Employment Information & Benefit Package Summary

The Employment Process

As a potential applicant, you are about to participate in a series of events collectively called the employment process.  Because the goal of the employment process is to obtain qualified candidates to fill District positions, examinations are generally administered to each applicant.  These examinations are conducted in a variety of ways, yet they share a common purpose - to test applicants for knowledge, skills, and abilities required to perform the duties and responsibilities of the job.  The employment process occurs in several stages which are described as follows:

Prospective employees must submit an application and other documents required as specified in the job posting by the closing date and time.  Separate applications must be submitted for each job classification.  All statements made on applications are subject to investigation and verification.   False statements will be cause for disqualification, removal from the eligibility list, or discharge from employment.

Applicants who meet the qualification standards are notified to take an examination or combination of examinations.  Examination scores determine standing for the interview process.  Interview scores determine standing on eligibility list.

Prior to starting work, prospective employees will be required to pass a medical examination, including laboratory testing and a drug screen as part of this pre-placement process.  The examination is administered by St. Joseph's Occupational Health in Manteca at the expense of South San Joaquin Irrigation District.  Candidates are cautioned not to quit or give notice to present employers until the medical examination has been completed and passed.

All new employees are required to sign various forms as related to District employment.  All new employees hired by the District must verify identity and entitlement to work in the United States by providing documents required by the Immigration and Reform Act of 1986.

All new employees serve a probationary period of twelve months of continuous service.  If performance is not satisfactory, employee may be terminated without recourse.

Employee Benefit Summary

HOLIDAYS OBSERVED:

  • New Year's Day
  • President's Day
  • Memorial Day
  • 4th of July
  • Labor Day
  • Veterans Day
  • Thanksgiving Day & day after
  • Christmas
  • Two Floating Holidays

Upon completion of six months of employment, employees shall be permitted to take vacation days to the extent earned.  Vacation is accumulated as follows:

Years of ServiceDays Per Year
0-1 year6 days
1-5 years12 days
5-10 years18 days
10-15 years21 days
15+ years24 days

Employees shall accrue sick leave at the rate of one full day per month.

A new District employee is subject to changes in public employer-provided pension benefits as a result of pension reform enacted in 2012 by AB 340. A new employee is required to contribute from wages, 50% of the District's normal pension cost rate as determined CalPERS. A new employee's pension benefits will be determined by CalPERS's 2% @ 62 formula, which uses the employee's highest compensation for 36 consecutive months, exclusive of overtime for employees eligible for overtime. A full description of the public pension changes will be provided at the time of employment.

Thirty days after the beginning of the employee's first full month of employment, the District will provide a health care plan for all full-time employees as well as their eligible dependents. The contribution the District makes to the health plan shall be capped as follows:

  • Health Insurance:
    • The District agrees to contribute the entire premium for employee-only coverage.
    • Effective 12/1/13, each employee that covers a spouse or other dependent on the District’s health insurance plan will contribute 15% of the premium for the plan selected after subtracting the premium cost of the applicable single plan contained within the same plan selected. Effective 12/1/13, employees enrolled in full family coverage will contribute 15% of the premium for the plan selected after subtracting the premium cost of the applicable single plan contained within the same plan selected.
    • Effective 1/1/15, each employee that covers a spouse or other dependent on the District’s health insurance plan will contribute the lessor of $200 or 17.5% of the premium for the plan selected after subtracting the premium cost of the applicable single plan contained within the same plan selected. Effective 1/1/15, employees enrolled in full family coverage will contribute the lessor of $300 or 17.5% of the premium for the plan selected after subtracting the premium cost of the applicable single plan contained within the same plan selected.
    • Effective 1/1/16, each employee that covers a spouse or other dependent on the District’s health insurance plan will contribute the leeser of $225 or 20% of the premium for the plan selected after subtracting the premium cost of the applicable single plan contained within the same plan. Effective 1/1/16, employees enrolled in full family coverage will contribute the lessor of $360 or 20% of the premium for the plan selected after subtracting the premium cost of the applicable single plan contained within the same plan.
    • Employees may re-select the health plan they desire during the annual open enrollment period.
    • Employees will pay the amount their medical insurance cost exceeds the District’s contribution by authorizing biweekly payroll deductions.
    • Upon proof of coverage from another source, the employee may opt out of the District's health care coverage. If the employee provides proof of coverage, the district will compensate the employee $300.00 a month.
  • The District provides all full-time employees, and their eligible dependents, dental and vision insurance, a term group life insurance policy in the amount of $100,000, and offers a long term disability (LTD) insurance plan. The District's contribution for these benefits will be $100 per month. If the combined cost exceeds $100 per month, the employee will pay the difference

There is a 457K deferred compensation plan and an IRS "125" Plan available to employees. The District contributes a dollar for dollar match amount to a maximum of $2,000 annually.

The general unit is represented by IBEW, Local 1245.  Membership is mandatory after completion of a probationary period.

There are two credit unions available to all employees.

If you have any questions regarding employment opportunities at SSJID please contact Donald Thornburg at (209) 249-4677, or dthornburg@ssjid.com.