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GROUNDWATER r e f l e c t i o n s

GROUNDWATER reflections quarterly newsletter

winter 2018

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GROUNDWATER r e f l e c t i o n s

rGROUNDWATER eflections quarterly newsletter

California Groundwater Association officers include waterwell drilling and pump contractors, suppliers and manufacturers, geologists, engineers, and hydrologists. CGA officers represent over 40,000 groundwater professionals working with water well owners throughout California. Both Executive & Branch Officers serve 1 year terms. President Michael Meyer Vice-President Dave Fulton Treasurer Michael Guardino Secretary Cliff Fasnacht Past-President Ron Hedman Executive Director Elizabeth Cardwell Account Coordinator Amanda Rae Smith Administrative Assistant Taylor Machi Editorial Designer David Blue Garrison Additional Photography Pexels, Pixabay and Stocksnap Thank you to all the authors in this issue for sharing with us their time and expertise. If you have an idea for a future article, please contact Elizabeth Cardwell at the CGA office at ecardwell@groundh2o.org Disclaimer: The views and opinions expressed in these articles are those of the authors and do not necessarily reflect the official policy or position of CGA. For more information on CGA or this newsletter, please contact the CGA office at 916.231.2134 or visit the website at www.groundh2o.org.

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CONTENT 6-7 LETTER FROM THE CGA PRESIDENT 8 LETTER FROM THE PAST PRESIDENT 9 LETTER FROM THE EXECUTIVE DIRECTOR 11 LETTER FROM THE CGAA PAST PRESIDENT 12 Metlife Dental - Excellent Rates and Benefits for CGA Members! 14 Legislative Update 17 Insurance Corner 20 Overall Plant Efficiency in Deep Well Turbine Pumps 24 CARB Update

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LETTER FROM THE CGA PRESIDENT Dear California Groundwater Association members, This is my first letter as your new association President; I thank you for the opportunity. I also wanted to thank you for your continued support of our association and our “new” Executive Director, Elizabeth Cardwell and administrative assistant, Amanda Smith. I wanted to start with a little bit about myself. I have been affiliated with the drilling industry since the age of four; except for some time spent pursuing a college and post graduate degree. During this almost 40 years I have been involved with the foundation, geotechnical, environmental, and/or domestic water well industries. I can say that I am amazed how much technology has changed certain aspects of our industry, while other aspects have remained more constant. It is a nice mix of new and old, albeit it can be quite frustrating when the old way seems to make a lot more sense than the new way of doing things. Technology can be a double-edged sword. Speaking of changes, as you are all probably aware, our industry is undergoing some changes. Some of these changes are coming from within and/or a function of society; some of the changes are being “imposed” upon us by external forces. One of my goals during my presidency is to really look at the engine emissions regulations that we are caught up in. Don’t get me wrong; as a kid growing up in the LA basin in the late 70’s I appreciate clean air. However, the majority of engine emissions regulations seem to be based upon high use, high equipment turnover business models. This isn’t always the case for our industry due to multiple reasons; and I think the regulations should better reflect this. In short, their solution needs to fit our industry, too. Senate Bill 1 (2017) is of critical importance to our industry because it has DMV non-renewal registration deadlines. These provisions begin in 2020, based upon truck age, unless otherwise California Air Resources Board (CARB) compliant or exempt. SB1 was passed as a gas tax bill to fix our aging highway infrastructure. However, most people, some legislative staff included, aren’t aware of the dreaded Section 45 DMV provisions mentioned above and frankly are quite surprised when informed of it.

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The CGA Executive Board is in the process of determining the best strategy to cope with the numerous air emissions programs, particularly SB1. Currently we are creating a member survey regarding the different emissions programs and their potential effect on your business. This is the only way our arguments are going to gain traction; statistics speak for themselves. When the survey becomes available, we hope you take the time to fill it out and encourage others to do so. We may also ask members to become active within their legislative district by informing others of this issue. This gets me to my last point: what has CGA done for me and why should I (re)join? It is the power of associating oneself with other similar parties to have a greater voice on issues that affect our industry. Previously CGA succeeded in getting the two engine (water well) rigs placed into the “off road” emissions category, as opposed to being separated into the more rigorous on-road truck and portable equipment programs. The National Groundwater Association was briefed about our emissions issues during their annual Groundwater Week in December at Nashville, Tennessee. The CGA is an affiliate state of the national organization; even associations need other associations sometimes. Thank you to the delegates that participated at the national level during their board elections. We hope for another “emissions victory” but we need your continued support, participation, and membership. Thank you in advance. Sincerely, Michael Meyer CGA President

