HomeMy WebLinkAboutTeamsters Local No. 589 Sheriff Deputies MOA - 090225MEMORANDUM OF AGREEMENT 2025-1
BY AND BETWEEN
JEFFERSON COUNTY, WA (Employer)
AND
TEAMSTERS LOCAL UNION 589 (Union)
A. The Employer and Union are Parties to a Collective Bargaining Agreement (CBA) on
January 1, 2025, which will expire on December 31, 2027; and;
B. During the course of CBA administration of Article 19 Section 19.7 there was an
overpayment of vacation cashout to certain employees on August 5, 2025; and;
C. Pursuant to Article 24 the Parties have conferred and agreed to the following
Administrative Procedures regarding the employee repayment of such overpayment.
NOW THEREFORE IT IS AGREED:
Each employee who has received an overpayment shall be given a statement showing:
a. the proper payment amount,
b. the actual payment received,
c. the amount to be repaid to the County by payroll deduction.
2. Each employee shall no later than September 8, 2025, return a signed copy of their notice of
overpayment with their election of one of the following:
a. Keep the overpayment cash -out amount and there will be no restoration of vacation
hours, or
b. Return the full amount of the overpayment and have the appropriate amount of
vacation restored to their vacation accrual account.
3. Each employee electing to return the overpayment shall have the first one-half of the
overpayment deducted in the 1st deduction month and the second one-half of the
overpayment deducted in the 2nd deduction month. Deduction months shall be consecutive.
The lst deduction month shall be September 2025.
4. Any disputes regarding this MOU 25-1 shall be referred to the Disputes Resolution
procedures in Article 14 of the CBA which shall be final and binding on the Parties.
5. This MOA 25-01 is effective as of the date last signed below.
6. It is understood and agreed to by the parties hereto that if any part or provision of this MOA
25-01, or its application to any person or circumstances, is held illegal or invalid, the
remaining parts or provisions, or application of the parts or provisions of this MOA 25-01
to other persons or circumstances, shall not be affected, and the rights and obligations of
the parties shall be construed as if this MOA 25-01 did not contain the illegal or invalid
part. Because the terms and conditions of the 2024-2027 CBA are separate from and
independent of the terms of this MOA 25-01, the invalidity of all or a portion of this MOA
25-01 shall have no effect on the validity of the 2024-2027 CBA.
TEAMSTERS DEPUTIES MOA 2025-1 Page I I
7. This MOA 25-01 shall remain in effect until all employees have either elected to retain the
overpayment or have repaid the County for the overpayment whereupon such final
repayment this MOU 25-1 shall become void.
8. The Parties to this MOA 25-01 may amend this MOA 25-01 as deemed necessary provided,
however, that no amendment to this MOA 25-01 shall be valid unless in writing and signed
by the duly authorized representatives of the parties.
9. The signers to this MOA 25-01 wan -ant that they have the power and authority and are duly
authorized to enter into this MOA 25-01 on behalf of the entity for whom they execute this
MOA 25-01 in a representative capacity. c
APPROVED AND ADOPTED this 2'�-day of Sc'rJiPh12r2025.
Jeff1mon County Commissioners
JE RSON T
NTY WASH`INGTON
"✓
eick Fisenhour, Chair
ley-Nollette
Date
ATTEST:
�NMN�np�N��I�
FERSOry
err` >��.•�MISS�' COG
�o�
•G
Clerk of the Board'',,,, WASH�N
Carolyr�i$allaway, CMC
Approxed a 1641orm:
Philip C. Hunsucker
Chief Civil Deputy Prosecuting Attorney
Date: 08/28/2025
TEAMSTERS LOCAL 589
Robert Driskell, Secretary/Treasurer
Date:
TEAMSTERS DEPUTIES MOA 2025-1 Page 12
7. This MOA 25-01 shall remain in effect until all employees have either elected to retain the
overpayment or have repaid the County for the overpayment whereupon such final
repayment this MOU 25-1 shall become void.
8. The Parties to this MOA 25-01 may amend this MOA 25-01 as deemed necessary provided,
however, that no amendment to this MOA 25-01 shall be valid unless in writing and signed
by the duly authorized representatives of the parties.
9. The signers to this MOA 25-01 warrant that they have the power and authority and are duly
authorized to enter into this MOA 25-01 on behalf of the entity for whom they execute this
MOA 25-01 in a representative capacity.
