling team
capable of gathering samples and
delivering them to a lab.
· Damage assessment teams capa-
ble of investigating system and facil-
ity damage and reporting damage
estimates.
- (There are many other types of
resources for aU types and sizes of
needs)
UWI wants to be ready to assist our
neighbors in the event of a disaster.
Having signed Mutual Aid agree-
ments in place is a big step toward
that goal. As the IDWARN organiza-
tion grows there wil be disaster dril
coõfdlnåtiõnantJ. õthef activities
intended to help utiities prepare for
"the big one" that we hope wil never
happen.
If you have any questions about the
IDWARN, information is available at
www.idwarn.com. or you can ask .Bil Carr. ·
WYATT'S WRITINGS
From Page 1
As you know, the City of Eagle has
notified us that it intends to terminate
our management contract for the
city's water system. Work is now ~
underway to fulfill information
requests from the city and to help
them ramp up to operate thesystem
and biling. Until the contractoffcially
ends next month, we have a responsi.
bilty to provide continued high quality
service to those customers, and I
have every confidence that aU our
employees wil do so.
Recently, I met withemployeE:'gl'oups
to review the Employee Eng~~ement
Survey and' get feedback of1the
results. Your input has resulted in
development of action plans. to
address areas of the survey.. We're
working to implement those action
plans, so be on the lookout for those
in the near future.
ANSWERING THE CAll
The Employee CharitiableÇ~htrit.ltl-
tions Committee voted t()...ct~n$3te
$1,000 to the Boise Fire Department
Burn-Out Fund to help victims Of the
August 25 Oregon Trail Heights Fire.
United Water's corporate offce
matched the employees' gift with a
$2,500 donation.
MARK YOUR CALENDARS FOR
THESE UPCOMING COMPANY
EVENTS:
Rake Up Boise - November
(date TBA)
Annual Holiday Party -
Friday, DecemberS
II
.. United Water..~ez.
THEwaterrr'
Vol. 13 Issue 4. United Water Employee Newsletter
Are you new to United Water? Wish you could know your
co-workers a little better? You've come to the right place.
United Water has launched a new hire on-boarding
program that provides new employees with web-based
tools and in-person events to help welcome them into our
employee culture. The in-person "United Water Discovery
Day" sessions immerse participants in the United
Water culture, introducing them to our history, vision,
mission and culture; create awareness of United Water's
expectations; acquaint employees with United Water's
subject matter experts and resources; and provide
networking opportunities among the new hires and with
other key employees.
"We are in an era with four generations of workers and a
shrinking talent pool, so retention and engagement are
hugely important," says Claire St. Louis, director, talent
acquisition and development. "Through the efforts of
HR and the enthusiastic involvement of executives and
subject matter experts throughout the business, we can
now make a much stronger, more positive first impression
on everyone who walks through our door - and help them
to be more engaged and productive from day one."
The one-day sessions have taken place in Haworth, NJ on
May 2 and in Woodcliff Lake, NJ on June 25. Additional
sessions will be held in Indianapolis, IN; West Basin, CA;
and again in Haworth, NJ later this year.
New employees will receive an invitation to attend
whichever session is closest. They must gain their
manager's approval before making arrangements to
attend. Managers are reminded, nonetheless, of the
importance of these orientation or "on-boarding" sessions
to United Water and to new employees.
continued on p. 4
."United .Water~'-ez
200 Old Hook Road
Harrington Park, NJ 07640
PRESORTED
First-Class Mail
U.S. Postage Paid
East Hanover, NJ
Penni! NO.5
"1111""111"1/1"111111"1.1"1111,"111.1."1.11"1,1,,.1/
Gregory P Wyatt
11828 West Armga Ct Boise ID 83709-2275
Watermark News - ~"' United WaterSUPPLY CHAIN MANAGEMENT --
Issue 4YOUR SUPPLY CHAIN INSIDER
June 200B
Our challenges ahead
I am sure you have allexperi-
enced it over the last decade, our
business has becme more and
more complex. Expectations and
requirements from our municipal
clients and regulatory authorities
become more and more
stringent and they are look-
ing at us (the water compa-
nies) to provide new and
more cost effve solutions
to provide sound and reliable
water and waste water ser-
vices to our communities.
And, if we want to continue
to grow and to differentiate
ourselves from our competi-
tors, we ought to integrate a
lot more components in our
decision making process espe-
cially as it relates to the manage-
ment of our Supply Chain. This
wil become key when further ad-
dressing our key materials, goods
and equipments not from a simple
price perspective anymore but
from a Total or True Cost of Own-
ership (TCO) perspectve.
In this context, UW management
expecs SCM to playa key role in
partnering with UW operations
and technical services to extact
maximum and sustainable value
out of our supplier base along 3
key drivers:
. Technology and Innovation
means to regularly screen and
identify market developments
and innovations and to leverage
Measuring spend under contract
Previously, the NPR vs REQ ratio
was used to measure spend under
contract. Because the measure-
mentdistorted the actual picture,
we are now instituting a new proc-
ess that wil tie requisitions to ven-
dor contract in PeopleSoft. Flag-
ging requisitions to vendor con-
tracts wil allow SCM to do the fol-
lowing:
the R&D capacit of our key
supplier to enhancelfast track
ours.
. Contractual Competitiveness
means maximizing and formal-
izing the value for money pa-
rameters and the reduction of
our risk exposure fot each and
all our spend.
. Operational Peno.rmance
means to identify needs and
penormanc objectives, man-
age spend and monitor ven-
dor I product penormance.
Of course, we are all doing a little
bit of this and that, but to be truly
effcient we need a more struC"
tured platform to work together to
address this new challenge. We
hope to obtain your support and
pro-active participation in creating
this new workspace as we move
forwrd.
J.Tacne
CPO & head of SCM
2) Identify gaps where a contract
might be implemented to protect
United Water interests.
1) Report the percentage of pay- This process wil be piloted in New
ments made for spend under York, and rolled out to other loca-
contract. tions,soon after.
Materials & Paving Update
Ductile Iron Pipe
Prices for ductile iron pipe have in-
creased 30% since January 2008. The
primary reason for the price increases
is raw material pricing.
To provide some perspective, the cost
of scrap has increased by 87% in 2008
and over 200% since the beginning of
2007. Scrap makes up approximately
85% of the composition of ductile pipe.
In addition to the increases in scrap,
pipe suppliers are incurring steep in-
creases in freight charges, energy
costs, and other raw materials needed
to run foundries. United Watets con-
tract with Griffn Pipe, our primary pipe
supplier, has provided firr pricing for
the past three years. However, given
these changes in cost structure for
pipe manufacturers, Griffn wil not
absorb cost increases indefinitely. We
can expect to see Griffn pass some of
these costs through to customers in
the near future. SCM wil keep the
primary pipe consumers posted on
developments in contract pricing and
wil also engage operations in looking
at alternate materiais.
Prices for ductile iron
pipe have increased 30%
since January 2008.
Neptune Meter Products
In the last three years prices for meters
have increased 15%. However, United
Watets meter contract allowed us to
Fleet Update
Our contract with Ford has been re-
newed for 2009 and 2010 model years.
Standard discounts off list price will be
increased in order to continue best in
class pricing.
United Water will not order hybrid vehi-
cles in 2009. A scarcity of raw materi-
als for batteries has limited the avail-
ability and increased purchase price to
the point that it is. not ecnomical for us
to purchase hybrids.
maintin a flt pr for this period. As
with many iters pring fo ra materi-
als has also increase dramatically
during this peri. For example in-
crease of 130% for ingot and 73% for
BI alloy significantly impacted the cost
structure. Given that our four year firm
price agreement with Neptune expires
at the end of 2008, we needed to take
steps to mitigate the size of fuure
price increases.
For that reason, United Water and
Neptune negotiated an extension of
the agreement through Decmber
2011. By agreeing to an approximate
10% cost incease for the balance of
2008 and incorprating a price adjust-
ment mecnism for ensuing yearS we
avoided steeper price increases in
January 2009. Pricing for technology
items (Leo, meter reading equipment,
etc.) will remain firm through 2009 at
price levels established in 2005.
To reduce the budget impact of the
Telecom Update
A new cell phone policy has been
drafted and approved by Senior
Management.
A formal communication will be sent
to United Water employees. Key
points to the new policy are:
1) Cell phone orders and changes to
policies will be managed by SCM
group. SCM will optimize spend.
new price incrase, we have placed
advance .orders at previous contract
pricing.
Paving
On an incu~try-wide basis,asphalt
prices havejricreased 44% since
January~Q08 and 75% from January
2007 to June 2008. In turn, price ad-
justtne¡frnethanisms based on as-
Phaltp~qirig increase. United Water
paving l"$ in New York and New
Jersey 0\(r6% from January to April
2008.
Because asphalt pricing is connected
with oil prices, we anticipate another
inCrease of approximately 7% to take
efect in July for the balance of Q3.
oth~r areas of the country should also
exPect significant increases on paving
e~penses.
SCM wil provide further information in
future newsletters. For budget guid-
ance, please contact Herb Imbornoni.
2) Thre preferred carriers will be
Nexel, AT&T, and Sprint. Standard
discounts off list pricing wil be 18%,
11 %, and 25% respectively.
New cell phone policy will
be released in July 2008
3) United Water spend win be con-
solidated with Suez North America
spend to further improve discount.
,.
Energy Market Update
Crude Oil:
A nearly 1 OO%increase in crue oil .,
prices has drasticaiiy affected our busi-
ness. Becuse it is a primary feedstock
and substitute for other energy sources,
crude oil impacts almost every aspect of
our business from transportation to mate-
rials costs.
Gasoline:
As the national average price exceeds
$4.00 per gallon, gasoline costs are be-
coming a more important issue. In con-
tracts where fuel costs are a major issue,
sludge hauling for example, we ensure
that any fuel surcharge works both ways
- the surcharge can go up when gas
prices increase but should also go down
when they decrease. Smaller fuel sur-
charges (for example $25 per delivery)
are showing up on almost everyhing we
buy. When evaluating quotes, ensure
that fuel surcharges are taken into ac-
count.
Electricity & Natural Gas:
Natural gas is the primary driver of elec-
tricity prices in the Eastern U.S. With oil
at a price of over $120 per barrel, natural
Chemical Market Update
The rise in chemical prk:es in 2009 is
unprecedented. Skyrocketing energy
prices and increased global demand for
commodities have severely impacted
chemical manufacturer.
The rate of raw material
increases has led some
suppliers to walk away
from fixed price
commitment contracts.
In particular, suppliers of caustic soda,
sodium hypochlorite, and soium bisulfite
are experiencing diffculties and default-
ing on fixed price contracts. We expect
to see this trend get worse and wil not
be surprised to see more suppliers de-
fault on contracts.
gas would need to be at $15.00 per
Dth for thetraditonalBTU/pri rela-
tionship to hold steady. In other
words, natural gas is now cheap
compared to oiL.
Highernatural gas prices will have a
huge impac on electricity prices in
most áreas of the coltntry.
Given the volatiit of the market, it is
not easy to predict where prices wil
Chemical Type Estimated 2009 Increase
To cite specific examples, sulfuric
acid prices have tripled and caustic
soda prices have nearly doubled in
the space of six months. Because
sulfuric acid is a primary building
block for aluminum sulfate, we can
also expec to see major price in-
creases for alum in 2009. Caustic
soda price increases have been
particularly severe due to low de-
mand for chlorine which in tum has
limited caustic soda production.
be in 2009. Please contact the SCM
departent if we can be of any ser-
vice in preparing 2009 energy budg-
ets.
Per the attached table, we expect to
see an increase greater than 25%
for United Water's overall chemical
budget in 2009. This trend will in-
crease the company's total spend on
chemicals by more than $3,000,000.
Due to the severe volatilty in the
chemical market, forecsting 2009
chemical budgets wil be extremely
diffcult. We expect to see fewer
suppliers offer 12 month fixed prices
adding to budget uncertainty.
The SCM department encourages
each BU to consult with us when
setting 2009 chemical budgets. Ad-
ditionally, if SCM can assist in efforts
on recovering chemica charges with
our client in rate cases or negotia-
tions, we wil be happy to help.
..
SUPPLY CHAIN MANAGEMENT
United Water
700 Kinderkamack Road
Oradell NJ 07649
-Your Supply Chain Insidet' Contact:
Sam Ruff
Phone: [phone]
4Visit us on Quench at:
ttp: scm.unitedwater.com~
THEwatermark
Vol. 13 Issue 3 . United Water Employee Newsletter
Want to help steer the course of United
Water's future? You'll soon get your chance.
In Late March, United Water launched its BU~,iness
Technology Master Plan, the roadmap that will guidet.nited
Water's technology investments. In the coming weeks and
months, United Water employees will have the opportunity
to discuss the Business Technology Master Plan in greater
detàil with project leaders.
The goal of the plan - the result of 18 months of hard
work by United Water employees - is to find ways of
using technology to better support United Water's strategic
objectives: delivering excellent customer service, operating
more efficiently, developing employees, and managing
growth. In other words, it's a way of marrying business
goals and .IT cap¡:bilîties.
It is importnt to note that this technology plan was driven
.tlXÇll§lgmer:s~ryif~Deeçis~LikE:LIJ()sllong:establishecj ..
companiès, United Water has accumulated numerous
disparate softare applications and technology tools. Under
the Business Technology Master Plan, United Water will
deploy integrated systems that can be effectively supported.
That, in turn, wil help United Water meet increasing
customer and regulatory demands.
During the past 18 months, project leaders from IT and
business areas have identified eight key objectives for
the Business Technology Master Plan. Reaching these
objectives will take a companywide effort - and your
individual commitment.
The objectives can be defined as follows:
o Accurate plant and water network location
and condition data
o Knowledge of field force, work and
work-request locations
o Ability to proactively contact customers
o Ability to support segment-based revenue
collection and customer interactions
o Interactive voice response and Web services
o Integrated systems that improve efficiency
o Ability to meet increasing customer and
regulatory demands, as United Water
pursues rate increases
o Knowledge retention and business
with standard IT-enabled processes
In March, United Water launched the Busines Process
Blueprint & Arch itecture project; which willdèfine the
requirements for the company's asset-maintenance and
GIS system. It is the second project launch, following the
PeopleSoft upgrade project that was completed successfully
early this year.
The BPBA project is one example of the level of commitment
needed: BPBA wil have fully dedicated busines and IT
resources. Where business resources are shifed to the
project, they will be backfilled to ensure.that United Water
continues to meet customer and operational demands.
Other projects will be handled in the same way. .
SLæ~ or as. T0813 . 158 BaSt tll~ d .(~.J
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April 2008
Bumpy Road with New Medical
Insurance Carrer - BCBS
The Latest Buzz in Benefits
United Water changed its medical insurance carrier from
UnitedHealthcare to Blue Cross Blue Shield (BCBS)
effective January i, 2008. The Benefits Department
along with BCBS, worked diligently to ensure a smooth
transition.
it's been no secret that we have experienced bumps in
the road since joining BCBS. Many of those bumps are a
result of programming problems we suffered by our third
party administrator. Unfortunately, some employees were
placed in the wrong benefit plan; a few ID cards were
issued with incorrect group numbers; some employees
did not receive an ID card on time; and, some employees
received incorrect information from BCBS customer
service reps regarding coverage and claims.
Not a smooth ride for all, but we are pleased to say that
these "bumps" were not felt by all, and with quick
reaction and follow up, no one was 'denied coverage'.
The Benefits Department and BCBS worked with ADP to
correct the problems and we can now say that the
majority of the problems have been taken care of.
The Coordination of Benefits (COB) issue came to the
surface towards the end of February when employees
were realizing January claims were not being processed
in a timely manner (please see article below for more
information regarding COB). Although BCBS issued
Explanation of Benefits (EOB) statements which
indicated why claims were not being processed, many
employees did not read the EOB thoroughly. The EOB
explained how employees could contact BCBS directly to
notify them of their COB. In addition, the Benefits
Department sent out a postcard to all BCBS participants
notifying them to contact BCBS immediately to advise
BCBS if they or their dependents did or did not have
other medical coverage.
Change is never easy, but with everyone's patience and
cooperation, we are eliminating those big bumps and are
looking forward to a smoother ride.
If you currently are still experiencing difficulties, please
contact your local HR representative.
Volume 6.1
Blue Cro Blue Shield - Making
Acces to Services Easier
Introducing the BCBS Member Portal
The Member Portal is Horizon Blue Cross Blue Shield's
(BCBS) enhanced online service feature that gives you
expanded access to information about your health care
benefits, claim status and much more. It saves you time
by allowing immediate access to important information
about your Horizon BCBS health plan.
How can the Member Portal help me?
As a Horizon BCBS member, you can use the Member
Portal to:
· Check the status of your claims;
· View referrals and authorizations;
· Locate providers or specialists in network;
· View enrollment history;
· Access your FSA (if applicable);
· Access pharmacy services;
· Utilize the personalized health guide 'My Health
Manager', powered by WebMDj
· Request an ID card.
Benefits B" i .i o~( United Watero ..\.ez
)1
How Can I Access the Member Portal?
To become a registered user on the Member Portal,
follow these easy steps:
1. Login to Horizon BCBS' web site at
ww.horizonblue.com/nationalaccou nts
2. Click on the "Member Services" tab.
3. Click on "Not a Member? - Register Today".
4. Click on "Click here to register as a member".
5. Have your Horizon BCBS ID number ready to
complete your registration. Please note: When filling
in your ID number DO NOT ENTER the first three
letters UWT on your ID card in the prefix box, leave it
blank. Complete the second box, starting with 3HZN
and the next eight numbers.
Example - Your BCBS ID No. is UWT 3HZN12345670
Subscriber ID: r: I I(prefix optional) ~ 3HZN12345670
Need Assistance?
Please e-mail your questions or feedback to the Member
Services Help Desk at member_portal~horizonblue.com
Coinaion of Beneit (COB)
What COB means to you
Coordination of Benefits applies when you or a covered
dependent have health coverage under another medical
plan in addition to United Water's BCBS Plan. All
employees who participate in the BCBS Plan must
contact BCBS to inform them if you or your covered
dependents DO or DO NOT have other coverage. This will
enable BCBS to process your claims accordingly and in a
timely fashion.
If you have not already done so, please contact BCBS
today. Please call 1-800-355-2583. You will be
connected to their automated system. To override the
automated system just speak the words "customer
service" and you will be immediately connected to a
customer service representative. Let the customer
service rep know if you do or do not have other coverage.
It's that simple! You can also update your COB by
logging onto the Member Portal. Please keep in mind it
will take 24 - 48 hours to update BCBS's system.
.. \-
Pring BCBS Claims
If you are experiencing difficulties with getting claims
processed, ask yourself the following questions:
1. Did I advise my health care provider that BCBS
is my new medical insurance carrier effective
1/1/2008 and provide them with a copy of my I D
card?
2. Did I contact BCBS about COB and advise them
if I do or do not have other coverage?
3. If utilizing a provider in or out of the network, did
the provider send the claim to the local BCBS
Plan where services were rendered as noted on
my ID card (Provider Claims Filing Instructions)?
4. If utilizing a provider out of the network and I am
sending in the claim, did I send it to the
(Member Filing¡ address noted on my ID card?
5. Did I read the Explanation of Benefits (EOB)
statement carefully including the reasons why a
claim was not processed?
6. Did I speak to a BCBS customer service rep
(1-800-355-2583) to help me understand the
reason why there is an issue with the claim?
If after answering the above questions, you still are
experiencing difficulties with processing your claims,
please contact your local HR representative for
assistance.
My Health Manaer
One of the features on the Member Portal is My Health
Manager, a personalized health guide which is powered
by WebMD. This interactive tool gives you great
information on health, nutrition and fitness. You can
select health topics that interest you and receive
information periodically.
Take a look at the WebMD Interactives such as the:
. BMI Calculator
. Fast Food Choices
. Metabolism Calculator
. Calorie Counter
. Healthy Refrigerator
You can assess your health using the Health Assessment
Tool or check out your symptoms using the Symptom
Checker.
Keeping track of your and your family's medical history is
easy with My Records.
Want to improve your health through improved diet and
increased physical fitness? Then review Fitness - LEAP.
Answer some questions, and the system will compile a
plan to help you achieve your goal.
Benefits B U i Z o~( United Water~ ..'-ez
.... '
Blue Cross Blue Shield
Offers Discounts
BCBS offers discounts through its Horizon Wellness
Program. Here are a few you may find beneficiaL.
Safetech, a Division of Troxel
Did you know that wearing a bicycle helmet reduces the
risk, of h~ad injury by 85 percent? Children are especially
at risk since they account for 70 percent of all bicycle-
related injuries treated in emergency rooms and 50
percent of all fatalities*.
SafeTech, a division of Troxel, is one of America's
leading helmet companies. All helmets meet the
performance standards of the American Society for
Testing and Materials and the United States Consumer
Product Safety Commission.
For more information, call 1-800-288-4280 or simply
fax or mail your order form. You can download the order
form from the BCBS Web site,
oeww.HorizonBlue.com/NationaIAccou nts::.
~;'~-'.'
HEARx, a HearUSA Company
HEARx provides diagnostic audiology services and
hearing aid dispensing nationwide. With locations
throughout the United States, it's easy to visit any center
for a hearing test and counseling.
You receive a 10 percent discount off already low prices
on any hearing aid purchased - even those on sale.
Present your Horizon BCBSNJ ID card when you visit a
HearUSA facility. A HearUSA representative takes care
of the rest.
For more information and the nearest location, call 1-
800-999-1458 or visit
oeww.HorizonBlue.com/Discou nts::.
Med icAlert~""
MedicAlert~"" Foundation - a leading provider of
personal health records - protects and saves lives by
providing instant access to identification and critical
medical information to first responders. Personalized 10
bracelets and an Emergency Wallet Card combined with
the 24-hour Emergency Hotline provide support in more
than 140 languages and are trusted and recommended
by more than 100,000 medical professionals.
Through this program, you'll receive a 30 percent
discount (off the regular price) towards the first year
enrollment and a 25 percent discount (off the regular
price) on gold and si Iver pendants.
To learn more call 1-800-963-3420 (use access code
9813) or visit
oeww. Horizon Blue.com/NationaIAccounts::.
Weight Watchers(B'"
For over 40 years, Weight Watchers has helped millions
of people around the world lose weight. Members can
receive discounts on three Weight Watchers programs.
Weight Watchers Traditional Meetings:
With your Horizon BCBSNJ 10 card, get free registration
for weekly meetings that can give you the motivation and
support you need to make a lifestyle change.
Weight Watchers Online:
Save on online access to personalized tools, information
and resources including weight tracker, meal planner and
Weight Watchers recipes.
Weight Watchers At Home:
Save on an At-Home Deluxe Kit, which includes weight
loss tools and resources for you to use the Weight
Watchers program from home.
For more information call 1-800-710-4663 or visit
oeww. Horizon Blue.com/NationaIAccou nts::.
Benefits B" i .1 o~.~ United WaterI) .."'ez
-,';.' 'I,fr
i.\" :t~n'
...... United Water · ..~ez
~
United Water
200 Old Hook Road, Harrington Park, NJ 07640
WYATI GREGORY P
11828 WEST ARMGA CT
BOISE ID 83709
'11
$0004395168 MA 2008
MftJLEDFROM ZiPÇODE 7640
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Watermark News . ~t'UnitWaterSUPPLY CHAIN MANAGEMENT ' ~
Issue 3
YOUR SUPPLY CHAIN INSIDER March 2008
All Our Ducks In a Row,
Since 2007, United Water has
successfully entered into a new
phase of managed growth. In
order to build on our successful
record and achieve our MTP
while remaining a lean, flexible
and effcient organization, we
need to ensure that our re-
sources are mobilzed on our
four strategic objectives.
As SCM implemented our Octo-
ber 2007 re-alignment , we
placed special emphasis on each
of these objectives. Accord-
ingly, our MTP features a score-
card tailored to cover each of our
objectives through four quad-
rants:
. Financial Performance: This
quadrant includes all sav-
ings, effciencies and cost
avoidances to support the
company's ability to meet its
target;
. Operational Excellence: This
quadrant covers all procure-
ment processes, spend
analysis and compliance
monitoring.
. Customer Satisfaction: This
quadrant aims at improving
our service delivery to all
operations in terms of com-
munication, supplier man-
agement, and contract de-
ployment and monitonng.
. Innovation & Employee De-
velopment: These are com-
Continuous Improvement
The pnmary goals driving every
SCM initiative remain to achieve
the best value for money spent
and to reduce United Water's nsk
profile.
A step toward achieving both of
those goals was the introduction,
in cooperation with the Legal de-
partment, of a new contract review
policy in January 2008. We have
made available standard contract
templates for use on a wide van-
ety of goods and services.
plementary aspects of our
growth based on the acqui-
sition of new skil sets to
enable the screening and
acquisition of new technolo-
gies to improve our eff-
ciency.
Each of the tasks/initiatives un-
dertaken by SCM must have an
objective in at least one of the
quadrants. Each objective is set
and validated with another inter-
nal partner outside SCM.
Today, we have identifed more
than 100 initiatives in our draft
MTP . We wil liaise with you on
these as we move forward to
make sure we focus on what
bnngs value to you and to the
Company. All suggestions are
welcome, we want to provide you
with the best service possible.
J.Tache
CPO & head of SCM
These standard contract have
been approved by Legal and are
intended to make it easy for Busi-
ness Units to implement service
contracts.
(Continued on pag 3)
Interview with Mike Pointing - VP & OM of United Water New York Division
In September 2007, the
SCM team began a pilot
program to provide dedi-
cated customer service for
the NY division and the
Engineering Group. The
following interview de-
scribes the goals and ex-
pectations for this program
in the New York Division:
SCI: The SCM group and
the NY Division recently
began a Pilot Program.
What is the intent of the
program and what re-
sources have been dedi-
cated?
MP: The purpose of the
Program is to enhance how
our groups work together
and to bring added value to
the NY division and the
company.
"The purpose of
the Program
is to enhance
how our groups
work together
and
to bring added
value to the NY
division and the
company."
This can be achieved by
maximizing value of United
Water spend and reducing
the company's risk profil~
with better planning: As far
as resources, SCM is dedi-
cating a small team (the
SCM Northeast Service
Group) to focus on working
with the NY Division and
enhancing their level of
service support to our divi-
sion.
SCI: What result do you
expect this program to
produce?
MP: We anticipate that
we'll generate aditional
cost reductons and cot
avoidances: however, that
is not the primary goal of
this effort. By workng more
closely, we expct to
achieve effciencies in our
processes and procedures,
both wihin our company
and in working wi our
vendors.
SCI: When can you ex-
pect to see result?
MP: As far as the timing on
results, we have already
begun to see results. At the
end of last year the SCM
team visited all our BU lo-
cations to roll-out and com-
municate the program to
the Division BU General
Managers. SCM and the
Operations staff of all the
BUs are involved wih on-
going discussions to estab-
lish the areas being tar-
geted, and have been ad-
dressing many areas to
improve effciency in the
way we procss requests
for materials and services
as well as how we can
more timely receive these
items.
For one particular initiative,
dialogue and negotiations
have been initiated wi
several contrctors, and we
expect to coclude those
discussions in the near fu-
ture and establish agree-
ments where none had ex-
isted previously.
SCI: Ovr what period of
time is this program ex-
peced to run?
MP: The initial phase of the
Pilot wih the NY Division
began in the last half of
2007 and is expected to run
about 18 months. As the
succss of the program is
demonstred SCM will
bein a 2nd phase that wilexpand the proram to
other BUs within the com-
pany. The 3rd phase would
involve a full servce de-
ployment of the program to
all segments of the com-
pany.
SCI: How is Program pro-gress trked?
MP: For each of the BUs
the team has developed
initaties to be pursued. In
accance wih these ini-
tiaties an action plan is
agreed upon and a scre-
card is used to track pro-
gress.
SCI: How wil the success
of the program be meas-
ured?
MP: We have established
metrcs related to the initi-
tives, and will measure and
track what we've accom-
plished against these met-
rics.
SCM issues a monthly re-
port to communicate current
and future activities. Addi-
tionally, the expectations
we have for the Pilot Pro-
gram align very well with
the overall long term plan of
the NY Division.
SCI: Do you envision any
other benefits from the
program?
MP: I believe that SCM will
become more familar with
the Operations of the NY
Division and become more
cognizant of the various BU
issues. We expect contin-
ued improvement and in-
creased effciency in all our
processes and procedures
as a result of a closer rela-
tionship with SCM.
"We expect
continued
improvement
and increased
effciency in all
our processes
and procedures
as a result of a
closer
relationship..
.. ..then working
together wil
become second
nature ,n
Also, as our BUs and SCM
become more intertined
then working together will
become second nature. Our
staff will, additionally, gain
new insights on how each
group works, and the proc-
ess wil develop a more
knowledgeable and valuable
employee.
Finally, the closer relation-
ship and focused support
from SCM wil be even more
beneficial as our company
pursues its managed growth
objectives and applies this
program concept to our
growing company.
Chemical Market Update
Chemical prices have in-
creased substantially in the
first tw months of 2008.
A primary factor is an in-
creased global demand for
fertilzer products. Fertil-
izer demand has been
sparked by a desire to
raise agriculture standards
in China and India com-
bined with increased pro-
duction of U.S. grown food
products. Robust com-
- 2008 fncrease to DateChemical
modity prices have encour-
aged farmers to plant more
crops and in tum require
more fertilzer.
These trends impact the
price of sulfuric acid, am-
monia, and phosphate-
based products that go into
the production of water
treatment chemicals.
United Water locks in
prices for the majority of
Energy Market Update
Energy prices are.making ralgas and col will be
a lot of news this year and influenced by the price of
for goo reason. Spot oiL. A weaker dollar has S1
natural gas prices in-helped push oil prices S1creased by nearly 40% in above $100 a barrel with
the first two months of no prospect in sight for a ..
2008. How will this affect sharp drop.! ..United Water?In most Looking ahead, Business i8cases, we have locked in - ..
Unit that operate in areas ."2008 prices for energy S7
sensitive items such as where utility prices f1uctu-
pipe and chemicals.ate on a regular basis can $I
expect to see major price
However, any energy that increases in 2009. The S5
Mar 07 is not contracted for at a SCM team will look for
fixed price is probably go-opportunities to purchase tt...ing to be significantly more 2009 energy requirements
expensive than budgeted on a market drop but at m..
for. Energy pricing wil this time the 2009 prices
also impact transportation remain extremely high.~ SI
costs and eventually goods Key United Water suppli-I....and services impacted by
transportation costs..ers report that very few .. 11..large scle buyers are
What can you do about it?locking in 2009 prices in ....
Sit tight and hold on. Pre-hopes that the market will 15..sumably a slower economy dip lower after the peak of Mar 07 wil help energy prices but Summer has passed.
leading fuels such as natu-
our chemicals on a calen-
dar year basis. Given the
recent market trends, we
did very well to set 2008
pricing in the Fall of 2007.
However, we can expect to
feel this impact in 2009 and
may see fewer suppliers
willng to offer fixed prices
for a 12 month period.
101
NY Nini Ge Fut_a- (Fr III
Jan 08 MarOa
Continuous Improvement
(Contnued frm page 1) plates will help establish
more control over money
we spend and extend stan-
dardized contract tenns to
a greater percentage of
our dollars spent.
In order to implement this
enhanced contract review
policy, the SCM and Legal
teams have already con-
ducted several training
The contract templates
and guidelines on how to
apply them can be found
on the following link:.!
scm.unitedwater.coml
contractguidelines/Pagesl
default.aspx Increased
use of these contract tem-
sessions with operations
teams. It is our intention to
conduct more training ses-
sions in the future either
online or at business unit
facilities.
This wil ensure that all of
the company's contractual
commitments are reviewed
by legal - a sound busi-
ness practice. This initia-
..
Jan 08 Mar08
tive provides for a more
effcient process to reduce
cycle time. It is a first step
in the right directon.
Please feel free to provide
feedback and comments
on both the contract tem-
platés and contract review
process so that we can
further improve it together.
.. .l&
SUPPLY CHAIN MANAGEMENT
United Water
700 Kinderkamaek Road
Oradell NJ 07649
-Your Supply Chain Insider" Contact:
Sam Ruff
Phone: [phone]
Email: sam.ruffiiunitedwater.com
..
4Visit us on Quench at:
tip: / scm.unitedwater.cIl
,J
THEwatermark
Vol. 13 Issue 2 · United Water Employee Newsletter
.lt~;United Water . -s'-ez.
200 Old Hook Road
Hl;rdngtonPark,NJ 07640
PRESORTED
Firs-Class Mail
U.S. Postage Paid
East Hanover, NJ
Permit No. 5
IlIIIUl 11.1." 11 II .1,1..11 1.1" 1.11." 1.1.1",1. 11..1.1." II
T6***AUTO*~MIXEO AAOC 079 GregOrYP wyat.t 1.1828 West Armga Ct
Boise 10 83709-2275
Reaching Out to Others
As spring appears on the horizon, the
opportunities for United Water Idaho
employees to reach out and help others
are getting ready to bloom along with
the flowers. An importåntpart of
serving our community includes
volunteering at events and fundraisers
for worthy causes.
As in the past, United Water is putting
together teams to participate in a host
of events this spring, summer and into
the falL. As an environmental/natural
resources company, United Water
selects events consistent with our
mission of providing the best drinking
water to our customers.
Events we're participating in this year
also fulfill a commitment to helping
others and raising money for causes
close to our employees' hearts. Here
are the community events and activities
that United Water will participate in this
year:
April 1.9: Earth Day. This year the city
has changed their Earth Day celebra-
tion. Instead of a booth at Julia Davis
Park, organizations wil be asked to
work ana service project. Details are
pending.
May 3: Tending the Foothils. Help
clean up Boise's "backyard."
May 10: Race for the Cure. 5K run and
fundraiserfor braast cancer research.
May 31: Heart Walk. 5K walk and
fundraiser for the American Heart
Association. Michael Wilson has
volunteered to lead our team this year.
(See Volunteer, Page 2)
Engineering Day -- Dan Brown helps a youngster creata her
own "Incredible Edible Aquifer" at Boise State's Discover
Engineering Day. A team of United Water Idaho volunteers
helped out at the event, which is designed to introdLlca young
people to science and engineering. See Page 2 for more.
Brown, Reichard Achieve
Milestones
Congratulations are in order for
two members of the United
Water Idaho Engineering team
for recently achieving academic
and professional milestones.
Jon Reichard earned his
Professional Engineering
license from the state. ltsa
significant accomplishment,
given Jon's background coming
out of college was as a
chemical, not civil, engineer.
The PE license relies on a civil
WWW.UN/TEDWATER.COM
engineering background, so Jon
worked and studied for more
than a year to prepare for his
PE test. And, to his credit, he
passed on the first try.
Dan Brown is also celebrating a
major personal and professional
accomplishment, was awarded
his a Masters Degree in
Engineering Management from
the. University . of.. ldaho in
December.
Dan earned his Bachelor of
Science degree in Civil
Engineering from the U of i.
United VVatérldahq · JanuaryJiebruary 200$
Volunteer
(Fl'om Psg. 1)
September..13: RiverSweep.
We'lI help91eanan important
resourceJorour community and
our custQmers, the Boise River.
NQvember 15: Rake Up Boise.
A popular event, raking up the
yards of senior citizens.
Watch f?rSi~nû~ sheets .and
more details on these volunteer
opportunitie$. See Stephanie if
you have any questions or want
to tielp lead one of our volunteer
teams.
Mark Your Calendars!
Nothing says sunimer like
baseball and picnics. Join
United Water Idaho for a
Summer Picnic at Boise Hawks
. Memorial Stadium, We wil have
a hamburger I hot dog picnic
with 3rd base side seats.
Boise Hawks vs.
Eugene Emeralds
Saturday, June 21,2008
Picnic: 6:15 p.m.
First Pitch: 7:15 p.m.
More details and signups are
coming later.. Watch for them!
DON'T FORGET TO
COMPLETE YOUR UNITED
WATER EMPLOYEE SURVEY
TODAY!
BREAK ON THROUGH- A worker with Earth Energy washes off
the .ream~r connected to the end of a 650-foot pipe after pullng the
flexible pipe under the Boise River near Bown Crossing. The
company bored through and around rock under the riverbed to
extend service from the Parkcenter main to the proposed Harris
Ranch expansion north of the river.
If you are interested in
participating, either as an athlete
or a scout, please complete the
application available on the
Quench website and return it to
Michael Blake in Harrington Park
via e-mail or inter-offce. mail l:Y
March 5, 2008. A committee wil
review the applications and wil
make every effort to select
participants who are
representat~ve of various United ~. · Un..ted Wate. r
Water locations. ·.-s'-ez
Looking for RAIDersl
United Water is. preparing to field
its team for the 17th annual
Suez RAID adventure race. The
time and place of this year's
RAID have notyet been
announced, but it traditionally
takes place in Europe in
October.
UWID Helps Introduce
Youngsters to Engineering
atBSU
United Water Idaho participated in
Engineering Day at Boise State
University on February 2. The free
annual event was open to all ages.
United Water teamed with the
Idaho Department of Environmen-
tal Quality to present "The
Incredible Edible Aquifer."
During six sessions in the day-long
event, kids and their parents
learned all about the aquifer and
ground water protection. Thank
you to our voluntêêts:Dan BröWh,
Bill Carr, Robert Jensen, Roger
Dittus and Jon Reichard.
.
THEwatermark
Vol. 13 Issue i · United WaterEmployee Newsletter
1.
2
:3
Care to trade in your keyboard for a kayak,
your Rolodex for a rappelling rope?
Then you're ready to join United Water's
RAID team.
For the past 16 years, Suez has sponsored a grueling,
three-day sporting event that brings together teams from
Group subsidiaries worldwide. Athletes navigate through
rocks, mud, fast-moving rivers and high altitudes to
complete the course. The 2007 Suez RAID was held in
Ardèche" France, October 4-7.
"Endurance iskey in this competition," says Michael Blake,
direcor of regulatory accounting for United Water M&S,
who led United Water's team, known as the Mighty, Mighty
Riptide Breakers. Many athletes train for months, or even
years, says Blake.
Physical and mental endurance are only part of the allure.
"The Suez RAID is also a great opportunity to show group
spirit and'to reprent United Water in this global event,"
says Blake. "Employees have an opportunity to meet others
from throughout the Suez family and learn about both their
cultures and companies."
Carl Waxman, office customer service representative,
United Water Pennsylvania, agrees. "RAID events were
filledwitt a passion for Suez thçit was nothing short of
contagious," he says. Waxman was one of four United
Water RAID participants.
Roy Dugosh, operations and maintenance technician at
the Bexar Metropolitan plant in San Antonio,. Texas,s~y"~
he wi II never forget. the RAI D games. "It was slJcha~reat
privilege to represent United Water at these.garne~id'~ays
Dugosh. "It was as tough as I thought it wOUldbe,bl.
was rewarding, too. I made friends from around the w
It was an amazing three days!"
It's so amazing for some, they return for more. Miguel
Castro III, field service tech, United Water Idaho, who
participated in the 2002 RAID in Cortina, Italy, joined
Waxman, Dugosh and the other Raid participants in
Ardèche. "Every time I see video highlights.olpictureis
from the '02 RAID and this year's RAID, I still get goose
bumps," says Castro. "If something like this doesn't
inspire you and\get yåu fired Up tøtra.ir\f()l'åJuture~AlD,
then you do notha\leapulse.!'
Want to get your pulse racing?
for United Water representa
Those that are interested in se
about are encouraged to view the . It can
be accessed at htt:/tw.raidsuez.com. Type "wearesuez"
as the password, and chooe the Friday moie from the five
"Movies of the Day" offered. United Water is team 98.
"I encourage you to start training now," says BlilKø. .
9L~~-60Le8 ax asiOB~~ B6w~~ ~S8f 8~8i t~~BA'" d A~06e.a
IlUlililln 11~i11111 II lWIIII ii II 11'11 II miiiiiii ~i11111
THEwatermark
Vol. 12 Issue 7 · United Water Employee Newsletter
'NIH K ECEMIHR 2001
United Water New Jersey has secured the largest rate increase
in company history, thanks to the tireless efforts of Mark
Gennari, vice president of regulatory business, Jim Glozzy, vice
president of northern New Jersey operations', and their teams.
The 15 percent rate relief approved by the New Jersey
Board of Public Utilities will provide United Water New
Jersey with an additional $19.3 million in annual revenues
and help it stay ahead of increasingly stringent state and
federal water quality standards. "This was truly a team
effort because we had support from each department,
including operations, system maintenance, customer
service and engineering," says Glozzy. "Over 20 people
from this group helped support the rateèase initiative."
The rate relief enabled United Water New Jersey to recoup
its $240 million investment in capital improvements for a
variety of water quality and water supply projects during the
last decade.
The typical residential customer will seé an average
increase in their water bill of $4.59 a month or 15 cents
a day. "The rate increase allows us to continue with a very
13
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Wyatt's Writings
A look back and a look ahead
By Greg Wyatt
Another year has come and gone,
and I want to thank each one of
you for your dedication, hard
work and contributions to United
Water Idaho in 2007. As we
look ahead to 2008, let's pause
to review 2007.
The year saw us accomplish
many things, including:
· Filed an application with
the PUC to convert to
monthly billing;
· Implemented our updated
Conservation Plan;
· Established new payment
options, including on-line
and eight payment
centers;
· Achieved safety targets;
· Launched non-exempt
employee bonus program;
· Implemented a cross-
department orientation
program;
· Achieved a high rating on
the Suez EnVironmental
Audit;
· Increased employee
volunteer efforts;
· Achieved zero compliance
and sampling violations;
· Completed four successful
fil ngs on service territory
expansions
There are numerous other high-
lights that helped make 2007 a
success. True, we didn't meet
our new customer growth targets,
but that was more a factor of the
SETTING THE STANDARD: United Water Idaho's Production
Department employees gather at the Marden WTP to celebrate their
department's outstanding safety record. Production has gone nearly
eight years withoLlt a lost-time incident. Details on Page 2.
housing slowdown than anything In 2008, we'll.continue to work
else. Overall, thanks to your to meet the highest stånciards in
efforts, it looks like we'll hit our the areas of Customer Service
financial (EBITDA) targets. and Value, Employee Motivation
and Development, Business
Efficiency and Managed Growth.2007 also saw the retirement of
three valued members of the
United Water famHy. We
gathered in August to celebrate
the careersof Shane Kelly, Kathy
Carrick and Charlene Lawrence.
Again, I'd like to personally
thank you for your hard work in
2007, and look forward to an
outstanding 2008. On behalf of
my family, happy holidays to you
and your family and best wishes
for a happy new year.
We welcomed some new faces to
the team in 2007: Dave Brown,
Janine Guaspari, Malina Maio,
Chase Raymond and Don
Forthman.
WWW.UNITEDWATER.COM
United Water Idaho · November/December 2007
HOLIDAY CHEER: United Water Idaho employees enjoy the
arinllal holiday party on December 7. More than 130
employees, spouses, retirees and guests celebrated the holiday
seasonatthe Owyhee Plaza Hoteldowntown.
Reçognizing Service
Elevén United Water Idaho
Award winners for 2007:
Bob Lawrence January 30 years
employees received Service Jack Methner March
Awards in 2007, recognizing their Mali McReynolds April
15 years
10 years
15 years
15 years
10 years
15 years
25 years
15 years
25 years
10 years
valuable contributions to the
company. Notonly were these
outstanding employees
acknowledged by the company,
but they were honored in front of
their fellow workers.
Congratulations to these Service
Pat Hoskins
Jeff Mills
Jarmi la Cary
Mike Waters
Jim Wade
Steve Besson
Bill Rice
Jane Wood
May
June
June
July
Aug.
Sept.
Dec.
Dec.
Safety: Production Leads
by Example
United Water's Production
Department has helped lead the
company's safety efforts with no
recordable Lost Time injuries in
nearly 8 years. Currently stand-
ing at 2,858 days (over 457,000
hours), the department has
worked hard to prevent injuries
and maintain a safe working
environment.
Production Manager Bill Carr
explains how his group has
achieved this record: "It's the
resu It of a safety-centered
culture within the group. Each
employee has taken the
responsi bi I ity to keep both
themselves and their co-workers
safe through careful planning of
tasks, identification and
elimination of unsafe practices
and systems, and a steady diet of
safety training."
When you consider the daily
hazards encountered by
Production employees, including
operating heavy equipment,
maintaining electrical
equipment, chemical handling,
pump and motor repairs and
installation, well installation and
maintenance and working in
confined spaces, this safety
record is truly remarkable.
The entire Production
Department team shou Id be
congratulated for this
accomplishment.
Q 0 · United Water...~ez.
~A
Watermark News .:ø United Water
SUPPLY CHAIN MANAGEMENT ~
Volume 1, Issue 2
YOUR SUPPLY CHAIN INSIDER November 2007
'~'t.A Change in the Continuity
As announced on Oct. 1 st 2007,
a new SCM organization was
implemented to focus and im-
prove our service delivery and
value with two clear objectives:
First is to ensure that United
Water achieves the best value
for the money it spends, in line
with United Water strategy and
key drivers and more adapted to
our local context and business
models. Efforts to maximize
value for money spent will mainly
focus on:
. Continuing to extend cover-
age and to leverage global
commodities; and,
. Further integrating and part-
nering SCM with United Wa-
ter operations/engineering
and closer to our supplier
base to leverage SCM ex-
pertise at decision making
level on core operational
and local spend to yield ad-
ditional effciency gains. In
Q4 Update
The 4th Quarter is an extremely
busy time for all of us at United
Water and for the SCM team.
Many of our contract terms coin-
cide with the calendar year,
this perspective the SCM
Northeast Service Group
pilot is created.
. Actively supporting the Com-
pany's growth efforts regard-
ing pricing strategies, vendor
exclusivity and spend lever-
aging.
Second is to reduce the Com~
pany's risk profile by:
. Establishing robust and
best-in-class processes to
support the United Water
therefore annual contract nego-
tiations and renewals are key
activities.
Areas that we are currently work-
ing on include network materials,
IT services, energy, chemicals,
business models and best
value for money proposal as
we support and participate in
the integration of new opera-
tions; and,
. Ensuring compliance with
the Company's Policies and
Procedures, including
coois and our Purchasing
Code of Business Ethics.
. Establishing and gradually
deploying standards in
Health and Safety as well as
sustainable development in
our supplier relationships.
This is another step the SCM
... Team is undertaking continu-
ouslylookforward to better ser-
viclngyou by improving our col-
lecive effciency at each point of
the Supply Chain.
We appreciate and welcome all
feedback.
J.Tache
CPO & head of SCM
and capital projects.
As we wrap up 2007 and prepare
for 2008, we understand that
there is a great deal of concern
on 2008 budgets. The SCM
(Continue on pag 3)
,l ..
Interview with our CEO Tony Harding regarding SCM
SCI: What contributions
have you seen the
Supply Chain Man-
agement team make
to United Water dur-
ing your time here?
TH: When I first joined
United Water in 2003,
the purchasing depart-
ment was very limited
in terms of its visibilty
and acceptance
among our employ-
ees. One of the major
reasons perhaps was
that people questioned
the value of a central
purchasing depart-
ment.
Today the team has
shown it can be a
strong leader and con-
tribute to our succss
through taking the
right approach. They
have adapted to our
two separate business
models and have cre-
ated value by helping
both regulated and
contract services in-
crease effciencies in
their operations.
We've renamed the
purchasing depart-
ment the Supply Chain
Management group
so that we would focus
on the entire supply
process. The group
has become a key
component of our long
term strategy.
Their accmplish-
ments in crating eff-
cienciesinclude
sourcing energy:4
chemicals, vehicles,
telecommunications
and capital project to
name a few. They are
now widely acknowl-
edged and have
greatly enhaced
United Watets abilty
to meet our ambitious
financial and opera-
tional goal.