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LETTER FROM THE PAST PRESIDENT Wow I can’t believe I have grey hair at the end of my term. JK, it’s been quite an adventure, I have learned so much from going thru the chairs, the think tank that is available to CGA members has been priceless to me. CGA has gone thru a lot of changes this past decade, most good, and moving on I know the next executive committee will do a great job, they have already started. With that I will be hanging up my hat as president and looking forward to a the next CGA chapter. The political and environmental issues are a part of this highly visible industry and will always be there. The issues may change slightly over time, but with groundwater, there will always be a need for our members to be initiators and stay involved. The need for CGA to participate and support is bigger than ever before. Thank you to the members of our organization for guiding me through the chairs. Some have moved on, some are still here continuing support within CGA. Bottom line, could not have done it without you. Thank You committee chairs, and committee members, you all did a great job and again, could not have done it without all of you. There is still a lot of work to be done, but CGA is headed in the right direction growing and changing. Thank you to Smith Moore and Associates for accepting our challenges, working together for the right directions. Thank you to the Manufacturers and Suppliers for all your support and CGA looks forward to working with you all in 2018. Ron Hedman CGA Outgoing President

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LETTER FROM THE EXECUTIVE DIRECTOR Happy New Year from the CGA Office! We hope that you had a wonderful Holiday Season and that your 2018 year is starting off right. Staff is currently working hard on preparations for CGA’s first Board Planning Session that will be held next month in Monterey. This will be great time for the board and committee chairs to come together and gain vision and create a road map for CGA to follow in the coming years. We are very excited for the goals possibilities that could come from this meeting, and look forward to sharing those goals with the membership later this year. We would also like to encourage any CGA members that are interested in getting involved in the organization to attend our board meeting at the Hyatt Regency in Monterey, February 9th and 10th. If you are interested, please contact the CGA office for more information on booking your hotel room. Looking forward, 2018 is full of opportunities for members to get involved. Please mark your calendars for April 18th, as CGA hosts our annual Day at the Capitol, and October 25-27, 2018 for the return of the CGA’s Two-Day tradeshow! Lastly, if you have not renewed your membership for 2018, we encourage you do so today to ensure that you don’t miss out on any of the benefits of membership!

Thanks, Elizabeth Cardwell

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LETTER FROM THE CGAA PAST PRESIDENT The Hedman Presidential Term has come to an end, I am on my knees in gratitude for this organization. It was an office that was easy for me because, so many have paved the way before me. To CGAA, if it weren’t for the joy that was consistently present it would have been easy to say no thank you but ever since my first board meeting with you it has been a want to not a have to. Thank you again and again for all the support and hard work that is given repetitiously and with grace and focus. Looking to the new year with fresh eyes and a leap of faith that the drill rig of life keeps us in action of working for the greater good of all. Happy New Year, Vicky Hedman, Outgoing CGAA President

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GROUNDWATER r e f l e c t i o n s

Legislative Update WHO DIS

The California Legislature reconvenes for the second year of the 2017-18 Regular Session on Wednesday, January 3. The explosive nature of sexual harassment allegations centered in and around the State Capitol already has resulted in the resignations of two Assembly Democrats and the opening of an investigation into a Democratic Senator, who remains in office. It is reasonable to expect that additional allegations could be brought forward as the legislative session gets underway. In response, both the Senate and the Assembly are undertaking a comprehensive review of training, policies and procedures to achieve lasting workplace improvements. The New Year brings about several employment law changes that could affect Association members. AB 168 (Chapter 688, Statutes of 2017) adds a new section to the Labor Code, Section 432.3, which applies to all employers, including state and local government employers. AB 168 will prohibit an employer from inquiring about or relying upon salary history information of an applicant as a factor in determining whether to offer employment or an applicant’s salary. The law also requires an employer to provide applicants with the pay scale for a position, upon “reasonable” request. The law is intended to help offset gender-based pay inequities and follows on the heels of recent California legislation making it more difficult for employers to justify gender-based pay disparities, including California’s Fair Pay Act, enacted in 2015 and amended in 2016 to cover race and ethnicity. The new law covers information regarding both prior compensation and benefits. It prohibits inquiries directed to both applicants and agents, such as employment agencies. Nothing in the new section of law prohibits an applicant from voluntarily and without prompting disclosing salary history information to a prospective employer. If an applicant voluntarily and without prompting discloses salary history information to a prospective employer, nothing prohibits that employer from considering or relying on that voluntarily disclosed salary history information in determining the salary for that applicant. AB 1008 (Chapter 789, Statutes of 2017) will prohibit an employer with five