APPROVED AND ADOPTED this
Jefferson County Commissioners
JEFFERSON COUNTY WASHINGTON
Heidi Eisenhour, Chair
Heather Dudley-Nollette
Greg Brotherton
Date
ATTEST:
Clerk of the Board
Carolyn Gallaway, CMC
Approved as to Form:
Philip C. Hunsucker
Chief Civil Deputy Prosecuting Attorney
Date:
day of 2025.
1EAMSTERS LOCr589
7 w-11,1a
Roe Driskell, Sec
retary/Treasurer
Date: W5 �
TEAMSTERS DEPUTIES MOA 2025-1 Page 12
AGREEMENT
by and between
JEFFERSON COUNTY
and
TEAMSTERS LOCAL UNION NO.589
OF THE INTERNATIONAL BROTHERHOOD OF
TEAMSTERS
covering
SHERIFF'S OFFICE
COMMISSIONED DEPUTIES
For the period January 2025 through December 2027
4�SON
c
k O�
A an
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Jefferson County Sheriffs Deputies Signature Copy P a „ e 10
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
COMMISSIONED DEPUTIES
and
TEAMSTERS LOCAL UNION NO.589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
January 1, 2025 through December 31, 2027
This document constitutes an agreement between the Sheriffs Office of JEFFERSON COUNTY,
a political subdivision of the State of Washington and TEAMSTERS LOCAL #589, Port
Angeles, Washington.
ARTICLE 1- RECOGNITION
1.1 The Employer recognizes the Union as the designated representative for all bargaining
unit Employees that are regular, full time, fully commissioned Peace Officers in the
Sheriff's Office for the purpose of collective bargaining with respect to wages, hours and
working conditions of employment. Part Time and Provisional employees shall not be
Bargaining Unit members and shall not be covered by this Agreement for any purpose.
ARTICLE2- UNION SECURITY
2.1 It shall be a condition of employment that all Employees of the Employer covered by this
agreement who are members in good standing of the Union on the effective date of this
agreement shall remain members in good standing and those who are not members on the
effective date of this agreement shall on the 31st day following the effective date of this
agreement become and remain members in good standing in the Union. It shall also be a
condition of employment that all Employees covered by this agreement hired on or after
its effective date shall on the 31 st day following the beginning of employment become
and remain members in good standing in the Union. PROVIDED THAT, if a public
Employee is a member of a church or religious body whose bona fide religious tenets or
teachings forbid said public Employee to be a member of a labor union the public
Employee shall pay an amount of money equivalent to the regular union dues and
initiation fee of the Union to a non -religious charity or to another charitable organization
mutually agreed upon by the Employer and the Union. The Employer shall furnish
written proof to the Union that payment has been made. If the Employer and the Union
do not reach an agreement on the choice of the non -religious charity to which the union
dues and initiation fee are to be paid, the Washington State Department of Labor and
Industries shall designate the charitable organization.
ARTICLE 3 - UNION MANAGEMENT RELATIONS
3.1 All collective bargaining with respect to wages, hours, and working conditions of
employment, shall be conducted by authorized representatives of the Union and
authorized representatives of the Employer.
3.2 Agreements reached between the parties of this agreement shall become effective only
when signed by designated representatives of the Union and the Employer. It is
Jefferson County Sheri tfs Deputies Signature Copy P a <, C j i
provided that the steward has supervisor approval. Shop Stewards shall not interfere with
the management of the County or direct the work of any Employee.
5.5 Employees have the right to seek the assistance of their Union according to RCW 41.56.
5.6 The Shop Steward may sign up new Employees.
ARTICLE 6 - PERSONNEL RECORDS
6.1 All personnel records are confidential to the extent provided by law. The parties hereto
recognize that effective management requires the maintenance of records regarding an
Employee's career development. These records may accompany an Employee through
succeeding administrators. To ensure that the doctrine of fairness is applied with respect
to these records, the following procedure will be adhered to:
#1. Employees have the right to seek the assistance of their Union under RC W
41.56.
#2. Whenever any item is entered into or removed from an Employee's personnel file, a
copy of same shall be provided to the Employee. Failure to provide a copy to the
employee at the time the item becomes part of the employee's record renders this item
VOID.
#3. Any item that reflects unfavorably on the employees and will be retained in a
personnel record shall be initialed by the employee. The employee's initials are not an
admission of guilt but verification that they have seen it and it is item that was put in
record. If the employee refuses to initial the document, management shall note it and put
the document in the personnel file. Failure to provide the item to the employee for
signature renders the item void and it shall be removed from the employee's file and
destroyed.