Consistently
looking to im-
prove the way
we do busi.
ness with our
suppliers.
SCI: On Octob " SCM
announcd its re-
alignment, ho do
you envision the
future role of SCM
within United Water?
TH: i believe that our
Supply Chain Man-
agement group is con-
sistently looking to
improve the way we
do business with our
suppliers. Their
changes were part of
ongoing dialogue and
analysis with our op-
erations and engineer-
ing deparents as
well as with Suez En-
vironment. Their plan
also recently received
full support from the
Executive Manage-
mentTeam.
There are tw clear
objecives for Supply
Chain Management
going forwrd: maxi-
mizng the best value
for money on our an-
nual operational and
capital spend of '
$250M to $300M; and
reducing our risk pro-
file by establishing a
'best in class' goal to
suppo our two dis-
tinct business models. '
I believe they have the
right approach to help
our businesses suc-
ceed now and in the
Mure. While we may
not see all the results
overnight, I expec to
see a clear trend
showing the true value
of this new approach
beginning in 2008.
SCI: How do the SCM
efrt fit Into the
medium term and
log term plan for
Unitd Water?
TH: There are two key
roles that Supply
Chain . Management
will provide going for-
ward to help us meet
our objectives.
First, they will continue
to support our opera-
tions to further im-
prove our effency.
This will be done by
further deploying Best
in Class procees
throughout our com-
pany and by seeking ..
new benefit and pro-
ductivity gains for our
operations from and
with our vendors. The
latter is of primary
importnce and SCM
plays a pivotal role as
the key link between
the supplier market
and United Water op-
erations to make us
more effcient and
more competitive.
The second role wil be
to support our man-
aged growth effort by
actively participating in
pricing and sourcing
strategies during the
bidding process, and
also participate in the
due dilgence for tar-
geted acquisitions, so
we can take 'advantage
of any synergies that
may exist in opera-
tions.
SCI: As a support func-
tion SCM needs its
internal clients to
develop, tailor and
Implement new pro-
grams, do you have a
message to the
United Water commu-
nity?
TH: Our success is largely
based on our abilty to
continuously improve
the way we do busi-
ness, and this group is
essential to help us
improve our effciency.
I encourage every em-
ployee in operations,
engineering and other
support functons at
our company to pas-
sionately engage in
sustainable partner-
ships with the Supply
Chain Management
Team to help us
achieve our ambitious
Medium Term Plan
goals.
I encourage ...our
company to pas-
sionately engage in
sustainable part-
nerships with SCM
United Water New Jersey and SCM Get Inventory Into aha
Merixtell Torres of the
SCM team and Ed Lynch
of United Water New Jer-
sey have spearheaded an
effort by SCM and United
Water New Jersey to im-
prove inventory manage-
ment at the Hackensack
Yard where United Water
New Jersey manages its
fleet and houses repair
crews.
With a value of nearl
$3M at year end 2005,
the annual stock value of
United Water New Jersey
global inventory was the
largest at United Water
and was the site to start
with in 2006.
The primary goals of this
team effort were:
1) Asure that inventory
is adequately tracked and
is suffcient to meet the
needs of the operations;
Q4 Update
(Q¡ntlnue fro pag 1)
team is happy to provide
further assistance on
budget estimates for
2008.
If you have not done so
already, a suggestion is
to set up service agree-
ments with key contrac-
2) Improve financial per-
formance by reducing
cash tied up in inventory
and preventing neative
reconcilations to financial
statements.
3) Improve inventory
turnover rate to ensure
that materials do not be-
come obsolete.
A team effort resulted in
the implementation of
new inventory policies in
2006/07 to cover proc-
esses such as issuing
and receiving material
and conducting cycle
counts. Additionally, the
United Water New Jersey
team now has procsses
in place to assess ware-
house accuracy, identify
inventory levels of special
material cateories, and
for paperwrk control. In
orer to make sure that
the policies take root and
. become a part of the work
process, a monthly KPI
inventory report has been
develope to monitor
stock levels, stock cover-
age, and warehouse ac-
tivity and is being re-
viewed monthly.
The results of the inven-
tory program have been
significant:
1) Recent physical inven-
tory counts were within
+/- 1 % of the inventory
value. This success al-
10wedUnitèd Water New
Jersey to avoid costly
write-owns. on financial
statements.
2) Warehouse organiza-
tors to establish fixed
time and material rates
for 2008.
Establishing service con-
tracts wil provide price
stabilty for your budget
and cot visibilty for your
operation or project.
Additionally, when time is
critical, an established
service Agreement wil
also ensure that any
work can be performed
with minimum turnaround
time by these contractors
and work is protected
under United Water
terms and conditions.
SRuf
tion and mapping have
reduced time to perform
physical inventories by
50%.
3) Global Stock value
has been reduced by
10% from $2.5M to
$2.1M and by 16% at
the warehouse.
4) Global days of cover-
age and WH coverage
has been reduced by
34% and 44% respe-
tively.
Reduction of
10% to 16% in
inventory
value ...and 34'10
to 44% in days of
coverage
The SCM team is cur-
rently working wih
United Water New York
on its inventory program
and hopes to replicate
this succss at other
United Water locations.
~
SUPPLY CHAIN MANAGEMENT
United Water
700 Kinderkamack Road
Oradell NJ 07649
.Your Supply Chain Insider" Contact:
Sam Ruff
Phone: (201) 98~998
Email: sam.ru~unitedater.com
4Visìt us on Quench at:
p: scm.unitedwater.comlt
,
You Are Going to Love the
Future!
Gerard Mestrallet, Chairman and
Chief Executive Offcer of Suez,
outlined a promisingfuture for
Suez Environment and United
Water during the Suez
Convention last week in New
York. Mestrallet and Jean-Louis
Chaussade, Suez Environment
CEO, explained how Suez
Environment will operate after
the Gaz de France-Suez merger
in 2008.
After the merger is approved,
expected to be around May of
next year, an IPO will be issued
to sell 65% of Suez Environ-
ment. The remaining shares of
the company will be retained by
GDF-Suez and a group of Suez
shareholders.
Terms of the merger have been
written. .to protect Suez
Environment from a possible
hostile takeover; if the group of
Suez shareholders doesn't
purchase more than their
designated 12% of the company,
GDF-Suez has first right to the
outstanding shares. Mestrallet
said the chance of a rival
company taking over controlling
interest ofS ue:zE:nvrronment
(and United Water) is "zero."
Chaussade has been tapped to
retain his post as CEO of the new
Suez Environment, when it
becomes a stand-alone company.
See "Future," Page 2
UW RAIDERS - Miguel Castro (center) is joined by Roy Dugosh (left) and Sean
O'Regan at the finish line of the Suez RAID in southern France. The United
Water team didn't win,. but it competed hard against more than 100 other teams
from Suez companies worldwide.
UW RAIDERS Update
Two United Water Idaho
employees, Miguel Cåstro and
Stephanie Raddatz, joined the
United Water team for the
annual Suez RAID. The seven-
person UW team competed
against more than 100 teams
from Suez's worldwide
operations. This year's event
took place in the Ardeche region
of southern France. . Miguel
. c6mpetedåsafiafFílète;ánd
Stephanie provided logistical
support as a scout.
down tiny cobble stone roads,
the team finally arrived atth~
RAI D site. The course consisted
of two kayaki ng events, three
mountain bike rides, three. trßil
runs (with orienteering) anqone
ropes course. Overall, the events
covered over 75 miles. It was
grueling but the athletes puUed
through.
lt.Vlasn'tall S()rnpetition,
hòwever. Théré 'wast¡rnefor
team building, bonding and
celebrating. The last night of.the
event, Suez hosted a celebration
dinner highlighted by a speech
by Suez CEO Gerard Mestrallet.
The United Water team met in
Marseille, France and took off
from there. After a couple hours
of driving and a few wrong turns
WWW.UNlTEDWATER.COM
See "RAID," Page 2
UniteØ Water Idåho. Septembet/OcLobår2007
FUTURE from Page 1
In his comments, Chäussade
reaffirmed his commitment to
the United States. and North
America in general. He said his
goal is to builq onthe success of
the recent past, and the
cPrlpany w~II.IOöktocontinue to
grOW, whether. througn
man~gem~nt çontracts or
outright acquisitions.
Tony Harding will remain as
Chief Executive Officer of United
Water., and no. management
changes. are anticipated.
RAIQ From Page 1
At~lecastof the World Cup
n.i~~Yrnatch...between.. hometown
favorite France and New
Zealand's AU Blacks captivated
the crowd,. and theevening
ended with a concert and
dancing.
Although the united Water team
didn'twiri, its members had an
experIence they won't soon
forget. The team also thanks
everyone at home who supported
them with. well wishes and
e-mails. duri ngthe competition.
Turkey Drive Scheduled
United Water Idaho employees
have another chance to show
their generosity and compassion
for less-fortunate families this
Thanksgiving. We're once again
participating in the Idaho
FoodBank's annual Turkey Drive.
We're accepting donations of
frozen turkeys at the loading
.
UnitedWáter CEO Tony Hardilig(second from right) addresses the Suez
Conventionin.New York. On the far right is Suez CEO Gerard Mestrçillet. Suez
EnvironmentCEOJean-LouisChaussade is third from left.
dock on Monday, November 19.
Your generot.s donations will
help area families celebrate with
a traditionafturkey dinner.
'Tis (almO$t) the
Season
The United Water Idaho
Holiday Part is Friday,
December 7 at the Owyhee
Plaza HoteL. Invitations will
be arriving soon!
i opened the window, and in
fluenza...
That's right,.we're. in the cold
and flu season, and once again,
United Water Idaho is making flu
shots available to employees,
spouses and dependent children
18 and older. The flu shot clinic
is on November 7 from 7 :30-
8:30 am in the Multi-purpose
Room.
The cost is $20, and YQi. can
submit a claim with your
insurance company.
If you're considering a flu shot
this year, this is an easy and
convenient way to get itdone.
Sign up sheets are on the
bulletin board and department
break rooms. You must sign up
in advance. See Jane if you have
any questions.
rab a Rake
he Rake Up Boise community
ervice program is on Saturday,
November 17. United Water will
be puttng together a tearr to
rake up leaves and do general
landscape rraipteIJao.ce for the
homes of two senior citizens. W
tart at 9:00, giving you plenty
f time to get to the BSU-Idaho
arne that day. See Stephanie
or details.
o~: United Water · ~e.z
o
THEwatermark
Vol. 12 Issue 6 . United Water Employee Newsletter
There's a quiet scientific revolution underway in Southern California,
France, Spain, and the United Kingdom - and United Water is on
the vanguard.
Two and a half years ago, United Water joined four other SUEZ
member companies to form the Paris-based Research & Innovation
Alliance, or simply, R+i Alliance. The result is the most expansive
research and development company in the private water sector.
United Water, whose West Basin Recycling System in Southern
California was named a National Research Center by the National
Water Research Institute, is one of five key contributors to R+i
Alliance. The others include Lyonaisse des Eaux in France, AGBAR
in Spain, SUEZ Environment representing all its other water compa-
nies worldwide, and the UK-based Northumbrian Water Ltd.
"It's not always easy for everyone outside
the alliance to sêe the benefit of sharing
our R&D... But I'm fully convinced of the
long-term payoff."
- Brian Graham, M&S Process Engineer
continued on p. 2
The R+i Alliance, funded by the five members, arranges
services for its members through accredited centers,
such as the West Basin facility. In 2006 the budget was
$11.8 million.
The force of the R+i Alliance is that it can find the
appropriate skills wherever they are and let its partners
use them. Among the first research projeets was a study of
the aging conditions of PVC and polyethylene drains in the
presence of oxidants. The results will be used to estimate
the service life of the materials available and, if necessary,
to find alternatives.
In addition to money, R+i Alliance members also contribute
talent. The alliance's board of directors is composed of the
CEOs of the member companies, Tony Harding is chairman.
A steering committee, which defines the direction of
,projects and supervises their execution, is composed of two
senior executives of the member companies, including the
Technical Director and or a Director of Operations. A man-
. agement team supports the steering committee by defin-
ing and setting up the appropriate management processes,
by organizing the selection and awarding of the projects to
the accredited centers, and by coordinating the supervi-
sion of their execution and the technical and administra-
tive levels.
The R+i Alliance programs and projects are structured
along seven priority themes: asset management, energy
efficiency, metering, control of odors in water and waste-
water, sludge management, storm water management,
and water and health. Graham has been working to
improve odor-control techniques. .
rooms were thick with smoke, Bilal and his fellow officers
formed a human chain to search the building. Together,
they searched door-to-door, entering locked rooms and
carrying trapped residents out of the building to safety.
As flames and dark smoke reached the second story,
the police supervisor and officers searched door-to-door.
Some offcers heard cries for help behind locked doors
and were forced to kick in numerous doors, according
to the police.
The rescues continued even after the fire department
arrived and the sprinkler system was activated. Each
offcer re-entered the building five to 10 times to rescue
residents, according to the report by Police Commissioner
William J. Bratton. Four of the officers were treated
for smoke inhalation; one was briefly hospitalized in
intensive care.
The decade-long delay in awarding the medals of
valor was ascribed to an administrative error. ,
\
o-.° United Water
-S""ez
200 Old Hook Road
Harrington Park, NJ 07640
PRESORTED
Firt Class
U.S. Postage Paid
Eat Haover, NJ
Permt No. 5
1/1.'~i /I 11.11~I111'.'1~I'.'11'. 1/111'.'.'~i'1 1/11'.'.11 /I
Gregory P Wya t t
11828 West Armga Ct
Boise 1D 83709-2275
WYATT'S WRITINGS
GIVING BACK
By Greg Wyatt
In this increasingly hectic world,
it's easy to get so wrapped up in
our daily routine that we forget to
carve out some time to serve our
community. We rightfully should
focus on our jobs and our
families, but we also have a
responsibility to work to better
our community. Many of our
employees already do give
generously of their time, through
their church or service
organizations. But as public
servants, providing the Boise
area with the most critical of
services, we should team upto
ensure a vibrant and healthy
community.
United Water employees and
their families have joined in
numerous community projects
over the years. Lost Child Booth
at the Fair, Paint the Town, Rake
up Boise, the Heart Walk, Race
for the Cure, and Tend to the
Foothills are just a few examples
of our employees' caring and
commitment to their neighbors.
United Water CEO Tony Harding
has. made Corporate Social
Responsibility, which includes
employee involvement in 9ur
communities, a priority at
business units across the
country. As an environmental
company, concerned with
managing and preserving our
water resources, United Water
can - and shou Id - do a better
job of working to better our
environment.
Saying Thanks and Goodbye
It was a fuJI house earlier this month as United Water Idaho celebrated
the retirements of Shane Kelly, Kathy Carrick and Charlene Lawrence.
Their families, co-workers and former employees all turned out to honor
them for years of dedicated servtee and to wish them welL. Thanks to all
three for being outstanding representatives of United Water.
That's why I'm pleased that
United Water Idaho is joining
the Boise R iverSweep project on
September 15. For the seventh.
year, community partners are
teaming up to clean up and help
tect one of our most precious
urces~, The Boise River.
This is the first year that United
Water Idaho has participated in
this nt, and it would be great
to a large group of our em-
ployees take part Thanks to .
those of you who have already
signed up (and those bringing
spouses and kids). I'd encour-
age others to take a few hours
out of their day on the 15th to
help protect a community
treasure that directly impacts
our business.
WWW.UNITEDWATER.COM
Dittus named to state panel
Roger Dittus has been named by
Idaho Department of Water
Resources Director Dave Tuthil
to a Technical Work Group
studying water supply issues in
north Ada County. 11 people are
serving on the group, which
includes representation from the
development community, the city
of Eagle, the U.S. Geologic
Survey,. Bureau of Reclamation.
i DWR and Boise State
University.
The panel will ultimately develop
a comprehensive technical report
of groundwater in that part of the
county to assist in water manage-
ment decisions.
United Water Idaho · July/August 2007
SAFETY F
,,"'.y', -".c.-:.,,:,- ',.,~
Get.ReadyforFlu Season
Withthêcfaysgett¡hiishôrter, the
kids back in school, and the
Broncos back onthe Blue,we're
also entering the dreaded flu
season. United Water Idaho
once again w.iU host.a flu shot
clinic for employees and their
families (over.. 18 years of age).
The clinic will be held November
7 from 7:30-8:30 am in the
multipurpose room. The cost per
vaccination will be $20, payable
at the door.
DanÎel~illër, .Ry~rr Rectôr ..and. Rick Wr()bleW¿kifrClrn
treqch b()~s.Netytech(liq~es duri.ng atr~ip?ingsessiononAUgy~t 8.
John Stonelrdlhe sessions,which provided refresherinstruêtioh
on the saf~ use of different types of boxes in different situations as
part of United Water Idaho's commitment to safety and training.
Idaho Raiclers Ready for the ww.raidsuez.com. The..pass,:
Challenge word is wearesuez.
Congratulations to three United
Waterlda~oemployees who~ave
been selected as part .of the
United Water team to compete in
the Si:ez.RAID in southeastern
F ranceOçtober 4~ 7.
Miguel Castro has. been selected
as an athlete, Stephanie Raddatz
as á scout, and Kevin Smith is
one of the alterhateathletes.
The competition will take four
athletes and three scouts into
the Rhone-Alpes where the
athletes wHlrun, bike and
paddle and the scouts will
support the athletes all the way.
United Water employees from
Pennsylvania, New Jersey, San
Antonio and West Basin are also
part of the team. You can follow
RAID 2007, by visiting
Keep an eye on your United
Water team - the. Mighty, Mighty,
Riptide Breakers:
HELPING THE BOISE
RIVER
The Boise River is oneot the true
gems afou rcø.lTmu n ity. It
provid~S recreation, serenity and
drinkingwaterj~r our customers.
As an environmental company,
United Water Idaho and its
emplqyeeshavecistake in.the
health of the river;
That's~hywe'reputtingtogether
tearns...tqpartiçipate in the River
SWeèp riVer cleanup
on Saturday, Septem-.
ber 15. Teams wil be
assigneda stretch of
riverbank to work on.
After the cleanup,
there will be a party
for aU participants at
Julia Davis Park fea~
turing food and music.
Roger Dittus and family
enjoy Zoo Boise during the
United Water employee
picnic on July 21.
The deadline to sign
up is September 5th.
Please see Stephanie to join our
team.
.~: United Water · ..'-ez.
THEwatermark
Vol. 12 Issue 5 ,. United Water Employee Newsletter
United Water environmental engineer Pat Radice knows that when
he turns the tap in his Atlantic Beach, Florida, office, out comes
clean, safe drinking water. When Radice traveled to Honduras in
early May, things weren't so simple: Often there was no safe drinking
water; sometimes there was no tap.
And that's why Radice and three other volunteers trekked to Central
America on behalf of Water for People, a Denver, Colorado-based
non-profit group that works to ensure the poor have access to clean
water and sanitation. United Water, which contributes thousands of
dollars each year to Water for People, paid Radice's airfare.
"We're very fortunate here in America," says Radice, who made the
trip to Jakarta earlier in the spring, which has a similarly impoverished
population. "Many Honduran villages have no electricity and are
very austere."
Indeed, just over half of rural Hondurans have access to proper
sanitation and only 81 percent have access to clean drinking water,
according to 2007 figures from the World Health Organization.
Together, such deprivations lead to the spread of rotavirus and
other life-threatening diseases.
2
It's not for a lack of concern by outsiders. For more than
a decade, numerous North American and European missions
have brought electricity, water and sanitation to Central
America. But these missions have been unsustárnable
because local populations often lack the money or technical
expertise to keep things running.
That's why Water For People in November created a
volunteer Water Corps to monitor ongoing projects and
rec6mmend improvements to local agencies that install
and maintain the water and sanitation systems.
It was greatly needed in Honduras. During his trip, Radice
found that most water systems visited by the monitoring
team were not fully functional just a short period after
construction. For example, drainage pipes were used
where supply pipes were needed, and metal was bent,
..ratherthan pr()perly.connectedto joirits. "pipelines \Nere
bursting under static pressure," he recalls, "Seven of the
nine systems I looked at were rationing water because the
pipes were damaged so much."
Volunteers, like Radice, are needed for another reason.
With only four full-time staff members, Water For
People-Honduras supports 15 to 20 communities each
year, helping approximately 15,000 people obtain safe
drinking water, sanitation services, and hygiene education.
Typical projects include protected springs, gravity-fed
water systems, pumped water systems,. storage tanks,
and pour-flush..latrines.
In 2006, Water For People-Honduras managed 13 projects,
directly benefitting 18,032 people with improved water
and sanitation, a 340 percent increase over 2005. And
the organization isn't stopping there. In 2007, Water For
People-Honduras plans to provide ~ or improve - clean
water and sanitation access to more than 60,000 people
in 131 villages.
"Now that they know what works and doesn'twork,. they
should be able to get more value from these projects,"
says Radice. .
It hasn't been an easy task. Short of making rain, Melton
and his colleagues on Jeffersn County's Industrial
Foundation Board Water Task Force have had few options.
Water restriction measures alone cannot address the
increasing demands placed on the aquifer, and recharging
aquifer is an expensive proces that involves significant
land use to accommodate catch basins.
Therefore, Melton and other ta force membe have chosen
a third option: Redirecing Evergeen Packaging to draw
water frm the Arkansa River, rather than th Spart Aquifer.
The prjet, which requires new sand-filtration collection
wells to be dug on the banks of the river, wil likely cos $20
milion. The state, under a measure passed by the legislature
in March, wil pay $4.4 millon, and the balance wìl be paid
through the sale of bonds by the Arkansas River Intermal
Facilities Authority, a quasi-governmental orgnization.
Thewells will pump raw water directly to the mHI, which
will use its own water treatment equipment to produce
water for drinking and for industrial use (such as deionized
water for steam). "The task force looked at various options,
and we figured that the best and quickest and easiest fix
is to take an indusrial user of ours and switch them to the
Arkansa River, which is clos," says Melton. "That will take
over 50 percent of the daily pumpage out of the aquifer.."
Evergreen Packaging uses about 38 milion gallons per day
- more than half of the 70 million gallons demanded
from the entire aquifer on busy days. About 50 million
gallons of water can safely be drawn from the aquifer
each day without impacting water tables, says Melton.
Construction on the new wells is expected to begin this
faU, he says. ti
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THEwatermark
Vol. 12 Issue 5 · Un1ted Water Employee Newsletter
United Water is happy to be in a New York
state of mind following the May i debut
of United Water Westchester.
United Water Westchester, which serves 12,000 residents in the
communities of Port Chester, Rye and Rye Brook, was created
following United Water's acquisition of Aquarion Water Company's
New York subsidiary for $28 million. Aquarion is a subsidiary of
Kelda Group. The deal was approved by the New York State Public
Service Commission in late ApriL.
The acquisition expands United Water's service area and customer base
in New York and is a key component of the company's managed growth
strategy. United Water now serves 200,000 residents in New York's
Westchester County. It joins United Water New Rochelle, which provides
service to the city of New Rochelle, the towns of Eastchester and
Greenburgh and the villages of Bronxville, Tuckahoe, North Pelham,
Pelham Manor, Ardsley, Hastings on Hudson and Dobbs Ferry. In total,
United Water has operations in four New York counties, providing water
and wastewater service to over 400,000 residents in parts of Orange,
Rockland, Tioga and Westchester counties.
For Westchester residents, it will mean getting more bang for the
buck as United Water embarks on its master plan with a long~term
view of the investment needs relative to infrastructure and water
supply. "This acquisition clearly demonstrates United Water's
commitment to managed growth by obtaining companies that are
next to or nearby existing operations," said Robert J. lacullo, chief
operating officer of United Water's regulated business segment.
"Today we make a commitment to our new customers in Westchester
County that we will provide top~quality drinking water and the highest
level of customer services."
_i
Dread going to your class reunion?
You wouldn't if you were in thé ..
Front-Line class of '03 through '05.
"It was a great session," says John Libitz, a program alum-
nus from United, Water Jersey City. "It was great to be part
of an interactive session that was fun and very informative."
Last month, about 30 graduates of United Water's
Front-Line Leadership Program gathered at the Hilton
in Woodcliff Lake, NJ, for the program's first-ever alumni
meeting. The program, formerly known as the Front-Line
Managers Program, was begun in 2003 and has graduated
over 250 employees.
The one-day meeting, which carried the theme
"Investing in Today, Building for Tomorrow," allowed
alumni to network and share best practices, says Claire
St. Louis, Director of Talent Acquisition and Development,
who emceed the event. "We really wanted to focus them
on communicating with their peers, and extending their
network. That included stepping out of their comfort zone.
So, we assigned where theysat, mixing it up throughout
the day. That really gave them a chance to get to know
each other and share their experiences," says St. Louis.
Tony Harding, CEO; Bob lacullo, COO of Regulated, K,-g'
Business; Charlie Wall, Senior VP of Human Resources;
and Ed Imparato, CFO, were on hand in the morning
to field questions from the managers and share their
optimistic outlook for 2007 and beyond.
At the end of the day, the alumni shared what they learned
and what.actions they were going to take to leverage that
knowledge. "They were challenged to implement the solu-
tions they shared during the day, and to reach out to their
fellow alumni when facing their business challenges going
forward," says St. Louis.
itedWater..,-ez
ll'IIIiIl'I'1I 11111.1.1..111.11111 111111.1.1.111.11..1.1111 II
Gregory P Wyatt
11828 West Armga Ct
Boise 10 83709-2275
PREORTED
Firt Class
U.S. Postage Paid
Eat Haover, NJ
Permt No. 5
l ." ..u.. ..'"t ..
.
WOJl SMOI.: ÁllSOJaUaÐ
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WYêllt Honorecl. With AWWA's
Top Award
United. Water Idaho General
Manager Greg Wyatt has received
the 2007 George Warren Fuller
Award from the Pacific Northwest
Section of the American Water
WorKs Association. The AWWA's
highest honor was presented to
Greg at the PNWS-AWWA annual
conference in Kennewick,
Washington in May.
The award noted
Greg's commitment to
the Section,AWWA and the Boisecom~ munity. It
highlighted the role Greg played
as Chairman of the Budget and
Finance committee, what it
called "a tedious but essential
job." He was elected to the
Section Board of Trustees 2003,
and chaired the Local Arrange~
ments Committee when Boise
hosted the region's annual
conference in 2003.
Thêäwardcitation. çönçludes,
"As you can see. whatever role or
special need the Section has our
recip.ient has always beenwilling
to 'step up'and.. fiJI that void.
Finally, he has been an active
mentor. for others. in his utility by
allowing and encouragingthem
to be active in our Section."
Rob Martinez and Art Voorhis work the grill as they cook lunch for the Empl9yee
Charitable Auction
Constructive Leadership and
Creative and Innovative Ideas.
Greg was also recognized for his
contributions and for winning
the Pacific Northwest Section
award at the AWWA'sAnnual
Conference in Toronto June 25~
27.
UW Ida~oAçtil(e. in the
Comrnanity
May and June were busy months
for United Water Idaho
volunteers.
First, in early May, a hard-
working team helped. repair,
repairitandirestore the Fort
Boise Military Cemetery.AWWA established the George
Warren Fuller Award to honor
individuals for theirpistinguished. New entry paths, new paint .on
Service in the . vvatør.Süpply the fence and general weeding
Field, Diplomatic Tàléht,
WWW.UNITEDWATER.COM
and maintenance helped spri.ce
up this cemetery, the final
resting place for Civil War-era
veterans.
The Kamen Race for the Cure
was the next weekend, and
United Water employees joined
thousands of others from across
southern Idaho to pay tribute to
breast cancer survivors,. .
remember victims and raise
money to fight the disease.
The 2007 Heartwalkt?okplr;ee
SaturdaY¡May19al\l~~"
Memorial Park and was a very
nice event. Beautiful weather
(compared to lastyear)rJotsofi
walkers,a few runners,tnany
cute babies and of course dogs
(See Community, Page 2)
Finally, on June 21, the U.nited
Water Charitable Committee held
its annUal auction and barbeque.
ScottR~ead did al1asterfu i job
a:auction~er(and asa cowboy
PHet)... More than $6,700 was
raised for various groups in the
community. Many thanks to the
committee that put theèvent
together, to our vendOrs who
donated goods andsetvices for
the silent and live auctions, and
to the employees who gave
generously to help others in our
area.
n ¡ted .Waterldahci lr May/J une. ZOO.,
Community (from Page 1)
of allsizes help make the event
a success.
U.nited Waterldcihoraised in
excess of $q,OOO to help the
Heart Association carry on it's
mission to educate people and
faci i ¡tate research to fight heart
disease & stroke. Thanks to all
who donated, walked,tan,
supported our breakfast or
otherwise hel ped. Un ¡ted Water
employees help the American
Heart Association.
UWID Hosts DEQ Engineers
Operator in Charge Scott CairJ gives some Idaho Department of
Environmental Quality (DEQ) engineers an up-close look afone of
the skids at the Columbia WåterTreatment Plant. Adozen PEQ
engineers spent a half a day with United Water Idaho personnel on
June 13, touring the Marden WTP, the Warm Springs booster
station, the Barber Reservoir and booster site, the PRY station on
Highway 21 and the Columbia WTP.
For many of the DEQ employees, the tour was their first hands~on
look at water facilities. Several commented that the field trip will
give then valuable insight as they evaluate plans and designs of
water systems. Dan Brown, Bill Carr, Bob Lawrence and Seth
Goertz hel edleadthe tour and answer questions.
High School Interns Join UWID Team
Tori King (Capita!)/ Customer Service, Pablo Vargas (Borah)/IT and
Brad Hansen (Borah)/Production are working at United Water this
summer
.~:United Water..~ez..
June 2007 The Latest Buzz in Benefits Volume 5.1
~k!
It's not too late to invest in SPRING! United Water
employees will have another opportunity to enroll in
Suez's employee stock purchase plan until June 18.
In SPRING, you invest in your company over a five-
year holding period, but with the added features,
your investment has a greater chance to grow.
SPRING 2007, the sixth annual employee stock
purchase plan, is more attractive than ever. As an
added incentive, United Water employees \,
wi II be granted two free shares for every 40€
investment they make (about $54), up to a
maximum of 10 free shares. Free shares will be
based on performance criteria (Rate on Capital
Employed (ROCE), with constant consolidation
scope, for financial year 2009 is equal to or
higher than the Weighted Average Cost
of Capital (WACC) rate plus 3%).
Your investment is protected by
Suez, allowing employees to see
returns that at least equal the
amount they put in, minus taxes
and any losses due to currency
fluctuations. So, for example, if the
stock is purchased at $50 and falls
to $48, Suez covers the $2 loss.
The employee price will be set on
July 23.
"It's a great investment," says Dolores Gennari,
manager of SPRING 2007. "SUEZ is making it easy
for employees to own a share of the company. The
advantages of the plan include a 20 percent
discount, an investment protection, Stock
Appreciation Rights (SARs), annual dividends, no
administrative fees, and now in 2007, free shares.
It's a deal hard to pass up."
Charlie Wall, senior vice president, United Water
human resources, adds: "Each year Suez adds new
features to the SPRING program in order to make
.~'" ownership of the company's stock a
more attractive investment. This year's
offer to include free shares makes
C SPRING 2007 a great way to become
directly connected to the Suez
community."
SPRING20b7 builds on excellent 2006
result, strong performances in all areas of
-activity, along with excellent stock market
performance. To participate, employees
must simply invest at least a minimum of
one Suez share. SPRING 2007 is available to
Suez employees in 19 countries.
The SPRING 2004 and 2005 plans registered
excellent results and already offer very attractive
prospects for employees who invested in these
programs.
More than 900 United Water employees have
participated in SPRING over the past six yeats. This
opportunity allowed all eligible employees to take
pride in ownership of the company they work for at
a 15 percent to 20 percent discount. United Water
made the purchase of SUEZ stock easy by allowing
employees to pay for stock over a ten-month period
through payroll deductions.
Benefits B U i.l o~( United Water,; -s\iez
..
.~~
Stock Price Histol)
*Please note:
1999 and 2000 reference price after 5/9/2001 split
2007 price is based on May 17, 2007 reading
Benefits B U i Z o~( United Water., -s'-ez
THEwatermark
Vol. 12 Issue 4 .. United Water Employee Newsletter
NASA has its Space Shuttle Simulator cockpit,
the FBI has its Training Academy in Quantico, VA,
and United Water New Jersey has the Hack Yard.
What do they have in common? Each trains its crew to handle
emergencies long before they arise.
i n the case of the Hack Yard, more formally known as Hackensack
Yard, maintenance workers get hands-on practice in repairing
ruptured water mains before they need to do it for reaL. The
training is difficult, dirty - and very wet. But it makes life that
much easier for United Water customers when a well-trained
continued on p.2
repair crew arrives on the scene. That's especially true
when the water main is adjacent to a main thoroughfare,
as is so often the case, or the crew is faced with
inclement weather.
United Water New Jersey's train ing program is unusuaL.
While other United Water units and partners regularly send
their employees for additional engineering and management
Jack McNaughton, United Water New Jersey foreman in
Construction and Distribution, began the training program
last June, just two months after assuming his post.
l:ere's what tlietraininginvolves:
In the HackensCIckmaintênaI1P7y~rg,Of(Hack Yard,
McNaughton set up a síx-inchwa~~rrnain through which
water gushes at 120 pounds per sqUare irich Cpsi)- the
same force that firefighters typically use to douse flames.
One exercise involves removing a broken tap from a water
Tapping Training... (continued from p. 1)
main, plugging it temporarily with
wood, rethreading the pipe and
screwing on a new tap.
Because of the water pressure and
the elements, the actual repair
procedure is often simple but never
easy. The trick is to first "throttle
down" the pressure to maintain
positive flow out of the leak, but low enough to keep the
work area safe. "That's the minimum needed to maintain
service to customers but still low enough to safely make
repairs," says McNaughton. Otherwise, water service
must be temporarily shut down completely, he explains.
So far, McNaughton has trained a dozen of the 35
maintenance workers. The remainder will be trained
this spring and summer.
In the meantime, repair crews continue to get on-the-job
training. In late October, McNaughton's crews scrambled
to repair an eight-inch water main break on Route 46
in Ridgefield Park. They were able to repair the main
without losS of service to customers. In mid~November,
a 12-inch main ruptured on Main Street in Hackensack,
requiring portions of the road to be closed so that repairs
could be made. Also in November, United Water crews
shut down a 36-inch water main on Bergenline Avenue
in North Bergen to repair a valve on the main. Service
was restored the'same day.
.,.e:'
Allen Melts the Hearts 0
Old Man Winter is no match for the
warmth of Scott Allen, United Water's",
manager of the Clarence Cannon
Wholesale Water Commission Treatment
Plant in Stoutsville, Missouri.
After early December snows
blanketed the town of Farber,
Allen took it upon himself to
plow out his neighbors - and
much of the town. He refused to
accept a penny for his efforts.
That humility and selflessness
prompted area residents to
nominate Allen for the Good
Citizens Award, sponsored by a local newspaper, The
Vandalia Leader and the Vandalia Rotary Club. Allen was
one of two area residents chosen among nine nominees.
Allen toiled for two days, digging out the snow-bound with
his tractor, according to David Ball, who nominated him.
"We would be much worse off if it weren't for Scott and
his greatly appreciated random acts of kindness," Ball
wrote in his nomination letter. "Snow removal is not his
only claim to fame., either. He
in repairing water leaks, serves as a
for the city water ànd sewer system and even runS a pull-
back tractor at Fun Fest. He devotes countles hours to
Farber and for that he deserves our respect and gratitude;"
Other residents noted that Allen used his tractor to
clear two other parking lots essential for Farbêr
a local church and a general store. And although the storm
knocked out power, Allen continued to work after dark.
"Not only did he do a remarkable job of clearing driveways
for private citizens, church parking lots and
else, but he always refused payment. I
Scott special," wrote nominator
o~;(United Water-s'-ez
200 Old Hook Road
Harrington Park, NJ 07640
PRESORTED
First Class
U.S. Postage Paid
Ea Hanover, NJ
Permt No. 5
Hl.l li 11.1... II.. .1.1.~i1.1.. 1.11. II 1.1.1... 1.11..1.1... II
Gl"egol"Y P Wyatt 11828 West Al"mga Ct
Boise ID 83709-2275
ollepi JaleM pallUn
..";"
Watermark News
FtNANCIAL SYSTEMS · April 2007 · Business Information Office
Ql 2007 Status
End-User Survey Results
An end-user survey was conducted
at the end of 2006 to assess the
state of end-user satisfaction with
the PS financial system. The
overall response to the survey was
satisfactory, as more than 80% of
respondents had ratings of
Satisfactory and above. The key
highlights of the survey are as
follows:
· System availability,
performance and response
time are satisfactory, with
slowdown experienced
during month-end close,
especially when running
reports.
· Approximately half of users
report an issue to the PS
Help Desk. The other half
will resolve the issue on
their own.
· Median response time from
PS Help Desk is
approximately 2 hours.
· Additional training in
query, requisition, and
other functions would be
welcome.
NêW Reporting Tool
A new PeopleSoft Reporting Tool
based on MS SQL Server Analysis
Services, Microsoft's Business
Intelligence platform tightly
integrated with MS Excel, is in the
process of being rolled out. The
tool enables fast, self-service
access to PeopleSoft General
Ledger and all Sub-Ledgers. Over
30 canned reports have been
developed, and many more Excel
Adhoc queries. A number of early
adopters from Rates,
Consolidation, Management
Reporting, Payroll, Asset
Management, and Contract Billing
areas are already enjoying the
benefits of the new tool.
Reporting Training with Rates
Dept: From left to right, Tom
Lippai (Rates), Kevin Doherty
(Rates), and Guy Mounier
(Business Information Office)
The feedback from these early
adopters has been overwhelmingly
positive. They are part of the first
phase of rollout, geared towards
training a small number of Power
Users in building reports and
supporting the end-users in their
area of expertise. To date, Cary
Gaw and Colleen Russo in CapEx
Reporting, Xavier Castro and Tracy
WWW.UNITEDWATER.COM
// UI1Jtf~tVV~Jgi~",ez
Moore in Management Reporting
and Budgeting, Kathy Cevoli in
Payroll, Don Creighton in Asset
Management, Karen Norton in
NP, and Mike DiVincenzo in
procurement, are starting to
actively use the reports and build
new ones.
The self-service capability of the
new reporting tool is particularly
important to end-users..As Kathy
Cevol i suggests: "With the new
Reporting Tool, employees will
now have the ability to run repors
independently in a secured
environment. "
The second phase of the rollout
will start in April and end in May.
It will cover all 300 end-users and
train them on how to run the
initial set of over 30 canned
reports that were built based on
extensive requirements Workshops
held in 2006. By functional area,
5 reports in GIL, 7 reports in
Project Costing, 5 report in
Procurement, i i reports in Asset
Management, 5 reports in Payroll,
and 5 reports in Contract Billng.
The simplicity and speed of
running these new reports, as well
as the newfiisights and.. clrn-
downs they will deliver, should
enable Field Personnel to better
control and manage their financial
performance objectives.
,
J
FINANCIAL SY~TEMS . April 2007
Moving forward new web reports
will be developed and released in
collaboration with the Power Users
identified in each area. Further
information will be provided to you
regarding the on-going
development and support.
PS Issue Log
The last 12 months issue log
shows a sharp decrease in the
volume of tickets opened in a
given month, from approximately
400 opened tickets in April 2006
to' approximately 200 in March
2007.
5G
4G
_ Tick... Op.ne
_ Tick... Clo..d
i ~O""nTlck...
300
z..
1..
Ap Mi Ju.. Ju~ Au.. .. Oc. Nov. Doc J.. F.. ........H..H...H~~~
The number of outstanding tickets
has also steadily decreased over
the past 12 months, from
approximately 300 in April 2006
to 200 in March 2007.
The Road Ahead
He-Engineering and PS 8.9
Upgrade
In 2007, we will be upgrading
from PeopleSoft (PS) version 8.4
to version 8.9. This upgrade is
2
compulsory because PS will no
longer support version 8.4.
Finance, IT, and end-users will
partner to re-engineer certain key
business processes that are either
broken or failing to work
effectively. The key business
areas identified as part of the IT
Master Plan are:
1) Aset Accounting,
2) Regulatory Reporting,
3) Project Management,
4) M&S Billing-Allocations,
5) Contract Services,
6) Expense Accounting &
7) Procurement.
The re-engineering project is
scheduled to start April 16th and
will conclude in early August. This
project will have 3 phases, 1)
documenting AS_IS for impaired
or ineffective business processes
within the areas defined in 1-7
above and determining a final
scope for re-engineering, 2)
designing and documenting the
To-Be processes and 3) final demo
and design document. As part of
the re-engineering, we will be
interviewing representatives from
various BUs as identified by the
BU general managers.
The upgrade, which will include
the revised or newly designed
processes, resulting from the
re-engi neeri ng wi Ii have a Go-
Live date of January 1, 2008.
Help Desk & Support - Log
It!L
Please continue to log your change
requests via the Help Desk. They
are being reviewed and prioritized
on an on-going basis but we can
only deal with what definitively
exists in the log!
Our aim is not only to assign the
correct support to your issues but
to also better understand the areas
that are giving most concern and
thereby target training and
customization going forward. This
is just one more step to system
improvement and stabilization.
Conclusion
The Finance Steering Committee
hopes that you will continue to
provide feedback and help us
improve the system, by contacting
the Help Desk or one of the
Steering Committee members.
Finance Steering Committee:
- Ed Imparato
[phone]
- Michel Trousseau
[phone]
- Joel Tache
[phone]
- Ana Trujillo
[phone]
- Donna Cole
[phone]
- John O'Brien
[phone]
- Mike Buchanan
[phone]
- Xavier Castro
[phone]..
- Guy Mounier
[phone]
.1l: United Water· -s'-ez
WYATT'S WRITINGS
BUSINESS PLAN FOR 2007
TAKES SHAPE
By G reg Wyatt
You've probably noticed the
banner and posters now hanging
in the multi-purpose room and
elsewhere in our Victory Road
office. They highlight United
Water's four key objectives --
Customer Service and Value,
Employee Development and Mo-
tivation, Business Efficiency and
Managed Growth. Those four
cornerstones of our business are
also the foundation of the United
Water Idaho 2007 Business
Plan.
The Business Plan is the road-
map we follow to achieve local
and corporate goals covering
everything from customer service
to?afety,. financial targets to
employee advancement.
Under our 2007 eusiness Plan,
United WaterldahowiJI
implement the first year of its
revised Conservation Plan, once
the plan is approved by the PUC.
This will bea mùlti;.faceted task,
covering education,
communication and partnership
with busi nesses and
organiiations in our community.
The Business Plan also targets
compliance and monitoring with
the goal of zero violations in the
year.
i n the area of EmploYee
Development and Motivation, the
Business Plan states a "zero lost-
time" goal in 2007 and to meet
corporate-wide safety goals.
It must be spring...
Rob Martinez flushes a hydrant in the Homestead Rim subdivision
in SE Boise during the annual spring flushing program. Flushing
began on April 15 and will run through May 18. This year, United
Water Idaho launched a new public information campaign about the
flushing program, which includes a recorded hotline with daily
updates and newspaper ads featuring maps to indicate where creW?will be flushing. A full-color version of the map is also on the
company's website.
I'm also establishing a "Meetings
with Management" program to
more completely provide yoo
with information about the com-
pany and, just as importantly,
hear from you about issues. and
ideas.
GET ACTIVEI .. .. .. ....... .. .
United Waterldaho isparticipat-
ing in three exciting community.
events during the month of May.
Tending Our Foothils:
MayS 9:00 a.m.
Team Leaders:. Stephanie
Raddati aOdJon.Reichard
Our Business Effici.ency plan
includes, of courser hitting
corporate financial targetsand
nieeting our 2007 capital
expenditure budget and time-
lines.
Race for the Cure:
May 12 9:00 a.m.
Team Leader: Gary Richter
(See Wyatt's Writings on Page 2) Heart Walk:May 19 9:00 a.m.
Team Leader: Jerry Healy
WWW.UNITEDWATER.COM
lJrHted Water Idahó- Marcn/AprU 2007
WYAn'S WRITINGS LOOKING TO THE FUTURE
(froRlpage .1)
We'll also pilot the use of GPS in
the field for as-built's and
locates, and in vehicles to
increase accuracy in mapping
and improved customer service.
, ;-,. ,'. :'.'
And in the new key objective of
Managed Growt. he Business
Plan sets goats continuingto
add new customers as well as
developing a growth strategy to
handle anticipated new homes
and businesses in and around
our service area.,.,.',
:.',
As you can see, we;ve set up an
ambitious plan for 2Ö07. But
I'm confident that as a team we
can build upon the successes of
last year and meet all our bench-
marks. 2007 can be another
profitable year for the employees
and the company, while
providing our customers with
first-rate service and quality.
United Water Idaho participated
in the 15th Annual Boise School
Career Fair at BSU's Taco Bell
Arena on Tuesday, April 10.
More than 5,000 high school
juniors and their parents
attended the sessions, which
featured displays by area
employers, career seminarsCind
college information. Employers
were grouped in "Career
clusters," and United Water was
in the Natural Resources and
Agriculture area.
United Water's booth included a
valve truck from T&D, brochures
about our summer high school
internship program and job
requirements for various careers
with the company.
Thanks to Dennis Fickes, John
Stone and Brian Tucker from
T&D, Kelly Garden and Robert
Jensen from
Engineering,
Joyce Sanford
from Accou nt-
ing, Stephanie
Raddatz and
Mark Snider for
helping set up
and staff the
booth.
CAREER ADVICE
Brian Tucker from United Water T&D Department
talks with an 11th graderat the Boise School
District's annual Career Fair at Taco Bell Arena.
The fair gave
students êl look
at the opportu-
nities at United
Water, and
helped
strengthen the
company's ties
with the
district.
IMPORTANTBENE~I'1$
NEWS
You recently received United
Water's Integrated Disability
Benefits booklet in the mail at
your home. Please read the
booklet as it contains important
information should YOtJ beab-
sent from work for a med ical
reason.
Short Term Disability (STD),
tong Term Oisabi Iity (L TOl,
ahd FamHy/.Medical Leave
(FMU are administered by Met
.Lìfe..Call 1-800-858-6506,
Monday-Friday, 6 a.m.-6p.m.,
Mountain Time, to initiate a
claim.
For Short Term Disability,
employees are required to have
approyed SID for absences
longer than five consecufive
work days.
You need to contact Met Life at
least two weeks in advance to
file a claim if yew anticipate
missing more than five days of
work dueto elective medical
proced Ures.
Family and medical leave now
is administered differently than
in the past, and you must
contact MetLife in addition to
your supervisor.
The bottom line: If you don't
act, you won't get paid.
If you have questions, contact
Jane Wood.
.1c: United Water..'-ez..
special editi
TH!N 'i (~~¡, r t::3:t:~twa,terma
Vol. 12 Issue 3 " United Water Employee Newsletter
"United Water is a better company to work
for, to do business with, and to receive
water services from than it was Jl.stthree
years ago. Now, United Water is again ready
to grow, reaching out to new geographies
and new customers."
Tony
Rewarding
Now more than ever, United Water is a rewarding place
to work, thanks to heft investments the company has
made in employee training, career development, and its
incentive programs.
"Employees want to work in challenging roles in which
they can grow and develop," said Charlie Wall, Senior Vice
President of Human Resources. Last year, United Water
spent nearly $2 million on training, including 46,000
hours and more than $750,000 directly on front-line and
project managers and other corporate employees. To date,
more than 300 employees have graduated from United
Water's management programs.
"Employees want to work
in challenging roles in whi
they can grow and develop."