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or more employees from inquiring into or relying upon an applicant’s criminal conviction history until an applicant has received a conditional offer of employment. The new law will prohibit an employer from including, on any pre-offer application form, any question regarding criminal conviction history. The “Ban the Box” law is intended to reduce barriers to employment for people with conviction histories and to decrease unemployment in communities with concentrated numbers of people with conviction histories. AB 1008 also:  Limits the information an employer can consider or distribute as part of a criminal history background check. Specifically, employers may not consider arrests not resulting in conviction, with limited exceptions, or referral to or participation in a pretrial or post-trial diversion program.  Requires employers that rely on conviction history in denying an applicant employment to conduct an individualized assessment of whether the conviction history has a direct and adverse relationship with the specific duties of the job. Employers must consider as part of this process: (1) the nature and gravity of the offense; (2) the time that has passed; and (3) the nature of the position sought.  Requires employers to provide the following information to any applicant denied an offer based on conviction history: (1) the conviction the employer relied upon; (2) notice of the applicant’s right to challenge the accuracy of the information and/or provide evidence of rehabilitation or mitigating circumstances; and (3) a copy of the criminal history report. AB 450 (Chapter 492, Statutes of 2017) [Government Code sections 7285.1, 7285.2, and 7285.3] will prohibit an employer from voluntarily permitting a federal immigration agent from searching nonpublic areas of a worksite without a judicial warrant. It also prohibits employers from permitting a federal immigration agent from accessing or reviewing personnel records without a subpoena, court order, or, in the case of I-9 Employment Eligibility Verification forms, a Notice of Inspection.

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The law will require an employer to provide current employees notice of any inspection of I-9 Employment Eligibility Verification forms or other employment records within 72 hours of receiving a Notice of Inspection from a federal immigration agency. Employers must provide this notice by posting a notice in the workplace, in the language the employer normally uses to communicate with its employees, and by notifying any authorized employee representative, such as a union. The new law also requires employers to provide a copy of any Federal Notice of Inspection to employees upon request. AB 450 [Labor Code Section 90.2] will require employers to provide employees a copy of two types of notices from a federal immigration agency: inspection results and any employee or employer obligations resulting from such inspection. The notice must be provided to each current affected employee and any collective bargaining representative within 72 hours of receipt. Finally, the bill also adds a new Labor Code Section 1019.2, which will prohibit an employer from re-verifying a current employee’s employment eligibility at a time or in a manner not required by federal law. WellGuard Newsletter 11.20.17.qxp_Layout 1 11/21/17 7:41 AM Page 1

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GROUNDWATER r e f l e c t i o n s

Insurance Corner – Winter Edition 2018 (Brrrrr!) Hopefully, the dry weather is boosting some bottom lines before the much need rain comes back. With our 70th year approaching (some of us have passed that), CGA continues to be the protector of California’s groundwater. What a history from ADC to CGA! We continue to harp on safety; but that’s what started the Insurance and Safety Committee. The Clint Burden Fund was initiated due to a major claim (rig mast in live wires) and we used a portion to provide every member with the NGWA Tailgate Topics (52 individual topics for your annual planning) at the 2016 Peppermill trade show. This year we handed out Driver Eligibility information and the worst example of why owners and managers need to be diligent in hiring, training and disciplining offenders. We had a claim (not a CGA member) involving a rear end collision where our driver rear-ended multiple cars and a minor lost their life in addition to several other injuries. They had a motor vehicle report; but had not shared it with the insurance company. Consider higher limits on all liability. The key is to set the standard for any and all drivers; let them know the rules for eligibility (in writing and verbally in training), point out the consequences for violations (including accidents) up to and including termination, use the pull-notice program (but don’t expect it to protect you); and finally, follow through with every employee on violations and accidents with counseling, training, discipline (if warranted) as outlined in your Employee Manual. Lastly, some good news! Wells Fargo Insurance Services has been sold to USI Insurance Services effective December 1, 2017. What does that mean to CGA members? Combined we have a different and better set of solutions with the people, expertise, resources and capabilities of Wells Fargo Insurance Services and USI. Together now, we are a local, national, and global force in the insurance industry. Thanks to all of CGA for your continued support! Robert Lee Murphy, CIC Senior Vice President 831-460-6673 robert.murphy@usi.com

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GROUNDWATER r e f l e c t i o n s

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Overall Plant Efficiency in Deep Well Turbine Pumps Peter M Albanese, Vertical Turbine Product Manager, Mitchell, Lewis & Staver

Determining overall plant efficiency (OPE) in deep well vertical turbine pumps (VTP”S) (often referred to as “wire to water” efficiency) is essential in our design process for VTP’s. The OPE determines what the end user will pay in dollars to run his pump. The higher this number is in efficiency percentage, the lower those payments will be. Pumping plant field efficiency tests are conducted to determine the OPE of a system. This number will help an end user decide whether or not to repair or replace his current system. The power savings often enough will pay for a new system within a few years. Let’s look at some basic terms we use; Power can be measured both mechanically and electrically. Mechanically power is typically expressed as horsepower (HP). One HP is the power required to lift 33,000 one foot in one minute or 550 lbs one foot in one second. Electrical power is measured in watts 1000 watts = 1 kilowatt 1 kilowatt = 1.34 HP 1 HP = .746 Kilowatts Pump HP = GPM x Total head (in feet) / 3960 x hydraulic eff Pumps and motors, like all machines, cannot convert all of the power supplied to them as useful work. Losses occur from slippage, hydraulic and mechanical friction. These losses can be set to a minimum with proper design. Efficiency = Power output / power input Let’s simplify this.