#4. In the case that an item reflects unfavorably upon an Employee, the Employee shall
be allowed an opportunity to respond (up to ninety (90) calendar days) to the content of
the item, in writing, and the Employee's response shall be included in the personnel file,
and one copy shall be provided to the Local Union. Failure to permit an employee
response or to staple the response to the unfavorable paper renders the item VOID.
#5. Each Employee shall be allowed access to his/her personnel records for review of its
contents at reasonable times and upon reasonable notice. Employees shall be permitted
to add explanations, exceptions or comments regarding any item in the record and may
staple their insertion to the relevant document so long as no damage is done to the file
content.
#6. The Employer through the Sheriff, shall take measures to assure that, within the
bargaining unit, only legitimate supervisory and administrative personnel and the
employee have access to the employee's personnel record, and that no information
verbally or in writing be released from the employee's personnel records unless written
permission by the employee has been given, by court order or through Public Disclosure
whereupon the employee shall be notified of the request and the identity of the requestor.
Jefferson County Sheriffs Deputies Signature Copy P a 2 e 13
the employee may be terminated without recourse to any provision, article or section of
this Agreement. This probationary period may be extended, one time, up to an additional
twelve (12) months with agreement with the employee who shall be notified of the
extension at least two (2) weeks before the end of the first 12 month period.
8.2.1 In the event an employee shall transfer from another classification within the
Sheriff s Office and become subject to a Section 8.2 trial period and further
should the employee not complete the trial period said employee may return to
their prior position and seniority except for just cause removal.
8.2.2 Employees completing their trial period shall be dove -tailed into the seniority list
of the new classification.
8.2.3 Employees promoted to a higher classification shall be paid at the step nearest to
their current wage rate that will result in an increase. Employees reduced to a
lower classification shall be returned to the step they held before their reduction
but at the pay grade for the new classification.
8.3 Seniority shall be determined based upon years of continuous service as an employee of
the Sheriffs Office. Seniority shall be lost after twelve (12) months in layoff status.
8.4 The Employer shall seek the most capable individuals to fill supervisory positions.
Employees will be considered for supervisory positions in conjunction with other
applicants in accordance with civil service rules and regulations.
8.5 Seniority for purposes of layoffs, bidding and promotions shall be considered as that time
spent in the classification.
8.5.1 Employees subject to a layoff within a classification and who has completed their
trial period in another classification, which may be covered by a separate
collective bargaining contract, shall be eligible to exercise their seniority
accumulated during the occupancy of the prior classification based upon their
seniority at the time of transfer into the new classification. This "right of return"
is limited to a layoff that would affect the employee's employment and the "right
of return" shall only by to the most recent prior classification.
8.6 Extra Details like Washington State Ferries, dances, football games and similar extra
details will be posted by the Sheriff. Those Extra Details that compensate a Deputy at the
5th year Deputy rate or more shall be subject to being offered to bargaining unit Deputies
in rotation. A Deputy that declines an offer will go to the bottom of the list as will a
Deputy that accepts the assignment. If all Deputies decline the assignment the Detail
may be offered to persons in the Sheriffs Reserve. Extra Details that compensate a
Deputy less than 5th year Deputy rate shall be posted for 5 calendar days and if no Deputy
accepts the Detail it may be offered to the Sheriff's Reserve.
Jefferson County Sheriffs Deputies Signature Copy P a g e 15
pay and time record which accurately reflects the fact of the trade including the
date and hours worked or taken off as the case may be.
9.4.3 Work performed outside the traded shift hours shall be compensated to the
employee working the additional hours even though the employee will not be paid
for the traded shift hours.
9.5 Travel
9.5.1 Area Changes: If the employer changes an employee's assigned work location, as
noted below, any travel time created by this change will be considered hours
worked and compensated accordingly. For this section, the following work
locations are recognized:
A: West Jefferson County (West side of ONP)
B: East Jefferson County (East side of ONP)
9.5.2 Training: Employees will not be paid for travel to and from training when such
training travel is within the County except as in Section 9.5.1 Travel to required
training which is outside the County shall be paid time. All time attending actual
required training is paid time.
9.5.3 Employees requesting to attend non Employer mandated training may voluntarily
wave the travel pay provisions contained in this agreement. All cost of all non -
employer mandated training will be agreed upon in advance of the training.
ARTICLE 10 - OVERTIME COMPENSATION
10.1 Overtime hours are those compensable hours which the employee is assigned to work in
excess of forty (40) hours in the week or eight (8) hours in a day for those employees
assigned to five (5) day, eight (8) hour shift schedule or after ten (10) hours in a day for
those employees assigned to a four (4) day ten (10) hour shift schedule; or after 12 hours
for employees working a 12 hours shift schedule..