- Chari ie Wall, Sen ior Vice President
of Human Resources
Other training initiatives include an on-line program,
Cross Knowledge, through which 12 employees last year
logged more than 160 hours of learning; and Suez
University, which trained 41 employees at facilities in
the US and France. United Water also paid $174,000 in
tuition assistance in 2006 for employees to continue their
education at colleges and universities.
This year, United Water is enhancing the recently
launched Carrot Culture™ performance recognition
program. Employees granted awards under the Carrot
Culture™ are able to select gifts that suit their particular
tastes or interests from an on-line recognition center.
Already, 113 employees have been recognized, and
80 managers have been trained in the program. Following
a first-quarter rollout at corporate, the Carrot Culture™
program will be rolled out in the Regulated Segment and
Contract Services units during the second quarter.
"Uniteel Water's newly minted Manageel Growth strategy
wiJlwork - butonly with continueelimprovements in
effciencies in both the.Regulated anel Contrpct Service~
segments," stressed Michel Trousseau, Executíve vièé
Presielent, Eng.ineeri ng, Investment anel Risk, anel other
executives at the 2007 Managers Conference.
"Because of the important investments in capital plans
anel the preciousness of the water supply, it is important
to improve the operational efficiencies of our assets,"
saiel Trousseau. "That efficiency complements our other
goals of improveel customer service, attaining sustainable
e1evelopment, and managed growth."
As part of that.e'fciency, Uniteel Water will ret90l its capital
expenditures (GÄPEX) plan, boosting 2007 investments by
20 percent frOm las year, to nearly $150 million..The company
witlcontinuè wörkön a comprehensive environmental
mañagement systemtb ensure compliance with environmental
anel contractual commitments, manage non-revenue water
anel optimize chemicals consumption. An integrateel
information system will tie together customer, operations,
anel aelministrative elata, saiel Trousseau.
"Thes effort come on the heels
In the past yea, Unitec Water has
costs and improve environmental
J C Golelman, COO of Contract Se .
example, gas consumption was reeluced by 28 in the
seconel half of 2006 by beer managing the plant's incineratr
e10wn time anel by improving the solid feed rate dewatering
proces. I n san
was able to reeluce powr, saving
increasing water production by 4.9
...~
hnology Produces Clear Results:
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WYATT'S WRITINGS
NEW OBJECTIVE FOR 2007
By Greg Wyatt
investments in infrastructure and
seek recovery in rates, which
translates into a more regular
schedule of rate cases before the
As we look at 2007, United Water PUC. We will continue to grow
wi Ii conti nue its focus on the our contiguous water system as
three key objectives of Customer planned developments and other
Service and Value,E.mp~oyee development
Occurs around ourDev~lopment. ~nd Motivation, and existing system. We may also
Business Efficiency. The New look for opportunities to acquire
Year brings with it a fourth key existing water systems as well asobjective, embraced by the operational contracts in the area.
Executive Management Team:
Managed Growth.
The company's three other key
obJectives remain at the core of
The plan is to grow both the what we do. And I thank each
regulatedandcontraet services and every one of you for workingside of the company in a hard to meet our customers'
measured and sustainable way. needs while at the same timeIn the regulated segment, the looking for ways to be innovative
goal is to grow organically and reduce costs.. Good work
(through investments and regular will continue to
be recognized,rate filings) and by iituck,.in" and we will continüe to provide a
acquisitions.. buying water safe work environment where
systems in close proximity t? each of you can develop to be as
where we already have operations. successful as possible in your
The recent purchase of Aquarion career.
Water CompanYilfNew York is an
example of that kind of
acq uisition.
On the contract (non,.regulated)
side of the business, growth
means renewi ng existing contracts
with more favorable terms as well
as seeking new contracts. Three
of United Water's largest
contracts, in MilwaUkee,
Indianapolis and Gary, Indiana,
are preparing to bid forcontract
renewals early in 2008.
What does it mean for United
Water Idaho? It means that we'll
continue to make capital
e're looking for an
mployee to lead United
ater Idaho's American
eart Association Heart
alk team for this year's
vent. The Great
merican Heart Walk is
cheduled for Saturday,
ay 19. If you're
interested in heading our
ompany's efforts, please
ontact Stephan ie.
WWW.UNITEDWATER.COM
Linda. McCuskeytotmd this a
from 1938 in the archives. Ho
times have changed! Back in
1937, Boise. Water Corporation
boasted a payroIJ.of$4S,290 fo
its 79 employees. For.. 2006,
United Water fdahoiemployed 91
people with a payroll 0
$4,840,502. One thing ina
hasn't changed is the company'
impact on the local economy.
United Water Idaho paid $1.
million in property taxes and
$758,000 in city franchise fee
in Fiscal Year 2005.
Going to Retire Someday?
We are all concerned with the
quality of our retirement years.
Some of us are approaching re-
tirementand some of us have
many years to go. I n either case,
it makes good sense to plan now
for the future.
One ofthe best ways to invest in
your future is to contribute to the
Company1s 40l(k) plan.
(see Retire on next page)
United Water Idaho. January/February 2007
Safety Tra.ining Pays Of RETIRE
(from plge 1)Jâêk Methnel'recently had an
experience that provides the per-
fect example of why hours are
spent in safety tralning at United
Water Idaho. On the afternoon
of Februa.ry 5th., Jack was in his
company truck when he
witnessed an incident thatspurred him.intl:
action.
He wasaI Emerald
and Ben,. jamin
waitirigJ()f ... . ... the light
tÇ) turn/green and make a left
tum soúth on /Benjamin. A
motol'cycle.was turningleft going
east on Errerald, and . just after
the motorcycle.P;issed.Jack's
truck, the rider 'Ç)sIcontrol and
rolled his bike. HeWoundup
roUingseveral timesnefore stop-
ping at the. curb. As Jack de-
scribedit, "ljumped out of my
w()rktruck and it seems that your
first aid instincts kick in!"
Jack immediately treated the
rider for shock and called 911,
and stayed with him unti.1 emer-
gency crews arrived. The rider
was wearing a full helmetand
proper safety gear, and didn't
appear seriously hurt. Jack
summed up the experience this
way: "You just never know when
you need to react. It kinda
catches you off guard, but I'm
glad i have had some recent
training for this type of incident
response."
Congratulations, Jack for putting
your training to work to help our
community.
Why? Because the Company
provides you with an immediate
50% return on the first 6% of
your pay contributed to the plan.
It's called the Company
matching contribution. And, you
get to choose how allthe funds
are invested.
If you are already taking
advantage of the 401(k) plan,
good for you. If you are not
participating, please consider
what you are missing: your own
contri butionis tax deferred. you
get the Company match and you
are investing i.n a bright .future:
your own.
Alive and Ringin'
The new Avaya phone system has
been installed, and despite a few
minor glitches, all is running
wêU, says Rob Barrett. . The
system is completely new, from
the servers to handsets, from
software to the number of out-
going lines, we've had a
complete communications
overhauL.
By now, everyone should be
familiar with how to do basic
tasks like making and receiving
phone calls and voice maiL.
(With authorization and proper
setup), and the ability to get your
calls from ariother phoneln
another office.
In the call center, Robis still
fine tuning the reports and other
data generated by Customer
Service Hunt Group. When the
bugs are worked out, Patty and
Lindawilbe able to get more
accurate and real-time statistics
about pickup duration, call
length and dropped calls. This
will all help provide additional
customer service and value, one
of United Water's core
principles.
The system itself meets another
core principle, business
efficiency. By owning, not
leasing the equipment, United
Water Idaho is saving moneyarid
has greater flexibility to taHol'the
system to our needS. The Avaya
system will ultimately be
installed at all United Water
business units.
If you have questions or
suggestions about the new
phones, contact Rob or Kelly.
Serving the State
Congratulations to Dan Brown,
who was recently appointed to
the Department of Environmental
Quality's Dispute Resolution
Panel by Director Toni Hardesty.
The panel's missionis to medi-
ate between water system design
engineers and DEQ over specifi-
cations, designs or othe.r possible
conflicts over state standards.Some of the features of the new
system include different
anriouncements for different o. U · d W
types ~f calls (internal, external), o~.nite.. .ater
recording of phone calls · · . ..",ez.
THEwatermark
Vol. 12 Issue 2 ~ United Water Employee Newsletter
in this issue
Texas Taps United Water Expertise
in San Anton io 1
Care to Share Winners 3
Rate Strategy Yields Success 4
Top: Joe Thaxton and Roy Dugosh in front of BexarMet facility along
with TCEQ inspectors.
Left: Roy Dugosh, BexarMet operations & maintenance technician,
explaining the backup diesel power generator to the TCEQ inspetors.
"This is a laudable
accomplishment and
United Water deserves
the credit."
- Michael Albach
BexarMet deputy general manager
..,,
Fantastic Five:
This year's winne are:
· Steve Cirino, a 3O-year veteran of United Water
New Jersy who has volunteered with the Rivet Edge
Volunteer Ambulance Service for the past 12 ye
and now sees as a first lieutenant.
iEnioft "Skip" Adåms, whõhâSWôrkêdfôrllnitêWàêf
Jersy City for 15 years and has served as a Babe Ruth
League baseball coach for more than three decdes.
Off the field, Adams has served as assistnt stte
commissioner for the league.
· Leslie Maier, assistant to the vice president/general
manager of United Water New York, for the pa six years
has ben teaching speial nees children how tOJide
and care for hor. The volunteer work is done at Camp
Venture in Nanuet, NY.
· Anthony Wallace, a 23-year veteran of United Water
Indianapolis, who has volunteered for the past 16 years
with Security Dads Inc., which provides voluntary
security and leadership to area schools.
· Amber Stephenson, who has been with United Water
Indianapolis for a year and a half and has volunteered
for the past two years with the Northview Christian
Life's Brookside inner-city outreach program. The
program offers much needed support to families in
the area, including free tutoring.
Congratulations to all the winners!
:edWater-s'-ezPRESORTED
First Class
U.S. Postage Paid
Eat Hanover, NJ
PenntNo.5
11,,1 "' JI.I. II JJ II .1.1, 11.1.111 1.11. II 1,1,1.11 1,11,,1.1.1111
Gregory P Wyat t
11828 West Armga Ct Boise 10 83709-2275
THEwatermark
Vol. 12 Issue 1 " Un.ted Water Employee Newsletter
Named the 2005 Project of the Year by the WaterReuse
Association, the facility produces more than 8 billion gallons of
recycled water annually. The expanded facility will be able to
produce an additional 15 million gallons of recycled water a day,
providing an alternative drought-proof local water source to meet
present and future demands.
West Basin, which operates in a public-private partnership with
United Water, is the only treatment facility in the country with the
ability to provide six different qualities of "designer" or custom-made
recycled water. The "custom-blends" have undergone various
advanced treatment processes to meet the specific needs of
municipal, commercial and industrial applications.
Recycled water is used successfully for landscape irrigation, cooling
towers, refineries and innovative applications such as street sweeping
and toilet flushing. By using recycled water for non-potable uses,
continued on p.4
Remembrance,
..
Five years after the devastàting attacks on the World
Trade Center, United Water New Jersey's Shonya
Jordan and Michele Sbrocco are helping build a
foundation of national healing-literally.
Jordon, a customer service representative, and
Sbrocco, manager of billing and collections, led
United Water employees in a fundraising drive to
build a 9-11 Memorial Plaza in lower Manhattan's
Ground Zero. For every $500 raised, the World Trade
Center Memorial Foundation will etch a donor's name
in a cobblestone that becomes part of the plaza. Jordon
and Sbrocco, with matching funds from United Water
headquarters, raised $3,500 in one week.
"i was very taken by the generosity of everyone, and i stil
can't believe what we did in one week," says Sbrocco.
"Each persn gave from their heart which is the most
important way of giving because it is priceles."
Jordan and Sbrocco setup a remembrance wall in the
Moore Street break room to display the American flag,
a letter of support from United Water CEO Tony Harding,
pictures of 9-11 and related poems, books and stories.
"We wanted to acknowledge the day but in a positive
way," says Sbrocco. "We wanted everyone to take
time to reflect and share their stories on the heroic
acts of kindness, the courage people had, the support
groups from schools, churches and just the community."
The creativity went way beyond the walL. To raise
money for the cobblestones, employees raffled off
homemade and donated items, including tickets to
see the New Jersey Nets and Devils. Among the
most popular items: the right to "dress down" in
casual clothes all week (price: $10), and a pot-luck
luncheon (price: $6).
_6 i~'
Pu b I ie-Private Partnersh i p
...
Laurel, MS, which has twice been
honored as one of the MagnoliaState'sIImost livable communities," hasincrèased
its odds of retaining that title, thanks to a
five-year water and wastewater contract
signed with Un ¡ted Water.
This marks the company's first public-private partnership
in Mississippi.
Under the terms of the contract, which took effect
October 1, United Water operates, manages and maintains
the city's two wastewater treatment facilties and three water
treatment plants through a full-service contract that includes
wastewater collection and treatment, water treatment and
distribution, meter reading and collection services.
"We are honored that the City of Laurel has chosen us
to operate its water and wastewater systems," said J C
Goldman, chief operating officer for United Water's contract
services segment. "Our team looks forward to being a true
partner with the community. We are fully committed to
making the city an even better place tö work and live."
Located 110 miles from Mississippi's Gulf Coast, Laurel
utilizes a network of 16 wells to extract groundwater.
United Water operates and manages the water purification
proces at three treatment plants andl uses several. ground
or elevated tanks throughout the city tö help distribute
about 11.5 million gallons of water each day to the
city's 18,400 residents. United Water also operates
and maintains the Laurel's Massey and Smyly wastewater
treatment plants, which utiize oxidation ditch and ultraviolet
disinfection treatment process. In total, they process aii.
estimated 6.8 milliongaHons a day of wastewater.
,.'."".C"" ';"".i__ ,.-,,''-'. ""Y"""'" ",,"'-:';':"'/'~'~';''-;''A:'"
nitedWater-s,-ez
PRESORTED
First Class
U.S. Postage Paid
Eat Hanover, NJ
Permt No. 5
11111~i1111111~i1111111~i11111111111111111~i11111111111111
Gregory P Wyat t
11828 West Armga Ct
Boise 10 83709-2275
Wyatt's Writings
Season's Greetings!
by Greg Wyatt
As this year draws to a close I'd
Iike to wish all of you and your
families a very Merry Christmas
and a Happy New year. Again this
year you have proven yourselves up
to the very critical task of
providing safe and reliable
drinking water to our customers.
For this I wish to both thank and
congratulate you. Through your
efforts we are achieving our goals
regarding pusiness efficiency,
developing people, and improving
qllality of service.
AS.Wfl endth is year, we must also
look ahead tothe future. Our
above stated goals remain. the
Sal"é. The new year brings new
cl\etIJenges that will. require
cøntinued dedication teamwork
anc( cooperation.
lkl1oV\ We wi II be successful
becausel have learned that you
a~eia professional, dedicated, and
motivated team. i continue to be
impressed by your hard work,
cQmmitmentandloyalty. Let me
encourage you to continuously
pursue excellence in your work and
the service you provide to the
Péopleaf our community:
i look forward to your continued
support as we enter 2007 with
enthusiasm.
..lu
Hoi iday Party a Success
More than 140 United Water Idaho
employees, retirees and family
members attended the company's
annual holiday partyat Lake
Harbor on Friday night, December
8th.
General Manager Greg Wyatt
highlighted the accomplishments
of 2006, and recognized the
efforts of 37 emplayeeswho have
volunteered their time in the
community this year. And, despite
the close quarters, everyone had a
great time, enjoying the food,
dancing and the gaming tables run
by the Lions Club. Proceeds from
the games went to the Lion's
Vision Fund, which pays for
eyeglasses for school children who
can't afford them.
A big thanks to all those who
worked so hard to make the party a
success
WWW.UNITEDWATER.COM
Wired for Safety
by Rob Barrett
That ringing in your ears isn't
tinnitus from last month's Stones
concert, it's United Water Idaho's
new fire alarm system. Over 40
smoke, heat, and duct detectors
have been installed throughout in
Victory offce building.
Additionally, there are 10 fire
"pull stations" which are located
at every exit point. All of these
devices are mon itored 24 hours a
day by ADT Security Services. If
any of the devices detecfsmoke or
excessive heat an alarm sign is
· sent to the monitoring center,
which in turn calls the local fire
dispatch. Help will be on the way
and here in a minute or two.
Last month, UWID had .its first
successful fire alarm drill utilizing
the system and everone
performed flawlessly. We. will
continue to have fire drills on an
annual or biannual basis from now
on. In the mean time, if the alarm
horns and strobes go off please
take the situation seriously. First,
stay clam and evacuate the
building at the closest exit
immediately. Next proceed to the
nearest rallying point, T&D's
storage building in the back or the
flag pole in the front. A supervisor
wHllet you know when it's safe to
return to building.
Fortunately, UWID's Victory
Operations Center has never had a
serious fire, although we have had
HVAC units "burn up" and send
smoke into the building.
(continued on next page)
UNITED WATER IDAHO · NOVEMBER/DECEMBER 2006
(fror Page 1)
Now we can feel more secure in
knowing that state of the art
equipment will be monitoring the
building and providing a way to
alert everyone of possible danger
and to leave the premises.
The Rake Up Boise crew from UW Idaho
realizes there's another university in the
state
Raking up for. our neighbors
liJ stephanie Raddatz
Saturday, November 18 was a
beautiful day to Rake up Boise.
There was no snow, rain or bitter
cold to slow our volunteers down.
The team did a Wonderful job
cleaning up the yards of three
senior citizens.
This year United Water was
assigned two houses off of Maple
Grove and Fairview. Our employees
proved they have big hearts, the
team even raked up the leaves of a
house not assigned to United
Water. The mighty UnitedWåter
team was able to rake up the yards
of three houses Within the matter
of an hour! At the end of the
adventure everyone could not
resist having their picture taken by
a University of Idaho flag flying
high at the last house. Everyone
thought Patty Foss would
appreciate the picture.
2
Many thanks to everyone who
spent their Saturday morning
giving back to our community:
Jane Wood
Rob Barrett and son Max
Joyce Sanford
Dennis Fickes and wife Bonita
John StólÌeand wife Chris
Annie osler:
Greg Wyatt
Jerry Healy
PauLJozwik and daughter
Samantha
Trisha Smith and daugtiter Chantel
Welcome to the family!
MiCl1ael and Renee. WUson
wélcomed a new addition to the
United Water family on November
14th. little Anna Elizabeth Wilson
weighed in at 8 Ibs., four ounces
and 21-114 inches long. Anna is
the fourth baby. born to United
Water Idaho employees in 2006,
and all are girls! Must be
something in the water!
Recycling for "Ronald"
Since December 1st the aluminum
cans we have all been recycling
have been benefiting the Idaho
Ronald McDonald House (RMH).
Boise Recycling pays a premium
rate for aluminum when it is
designated to be donated directly
to the account for RMH. RMH will
be picking up the cans on a
monthly basis and thanks each of
you for your recycl i ng efforts.
RMH helps families throughout
Idaho by providing a Ihome away
from homel for families of children
who are receiving treatment at any
of Boise's medical facilities. Now
when you toss your can into the
recycle bin you're not only helping
to protect the environment but
your helping in our community at
the same tinie.
Honoring Those Who Serve
We all recognize, duringtitnes
of confJict,thecommitrnent
and sacri.fice of our soldiers,
airmen and sailors as they face
the risks and challenges of
keeping our nation secure. At
the same time we often
overlook the commitment and
sacrifice of the familes left
behind. Every day their family
members are in harm's wayiis
a heart wrench i ng day of fear
and worry.
This holiday season we want to
recognize United Water Idaho
employees who have family
members. servi ng i IÌ the
miliary.and especially those
deployed to Iraq or
Afghanistan.
Let's keep these .famiJies in our
thoughts and prayers this
holiday season. Our military
families are:
Dan Brown
Camille Cegnar
Rob Barrett
Jack Methner
Lynn Rice
Tricia Smith
Dave Wilde
HAPPY
HOLIDAYS!~
o~: United Water· ..~ez
THEwatermark
Vol. 1 i Issue 6 · United Water Employee Newsletter
in this issue
Hummelstown Treatment Plant 1
Successful Rates in Boise! 2
Day of Caring, New York Style 3
t '..
Hummelstown Plant (continued from p. ii
From left to right: UWPA Operations Engineer Art Saunders; Harrisburg Chamber President
David Black; West Shore Chamber Marketing Director Rachel Edwards; PUC Commissioner
Terry Fitzpatrick; State Representative John Payne; Black & Veatch VP Steve Canney;
PUC Chairman Wendell Holland; UWPA VP/General Manager John Hollenbach; UW CEO
Tony Harding; UW COO Bob laculla; Hummelstown Council Member Dave Roeting.
The new Hummelstown Water Treatment Plant has a rated output capacity
of 4 million gallons of water per day (MGD), far outpacing the 2.8 MGD
capacity of the old plant. Modifications to the water intake enable the new
plant to process a greater volume of water than before, in less time.
"I'm pleased to report that the lO-month project was completed on-time and
on-budget," said Hollenbach. "The increased capacity will meet the future
needs of a growing Capital Region for decades to come."
"The increased capacity wi II meet the
future needs of a growing Capital
Region for decades to come."
About 40,000 people in the Harrisburg area will benefit directly from
the new treatment process. While nearly 90 percent of customers served
are residential, over 65 percent of consumption is by commercial and
industrial customers. Water treated at the plant is supplied to United Water
Pennsylvania customers in several communities surrounding Harrisburg.
United Water officials dedicated the new plant to George E. Hawthorne, a
32-year employee of the old filtration plant who died in 2004.
;t :1
Successful Rateslroise!..
United Water Idaho's 81,000 Boise-area customers began paying
about $3.00 more per month following a settlement with state
officials over a proposed water rate increase. It marks the first time
United Water and the Idaho Public Utilities Commissioh resolve'ëfa
major rate case through a settlement.
The settlement eliminated the risk of an even higher revenue require-
ment and larger rate increase had the case evolved through a formal
hearing proces, the Idaho Commission noted in its settlement.
"Some rate increases are necessary... to ensure the company is
financially sound and able to continue to provide clean, safe water
to customers," said the Commission in its settlement statement.
"Where United Water makes necessary, prudent investments to
enable it to meet customer needs, existing regulatory law and
principles require that we allow the company an opportunity to
earn a fair rate of return on those investments."
"We were seeking recovery on investments the company made in the
system to improve service to our customers," said Gregwyatì,Vice
President and General Manager of United Water Idaha.Examples of
the company's investments include more than$4rrH1ÎÓninwèllllea
treatment at two locations in its system, approximately $1.5mHHon
in water storage facilities to provide fire protection and sustainable
presure to customers, most notably in the South County area.
The company had also replaced about $4.8 million worth of aging
infrastructure, including about seven miles of water maJns,700
water services and 12,000 meters.
After settlement negotiations, United Water and PUC staff settled on
a 10.98 percent increase in rates and a $3.6 million annual revenue
increase that took effect as of August 1. Annually, the increase for an
average residential bill increased from $327.19 to $363.12.
L '..
Left: Children fim The Salvation Army Spring Valley's
after sehool program enjoy a game of Twister during
some free time.
Day of Cari ng (eontinued from p. 3)
SL~~-6oLe8 or aS108
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THEwatermark
Vol. i i Issue 5 .. United Water Employee Newslettér
in this issue
Suez and Gaz de France Merger 1Carrot Culture 2
Rebuilding the Gulf Coast 3
Merger (eontinued from p. 1)
"While United Water will be part of
this larger, global orgnization, we are
regulated by local, state and federal
'ragencies in the United States,"
Harding continues. "Quite simply,
water service is a local service. We
must meet the expectations of our
customers and clients and wé must
begO(d corporate citizens in the
êomrnlll1ities we serve. Excellent
p!et'~tl'ànceis the foundation for
ftiLpte gi'wth."
"... We must meet
the expectations
of our customers
and cl ients..."
French State to reduce its 70
percent stake in Gaz de France to
34 percent. The bill was
to French Senators on October
and the decision was pending as
The Watermark went to press.Harlng noted that Suez and Gaz
France have submitted proposals
to the European Commission. Suez and Gaz de France are
Their decision is expected by schedule to submit the
. mid-November" 1n addition,. the .,'.'. merger to
French National Assembly ratified their Annual General
the energy bill which allows the the end of December.
Rebuilding
The saints came marching in - and they
were wearing United Water t-shirts.
Volunteers from United Water and their families made the long
trek to the Gulf Coast this summer to rebuild homes and lives
that remained shattered a year after Hurricane Katrina came
to calL. "The devastation in Mississippi was terrible," recalls
Ed Imparato, senior vice president of finance for United Water,
who traveled with his daughter, Cara, and 23 other members of
their church's youth group for a week of service. "Almost a year
later, many areas are still completely littered with debris. In
some areas it looks like the storm came through about a week
ago. Many people both in Mississippi and New Jersey were so
grateful for the support from United Water. Our objectives were
to serve and help people, and we accomplished both."
United Water New Jersey donated $5,000, as well as United
Water hats and t-shirts for the team, and United Water San
Anton io donated 1,000 bottles of water. "Many of us at
the job sites were particularly grateful for the water given
the fact that we were working in temperatures above 100
degrees," says Imparato.
Grateful, too, were residents of the region. At one Sunday
church service in Gulfport, MS, the pastor formally thanked
the company for all it had done. Locally, Pastor Joseph Talone
at Fardale Trinity Church in Mahwah, NJ, displayed a United
Water banner in front of the congregation and thanked the
company for its support. "United Water has made a lasting,
positive impression on many people," says Imparato. "I'm
proud of the company's efforts."
continued on p.4
Rebuilding (eontinued from p. 3)
Meanwhile, Mark Manbeck, son of United Water Pennsylvania
blic affairs manage Bob Manbeck, and 32 other volunteers
his church congregation took a 20-houl' bus r¡dato
a hand in Slidell, LA, and New Orleans' Ninth Ward.
ell, where most homes were destroyed, three team
5 spackled a new house. The remaining 29 volunteers
in the Upper Ninth Ward (the Lower Ninth Ward was
leveled) for about 10 days, traveling 90 minutes
day from Covingof'LA. "Our first house had
d .since the storm hit," says Mark Manbeck.
mold up to about five feet off the
, we furniture and appliances out,
all the rest of the furnishings. That was the On
cood day, we finished:cleaning out the f" "..__ .: ','.:.','.-'...:' _ __.....--...:._._. .-.....'d..::_.:-__:..-.-.TS..-;.i-......-.-:.-..:...._;:d.-....:.,.:.....-.::'."--
started tearing all the drywall out up to the c
, ",
When it was time for them to go, Katrina's victims offerød
their tearful thanks. "This show of unmistakablëGfatil~cfe
,served to energize these maturing youths forar~~~~mtriPt()
again reach out to those seeking to rebuild theirdtWe,".says
Bob Manbeck.
And Katrina cleamup and reconstruction continues. Care to
lend a hand? In addition. your community organizations,
further information can be found through the Ai;ican- Red- - -'. --~- - - - .' '. - ..'.-....'.'.................:...'........
Cross (http://w.reros.or and USA Freedom Corps
(htt//wusafreedocorps.govl).
9L~~-60Le8 OI aSJoB
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Watermark News
UNITED WATER IDAHO · SEPTEMBER/OCTOBER 2006
Wyatt's Writings
Fan Update
by Greg Wyatt
On October th i,rd, I had an
opportunity to address the Boise
City Council and give an update on
United Water, our operation and
plans for the future. As YQU might
expect, most of the questions from
the mayor and councHfocused on
grQ\lh and.United Waterds ability
rve . prpposed newhol1~ing
pmeriIs in and arqund Boise.
. ession was a good . .
opportunitY to highlight the
ation of our employees, our
unity involvement and the
ments we make in
¿,', '0',:: :",.'.: .:," .." .. ..,.... ,'-':'.." .';_ - '.,' .. :".' ,_,,"
m~ It's important t t we
have regular contact with our lotal
. elected officials, to not only keep
them apprised of current
operations, but to also keep the
lines of communications open in
1. event of emergencies. This
our first presentation in a
couple of years, but we will now
get on the council's agenda
annually.
Assummer turns to fåll, it's a good
time to look back on how we fared
QtJ~jngthe peak irrigation season.
we reached a new maximum
proquction day in July of ovér 94
millon gallons, and we madeit
through the peak season without
any. major facility breakdowns.
The~e has been a sl ight slowdOwn
irtQeveloper project requests as we
head into the fall, but we are still
on. track for a record-breaking
growth year with more than 3,000
new customers. I'd like to extend
my thanks and gratitude to all of
you for your efforts through this
robust summer';
Welcoming New Customers
New United Water Idaho
customers are getting
something in addition' to
top-notch water and
outstanding customer service:
A brand new welcome packet,
developed by Linda McCuskey.
I nsjde the envelope, customers
.'. willfindimportantin~ormati2~
as they becomei customerspf
United Water.
The packetsiiticludé.a. Welcome
letter from Cotrmercial
Mån~er .. PåttY.. pass,.. .a
broc~pre ".ontheimportance. 0#
mai.nta~ni~g the proper
backflRV;preventign . devices,a
fo.rm to' establish direct debit
på~tl~llt,orrbills, .Honservatio:n
information, and atopy of. the
rules and" regulations covering
service as established by the
Public. Utilities Comrnission.
The new customer' packets are
part of United Water Idaho's
continuing commitment to
customer service and value,
employee development and
motivation, and business
efficiency.
Reflecting the growth of our
system, since July 21 more
than i, 500 packets have been
mailed to new residential
customers.
WWW.UNITEDWATER.COM
/~( United W~ter..~ez.
Lending a hand for BStJ
Marty. Barkert.. ROO; Cal'eron......Grel¡'lyatt
and. Bill Carr. nave. "nailed" theireSU
Bronco spirit, thanks to Patt Fosi¡'trusty
polish at the company picnic before the
BSU~Hawaii game
The summer season cameto.a
close with the 2006 United. Water
Summer Picnic. It was aperfeet
day for a picnici .in J u Iià l)aMišPàrk
with great weather, sun and a BSU
football game.
Picnic goers were treated to a
wonderful menu, featuring
potatoes tossed in olive oil, green
beans with mushroom and steaks
grilled to perfection by Greg Wyatt.
A few picnickers started their own
game of football while others took
advantage of the offered activities.
Some families visited the zoo,
some tested their legs on the
paddleb?~t, some~~pan~e~their
knowledge at the l)iscoveryCenter,
and a few went for a ride on the
Boise Tour Train.
After the picnic, a group of United
Water employees strolled over to
Bronco stadium where they
(continued on next page)
UNITED WATER IDAHO. MAY/JUNE 20Q6
Piçrliç (frpm front page)
invaded the south end zone and
cheered BSU on to a victory over
Hawaii.
A huge thank you goes out to all
the employees who worked on the
summer picnic. Thanks also to
those employees, family members
and former employees who
attended.
NlNIS -- UWI lèådingthe way
United Water Idaho is in the
mtddle of a pilot project that will
serve as a model for the rest of the
United Water business units.
Called MMS, or Maintenance
Management System, the new
compl:terii:ed program wi Ii
improve. efficiency by generating
work orders for equipment
maintenance as well as helpi ng
with inventory tracking.and
control.
United Water New York has begun
the first MMS system in the
cOl1pany, and Idaho is the second
blisiness unit to launch the
program. Three more sites will be
added next year.
Bill. Carr and Rob Barrett are
heading up the local team
implementing MMS, with
assistance of Scott Cairl, Lynn
Rlce, Dale Rhodes and other plant
operators. Steve Friedman is
Project Manager from United
Water, and he's being assisted by
Tejesh Shah and Brooke McCain
(you may have seen them camped
out in the Library)
2
Early in the process, serial
numbers, maintenance records,
permits, warranties equipment
specs and other inventory
information was loaded into the
new system. When fully
operational, it will be possible
for an employee to see "'- in real
time -- maintenance
requirements and schedules,
equipment history, inventory and
numerous other operational
details for all United Water Idaho
facilities.
HOOP DREAMS
The Idaho Stampede begin their
first season in the NBA
Development League at Qwest
Arena on Friday, November 24.
The Stampede are offering United
Water Idaho employees special
savings on tickets for the opening
game and seven other games
during the 2006-07 season.
If you're interested in purchasing
tickets, check out the flyer posted
on the employee bulletin bO(ird, or
checkwith Mark Snider for more
details. Tickets will
be purchased
directly from the
Stampede, and
United Water Wi Ii
not be hanc.tllngatiy
orders or money.
MMS is scheduled to go on-line
by the end of November.
Mark your
Calendars! The
2006 Holiday
part win be.
held on Fridãy,
December 8 at
the Waterfront
at LakeharbQr
Charity Auction a success!
Once again, 2006 proved to be a successful year for United Water
Idaho's charitable auction and lunçheon. On September 22, over
$8 000 was raised for local charitìes. The day began with a silent
au~tion. Homemade cakes and tortillas, an exercise bike, fire pits
and.cameraswere among theitems up for pip. ThePropuctioli
Department did a fantastic job with the balloon dart game. Jerry
Healy and Michael Wilson entertained everyone with a football and
slingball toss. Hotdogs and hamburgers were wonderfully prepared
by the T&D Department. The day ended with the anticipated raffle.
Jon Reichard and Scott Cairl both won the coveted vacation days and
Ron Baird with Owyhee Construction won the television. Thank you
to everyone who made the 2006 charity auction another success.
o1t: United Water· ..'-ez.
United Water *-
e. ·
Celebrating 401(k) Day - September 8, 2006
September 200(5
United Water is pleaed to join companies across the nation
as they parcipate in the Profit Sharng/401(k) Council of
Amenca's 401(k) Day event. We recognize your daily
commtment to the success of our organization and su ort
your retirement dr
The focus for thi
hazardous to you
plan should be yo
need a loan fast."
"It sounds so simp
a fmancial emerge
401(k) retirement er
interest and pnnci ål you pay goes
But as with most financial issues, it's
sounds. In fact, for most people, borrow.
not the best solution." suggests Ginger
aricle: "The Basics." (This aricle and 0
retirement can be found at:
How does a loan w
When you take a i
money out of your
pay your account
interest through automatic e
The interest you pay your account is not ta-deductible and
is paid with after-tax dollars. As long as you repay your loan
on time, you won't be subject to withholding taxes and
penalties, as you would if you withdraw from your account
before your retirement.
There are some additional things to keep in mind when
considenng takng a loan. First, know what the rules are for
repayment if you leave the company before repaying your
loan in full. You have 60 days from your date of termation
to repay the loan. Not repaying the loan wil cause it to be in
default, tnggenng tax consequences.
Gregory P Wyatt
United Water Idaho
UWIDAdmGen
Second, you should note that while it may seem like a loan is
tax-free, it isn't. Over time, you wil pay taxes on the money
twice. First, loan repayments are deducted from yom
paycheck after income taxes have been witheld, then as
repayments are reinvested in your account they are
charactenze as pre-tax money. So, when you withdraw
. il pay taxes on the
effects a loan can
gh a loan may be a
cial assistance, you
tial of your pnncipal
money you take out
ing potential. And
an, it's important to
of your own pocket.
no taxes or penalies when you initially take a
Taxes or penalties only come into play if you leave
employer without repaying your loan and/or if you
repay your loan on time while you are stil employed.
YOU decide to leave your employer, you must repay your
vvithn.60 days. If you are under age 59 Yi and
loan within this time frame, the pre-
loan .~~H~0t consider an "offset
d tIoh is subject to a 10 percent
as well as current federal and state
income taxes.
Some Final Thoughts
Just because you can obtan a loan from your plan doesn't
mean it is always the best idea. You. should consider the
"advantages and disadvantages". And remember, the purose
of a 401(k) plan is to fund your retirement, so don't
shortchange your golden years by tapping into your account.
Use this 401(k) Day to th about better ways of savig and
keeping money for your retirement.
You don't want to break into your nest egg!
-s"-ez
Wyatt's Writings
Surviving the dog days of
summer
By Greg Wyatt
August is nearly over, the kids are
heading back to school, and
football season is just around the
corner. Time to reflect on Summer
2006. And time to thank every one
of our employees who stepped up
and solved problems, provided first-
class customer service and kept our
system running at peak efficiency.
One major challenge we faced last
month was the very real possibility
that a fire in Hells Canyon would
cause massive power disruptions,
either by destroyi ng power lines or
requiring power to be shut off so
crews could battle the blazes. As
you know, losing electricity
dramatically impacts our ability to
maintain service levels. We
activated our Emergency Response
Plan, identified key facilities that
needed emerg~n power, and
positioned port generators at .
. those sites. Many thanks go to Bill
the Production
ent, Dennis Fickes and his
crews for getting the
ators in place, and Paul
Jozwick for making sure all the
generators were fully fueled and
running.
We utilized the news media to ask
customers to conserve water in the
event Boise was hit with rolling
blackouts, and our website was
updated with timely information.
United Water Idaho General Manager Greg Wyatt presents the DEQ
award to Keith Wilmes and other operators of the Marden Road
Treatment Plant: Seth Goertz, Jim Adams, Mike Waters, Steve
Besson, Joe Belcher and Scott Cairl.
Fortunately, the outages never
occurred.. But the entire episode
points out the need to have an
Emergency Plan and then carry out
the procedures in a timely and
efficient manner.
..Save The Dates.IFORFlJN!
Employee Charitable Contribution
Silent Auction and Lunch-
September 22
Employee Summer Picnic --
September 23 at Julia Davis Park
Please plan to join us for these two
days of funl
We discovered a few bugs in our
Plan, and we can now correct them
so we're better prepared in the
future.It's (another)girll
United Water Idaho congratulates
Robert and Ashleigh Jensen onthe
birth of Hunter Rose on June 26. She
entered the world at 7 Ibs, 7 oz. and
21" long. Both Mom and Hunter are
doing fine, and Robert repors he's
actually getting sleep at night!
Our Customer Service
Representatives handled a high
volume of calls as customers
(continued on Page 2)
WWW.UNITEDWATER.COM
WATER IDAHO · JULY/AUGUST 2006
The answer is C. Irs a record that
began on September 24, i 999.
Maintaining that d is a result
of teamwork, tra nd pride for
veryone working in Production.
Safety is more than a practice; it
becomes part of the.culture,
according to Lynn Rice, Chief
Operator - Well System. "We think
safety. We stress it's everybody's
responsibility. A y can s ak
up and say, 'h W
about it and r r s
procedures. " Lynn
groùp effort, and sa
very conscious about it."
That consciousness extends to
It was a long, hot, but productive everyhing the Production crews do,
summer, andl want to thank whether pulling or installing a
everone and encourage you to keep pump or lifting materials atawell
uplhegoodWork! house or repairing
equipment at a
treatment plant. Regular safety
Ona winningstreak tailgate
meetings help remind
employees of the right way and the
2,527 is: wrong way to do the JOD.
a) Cal Ripken's consecutive "i look at every situation with
games played streak potential hazard, instead
of just
b) The number of times the looking at it as a
task that needs to
kids asked , "Are we there be done," says Keith Wilmes,
yet?" during summer SeniorWTP Operator. ''It's.a
vacation mindset. There's several ways to do
c) Days without a lost-time a job. You can do the right thing
accident in the United Water wrong, you
can do the wrong thing
Idaho Production right, or
you can do the right thing
Department right. So i try to always size upeach job I'm approaching with that
in mind."
2
Keith says there are potential risks
in plant operation, but more in
maintenance of the Columbfìtand
Marden Water Treatment Plants
and other facilities. He says
communications and teamwark are
essential to making sure everyone
does their job and does it safely.
There are 2,527 examples of that
approach for everyone to see and
strive to beat.
EQUAL EMPLOYMENT
OPPORTUNITY POLICY.
It is the policy of UNITED WATER
IDAHO INC. to hire well-qualified
people to perform the many tasks
necessary in providing high quality
service. An integral part of this
policy is to provide equal
employment opportunity for all
persons for employment and to
recruit and administer hiring, .
working conditions, benefits and
privileges of employment,
compensation, training,
opportunities for advancement
including upgrading and promotion,
transfer and terminations of
employment including layoffs and
recalls for all employees, without
discrimination because of race,
color, religion, national origin, sex,
age, veteran status, or disability
Thanks to our summer
interns, Margarita Barroso
and Kolton Drake. They ,
Doth dida great job th is
summer! Best of luck this
fall! We'll miss you both!
olc: United Water· ..~ez
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July 2006
Times, They Are a-Changing. . .
The Latest Buzz in Benefits Volume 4.2
and with incentives for making economical, high-
quality choices. Inserting consumerism into health
benefit programs is becoming a mainstream
corporate practice. Consumerism will change
behavior in ways that make health care more
affordable, while satisfying demands for high-quality
care.
There was a time when health benefits were
considered a "fringe benefit." This term began back
in the fifties after WWI i. With a struggling economy,
employers began offering "fringe benefits" which
included
pensions and
medical
insurance to
compete for
workers
since wages
were often
frozen by the
War Board.
Employers
offered
simple
benefit packages at a low cost and avoided paying
higher wages. Today, the benefits are no longer
considered a fringe cost. Health costs, as you know,
have soared over the years, leaving many employers
with the diffcult task of continuing to provide very
expensive benefits in the face of ever increasing
costs.
One way that United
Water has chosen to
address this challenge is
by urging our employees
to become more
responsible for their
health decisions by
playing a more active role
in controlling their
individual health care
costs. "Consumerism" is
the new buzzword.
Consumer-driven plans
empower employees by
providing them with the
information needed to
make informed decisions
Become a Better Consumer
United Water encourages you to get more involved
in your healthcare, to seek out information and to
always make sure that the information you use
comes from a reliable, evidence-based source. Take
charge of your care.
· Educate yourself. Do your homework. Gather as
much trustworthy information about illnesses or
conditions that may affect you.
· Be up-front. Tell your doctors everyhing or they
might miss something important.
· You have to ask in order to receive. If you want
answers, you have to ask the questions.
· Know the costs associated with the services you
receive from your health care provider(s)O'
· Know what type of service(s) your medical plan
covers and how much it covers. (You can find
detailed information in the Summary Plan
Description).
· Bring someone with
you for support when
visiting your physician
and to help you
remember what was
said.
· Have key information
with you, including
your medical and
medication history.
· Take a notebook, ask
questions and double-
check your notes for
accuracy.
IMPORTANT INFORMATION
Effective immediately, UnitedHealthcare's Pharmacy
Reimbursement Claim Form has been updated. This
form is used if a prescription claim is not processed at
the point of service.
The forms are easier to use and state
compliance information. There is also a new mailing
address for the claims processing center. (Outdated
forms submitted to the old claims processing address
will be forwarded to the new claims center for a limited
time.)
The forms are available on Quench,
ww.unitedwaterbenefits.com, or ww.myuhc.com , by
clicking on Presriptions, Pharmacy Benefits, .G
Pharmacy Online, Claim forms for retail pharmacy
purchases, View and print a .pdf version of the claim
ÍQ. You may also contact your local HRrepresntative.
Benefits B U i Z oç( United Water..'-ez~
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Your Integed Disability Proam
Please Note; Employe cov by a
Collective Bargining Agment will have benefits as pe the
Ageement.
The United Water integrated disability program
provides income protection in the event you are
unable to work due to a disability (for example,
illness, injury or pregnancy/childbirth). The
program consolidates your sick leave, short-
term disability (STD) and long-term disability
benefits into one package that provides income
protection to you when you're out of work due
to illness or injury. The integrated disability
program manages disability claims consistently
for all employees.
~
The integrated disability program is
administered by The Hartford Group, a national
insurance carrier. This means that you'll need
to contact Hartford directly to file a disability
claim for any disability that continues beyond
seven calendar days or five business days (40
hours). Hartford works with you, your doctor
and United Water to manage disability claims
consistently and objectively. Contact the
Hartford Group at 800.303.9744.
Overview of Your Disability Benefits
Here's an overview of how the integrated
disability program works. If you are an active
benefit-eligible employee, you're eligible for the
following disability benefits annually:
. Sick days-seven sick days, which can be
used for incidental absences or to cover the
"waiting period" before short-term disability
benefits begin. Sick days may not be carried
over from one year to the next. Three of your
sick days may be used to care for a sick
dependent.
. Short-term disability (STD) benefits, which
replace all or a portion of your income for
absences longer than one week and up to a
total of 26 weeks.
. Long-term disability (LTD) benefits, which
replace 60% of your income (up to $25,000
per month) if your disability lasts longer
than 26 weeks. United Water pays the full
cost of th is benefit.
. Optional long-term disability benefits, which
replace an additional 6-2/3% of your
income (for a total of 66-2/3% income
replacement up to $25,000 per month) if
your disability lasts longer than 26 weeks.
(Employees currently in the 70% LTD
coverage option may continue in that plan.)
Benefits B U i 1
Q-Ç( United Watero -s,-ez
l ;
Short-Term Disability (STD)
If the medical evidence supports your inability
to return to work after you've been out of work
for seven consecutive calendar/five business
day~ (40 hours), the short-term disability plan
begins to replace a portion of your pay based on
the schedule below. The payroll department will
pay you the portion of benefits you are entitled
to. Tne percentage of pay that's replaced by
STD is based on your years of service. Short-
ter~ d~sability benefits last for up to 26 weeks,
which includes the seven-day waiting period.
Long-Term Disability Benefits (LTD)
If illness or injury prevents you from working for
more than 26 weeks, basic long-term disability
will continue to replace 60% of your base pay
up to a maximum of $25,000 per month. Long-
term disability benefits may be payable while
you remain disabled, as determined by
Hartford, up until the maximum period payableunj"._~~' as indicated in the
Your Integrated Disability Benelll' Guide po I icy.
Each year during
annual open
enrollment you have
the option to
purchase additional
long-term disability
coverage-for a total
of 66-2/3% of pay.. . . You can purchase
this additional coverage only during annual
open enrollment-it is not automatic. However
pre-existing condition exclusions will apply. '
Your disability benefits for the additional
coverage (6-2/3%) are not taxed when they are
paid to you.
United Water Teams Up with
GlobalFit
At United Water, we are always looking for
effective ways to promote health and fitness.
Effective August I, United Water will add
GlobalFit to its list of voluntary benefits.
GlobalFit offers up to 60% off regular rates to
over 2,000 fitness clubs nationwide as well as
other features which you will find convenient
and cost effective (see detai Is below).
Our Nev Fitnes Beefit
We want all employees to enjoy the benefits of
good health
whether they're at
work, at home or íi L.BALF"IT""
at play. So we've
arranged for you
and your family to take advantage of GlobalFit.
Why Join A Club Through GloblFit?
Lowest Price Guarantee
GlobalFit offers the absolute lowest rates - up to
60% off regular monthly rates. If a participating
fitness club offers you a lower month-to-month
rate than you can get through GlobalFit, we'll
beat their rate, saving you an additional 10% of
the difference*.
The Choice Is Yours
The GlobalFit fitness club network features
more than 2,000 fitness clubs nationwide,
some of wh ich i ncl ude the followi ng:
· New York Sports Club
. Lady of America
. Ladies Workout Express
. Bally Total Fitness
. Fitness Formula Clubs
. And more...
No Long-Term Contracts
GlobalFits memberships are available month-
to-month. You can save even more at Bally
Total Fi.tness clubs with our one-year, paid-in-
full option!
Benefits Buli o~( United Water, ..""ez
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Transfer Your Membership
Choose the club that's best for you. Anytime
you want to switch to another club within the
network, just let GlobalFit know.
supplements, personal care products and more.
It's their way of saying thank you for choosing
GlobalFit as your fitness provider.
Freeze Your Membership
You can put your membership on
hold for up to two months in a
calendar year at most clubs. Just
contact GlobalFit by the 18th of the
month, and you will be frozen at the
end of that month.
,
Referral Rewards
GlobalFit pays you for helping others get
fit! You'll save as much as $25.00 for
every enrolling member that you refer.