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Power is billed to the customer in kilowatt hours (KWH). KWH used is determined by the input HP to the system and read at the electrical meter. The more we can reduce the KWH required, the more efficient the system and the less the operating cost to the end user. OPE is determined by taking the hydraulic efficiency of the pump at its operating point x the electrical efficiency of the motor minus the losses in the system. Let’s look at an example, If a pump is operating at 86% hydraulic efficiency and the motor is operating at 95% efficiency, the OPE will be .86 x .95 or .81% before we add in our losses. Losses typically will be 5-6 % in a properly designed system and even more in a poorly designed system. A OPE is 75% is considered to be high. If we picked a pump that was 80% efficient at our design point and used the same motor, our OPE would drop to 71% (still considered good) using the same criteria a above. Let’s look at some numbers. A system that requires 2000 GPM @ 400 feet of head with 86% bowl efficiency will use 235 bowl HP. The same conditions with 80% hydraulic eff would require bowl 253 bowl HP. That’s 18 more HP to do the same job. 18 HP / .95% (motor eff) = 14.00 KW. At .14 cents a KWH, that’s $1.96 more per hour. If we run our pump 2100 hours per year, that’s over $4000.00 per year in additional operating costs. Over 10 years that’s 40Kplus in savings for a 6% increase in hydraulic efficiency! Efficiency pays rewards. Electric motor efficiencies have been set by the Dept of Energy (DOE), but pump efficiencies haven’t been yet. Our best way to improve OPE is by picking the highest efficiency pump we can while still meeting our design criteria. Losses in turbine pumps consist of column friction losses and shaft and thrust bearing losses. Column friction losses increase the total head required. Thrust bearing and shaft HP

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losses increase the load to the motor. While in the design process for a deep well pump, we look for several factors on the pump performance curve. Obviously, we want the highest efficiency at our operating point. We also want to pick a curve that puts our operating point 1-2 % to the right of the BEP (best efficiency point on the curve). We do this for two main reasons, as the water table declines and as the pump wears, the operating point moves to the left on the curve (towards shutoff). As this happens the pump efficiency actually increases and stays efficient longer as it moves toward BEP and beyond. In deep well pumps, we also look for the steepest curve that meets our other requirements (the highest shutoff head). By selecting the steepest curves, the capacity drops off slower as the pump wears and the water table drops. We also need to insure our column size is correct and adequate for capacity and velocity while incurring the least amount of friction losses. The same with our lineshaft, it must be able to handle the HP required and be suitable for our elongation requirements while keeping our additional shaft HP to a minimum. As I stated, motor efficiencies have been regulated by the DOE (Dept of Energy) and now must meet the premium efficiency standards set. The DOE is also setting efficiency standards for pumps which will begin to take effect in 2020. The DOE is well aware that the higher the OPE’s we have, the less energy will be consumed and need to be produced. As responsible suppliers and designers, we need to make the best selections for our customers in regards to quality and overall plant efficiencies. A well designed pump system with the highest OPE is in the best interest of all involved and begins to pay dividends immediately. I will be glad to answer any questions you may have. palbanese@mitchellewis.com

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CARB Update The last two years I have worked on the behalf of CGA with the California Air Resources Board, andalthough we had some victories, we did not have as many as we would have liked. On November 16,2017, I was able to testify before the full CARB Board concerning their proposed final regulations for thePortable Division. I addressed Appendix K which pertained to our industry and, in my opinion is full of misstatements, and several of the final rules were changed without notification prior to that meeting. Due to these changes, I believe that CARB is making it increasingly difficult for our industry to continue.These final rules apply to both drillers and the pump industry, so unless we all purchase new Tier 4equipment prior to 2020-2023, there is a good chance we will soon be out of business. Under these newregulations, many of our vehicles will expire once they are 13 years old. It is time for all CGA members to come together and contact our local Assemblymen and Senators to share with them how vital ourindustry is and what impacts this legislation will have. Our goal at this time should be to enact amendments or repeal the SB1 before its too late. Larry Rottman Rottman Drilling Company

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SAVE THE DATE! Mark your calendars for these upcoming 2018 events!

Day at the Capitol Sacramento, CA CGA Annual Convention and Tradeshow Grand Sierra Resort Reno, NV October 25 - 27, 2018

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GROUNDWATER reflections quarterly newsletter

winter 2018

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2018 Groundwater Reflections Winter Edition  
2018 Groundwater Reflections Winter Edition  
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