10.1.1 Supervisors should ensure that overtime opportunities are fair and equitable
amongst all employees.
10.2 Overtime hours worked shall be paid at the rate of time and one-half the Employee's
regular rate of pay.
10.3 Overtime pay shall not be compounded with any other form of premium compensation
paid to the Employee.
10.4 Those employees who are required to work overtime shall be granted a thirty (30) minute
meal period for each four (4) hours of continuous overtime. Employees on restricted
movement may have meal expenses paid by the employer.
Jefferson County Sheriffs Deputies Signature Copy P a a e 17
ARTICLE 14 - GRIEVANCE PROCEDURE
14.1 OBJECTIVES: To informally settle disagreements at the employee -supervisor level; to
provide an orderly procedure to handle the grievance through each level of supervision;
to correct, if possible, the cause of the grievance to prevent future complaints; to
promote harmonious relations among employees, their supervisors, and Departmental
Administrators; to assure fair and equitable treatment of employees; to resolve grievances
at the Departmental level before appeal to higher levels.
14.2 DEFINITIONS: The following terms, as used in this section of the agreement, shall have
the following meaning:
GRIEVANCE: A complaint by an employee, a Union Representative or the County
concerning the interpretation or application of this Agreement. A grievance may be filed
when the employee believes an injustice has been done because of unfair application of a
policy or an alleged violation of any term or condition of this Agreement or policy.
Letters of Reprimand and other non -economic disciplinary actions are not grievable upon
issuance. Disciplinary action, including any underlying supporting Letters of Reprimand,
with an economic impact on the employee shall be subject to grievance processing as a
single procedure.
WORKING DAY: Days the Court House is open for business.
EMPLOYEE: Any Employee of the Jefferson County Sheriffs Office covered by this
Agreement.
IMMEDIATE SUPERVISOR: The person, who assigns, reviews or directs the work of
an Employee.
SUPERIOR: The person to whom an immediate supervisor reports.
REPRESENTATIVE: A person who appears on behalf of the employee.
DEPARTMENT HEAD: The Sheriff of the County of Jefferson.
14.3 TIME LIMITS: Time limits are established to settle grievances quickly. Time limits
may be extended by agreement of the parties. If the grievant is not satisfied with the
decision rendered, it shall be the grievant's responsibility to initiate the action which
submits the grievance to the next level of review within the time limits specified. Failure
of the Employee to submit the grievance within the time limits imposed shall terminate
the grievance process and the matter shall be considered resolved. Failure of the County
to respond within the time limits specified will allow the grievant to submit the grievance
to the next higher step of the grievance procedure. The County shall initiate disciplinary
action within a reasonable period of time but not more than 20 working days of the
completion of the Sheriff's investigation of the incident leading to discipline. The above
referenced Sheriff's investigation will be completed in a reasonable length of time.
14.4 PARTIES RIGHTS AND RESTRICTIONS:
Jefferson County Sheriffs Deputies Signature Copy P a g e 19
Step #4. Board of Adjustment: If the grievant is not satisfied with the decision of the
Commissioners or their designee, within twenty (20) working days after receipt of the
decision, the grievant may submit the grievance to The Teamster's and Employer's Board
of Adjustment, or its successor, according to its rules and procedures. In the event the
Board cannot resolve the matter the Board Members may agree to a mutually agreeable
person or panel to act as sole Arbitrator or failing to agree shall request a list of 11
Washington State Arbitrators from the F.M.C.S. and to alternately strike name until only
one name remains who then shall be the Arbitrator.
14.7 The cost of the Board (but, not including any filing related fees) or arbitrator shall be
divided equally between the County and the Union. Cost for witnesses, court reporter, or
other individual expenses shall be borne by the requesting party. Either party may record
the proceeding as their personal record of the hearing. Upon request the recording party
will make a copy of the recording available to the other party or either party may obtain a
copy of any recording made by the Arbitrator.
14.8 Arbitrators are restricted: Unless the Arbitrator finds by a preponderance of the evidence
that the County was limited in its actions by a specific provision of this Agreement from
taking the action grieved, the Arbitrator shall have no authority to limit the County's
action. No Arbitrator shall substitute their judgment for that of the County's so long as
that judgment of the County is reasonably exercised. The grieving party shall have the
burden of proof that this Agreement was violated, however, the first presenter shall be the
Employer in disciplinary cases to demonstrate that discipline complies with this
agreement.