Plus, your referred friend/co-worker
saves $5.00 off their first month1s dues,
so you can be sure they.11 be happy to
partici pate.
Easy Cancellation
To cancel your month-to-month
membership at the end of any month,
just notify us in writing by the 18th of
that month.
Travel Program
All GlobalFit members enjoy guest
privi leges at most of the network
clubs when traveling more than 50
miles from their home club. Just call
1.800.294.1500 to schedule your visit.
Member Rewards
GlobalFit offers you great discounts on a wide
variety of products and seivices to suit your fit
lifestyl~. Choose fromfitn.ess gear, vitamins &
* Participation is for new memberships only -
membehips are not available to clubs at which you are
a currnt member. Participation for past members may
not be available at all clubs.
Visit www.globalfit.com for more information or
call 800.294.1500 and speak to a friendly
customer service representative.
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United Water
200 Old Hook Road, Harrington Park, NJ 07640
Gregory P Wyatt
11828 West Arga Ct
Boise,ID83709
$ 00.39°
ü00439~516rd A,Uj303 2006
MAILED FROM ZIPCODE 07640
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Our Cup Runneth Over
The rainstorms that pummeled United
Water Pennsylvania's Bloomsburg and
Harrisburg service areas from June
28 through July 7 wreaked havoc on
water supplies but were not enough to
dampen the spirit of teamwork among
United Water employees.
General manager and vice president
John Hollenbach had plenty of praise
for his team: "I am very proud of our
employees for energetically meeting
flood-related needs throughout our
four operational areas. Over 50 of
our employees logged in excess of
1,000 combined hours. This was no
small task, since weather-related
activity adversely impacted each of
our operations."
The hard-working Pennsylvania team
received a helping hand from its sister
company when Bob lacullo, COO of
the regulated segment, accompanied
a team from United Water New Jersey
to help restart Bloomsburg's Irondale
Road Plant. The facility was shut down
on June 28 when it was overwhelmed
with over eight feet of water. As a
result, customers were without water
for four days.
The New Jersey team - Glenn
Bickford, Bruce Ottogalli, Bob Piplotto,
Ray DiMenna, Anthony Bariso and
Greg Jordan - assisted with equipment
repairs. They were joined by Chris Bair,
Billy Ebert and Roger Purcell from the
nearby Kline Township water contract
services operation.
"The flooding was unprecedented
and damage was significant. I couldn't
ask for a better team than the one
from the parent company and
Kline Township," says operations
superintendent Dennis RudisilL.
Meanwhile, United Water
Pennsylvania was compelled to issue
a boil water advisory after the rains
created very high levels of turbidity
at the Sixth Street Plant. About half
of the Harrisburg operation's 33,00
customers were affected. And the
Hummelstown Plant, set to be replaced
in September, was inundated by
water levels two feet higher than the
last major flood. Despite high water
levels on the Swatara Creek, employees
met system demand by keeping tanks
supplied through interconnections
with neighboring municipalities.
Entire sections of the water
transmission main serving Noxen
Township within the Dallas Operation
area were severely damaged by flash
flooding, as welL. Quick work directed
by supervisor Dave Strenfel provided
for emergency repairs to the line that
kept customers supplied with water,
under a similar boil water advisory.
Water buffaloes were set up in each
operation area. In some instances
retired United Water employees
helped distribute the water.
Local businesses. pitched in too.
Irondale Inn owner J. D. Davis and
manager Alison Mowery supplied our
team with a steady stream of upscale
food items and offered free lodging
to the visiting employees. Mowery
extended this hospitality despite the
fact that her own home was heavily
damaged by the floodwaters.
Public affairs manager Bob Manbeck
said the company also received excep-
tional cooperation from regional news
media during the week of turmoiL. .
Employees from United Water Pennsylvania, United Water New Jersey and Kline Township worked
together to restart the flooded plant which left area residents without water for four days.
Peter Fitzpatrick was
one of 13 union leaders
who participated in
the Dale Carnegie
management course.
Union Leadership Training
United Water New York plant
operator Peter Fitzpatrick didn't need
to win friends and influence people.
As elected chairman of his local
International Brotherhood of Electrical
Workers (lBEW) unit, he had plenty
of friends. And as their labor leader,
he was already prett good at
influencing people, too. So, when
United Water offered to send him to
a Dale Carnegie management course,
he was a little hesitant.
Five weeks later, he couldn't get
enough. "It was really great," says
Fitzpatrick. "It taught me how to
communicate better, how to listen,
how to be patient. I really utilized it
and still do." Fitzpatrick is one of 13
union leaders from New York, New
Jersey, Pennsylvania and Delaware
who participated in the program.
Dale Carnegie, whose book How to
Win Friends and Influence People
launched the public speaking industry
in 1931, now specializes in corporate
leadership development. Typically,
the course consists of five half-day
2
modules. The first helps managers
assess their roles as leaders and
understand what is expected of
them from co-workers. The second
concentrates on specific
communication skills; the third,
on motivation techniques; the fourth,
on coaching skills; and the fifth, on
problem solving and resolving conflict.
The last module was particularly
useful for Fitzpatrick given his role as
a union leader. "I have to deal with a
lot of labor issues, so about 80 percent
of the situations are stressful," he says.
"This taught me how to deal with
difficult situations."
Jennifer Sislin, a United Water
corporate training specialist who has
also taken the course, says the Dale
Carnegie program has helped her
better understand others' motivations.
"Everyone handles things differently.
That includes how they handle
things at home as well as at work,"
says Sislin, "so, it's not only a
professional advantage, but a
personal advantage, too."
More than 200 United Water
managers havé taken the same
course, which was extended to
union leaders in the Northeast in a
pilot program, "Wethouht"dwliy"
don't we give our union leadership
the same techniques and tools as our
managers,'" recalls Jack Polk, director
of labor relations. "So, we agreed that
we would do it at company cost with
the unions' commitment of time to
finish the course."
The representatives did so, enabling
members of the Utility Workers Union
of America and the IBEW to work
together to further their skills and
'careers. "I thought it was a very bold
move," says Fitzpatrick. "I give United
Water a lot of credit."
"It was an innovative program and i
think everyone was pleased with the
outcome," says Polk. "As part of our
commitment to employee motivation
and development, we'll continue to
explore new programs to help our
employees enhance their careers." .
The Apprentices - United Water Style
On June 20, eight United Water
workers at the Gary Sanitary District
facility began a two-year apprenticeship
program that immerses them in both
technicalstudies-fluid dynamics and
materials handling, for example - and
liberal arts, such as English and
psychology. Five other workers began
their studies in December which will
prepare them for additional career
opportunities within United Water.
The collectively bargained program is
funded by United Water and jointly
administered by United Water Gary,
and representatives of the
American Federation of State, County,
and Municipal Employees (AFSCME),
Local 3491. In addition, the Gary
Sanitary District has been actively
involved to ensure the program
achieves its intended purpose of
broadening employee skills and
opportunity. "i think it's great,"
concludes Willie Wallace, president
of AFSCME Council 62, which serves
Indiana and Kentucky. "It's something
we've wanted for a long time."
The classes are taught on-site by
instructors from Ivy Tech Community
College, a system of 14 trade
schools in Indiana that specializes in
continuing education; Tutoring and
mentorship is also offered free of
charge to help those students who've
been away from chalkboards and
textbooks for a while. "Anytime there
is training for employees, it's a good
thing," says Cynthia Robinson,
president of AFSCME Local 3491.
"I'm pleásed with the fact that United
Water is providing tutors and other
support to students who need it"
Indeed, Dwain Bowie, project
manager for United WaterGary,
promises students will get every bit
of help they need. "We're making
sure that no one fails," he says.
Ernie Key, one of the students
and the recording secretary for
Local 3491, gives the program high
marks. "The program is an excellent
opportunity to further your career,"
says Key. "I'm one of the older
guys, and it's been a real challenge
competing with some of the younger
guys. This helps."
Upon their graduation in 2007, the first
five students will receive a certificate in
Manufacturing & Industrial Technology
from the college. The remaining
eight students are scheduled to be
graduated in early 2008.
The apprenticeship program draws
students from all departments of the
Gary facilities, including collections,
maintenance, and operations. Each
semester, the students attend class
for eight weeks. As the program
progresses, classroom studies will
be supplemented with study time
in the plant's computer lab and the
maintenance facility.
The Gary project is one of the five
largest municipal wastewater systems
to be operated under private
management, serving a customer
base of about 120,000 residents in
Gary and surrounding communities. .
IT Help is Just a Phone Call Awa.y
If it's an IT or telephone system
question, the answer is just a phone
call away. A number of important
changes have been made that enable
the Help Desk team to serve you more
efficiently. First and foremost, the Help
Desk in Harrington Park is now staffed
7:30 AM to 7:00 PM (eastern time)
by full time United Water employees
instead of contractors. This means
that our employees have a cOnSister$
understanding of your business needs
and a long-term commitment to
our company.
Because the telecommunications
function has been integrated into the
IT department, the team can also assist
you with these matters. In addition,
updated equipment and softare now
provide Help Desk employees with
more efficient tools to investigate
and resolve many issuesremo:ely;
Employees..atall UnifedWaterlocations
should call the Help Desk for assis~
tance. When an "on-site" response
is required, calls will be routed to the
local IT support person. The team wil
also log the call and note any trends.
Help Desk
Phone: [phone]
Days: Monday to Friday
Hours: 7:30 AM to 7:00 PM (eastern)
..
The Help Desk team
in Harrington Park
includes Peter Farrell,
Peg Brandes, AI
DeAngelo, Preethl
Nair, Ru rlan
and.&ar az.
Nøtp
Shana
Urgent situations wHlcontipue to be
treated as a priority and the teamwill
work outside teglJlar büsiness hours,
if needed. If YOu are aware of a
potential problem, please let the Help
Desk know in advance. For significant
after-hours IT emergencies, the Help
Desk voicemail system can forward
calls to the on-call IT staff member. .
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2006 Accomplishments
PeopleSoft Maintenance
Update
The first half of 2006 has been
very busy with work related to
system upgrades and
enhancements:
On March 20, an upgraded version
of PeopleTools was implemented.
PeopleTools controls the system
mechanisms for running nvisions,
queries, performance tuning and
programmimg.
on May 8, the latest maintenance
packs were also implemented.
Stayingçurrent with system fixes
from Peop i eSoft is critical for
United Water as it avoids known
problems and it enables us to
leverage the PeopleSoft Global
Support staff and tools whenever
we have new issues surfacirig.
Both phases went live with
minimai problems due in part to
the implememtation of an
automated testing tool for allbusiness scenarios. It truly
positions Un itedWater for
comprehensive, repeatable testing
of system changes in the future.
Functional Enhancements
Three major functional
enhancements have been
implemented in the first half of
2006:
Improved vehicle allocation:
vehicle costs are now charged
to specific employees, instead
of departments
Improved M&S billing and
reporting: M&S charges are
now broken down between
capital, non-expense, and
M&S fees
Time entry for non-productive
time: this is now coded to
specific projects, making
payroll distribution reporting
more accurate.
A simpliied and more accurate
payroll accrual proces will also be
rolled out during the June month
end close, The new process will
çonsolidate all capital payroll
accrual entries into a single entr,
and base the accrual calculation
on current, instead of historical,
timesheets. Details to.follow!
Jim, 'f!- pSf: tJklJírMailterlnce
Updte'Prject Team in Oradell.
Fro Frot to Back, and Left to Rigt: Ana
Trujillo and Jackie Mack; Michael Kenned
(T$C), Lipton McKain fTC), Prit
Chakrbarti, Javie C8rboell, and Guy Mouier
(BIO); Brian Kwo and Brij Reddy
Security
The system has grown and been
modified in the last two years to a
point where the management of
security issues had become
unwieldy, difficult to audit and
had to be re-designed from
scratch. As of May 22, some 140
WWW.UNiTEDWATER.COM
former profiles in the system have
been reduced to about 50 by
means of base function anelysis
and standardization. Again, this
project, went I ive very succesfully
and was a great example of
teamwork between the Finance, IT
and field organizations.
New Hires
The" Business Information Ofice
(BIO) welcomes Tim GreeR,'
Systems Reporting Analyst located
in Indianapolis, itN and dèdíciåted
to the support of the Contract
Services segment.
The IT team, welcomes BrianKwo
who joined the PS, Support 'Team
in April to suppor aSset
management and" general ledger
functions. We stil have ' two
openings in the team, but hOpe to
have a cOniPlete support team
hired by the end of June.
The Road Ahead
Reports & Reporting
A new (and simpler) PeopleSoft
Reporting solution based on
Microsoft SQL Server is to be
implemented in the second half of
the year. It will address many of
the requests filed, in the Help Desk
system and wil provide fast and
easy repor writing from PS to
packages such as ExceJ.
Training on this tool will include
all major functional areas of
PeopleSoft. Training will be rolled
out to the end-user by module so
..
"i
FINANCIAL SYSTEMS · JUNE 2006
as to maximize feedback and the
benefits of the tool.
June d" - PS Repoing Prject Team trining
on the f1Wrepoing toolin Orll.
From frot to back, and lef to right: Satiag
cabe, Lavanya Mllnikavahakam, and
Rajini Ravoa (App Suppo; Guy Mouler Tim
Gre, Wayne Appel (810), and CIyV"tè
(Aset Mgt)
Training
PS Reporting - Extensive training
on the new reporting tool, for
creating and running report .and
adhoc aria1ysiS in MS Excel, will
be provided to the end-user
community at large. In-depth
report creation training will be
clivided by functional area (GIL,
Prôject Costing, Asset Mgt,
eHlinglAR, Procurement/AP,Payroll). Business users (é.g,
project engineers, contract
managers, department managers)
training will focus on. line,.of-
~Usiness financiaL. performance
tracking.
Procurement Focus .~ The Supply
Chain and BID teams are planrling
tèiroll out a training program for
Q3 & Q4 of 2006 to help end-
ûšers correctly follow requisition
and procurement procedures
within PS, and access information
via PS and via its new reporting
tool. Further details will be
provided once the plan is
approved.
Help. Desk & Support - Log
It/!
Please continue to logyour change
reuests via th Help Desk, theyare being reviewe and priontize
on an on-gong basis but we ca
only deal with what definitively
exists in the log!
Our aim is not only to assign the
correct support to your issues but
to also better understand the areas
that aré giving most concern and
thereby target training and
customization going forward. This
is just one more step to system
improvement and stabilzation.
The current United Water Suppo
team consists of:
Javier Carbell - responsible for
AP, Procurement, Inventory,
Contract Services, AR & Billng
Proit Chakrart - responsible
for Payroll, Expense and Security
Administration
Brian Kwo - responsible for
General Ledger, Asset
Management and Projects
In addition, we have the following
consultants aboard: Steve
Oberholtzer, Bnj Reddy, Julien
Bellorey, Jeff Gulnac, Brian
Brokaway, Lipto McKain and
Jacquie Mack.
Functional Enhancements
The list of functional
enhancements tracked in the PS
Help Desk system is being
prioritized and the top priority
change requests for each
functional area will get assigned to
the corresponding PS Support
personnel this month. Below is a
breakdown of outstanding
enhancements as per the number
of tickets logged:
Bi lI
AR
4%
Geni
Leder
19%
PayUI&E
7%
Conclusion
The Finance Steering Committee
hopes that you will continue to
provide feedback and help us
improve the system, by contacting
the Help Desk or one of the
Steering Committee members.
Finance Steering Committee:
- Ed Imparato
[phone]
- Alan Thompson
[phone]
- Joel Tache
[phone]
- Ana Trujillo
[phone]
,. Donna Cole
[phone]
- John O'Brien
[phone]
,. Mike Buchanan
[phone]
,. Guy Mounier
[phone]
o 0 .0 United Water..,,ez:"
Watermark News
UNITED WATER IDAHO · MAY/JUNE 2006
Wyatt's Writings
Rate Case Settled
by (¡reg Wyatt
I'mplaased to tell you that the staff
of the Idaho Public Utilities
CommissiÒn and United Water Idaho
reaêhed. asetuement in our current
rate çase'that, if approved, would
resQ.If.in $3.633 million in additional
annual revenue to the company. This
l().98%increase in rates would
amòunt to( about an additional. $3 per
morith fort the average residential
customer. The settlement proposes
th~t the increase be applied in an
"across-the-board" fashion to the
current rates.
In(February, United Water Idaho
asked fora 17.91% rate increase to
raiSEr. an additionai $5.9 million in
annual revenue. Adjustments to the
ihItial request lowered. it to $4.93
million or about 14.91%. So the
settlement agreement of $3.633
rl.i!lIiòn represents almost 74% of our
révised request.
This. is the first time that the
Company and the Commission staff
h~ve reached a settlement agreement
ina formal rate case filing. AU
previous rate cases have gone through
full formal hearings before the
Commission. Both the parties believe
the settlement agreement is a fair
reSOlution to the disputed issues in
the case, recognizing that neither
party was Iikelytò prevailonevery
issue at hearing.
The Company filed testimony. in
support of the settlement on June 16,
and the Commission will conduct a
settlement hearing on July 12, with a
public hearing that same evening.
Afterwards, the Commission will
y7 (J United Waterr __.. '-ez.
decide whether to accept, reject or good fit for the Customer Service
modify the settlement. If the Department.
agreement is accepted without
material changes, we anticipate new ANSWERING THE CALLrates will go into effect on August 1.
I'd especially like to recognize Jerry
Healy for his exceptional work in
putting the rate case filing together
and in processing the many
information requests and data
updates during the Commission staff
audit. I'd also like to thank Scott
Rhead, Jarmila Cary and Jane Wood
for their significant help in the
process. It was a great team effort.
New Faces at UWI
A big welcome to our two summer
interns Kolton Drake and
Margarita Barroso! Both are part of
United Water Idaho's new Adopt-a-
School program. Th is program is
already underway in Milwaukee
and Indianapolis and introduces
high school students to real. life
jobs and will help them build
career development skils.
Kolton is working for Rob Barrett
doing various IT projects. He will
be a senior at Timberline High
SchooL. Computers are of great
interest to Kolton. He is studying
Cisco curriculum at Black Eagle
Information Technology Center.
Margarita is with '. the Customér
Service Department. She
graduated from Borah High School
this May. Her future plans are to
go to college so she can become
an elementary school teacher.
Margarita is a people person and a
WWW.UNITEDWATER.COM
United Water Idaho's T&D and
Production DepØrtments
responded tooneof th~lårgest
fires in Boise in some Ume, a
three..alarm blaze that destroyed
an under-construction
retirement home on Hill Road
early in the morning of May 28.
Seven engines, two ladder
trucks, and about 50 Boise
Firefignters respondedto the
5:00 am blaze. As soon as on-
scene fire personnel assessed
the extent of the fire, the call
went out for more water to
maintain pressure to the
hydrants in the area;
The first call went to Bill Rice,
the on-call T&D contact for
United Water. He then called
Lynn Rice, the on-duty
Production staffer. Lynn
jumped on his laptop
(continued next page)
UNITED WATER IDAHO · MAY/JUNE 2006
A.liswering the Call
from previous page
from home and manipulated the
system to increase pressure by
bringing more facilities on line.
The increased pressure was
criticel, because the fire
department decided that once the
building was a loss, the operation
turned into defense, drowning the
blaze to prevent the fire from
spreading to adjoining property
and homes. At full capacity, each
pumper truck uses up to 1,500
gallons per minute, and more than
1. 7 million gallons of water was
used to fight the blaze.
SHARINQ THE KNOWLEDGE
The Production DepartmentsSeth
Goertz shared lessons learned in
the. pilot testing endstartup of the
new Columbia. Water Treatment
Plant at the AWWA Montana
Section annual meeting in Helena
in May.
Seth discussed the new membrane
filtration technology employed at
Còlumbia, and helped prOvide
insights for neighboring AWWA
section members planning on
converting from convention to
membrane technology in the near
future.
Seth's talk was well received and
hedålso benefited . from attending
two days of training at the
conference in the areas of
treatment, regulations and
operations. So Seth learned a lot,
while sharing the United Water
Idaho experience with other water
systems.
2
Whole latta water!
An Evergreen International 747 drops 25,000 gallons of water during a
demonstration at Gowen Field. Evergreen is trying to get federal wildland fire
agencies to lease or buy the supertanker. It took 7.6 seconds to release the
water from the tanker, at a rate of 3,289 gallons per second. Evergreen
purchased 50,000 gallons from United Water for the demonstration.
May-June
Service Awards
Congratu lations to the
employees celebrating
anniversaries:
following
service
FINANCIAL UPDATE
Through May the Company's
financial results are slightly below
plan (3.2% as measured by
EBITDA). Revenue is $273,000
under the plan of $10,102,000.May: Camile Cegnar
Patty FOss
June: Dale Rhodes
Miguel Castro
15
30
20
5
Gross water production is 250 MG
below the plan of 4.437 BG,
however, it is up nearly 14% over
the comparable 2005 period.
IT'S A GIRL! (x2)
Congratulations to Jon and
Melanie Reichard. on . the birth . of
Payton Marin (8 Ibs., 5 oz.) on
June ist, and also to Seth and
Candice Goertz, who welcomed
Emily Elizabeth on June 9th,
weighing 6 Ibs., 2 oz. Everyone is
doing fine.
Operating expenses are virtually
on plan (0.5% below) with
personnel ami, purchased. water
expenses $72,000 under plan but
partially offset by $32,000 of
higher depreciation expense.
- Jerry Healy
01t: United Water· ..""ez
Patrick Cairo,
Executive Vice
President
Mayor James Kennedy of
Rahway, far left, discussed
the positive impact of our
public-private partnership.
A World of Success
Access to clean water and sanitation
is a basic human right, and public-
private partnerships can be extremely
beneficial in safeguarding that right,
according to many of the 20,000
participants in 4th World Water Forum
in Mexico Cit, held in March.
"As I left the forum, it was clear that
everyone agreed upon one thing:
Clean water - or the lack thereof
- determines which countries wil live
and prosper," said Patrick R. Cairo,
executive vice president of United
Water and board member of the Water
Partnership Council, Washington, D.C.
"Thousands of participants during the
forum publicly embraced this principle.
They recognized that solutions for the
world's water needs require dialogue
and innovative local partnerships."
These include public-private
partnerships in the United States, too.
Today, these partnerships thrive at
local, state, and federal levels. Take
United Water's partnership with
Rahway, New Jersey, for example.
As Mayor James Kennedy told forum
attendees, this partnership has
produced high customer satisfaction,
significant cost savings, and
opportunities for many former city
employees who have joined
United Water.
And in EI Segundo, California, United
Water has successfully operated
West Basin Municipal Water District's
water recycling facility for 12 years,
Paul Shoen berger, assistant general
manager and chief of engineering and
operations at the District, told forum
attendees from around the world.
Success stories like these are not
unique. The Globalization Institute, an
independent British think tank that
embraces the concept of free markets,
earlier this year released Water for
Life, a 3D-page report demonstrating
the benefits of public-private
partnerships and challenging the view
often expressed by anti-privatization
groups, like Washington, D.C.-based
Public Citizen, that water privatization
has failed. "In the majority of cases,
public-private partnerships have led
to significant investment, increased
access to water and sanitation,
reduced costs for ordinary people
and improved public health," the
report states.
In the United States, the demand for
partnerships is projected to grow by
8 percent to 12 percent annually,
primarily in small to medium markets
in the Midwest, the Northeast, the
Southeast and California.
(continued on page 4)
Gerard Mestrallet, chairman and CEO
of Suez, and Jean-Francois Cirell,
chairman and CEO of Gaz de France.
::'.
Suez Merger on Schedule
There has been much speculation
regarding the merger of our parent
company, Suez, and Gaz de France
since it was first announced in
February this year, The two companies,
however, recently announced that
plans for the technical and operational
integration of both companies are
on schedule.
"The plan to merge Suez and Gaz
de France derived from the shared
objective of becoming a major player
in the energy and environment sector,"
said Gérard Mestrallet, CEO of Suez.
Mestrallet will serve as the merged
company's president and CEO.
While the merger would create the
world's largest supplier of liquefied
gas, the strength of the new company
will be its ability to deliver both energy
and environmental services. "This is
good news for United Water," said
CEO Tony Harding. "We have a key
role in securing the mission and
vision of Suez Environment. We
2
must support our shareholder by
meeting and exceeding our business
and financial goals. I'm confident that
United Water employees will contribute
to the Group by building upon their.
strong performance and the great
strides we have made in recent years."
Harding explained that both Suez
and Gaz de France have formed due
diligence teams. They are currently
reviewing and planning the steps
necessary to bring the two companies
together. Both companies plan to
present complete details of the
proposed merger to their respective
shareholders in December 200.
"The work accomplished jointly by
Suez and Gaz de France teams over
last month has already resulted in
identifying more than i billon euros
in synergies," said Mestrallet in a joint
statement with Jean-Francois Cirell,
chairman and CEO, Gaz de France.
"The upward revision confirms our
conviction that this merger is based
on a sustainable industrial project
which will create significant value for
shareholders, clients and employees
of the two groups."
The sustainable and profitable
development of energy and the
environment has always been our
business strategy," said Mestrallet.
"This vision has guided us since the
Group was born and we have never
deviated from it. It underpins
everyhing we do. Our strength
is that our businesses represent
the future." .
.. .
Award Winning Innovations
What's the value of innovation? To
residents of San Antonio, Texas, and
Detroit, Michigan, innovation means
that safe, clean drinking water doesn't
have to be forfeited for economic
development or financial stability.
For United Water managers Joseph
Thaxton and Jon Kessen, it also means
receiving the Suez Group's coveted
Innovation Initiative Trophy. Now in
its 20th year, the so-called T21 Award
recognizes Suez teams that execute
innovative projects and encourage
recipients to share their experiences
throughout the Group.
Thaxton and his San Antonio team,
who deliver on average 10.4 million
gallons of water per day to the San
Antonio area, were honored for design
modifications to a membrane air
integrity system that reduce false
alarms during testing. The changes
enabled the team to reduce air integrity
testing from about nine hours each
month to just 14 minutes.
Prototypes were developed and refined
in January 2005, and the final design
was implemented in February 2005
during a five-year membrane
replacement project. The final cost for
the upgrade was about $2,00. The
final design provides United Water
staff with an easy visual confirmation
of the membrane air integrity test.
This ensures that the virus barrier is
intact and provides quick location of
compromised filter modules.
Supply chain innovations at the
Water Works Park II treatment plant in
Detroit earned the team a Trophy Award.
Kessen headed up a team that
received a T21 Award for its work with
Water Works Park ", a state-of-the-
art 240-million gallon per day surface
water treatment plant owned by the
Detroit Water and Sewer Department.
Design modifications by Joseph
Thaxton, Roy Dugosh, Sherry Jagge
and Jeffery Hebert earned the
San Antonio team a Trophy Award.
United Water operates a seven-year
maintenance contract at the facility.
Project team members included Detroit
managers Karl Stein and Nevius
Harden, the regional supply chain
office in Indianapolis, and the corporate
supply chain function in New Jersey.
Supply chain specialists went to Detroit
to help managers optimize their supply
chain and reduce operating costs.
The supply chain management pilot
program, launched in 2005, improves
contractor safety, fosters local
economic development, and actions
to protect the environment and
drinking water supply. At the same
time, the team was able to cut
operational costs by more than
12 percent, while improving risk
management, budgeting, and
forecasting.
.,
The new supply chain process proved
so successful that it was implemented
at United Water's contract operations
in San Antonio, Texas, and Durham
County, North Carolina. .
Idof Success (cont. from page 1)
This bodes well for United Water,
which already has a strong presence
in those areas.
As the company moves forward, our
goals are to achieve ambitious but
prudent growth in our contract
services segment. And because of
its superior operational performance,
United Water will be a major
participant in that growth. By being
committed to stronger performance,
we have increased the value of our
existing contracts and attracted the
attention of new municipalities that
are interested in our services.
That means clean, safe water for
residents and enhanced financial
viability for partners who make
that water available. .
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New Vanguard Statement
Vanguard's new quarterly account
statement was recently mailed to
.- homes of participating employees.
Please REVIEW YOUR STATEMENT
CAREFULLY and call Vanguard at
1.800.523.1188 if you have any
questions. '(Qur, new statement is
shorter, printed in color, and - for
the first time ever - projects how
much income you can expect to
have in retirement. To plan for a
prosperous retirement, you need to
know more than your balance. Your
new statement analyzes if you're saving
enough and investing your money
wisely and suggests improvements
you can make, if warranted. There
is additional information about the
40l(k) plan located on Quench/Human
Resources/Benefits40l(k) under
"hJ&hlight sheet." .
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The new Vanguard statement
provides helpful information
for retirement planning.
O1LO rN '~Jed uO¡SU!JJeH 'peo~ ~OOH pia 001:za~s- .
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UNITED WATER IDAHO INC.
CASE UWI-W-09-1
FIRST PRODUCTION REQUEST OF THE COMMISSION STAFF
Preparer: Jane Wood
Company Witness: Gregory P. Wyatt
Telephone: [phone]
Title: General Manager
REQUEST NO.7:
~ gi-_ ..=to 0-'):i nrn:i -i(j)o i("~., N0.::?::~,~¿j -0
ff~~: ;r. 0o 0'
Please provide a copy of the most recent employee handbook.
RESPONSE NO.7:
""i¡'''..,!.,..-
United Water updated the United Water Employee Handbook in 2009. A copy of
the manual, which is available to all employees on the company's Quench
(Intranet) website, is attached.
;0m('
f'''~''~¡¡t
4',..
Table of Contents
Section 1: Introduction
1 .1 Disclaimer
1.2 Company Mission and Core Values
Section 2: Employment
2.1 Fair Employment
2.1.1 Equal Employment Opportunity
2.1.2 Affrmative Action
2.1.3 Employees with a Disabilit
2.1.4 Religious Accommodations
2.1.5 Responsibilty for Fair Employment Practices
2.2 Diversity
2.3 Harassment
2.4 Employee Referral Program (Issued 2/2009)
2.4.1 Program Guidelines
2.4.2 Eligibilit Guidelines
2.4.3 Program Administrative Procss
2.5 Recruitment and Hiring
2.5.1 New Hires
2.5.2 Pre-Employment Drug Testing
2.5.3 Background and Reference Checks
2.5.4 Immigration Law Compliance
2.5.5 Non Disclosure Agreements
2.5.6 Non-Compete Agreements
2.6 Employee Records
2.7 Anti-Nepotism Policy (Issued 1/2009)
2.8 Advancement Opportunities
2.8.1 Job Posting
2.8.2 Transfers
i.
'*
2.9 Outside Employment
2.10 Employees Holding or Seeking Public Offce
2.11 Termination of Employment
2.12 Re-Employment
2.13 Job Abandonment (Issued 5100)
Section 3: United Water Standards
3.1 Standards of Conduct
3.2 Alcohol and Drugs
3.2.1 Drug Testing
3.3 Work Place Violence (Issued 5/2009)
3.4 Dress Code
3.4.1 Non-unifonn Employees
3.4.2 Unifonned Employees
3.5 Solicitations and Distributions
Section 4: Compensation and Pay Practices
4.1 Compensation
4.2 Performance Reviews
4.2.1 Perfonnance Development Review (PDR)
4.2.2 Employee Development Review (EDR)
4.3 Employee Classifications
4.4 Hours of Work
4.4.1 Nonnal Work Week
4.4.2 Flexible Work Arrangements
4.5 Time SheetslWage Deductions and Other Pay Deductions
(Revised 5/2009)
4.6 Pay Periods
4.7 Overtime
4.8 Exempt Incentive Pay Plans
4.9 Non-Exempt Bonus Program
no
~
4.10 Employee Recognition and Award Programs
4.11 Severance Pay
Section 5: Employee Benefits
5.1 Employee Benefits Disclaimer
5.2 Health Benefits
5.2.1 Eligibilty for Benefits
5.2.2 Enrollng in Your Benefits
5.2.3 Changing Coverage During the Year
5.2.4 Medical Plans
5.2.5 Prescription Drug Coverage
5.2.6 Dental plans
5.2.7 Vision Plans
5.2.8 COBRA
5.2.9 HIPAA Compliance
5.3 Flexible Spending Accounts
5.3.1 Health Care Flexible Spending Accounts
5.3.2 Dependent Care Flexible Accunts
5.3.3 Eligibilty for Plan
5.3.4 Plan Year
5.3.5 Changes to our Termihation ofthe Plan Election
5.3.6 Reimbursment
5.4 Life Insurance
5.4.1 Company Paid Life Insurance
5.4.2 Optional Employee Life Insurance
5.4.3 Optional Dependent Life Insurance
5.4.4 Company Paid Travel Accident Insurance
5.5 Integrated Disabilty Program
5.5.1 Sick Days
5.5.2 Short-term Disabilty (STD) Benefits
5.5.3 Long-term Disabilty (LTD) Benefits
5.5.4 Initiating a Claim for Benefits
Il.
,)
5.6 Retirement Programs
5.6.1 United Water 401 (k) Plan
5.7 Employee Stock Purchase Plan (SPRING)
5.8 Workers Compensation
5.9 Unemployment Benefits
5.10 Employee Assistance Program
Section 6: Time Off
6.1 Vacation
6.2 Holidays
6.2.1 Floating Holidays
6.3 Sick Leave
6.4 Family and Medical Leave (FMLA)
6.4.1 Eligibilty for FMLA Leave
6.4.2 Definitions
6.4.3 Basic FMLA Leave
6.4.4 Miltary Family Leave
6.4.5 Interment and Reduc Schedule Leave
6.4.6' Pay and Benefits During FMLA Leave
6.4.7 Employee Responsibilities When Requesting FMLA Leave
6.4.8 Employer Responsibilites
6.4.9 Medical certifcation
6.4.10 Reporting While On Leave
6.4.11 Return to Job at End of FMLA Leave
6.5 New Jersey Paid Family Leave
6.6 Bereavement Leave
6.7 Jury Duty
6.8 Miltary Leave
6.8.1 Procedure
6.8.2 Eligibilty for Reinstatement Upon Return From Miltary/Reserve Duty
Leave
iv.
6.9
Section 7:
7.1
7.2
7.3
Section 8:
8.1
8.2
8.3
8.4
8.5
8.6
8.7
8.8
8.9
8.10
Section 9:
9.1
6.8.3 Applications for Reemployment
6.8.4 Job Protection for Returning Miltary Service Personnel
6.8.5 Benefit Details
Part-Time Employees
Safety, Security and Health
Safety
Security
Smoking
Ethics
Ethics Program
Conscientious Employee. Protection
Conflict of Interest
Confidential Information
Inside Information
Copyright and Licensing
Procurement, Vendor Relations, Gratuities and Bribes
Government Relations
Political Contributions
Use of Company Property (Issued 5/2009)
8.10.1 Use of Technical Resourcs, Communications and ComputerSystems
8.10.2 Telephones
8.10.3 Company Vehicles
8.10.4 Computers and Computer Netwrk
8.10.5 Email
8.10.6 Internet and World Wide Web
8.10.7 Remote Access to Company's IT Environment
Other Policies
Tuition and Education Assistance
9.1.1 Eligibilty
9.1.2 The Program
v.
9.1.3 Program Reimbursement Guidelines
9.1.4 Tax Implications
9.1.5 Reimbursement Options
9.1.6 Service Obligation
9.1.7 Approval and Processing
9.2 Charitable Contributions
9.3 Company Functions
9.4 Personal Propert
9.5 Use of Personal Vehicles
9.5.1 Mileage Reimbursement Rate and Calculation
9.5.2 Reimbursable Expenses
9.5.3 Employee Responsibilites
9.6 Use of Company Vehicles
9.6.1. Driver Safety
9.6.2. Driving Recrd Ches
9.6.3. Preventable Accidents
9.7 Travel.
9.8 Relocation Program
9.9 Cell Phone, Personal Digital Assistants (PDA's) and Wireless
Handheld Devices (Issued 512009)
9.9.1 Safety Issues for Cell Phone, PDA, and Wireless Handheld Device Use
9.10 Personal Recording Devices (Issued 5/009)
9.11 Personal Web Sites and 810gs (Issued 5/009)
9.12 Statements to the Media (Issued 5/009)
9.13 Locker Room Policy (Issued 5/009)
vi.
t i
Section 1
INTRODUCTION
l
Section 1 - Introduction
1.1 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 rightto modif, revoke,
suspend, tenninate, or change, in whole Or in part, at any time, with or without cause and with or
without notice, any or aU of the plans, policies, benefits, practices or procedures descrbed 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
affliates regardless of their date of hire. Employees should consult their immediate supervisor
or local Human Resourcs department whenever they have questions about these policies.
Neither this Policy Manual nOr any other United Water guideline, policy, practice 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 wriing and signed bya duly authorized
designee.of. United. Water. its subsidiaries or affliates. All employeesóf United Water are,
thererore;employed on an at-willbasis except where a written contract of employment signed
by an appropriate offcer exists. This means that employment with United Water may be
tenninated at any time with or without cause or notice by lJnitedWater or the employee.
To the extent that any provision of this Policy Manual is inconfliçt wlththe tenns of a collective
bargaining agreement, the terms of th collecive bargaining agreement prevaiL.
In all instances. Company policy and practice wil complY with any appíicable federal, state and
loçllawsandtt;is Policy Manual wil be deemed modifed to confonn to such laws.
Reissued/Amended 5/2009
J
Section 1 -Introduction
1.2 COMPANY MISSION AND CORE VALUES
1.2.1. United Water Mission
To be a leader in the provision of sustainable water and wastewater solutions, deveioping
stakeholder value and growing the business through our competitive advantage.
1.2.2. United Water's Four Core Values
Following are the core values by which United Water wil realize its mission. Each component
prepares the Company to deliver value and expands the possibilties for the Company.
1. Customer Service and Value
. UiìitedWaterdiferentates itself through the way it does business and
provides exceHent value-for-money services with strOng local identity.
. In allCol1pany actvities, United Water will communicate the importance
of waterquality, public healt, environment, and stewardship of the
counts waterinfastructlJre.
. United Water will actively seek opportunities for additional services and
value creation.
2. Employee Development and Motivation
. United Water will crate a business.whre the best people want to work
and grow.
. United Water will encourae involvement in and commitment to the
Company's progress.
. United Water will cotinue to create a genuine health and safety culture.
. United Water will demonstrate and demand high ethical standards.
. United Water will demonstrate a commitment to diversity and inclusion.
3. Business Effciency
. United Water will strive to achieve the right balance between
penorance, risk, and cost.
. United Water will follow it sustainable development road map.
. United Water will leverage the respective strengths of its Regulated and
Contract Services Business, as well as its affliates in the united States,
namely Utilit Service Company, Inc. and Degremont.
. United Water wil comply with all contracts, regulations, environmental
statutes, licenses and permits, and all federal, state, and local compliance
requirements.
Reissued/Amended 5/2009
'-
Section 1 -Introduction
4. Managed Growth
· United Water wil create stakeholder value by pursuing managed,
profitable growth.
· United Water will coordinate growh plans across its business segments.
Reissued/Amended 5/2009
Section 2
EMPLOYMENT
Section 2 - Employment
2.1 FAIR EMPLOYMENT
2.1.1. Equal Employment Opportunity
It is the long-standing policy of United Water to provide equal employment opportunity to all
employees and applicants; Employment decisions are based on merit; qualificatiOns and
abilties. The Company prohibits discrimination and makes all employment decisions without
regard to race, creed, color, religiOn, national origin, citizenship status, ancestry, sex, age,
veteran status, obligation to or unifórmed service, mentål or phy$icaFdisality, marital
status, family status, atypical hereditary cellular or blood trait, genetic infórmation¡affectional
or sexualorientatiôn or any other characteristic protected by applicable federal, state or
local law. This policy applies to all terms and conditions of employment, including but not
limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer and the
provision of working conditions, compensation, benefits, training and opportunities for
advancement.
United Water wil continue to comply with all appliCcble federal, state and 10cCillaws
governing nondiscriminCitian. in employment in every lotjnin whic the company has
facilties.
2.1.2. Affrmative Action
United Water deyel()ps and administers affrmative action plans. where. reqljiredtodo so.
This policy is intenged .to . be ccnsistent with .the requirements and objecives. set forth by
Presi(jential Executive .Order.11246, and applies to aU segments of United Water.
Where the Company is not legally required to comply with. affrmative action guidelines,
United Water wil act affirmatively in arelswhere underutilzation of individuals exist in the
following. manner:
United Water is committed to expanding applicant pools, where availabl.e, to include
individuals such as females, minorities, disabled individuals, disabled veterans and
veterans. .of the ViEJtnCim era. The Company wil provide opportunities for these
individuals to advanc within the company through employer-sponsored training
programs and other forms of promotion to more responsible positions, depending
upon their abilties and qualifications.
2.1.3. Employees witl'a. Di~.biUty
United Water.is committed to. complying wih the Amecans with Disabilities. Act (ADA) of
1990, which prohibits discriminatory employment practices against individuals with
disabilties and all other relevant state and federal laws protecting the rights of individuals
with disabilties.
Reissued/Amended 5/2009
)
Section 2 - Employment
United Water wil endeavor to make a reasonable accmmodation to the known physicl or
mental limitations of qualified applicants or emplyees with disabilities to enable them to
perform essential job duties, unless such accmmodation would impose an undue hardship
on the operation of the business. This includes the modifcation of jobs, schedules and work
rules to reasonably accommodate disabled applicants and employees.
United. water wil remove architectural andstructural barrers to an employee's workplace
acçessibilty and. usabilty where suc removal is needed and readily achievable with
reasonable effort and cost.
Qualified individuals with disa~i1ties may make requests for reasonable 21ccmmodations to
the Human Resources Deplent. Upon receipt of an accmmodation request, a member
of the Human Resources Department will meet wi the reuesting individual to discuss and
identify.the.precise limitations resulting from the disabilit and.the potential accmmodation
that United Water might make to help overcome those Iimittioris.
United Water will treat all requests for reasoable accmmodations with discretion and will
maintain all information regaring the medical condition or history of applicants, em¡)loyees
and employees' dependents on separate forms and in separate locked files. The information
obtained '-.ill betreated.~~.a~~fidential medical reC?rd (including sick day information) to
be utilzed only as permitted bylaw and on a need-to-know basis. .
2.1.4. Religious Accommodations
United Water will comply fully with Title VII of the Civil Rights Act of 1964 and .other
applicable. state anti-discrimination laws with respect to reasOFably.. accornmodating an
employee's sincerely held religious beliefs. United Water respectsthèreligious. beliefs and
practices of all its employees and will make, upon request,anaccmmodation for such
observances when. reasonable accmmodation is available that does not create an undue
hardship on theoperatio~ of the Company's business. Undue. hardship inclùdes, but. is not
limited to, imposing more than a de minimis cost, whether economic or non-ecnomic;
reducing effciency; violating a collectve.bargaining agreement or other established seniority
system; infringing on other employees' rights; jeopardizing workplace safety;. or conflicting
with another legal requirement.
An employee whose. religioUS beliefs or practices conflict with his or her job or work
schedule, with the . company's policy or practice on dres and appearance, or with other
aspects of employment and who seeks a religious accommodation must submit a written
request for the accommodatin to their immediate supervisor and/or their Human Resources
representative. The request should include the type of religious conflict that exists and the
employee's suggested accommodation. The request wil be evaluated to consider whether a
work conflict exists due to a sincerely held religio beliefor practic and whether an
accommodation is available that is reasonable and that would not create undue hardship on
the Company's ~usiness. All employees have a duty to cooperate. with the Company's good
faith efforts to achieve an accommodation.
Reissued/Amended 5/2009
(
Section 2 - Employment
2.1.5. Responsibilty for Fair Employment Practices
United Water expects all employees to be responsible for complying with the intent of our
policy. Should any employee act contrary to our Fair Employment Practices Policy, such
employee wil be subject to disciplinary action up to and including termination.
Responsibilit for. ensuring compliance and continued implementation of this policy is
assigned to the Senior Vice President of Human Resources, who will. periodically review
United w~ter's progress in these areas. Any employee withqtiestions or concerns about
equal employment opportunities in the workplace is encouraged to bring these issues to the
immediate attention of the Senior Vice President of Human Resources.
Reissued/Amended 5/2009
)
Section 2 - Employment
2.2 DIVERSITY
Valuing diversity means valuing diferent backgrounds and perspectives, fostering teamwork
among United Watets heterogeneous communities, and maximizing contributions using the
skils and talents of all. members of United Water communities. At United Wáter, diversity
means differences among individuals in our workforc, suppliers and communities such as
age, business background, culture, disabilit, educational level, employee status, ethnicity,
family status, function gender,. national origin, race, religion, sexual orientation, social class,
thinking styles, etc:.. These diferences provide a wealth of resources to United Water.
United Water wants to be the reference company for its industry, recognized for its
commitment to diversity and inclusion. United Water wil provide an environment that
celebrates individual uniqueness and enables all employees to contribute to its success and
share in the rewards.
United Water's success as an organiztin relies upon its collective and individual
commitment to be inclusive: to acknowledge, respe and integrate its diverse individual
attributes into a creative, productve and effcient organization to help it achieve the following
company objectives:
Customer Service: United Water will develop a workforce that understands and
reflects the diverse communities and clients that it serves to ensure progress toward
excellent customer service and satisfaction.
Empioyee Development: United Water will meet its talent needs by enabling
emplOyees of all backgrounds to rea their fullest. potential and by creating more
robust recruiting pools frm an increasingly diverse population.
Business Effciency: United Water will increase employee engagement to improve
situational understanding, decision making, and productivit as well as company
performance, innovation and creativit by leveraging diversity on its teams.
Managed Growth: United Water will attain competitive advantage in winning new
contracts by striving to ensure that its internal diversity reflects the populations it
seeks to serve.
Reissued/Amended 5/2009
Secion 2 - Employment
2.3 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 form of discriminatory conduct by or
toward any employee, regardless of the source, wil be tolerated. This policy is intended to
apply to employees, vendors, clients and visitors.
United Water, therefore, prohibits all forms of harassment based upon race, creed, color,
religion, national origin, ancestry, sex, age, veteran status, uniformed service, disabilit,
marital status, family status, atypical hereditary cellular or blood trait, genetic information,
affectional or sexual orientation, and any other forms of legally protected characteristic. For
these purposes, the term harassment includes.. slurs or other offensive remarks, jokes,
graphic materil or other offensive conduc that is either verbl, written, physical or visuaL.
Every employee has a responsibilty to maintain an environment that is inclusive, respectul
and free of harassment. Improper interference with the abilit of the Company's employees
to perform their job duties is. absolutely not tolerated. If an employee believes the actions or
words. of another employee or other persn at work constitute harassment, the. employee
shoulr! promptly bring the. matter to the. immediate. attention of his or her supervisor. If for
any reason an employee is uncomfortable in bringing such matter to the attention of thesupervisor, the employee should bring the matter to the. attention of the . appropriate
departent head, company manager, Human Resources representative or the Ethics
Committee (Toll free Une 1.877.384.4277). The Ethics Commit is comprised of the
Senior Vice President of Legal and. General Counsel, Senior Vice President of Human
Resources and the Director of Internal Audit. The Senior Vice President of Legal and
General Counsel is designated as the Company's. Ethics OffICr. The supervisor,
departent 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 wil
be promptly conducted into all allegations of discrimination or harassment in as confidential
a manner as possible. Appropriate remedial and disciplinary action wil be taken if
warranted, uP to and including, without limitation, suspension and termnetion.
A. Sexual Harassment
Sexual harassment is one example of forbidden harassment and is worthy of
special mention. Unwelcome sexual advances, requests for sexual favors or other
verbal or physical conduct of a sexual nature, as well as any harassing behaviors
directed toward another because of the individuals gender or sexual preference
constitute harassment under the following circumstances:
· Submission to or rejecton of such conduct is made, either expljcitly or
implicitly, a term or condition of an individual's employment.
· Submission to or rejection.. of such conduct by an individÌJI is used as the
basis for employment decisions affecting any individual(s).
· Such conduct is suffciently severe or pervasive that it unreasonably
interferes with the individual's work performance. or it creates an intimidating,
hostile, or offensive environment.
Reissued/Amended 5/2009
)
Secion 2 - Employment
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 information.
Reissued/Amended 5/2009
(
Section 2 - Employment
2_4 EMPLOYEEREFERRAL PROGRAM
United Watets Employee Referral Program provides monetary incentives for eligible
existing full-time and part-time employees who refer external candidates who succssfully fill
positions within United Water that qualif for a referral bonus. United Water's goal is to
enrich the diversity of .its applicant pool with high-quality talent that would have otherwse
remained. undiscovered.
2.4.1. Program Guidelines
If. a referred candidate is hired and remains with thEfcompany for a. minimum of six months
and is still an active employee in good standing at the time the award is paid, the employee
who referred that individual and meets the eligibilty guidelines described in Section 2.4.2 of
this policy will receive an award as follows:
· $2,500 .bonus award fortt referrlofacandidate for an eligible Exempt position
· $1,000 bonus award for the referral of a cadidate .for an eligible Non-Exempt or
Bargaining Unit position
The exempt or non-exempt. status of each open position wil be noted on the internal Job
posting. The eligibilit for a referral bonus wil also be ciearly noted.
"Critical needslhan;1. to fill" positions may .tieligibie for a premium payment:
· Eligibiltyfor..a.premium payment will..be noted on the jol.posting.· Positions that are considered "critic:lnees/hardlofillwilfbé determined by
the Human Resources Department in conjunction with. the hiring manager.
All awards will be subject to applicable federal and state income tax withholding
requirements.
United Water employees are only eligible to. receive bonus. awards for the .referral Of a
candidate for an eligible United Water position. Bonus awards wil not be paid for the referral
of any candidate to an open position within any affliate of Uniteçt Water (e.g. Suez Energy),
The Payroll Department wil payout all bonus awards after the referd candiate has
successfully. completed six months of employment.
This program is administered by the Human Resources Department.
E.mpl()yees who reqyire further information or have questions. regarding the program should
contact their local HR representative or the Corprate Recruiting Department in Harrngton
Park, NJ.
Any clarifications or interpretations of this program wil be handled through the Human
Resources Department.
Reissued/Amended 5/2009
)
Section 2 - Employment
The Human Resources Department reserves theexclusive right, without prior notice, to
modify, add to, deviate from, suspend or revoke this program, in whole or in part, from time
to time as circumstances change, or as is otherwise deemed appropriate, in the sole
discretion of the Senior Vice President of Human Resourcs.
2.4.2.EligibUity Guidelines
All regular active full-time and part-time employees of United Water are eligible to receive a
referral bonus, excluding the following:
. Vice Presidents and above;
. Members of the Human Resources Department; and
. Hiring managers wh refer candidates for positions within. theIr area of
resp0rlibilit and who have hirig authority over the referred candidate.
In order to receive the bonus award, the employee who made the referrl must be an active
employee, in good standing, at th time the bous award is paid.
The referral must represent the candidate's firs contact with United Water. The candidate
shall have no prior submission of an application or resume for any open position through
any other source, including but not limited to an employment agency, newspaper ad,
internet posting or a job fair.
In the event that more .than one employee refers the same candidate,. the employee
submitting the earliest entr wil be eligible for the bonus award. All referrls wil be tracked
accrding to the date received through the Unied Water website and/or the Corporate
Recruiting Department in Harrngton Park, NJ.
A. Referred Candidates
1. A referrd candidate may not be:
a. A current or former employee of United Water, its subsidiaries or
affliates.
b. A consultant, contract, leased, temporary or seasonal employee.
c. A close relative of the employee as defined in United. Water's anti-
nepotism poliCy.
2. All referred candidåtes wil be evaluated for employment consistent with
United Watets policies and proceures. Only candidates who meet the
essential funcons for the poste position wil be considered and contacted.
3. Information regarding the Company's decision not to hire a referred candidate
wil be kept stricty confidential betwn the hiring manager, Human
Resources, and the candidate. Under no circumstances wil the reason for or
the details of the decision not to hire a candidate be shared with anyone else.
The referral of a candidate wil remain valid for up to twelve (12) months from the
initial referrl date. The Company reserves the right, at the sole discretion of the
Human Resources Department, to extend eligibilty in cases whre the candidate
is under active consideration.
Reissued/Amended 5/2009
~.
Section 2 - Employment
2.4.3. Program Administrative Process
All referrals are to be presented in the following manner:
1. To refer a qualified candidate for the employee referral bonus, employees
must submit the referral through Quench for proper credit. Jobs eligible for a
referral bonus will be noted as "Referral Bonus" to the right of the job title.
a. .. CI.ick on the job .title for .the position for wilicti you are referrng someone,
and. thenclick "Refer a fnend for this job" (Ipaated on the right side of the
job .description).
b. If you have not alread done so, you will be asked to "Register as a New
User" and complete some brief information about yourself (only the fields
marked with an astensk). You will also be asked to provide a secunty
question and answer.
c. Next, you will be asked.to provide your...refetraf's...e-mail adress and
some. general information. .~txut. that individual. (only the fields marked
with an asterisk). You. may attach your referral's resume, but are not
required to do so.
d. êefore YOtJsubmitthe referrl, You will be prpvided with a summary of the
informationyou entered; review, then click "Submit."
e. Your. refel'al will reçeive .i;n e-mail stating that "aJrienal' referred him/her
to United Water and he/she VIill be asked to furtr complete a prpfile.
1. All employee-referred candidates are recorded in the Company's
database. for up to one year.
2. Any employee who does not go through the websitetò make a referral may
complete a Candidate Referrl Form instead.
a. Employees can obtain forms by contacting their locl HR representative.
b. The refernnganiPloyee mustsendthecompleted fOrm andaçopy of the
referred candidate's resume to theirHuman Resourcs Representative.
Employees who submit referrals will receive notifcation confirming receipt of their referraL.
All resumes wil be reviewed in light of United Water's current and future needs; only
applicants considered for further discussion wil be contacted.
Reissued/Amended 5/2009
~
Section 2 - Employment
2.5 RECRUITMENT AND HIRING
2.5.1. New Hires
United Water is commited to employing, in its best judgment. the best qualified candidates
for approved Company positions while engaging in recruitment and selection practices that
are in compliance with all applicable employment laws. It is United Water's objective to
attract and retain qualifie employees to help it achieve its business objectives. United
Water is an equal opponity employer that hires individuals solely on the basis of their job-
related qualifications. United Water actvely encouraes recruitment of diverse candidates
for existing and expected employment opportunities.
United Water uses Equal Opportunity Employer (EOE) in all advertisements.
Employees are encouraged to participate in employee. referrl programs.
Opportunity is. given to appicnts to identi. themselves for inclusion in
AffnnativeAcon Plans.
Active recruing prorams are carred out at secndary schools and colleges, at
which diverse candidates are sought
Hiring is theresponsibilty of the appropriate projec or propert manager or designee, with
the concurrence of the Human Resourcs Manager or Corporate Human Resources. In
order to recruit internally or externally for an opn position,s persnnel requisition fonn is
required with the appropriate levels of approvaL.
Human Resourcs is.. responsible for the overall management of tlie recruitment and
selection processes including employment-related agenc relationships, any employment
contract negotiations and maintenance, and the processing of new requisitions, offers and
employees.
2.5.2. Pre-Employment Drug Testing
Candidates for employment shaUbe notifed of United Water's policies regarding a drug-free
workplace and substance abuse testing policies. As a conditiOn of employment, United
Water requires all individuals. offered employment with thEl Company to take a drug-
screening test. United Water will not hire anyone who tests positive for ilegal drugs or
demonstrates clinical evidence. of drug use. For further information on United Water's drug
testing policy, employees should refer to secion 3.2 of this manuaL.
2.5.3. Background and Reference Checks
Background and reference checks serve as an importnt part of the selection process at
United Water. This type ofinfonnation is collected as a means of promoting a safe work
environment for current and future employees and to verify the accuracy of the infonnation
provided by the applicant. Background and reference checks also help the Company obtain
additional applicant-related infonnation that assists in detennining the applicant's overall
employabilty. United Water wil conduct a background investigation on every prospective
Reissued/Amended 5/2009
Section 2 - Employment
new hire, regardless of the position for which they are applying. A background investigation
includes the following:
· Venfication of previous employment
· Professional reference check
· Education verifiction
. Criminal history check
. Driver's license check
· Credit check (applicable only to those employees involved in monetary
transactions)
All offers of employment are contingent upon satisfactory completion of background and
reference checks. The background check.must be completed and results verified before any
employee begins work.
United. Water wil ensure that all backgrQund and reference checks are conducted in
compliance with all federal and state statutes, including the Fair Credit Reporting Act, as
applicable. The Company reserves the nght to make the sole determination concerning
information or any employment decision.arising out of the background check.
Misrepresentation, intentional falsification or withholding of any informtiOn on employment
applications and/or during the employment application process will result in disqualification
from further employment consideration in any position with the Company.
2.5.4. Immigration Law Compliance
United Water will comply with the Immigration Reform and Control Act of 1986 (lRCA)
requinngthat employees must provide documentation demonstrating their legal riht tQ work
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
FormP.9.
2.5.5. Non.Disclosure Agreements
As a condition of employment, newly hired employees may be required to sign a Non-
Disclosure agreement in regards to United Water's confidential and propnetary information
prior to commencing work with the Company.
Each current employee of United Water must sign a Non-Disclosure agreement regarding
confidential and proprietary information when requested to do so, including as a condition to
an in service promotion.
All signed Non-Disclosure forms must be submited to Human Resources, where they wil be
filed in the employee's personnel file.
Reissued/Amended 5/2009
Section 2 - Employment
2.5.6. Non-Compete Agreements
Due to the nature of the work that they do for the Company, key employees and/or those
employees in specific roles and/or those employees with specific job functions may be
required to sign a non-compete agreement as a condition to employment or condition of
promotion within the Company.
Reissued/Amended 5/2009
Section 2 - Employment
2.6 EMPLOYEE RECORDS
It is the policy of United Water to keep confidential, to the extent possible, all employee
personnel records. This information is maintained .in confidential files accessible only by
authorized personnel and is used for bona fide business purposes only. Unless legally
required, personal information wil not be released to outside indiVduals and/or agencies
without the employee's approval.
An employee may ask. to see their personnel reords bycontåctng the Human Resources
Departent. The Human Resources manager wil determine a suitable time and place for
the employee to review the record. This review shall be in the presence of. a Human
Resources representative. Where required by state law, an employee may make copies of
any of its contents.
Employees. who receive. oral or written requests for information about a current or former
employee should refer the inquiry to the Human Resources Department. Current
employe.es who ned verification of employment and salåry (fOr obtaining. credit, etc.) should
submit a wrtten and signed request to the HlImanResourcs Department.
It is important that United Water has an accurate record of each employee's personal status.
Changes in status can affect payroll tax deductions, insurance. benefits, retirement plan
benefits, and other important areas that affeCt employees' lives; Employees must advise
Human. Resources of any change in. such things as address, telephone .number, marital
status, number of dependents,citizenship, nalTe of emergencyc()ntaCt and their drivng
privilegeS, and snould updåte educational aCCmplishments, professional registrations or
certiftions, professionai S(cietymembership$IP8Pers presented or published, .and publiC
offces held.
All employee personnel files are the sole propert of United Water.
Reissued/Amended 5/2009
Section 2 - Employment
2.7 ANTI-NEPOTISM POLICY
It is the policy of United Water not to hire close relatives of employees. Also, it is the policy
of United Wi:ter notto trasfer or promote close relaties of employees into situations where
the possibilty. of favoritism or conficts of intere.st might arise or into situations that could
negatively affect productivity, employee morale, customer relations, or effective supervision.
Additionally, it is the.intent of United Water to maximize the potential for applicants from the
communities within which we operate to enjoy equal opportunity to access available
positions at United. Water so that the applicint pool is reflective of the diversity of those
communities.
A. "Close Relative" Defined
For purposes of this policy, the term "Close Relative" includes the following
relationships, whethr esblishe by bloo, marrage, or other I&gi:l action or
status: husband. wife, domesti partr, mother, father, son, daughter, sister,
brother, grandfathr, grandthr, grachild, mother-in-law, father-in-law, sister-
in-law, brother-in-law, son-in-law, daughter-in-law, stepchild, stepparent, legal
guardian.
Close relatives of curnt emplOyee may not be hired to work at United Water
within the same business uni or in any other business unit or segment. within
close proximit. Close proximit is define as 200..miles.
Close relatives who are already employed by Unitèd Water as of the effective date
of this policy may not be assgne or transf into positions if this change in
employment would:
1. Create a supervisor/subordinate relationship with a close relative;
2. Create a situation in which one relative is in a position that audits the
other's work;
3. Have a potential for creating an impression of favoritism adversely
impacting wOrk.performance; or
4. Create either an actual confict of interest or the appearance of a conflict of
interest.
If tw employees become close relatives by virtue of marrage, or other legal action
or status, after commencement of employment by United Water, they both may
continue their employment and the company will work with each to avoid:
1. A direct reporting relationship;
2. A situation in which one audits the other's work;
3. Creation of either an actual conflict of interest or the appearance of a
conflict of interest.
If the change in relationship creates one of the conditions listed above, attempts
wil be made to find a suitable solution. The affected employees wil be permitted
Reissued/Amended 5/2009
Section 2 - Employment
to have input intøthe decisions. In no ease wilt United Water make a decision
based on gender. Factors such as seniority and skil set wil betaken into account.
Temporary seasonal employment is not covered by this policy and United Water
encourages seasonal temporary internships for applicants related to current
employees.
This policy will be applied in accordance with all applieable laws. If an employee
perceives that this policy, as applied, violates anyapplieable law, they should
discuss such. matter with the Human Resources Department.
Violation of this policy or deliberate filing of false or misleading information may
lead to disciplinary action, up to and including discharge of the parties involved.
Any clarifieation$ or interpretations of this policy will be handled through theoffce
of the Senior Vice President of Human Resources.
Reissued/Amended 5/2009
section 2 - Employment
2.8 ADVANCEMENT OPPORTUNITIES
2.8.1. Job Posting
It is United Watets policy to provide advancement opportunities to employees throughout
the Company.
Therefore, it is United Watets objecive to fiU 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 generall post posiions 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.
All employees are encouraged to view current openings on Quench, the Employee intranet
site, by cliçking on the Human Resources/Job Opportunities. tab. Employees can apply
directly on line. To apply for a currnt job opening, employees must create a New User
profile an save their username and passwrd for fuure use.
To be eligible to apply for a posted position, an emplyee must meet the minimum hiring
specifications for. the position, be capable of performing. the essential functions of the job
with or without reasonable accmmodation, be an employee in good standing in terms of
overall work recod, and generlly have ben in his or her current. position for. a minimum of
one (1) year.
United Water reserves the right to realign and reorganize positions as required or deemed
necessary withouUhe requirement to post such newly structured positions.
2.8.2. Transfers
Employee transfers, initiated by the employee or by management, may provide opportunities
for broadened exprience and advancement. It is United Watètsobjective to create and
maintain an atmosphere that supports and rewards the pursuit of career mobilty.
Supervisors and department heas should encourage their employees. to pursue
appropriate opportunities that foster career development.
However, the transfer of individuals employed less than one year wil normally not be
considered unless an organization change or layoff is involved. Employees are also
required to spend a minimum of one year in a position before beoming eligible to seek a
transfer to another position.
Transfers should be discussed wih the departent manager and the Human Resources
manager to ensure compatibifty wih United Watets staffng objectives. A transfer into a
position will occur as soon as practicable and, generally. wil not be delayed more than four
(4) weeks from date that the trnsfer is agreed upon. Transfers into exempt positions wil
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 new position is
clearly one of greater or lesser responsibilty and the employee is reclassified and/or
Reissued/Amended 5/2009
Section 2 - Employment
promoted at the same time. 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 they are suited and to
provide an .effcientmeans for meeting the changing personi:el needs of United Wåter.
Reissued/Amended 5/2009
Section 2 - Employment
2.9 OUTSIDE EMPLOYMENT
The Company is engaged in furnishing an essential public service, vital to the health, safety,
and comfort of its customers. It has a high degree of responsibilty to the public and cannot
meet this responsibilty unless it has the full cooperation and commitment of its employees.
It is thepolicy of United Water that outside employment shall not interfere with the
performance, responsibilties or job funcions of employment with United Water. The
Company expects that any outside employmnt must not be detrimental to, compete with or
present a conflict with the interests of Unied Water.
A. Employees are prhibited frm performing any services for customers on
nonworking time that are normally performed by United Water. This
prohibition extends to th unauthorized use of Company tools, equipment or
resources and the unautried use or application of any confidential
information.ln addition, employees are not to solicitor conduct any outside
business, either or their behalf or on anothets bealf, during paid working
time~
B. Outside employment will . not be considere an excuse for poor job
performanc, absentism, tardiness, leavng early, refusal to travel or
refusal to work overtme or diferent hors.
1. Employees who have accpted outside employment may not use
allotted paid sick leave to work on the outside job. Fraudulent use
of sic leave will result in disciplinary acton, up to and including
termination.
Reissued/Amended 5/2009
Section 2 - Employment
2.10 EMPLOYEES HOLDING OR SEEKING PUBLIC
OFFICE
In General"Unitert Water ,encourages emplQyee~ . to partiçipate in the political. process
including holding public offce. United Water wil apply the folrQwingguidelines to employees
seeking or holding public offce:
· Employees running fQr offce may disclose their current affliatiOn wih United
Water in the course of their eleciQn campaign. However, an employee is
prohibited from using United Water's name in a. way that suggests . United
Water's endorsement of the employee's candidacy.
· ErapJQyees running for, or elected to, public offce 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 offce must resign or request a leave of
absence witout pay. Employees on leave 'vithout pay because they are
running for, or holding. or have been eleeterttopublic offce are not guarliteed
reinstatement to their pnor position or any position at United Water.
· Employees holding part-time public offce . are required tQ. resove,., to United
Water's satisfacton, any conflicts of interest that set the empioyee's loyalty to
United Water in. conflietwil\. the . employe's Quties ..iniP!JbJic offce.,.,., Minor
cQnflicts might bereSQJved by the employee disclosing the, conflict and
removing. him or herself from decision making withrespto ,theparticular
matter. Maj()r conflic of interestl'igl\trequire. the employee . to transfer to a
new position or resign.
· Employees ¡ncertain jobs ,at United Water whose jobs requireJhem to remain
politically neutraJin repre~enting the interests of United Water,. inClUding, but
not .Ilmited to, those emPloyees who hold . positions in the ,External, Affairs
Department are, prohiplteQfrom running for or holding .P4pl,iç offce. In these
cases"Junning for or hQldingpublic offIC would be considered a major conflict
of interestrequinng resignation from their current position.
Reissued/Amended 5/2009
Section 2 - Employment
2.11 TERMINATION OF EMPLOYMENT
It is United Watets 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 suffcient to satisf all of the then outtading obligations. betwen them, Amounts
due to the employee may be items such as earnd but unpÇid regular payor vacation pay.
Amounts due to United Water may include such items as employee cash advances and
tuition reimbursement payments, and any investments in shares purchased through the
Spring program that have not been paid. Any pÇymentdUé to the employee. shall be at the
rate in efft at the time of tennination. Employees will.. be paid in accordance with federal
lawandtheirapplicable state law.
Note: The Senior Vice President of Human Resources or the Sr. Vice President's designee -
under recommendation by the apprpriate Company Manager - is responsible for decisions
to involuntarilY terminate an employee.
An employee's termination is deemed effecive on the date that active participation with
United Water ceases. Nøvacation creit or pÇyment of any kind due by United Water to the
employee shaUdelay the effective date of tennination. No employee benefits will accrue or
be paid to an employee after service is tenninated except as specifically provided by plan
provisions or applicable state or local law.
All Company propert inclding; but not limited to, keys, security cards, 10 badges, laptop
computer. Blackberes. cell phones, pagers, unionns, and tools must be retumed on or
b~!öre the empioyee's . last day of work (se secion 8.10.1. of this manual for further detail).
To the extentpennited by law, empyees wil be requird to repay the Company (through
pÇyroll deductions, if lawfl) for any lost or damaged CompÇny propert.
Employees must also.retum all of the Company's confidential. information upon separation.
This.includesinfonnation of any nature in any form, including without limitation all writings,
memoranda, copies, reports, papers, surveys,. analyses, drawings, letters, computer
printouts, computer programs, computer applications, spifictions, customer data, trade
secrets;business methods, business procsses, business techniques, business plans, data,
graphs, charts, sound recrdings and/or pictoral reproductions whiçh have been identified
at or about the time of disclosure as proprietary by the Company.
Departing employees should confinn their forwarding address with Human Resources to
ensure that they receive beefits and tax information in a timely manner.
Employees wh have decided to resign their employment wih United Water should provide
their supervisor with written notice of their resignation at least two weeks before their
expected last day of work, in order to resign in good standing. An employee who is
considering. leaving the COmpany is. encouraged . to . discuss the matter with his/her
supervisor prior to making a final decision. Vacation and other paid leave may not be used
to satisfy the two (2) weeks notice.
Reissued/Amended 5/2009
Section 2 - Employment
2.12 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 wil be at the sole
discretion of United Water.
A. Definitions
1. Recall
A "recall" occurs when an employee returns to work for United Water when the
preceding period of Company employment ended in a temporary involuntary
layoff. Layoff typically result from lack of available work or other business
circumstances leading to a reductn in force.
2. Rehire
A "rehire" occurs when an. employee returns to work for United Water when
thepreçiog peri of Company empl()ymem ended in a voluntary quit or
ternination.. An employee discharged for cause is not eligible for rehire.
3, Severance Rehire
A "severance. rehire" occurs when an employee retlJrns to work for United
Water when the preceding period of Company employment ended under the
terms of a written severance agreement and for which the employee received
severance benefits.
B.AdJusted Service Dates
Any empioyee who is recalled or rehired by United Water in a reguiar full-time
status ..may reCeive an adjusted servic or hire. date that gives credit for prior
regular full;.time employment with the Company. Periods of temporary or part-time
employment wil n()t beqansidered 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 facilit at which the employees
worked, may also have their employment service with the client counted as
service with United Water. This service will be considered the same as direct
employment with United Water for service-related employee benefits such as
vacation, but win not be used in determining the level of pension benefits earned
and may be used solely for the purposes of vesting in a pension plan.
An employee who accepted voluntry termination under a United Water
severance plan or agreement will not receive credit or service for previous
Company employment except where mandated under federal or state regulations
or in the severance agreement or at the sole discretion of the Company at the
time of re-hire.
Reissued/Amended 5/2009
Section 2 - Employment
C. Employee Benefits and Compensation
1. Vacation
A ré-employed indivdual who recives an adjusted service date will accrue
vacation time based on that date.
2. Pension and 401 (kl Plans
Eligibilty, participation and the restoration of service of are-employed
individual wil be based upon federal regulations and the provisions of the
plan.
3. Other Benefits
The provisions of each benefit plan will determine eligibilty for and
participation in other benefit plans.
4. Compensation
Continuous service time reuired for salary reviews; bonuses or profit sharing
eligibilltywiflbe based on the actual date of re-ernployment.
D. Pre-Employment Drug Testing and Background and Reference
Checking
As a conditin of employment, United Water requires all individuals who are re-
called or re-hired to tempoary, part-time or full-time positions with the Company
to:
1. Take a drug-screening test. United Water will not recall or re-hire anyone
whq tests. positive for illegal drus or . demonstrates clinical evidence of
drug use, Fot furt Information on United Water'sc:rug testing polley,
employees should refer to Section 3.2 of this manual.
2. Undergo a background check, including but not limited to, a criminal
history check and a driver's license check as detailed in section 2.5,3 of
this manual.
Reissued/Amended 5/2009
Section 2 - Employment
2.13 JOB ABANDONMENT
An emplyee who is unable to report to work at the designated time is required to notif his
or her supervisor immediately. Employees who fail to report to work for three (3) consecutive
business days without notifying the Company of the absence wil be considered as having
voluntarily resigned as a result of job abandonment.
If the employee is unable to contact United Water during that time due to extreme
circumstances such as serious ilness, the employee should contact or have his or her agent
contact the Company as soon as practicl to explain the situation. In this case, United Water
wil determine if the voluntary resignation will be upheld or, in the case of serious health
conditions, if leave under the Family Medical Leave Act applies and the employee is eligible
and covered under the leave.
Reissued/Amended 5/2009
I '
Section 3
UNITED WATER STANDARDS
Section 3 - United Water Standards
3.1 STANDARDS OF CONDUCT
United Water maintains standards of employee conduc neçssary to ensure effcient
operations and to maintain, the highest ethicl 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 respe and dignity. In addition; employees are expected to:
· Follow their supervisots instructions
· Be prompt and regular in attendance
· Be productive
· Work safely
· Work harmoniol.sly and with appropriate respect with co-workers
· Produce qualit. and professional work
· Maintain comrnuni~tions with their supervisorand co-WOrkers
Failûretofòllowthese general standards of conduc may result in disciplinary action. When
an emplpyee,actsin"a .manne~ii~cosistent wi~~ expected standards of behavior, ,correcive
action becomes necessary. ." Disciplinary actn, 'tlch, isapproPr~te to.tt\e,circumstancs, is
used by United Water toatte~pt to work with e~pioyeesto correctnegliQence. misconduct
and unsatisfactory work performance. Serius or gross misconduc may result in
accelerated disciplinary action up to and, including immediate termination ofemplyment.
Whether
conduct is accptable, and the approprite level of discipline in any given situati,on,
wil be determined by the Company. Nothing in this policy alters. or is intended to alter, the
at-wil nature Of employment
A. Disciplinary Process
Prir to taking, disciplinary action. the employee's sUpeis()r wil counsel the
employee by discussing ,the unaccptable nature of the behavior and ensuring
that the employee, is aware iof the expeed standard of conduct
The supêrvisor. in consulttion with other( management and Human Resourcs.
may discipline the employee, thr()ugh t)rato( written warnings, schedules for
behavior i~provement,. suspensi()l's (paid or "non-paid) or termination. The
severity of the behavior wil determine the degre of disciplinary action in each
case. Repeated offnses wiii,'result in more severe disciplinary. action. The
Company reserves the righttodeterine appropriate disciplinary action.
B. Matters Subject to Disciplinary Action
The roiiowing 'are'. eXåmpleè 'Of.' employee misconduct that.' may' be subjec to
disciplinary action, up to and including termination. It is impossible to list each
and every type of conduct that might be deemed inappropriate in the workplace. It
should be noted that this list is not comprehensive, exhaustive or in any prioritized
order and that other types of conduct could result in disciplinary action, up to and
including termination.
Reissued/Amended 5/2009
Secion 3 - United Water Standards
· Poor or irregular atndance including excessive tardiness
. Unsatisfactory work perfrmance
· Insubordination
. Refusal to follow instrions or perform assigned WOrk
. Leaving an assigne workplac wihout authorization
. Theft of time including sleping on the job and unauthorized extension
of lunch and/or rest break periods
. Failure to follow established proures or observe work and safety
rules
· Indulging in activities unrelated to employment during work hours
· Unauthoried or improper use of Company (or client) equipment,
tools, vehicles, documents, information or other propert
· Destruction of Company documents, propert, tools or materials
· Making unauthorized purchases using Company funds or credit cards
and/or not following established purchasing procedures
· Possession or use of controlled substances, halluçinogerisor alcohol
while on Company premises or performing assigned work, or
repOrtng.to wor1 while undEl theinfuenç Of controlled substances,
hallucinogens or alcohol
· Verbal or physical alterctions on United Water premises or during
work hours
· t;ngagin in beavior that jeoparizes the company's reputation
anr:or saety .or is. contrary to th company's best interests
· Horsplay, fighting or agitting others tofightr
· Disorderly conductor the use of foul, obscene or abusive language
· Possession or use of firearms (or other weapons); ammunition,
explosives or other Unautorized hazardous materials while on
Company premises or during work hours
· Verbal abuse and harassment of any type. of other individuals
(employees, vendor, clients or customers)
· Making threats of any kind or in any form (verbal, writen, electronic,
etc.) to oter indiduals including, but not ..limited to, threats of bodily
harm
· Intentonalfalsifcaion of Company records including employment
applications, timesheets, absence and sickness records, process
recrds, expense statements, shif logs, laboratory data, customer
data and. informtion and similar documents
· Accpting or offering of bribes
· Use of privileed Copany information for personal gain
· Unauthorized disclosure of United Watets confidential information
· Stealin from the Company, clients or from other employees
· Gambli or conducing a lottery on company premises
· Intentional interference with treatment processes, equipment or the
work of other employees
· Intentinally damaging the personal propert of another, such as
vehicles, personal lockers or personal belongings
Reissued/Amended 5/2009
Section 3 - United Water Standards
· Smoking in restnced areas
· Dishonesty or fraud
· Failure to report injuries, no matter how slíght; or false statements or
claims of injury
· Failure to cooperate with any government, legal, or internal United
Water Human Resources or Ethics Committee investigation
Reissued/Amended 5/2009
Section 3 - United Water Standards
3.2 ALCOHOL AND DRUGS
It is the policy of United Water to establish and maintin a work environment that is free from
the effcts of alcohol, ilegal drugs., hallucinons and drugs not properly prescribed or taken
for non-medical purposes. Violations of this policy are extremely serious and wil result in
disciplinary action up to and including dischare.
Employees experiencing problems wih alcohol or drus are encouraged to voluntarily seek
assistance as soon as possible to resolve such problems before they become serious
enough to reql.ire management attention or disciplinary action (see the EAP policy under
the Employee Benefrts, section #5 of this manual). Admission of a drug/alcohol problem or
self-referral to a treatment. program wil not prevent disciplinary action for any violation that
has already occurred.
Employees are generally prohibited frm using alcoho or being under the influence of
alcohol while on Company premises, work sites and vehicles. Alcohol use may be permited
onty when such use occurs during an event that is spelly sponsored by a Company
executive or general manager.
Employees are prohibited from the ilegal use, sate, 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 or drugs. that adversly affect an employee's job performance or
attendance, including excessive tardiness or attention to safety, or that erodes the public
trust in the Company's abilit to fulfU its responsibilities may also be grounds for disciplinary
action under this policy.
It is an employee's responsibilit to notify hisler supervisor or the Human Resources
Department if they have been prescribe to use a drug or controlled substance that could
alter his/her physical or mental abilty to safely perform job duties.
3.2.1. Drug Testing
A. Pre-Employment: United Water requires that all individuals who are offered
employment be dru tested as a condition of employment. United Water wil pay for
the cost of testing. Employment wil be conditional upon a negative test result for
any prohibit drugs, controlled substances and hallucinogens. An adulterated
sample due to tampering will be deemed a positive result.
1. Refal to Undergo Testing
candidates who refuse to submit to a drug test or who repeatedly fail to
show up for a drug test wil no longer be considered for employment.
2. Positive Test
In the event of a positive result, the Company wil rescind the offer of
employment.
Reissued/Amended 5/2009
Section 3 - United Water Standards
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
rehabiltation program acceptable by the Company. In such case, the candidate wil
again submitto a drug test as a condition of employment.
B. For Cause: If a supervisor .. or other properly trained Company representative
ol)serves a person demonstraUng signs of being under the influence of alcohol or
drugs, appropriate action may be taken by the Company including removal of such
persn from the Company premises, worksite or vehicle.
United Water reserves the right to require drug or alcohol testing upon reasonable
suspicion of alcohol, hallucinogens or ilegal drug use. Reasonable suspicion
includes but is not limited to:
· Irrti()nal, errati(or belligerent behavior
· Carelessne$ resulting in damage to propert or personal injury
· Disregard fOl.safety
· Damage to Company propert
· Work-reJatedaccident
An employee's refusal to submit to a drug/alcohol test at a. Company-designated time
and place shall consUtute grounds for discIplinary action up to and Including
discharge.
C. Random:. It. is not United Water's policy to . conduct randOm. drug testing except
where it may be required to comply with specifi regulations covering theCompany. .
D. Comrnergial Driver'sUcense lCOL):.. This poliçyis intended to comply with FMCSR
FederaHv1otor CacrierSafety Regulations 49GFR, includingbutnot limited to part
40, 382 and Part 394,to c9nform toa dru and alcohol-free workplace within the
transportation industry. All drivers, owner/operators, drivers-for-hire, temporary
drivers andcontra.ctors of interstate ~nd. intratate transportati()n will be subject to
testing in accordance with Federal Motor Carrier Regulations for the use of
prohibited drugs and misuse of alcohoL. In all instances, the Company's COL
policies and practices wil be deemed to conform with applicable federal and state
laws and will be deemed modifed to conform to such laws. (for further inforation,
see your local Human Resources represntative for the COL policy and
procedure).
E. Confidentiality: All recrds concerning test results will be kept confidential and kept
in medical files which are maintained separately from the Company's personnel
files.
Reissued/Amended 5/2009
Section 3 - United Water Standards
3.3 WORK PLACE VIOLENCE
United Water is committed to preventing workplace violence and to maintaining a safe and
secure work environment. The Copany does not tolerate any type of workplace vioience
commited .by or against .employees. Employees are prohibited from making. threats of. any
kind or in any form, including but not limited to verbal, wntten or electronic, or engaging in
violent activities. Given the increasing violence in society in general, the Company has
adopted guidelines to deal with intimiation, harassment or other threatsoracuail violence
that may occur during. business hours or on it premises.
A. Scope of Policy
1. All employees, at every level wihin the organiztion, including tempo.rary and
seasonal employees, should be treated with courtesy and respect at all times.
2. The Company dóes hOt toierate any actual ór threaened violence against co-
workers' visitrsór any other persns who either are. on premises, have contact
with employees in the cours of duties, or are engaged in business with or on
behalf of the Company.
3. Security and safety in the workplace are every employee's responsibHit. Every
specific .or implied verbl or physical threat of violence, or act of violence, must
be treated senously.
B. Prohibited Conduct
eondlJct that threatens, intimidates or coerces anothf:r employee,ai customer or a
member of the public wilt not be tolerated. Behavior that wil not be tolerated includes
but is not Umited to:
1. Causing physical injury to another person.
2. Fighting, senous horsplay or other coduc that may bedangerous to others or
cause damage to Company prort.
3. Making threatening remarks (including veral, wrtten or electronic) or using any
obscene, abusive or threatening language or gestures.
4. Aggressive or hostile bei'vior that creates a reasonablèfear of injury to another
person or subjects another person to extreme emotional c:istress
5. Intentionally damaging employer propert, propert of another employee or
propert of a customer.
6. Possession or use of firearms, weapons, ammunition, explosives or other
dangerous or other unauthonzed hazardous devices, materials or substances
while on company propert or while on company business. A license to carry the
weapon does not superse company policy.
7. Committing all acts of harassm, incuding harassment that is based. on an
individual's gender, gender onentation, race, age, religion or any charactenstic
protected by federal, state or local law.
Reissued/Amended 5/2009
Section 3 - United Water Standards
C. Reporting Procedures
1. W~en. an employee. becomes aware of an imminent act of violence, a threat of
imminent violence or actual. vjolenae in any for, including verbal, written or
gestures, he/she should seek immediate assistance as. soon as possible. An
employee should contact their supervisor, any other member of management or
Humê\n Resources. .This...includes threats by empl()yees, as well as. threats by
çust()mers,. vend()rs, solicitors or other members of the publiç.
2. When reporting a threat...of violence, the .employee should.be as .specific and
detailed as possible. All suspicious indivuals or activities should also be
reported as soon as possible to a supervisor.
3.. The Company wil promptly and thoroughly investigate all reports of threats of or
actual violence, and of sUspicious individuals or activities.
4. RepOrts ofthreats ofr ofäctual violence, and the identit of theemployeemåking
a r~portVlil be kept
confiential, to.theextent~oSsible and as
much as is
practicl depending upon the circumstances. presenté.
5. In order to maintalrfworkplace safety and the integri of its investigatiò, the
Company may suspend employees, either wih..or witout pay,.. pending. the
conclusions of the investigation.
D. Enforcement
1. No. emplOyee .Vlill be Stbjected to. retaliation, intimidation. or disciplinar. acton as
a resultof reporting a threatof or ê\ctual\(iolencingood fê\ith under this policy.
2. If thet:ornpany determines, attera. g()d faith investigation, that someone has
violated this policy, the Companywil take swif and appropriate corrective action.
Any employee determined to have commited prohibited acts under this policy
wil be subject to discplinary action, up to and including. termi~ation.
3. The Company encourages employees to bring their disputes or differences with
other employees to the attention of their supervisors or to. Human Resources
before the situation escalatesiiió potentiai violenC.
Reissued/Amended 5/2009
Section 3 - United Water Standards
3.4 DRESS CODE
It is United Water's policy that all employees, regardless of department or job function,
should report to work well groomed, clean and dressed in a neat and businesslike manner
app,-opriate to the job funcion they are penorming. Compliance with all health and safety
precautions is required at all times. Individual department managers/supervisors are
responsible for admir'lstering the guidelines of this policy and should consider local customs
and working conditions in providing guidance. Questions orissues that need further review
should be directed to the Human Resourcs Departent
3~4.1. Non-uniformed Employees
Non-uniformed employees should dress in business. professional attire consistent with
standards and. guidance prvided by locl management. Accptable guidelines should
consider the work environment customer interacton and United Water's image to the
communit.ancj.customers, as well as job funcn and tasks performed. In HeadqLlarters
locatrons, business casual clothing may be wo throughout the year on Fridays only (see
Business Casual Guidelines below).
A. Business Professional Guidelines
Business Professional attre wil vary accrding to local standards as determined
by local management. At the United Water Headquarters offce. in Harrington
Park,... administrtive, professional. supervisry and managerial Employees are
expeced to wear busiess proessional attire, which fo,- men includes shirts and
ties with suits or jackets and slacks and for women includes tops with slacks or
skirt,. suit or dresss.
B. Business Casual Guidelines
Employees should consider the day's ac;tivities when determining what to wear on
"Casuai Fridays" or other days dicated by local site management as a "dress
down" day. When visiting a client or business associate with a more traditional
dress code, employees should dress accrdingly.
Business casual is defined as the manner of dress that is normally acceptable and
appropriate for an offic environment and that is neat, professional and in good
condition (no cutoff or ripped clothing). Specific guidelines include:
Reissued/Amended 5/2009
Section 3 - United Water Standards
Category Examples of Acceptable Attire Examples of Unacceptable Attire
Tops Casual shirts/blouses (e.g.,Polo T-shirts, tank tops, crop tops, halters
style shirts), sweaters,cardigans,(no bare midriffs), gymnasium-type
tunics, Blazers/sport coats.wear, sweatshirts,shirts with
inappropriate. slogans.
Bottoms Tailored casual pants (e.g.,chinos,JeSn$**,. shorts or sweatpants or
khakis),casual skirts (except mini-skirts.
denim),solit skirts.
Footwear Boating/deck shoes (e.g.,Dock-Sneakers!tennis shoes**,flip.f1ops,
siders),boots,loafers,sandals or beach shoes,Crocs, Or sançlals or
slip-ons thât oniy moderately slip-ns that over expose one's foot.
expose the foot (I.e.modified open
toe shoe),except where safetyshoesarereeiuired.
**Allowableon çlress down Fridays as authorized by local site management.
3.4.2. Uniformed EmploY~$
United Water will furnish uniforms or a uniform allowance for certain employees and these
employees are required to properl wear the uniform at all times while at work.
Uniforms are furnished either through a uniform rental company or direct emPloyee
purchase. The uniform rental company also provides cleaning and maintenance of all
uniformsc Employees areresponsible. for any lost uniforms or damage to their l,niforrs
resulting from negligence. Employees purchasing uniforms çlirectlyare required to maintain
and provide for cleaning of all such uniforms consistent with Company standards.
Reissued/Amended 5/2009
Section 3 - United Water Standards
3.5 SOLICITATIONS AND DISTRIBUTIONS
Employees of lJnited Water may not solicit funds orotherwise solicit (raffes, chanties,
sellng of products) among employees for any purpose dLJnng work time or in designated
work areas. Work time inclu(jes both the work time of the employee soliciting as well as the
work time of theemployeê being solicitêd. . Work time does not inclu(je lunch or rest breaks
or the. time before or after work. Work areas do not include cafetenas, break rooms,
restrooms or parking areas.
Anysolicittión mLJ$t be conducted in an unobtrusive and oourteous manner and must not
haras$ any employee.
Employees may not solicit, distribute or circulate literature of any sort other than that related
directy to United Water business in any work area at any time. This policy is applicable to
all forms of communication, including but not limited to eleotronic (e-mails, instant
messaging, texting) verbal, wnten and pOOted.
Employees may not solicit or distnbute literature to any visitors at any time or for any
purpose. Non-employees may not distnbue literature or solicit anyone at any time while on
Company propert.
Gambling, lotteries, pools, raffes and commercial sales or enternses are strictly forbidden
on Company propert at any time.
Senior local Company managemnt in consulttion wi Human Resources may grant
exceptiQns to this policy.
Reissued/Amended 5/2009
, .
Section 4
COMPENSATION AND PAY
PRACTICES
Secion 4 - Compensation and Pay Practices
4.1 COMPENSATION
United Water endeavors to pay waes and salaries competitive to those paid for similar jobs
in the labor markets in which the Company competes and. which recognize skil and
experinc as well as performance and responsibllity.
Individual rates of pay are based upon a number of facors including:
. The position and responsibilty held by the employee
The employee's qualifcatÌQns including relevant education, certification, job skils and
previous work experience
Job. performance
. Marketplacé, industry-speific position responsibilties, general industry
. Geographic location
United Water penodically reviews all pay rates and may adjust pay ranges based upon
comparisons with. similar jobs, general economic conditions and the C()mpany's abilty to
pay.
Reissuedl Amended- 5/2009
Section 4 - Compensation and Pay Practices
4.2 PERFORMANCE REVIEWS
4.2.1. PenormanceDevelopment Review (PDR)
~
United Water expects that each exempt employee wil participate in an annual Performance
& 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 goats/responsibilties, core competencieslhaviors and individual development
efforts for an upcming review period. The competencies/behaviors that each employee is
evaluatéd on are aligned with United Water's core values/strategic business drivers.
Through active participation in the process, exempt employees work with their manager to
define performance expectations and evaluate performance for the immediate past review
period.
Empioyees and their managers are expected to meet annually to review the prior 12 months
of perfd.rranç:e. As changes in job scope, exption Or resposibilties occur, the PDR
should be revise to reflec changes in expectations.
Managers evaluate their employee's perormance versus expectations and provide specific
feedback and ident opportunities for improvement. Indivdual development plans focus on
short-term, job-peific goals/responsibilities or core beavior improvements while also
focusing on longer-range carer and individual development plans for the employee.
Progress evaluations are expeed to take place betwen each employee and manager
each quarter in order to maintain a constant dialogue of adjustment and feedback relative to
goals and performance.
The Corporate Compensation Department of Human Resources administers the overall
process and Segrnent Human Resource Managers ensure that each PDR is reviewed with
the employee and 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 employee's permanent recods and are used in development of
career planning and succssion tools.
4.2.2. Employee Development Review (EDR)
The Employee Development Review (EDR) is a performance evaluation and developmental
tool for certain non-exempt (union and non-union) employees, with the specifc purpose of
facilitating open communication between the employee and his/her supervisor. This
communication should encourage open discussions regarding an employee's performance
and development. The purpse of this review is to encourage the supervisor and the
employee to provide feedback in the employee's performance with suggested areas of
development.. The review. should be an interactive process. in which the employee and
supervisor exchange information and ideas on how the employee can improve his/her
performance, link performance to the Company values/business drivers, and develop their
skils and knowledge.
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Section 4 - Compensation and Pay Ptactces
Employee development is.an iritegralpart of the United Water culture. Employees rieed to
constantly and consistently grow and develop their skills and knowledgê. The EDR provides
a forum for discussion regarding the development of employee skill and abifties while
reviewing their performance.
A successful. EDR wiU ass~ss an empl~yee's skiUs,idèntifYihgstrengths as well as
behaviors/competencies that need further development. Employees are encouraged to
provide input regarding th~ir supervisor's recommended plan and also into areas they would
like to develop. Employees should work with their supervisor to identify formal training
venues.
Employees and their.managers are expeced to meet annually to reviewthêprlor12 months
of performance.
In addition to this formal perrrance evaluation, United Water encurages employees and
their supervisors to discuss their job performance on a frequent and ongoing basis.
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Section 4 - Compensatin and Pay Practices
4.3 EMPLOYEE CLASSIFICATIONS
For purpses of pay, overtime and benefits, emplyees are classifed a.s folloWS:
A. Full-time regular employee - Employee$wh are regularl scheduled to work at least 37.5
hours perweek~Such employee .may be. exempt or non-xemptas defined below.
B. Part-time regular employee - Employees who are regularly scheduled to work less than
37.5 hours per week. Such employees may be exempt or non-exempt as defined below.
C. Temporarv emplOees- Employees wh are engaged to work full or part-time for a
specified period of time or project duration after which their employment will terminate.
Such empioyees may be exempt or non-exempt as defined below. A temporary employee
is not eligibie for any benefits sponsoed byJhe Company.
Empl()yees hired from a temporary employment agency for specific assignmênts are not
considered employees of United Water.
D. Non-exempt employees - Employees wh, in acrdance 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 fort (40) hours ina workweek.
E. Exempt employee - Employees wh, in acrdanc 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 woed in excess of fort (40) hours in a workweek. In
general, these employees include executives, prfessionals, certain sales and
administratie employees, certain specialized computer personnel and certaÍll highly
compensated employees.
F. Benefits-eligible employees - In general, regular employees who are normally scheduled
to work at least 30 hours in a workweek are eligible to receive health and welfare
benefits. However, there may be employees at certain United Water locations who are
normally scheduled to work at least twty (20) hours in a worweek and. may aIJaUfy as
benefit&-ligible. Employees should consult their local Human Resources representative
for guidance on thiS matter. Regular employees who are normally scheduled to work at
least 20 hours per week are eligible for pro-rata time-ff beneit; Eligibilty for other
benefits sponsored by the Company is subjec to the terms, conditions and limitations of
each benefit program . and/or the extent prided for in an applicable Collective
Bargaining Agreement.
G.. Salaried employee - Employee whose regular pay rate is expressed as an amount per
year or per pay period and is generally exempt frm overtime.
H. Hourly paid emPlõVee:. Errployeê whose regular pay ratê is expressed as an amount per
hour and is generally not exempted from overtime.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
4.4 HOURS OF WORK
United Water establishes the time and duration of wõrking hours as required by workload
and workflow, customer service needs, the effcient management of employees and any
applicable law or collective bargaining agreement
4.4.1. NOrmal Work Week
In. geheral, fort. (40) h()rswihin a payroll week constite a. normal workweek (the payroll
week may vary by location or by. employee status): The . tyical work pattern is eight ..hours
per day on five consecutive days.
However, other schedulesmaYbeestablished at a wõrk location to maximize efficiency at
that site, subject to the approval of the responsible Departent Project Manager.Subjec to
ap~licable federal, state and local laws andany applicable Collectve BataainingAgreement
provision(s), each workday wilf normally allow for an tlnpaid lunch period lasting betwen
thirt(30) to.. . six (60) ... . minutes. and,.. where.. appliCable" . rest.breaks during thEf . day.
Employees should refer to their local offces for applicable conditions;
.4.4.2. Flexible Wôrk Arrangements
Thecornpany hàs establiS;heda voluntary Flexible \,0i1( Arrngement.(FWA) thrtuQhwhich
eligible employees and managers are given thenexil)Uit to aaree upo'lthworkho~rsof an
individuaL. Voluntary schedules may be agreed to which integrate work.and personall.ife
demands. FWAs allo.wemployees to determine their own startingandending hours each
day, around corehpurs in cooperation with and with approval of theirsl,Pervisor.
A. Core Hours
Core hours are defined as 9:30 a.m. to 3:30 p.m. each day.. Tfese.hours should
be observed for each day worked. A normal work day should not exceed a span
of 9.5 hours, whichwouJd include a minimum of 30 minutes for an unpaid lunch
period.
While the. company encouragesempløYeEs and rna"ag.ers to arrnge.f1exiblescheules
wherever requested, based on the practicality and the reuirements of the job, certain
positions and certin functions may not lend themselves to f1exibJe schedules. In addition,
FW As may not be appopriate where certin work schedules are necessary to meet job
assignments and provide necessary services or are contrary to an applicble CBA. In such
cases, the decision of the manager, in conjunction with the appropriate HumanR.esources
representative, must be final.
Additionaily, FWAs must not result in the creation of overtme pay, and certin schedules
may only be available to "exempl employees. due to certain labor laws governing "comp
time" arrangements. For example, an exempt employee may reach agreement with his/her
manager to work a 9/80 schedule; i.e.: work 9 days in two weeks, each day not to exceed
9.5 hours per day including, a 30-minute unpaid lunch.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
4.5 TIME SHEETSIWAGE DEDUCTIONS AND OTHER
PAY DEDUCTIONS
It is the Company's policy and practice to compensate empioyees accuratelY and in
compliance with all applicable federal, stte and locl laws. The Company makes every
reåsonable effort to ensure that each employee, non-exempt and exempt, receives the
proper pay. To help ensure that employees are paid properly and that no improper
deductions are made, all employees must review their pay.stubs proptly. to identify and
report anyerrors. In the event any employee believes that there is an error in the amount of
pay, the employee should immediately bring the discrepancy to the attention of their Human
Resources representative and the. Payroll Department so that .the matter can be resolved
amicably and any necessary correctins can be made as quickly as possible.
The Company must deduct federa, stte and local ince taxes, Social Securi and the
employee's share of emplyment taxes. In th case of income taxes, the amounts deducted
depend on the employee's.CQmpensation and the number of exemptions they claim on their
W-4 form filed with United Waters PayroU Department. If the Company recf3ives a
garnishment on an employee's wages, it is bound by any applicable law to make the
necessary deducons frm his/her paychec. Non-exempt and exempt. employees' salaries
may also be reduce for certain types of deductions, such as their portion of health, dental
or life insurancepremiurns (if autho~zed by the employee to do so); voluntary contributions
to . a 401(k) or Pension plan; or. dedlJctiol's for an employee's voluntary contribut.k)n to aChcifitabie organization(eg: United Way), .
A. Time Sh~ets-Each employee (exempt or non-xempt) is required to filt out . a
timesheet,. or its equivalent (such as a computer-based time entry system) for each
day and to submit the signed timesheet to his/her supervisor at the end of each pay
period, accurately summarizing. by appropriate prjec code/job number the amount
of time worked on each. Time on a timeshet shuld be rounded to the nearest tenth
ofánhour;
No employee may approve his/her own timesheet or time entry data. Altering,
falsi!yina. tampering with timesheets or completing another employee's timesheet.or
time entry data may result. in disciplinary action up to and including termination of
employment.
Any. errors in an employee's timesheet should be reported immediately to their
supervisor so that corrections to the records may be made.
B. Non-Exempt .Employees
Non-Exempt employees are paid only for.. hours worked. Non-Exempt employees
must accurately and truthllY report time worked including the time work began and
ended each day. United Water must keep an accurate record of time worked in order
to calculate employee pay and benefits. Non-exempt employee may not start work
until their scheduled starting time, unless the earlier start time is approved in
advance by their supervisor.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
C. Exempt EmployeeFLSA Safe Harbor Policy
Exempt empioyees réceive a. salary that. is intended to compensate. them for all
hours they may work for the Company. This salary wil be established at the time of
hire or when an employee becomes. classifed as an exempt empioyee. .While it may
be subject to review and modifcation from time to time, such as during salary review
times, the salary will bea predetermined amount that, in general and in .acerdanc
with the Fair Labor Standards Act (FLSA) regulations, wil not be subject to
deductions for vanations in the quantit or quality of the...work that. the employee
performs. An exempt employee will generally receive his/her full salary for any week
in which the employee performs any work without regard to the number of days or
hours worked.
Under federal and staté law, an exempt empioyee's salary is subjec to certain
deduGtion~.For exalTple,unles~ sattelaw requires otherwi~e.empl()yee's salary can
be reduced for the follOwing reasons, including, but not Iimiteci .to:
· Full-day absences for sickness, disabilty or personal reasons.
· Unp$idiFamily and Medical. Leave absences (either full- or partial..ay
absenCes).
· To ()fftamounts received as payment. for jury and witness fees or
military pay.
· Penaltis imposed in goo faith for violating saety rules of major
significance.
. Full..$y disclplinarysuspensions imposed in good faith for infraGtions
of United WaterwritenPQI.icies and procedures.
· The first or last week of employment in the event the employee works
less than a fuUweek.
· Any fullworkweek in which the employee does not perform any work.
In any workweek in which an exempt emploYee performed any work, hislher salary
wil not be reduced for any ()f thefollowing reasons:
. Partial-day absenCes for personal reasons, sickness or disabilty.
· AbsenCe on a day because United Water has decided to clOse a
facilty on a scheduled work day.( egO' inclement weather or company
holiday).
. Absences for jury duty, attendance as a witness or miltary leave in
any week in which he or she have performed any work.
· Any other deductions prohibited by state or federal law.
However, unless state law provides otherwise, deductions may be made to their
accrued leave for full- or partial-day absences for personal reasons, sickness or
disabilty.
If any exempt employees believe that they have been subject to any improper
deductions, they should immediately report the matter to their Human Resources
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
representative and the payroll department. If the matter is not resolved to their
satisfaction. they should immediately contact their Human ResOurces representative.
If an employee is stil not satisfied wih the Company's explanation of his/her salary,
the employee may contact the Senior ViCé President of Human Resources whose
decisionwiU be finaL. The Company wil make goofaith efforts to ensure compliance
with the rules concerning deductions from salaries of exempt employees.
D. Over Paymentto an Employee
In casè Of an overpayment of pay to an employee. there are two (2) options for
reimbursement:
. The employee may submit payment direy to the Company
. The employee may agree to deducions from hisler future paychecks
The optiOn for reimbursement should be agreed to in wrting by the employee and their
Human Resources Representative and payroll.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practces
4.6 PAY PERIODS
United Water uses both one-week and two-week pay periods to calculate payroll depending
on an employee's status and/or location. In a case where a normal payday would fallon a
Unitéd Water holiday; paychecks wil bé distributed on the last regulartyscheduled workday
prior to thé holiday.
Gross pay for salaried empioyees using a one-week. pay period is determined by dividing
the employee's annual salary by 52. Gross pay fOr salarid employees using/a tw-week
pay period is determined by dividing the employee's annual salary by 26:
Gross pay for hourly-paid. employees for their normal. pay period is . calculated by multiplying
the empi.oyee's hourly rateot pay tor each . category of work (sttaight,.OVertime. premiums
and jobs penormed) by the number of hours worked.
United Water encourages the use ot electronic direct deposit of paychecks and tl'isrnay bé.
arrnged by providing the proper authorization to the Payroll Departent.
Reissued/Amended- 5/2009
Secion 4 - Compensation and Pay Practices
4.7 OVERTIME
A non,.exempt employee'a supervisor must speifcally approve overtime work in advance.
All overtme worked must be reported. Falsifing overtime records will result in disciplinary
action, up to and. including immediate termination. Managers and supervisors are
responsible for developing work schedules and staffng that minimize the amount of
overtime required.
In general, United Water pays overtime compensaon only to non""exempt employees who
work in excess of 40 hours in a workek. Ovrtme.compensation is based on actual hours
worked. Managel" and the Payroll Department will be jointly responsible for determining, in
accordance With contractual commitments and applicable law, what types of paid leave
wil/wilLnot be treated as hours work.edfor the purposes of determining overtime premium
pay.
The standard payment for overtime is computed as 1.5 times the employee'S base, hourly
straight-time rate.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
4.8 EXEMPT INCENTIVE PAY PLANS
United Water's compensation. philosophy is to pay JorpeFformance. United Water has
strategically placed a signifcant portion of compensation at risk. This amount increases with
increasing management level and responsibilit. The objectves of United Water's incentiveplans are to attract and retain high-qualit talent; motivate employees to meet or exceed
financial and oPerating goals, provide superior performance-based compensation, align
employee and corporate objecives and core valueslusiness drivers, and balance
employees' long-term and short-term focus.
AU 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 the 1 st full pay period of the4th quarter, and be employed by
the Company as of December 31 of the given year. Any employee who has not been in an
incentive-eligible position for the full year will receive a prorated incentive award.
A. Shor..Termlncentive Plan (STIP)
The STIP is an annual incentive plan that supports United Water's business
objective(s) by providing a variable level of pay based on an employee's leel in theorganization, which allows an employee to impact his/her compensation based on
the accomplishment of.corporate, segment, business .unit or individual goals. Theobjective of United Water's STIP is for eligible empl.oyees. .to establish and
accomplish goals that are challenging but attainable and are linked to the Companys
core values/key business drivers in exchange for competitive cash compensation.
B. Long..Termlncentive ptan (LTIP)
The L TIP is å unit-based, three-year-cycle incentive plan designed to reward eligible
key personnel when United Water's aggressive growth targets are achieved. Theplan supports the Company's long-term. business strategies by linking rewrds
directly to business goals for the Medium-Term Plan. Eligible employees must be in
L TIP positions by July 1 of the first year of the cycle.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
4.9 NON-EXEM.Pl BONUS PROGRAM
Allnon-exempt employees may be eligible to partcipate in a bonus program that supports
United Water's business goals and objectves by recognizing the efforts of non-exempt
employees in contributing to th succss of the business unit's financial result, customer
service satisfaction, water quality/complianc and safety initiatives.
Employees should consult their supervisors or their local Human Resources representative
to determine. the date by which they must have been employed in their non-exempt position
in order to be eligible to receive a bonus award for the given year.
Award Payment - An employee must be active on December 31 of the given year in order to
receive an award. Employees terminated for cause betwen December 31 and the bonus
payment date are not eligible for an award.
The Non-Exempt Bonus Program is a discretionary program. Therefore, depending on the
Company's yearly penormance, bonuses may not be awarded in agivenyear(s). Targets
and measures of the program are reviewed and developed each year based on business
objectives.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
4.10 EMPLOYEE RECOGNITION AND AWARD
PROGRAMS
A. Philosophy
United Water believes its cultureshould be one filed with recogniton - an
environment where employees feel appreciated for their efforts, inspired to
perform and connected to the United Water vision. United Water aims to create a
workplace where appreciating employees is a top priority each and every day.
United Water recognizes that meeting its business goals "Is Reaiiy About People."
B. Formal Recognition Programs
1. Carrot Culture Employee Recognition Program
United Water recognizes employees for aCCQlplishmel"ts that reinforce UnitedWater's four core business driverslvalues: Customer Service and Value,
Employee Development and Motivatin, Business Effciency, and Managed
Growth. The web-base recognition system is designed to help foster a culture
of appreiation, also know asa "Carrot Culture." From quick thank you e-
cardsfôr a job well done, to an online nornination process for awarding
employees for their exceptional achievements, the program makes it easy to
recognize thecornpanY'semployees.
a.) Nominating. Receiving and Ordering an Award
All manage~.. are ablei ... to nominate employees who makeexcepti9nalachievementstoward United Water's core business
values, . All. employees areellgible for nomination toone of four
aW2lrd...I~vels:...lJranze.....silver, ...gold. and platinum. The nomination
requires two approvals: the first from the nominee's manager or
next-leveL manager and the second from the local HR
representative.
1. If an employee is nominated for an award and it is
approved, the employee. wil receive a special access
code. The access code will serve as the employee'S login
to view the awards website. On the program website, an
employee selects the "Order an Award" tab and enters an
access code when prompted. There is a great selection of
awards to choose from ranging from electronics to speial
gif cards.
b.) Sending a Thank You E-Card
All employees, at every level within the company, can
acknowledge great work by sending an animated Thank You e-
card available on the Program website found on United Water's
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
QUENCH Intranet site. AU employees can send and receive cards.
No approval is required. Employees are encouraged to send
thank you cards to other employees as often as warrnted.
Employees who want to learn more about employee recognition should visit the
recognition website by entering United Watets QUENCH intranet site and clicking
the link provided on the left side of the scren entitled -"Recognition Portal -
It's really about peple" or visiting the website-
https:llrecognition.oçtanner.com/nominationlunitedwater/default.jso
2. Service Recognition Program
United Water recognizes employees for their years of service. At every 5-ye.ar
interval, each employee is given a gift of appreciation from the Company. The
value of the gift that is awarded for service to the Company escalates as the
empioyee's years of service increase. The gif is a token of appreciation from
United Water to th employee for th importnt role that employee plays in the
communities that United Wate sees.
a. Proram Features:
i. Each manager acknowledges a recipient's service and
contrbutin to th Company while presenting a congratulatory
packet to th award recipient on or as close to the award recipient's
anniversary as possible.
ii. The award recipient reviews the packetand select a gif by
phone, internet or maiL. The award recipient's gift of choice is sent
to their home.
b. Newly acql.ired businesses
Employees of companies or business units acquired or
purchased by United Water wil be recognized for service
awards as of the date of acquisition (on a "go forward" basis)
unless othr arrements were made by United Water at the
time of sale . purcase or acquisition.
Employees who want to learn more about United Watets Service Recognition Program
should contact their local Human Resources representative.
Reissued/Amended- 5/2009
Section 4 - Compensation and Pay Practices
4.11 SEVERANCE PAY
A non-bargaining unit employee who is involuntarily terminated other than for cause may be
entitled to severance benefits under the severance program in effect on the date of
termination and provided that the employee complies with all requirements of the severance
program. The Company reserves the absolute right to modif, amend, revoke ,suspend or
terminate the existing severance program at any time for any reason.
Reissued/Amended- 5/2009
Section 5
EMPLOYEE BENEFITS
Section 5 - Benefits
5.1 EMPLOYEE BENEFITS DISCLAIMER
In addition to goo working conditions and competitive pay, it is United Watets policy to
provide a combiriation of other benefits to all eligible employees. United Water's goal is to
provide employees with comprehensive and competitive health care benefits at a
manageable cost to both the employee and the Company.
This section of the manual provides. a brief outline of the benefit programs United Water
provides to ouremployees. The information presented below is intended to serve only as a
guideline. The description of the insurance and other plan benefits merely highlights certain
aspects of the applicable plans and is for general information only. The plans, including
eligibility and benefits provisions are summarized in the summary plan descriptions (SPDs),which may be revised from time to time. In the determination of benefits and aU other
matters under each plan, the terms of the offcial plan documents shall govern over the
language of any descriptions of the plans, including this Policy Manual.
The corporate policy, benefi plans and elig.ibilty rules described in this Employee Policy
Manual, shall apply in all. cases, to all employees, unless proided for and agreed upon
otherwse in an applicable Collective Bargaining Agreement (CBA) or any other local site-
specific agreement that is different from the corporate policy, the benefit plans and/oreligibilty rules.
Unite4 Water retains full discrtionary authority to interpret the terms of the plans wit regard
to administrative matters arising in connection with the plans and all issues concerning
benefit terms, eligibilty and entitlement. While the Company intends to maintain employee
benefits, it reservs theabsofute right to modif, amend, revoke, suspend or terminate these
benefits at any time and for any reason.
If you have any questions regarding your specific benefits, please contact your local Human
Resources representative or the Benefits Department.
Reissued/Amended 5/2009
Section 5 - Benefits
5.2 HEALTH BENEFITS
United Water's Health Benefits program is designe to offer employees a wide range of
choices in tailoring benefits to meet individual or family needs.
5.2.1. Eligibilty for Benefits
Employees who work a regular schedule of at least thirt (30) hours per week are eligible to
participate in. the company benefit. plans. However, employees at certain United Water
locations who are normally scduled to work at least twenty (20) hours per week may
qualify as benefits-eligible. (Employees should consult with their local Human Resources
representative regarding any information on the required hours worked for eligibilty at their
location.) An employee is eligible for benefits on the first day of work or subject to the terms
of the Collective Bargaining Agreement (CBA) or other contract.
In addition to choosing benefis for themselves, employees may choose medical, dental,
vision and life insuranc coverage for thir eligible dependent(s).
A. Eligible Dependent Defined
1. Spouse
The person to whom. the employee is legally marred.
2. Domestic Partner
To be eligibJ for domestic. partr benefits, you and your domestic
partner must meet one of the following. criteria:
a. You and your domestic partner are registere as domestic partners
with a municipality that has such registration. You must submit a copy
of the registration to the Benefits. Department. Or
b. You and your domestic partner meet all of the following conditions:
i. You are both at least 18 years of age.
ii. Neither of you are legally married or in a domestic partner
relationship with another persn.
ii. You are not related by blood to a degree of closeness that
would prohibit marriage.
iv. You currently reside together and intend to do so
permanently.
v. You are both mutually responsible for the necessities of
life.
vi. You are both in a committed relationship that is intended to
be permanent.
vii. Your partner is not eligible for Medicare.
Reissued/Amended 5/2009
Section 5 - Benefits
3. Children
a. Any unmarried dependent.children (including legallyaeJpted children,
stepchildren, children for whom you are a legal guardian/custodian or
domestic partner's children who live in your home) until theerïd of themonth in which they reach age 19.
b. YQurunmarried dependent children who are full-time students (youmust submit proof .each year - eg tuition invoice, student 10 card,
schedule until the earlier of:
i. the end of the mont in which they graduate, or
ii. the end of the calendar year iri which.they tum age 23;
iii. Your unmarri~ dependent children that the Plan is required to
cover . under the terms. of . a Qualifed Medical Child Support
gr~er (QI'CSO).
iv. YQu .. can continue coverage for. ¥our unmarred dependent
chilclreriiWho are nientallyor phYsically disabled.. You must
Subflit proof of your. child's ... co~dition and dependence by
comPleting the Dependent Elj~ibUittorm and retuming.it to. yourlocal Human Resources representative within 31 days of the
date that their eligibilty ended. Periodic proof and/or legaldocl,mentation .of.your..child's cQritini.ed disabilty and eligibilty
maybe required.
5.2.2. EnroUingin Your EJ~mefits
Employees are able to enroll for their benefits through . United Water's secure web site atww.unitedwaterbenefits.com..To log on to the web site and enroii, employees must enter
their employee 10 number and a four-digit PIN number. The field for employee ID'sis ninedigits, so any employee whose 10 # is less than nine digits should enter their number
preceded by zeros. An employee's PIN number is their birth month and year; for example, if
an employee werebom. in September 1999, their PIN would be 0999 (i.e. MMYV format).
5.2.3. Changing Coverage During the Year
The coverage an employee elects under any of the Health and Welfare Plans when they are
first enrolled remains in effect for the remainder of the plan year in which they are enrolled.
Elections an employee makes at Open Enrollment generally will remain in effect from
January 1 (or the date the employee began participating in the Plan, if during the year)
through December 31. Generally, an employee can change hiser options only during the
annual enrollment period. Benefit elections or changeS made during the annual enrollment
period are efféctive January 1 of the following year.
Between Annual Enrollment Periods. An employee, including those who have
waived coverage, and their dependents may enroll in the plan or change their
medical election only if the employee or their dependents experience a life change
that results from or corresponds with what the Internal Revenue Service recognizes
as a permitted plan change (a qualified life event). Please note that in order for an
Reissued/Amended 5/2009
"'
Section 5 - Benefits
employee to change benefit elections due to a change in status, he/she wil be
required to show proof vering that these events have occurred (e.g., copy of
marrage or birth certifcate, or divorc decre, etc.)
A. Qualified Life Event
An employee may add or remove a dependent from the Plan or change the
family status category .as a result of a qu~lified life "event. An employee
cannot change the coverage option. Generally, permitted plan changes
include the following:
1. A change in employee's legal marital status, including marriage, divorce,
legal separation/annulment (in states where legal separation equals
divorce), or death of a spouse.
2. A change in the numbe of an employee's dependents, including birth,
death, legal guardianship, adoption or placement for adoption.
3. A change to an employee's employmenfstatus (or the employment status
of th~ir."$pose. or .dependent), including the beginning or end of an
unpaid leave of absence, an FMLA leave, change in worksite or change
in work status (such as a swich from salaried to hourly payor full-time to
part..tirne hours).
4. A change that causes an employee's dependent to either satisfy or not
satisfy the requirements for coverage due to age, ~tudent status or other
similar circumstances speifie in any of the Plans.
5. Employee's spose or dependent terminates or comences employment.
6. A change in the place of residence for an employee, employee's spouse
" or dependent.
5.2.4. Medical. Plans
United Water offers diferent medical plan options to choose from, depending on where you
live. The medical plans are designed to help an employee pay for the cost of medical care,
including items such as doctors' offce visits, hospital expenses and tests. Contribution rates
vary for each plan option as well as deductibles, co-pays, co-insurance and out-of-pocket
maximums.
A. Medical plans that the company offers are:
1. co-pay plan
2. co-insurance plan with deductible
3. high deductible plan with health savings account
4. HMO's where applicable
Reissued/Amended 5/2009
"
Section 5 - Benefits
B. Waiving Medical coverage/Medical "Opt-Out"
Eligible employees who waive medical coverage wil receive a cash credit of
$1000 per year, paid at the end of each quarter, provided. that the employeesubmits proof of other coverage within 60 days of opting out of the medical
plan. The annual amount is pro-rated from the date of hire for all new hires.
1. After initially declining medical coverage, an employee may enter themedical plan if the employee and/or eligible dependents lose eligibilit for
the coverage Obtained outside. of United Water or h~s.a Ql,alified change
in family status (i.e. marrage, divorce or legal. separation, birth or
adoption ota child) or during the next annual Open Enrollment Period.
2. To be eligible for this program, an employee must annually re-enrollduring open enrollment, durring the specified time period, and provide the
requisite proof of other coverage.
3. An employee.who waives medical coverage also waives prescription drug
coverage. Dental and vision coverage ate independent from meical opt-out.
4. Marred employees, if both are employed by United Water, are not eligible
for the cash credit if one is covered or eligible to be covered under the
others' United Water medicl.. benefit.
5. Opt-out payments are taxable Jncome to th employee;
S.2.5. Prescription Drug Coverage
Employees automatically. receiVe coverage under the Prescriptión Drug Plan when they
elect medical coverage under any of the medical plan options.
The amount an employee pays for prescriptiOn drugs depends on wnthårthe employee
receives a generic or brand-name drug, whether the drug is formulary (brand-name primary)
or non-formulary (brand-amenoton the primary /ist), and whether the prescription is filed
at a participating. retail pharmacy or via the mail-order program. If an employee takes aprescription to a pharmacy that does not participate in.the netWork, the prescription.WiIl not
be covered.
Important Mail-Order Mandate: In an effort to manage prescription drug costs, the mail-order
program is mandatory for all maintenance medications. Only your first three 30-day
prescriptions can be filled through the retail pharmacy network. After that, any refills for
maintenance medication must be filed through the mail-order program. To pa.rticipaie in the
mail-order program, complete a form and mail it, along with the original prescription, to the
address noted on the form. Forms can be found on Quench or through the Benefits
Department.
Reissued/Amended 5/2009
-'
Section 5 - Benefits
5.2.6. Dental Plans
To those employees in locations where Dental plans are offered and/or the CBA covers
such plans, United Water offers tw (2) dental plans.
A. Preferred Provider Organization (PPO) Plans
Allows participants to receive dental care from any dentist. *There are annual
deductibles and annual maximum benefit limits under this plan
B. Dental Maintenance Organiztion (DMO) Plan
Requires dental.care from a DMO provider. There is no annual deductible or
annual maximum limit wih the DMO plan.
5.2.7. Vision Plans
To those employees in loctions where Vision plans are offered and/or the CSA covers such
plans, United Water offers two (2) vision plans.
A. Basic Plan
After a copay, this plan allows for ananntl eye exam and lenses or contact
lenses. One set of frames is allowe every 24 months at discounted rates.
B. Enhanced Plan
After a copay, this plan allo for an annual eye exam and coverage for
lenses or contact lenses. One set of frmes is allowed every 12 months at
discounted rates.
5.2.8. COBRA
Under the Consolidated Omnibus Budget Reconcilation Act of
19S6 (COBRA), an
employee's spouse and/or eligibie dependents may continue medical coverage for up to 18
months if coverage ends because:
1. The employee terminates employment for any reason (other than
gross misconduct).
2. The employee has a reduction in work hours.
With proper notification to United Water, COBRA may also allow an employee's spouse
and/or eligible dependents to continue their medical coverage for up to 36 months if it would
otherwise end because:
1. The employee dies, the employee and his/her spouse divorces or
legally separates, the employee becomes eligible for Medicare, or
the employee's dependents are no longer eligible for coverage
under any of the applicable United Water Plans (for example, the
Reissued/Amended 5/2009
.
Section 5 - Benefits
employee's dependent child turns age 19 and is not a full-time
student).
2. If an employee orfamily member fails to provide the appropriate
notice and supporting documentation to the COBRA Administrator
during the 6o-day notice period, they wil not be entitled to
extended COBRA coverge.
An employee's spouse and/or his/her eligible dependents generally may elect to continue
coverage any time within the first 60 days after. coverage ends or 60 days from the date the
notice is received, whichever is later. Continued coverage takes effect on the day of the
event that caused coverage to end, as long as the employee pays the necessary premium.
An employee may only continue the coverage that was in effect one day prior to the event.
However; a COBRA participant may make changes.totheir eJections
each. year during theannual Open Enrollment period. If the United.Water Plan.changes, the changes wil aJso
apply to coverage under COBRA.
To receive coverage under COBRA, an employee's spouse and/or eligible dependents are
required to make a timely election and make mothly premium paymets. For more
information,see the Plan document Summary PlanDescriptions.
Continued coverage under COBRA will end before the maximum time period is reached if:
1. The cost of coverage is not . paid on a timely basis.
2. The employee's. spouse and/or.hislher... eligible dependents
becme covered under anothe group medical. plan which does
not exclude or limit the coverage provided to the employee's
spouse and/or their e1igibl$ dependents as the result of a pre-
eXisting conditin. However,. COBRA coverage may be cut off.as
soon as that pre-existingcondition limitation is satisfied due to the
new plan's crediting toward the limitation of any prior coverage theemployee had.
3. The Company ends its Health Plans.
4. The employee becomes entitled to Medicare.
5. The employee's spouse. andor his/her eligibJe dependents,
previously. determined to be. disabJed under the Social Security
Act, are determined to no longer be disabled.
Under the law, an employee or a. family member has the responsibilty to inform the
employee's local Human Resources representative of a divorce or child's loss of dependent
status under the Plan.
1. ThiS. notice must be provided. within 60 days from the latest of: .(1)the date of the divorce. or loss of dependent status; (2) the date
coverage would normlly be lost becuse of the event; or (3) the
date on which you were informed of the responsibilty to provide
the notice and of the Plan's procedures for providing such notice
to the COBRA Administrator.
Reissued/Amended 5/2009
Section 5 - Benefits
a. If the employee or his/her family member fails to return the
change of staus form and supportng documentation to the
local Human Resourcs representative during this 60-day
notic period, any family member who loses coverage wil not
be given the option to elec COBRA coverae.
2. Notice must be provided to the employee'.s local . Human
Resourcs representative on the Family Status Change form that
may be obtained frm their local. Human Resources representative
or wwO.unitedwaterbenefitsO.comO.
3. The Family Status Change form should be. returned to the
employee's Human Resourcs representative. The notice must
include inforatin. about the employee or their qualified
benefiiary requeing COBRA coverage and the qualifying event
that gave rise to th indivdual's right to COBRA coverage.
4. In addition, the employee or his/her qualified beneficiar must
provide their local Human Resources repreentative with
documentation suppoing the occurrence of the qualifying. event.
5. Once the locl Human Resourcs representtive is notifed that
one of these events has happeed, the Company in turn wil send
out. notition to the employee's spouse and/or his/her eligible
dependent notiing them of their riht to choose COBRA.
6. COBRA coverae is not effective until an employee elects it and
makes the required. payent Claims for reimbursement will not. be
processed and paid untU an employee has elected COBRA and
made the first payment for it
A. Cost of COBRA Coverage
If an emplyee'sspouse andor his/her eligible dependents elect to
continue coverage, the full cost of the monthly coverage must be paid in
advance (and at 102% of the monthly group rate unless the percentage is
otherwse subsidized by the Federal government under an existing law
that dicttes th allowed chargeable percentage) to United Water on a
monthly basis. If the coverage is extended fro 18 to 29 months for
disabilty, and the indivdual with the disabmty elects to extend COBRA
coverage for the additional 11 months, up to 150% of the premium may
be . required beginning with. thei 19th month of. continuation coverage
(unless the percentage is otherwise subsidized by the Federal
government under an existing law that dictates the allowed chargeable
percentage). The cost of group health coverage periodically changes. If
an employee's spouse and/or his/her eligible dependents elect
Reissued/Amended 5/2009
Section 5 - Benefits
continuation coverage. the Companywil notify them of any changes in
the cost.
B. How to Purchase COBRA Coverage
If an emplOyee's spouse and/or his/her eligible dependents elect the
coverage, they. have 45 dayS from the date of their election to make their
first payment. If the first payment for COBRA eoverage is. not made
within 45 days after the date of the timely electon, they will lose all rightsto COBRA under the Plan. It is recmmended, however, that a check
accompanies.. the . COBRA application, as the. coverage will not be
activated until payment is received.
1. Once COBRA coverage . begins, it is the covered person'sresponsibility to...makè timely paymenUl.. No monthly bil. will be
sent. A payment is considered timely if it is receiVed by the firstday of the month for which coverage is. being. purchased. If
payme.ntis nOt reived within 30 days after the first day of thè
moothfor which coverage is being purchased (the grace period),
coverae will be. terminated, effecive on the first. day of that
month. If the first payment for COBRA coverae is not made by
the end ofthe grac period, aU rights to COBRA under the Planwill be lost.
a. If mailed, the paymen is considered to have ben made on
the date that it is postmarked. It wiJl not be considered that any
payment has ben made by maìlng a chec if such check is
returned due toinsuficientfunds or otherwse.
c. COaRA and FMLA
Taking an approved leave. under the Family and Medical Leave Act
(FMLA) .i~ not.consi(jered.a qUêllifing. .event that would make. an
employee eligible for COBRA coverage. However, a COBRA qualifying
event OGurs if an employee's spOuse andJorhis/her eligible dependent is
c()vere~ b¥ the Plan on the. day before the leave begins (or theemPloyee's spouse and/or his/her eligible dependent becomes covered
during the FMLA leave) and the employee does not return to employment
at the end of the FMLA leave or terminates employment during the leave.
5.2.9. HIPAA Compliance
The Company recognizes that employee health information is highly personal and therefore
protects the priacy and confidentiality of protectèd health information (PHI) whenever it is
used by Company representatives. The private and confidential use of such information is
the responsibilty of all individuals with job duties requiring access to PHI in the course of
their jobs.
Reissued/Amended 5/2009
Section 5 - Benefits
PHI refers to individually identifiable health information received by the Company's group
health plans and/or received by a health care provider, health plan or health care
clearinghouse that relates to past or present health of an individual or for payment of health
care claims. PHI information inclt.ides medical conditons, healt status; claims experience,
medical histories, physical examinations, genetic information and evidence of disabilty.
The Company has a designated HIPAACompliance Ofcer (HCO), and any questions or
issues regarding PHI should be presented to the HCO for resolution.
Annually, at Open Enrollment, or as necssry, the Company performs enrollment, changes
in enrollment and payroll deductns, prides assistace in claims problem resolution and
explanation of benefits issues, and assists in coordination of benefits with other providers.
Some or all of these activits may require the use or transmission of PHI. Thus, all
information re.lated to these proses will be maintained in confidence and empioyees will
not disclose. PHI from these processes for employment-related actions, except as provided
by approved administrative procedures.
A. Disclosures. that do not qualif as PHI..protected disclosures include
disclosure of PHI to the individual to.whmthe PHI
belongs, requests by
providers for treatment.and/or.payment, disclosures.requested to be made to
authorized. parties by th individual PHL holder, disclosures for va.rious
administrative purposes and "healt care operations" (including
case
managemen proces, pln auditS, or to set approprate premiums),
disclosures to government agencies for reporting or enforcement purposes,
disciosures to workers' compnsation providers and those. authorized by the
workers' comnsatin provier.
B. Information regarding whether an individual is covered by a plan for claims
processing purposes may be disclosed.
C. Information external to the health plan is not considered PHI if the
informati()n is being furnished for claims processing purposes involving
workers' compensation. and/or short- or long-term. disabilit and medical
information received to verify status under the Arnericans with Disabilties Act
or the Family and Medicl Leave Act.
D. Personnel.records and disclosures of PHI will be retained
for a period of six
years as required by federal law, unless a state law requires a longer
retention period.
Reissued/Amended 5/2009
Section 5 - Benefits
5.3 FLEXIBLE SPENDING ACCOUNTS
United Water offers a Flexible Spending Account (FSA) program that enables employees to
set aside a portion of their annual salary to pay qualified, non-reimbursed medical expenses
and qualified dependent care expenses incurred during the year with pre-tax dollars (i.e.
before federal, state and social security taxes are deduced from the employee's paycheck),
thereby reducing taxable income and increasing disposabie income.
Two account plans are. available: Health Care Flexible Spending Accounts and Dependent
Care Flexible Spending Accunts. An employee may elect to participate in either
or bothaccunts or can choose not to participate in either account.
The Internal Revenue Services (IRS) allows employees to set aside before -tax dollars inone or both accounts.. The money an employee designates and uses for one or both of
these accounts is not taxed when it comes out of the employee's paycheck or when it gets
back to.the employee.as a reimbursement.
Money cannot be transferred between the Health Care F$A and the Dependent Care FSA
or vice versa.
The vQluntary election must be made annually. Enrollment for current el)ployees or
continued participation in . the plan requires re-enrollment each year during the . Open
Enrollment period, which normally occurs in the fall of each year and prior to the end of the
calendar year.
Newly hired eligible employees may enroll in the FSA program no later than 31 days
fOllOWing their date of hire,
The . FSA program is a fringe benefit authorized by the Internal Revenue Code and
reguiated by the IRS. IRS regulations define which expenses qualify for reimbursement
under this plan. Tax law changes mayaffeG1 this program.
5.3.1. Health Care Flexible Spending Açcounts
The Health Care FSA pay certinqualifed medicl, dental, prescrption, vision and hearing
care expenses not covered by insurarie plans for eligible emplyees or their elig.ible
dependents. Expenses must qualif under section 125 of theiRS code.
Employees should contact the Flexible Spending Account carrier, their local Human
Resources representative or the Benefits Department for a complete listing of eligible
expenses. Some examples of eligible expenses are: deductibles, co-pays and co-insurance
for medical and dental services covered under health care plans amounts not covered by an
employees health care plan because they exceed reasonable and customary charges;
contact lenses and vision exams; eligible over the counter drugs; smoking cessation
program fees; hearing exams and hearing aids, PT, OT and chiropractic services and child
birth classes for expectant mothers.
Reissued/Amended 5/2009
Section 5 - Benefits
Participants can contribute up to $5000 each year to reimburs. themselves for eligible
expenses.
Due to federal regulations, an employee cannot participate in a Health Care FSA if they are
enrolled in a Health Savings Account associated wih the high deductible medical Plan 3.
5.3.2. Dependent Care Flexible Accounts
The Dependent Care FSA pays expenses for depndent care connected with the custodial
care of children. who are under 13 years of age and are claimed as an exemption on the
employee's federal income tax return, any person living with the participant employee who is
claimed on the participant employee's federal income tax 1040 as a dependent and who is
physically or mentally incapable of self care at any age, provided that the care is required so
that the participant empioyee or spouse.can. work on a full-time báSis.
Expenses must be for dependent care during working hours and qualif as eligible expenses
under section 129 of the IRS code. Some examples of eligible expenses include: licensed
nursery schoos; licensed day care centers; licensed instttutions that provide custodial care
for dependent adults; licensed day camps.
Participants can contribute up to $500. each year to reimburse themselves for eligible
expenses.
5.3.3. Eligibilty for Plan
Employees who work a regiiiar schedule of at least thirt (30) hours per week are eligible to
participate in the Company benefit plans.
5.3.4. Plan Year
The plan year for the Flexible Spending Accunt program begins on
January 1 and ends on
March 15 of the following year. Untted Water has amended its plan under IRS-issued notice
2005-42 allowing tts employees who are FSA partcipants up to an extra 2.5 months grace
period to use their FSA for boh Health Care and Dependent Care. Therefore, instead of a
traditional 12-month plan year, partcipants can plan on 14.5 months to spend their
contributions. Expenses must have ocurred and been paicl for during this 14.5 -month
period of time.
A. "Use it or lose it"
Partcipants need to use the money in their accunt(s) by March 15 of the
following year or FORFEIT tt. Due to IRS regulations, funds cannot be carred
over until the next year. Therefore, participants should carefully estimate their
contribution to each of these spending accounts.
Reissued/Amended 5/2009
Section 5 - Benefits
Claims for both FSAs must be filed by March 31 of the follOwing year and willbe paid from current contributions.
5.3.5.. Changes to our Termination of the Plan Election
The IRS requires that deductions continue until the last pay period in the plan year, unless
there is a change in employment status.
Once a plan year begins, Health Care Flexible Spending Account contribution amounts and
DependentCare Spending Accountcontribytion amounts may not be changed or stopped
by an employee unless the employee has a change in family stetus or employment status.
Proof of such qyalifedchange must be submitted to the Benefits Department.
A. Qualifying Event under the IRS
A Qualifing Event unde,.the IRS ilS defined ciS a. change. in family or
employment status such as: divorce, marrage, birth of child, adoption, death
of a spouse or dependønt,chng.e-inernpioyment status (fromfyll-til1 to
part-time or vice versa), loss of employment, and/or coverage py sPOyse or
employee in compliance with IRS guidelines.
An. emplOYee's participation in thilSprogrâm automatic~lly stops when the employee retires
or sepClrates from the Company,w~en the employee is no
longer an eligible employee, oras of the end of the plan year (unless the employee re-enrolls during Open Enrollment).
5.3.6. Reimbursement
To receive reimbursement for qualifying expenses,. the emplQyee most complete an FSA
claim formes) and itemization sheet and attach the original receipts or paYl1nt(s) and send
them to the Plan Adtriinistrator for payment. Forrs.may be obtaii:ed on Quench, from anemployee'sJocal Human Resources,.epresentatlveor from the Benefits Department at
United Water.
The FSA Plan AdministrtOr will verify that the. submitt receipts are eligible for
reimbursement and the funds are available in the employee's reimbursement account.
Reissued/Amended 5/2009
Section 5 - Benefits
5.4 LIFE INSURANCE
The Company provides choices in protecon in the fonn of life insurance and accidental
death and dismemberment (AD&O) insurnce. These benefits may. not apply to all
employees in all locations or may be at difrent benefit levels. Employees covered by a
Collective Bargaining Agreement (CBA) should consult their CBA for details.
5.4.1. Company Paid Life Insurance
life insurance pays a benefi to an emplyee's beneficiary in the event of the employee's
death. Where applicable, United Water offers the basic level of life insurance, at no. cost to
the empioyee. Employees should refer to their Locl Human Resourcs
representative, CBA
and benefit summary (found on wwO.unitedwaterO.benefltsO.com) for the specific amount (if
any) offered at their location.
5.4.2. Optional Employee Lif Insurance
United Water offers eligible employees the option to purchase additonal life insurance at a
nominaf cost.
Evidence of insurabilit (proof of goo health) may be required. Evidence of insurabilty will
be senttoan employee frQl the carrer and it must be. returned directyto the carrier. An
employee's coverage will beme effecive once the carrer has approves it.
The employee pays the full cost of this coverage with post tax dollars that is automatically
deducted from the employee's paycheck.
5.4.3. Optional Dependent Life Insurance
United Water offers eligible employees the optiOn to purchase dependenflife insurance, at a
nominal cost, for their spouse and/or eligible dependents.
This plan pays a benefit in the event of the death of one of an employee's
covered
dependents. Employees pay the full cost of this coverage with post-tax dollars that are
automatically deducted from their paychec.
5.4.4. Company-Paid Travel Accident Insurance
Where applicable. the business travel accident insurance plan provides additional financial
help if an employee dies or is injured due to a covered accident while traveling on approved
Company business. The company pays for this benefit.
Reissued/Amended. 5/2009
Section 5 - Benefits
5.5. INTEGRATED DISABILITY PROGRAM
The United Water .integrated disability program providesiricome pratecion to all eligible
employees working a minimum of 30 hours per week in the event an employee is unable. to
work due to a disabilty (i.e., ilness, injury or pregnancy/childbirth). The program
consalidates an employee's .aUotteds;ck. leave, shon-term disabilit(STD). benefits, where
applicable, and long~terr disabilit (LTD) benefits, where applicable, into one package that
provides income protecon to an employee when the~i. are out of work. due to ilness or
injury. ThE3.integrated disabilty program managE3s disabilit and FamilYMedical Leave(FML)
cla.ims for.all employees.Thecorprate policy, benefit plan and eligibility rules
described inthe Integrated Disabilty Program herein, shall apply in alLcases, to aU employees,. unless
provided for and agreed upon otherwse in an applicable Collective Bargaining Agreement
(CBA) or any other local site-specific agreementthatisdifferenHrom the corporate policy,integrated disabilty benefit plan and/or eligibilit rules .
5.5.1. Sick Days
Allotted sick days .can be used for incidental absencs or to cove th.e "waiting period" . before
short~term disabilty benefits begin. Sick days may not be camed over from one year to the
next. Three of an employee's sick days maybe used to care for a sick dependent.
5.5.2.Short-tèrm . Disability (STD) .ESenefits
United Water offers Short Term Disabilty benefits at nO.êOstto employees. STD benefits
replace all or a ponion of an eniploYee'$...incorre forabsences longer than one week and up
to a total of 26 weeks.
Thepercen~geofpaythl3t anemplayeeis entitled to,..and is replaced..under$TD,.depends
on theerrPloyee's years of service, ~nd/or the .Iocation of .the business unit within United
Water . whe.r~.. the ..E3mployee is employed,. and/ or. any Collective Bargaining Agreement
(CBA)underWfi~l'an employee is covered;
5.5.3. Long:-term Disabilty (LTD) Benefits
LTD benefits replace a percentage of an employee's income if disabilty lasts longer than 26
weeks. The Company pays for this benefit.
A. Eligibilty
For. information regarding eligibilty to LTD benefits and the percentage thatwill be. replaced, if.. any, employees should consult. their local Human
Resources representative, integrated Disabilty Summary Plan Description
(SPD) and/or Collective Bargaining Agreement.
Reissued/Amended 5/2009
Section 5 - Benefits
B. Optional long-term disabilty benefits
Eligible employees can purchase additional coverage only during Open
Enrollment. Coverage is not automatic. Pre-existing.. conditions exclusions
may apply.
The integrateddisåbilty program is administere by METLIFE Insurance COmpanies, a
nationally recognized insurance carrer. An employee will need to contact METlIFE directly
to file a disabilty claim for any. disabilit that continues beyond seven calendar days. or five
business days (40 hours). METLIFE works wi our empioyees, their doctor, and United
Water to manage disabilit claims consistently and objecively. FML wilrun concurrently
with disabilty and workets compensation leaves.
5.5.4. Initiating a Claim for.Benefits
When an employee is absent from work for an extended non-work-related ilness or injury
lasting more than seven consecutiv calendarlfve business days (40 hOUrs), the employee
is resPQnsiblefor rePQrting thir absence to their manager and initiating the claim process
with METLIFE.
A. Process
1. If an employee's doctor says that he/she will be out of work for at least
seven consecutive calendarlfve busine days (40. hours), the employee
sholJld call hislhermanager to rePQrt that he/she will.i:e out of
work. The
empioyee does not need to share details about their iInessQr injury with
their manager.
a. It is the emplQyee's resPQnsibilitto stay in touch with his/her
manager during the firs seven caléndar/five. businesscisys .(40
hours) that he/sh is away from work due to.a non-work,.related
ilness. or injury. On or before the seventh calerlarlffth business
day, the employee also needs to call METLIFE to start his/her
STO benefis.
b. If an employee knows ahead of time that he/she is g()ingtQ be out
of WQrk ITre than seven. consecutive calendar days or five
consecutive business days (40 hours), they should call METLIFE
up to two weeks before the event~r as soon as possible-to
avoid delay in benefit payments.
2. Call METLIFE at 1-800-85506 Monday through Friday, 7 a.m. - 7 p.m.
Central time... Employees should be prepared to provide their Social
Security number, date of hire, physician'S name and phone number, as
well as a description of their ilness or injury, and a description of their
occupation. Employee's may also be asked to provide, a copy of a
telephonic claim questionnaire sent by METlIFE.
3. The METLIFE intake specialist wil take all the necessary information to
Reissued/Amended 5/2009
~
Secti.on 5 - Benefits
file the empl.oyee's.clairn and wil make sure the emplOyee understandskey elements .of the disabilty plan, such as h.ow long he/she must be
disabled bef.ore their benefits begin and any factors that might limitbenefit
payment
4. Family Medical Leave (FML) wil run concurrently with an Employee's
STDor worker'scompenntionclaim. METLIFE wiJl send the employee
FML forms to complete and return to METLIFE. All. FML claims must be
filed within 20 days with METLlFE, including requests f()rløve to attend
to qualifed dependent ilness. Qualified dependents include an
employee's spouse, children and parents.
5. METLIFE. will contact the employee's. physician to obtain additional
medical inf()rmati.n necessary for METLIFE to approve the employee's
disabilty benefits and wil verify the employee,-s eligibilty.
6. When theMETLIFE disabilty team approves an employee's claim. they
wil advise the empl.oyee .of the.length of time he/she.sh.ouldbe out of
work and theexpeçted return..to-work date... METLIFE .. al~o ~lIc.ntact
United. Water and the employee's disabirit benefits. will begin. with the
next paycheck based on. the employee's. entitled benefits. METUFE will
not shareinformati.on on the nature of an employee'sdisabilty with the
manager Or United Water. This information is confidentiaL.
7. It is Jhe. . resPon~lbilty . of the employee toc.ntaçMETLlFE and his/her
manager if anything . chan~es in the. pr.ognosisof their disabilty or if the
employee is unable to return to work on the date expected.
8. If an employeeisa\\y from work l.ongerJhan 26 weeks and the disabilit
is approved, and the employee is eligible for LTD with United Water, thenthe employ~ will.. automatically begin receiving long-terr dinbility
benefits. . Long. term. dinbilty benefits are paid to. the employee by
MetLife. MetLifewiJl.mail a check to the employee's home on a monthly
baSiS. ..If. the emplayee wants to .continue... to receive health benefits from
United Water, they need to c.ntinueto pay their employee c.ntribution to
Untied Water on a monthiY basis. Please contact your local Human
Resources representative or the Benefits Department for more details.
9. METUFE manages employees' disabilty benefits from the time their
short-term disabilty benefits begin, through their long-term disabilty (if
applicable ).
Reissued/Amended 5/2009
Section 5 - Benefits
5.6. RETIREMENT PROGRAMS
United Water realizes the importnce of planning for future financial security in retirement.
The Company support its eligible employees in saving for their retirement through
participation in retirement plans. Employees should consult their
local Human Resources
representative, the Benefits Departent or their CBA for details concerning all applicable
retirement benefits as these benefit are govern by detailed, technicl Summary Plan
Document (SPO's) and some benefi may not apply or may be at diferent benefit levels.
5.6.1. United Water 401 (k) Plan
Although an employee may... receive Social Securi. benefits upon retirement, overall
retirement financial security is primarily the employee's own responsibilty. To assist
employees in this regard, United Water offrs its eligibl employees a 401(k) retirement
savings plan. The 401 (k) plan allow participants to set aside their own retirement funds in a
tax-advantaged way. An employee may elec to have coriutions deduced before his/her
income taxes are. calculated, thus resulting .in lower current taxes
for him/her (Pre-tax or
salary deferral) while building a substntial investment program for the future. Employees
also have the option of contrbutng to the plan on a post tax basis.
A Eligibilit
Parti~i(.tion begins as soon as pracal following an employee's completion of
the enrollment form. Participants may invest a percentage of their salary. on a
pre-tax and/or post-tax basis, subject to certin IRS restrctions.
Employees should consult their local Human Resourcs representative, the
Benefits Departnt or their CBA for details concerning retirement benefits, as
this benefi may not appl or maybe at diferent benefit levels.
B. CompanyMatchlng
The Company may match an employee's contributions to the Plan. For specifc
match contrbution, employees should consl,lt their locl Human Resources
representative, the Benefits Department, or. their CBA. There is a one..year
vesting requiremen for the Company's contribution.
C. Catch..up Contributions
Employees age 50 and older may build their savings through "catch-up"
contributions to 40.1 (k) plans. This allows eligible employees to contribute up to
the IRS acceptable allowance for additional. savings. The Company does not
match an employee's "catch-up" contribution.
Reissued/Amended 5/2009
Section 5 - Benefits
5.7 EMPLOYEE STOCK PURCHASE PLAN (SPRINGl
United Water offers its employees thø opportunity to purchase and invest in oi.r parent
Company, SUEZ Environnement, GDF SUEZ. The offerings occur periodically and allow theemployee to purchase shares at a discount. However, continued offerings arø not
guaranteed.
Reissued/Amended 5/2009
Section 5 - Benefits
5.8 WORKERS COMPENSATION
All empioyees are covered by worker' compensation insurance, which compensates an
employee for lost time, medic expenses and loss of life or dismemberment from an injury
arising out of, or in the course of, work. United Water provides full
coverage and protection
in. accordance with applicable. and prevailng state regulations.
Employees must report any accident or injury, no matter how slight, immediately (within
twenty four (24) to fort eight (48) hours) to their supervisor AND to the Human Resources
Department so that the necessary paperwrk may be completed.
Employees are expected to cooperate in any accident or Workers' Compensation
investigation.
Failure to follow company procures may affec an employee's abilit to receive workers'
compensation benefits.
The amount of benefits payable and the duration of payment depend on the nature of an
employee's injury or ilness.
This is solely a monetary beefit and not a leave of absence entitlement.
Family Medical Leave wil run concurrentl wi Workets Compensation time taken.
Questions regarding workers' compensation should be direced to an employee's local
Human Resource representative.
Reissued/Amended 5/2009
Section 5 - Benefis
5.9 UNEMPLOYMENT BENEFITS
Empioyees are covered by Unemployment Insurance benefits as required by the applicable
State Unemployment Bureau. Benefits are determined by the applicble state bureau on a
case-by-case basis in accordanc with the applicable state law. Applications should be
made to the appropriate state unemployment bureau.
Reissued/Amended 5/2009
Section 5 - Benefits
5.10 EMPLOYEE ASSISTANCE PROGRAM
United Water cares about the health and well being of its employees and recognizes that a
vanety of personal difficulties can disrupt their persnal and work lives. It is the poicy of
United Water. to provide voluntary accss to an Employee Assistance Program (EAP) for
any employee with persnal or famil problems so that they can receive professional
assistance and advice. The EAP has in-house professionals who are fully qualified and
licensed in their areas of service. They include professionals such as licensed
psychologists, social workers, financial adisors, and marrage and family counselor.
United Water has contracted with Mental Healt Netwrk (MHN), an independent
organization, to handle all EAP issues for employees.
The EAP is available to. all employees and their familes, reardless of work location or
status. All information regarding the voluntary. use of the EAP Is. confidential between the
EAP and the employee (or family member). Neiter United Water nor a family member
is
informed if an employee is using the EAP, unless the employee gives specific permission.
However, in some limited circumstances, when there is a threat of harm to self or others, the
law may require the situation be repo to the appropnate authontesO'
To utilize the EAP, .employees may contact their locl Human Resources representative,
their supervisor, or contct their EAP provider, MHN direcly at the toll-free number, (800)
511-3920. Employees and family members can refer themselves to th EAP. The EAP
program is available seven days per wek, 24 hours a day, and provides short-term
counseling and referrl services in such ares including, but not limited to, personal and
family C(unseling, alcohol and substance abuse, financial counseling, child/elder care
issues and legal matters.
EAP assessment services are completely free. However, if an employee or their family
member is referred to another provider outside the EAP, or services beyond the plan
parameters are utilzed, the employee or their family member is responsible for payingtnóse
fees. If an employee has speific questions about their coverage limits. they should contact
the EAP ptovider directy or their local Human Resources representative.
Participation in.. the EAP does not jeopardize job seunt or promotional opportunities.
However, . it does not excuse an employee from following Company policies and procedures
or meeting required standards for satisfactory job performance except where specific
accommodations are required by local, state or federal law.
In cases. where work performance or attendance is unsatisfactory, or where a demonstrable
change in performance is apparent, an employee may be directed by Company
management to partcipate in a counselingltreatment proram to assist in the resolution of
the probiem. Depending on the situation, the employee may accpt or refuse participation in
the EAP. However, there may be situations where continued employment with the Company
may be contingent upon the employee callng the EAP for assistance. Once under the care
of such a program, complete employee confidentiality is maintained, except the provider
may release information regarding complianc with the required counseling or treatment
program.
Reissued/Amended 5/2009
.
Section 6
TIME OFF
Section 6 - Time Of
6.1 VACATION
United Water provides paid vacation for the purpses of needed resfand relaxation.
Therefore, it is expected that all employees are able to utilze. their annual vacation.However, managers and. employees.must work together. in scheduling vacation. time so as
not to interrupt the performance of United . Water business. A manager or supervisor must
approve vacation schedules and requests in advance. A manager or supervisor must alsorecord the vacation time employees have taken. Employees are responsible for properly
re.cording their vacation days.
For those locations that have. adopted the. Corporate. policy, the United .
Water vacation policyis based on a credit system where employees are credited with vacation days on
January 1of each year, according to the schedule below(unless the schedule is contrary to local site
vacation schedule). Employees should consult their local Human Resources representative
and/or applicable CBAfordetailsconcemingtheirvacation policy and schedules.
YearS of Servce Durinii Calendar Year AnnualVacallon*0 to less than 3vears 10 davs3 to less than 5 vears 1 5 days
5toiess than 15vearS 20davs15+ vears ...25davs..*Unless grandfathered.into a greater numberofvacation days.
A new employee hired after January 1 wil be credited with prorated vacation hours. baSed
on the date of hire for u$e in the first calendar year. However, during the initiaf calendar
year of employment, employees may take up to one (1) week of vacation only after
completing four (4) months of servce and may take anyadditjonaltirn only
after completingsix (6) months of servce.
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 reconcileactual
vacationeamed on.a pro-rata basiswithvacatindays taken during the year. The final payof the terminated emplOYee wil be adjusted accrdingly. (Vacation reconciliation is based
on the number of days to the termination date divided by 365 days)
Vacation carrover is not consistent wi the spirit of this vacation policy; however,
sometimes business activities require some flexibilty. Therefore, employees are authorized
to carr' over up to but not more than 25% of their annual credit eah year. All carrover wilgo into a vacation reserve. No additional carrover wil be permitted and vacation days maynot be sold back to United Water without the specific approval of the Sr. Vice President of
Human Resources. The vacation reserve may not exceed 100% of the annual credit at
year-end.
Reissued/Amended 5/2009
~
Section 6 - Time Of
6.2 HOLIDAYS
United Water provic;es.employees with a fixed number of paid holidays each year. Hol.idays
may be observed (all employees celebrate the holiday on a fixed day) or may float (taken as
desired. by. the employee). ... Holiday scheules may vary from location to location but all
holiday schedules wil be approved by Human Resources and published to employees by
December 1 for the following year.
Employee's wil recive holiday pay provided that they work their full scheduled workday
both before and following the holiday unless they are on a pre-scheduled, pre-approved
absence. Holicay 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 normal holiday schedule
maybe required to observe the holidys of the outside group or agency. In any case, the
employees wiUbe entitle to .at least the number of holidas (actuaHy observed plus floating)
as provided in their normal hOliday scedule.
In the evenfifis necessary for a non-exemptemploy to work on an observed hOliday, the
employee will be compensated at time and one-half for hours worked plus holiday pay. An
exempt empioyee . may, with supervisory approval, scedule the holiday for another day.
6.2.1. Flo.ating Holidays
New employees hired on or after July 1 will not be eligible for the flating 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 holidys in advance with their supervisor.
Every attpt will be made to accmodate reasonable requests, providing work
requirements can be met. In case of sculing conflicsbetwen 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 durng the year.
4. If it becomes necessary for an employee to work on the designated floating holiday,
another date should be selected. In no case wil an employee receive holiday pay in
addition to pay for.time worked on a flating holiday.
Reissued/Amended 5/2009
Section 6 - Time Off
6.3 SICK LEAVE
United Water recognizes that employees may need time off from work from time to time to
address their medical needs or the medical needs of a legal dependent. Employees should
consult their local Human Resources representative and/or their . CBA, if appli~ble, todetermine what their allotted sick leave is and how it is accrued.
Sick leave is to be used only for actual ilnessof the employee or their eligible dependents.
The Company reserves the right to require employees to provide a note from the doctorverifying that an absence was caused by a medical situation. The Company. also reserves
the right to require documentation from the doctor authorizing the employee to return to
work.
Employee'S who are on leave under the Family and Medical Leave Act (FMLA) must usetheir sick leave concurrently with FMLA leave.
Sick. days arerenewedeach..calendaryear (unless specified otherwse in.a CBA) and maynQtbe carred over from one year to the next and any unuseclsickdays witl not be paid outupon termination.
A new employee hired after January t wil be credited with prorated sick hours based on thedate of hire.
Reissued/Amended 5/2009
Section 6 - Time Of
6.4 FAMILY AND MEDICAL LEAVE (FMLAl
United Water intends to comply with the requirements
and purposes of the Family and
Medical Leave Act of 1993 (FMLA) as amended. in 2008 and any applicable state
regulations.
FMLA as amended in 2008 reuires employers with 50 or more employees to provide
eligible employees with unpaid leave. There are tw types of leave available: the basic 12-
week leave entitlement (Basic FMLA Leave), and the miltary family leave entitlements
(Miltary Family Leave).
In addition to FMLA leave, an employee may also be eligible for leave under a similar state
law. All FMLA leave wil run currently wih other similar leaves mandated by state and local
law. To find out about the availabilit of state leave, employees should contact their local
Human Resources representative.
Whena.leave isdeterminedtoquaUfy for coverge underFMLA, the FMLA leave period wil
run concurrently (at th$. same time) wi any applicbl woretscompensation leave,
disability leave, or leave provided under a CBA. Additionally, all sic leave, personnel
leave,
floating holidays and vacation days use during FMLA leave wil be included as part of the
12 or applicable 26 (Leave to care for a Covere servic member) (work)week period
provided by this policy and does not extend the leave period beyond the 12 orapplicable 26
week leave period.
METUFE, a nationally recognized insurance carrer administers United Water's integrated
disabilty program. .The integrated disabilty proram manages disabilty and Family. Medical
Leave ( FML) claims consistently for all employees. Employees who wish to fie for FML
should call METLIFE at 1-800-858-6506 Monday through Friday 7a.m. -7p.m. Central time.
6.4.1. Eligibilit for FMLA Leave
Employees are only eligible for FMLA leave if they:
1. Have worked for the. company for at least 12 months in the last 7 years;
a. If. an employee has a break in service of seven (7) years or less, the
employee's service prior to the break wil be counted when determining the
employee'S eligibilit for FMLA leave. Any break in service over seven (7)
years is not counted except in the following two circumstances:
i. An employee'S fulfllment of National Guard or miltary reserve duty.
ii. A period of apprve absences of unpaid leave where a writen
agreement or CBA exists concerning United Water's intention to re-
hire the employee after the break.
2. Have worked at least 1,250 hours for the company during the 12 calendar months
immediately preceding the request for leave; and
3. Are employed at a work site that has 50 or more employees within a 75-mile radius.
Reissued/Amended 5/2009
Section 6 - Time Off
Employees. with any questions about their eligibilty for FMLA leave should contact their
Local Human Resources Representative and/or a METLIFE representative at 1-800-585-
6506 for more information.
6.4.2. Definitions
Under this policy, the following definitions will apply:
A. Serious Health Condition
A serious health condition iricludes an ilness, injury, impairment, or physical or
mental condition that involves either inpatint care (LeO', an overnight stay in a
hospital, hospice or residential care facilty) or continuing treatment bya healthcare
provider for a condition that either prevents the employee from performing the
functions of the employee's job, or prevents the qualified family member fromparticipating in schQol or other daily åctivities. To qualify as "continuing treatment,"
the condition rnustinvolve:
· A periOd of incapacity of more than 3consecotive calendar days, and any
subsequent treatment or period of incapacity for the same condition that alsoinvolves either treatment tw or more times by a heålthcare provider or
treatment by a healthcare provider at least once that results in a regimen of
contim.lingtreatment under. the supervsion of the healthcare provider. The
tw visits must occur in person wihin thirt (::O) days of the first day of
incapacity: The first visit to the healthcare provider most. take place within
seven (7fdays of the first day of incapacity.
· Any perid of incapacity because of pregnancy or prenatal care.
· Any period of incapaCity because of a chronic serious condition. At least tw(2) visits per year to a health care provider are required.
· A period Of incpacity that is permanent or long-term because of a condition
for which treatment may not be effective (e.g., AlZheimets disease).· Any period()f abserice to receive multple treatments by a.. healthcare provider
(e.g., for reconstrutive surgery after an accident. or injury) or for a condition
that would . likely result in a period of incpacity Of more than 3 consecutivedays if untreåted, such as for cancer (chemotherapy) or kidney disease
(diälysis). The first visit to the healthcare provider must take place within
seven days of the first day of incapacity.
B. Children
A son or daughter is a biological, adopted or foster child, as well as a stepchild,legal ward or a child of a. person acting "in loco parentis" (a person acting in the
capacity of a parent). In order for an employee to take FMLA leave for the care of a
child, the child must be under the age of 18, unless he or she is "incapable of self~care" because of a mental or. physical disabilit. This means that the adult child
requires active assistance or supervision in. p.erforming three or more "daily living
activities" (e.g. grooming, hygiene, bathing and dressing) or "instrumental activities
of daily living" (e.g. cooking, cleaning, shopping, paying bils). The definition of
"disabilty" is the same definition established by the Americans with Disabilties Act
(ADA).
Reissued/Amended 5/2009
Section 6 - Time Of
1. Service Member Caregiver Leave definition of children exception - "Son
or daughter on active duty or called to active duty status" means the
employee's biological, adopted or foster child, as well as a stepchild, legal
ward, or a child for whom the employee stood "in loco parentis," who is on
active duty status and who is of ANY age.
C. Parents
The definition of "parent" includes biologicl parents, but also includes a person
who acted in the capacit of a parent (in loco parentis) to the employee when
the employee was a child.( i.e. a grandparent or stepparent who raised the
child.) The definition of "parent" does not include parents-in-law, although some
state.FML laws do expad the definition of parent to include parents-in-law.
D. Spouses
A. spouse is a husband or wife, as defined under state law in the state in which
the employee resides. Some staes recnize common-law marriages. In these
states.. commolaw spouse may take FMLA leave to care for the other
comfln-law spouse. The definition of "spouse" does not include couples now
often referred to as "domestic parters." This means that unmarred
heterosexiialor homosexual coupls wh are living together and dependent on
each other financially, emotinally, and in otle( ways, but are not "married" as
deftnedbY state law are not considered to. be spouses for this purpose.
However,.. should a stte reconize domestic partners as covered "spouses"
under the FMLA, FMLA coverage would extend to those employees.
E. Next of Kin
"Next.ofkin~ is defined as th nearest blod relative to that individuaL. Leave for
next Of kin is only allowed for employees with a spouse, son, daughter, parent,
or next of kin with .an injury or iUness suffered while on active duty in the. armed
forces. This definitin is more expnsive. than the family members covered. for
other types of FMLAleave.
Employee with questions about what ilnesses ar covered under this policy or about the
definition of a health care provider should contact a METLIFE representative at 1-800-858-
6506 or their locl. Human Resources representative.
6.4.3. Basic FMLA Leave
Empioyees who meet the eligibility requirements described in section 6.5.1 are eligible to
take up to 12 weeks of unpaid leave during a rollng 12-month period. The 12-month period
is determined by measuring backward from the date an employee takes any FMLA leave.
Leave may be taken for one of the following reasons:
1. To care for the employee'S son or daughter during the first 12 months following birth
Reissued/Amended 5/2009
Section 6 - Time Of
2. To care for a child dunng the first 12 months following placement with the employee for
adoption or foster care.
3. To care for a spouse, son, daughter, or parent ("covered relation") with a senous health
condition.
4. For incapacit due to theemployee.'s pregnancy, prenatal
medical or childbirth.
5. Because of the employee's own serious health condition that renders the employee
unable. to perform an essential function of his or her position
A. Married Couples
In cases where a married couple is employed by United Water, the two spouses
together may take a combined total of 12 weeks' leave during any 12-month
penod.for reasons (1) and (2), or .to care for.thesameindividual pursuant to
reason 3.
Example - John and Jane Doe both work for Unied Wåter. When their daughter
is born they can take up to 12 weeks leave, John takes 6 weeks leave and Jane
takes 6 weeks leave. John and Jane have now exhausted their 12 week
"bonding" leave allotment. However, they each have 6 more weeks available
leave during that year for other qualified purposes. ThElrefore,if.J.Qhn sufers a
back injury later in that year, he can take up to 6 weeks of leave (depending of
CQ.urs on. medical necssity) for his own ilness and Jane can take up to 6 weeks
to care for John dunng hisback injury.
6.4.4. MUita.ry Family Leave
There are tw types of Miltary Family leave available:
A. Qual.ifying Exigency Leave
Employees meeting the eligibilty requirements descnbed in section 6.5.1 may beentitled to use up to 12 weeks of their Basic FMLA.leave entitlementto address
certin qualifing exigencies. leave may be used if the employee's spouse, son
or daughter is on active dut or called to active duty status (or notification of an
impending call or order to aptive duty) in the National Guardor Reserves in
support of a contingency operation. Qualifying exigencies may inclUde:
· Short-notice deployment (up.to 7 days of leave)
· Attending certain miltary events
· Arranging for alternative c.IJildcare
· Addressing certain financial and legal arrangements
· Periods of rest and recuperation for the service member (up to 5 days ofleave)
· Attending certain counseling sessions
Reissued/Amended 5/2009
Section 6 - Time Of
. Attending post-deployment activities (available for up to 90 days after the
termination of the covered service membets active duty status)
. Other activities ansing out of the service membets active duty or call to
active duty and agreed upon by the Company and the employee
B. Leave to Care for a Covered Service Member
There is also a special leave entitlement that permits employees who meet the
eligibilty requirements for FMLA leave (descbe in secion 6.5. 1) to take up to 26
weeks of leave to care for a covered service member, who is their spouse, son,
daughter, parent or next of kin, dunng a single 12-monh penod. The single 12-
month penod begins on the first day the eligible employee takes FMLA leave to
care for a covered servic membe and ends 12 months after that date. A covered
service member is.a current member of the Ared Forces, including a member of
the National Guard or Reserves, who has been rendered medically unfit to
perf his or her dutes due to a serous injury or illness inCurred in the line of
duty while on actve dut that may render the service member medically unfit to
perfor his or her dutes for which the servic member is undergoing medica.1
treatment, recuperaton or therapy; or is in outpatient status; or is on · the
temporary disabilty retire list.
c. Married Couples
In cases when boh husband and wie work for United Water, the aggregate
amount of leave that ca be taken by th husband and wife to care for a covered
service member is 26 weeks in a single 12-month period.
6.4.5. Intermittnt al\dReduced-Schedule Leave
Employee'S do not need to use their leave entitlement in one block. Leave because of a
serious health condition, or either type of family military leave, may betaken intermitently (in
separate blocks of time due to a single health condition) or on a reduced-schedule leave
(reducing. the usual number of hour worked per workweek or workday) if medically
necessary. If leave is unpaid, the Company witt reduce the employee's salary based on the
amount of time acually worked.
A. 6irth of a child; care for a newborn: adoption: placement of a foster child - Leave
for these pures must be taken in consetive workweeks and must be
completed within the 12-month penod following the birth or piacement of the child
with the employee.
6. Care fora child. spouse, parent or the employee's own senous health condition
and Miltary Family Leave due to qualifing exigencies or leave to care for a
covered servic member - Employees may take leave for these purposes on a
consecutive basis or intermittently, or the employee may request to be placed on
a reduced workeek or reduced workdays. An employee must request a leave
Reissued/Amended 5/2009
Section 6 - Time Of
anytime the absence is due to their own serious health condition and lasts for
more. than five consecutive workdays.
C. Non..consecutive periods of leave - If an employee requests an intermittent or
reduced leave schedule, United Water may require the employee to transfer
temporarily to an altemativeposition, for which the employee is qualified, to better
accommodate the recurring periods of leave the employee will require. Employees
transferred in. such circumstanCs wil receive equivafent salary and benefits.
Empleyees requesting. leave for these purposesrnust make a reasonable effort to schedule
the treåtment,foreitherthemselves, their child, spouse or parent so as not to unduly disruptUnited Water's operations.
6.4.6. Pay and Benefits During FMLA Lea".
A. Leave is Unpaid
Subject to applicable state laws, FMLA is unpaid leave. However the following is
applicable:
1. State er locai law mandated
If leave Is tåkèn because of ~nemployee'sown serious health condition,an employee mciy be eligible for short- orl()ng-term disabilit payments
and/or workers' compensation benf)itSLJnderttiose inaurance plana,
a. For.purpses of countirt.~h~ 12-workweek entitlement,. aU
FMLA leave, whre aPtniçaf)le, will run concurrently with otherstate or Iocallaw maooatd leaves.
2. Use of paid sick leave and allotted paid personal days
Empl9Yees on an approve~FftLAwinbe reqlJire(UO use/appiy. all accrued
sick leave, Whereapplicabl,tlen their. allotted accrud personal days
durrrig .their FMLA leave. Sick leave may only be used. for.a personal
ilness thatnormally qualifies for such leave. After all applicable pay for
time not worked benefits are exhausted, the remainder of the ieave wiU be
unpaid.
3. Su~~titutiori of paid time off for unpaid leave. An employee may choose to
substitute accrued. paid leave, such as vacation or floating holidays, forany unpaidFMLA leave. The substitution ofpåid leave time for unpaid
leave time does not extend the 12-week leave period.
B. Medieal/Health Benefits
During an approved FMLA, United Water wiU maintain the employee's health
benefits as if the employee continued to be actively employed. United Water wil
maintain the empfoyee's health coverage under any "group health plan" on the
Reissued/Amended 5/2009
Section 6 - Time Of
same terms as if the employee had continued to work. If paid leave is substituted
for unpaid family medical leave, the company wil deduct the employee's porton
of the health plan premium as a regular payroll deduction. If leave is unpaid, the
employee must pay his or her porton of the premium. Employees on unpaid
ieave should contact their locl Human Resours representative to review the
available payment options that may be avaiable to them for the continuation of
such benefits .An employee's health care coverage will cease if the employee's
premium payment is more than 30 days late. If the payment is more than 15 days
late, the company will send the employee a letter to this effect. If the company
does not receive the co-payment wiin 15 days aftr the date of that letter,the
employee's coverage may cease. If the employee elects not to retum to work for
at least 30 calendar days at the end of the leave period, the employee will be
required to reimburse the Company for the cost of the premiums paid by the
Company for maintaining coverage during the unpaid leave, unless the employee
cannot return to work because of a serious health condition or other
circumstances beyond the employe's control.
c. Other Benefits
1. Generally, subject to. plan provisions, employee benefits such as group life
insurance and disabilty will be maintained while an employee Is out on
unpaid
leave. United Water will communicate any t)énefitsthat cannot be continued.
2. Use of FMLAleave will not.result in the loss of any employment benefit that
accrt.e.d prior to the start of the employee's leave.
3. All benefits tht operate on anaccl\al basis, (e.g., paid sick leave) will cease
to acce during any period of unpaid FML.
4. The 401(k) plan will be governed by the terms of its benefit plan.
5. Subject to plan prisions, any period of FMLA wil be treated as continued
service for purses of vesting and eligibilty to participate in pension and
other retirement plans.
6.4.7. Employee Responsibilties when Requesting FMLA Leave
If the need to useFMLA leave. is foreseeable, the employee must give the Company at least
30 days' prior notice of the need to take leave. When 30 days' notice is not possible, the
employee must give notice as soon as reasoable and practicable (within 1 or 2 business
days of learning of the need for leave except in extraordinary circumstances). Failure to
provide such notice may be grounds for delaying the start of the FMLA leave. Requests for
FMLA leave. should be submited to MET LIFE at 1-800-585-506. Employees may contact
MET. LIFE or theIr local Human Resourc represnttie to get a copy of the proper form to
submit.
When submiting a request for leave, the employee must provide sufcient information for
the Cömpany to determine. if the leave might qualif as FMLA leve, and also provide
information on the anticipated date when the leave would start as well as the duration of the
leave. Sufficient information may include that the employee is unable to perform job
functions; that a family member is unable to perform daily activities: that the employee or
family member needs hospitalization or continuing treatment by a healthcare provider; or
that the circumstances support the need for miltary family leave. Employees also must
Reissued/Amended 5/2009
Section 6 - Time Of
införmthe company if the requested leave is fora reason for which FMLAleave was
previously taken or certified. Employees also wil be required to. provideä certifcation and
periodic recertifcation supporting the need for leave.
6.4.8. Employer Res.ponsibllties
When an employee requests leave, United Water, through METLlFE, wil inform the
employee whether he. or she is eligible under the.. FMLA. If the employee is eligibie, the
employee wil receive a writen notice that includes details on any additional information that
he/she.will be reqUired to provide. If the employee is not eligible under the FMLA, the
Company.wiU prOVide the employee with a written notice indicating the reason for ineligibilty
and.notlçe on the amount of leave that will be counted against the employee's 12 or 26week entitlement.
6.4.9. Med.lcal Certification
If the empl()yee is requesting leave because of the ernPloYE!e's own ora covered relation's
serioushE!alth condition. the employee and the relevant
healthcre provider must supply
appropnate medical certification. Employees may obtain Medical Certification forms fromMETlIFEor the benefits Departent, When the emJ)oyeerequests .Ieave. the company will
notify the employee of the requirement for medical certifti~ and when .it is due (no more
than 15 calendardaysafter an employee requestslèa~~.lftheemployeprOvides at Ièast
30 days'noticeof medicallèave, he/she should also provide the medical certfioetionbeforeleave.beQins.. Failure to provide.requested medicalcertifcationio.a timely manner may
resultJn denial of leave until it is provided;. The company, at its expense, may require anexaminationby.a second healthcare provider deSignated by the company, if itreasoably
doubts the medicl certification initially provided. If the second healthcare provider's opinion
conflicts with the onginal medical. certification, the company, at its expense,. may require athird, mutuallyagreeablehealthcare provider to concuct an examination and provide a final
and binding opinion. The Company may reuire subsequen medical recertification~ Failure
to provide requested certifcation within 15 calendar days, except in extraordinary
circumstances, may result in the delay oUurter leave until it is provided.
6.4.10. Reporting While on Leave
If an. employee takes leave becuse of the employee's own serious health condition or to
care for a covered relation, the employee must contact METLIFE once a month regarding
the stafu$ of the condition and his/her intention to return to work. In addition, the employee
must give notiCe as soon as practicable (within 2 business days, if feasible) if the dates of
the leave change, are extendèd, or were unknown initially. In all cases, when a decision is
made by the employee not to return to work, the employee must notif United Waterimmediately.
6.4.11. Return to Job at End. of FMLA Leave
In general, an eligible employee who takes FMLA-protected leave is entitled to return to
his/her former 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
Reissued/Amended 5/2009
Section 6 - Time Of
this policy to any right,.benefit or position other than that to which the.employee would have
been entitled håd he/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's
position, reinstatement may not be possible.
A. Exemption for Highly Compensated Employees
Higiiiiy compensted employees (i.e., highest-paid 10 percent of employees at a
worksite or within a 75-mile radius of that worksite) may not. be returned to their
former or equivalent position following a .leave if restoraion..of employment wil
cause substantial ecnomic injury to the Company. (This fact-specific
determination wil be made by the Company on a case-by,.sebasis~) The
Company wil notif employees if they qualif as "highly compensated"
employees if the company intends to deny reinstatement, and of employees'
rights in such instances.
B.. Fitness for Duty Cet1ifiçation
United Water also requires medical clearanc indicating that the employee can
return to work ancl perform the essntial funcions of. the position with. or lJithout
reasonabl~mmodati. United Water will. consider making reasonal)le
accommodatins for any disbHit an employee may have in acord~nce with
applicable laws whre require. Meical certcation is required for any
claim that
the employee is unable to return to work at the schedule conclusion of a leave.
Reissued/Amended 5/2009
Section 6 - Time Of
6.5 NEW JERSEY PAID FAMILY LEAVE
Only applicable for employees who work in New Jersey.
Beginning .July 1, 2009. New Jersey law will provide up to. six (6) weeks of Family LeaveInsurance benefis.. Benefits are payable to covered employees from either the New Jersy
State Plan or an approved employer-provided private plan to:
· Bond with a child dunng the first 12 months after the chiJd's birth, if the
covered individual, or the domestic partnerOf civil union partner of thecovered individual, is a bioloical parent of the child, or the first 12 months
after the placement of the child for adoption with the covered individuaL.
· Care for a famify member with a senous health condition sUPP9rted by a
certification provided bya healthcare provider. Claims may be filed for six
consecutive weeks, for intermittent weeks, or for 42 intermittent days during a
12 month period beginning with the first a~te of the claim. Family member
means a child, spouse, domestic partner, civil union partner or parent of acovered individual.
Child means a biologicl, adopted or foster chila, stepçhiJdor legal \Nard of a covered
individual,. child of. a d9rneStic partner oftll~cOyered jndividLlal, or child. of a. .cMI union
parterpHhe . coveredindividLlal, who is less tha~ .19.years of age Or is 19 ye~rs of age orolder butincapable.of self-care because of mental or physical impairment.
A. New Jersey State Plan
United Wåter Employees are.. covered under the New Jersey. State Plan.
Employees can obtain information pertaining to the program and ari application for
Family Leave Insurance benefits (Form FL-1), after June 1 2009,. by visiting the
Department of Labor and Workforce Development's web site at ww.nj.govllabor,by telephoning the Division of Temporary Disabilit Insurance's Customer Service
Section at [phone], or by writing to the Division of Temporary DisabiltyInsurance, PO Box 387, Trenton, NJ 08625'0387.
If an employee is receiving State Plan temporary disabilty benefits.for pregnancy,
after the child is born, the Division wil mail the employee information on how to
file a claim for Family Leave Insurance benefit to bond with the newborn child. If
a claim is filed to have Family Leave Insurance benefits begin immediately after
the employee recovers from her pregnancy-related disabilty, she wil be paid at
the same weekly benefit amount as she was paid for her pregnancy-related
disabilty claim and no waiting period wil be required.
Reissued/Amended 5/2009
Secion 6 - Time Off
6.6 BEREAVEMENT LEAVE
Upon the death of any member of an employe's immediate family (i.e., spouse, domestic
partner, child, step-child, father, mothr, brother, sister, step-parent, grandparent or
spouse's parent, step-parent or grandparent), the Company allows bereavement.leave of up
to three (3) workdays off with pay.. Such bereavement leave must be taken in conjunction
with the funeral, memonal servic or customs of the employee.
Upon the death of a brother-in-law, sister-in-law or othr family member, United Water wil
provide paid bereavement leave of one (1) work day.
United Water recognizes that. a persn other than those listed above, such as, but not
limited to, a foster parent or legal guardian, may have raised an employee. In such
circumstances, United Water wil grant comparable time off as provided for the family
member.
Time off in excess of the above amounts or time off to attend the funeral of any other
relative or friend may be grånted..at the discretion of the employee'S supervisor. Such time
off wil not be paid for as bereavement leave but may be taken as paid vacation tiroe or
unpaid leave.
Supervisors~nd Managers of deceased employees roay take the required time off, without
loss of pay; to attend the funerals of thes employee. 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 allowe tirneoff to attend the
local funeral of a co-worker. Such time off may be wih pay.
Reissued/Amended 5/2009
Section 6 - Time Of
6.7 JURY DUTY
It is. United Water's policy that employees required to report for jury duty wil. be excused
from. work. They wil be expected, however, to repOrt for work. on scheduled workdays
before and after jury dut, if reasonably practical, and to give as much attention
as possibleto their regular duties.
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 reularly scheduled work hours. However,
United Water wil not pay for jury duty in excess of tw (2) weeks in any 12-month period,
except as required by applicable laws and regulations.
Time allowed for jury duty wil. not be counted as. time worked for computing.. overtime or
premium pay.
Time allowed for jury duty is counted as time worked for vacation and sick time accrl.
To receiye pay for the period employees serve on jury duty, they must procure a suitablestatement from the court to..verify.the..hours and dates on which jury duty was rendered.
Such statement shall be submitted to their supervisor.
llnitedWater will not reirnburseexpenses incurrd while on jUry dut.
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Section 6 - Time Of
6.8 MILITARY 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. militry or who are drafted into the U.S. armed forces,
and also to Reservists and National Guard membrs. Leave will be granted for:
. Active duty
. Training
. Meeting miltary-related obligations
At a minimum, United Water will provi employees wih miltary leave, benefits and
reemployment rights as required by the Uniformed Services Employment and
Reemployment Rights Act (USERRA) of 199 and applicable state law.
6.8.1. Procedure
EmployeeS requìring a miltary/reserve dut 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 eìther wrien or v,erbal; It maybe provided by the employee or by
an appropriate offcer of the branch of the miltary in which the employee wil be serving.
However, no notice is required if: (1) miltary necssit prevents the giving of notice; or (2)
giving notice is otherwise impossible or unreasoabl.
United Water wil pay the diferential for 80 hours of miltary training per calendar year.
Payment of the diferential will be made following submission of a copy of the miltary pay
vouçher covering this pay period. This leave will be provided to Reservists in any branch of
the U.S. Armed Forces and to membe of stte National Guard units. Employees
not
otherwise eligible for supplmental pay (e.g., voluntary leave extending beyond 80 hours)
from United Water for mmtary training time wil stil be granted leave upon presentation of
appropriate documentation; however, such leave wil be unpaid.
EligIble employees involuntarily. called to active duty in support of miltary obligations will be
paid their normal salary for the first month (equivalent to up to 4 weeks of normal pay), and
the difference between their normal monthly salary and their base miltary pay for the
balance of their eligibilty as follows:
. Employees with at least 3 complete calendar months 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 wit United Water wil be
eligible to receive up to 11 months of salary diferential pay.
(Normal pay is annual salary divided by 12 months; or base hourlY. rate of pay times 2080
hours divided by 12 months.)
To continue to receive the differential pay, the employee must provide a copy of his/her
miltary pay voucher to Human Resourcs each month.
Reissued/Amended 5/2009
Section 6 - Time Of
United Water wil continue to provide benefits coverage for an employee taking training
leave or miltary obligations leave (paid or unpaid on the same ters and conditions as if the
employee were not on leave, fora period of up to 30 days.) Eligibilty for benefits for
employees involuntarily called to active dut for a period in excess of 30 days wil be on the
same basis. as the eligibilit for the diferential pay described above. However, sick leave
and vacation will not be accrued during the military leave.
While. an employee is on an extnded militåry/reserve leave of absence (beyond the 3 or 12
months), the employee wil be eligible to maintain health insurance benefits in accordance
with normal United. Water policy, at the employee's. owr . expense.. COBRA rights runconcurrent and begin at the commencement of the miltary/reserve leave.
6.8.2. Eligibilty for Reinstatement upon Return from Miltary/Reserve Duty
Leave
1 ; A . person entitled to reemployment under this policy upon. completion of a periOd of
service. .inthe uniformed seiviçes ~flesithan91 dayssh~U be promptly reemployed
in the position in which he/she would have been employed if continuaus employment
with United Water had not been interrupted.
If the person is unqualified for the position - after United Water haS. made reasonable
effOrtta train the person - l)/she shan. be reemployed in the . positian heldprior tobeginning of service in the uniformed services;
2. A persn entitled ta re-employment under this polle upon. comPletion. of a period of
service in the uniformed services of more than 90 days shall be promptly re-
employed in: a) the position in which he/she would. have. bee~ eTPloyed if
continuous employment with United Water had not been interpted; or b) a positionof like seniori, status and pay,
If the person is uflualifedfor such poition(s) -after United Water has made
reasonable efforts to train the person -- he/she shall be reemplayed in: a) the position
he/she held prior to beginning of service . in theuniformedserviee or b). a position of
like seniority, status andpaythal he/She is qualified to perform.
3. If tWo or more personsar~ entitled to re-emplayment under this policy in the sameposition, the person who left the position first shall have the prior right to
reemployment in that pasitio.
6.8.3. ApPlications for R..mployment
A. Service of 1to 30 days - Servicø member must notify United Water of intent to
return. by reporting. to. work on first regularly scheduled workday that begins within
8. hours aft.er completion ofserv.ice and expiration af 8-holJ rest periadfollowingsafe transportation home. ..
B. Service of 31 to 180 days - Service member must submit an application to the
Human Resources Department within 14 days of completion of service.
Reissued/Amended 512009
Secion 6 - Time Of
C. Service of 181 or more days - Service member must submit an application within
90 days of completion of servic.
D. Extensions .. Employee must report as son as posible if it is impossible or
unreasonable to report wihin the required time penod, such as. returning. home by
ship. An extension is also grante to the next business day if appliction cannot
be submitted within the require time because the business is not open or the
person to take the application is not there, If the employee .is hospitalized or
convalescing from an ilness or injury aggravated dunng uniformed service, the
service member has 2 years to report.
E. Documentation Required - For militry/reserve leave of more than 30 days,
documentation of timeliness, cumulative service and honorable discharge is
required to be eligible for reemployment nghts.
6.8.4. Job Protection for Returning Miltary Servce Personnel
Employees whóenlist in, or who are inductd into, the a.rmed forces. qfthe United States
may not be discharged without cause for a 1-year period following the return to their position
after their military service is completed. Membrs of the reseres who are ordered to an
initial penod of active dut for training of not less than 12 consecutive months or who are
ordered to . active dut (other than for trining) may not be discharged without cause for a 6-
month penod following the retur to their positon.
Applicable stateJa'Nwill apply where more favorble to employee.
6.8.5.. Benefit Details
A. Medical,. Dental and Vision Insurance - Employee and their covered eligible
depeOQents and those who becme eligibie while the employee is on
mmtary/reserve. leave wil be provided he.alth and dental insurance at the same
employee contnbution rate for a penod of up to 3 or 12 months (see plan
documents for eligibilty.) After that time, they will be offered benefits under
USERRACOBRA for a period of 18 months at the employee or dependent's
expense.
B. Basic Life Insurance - Employee's life insurance may be continued for a period of
3 Or 12 months paid by United Water (plan documents for eligibilty.) The "Act of
War" exclusion does not apply.
C. Optional Life Insurance - Employee's optional life insurance may be continued for
a penod of 30r 12 months (see plan documents for eligibilty.) Employees are
required to continue paying employee premium. The "Act of War" exclusion does
not apply.
D. Dependent Life Insurance (Basic and Optional) - Dependent's life insurance may
be continued for a peno of 3 or 12 months (see plan documents for eligibilty.)
Optional dependent life requires continued employee contribution. Any
Reissued/Amended 5/2009
..
Secion 6 - Time Of
dependent who is in full-time active miltary service wil not.be covered by this
plan.
E. Accidental Death. and Dismemberment (AD&Dl - Employee and dependent~s
AD&D insurance may be continued for a period of 3 or 12 months (see plandocuments for eligibilty.) Voluntary AD&D requires continued employee
contributions. Employer-provided AD&D wil be paid by United Water. The "Act
of Wår exclusion does appiy:
F Short-Term and long-Term Disabilit - This coverage terminates on the dåte of
miltary actvation or leave date.
G. Flexible.Soending Plans - Unpaid military leave is. considered a change in statusand.. chanQes in . elections for dependent care and medical care accunts
consistent with the change in status may. be made. Paid miltary leave is not a
change in status. Employees wil receive notice folloWing the 3 or 12-month
period, if eligible.
H. 401(kl pian - 401(1() loan payments will be suspended while the employee is on
unpaid military leave longer than 30 days. Employees will have the opportunit to
makeup any missed 401 (k) contributions whep they return. to work. and. are. re-
employed by United Water; and in tum, United Water wilt make up the matching
contributions. The employee and United Water have 3 times the lengt of service,not to exced. 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) distribuion.
Reissued/Amended 5/2009
Section 6 - Time Of
6.9 PART-TIME EMPLOYEES
Lt is Viiiteò Water's policy to provide certin time off benefits to regular part-time employees
working at least 20 but less than 37.5 hours per week. Temporary employees are not
eligible for time off benefits.
Such employees wil receive holiday pay, vacation and bereavement leave except such
benefits will be eamed and taken at reduced rates in accordance with the following
schedule:
Scheduled Work Hours lper week)Prorata
More than 37.5 100%
36-37 90%
32-35 80%
28-31 70%
24-27 60%
20-23 50%
..Less than 20 0%
/..
Reissued/Amended 5/2009
Section 7
SAFETY, SECU.RITY AND HEALTH
Section 7 - Safety, Security and Health
7.1 SAFETY
It is the policy. of United Water to provide its employees with. a safe and healthy work
environment with the proper tools,. eauipment and.. training. to enable them to perform theirjobssafelyandeffcientJy;
United Water wil develop and administer a comprehensive safety program that complies
with all federal, state and local health and safety regulations and will take measures toeliminate or control the exposure of employees to unsafe conditions.
UnitedWatets executives, managers and safety coordinators have a responsibilty to create
a work culture in which all United Water employees develop a concem not only for their own
safety, but also for the safety of their fellow workers, the public and the environment.
United Water's management wil conduct a prompt acident investigation whenever an
accident occurs. The results of the accident investigation wiU be summarized in wriing.
All United Water employees are expected to:
.Be familiar with and follow the guidelines, procedures and. practices set forth in
UnitedWater's Health and Safety Månual(HSM)or other safetypolicies.
Be familar with the job description covering.. their duties, a.ndbe familar withpr0l?r safety méasures,
Properly Wear personal protectiveequipment where needed ~nd required.
Use. appropriate. safetyequipment.
Ensure that all work is performed in a manner that d()es not cause injury .or harm.
Report any accident or injury, no matter how slight, immediately (within twenty
four (24) to fort eight (48) hours) to their supervisor AND to the HumanResources Department so thatthe necessary paperwrk may be completed.
Cooperaté in any accident or Worker' Compensation investigation.
Report aU unsafe conditions or any unsafe equipment that should be corrected.
Use Company equipment as directed,
.
.
...
.
.
.
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 proceures outlined in
United Water's Employee Policy Manual or Health and Safety Manual (HSM), or whose
behavior demonstrates a disregard of reasonable safety precautions, wil be subject to
disciplinary action up to and including termination.
Reissued/Amended 5/2009
Section 7 - Safety, Securi and Health
7.2 SECURITY
United Water recognizes and accpts the responsibilit to ensure the communities we serve,
our clients. visitors and employees with facilites and structures that are secure. Each
project and operating .company establishes standard operating produres. that include
protection of assets and our water supplies, as well as the facilties in which we conduct our
business. These rules and praces apply to employees, contractors, clients, vendors and
visitors and are to be observed and coplied wi by all.
All properties proVide for control of ingress and egress through monitoring systems and
mechanical means. Employees are to fully coply with aU security policies, procedures and
surveillance, and entry and exit systems. Failure to do so can result in appropriate discipline
up to and. including termination. Employees should feel free to challenge any visitor to a
propert not authorized in secure areas or not displaying needed 10 badges.
Employees are to park persnal vehicles in designated lotions. They are also required to
visibly wear and prominently display their employee 10 badges.
All United Water employees are expected to:
. Always remain aware and alert and report any suspiciOUS behavior to their
managers) and, where necessary. to local autoriies.
. Be Mindful of their surrundings at all times with regard to securi.
. Refrain from discussing sensitiv information with non United Water employees.
. Maintain control of United Watr credentials. keys and acces$cards at aU times
and. immediately report any theft or loss of the aforementioned items to their
Supervisor.
Reissued/Amended 5/2009
Section 7 - Safety, Security and Health
7.3 SMOKING
All United Water properties' enclosed structures are designated as smoke-free. Smoking
wil be permitted in designated areas outside of United Watets owned or leased facilties if
possible. Designated smoking areas wil be provided with receptacles for ashes and
cigarettes. Smoking wil not be allowed on pathways Or in doorwys to any United Water-
owned building.
In United Water vehicles, smoking is permitted only when there is no objection from any of
the occupants.
All properties that currently have no smoking policies on their premises, including the
exterior of buildings, wil maintain that policy.
Reissued/Amended 5/2009
.
Section 8
ETHICS
Section 8 - Ethics
8.1 ETHICS PROGRAM
United Water expects all of its business dealings to be conducted in accordance with thehighest ethical and professional standards and in strict compliance with both the letter and
spirit of the law. Employees are resPQnsible for their persnal conduct and must not engagein or tolerate unethical acts, even at the direction of another person.
As part of this commitment, United Water has created a fonnal Ethics Program. The Board
of Directors has created an Ethics Committee staffed byseniof management with authority
to implement and oversee an Ethics Program that complies with the Suez Ethics Charter.
The Committee is comprised of the Senior Vice President of legal and General Counsel,
Senior Vice President of Human Resources and Director of lntemal Audit. The Senior VicePresident of legal and General Counsel is designated as the Company's EthièS Offcer.
The Company strives to be in strict compliance with alllavv and regulations that may be
applicable to its business. In some instances, such laws and regulations may be ambiguous
and require assistance tohiterpret. If thee is a question rearding the interpretation of a
law or regulation, employees are encouraged to seek advice from the Ethic Committee.
The. Committee, through itsauth(ri from the . Board ... and Suez Environment, has
established a corprate-wide Ethics Program to ensure that the Corporation conducts
businessconsistent with thehig~ststandards of legal and ethicalcoduc
A. The Program
The Program consists of:
1. Asetofpolicieswhichar~contained in sections 8.2 through 8;10 below.
2. A. procedure for reporting alleged ethical misconduct .
3. The. investigation and resolution of ethics matters inclUding employee discipline
by the Commitee or its designees.
In its èapaèity the Committee shafl:
1. Oversee the compliance with the Ethics Program and promulgate and revise the
program, policies, practices.ancl procedures as it deems necessary.
2. Oversee. training and the distribution and communiction 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, incucling the establishment
and proper use of applicable management systems.
5. Prescribe the form ofçertificationof compliance to be eXeèuted by the CEO.
6. Assure that infractions are investigated and that proper discipline results when
standards are violated.
7. Assure that proper records are kept.
Reissuedl Amended 5/2009
.
Section 8 - Ethics
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 carr out the intent of the Ethics
Program
11. Report annually to the Board of Direcors on the status of appropriate ethics
matters.
B. The Policies and Procedures
This Section 8 of the Policy Manual. contains the Ethics policies as currently
promulgated by the Ethics Commitee. Please read and familarize yourself with
them. Compliance with such policies is mandatory.
c. Reporting of Alleged Misconduct
The Company wil regularl publish and disseminate the names and direc telephone
numbers of all members entrsted wi the administrion of the Ethics Program.
Employees are encouraged to repo all conduct that they believe to be unethicaL. If
for any reason an employee is uncomfortblein.bringing such matter to the attention
of the supervisor. the employee should bring the matter to the attentiori of the
appropriate department head. manager. and their Human Resourcs..representative
or the Ethics Commitee. A supervisor. department head or company manager must
bring. the matter to the immediate attenton of the Ethics Committee.
To assist in the reporting pross. a toll~freetelephone number has been created for
the specific use in such reporting: 1-877-ETl"UCSS or 1-~71-384-42770' This number
is available 24hours.a day. 7 days a week. Only members of the Ethics Committee
or its designees are able to retrieve messges from the tollfree number;
D. Investigations
Upon receipt of reports of misconduc or inquiries. including anonymous reports.
each incident will be assigne a number and a prompt investigation wil take place.
Upon completion of each investigation. a foral report wil be rendered with
appropriate reporting to all approprate individuals (including the initiator of the
allegation). The confentialit of all indivduals will be protected to the greatest
extent possible and as much as is practical depending upon the circumstances
presented. Appropriate remedial and disciplinary action will promptly. be taken if
warranted.
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Section 8 - Ethics
8.2 CONSCIENTIOUS EMPLOYEE. PROTECTION
United Water wil nottakeaçtion against an employee who objects to. repo.rls..orrefuses toparticipate in actions thatthe employee reasonably believes. to be ilegal or unethical.
Employees. who accuse United Water ofwrongdaing are protected. so
long as their belief isreasonable. . Many states have enacted. anti-retaliation laws, to protec employees who
disclose unethical or ilegal conduct. United Water is committed to full compliance with theletter and spirit of these laws.
The identity of an employee reportiiig unethical or ilegal conduct will remain confidential to
the extent possible in keeping with overall fairness and as much as is practical depending
upon the circumstances presented. The Company wil comply with orders of a court or
agency of similar authority directing the Company to reveal the identity of the employee
making the report.
Aii employee who intentionally files a false report of wrongdoing wil be subject to discipline.
up to and including termination.
Reissued/Amended 5/2009
Section 8 - Ethics
8.3 CONFLICT OF INTEREST
The Comp~ny values its reputation for integri. The Company expects all employees'
business dealings to be conducted in accrdance wih the highest ethical standards and in
strict compliance with both the Jetter and spiri of the law. Employees have a responsibilty
to avoid reiationships, activitiés and interests, which conflict with the interests of the
Company and its subsidiaries.
Employees should use their positions to advance the Company's interests and should avoid
situations that could lead to, or give the appearanc of, a conflict in their commitment to the
COrTpany's.interests.
Employees wil not have any direct or indirec financial interest, where the interest is
perceived to be material or influencing, in any company or firm which sells. leases, or
otherwse supplies services, goods or other propert to the Company or its subsidiaries or is,
or could be perceived to be, in competion with the Company or its subsidiaries.
The Company expects. that its employees shall be loyal to United Water first and that
outside employment must in no way be detrimentl, disruptive, damaging or present a
conflict of interest with United Water
A. Conflicting Dutes
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 contls.
B. Conflict of Interest and Business Ethics Statement
A statement éntitléd "Statement Concerning Conflict of Intere.st and Business Ethics"
is distrtbutedannually to employees at a supervisor level and above and to
employees that are considered professional/confidential. This statement requires
that those affect employees make a fun disclosure to the Company, regarding
information that is or could be considered a potential conflict of interest. This inquiry
is not meant in any way to question an employee's integrity, since it has been United
Waters experience that business transactions conductédby our employees have
consistently been in. accord with Company policy. However, it is the Company's
policy to requir continual vigilance and scrutiny to ensure compliance with our high
ethical standards. If during a particular year, after the annual statement has already
been signed and submitted by an employee. a relationship or activity takes place that
might involve a potential conflict with United Water, the employee must bring it to the
attention of a member of the Ethics Committee for review to determine if a conflict of
interest actually exists.
Reissued/Amended 5/2009
Section 8 - Ethics
8.4 CONFIDENTIAL INFORMATION
United Water - .in theêourse of. itsnorinal business activities;.- develops confidential
information and business
records of many different types. It is United Water's policy tomaintain the confidential natureof this company information. This includes but is not limited
to:
· . fihanciåldata and projections
· business plåns ånd strategies
· business and labor negotiations
· employee, investor and customer information
· sales and marketing data,. plans or strategies
· inventions and otheroperationål processes
· softare and other computer programs
· other information that is not gerally available to the public
Em~loYées should never relèåse this information or discuSs it with othersuniess there is a
valld business or legal reaso.n to do so. This inforation is confidential and should be usedfC)r authoriz~d bUSiness purpses only.
A. Customer Privacy
United.VVaterj~ committed tó..maintaining...customer. privacy. Information
concerning olJr customers is strictlY.confice,.tial .andshould only. be used for
Company. business.
It is United Water's policy not to release customer information unless specificatry
required by law or ¡nacordance with Company procedures. Employees should
not discuss. customer information with others unless there is a valid business
reason to do so.
B. Inventions
If any employee originates an "invention..,.. he/she must immediately notif their
supervisor and provide complete informatlon. pertining to. said invention.
"InventiOns" include improvements, ariginal Works or authorship, formulas,
processes, computer prQ9rams, techniques, . know-how and data. Excluded. are
inventions for which.no equipment, supplies, facilit. or trade secret information ofthe Company was.used, and which were. developed. entirely on the emplOyee's
own time, and which do not result from any work perf()rmed 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 his/her Supervisor, request such release.
Reissued/Amended 5/2009
Section 8 - Ethics
C. Proprietary Information
Proprietary information is a special type of confidential info.rmation pertaining to
the business interests of a company. United Watets proprietary. information has
potential or actual economic value and should not be disclosed to people .outside
the Company.
Proprietary information may include financial 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. Ëvenwithin
the Company, proprietary information should be transmmed only to those who
need to receive it.
Sometimes United Watets proprietary information must be disclosed. to third
parties, such as reulatory agencies or consultnt working . on our behaif. In
such cases, management approval and Legal Department assistance should be
obtained. Wrien non-iscure agreements can help protect the Company
when such information must be disclosed.
Unitedvyaterpolicy prohibits the obtaining or use of a competitor's proprietary
infôrmation unless such information is obtained publlcly, legally, or with
permission oHhe competitor.
D. Non-Disclosure Agreements
Each .current employee of United Water. must sign a Non-Disclosure when
requested to do so.
NewlY hired employees must sign a Non-Disclosure upon commencing work.
All signed Non-Disclosure forms must be submmed to Human Resources, where
they wil be filed in the employee's personnel file.
E. Non-Compete Agreements
Dueto the nature of the work that they do for the Company, key employees
and/or those employees in specific roles and/or those employees with specific
job functions may be required to sign. a non-cmpete agreement as a condition to
employment or conditn of promotion within the Company.
Reissued/Amended 5/2009
,
Section 8 - Ethics
8.5 INSIDE INFORMATION
Federal law prohibits the sale.or purchase of securities based on Ïfiside..information.or thegivingof .inside information to others who may buy or sell those securities.
Inside.. information means confidential inforation or spcial knowledge about a company
that is not generally known or available to the. public and that is material to the company.Information is matenalif a reasonable investor would consider it important in deciding
whether to buy or sell a company's stock. Some examples of. inside .inforration. 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 ofinformation of this type.
Thus, if. an . employee. has.. material inside infprmation . about United Water or.. any othercompany as.a resultof his/her employment with United Water,thatemployee may not buy,
sell or recommend the purchase or sale of the securities ofGOF Suez and Suez
Envirørim~nt or any other company based .onsuch inside inforation~. Nor may. they passsuch informatipn ontpanyone else so that they might act on it.
Evenwhe~aconfidEl"tial. ma.tter is offcially. announced or disclsed to the general public, anempl~yer mp~t waitllo business days after the disclosure of theinførmatlon before taking
any action.based on such Information., Additional inside information concerning that matter
should remain confidential.
Employees must also refrain from involvementIn any other tyPe of outside ttansaction thatcould damage the Company's reputation for interityard ethical conduct or that is
influenced by inside information.
Reissued/Amended 5/2009
~
Section 8 - Ethics
8.6 COPYRIGHT AND LICENSING
United Water is fully commit to supporting all federal and state laws that govern
copyright
and licensing agreements. These laws prohibit the unauthorized duplication of a.wide bodY
of materials. For the most part, this means that employees may not .reproduce items.such
as books, magazine. articles, logos. phtographs, drawings, videos, softare or. recordings
without specific permission of the ower of th materiaL. In certain specific circumstances,
however, the. law does. permit very.limited dupliction. Questions conceming COpyright law
should be addressed to the Corate Legal Departent.
A. Softare
Unauthorized duplication of copyrighted compuer softre violates the law and
is contrary to United Watets standards of conduct. The following principles have
been developed. as a.basis for preventing it ocrrence:
. United Water will neiter engage in nor tolerate the making or using of
unauthorized softare copies under any circumstances.
. Untied Water wUl.provide iegally acquired softre to meet.aU.legitimate
softare needs in a timely fashion and in ... ttufcient qU(3ntities for aU our
computers.
. United Water will compl wih all licnse or purchase terms relating to the
use of any softre we acquire.
. United Water will enforc strong interl controls to prevent the making
or using unauthorized softare copies, including effecive measures to
verif compliance with these standards and appropriate disciplinary
meaSures for violation of these standards.
Reissued/Amended 5/2009
Secion 8 - Ethic
8.7 PROCUREMENT, VENDOR RELATIONS,
GRATUITIES AND BRIBES
In purchasing. goods and services, the Company takes into consideration competitive prcing
as\lell asotner factors such as qualit and reliabilty. Policies and procedures established
by the. Corporat~ Prqcurement De()artment should be followed for all purchases.
United Water acknowledges thatthe occasional exchange of business courtesies, such asmodest gifts, meals and entertainment, is a common. pract.ce to create goodwil and
establish truslin business relationships. However, no employee or anyone acting on behalf
of an employee wil, under any circumstances, offer or accept a payment qr gif or any otherbenefit tnat is or a.ppears to be an effort to influence the business relatioship.. Employees
are strictly prahibited from using their Company positions to obtain persol'al favors or
special consideration.
In. purchasing Qqods. and services, the Com()ny takes into consideration (Xmpetitiv~. pricingas well as.oth~r factors such as quality and reliabilty. Policies and procedures established
by the Corporate Procurement Department should be followed for all .purchases.
Employees mustâvoidall conflict of interest.aridinsuiate themselves frm any attempt on
the part. of suppliers or bid candidates to inflence their. decisions. Employees must take
care not to alter their impartiality, objectivity or independence of judgment including conduc
in the following circumstances:
1) No Company employee shaU accpt, or direc payment to another person, gifs ofmon$y, products, services, or other special offers of considerations .from an
individual or supplierlvendor doing business. wih the Company that is or appears
to. be an effort to influence that business relationship
2) Invitations to cultural, sportng, or similar events must be approved by an
authqrized member of management and not involve excessive expense,
3) Invitations to luncheons.. or . dinners may be .accpted if they are of a business
nature and do not involve excessive expense.
4) lnvitetions to travel or..atte.nd conferences may only be accpted with approval
frOm an authorized member of management if they have a definite business
purpose. Travel and lodgin.g expenses must be paid for by United Water.
5) FrinQe benefis. such as supplier products or services provided free of charge orat a discountto employees or their familes must be refused, unless approved by
an authorized member of management, foUowing verification that there is no
conflict of interest.
Incase of questions, employees must consult wih their supervisor(s) or a member of the
Ethics Committee concerning their conduc in such circumstancs.
Reissued/Amended 5/2009
Section 8 - Ethics
8.8 GOVERNMENT RELATIONS
United Water deals with many governmental offcials and agencies, at federal, state and
local levels, and even internationally.
United Water recognizes and respects the importnt role these offcialsândagencies have
in public affairs and particularly in our businesses. Dealings with governmental offcials
must be straightforward, cooperative, and in compliance with applicable laws and
regulations.
FederaFlaw prohibits giving, offering or promising anyting of value
to any public official in
the United States or a foreign countr wit the intent of infuencing
an offcial act or causing
the offcial to actunlawfully. Such payments may not be made to another part when there
is rea.son to know that the funds will be used to improperl influence a public offcial.
United ~ater policy also prohibits conferrng of any benefit on a public offcial that would
influence, or have the appearance of influencin, a decision by that offial.
When dealing with public offcials, care should be taken to learn about any other specifc
guidelines that may apply. Many states and locl goernmenl bodiel have specific rules
prohibIting or. placing dollar limit on gifs, benefit, gratuities or acts
of hospitality to public
offcials.
Reissued/Amended 5/2009
~
Section 8 - Ethics
8.9 POLITICAL CONTRIBUTIONS
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 affliate; or (ii) if the contribution is to any of the
following: a cal1didate runnil1g for elected offce; a political part or affliated organization
(e.g. National Part Organization); an organized external PAC (i.e. Congressiona.1Leadership or industry-level PAC); or any other politically-oriented campaign (e.g,
referendum drives).
In addition, the following alsoåpply:
1. No non-US.citizens are to be.involved in any steps in United Water's political contributionprocess.
2. Using. corporate .. resources to .... faCiltate.. the making. of indiVidual . contributions to
candidate~or using corprate resources to engage in fundraising activities is prohibited.
Facmtation includes use of company stationery, stamps, e-mail or other companymaterials for the purpse 9ftransmittng Or deliveringcontributions.
3. Employees may engage in individual volunteer activities to a candidate or political
committee. Reimbursement by United Water for any contributions tocanqidates or
political. . committees or expense incurrd by such. employee for suc purpose is
prohibited.
4. All approvals must be maciin advance of the payment of any political contributions by
United Water as a Company or bya Company-sponsored Political Action. Committee
("PAC"), regarqless of Whether that PAC is sponsored by United Water or by an affliate,
5. Given the complexit of the political contribution rules at both the feqeral and state Iêvels
and the Penalties for vi91ating those, rules, evenLJnintel1ti9naUy,atl politicl contributions,
regardless of size, must be processed through the Political Contributions Coordinator
and the United Water Legal.Deprtment to ensure the company meets an federal, stateand other reporting and compliance requirements.
6. Because PAC contributions and company contributions by either United Water or any
affilate of United Water may affect the abilty of United Water or its affliate to make
contributions, coordination betwen United Water and its affliates 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 affliate wil be. processed by the Political Contributions Cordinator
in Harrngton
Park. Checks will not be processed outside of Harrington Park unless the employeesreceive specific written notification from the Political Contributions Coordinator that all
necessary approvals have been secured.
8. Any questions regarding political contributions of any kind should be directed to the
United Water Legal Department or the Political Contributions Coordinator.
Reissued/Amended 5/2009
Section 8 - Ethics
9. Before any approved political contribution is made by United Water, either through a
corporate contribution or through a company-sponsored PAC, the Political Contributions
Coordinator and the United Water Legal Department must veri 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 contrbution.
A. Sollcitåtion of United Water Employées for Contributions to a
Company-Sponsored Political Action Committee
Any solicitation of politicl contributions from United Water employees is. strictly
limited to solicitations for contributions to a United Water (or affliate) sponsored
PAC, must be conduced under th guidance of the PAC and the Political
Contributions Coordinator, and must strictly follow the guidelines issued by the
Federal Election Commission or by another authorized governmental
organization.
Par:iqipation by Unitd ..Water emplyeesin any. United Water(or affliated)
sponsored PAC is completely voluntary. There is no obligation for any employee
to participate in any lJnited Water (or affliated) sponsored PAC and employees
wil not gain favor or incur reprisal by reason of their decision.
Reissued/Amended 5/2009
~
Section 8 - Ethics
8.10 USE OF COMPANY PROPERTY
United Water provides its employees with a variety ofresoures to effciently and effectively
perform their jobs. This company propert -- including but not limited to telephones, cell
phones, computers . and. computer peripherals, hàndheld wireless. devices, fax machines,
voice.mail systems, tools, supplÎès.and equipment- is. to be used.forthe purposes of jobperformance. Occasional use of such Company propert for noii..business purpses is
permitted; however, good judgment must be exercised. Company propert is not supposed
to be used for purpses other than Company business.
When using Company equipment, employees. are expected to exercise care, perform
required maintenance and follow alloperating. itistrctions, safety standards and guidelines.
If an employee notices that any equiprnent,. mahines or tools appear to be damaged,
defective or otherwse in . need of repair, he/she should promptly notify his/her supervisor.Prompt reporting by an employee can prevent deterioration of equipment and possible injury
to oneself, co..workers or others.
Improper, Càl'less, negligent, destructive or unsafe use or operation of company propert,
including equipment, maçhines, tools or vehicles, can result in . discipline, up to and incluøingtermination.
It is the; responsibility of all employees to safeguard the Company's assets from theft,
misuse or damage.
It is United Water's policy to ensure that all assets of the Company are properly. retired or
disposed of with require approvals and appropriate documentation. . Employees are
prohibited from taking or otherwse disposln/ofany Company propert, regardless of
conditiop.~r value, without written authorization. Any use of Company propert for activities
related to a personal business enterprise is prohibited.
A. Return of Company Property
All Employees who are ending their employment/separating for any reason
(resignàtion, . retirement, . termination, etc.) from. United Water, its affliates orslJbsidiaries must return aItCornpany-ownedpropert/assetbefore their final
departure. Only an authorized member of the Executive Management Team may
makesn exception to this policy.
The propert/assets to be returned to United Water consist. of alt tangible and
intangible assets owned by United Water. which are in the possession of the
departing individuaL. The following is a partial list of items within. the scope of thispolicy that must surrendered upon. separation from United Water .including but not
limited to:
· Computers (desktops, laptops, PDAs, etc.)
· Hardware components (disk drives, netwrk cards, etc.)
Reissued/Amended 5/2009
.1
Section 8 - Ethics
. Computer peripheral devices (monitors, mice, printers, scnners, external
storage devics etc.)
. Computer sore
. Company intellectual prpert, including all data that is confidential,
proprietary or otherwse owned by United Water, its affliates, subsidiaries or
customers
. Network e-mail and other IS accounts
. Telephones, cell phones, pagers, wireless handheld devices (e.g.
Blackberres), fax machines
. 10 badges, building accss cards, room-and building keys
. Fumiture, company vehicles
. Tools, supplies and equipment
. Uniforms
. P-Cards and corporate credit cards
1. Exceptions -- If an emplyee separating- frm the Company. is _.aiiøwed, by an
authorized member of the Execute Management Team, to keep anlTasset (e.g.
a computer or a similar information storage device), the following conditions must
be met before releasing the asst:
. All softare Ucense to United Water is removed.
. All information relating to United Water and its business is removed.
The United Water Help Desk or an authorized local IT specialist must be contacted
to complete the cleanup process in the IT Assets Recovery procedure.
8.10.1. Use of Technical Resources, Communication and Computer Systems
A. Information sent and stored on facsimile machines, computers, electronic mail,
cell phones, instnt mesging and voice mail systems is the propert of United
Water. By using United Watets technical resources, aU employees knowingly
and voluntarily consent to their usage being monitored and acknowledge the
Company's right to conduct such monitoring. Employees should not expect that
facsimile transmissions, computer fies, or transmissions, text messages, e-mail
or voice mail messges are confidential or private, and should be aware that all
types of business record communications and non-business uses are subject to
inspection, review, copy, deletion or disclosure without prior notice to the users of
the systems, in the ordinary course of business when the Company deems it
appropriate to do so or as required by law. The Company's decision not to
Reissued/Amended 5/2009
'-'"
Section 8 - Ethics
monitor any specific communication does not waive the Company's right to
monitor any othercommunication(s).
1. Deleting information from Company computer equipment, computer
softare, computer discs or e-mail does not guaranteethatit has been
erased oris not capable of being accssed; therefore, privacy ofmessages cannot be ensured to anyone.
2: The reasons for which the Company may have authorized employeesobtain such accss include, ....but .. are not limited.. te): maintaining.. the
systems; preventing or investigating allegations. of system abuse or
misuse; assuring compliance with softare copyright laws; qualit control;complying with legal, governmental and regulatory requests for
information; ..con(jucting an internal....investigation; and ensUring that
Company operations continue appropriately during an .employee's
absence or unavailabilty.
3. The Company may entér an employee's offèé at åny time if necessary to
access a technical resource or computer system(s) in that offce.
B. UnitedWatets pplicies. prohibiting harassment, in their entitety, apply to the useof the Company'S technical resources, communicåtion.. and computer systems.
Additionally,.communictionsthat. may.constituteverbal abuse, slander or
defamation or that.. maybe considered vulgar, obs~ne Qr threatening are also
strictl prohibited. No employ.ee may use a"ytechnical resource, communication
or computersysteni in a manner that may be perçeived ~y others as harassing oroffn8Íve based()" ra~,.natial origjn, sex, sexual.orientation, age,. disabilty,
religi04s.beliefs or any other characteristic protected by federal, state or locallaw.
C. Communications creating a suspicion of criminal conduct may be disclosed to
law enforcement authorities.
8.10.2. Telephones
Personal calls, both outgoing and incoming, are to be nmited to an absolute minimum. While
personal phone calls are not prohibited, their frequency, duration and volume should not
interfere with on-going work or distract fellow employees. Abuse of this privilege may lead todisciplinary action. No personal long-distance calls. are to be. charged to the offce
telephone, except in an emergency, When answering the telephone, an employee should
announce the name of the firm and state his/her name or identify whose phone is being
answered.
8.10.3. Company Vehicles
United Water provides vehicles for designated employees and maintains a certain number
of 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
Reissued/Amended 5/2009
Section 8 - Ethcs
license appropriate to the vehicle being use. Employees provided wi leased personal
vehicles are required to follow Company reporting and use policies. (See your local Human
Resources representative for procdures.)
8.10.4. Computers and Computer Network
COmputers (desktop, laptop, PDA and mobile pen-based), printers, related peripheral
equipment such as the network environment and softre are provided by United Water to
faciltate business functions and 110t for personal gain and/or enjoyment. The use of games,
personal softare, and accssing the Internet for othr than business purposes is strictly
prohibited under this policy.
United Water has implemented a wide area netwrk (WAN) and electronic mail (e-mail)
system to foster timely and effcient communiction, transmission of data, and sharing of
data files on an enterprise-wide basis. The WAN and e-mail systems are business tools
intended strictly for Company business use. All rules and expectations of professional
busiqessconduct applYJO the content of e-mail in the same way they apply to the contents
of verbal and written.communication.
A; Ma.ware Protecion
United Water recnizes Malware, which includes but is not limited to, computer
viruses, worms, Trojan Horss, root kits, spywre, and Adware as potential
serious threats to our business. The IT Department provides means of Malware
detection, prevention, and prtecion. The creation and willful distribution of any
computer viru by any United Water, employees Wil not be tolerated; In addition,
forced virus scans are implemented on all United Water personal computers. By"
passing the forced Malware scans on the netwrk computers is not acceptable
practice.
B. United Water Network Connectivity
The iriroduction of communications devices that might affect the behavior or
performance of the network without proper planning for security and performance
requiremets has the potential of resuling in disruption of services to all United
Water netwrk users... Similarly, the addition of unauthorized. equipment or
devices (such as high bandwidth services.. including lTunes) to the network can
degrade the performance of every device on United Watets internal network.
Therefore, the addition of equipment and devices that could conflict with other
approved devices on the netwrk, or of devices that place high demands on
network bandwidth, should NOT be connected unless pre-approved by the IT
Departent prior to their introduction.
1. "Devices" are defined as hardware components or software services
running on common desktop or server machines that communicate over
United Watets network.
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"".'
~.,.
Section 8 - Ethics
8.10.5. E-Mail
The e-mail system is the propert of United Water. Employees who use the e-mail system
to send personal messages should be aware that such messages would be considered
business-related, subject to the monitoring policy, and not the personal, confidential
messages of the employees. Users have no iegitimate expection of privacy in regard to
their use of the system.
The use of employee passwords to restrict access to the WAN and e-mail system is asecurity measure intended to safeguard the business information of United Water, not the
employee. United Water reserves the right to access the WAN and/or e-mail system to
review, copy, delete, or disclse any information contained therein.
Certain information transmitted. via. the e-mail system may. be of a confidential business
nature, and as such, reasonabl.e. efforts ( such as encrypting attchments). must be made toprøtect the security of this information. Confidential informtion should not be forwrded via
e-mail (or any otherroeans) outside the Company or to employees not authorized to receivesuch information.
A. Passwords
United Water computer and network users are accounÚ!blefor the security and
handling of their computer accurits and assoiated.. passwords and.
other systemaccess. Passwords areconfidentiaJ. .inforration. and must be treated. as such.
Consequently, passwords must nolbe shared with anyone, .inaJuding,administrative
assistants .and supervisors.( unless.. authorized. to do so) etc. , nor storediin publiCly
accessible places.
8.10.6.. Interne.t and World Wide Web
United Water views the accessing and downloading of information from the Intemet during
working hours as a busiOEss tooi to be used by emplOyees and contracora solely inconducting business for United Water.. The Company activelyrnn.itors employee access to
the Internet and World Wide Web. . The .Company may review internet usae to ensure that
such use with Company propert, or communications sent via the Internet with company
propert, are appropriate.
The following guidelines are in effect related to accssing the Internet:
· Personal gain or enterinment through accessing the Internet is prohibited during
working hours or through the use of Company-provided computers, Internet access,
and/or netwrks.
· Downloading and distribution of inappropriate information and sexually oriented
materials through Company network capabilty is strictly prohibited and subject to
disciplinary action.
Reissued/Amended 5/2009
Ji
Section 8 - Ethics
. Providing information proprietary to United Water through the Internet is also prohibited
and subjec to disciplinary action.
. Specific examples of prohibited activities include but are not limited to:
. Accessing sites that provide adult or pornographic material and images
. Accssing sites that provide gambling or gaming
. Downloading and/or installng unapproved screensavers, icons, or applications
. Accessing non-United Water POP or web-based email accunts through the
United Water Network (Hotmail, Yahoo! Man, AOL, Eartlink, etc.)
. Installng and/or using non-Unitd Water chat rooms and instant message
programs such as AIM, YIM, ica and other
. Installng and/or using per-to-pe file sharing such as Napster, BearShare,
Gnutella, Kazza and others
. Downloading and/or storing MP3 or video files on the employee's PC or network
drive unless authorized by the Corprate Communications Department for
business purposes
. Installng any .non-standard applications such as games, employee-owned
applications, shareware or freware
8.10.7. Remote Access to Company's IT Environment
United Water provides. eligible employees wih the privilege of remote access to the
Company's information technology (in environment (computer systems, networks, data
repositories, etc.) for the purpose of conducing Company-related business while away from
sites. dir~ctlY conneced to United Watets wide area netrk tNAN). Typical situations
where. remote accss may. be requested include work-at-home and mobile users traveling
with company laptops.
Only Company-approved secure and authenticated remoteaccss methods can be used to
connect to the United Water. network. Current methods include RAS (diai-up), VPN. (UW
Cisco client) and Citrix SSL.
Authorization for remote accss wil be made on a business-need basis and with the
approval of IT management (Chief Informatin Ofcer or one of his/her designates). A
Remote Accss Appliction form must be completed in order for an indiVidual to be
granted
remote accss to United Water systems.
It is the responsibility of every United Water remote accss user to comply with all relevant
configuration standards, security policies and safe computing practics related to remote
access of the Company's IT environment that are listed on IT policy # 5201. Employees
should consult with the IT Department for a complete copy of the requirements pertaining to
remote accss.
A. Enforcement
Remote access connections and remote accss privileges may be revoked at any
time without prior notice for any suspected security threat or violation of United Water
computing standards and policies.
Reissued/Amended 5/2009
'-
.
Section 9
OTHER POLICIES
f ..
Section 9 - Other Policies
9.1 TUITION AND EDUCATION ASSISTANCE
It is the policy of United Water to provide educational assistance to eligible employees as a
means of enhancing their level of occupational profiiency or to provide career development
potential within the organization. The intent of this policy is to provide financial assistance to
support external. initiatives in acquiring . additional knowledge and/or skills and/or capabilties.United Water encourages our employees to further their formal education, improve. their
personal competencies, and maintain. a high level of knowledge and skil in order to meet
current challenges and prepare for opportunities for advancement within the company.
9.1.1. Eligibilty
All regular active. employees with at least six (6) months of continuous emPi0xment with
United Water at the time the coursework begins and who work a minimum of 30 hours per
week are eligible for participation in the Tuiti()n and Education Assistance Program.
T~e cou~seor pro~ram for which an emJ?oyee seeks reimbursement must be assessed by
l)nitedWater to meet the following criteria:
· Certficate or degree program relates to the business of the Company.
· Course(s). is related to. .employee's current ..positjon and/or developmental
opportunities,incluòing another appropriate position within. the Company, and is of
... valt.to tpe Company. OR
· Course(s) is required for matriculation or fulfillment ofa pre-approved certificate or
degree program's requirements. AND
· Course(s)Js . ()fferedthrough an accreited institution; college,. university, vocational
or trade school or through an accredited E-Iearning, distance learning or Web-based
program.
The employee must complete a Tuition anòEducation Assistance Req~estForr and, if
required, theSupplemental.F().rr for.Enhanceò Assistance, for eachicourseorsemester of
coures that assistance is sOlight. The request must beapproveçl by both the employee'ssupervisor/manager and. the. department head. The. appliCtion must. be submited to the
employee's supervisor AT LEAST one month prior to the beginning of the course or the
semester.
9.1.2. The Program
The Tuition and Education Assistance Policy provides 100% reimbursement of credit
hours/course or certificate hours satisfactorily completed by an eligible employee, not to
exceed a maximum annual reimbUrsable amount of $5,250.00.
Reimbursment requires successfufcompletion of a course(s) (i.e., "Pass" or "C" grade or
better) in any pre-approved course(s) offered through an accredited institution, college,
university, vocational or trade school or through accredited E-Ieaming, distance learning or
Web-based courses.
Reissued/Amended 5/2009
Section 9 - Other Policies
Assistance wilbe given to all eligible employees pursuing degrees or taking courses at the
Associate, Bachelor, Master or Post-Graduate level, or pursuing completion of or course work
in certificate-bearing or other pre-approved programs.
Due to United Watets commitment to foster an environment that supports the continuing
professional growth and development of its talented employees, the company al$ooffers an
Enhanced . Tuition and Education Asistance Program that provides 100%
reimbursement of credit hours satisfactorily completed by an eligible employee up to a
maximum annual reimbursable amount of $15,000.00. Enhanced Assistance will only be
given to eligible employees pUl"uing a Grauate or Post-Graduate degree in a matriculated
program at an accredited institution, college or university AND who meet the ADDITIONAL
criteria including, but not limited to the following:
. A performance level within the emplyee's current role that fully satisfies the
ståted requirements of hislhr currnt job.
. Acceptable mid-year and en-of-yer development review by the employee's
supervisor/manager.
. Completion of the suøplemental page of the Tuition EducatiOn Assistånce
Request Form asking for Enhance Assistånce, which includes the folloWing:
a. A statement rearding.th value of the program to the employee and to
the organization.
b. A description of. the overairprogram including course.s required. to
complete the program, total required credits for obtaining the degree
sought, and . estimated cost of tuition and fees for. completion of the
degree/program.
Approvslof Appliction for Enhanced Assistanc is attha discretion
of the Tuition and
EdlJation Assistance Review. Commitee (in . additiOn to supervisor/manager and
department head approval reuired for all Employee Assistance).
Due to budgeting consideratiOns, the Tuition and Education Assistånce Review Committee
reserves therigtiHOlimitthe number of applictions considered'in any calendar year and/or
to pr~ratéthe doUåramount for approved s.wlicationsand to
curtail the'Enhanced
Assistance at any time, for any reasons, provided that payments for currently enrolled
courses wil be completed.
Receipt of enhanced assistnce requires overall attinment of a "B" average or better in the
aggregate courses of the program calculated each semester, as well as a grade of nO less
than "C" in any individual cors.
Should. the aggregate average faU below a "B," the reimbursement wil revert back to the
amount allowed under Section A of the Tuition and Educational. Assistance Policy (rather
than Section a of the Enhanced Policy).
The Tuition and Education Assistance Review Commitee wil re-evaluate each applicant
each semester with regard to grades attined, job performance and budgetary
considerations and reserves the right to stop assistance at the enhanced level before the
next course semester.
Reissued/Amended 5/2009
~~)
Section 9 - Other Policies
9.1.3. Program Reimbursement Guidelines
A. Reimbursable items inclUde:
· Tuition
. UnIversity fees
· Lab fees and books
Expenses associated with "Credit for Examination" are also reimbursable. Any employee
who is unsure if an item is reimbursable should contact his/her Human Resources
representåtive for eligibility determination.
B. Non-reimbursable items include:
· Courses that involve spórts, games or hobbies
· The cost of tools and supplies that the employee may retain after completion
of a course
· Meals, lodging or transportation expenses
9.1.4. Tax Implications
As per IRS SEC. 127 and the EconomiC Growt and Tax Relief Reconcilation Act of 2001:
· The FederafGóvemment allows all employees t6beeligible for up. to $5,250
per year of tax-free educational assistance. Therefore, generallY, any
reimbürsrn~nt in e~cessof this aTou~t,i~cludingamq~nts received under
the E~hancedAssistance Program, wil be taxable to. the employee and
subject to income ar'employment tax WIhholding. ErnPloyeeswho . require
fu~her CI~ri~~tion sh~~ld centacttheir own~xprofe$~nal.
· The. $5.250 per yeer qf tax-freeeducati()natassist~nce is defined as per
ca.lendar year or the year in which the.. p~yment is ..made . to the employee,
NOT when the course was taken by the employee or the expense incurred by
the employee. . Iherrfore, any re~uest foreducationølåssistance payment
.. ... must be received by Human Resources prior to the last pay. period in
Decem,ber or the. payment wil be attributed to the. following tax year's
allowable limit.
9..1.5. Reimbursemen.t Opti()ns
If requested on the application, fift percent (50%) advance reimbursement of the
eligible tuition can be made upfront after the Tuition ar'. Education Assistance
Request Form is approved and appropnate documentation of expenses paid is
provided to Human Resources.
The remaining fift percent (50%) of tuition and fees wil be reimbursed only after the
employee submits appropnate documentation of any additional expenses (i.e. books)
and evidence of satisfactory completion of the course(s) to the local Human
Resources representativellaison.
Reissued/Amended 5/2009
Section 9 - Other Policies
to pull off to the side of the road. and safety stop the vehicle before placogor . accepting a
call or use hands free operations and keep their eyes on the road.
Under no circumstances should an employee feet that thêy need to place themselves at risk
to fulfll business needs.
Employees who are charged with traffc violations resulting from the use of a cell phone,
texting, POA or wireless handheld device while driving wil be solely responsible for all
liabilities that result from such acions
9.6.2. Driving Record Checks
A. Applicants
Where driving is an essential job functon, the applicant's job offer is contingent upon a
driving record check as part of the background.check. If such applicnt does not have a
valid drivetslicense or their driving record is unacceptable, he/she may not be hired.
Applicants are considered unacceptable if their license is suspended or revoked or their
driving record. reflects convictons fotany of th folloing:
. One(1 lor more OUlslDWls ;
. Fault in a fatal accident within the pastseven(7) years;
. Reckless driving
. Using a motor vehicle for the commission of a felony
B. Employees
Periodic Iièense checks wil be requited for all employees where driving is an ess.ential job
function Jfsuch check reveals that the employee either does no possessavaliddrivets
license . or. falls under the category of "unaccptable drivet', he/she will be subject to
diSèiplinåry action up to and including termination.
9.6.3. Preventable Accidents
Preventable accidents are those accidents that cause dåmage to United Water vehicles
and/or propert damage resulting from · an employee driving a vehicle in a negligent or
careless manner. These incidents could have been prevented had the operator used good
judgment.
Progressive discipline, up to and including discharge, wilt be taken for accidentsl incidents
judged by the Company to be preventable. The cause and/or severity of each
accident/incident/damage will be judged to determine the.disciplinary step to. be taken. More
severe discipline wil be immediately meted out for more serious infractions. For further
information, contact your local Human Resources representative regarding any applicable
site specific vehicle accident and/or damage policy and procedure.
Reissued/Amended 5/2009
L
Section 9 - Other Policies
9.7 TRAVEL
It is the policy of the.Company to reimburse employees for reasonable and necessary out-
of-pocket. expenses incurred. in the performance of their assigned. duties while traveling for
the business of the Company. Travel. is defined as visiting. a.. loction other than the
employee's ... regular place of business. Reimbursement is based on the principle that an
employee should neither gain nor lose by reason of expenses incurrd. 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 andrnanagers who approve employee travel expenses) are responsible fordetermining that expenses claimed are reasonable, ordinary, necessary and within
Company policy.
Empl()~ees are expected to minimize travel expenses wherever possible. Judgment should
beexercisedin making appropriate travel, hotel and other arrangements to accomplish this.
Any "cash back" rebates or refunds of any kind are. the propert of the Company. AII travel
relating to client projects. must be biled to the apPropriate job numbers.
United .Water Uses theserviêes of specified travel~gencies andtravelersaré required to
use the services of these travel agencies by contacting the United Water travel plal1ner.
Reissued/Amended 5/2009
. j
Section 9 - Other Policies
9.8 RELOCATION PROGRAM'
United Water's objectve is to assist regular, full-lime new hires and current transferees
being relocated at the request of the Company in making a smooth transition to a new
location by providing professional assistance and eXpenses associated with the relocation. 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 incurred while
relocating to a new long-term assignment. However, the benefits provided may not
necessanly cover all expenses associated with the !move.
Relocation is defined as a Company-approved I move frm the employee's/transferee's
former residence. to the new work relocation of mote than 50 miles greater than the distance
from the employee'sltransfere's former residence to the former work location.
Reimbursement is based on th principle that an ¡ employee/trnsferee should. neither gain
nor lose by reason of expenses incurred while relocating.
United Water requires. aU new hiresfransferees! receiving relocation benefit$ to... sign. a
Relocation Payback Agreement,. which outlines the terms and conditions of the relocation
program. Transferees, who voluntarily terminate¡employment prior to.. twelve (12) months
of the effectve date of relocation, shall repay a prorated amount of the expense incurred by
United Water for any funds paid to th transfre or any third parties on the transferee's
Qehalf for his/her relocation. If a transferee is invo,untarily terminated for reiasons other than
for cause during this period, he/she wil not be expected to repay expenses associated withrelocation. .
Note: Please reference the Relcxtion Policie~ and Procedures for specific details on
benefits provided and expenses covered by the program and the. process for filing a claim
for expenses. (See your local Human Resourc~s representative for relocation. policy and
procedures.)
Reissued/Amended 5/2009
Section 9 - Other Policies
9.9 CELL PHONE, PERSONAL DIGITAL ASSISTANTS
íPDAS1AND WIRELESS HANDHELD DEVICES
While at work, employees are expected to exercise the same discretion in using personal
cellular phones, PDAs and wireless handheld devices ( i.e. Blackberries ), including texting
on these devices, as is expected for the use of company phones for persnal calls. Personal
calls during the day, regardless of.the phone used, should be limited to an absoluteminimum. Cell phones, POAs. and wireless handheld devices can interfere with the
employee's productivit and be distracting to others. For those employees whose primary job
it is to provide customer service to United Water customers, they should refer to their
departments standard operating procdure (SOP) regarding when and where during their
day personal calls and texting may be allowed.
United Water will.not be liable for the loss of personal cellular phones, PDAs or other wireless
handhelcfidevices.brought into the workplace.
Where job or business needs demand immediate access to an employee, United Water may
issue. af;usiness cen phone, POA or other wireless. handheld devices to an employee for
work..related communications.
Employees in possession of such Company equipment are expeed to:
1. Be professional and conscientious at all times when using such Company
equipment.
2. Protect the equipment from loss, damage or theft.
Appropriate. disciplinary action .may be taken if misuse. or excessive abuse of cell phone,
PDAor other wireless handheld device is found.
Upon resignation or termination of employment, or at any other time upon request of the
Company, the employee maybe asked to produce such equipment for return or inspection.
It is the policy of the Company that employees are prohibited from taking or otherwise
disposing of any Company propert, regardless of its condition or value, without written
authórizationtódo so.
9.9.1. Safety Issues for Cell Phone, PDA and Wireless Handheld Device Use
All employees are expected to follow applicable state or federal laws or regulations
regarding the use of cell phones or PDAs at all times.
Employees whose job responSibilties include regular or. occasionat driving and who .are
issued a cell phone, PDA or wireless handheld device for business. are expected to refrain
from using these devices while driving. Safety must come before all other concerns.
Regardless of the circumstances, including slow or stopped traffc, employees are required
to pun off to the side of the road and safely stop the vehicle before placing or accepting a
call or use hands free operations and keep their eyes on the road.
Reissued/Amended 5/2009
Section 9 - Other Policies
Under no circumstances should an employee feel. that they need to place themselves at risk
to fulfill business needs.
Employees who are charged with traffc violations resulting from the use of a
cell phone,
POA or wireless handheld device while driving wil be solely responsible for all liabilties that
result from such actions.
Reissued/Amended 5/2009
"
Section 9 - Other Policies
9.10 PERSONAL RECORDING DEVICES
It .is the policy of United Water that the u$e of camera, tape recorder or other video or audio
capable. recording devices witl'in. United Water is prol'ibited without the express written
permission of senior management AND of the person(s).present at the time. The use ofcamera phones, ..PDAs, tape recorcer or other audio or video recording. capable devices
within the Company not only may constitute an invasion of employee's personal privacy, but
may breach confidentiality of United Water trade secrets or other protected information.
No recording of any type may be made in the workplace without the express written
permission of senior management and th person(s) being recorded.
The use of any personal recording devic in the following manners is strictly prohibited andmay be subject to discipline up to and including termination of employment:
1. Useiri a manner that violates a person's reasonable expection of privacy
(e.g. changing rooms, locker rooms, restrooms, persnal offces or private
conferenc rooms etc).
2. Use in a manner that facilitates the commission of a crime under federal,
state or local law.
3. Use of any personal recording device to record, photograph or videotape any
client, customer, manager/superisor or co-Worker without the person's
permission.
4. Use of persnal recordin. devices in aU . non-public operational. areas of the
Company inClUding research anddesigriareas,meeting.rorns, and areas
where financial, personnel and medical records are maintained.
Reissued/Amended 5/2009
.J
Section 9 - Other Policies
9.11 PERSONAL WEB SITES AND BLOGS
Personal Web sites. and. blogs have become .common methods of self-expression in our
culture. United Water respects the right of employees to use these media during their
personal time. However. if an employee chooses to identify himself or herself as a United
Water employee on a Website or blog, he or she must adhere to the following guidelines:
. Make it Clear to the readers that the views expressed are the employee's alone and
that they do not necessrily reflec the views of United Water.
. Do not disclose any informatio that is confdential or proprietary to the Company or
to any third part that has disclosed inforation to the Company. Consult the
Company's confidentiality policy for guidance about what constitutes confidential
information.
. Uphold United Water's value. of respect for the individual and avoid making
defamatory statements about Company employees, clients, partners. affliates and
others, including competitors.
. Employees must not let bloging interf with their job or client commitments: If
blogging activity is seen as. compromising the Company. the Company may request
that the employee cese such commentary and the employee may be subject to
counseling and, potentially, discplinary actn. For. any questions about these
guidelines or any matter. related to persnal web sites or. blogs, empioyees should
contact the Corprate Human Resourcs Department.
Reissued/Amended 5/2009
..c,
Section 9 - Other Policies
9.12 8T ATEMENTS TO THE MEDIA
As a priv~te company serving the public,. United Water and its programs, actities, and
plans are of special interest to the public. It is important to present the Company's activities
both accurately and in the besLpossibleli.ght. It is. the policy of the Company to providetimely and. accurate information to. the media and to the public... OurComp~ny
spokespersons help us do this in a consistent and responsible manner. Therefore, only
authorized members of the Company may speak to reporters.
A. Responses to Inquiries from the Media
Any requests for information from the media should be referred to an employee's
business unit spokesperson, general manager, project manager or the CororateCommunications Department.
All inquiries from reporters or other media persons should be reported
immediately to the Company. spokesperson by telephne.
Administration, ditctrs, managers and staff should not respond to any inqUiries
frm reporters or other media persons concemingany matters including. but not
limited to, orcinary day..to~ay matters such as:
· Company information
· Charitable giving
· Grants or awards andpublicatiOns
· Personnel issues
· CrisIs management
· Emergency situations
· Company policies and fiscal operations and matters related to Suez
Environnement.
Instead,aJl emploYêes shóuld immîJiate/y refer such inqUiries to the Company
spokesperson. This may bø. accomplished by callng the Company Spokesperson
and relaying the. inquiries, or. by asking the media person to. call the Company
spokesperson directly.
B. The Company Spokesperson
The Company spokesperson is the Senior Vice President of Communications,
Community Relations and Proposal Development. When the Senior Vice
president is unavailable, the Director of Communications and Community
Relations wil serve as the Company spokespersn.
The Company spokesperson wil provide information and respond to inquiries
from the news media reg~rding offcial Company policies. positions,
announcements, personnel issues, crisis management, emergency situations,
Company fiscal operations, and other matters that reflect on the standing of
United Water.
Reissued/Amended 5/2009
Section 9 - Other Policies
9.13 LOCKER ROOM POLICY
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 equipment to enable them to
perform their jobS safely and effciently. It is th responsibilit of All United Water employees
to ensure proper utilzatin of.the locker that the Company assigns to them. The following
rules and regulations must be adhere to:
All lockers are propert of United Water. By using United Watets lockers, all employees
knowingly and volUntarily consent to the monitoring of such usage and random. inspections
of same and acknowledge the Company's right to conduct such monitoring. There wil be
no personal locks. Company keys and locks wil be provided for all locker room users.
Each applicable employee wil have a locker assigned to them by management . based on
availability .
United Watets policies prohibiing harassmnt, in their entirety, apply to any items kept in
Company lockers. No inappropriate pictres, new clippings, movies or any of the like is
permitted to be stored in same. Any comunictins that may constittJ verbal abuse,
slander or. defamation. or that may be considere vulgar, obscene , threatening., harassing or
offensive based on race, natiol origin,. sex, sexual orientation, age,. disabilty, religiouS
beliefs or any other characteristic preced by federal, state or local law are strictly
prohibited frm being kept in any way in the lockers.
The company is not responsible if anypersonal propert is damaged while ii' or stolen from
the locker.
Nothing is to be stored on top of the lockers as this area is to remain clear.
Employees who fail to observe the Company's policy against neglect or misuse of company
propert or any other aspect of this locker room policy, or whose behavior demonstrates a
disregard of reasonable safety precutons wiN be subject to disciplinary action up to and
including discharge.
Reissued/Amended 5/2009
0#
",.
ti .,
I acknowledge that I have received a copy of the United Water Employee
Handbook updated in 2009. I understand that tarn responsible for complying
with the policies in the employee Handbook and any revisions made to it. I
understand that the policy manual does not constitute a legai document or
an express or implied contract of employment between the Company and any
employee, and that it does not affect the "at wil" status of employment.
Employee Name
Employee Signature
Date
unitedwater.com