14.9 In the event the Arbitrator shall sustain the grievance he/she shall not rule upon a reward
until the parties shall have 60 days to negotiate a settlement. If no settlement is achieved
the Arbitrator shall take written argument from each party and shall subsequently issue a
decision upon a remedy.
ARTICLE 15 - WAGES
15.1 Wage Rates are attached to this agreement at Appendix A and are a part of this agreement
by this reference.
15.2 Whenever this agreement requires a wage increase wage increase shall be effective the
first day of the month in which the adjustment occurs.
ARTICLE 16 -EDUCATIONAL TRAINING
16.1 The County may enter into a reimbursement agreement with newly hired employee
(within the first month of employment) and such agreement shall not violate this
agreement.
ARTICLE 17 - LONGEVITY
17.1 Upon completion of the following years of employment, Employer shall pay, as an
annual longevity bonus, the amounts which follow to eligible Employees at the pay
period which follows the anniversary date or month of employment.
Jefferson County Sheriffs Deputies Signature Copy P a t e 111
18.5 When a holiday falls on Saturday, the preceding Friday shall be observed, and when it
falls on Sunday the following Monday shall be observed. This provision applies to
employees who work Monday through Friday only.
18.6 If an employee is called in to work on a holiday that is a scheduled day off for that
employee the employee shall receive double time for all hours worked on that day in
addition to regular holiday pay. Employees scheduled to work on a holiday will receive
time and one half for their regular shift in addition to regular holiday pay. Hours beyond
the regular shift shall be paid at double time. If an employee calls in sick on a holiday for
which the employee is scheduled to work, the employee will receive holiday pay but not
sick leave pay. For purposes of this article, holiday pay is eight (8) hours (prorate if
applicable) at the regular straight time rate of pay.
18.7. In the event the Jefferson County Board of County Commissioners shall adopt additional
paid or unpaid holidays same shall apply to this Bargaining Unit. The Bargaining Unit
and the Sheriff shall agree on how the added holiday(s) is to be scheduled off.
ARTICLE 19 - VACATIONS
19.1
A The following table applies to employees scheduled to work other than Monday, through
Friday, and Article 18 shall not apply to these employees.
Months of
Completed
Employment
.Vacation
Accrual
(Hours)
HOLIDAY
(Total Hours)
To be increased if new
holiday(s) are added
Maximum
Vacation
&Holiday
Accrual
0 through 36
88
96
184
37 through 60
104
96
200
61 through 120
128
96
224
121 through 180
144
96
240
181 and over
184
96
280
19.1. A.1 Employees scheduled to work on a holiday listed in Article 18 shall be paid
time and one-half for all hours worked.
19.1. A.2 Employees called in from a scheduled day off to work on a holiday listed in
Article 18 shall be paid double time for all hours worked.
B. The Parties combined Additional Annual Leave Days with regular Vacation days
beginning with 2022. This merger results in additional potential payout of vacation time
when an employee is eligible for payout. There are no administrative changes in
vacation.
C. If practicable, as a convenience to Deputies and ease of reporting the Maximum Column
amounts will be reported on the paystub.
19.2 Earned vacation leave may be taken at any time during a period of sickness after the
expiration of accumulated sick leave.
Jefferson County Sheriffs Deputies Signature Copy P a <, e 113
19.6 Employees may split their vacation into as many parts as is mutually agreed upon
between the employee and the supervisor and no third party shall enter into or influence
this decision.
19.7 A maximum of one hundred twenty hours (120) accumulated vacation may be carried
over from the previous year. Accumulated vacation time not selected/scheduled during
the vacation selection period and in excess of the one hundred twenty hours (120) carry
over shall automatically be lost to the Employee on April 1 of each year. If unable to
take leave that has been previously scheduled because of employer required workload,
such scheduled but denied leave days may be carried into the next calendar year but must
be used within the first 3 months of the following year or it will be paid in cash unless
they are again scheduled and denied because of workload whereupon, at the employees
option, the use of denied days shall be extended until July before they are cashed out.
19.7.1 The inability of the Sheriff to allow the employee to take previously scheduled
vacation leave shall be documented by the Sheriff at the time of denial and be
forwarded to the Payroll Division of the Auditor's Office.
19.8 Vacation/Leave requests for vacation not scheduled during the vacation selection period
shall be submitted fourteen (14) days in advance and be signed by management then
returned to Employee within five (5) days or will be deemed approved.
19.9 An Employee who notifies his/her Department Head promptly or substantiates to the
satisfaction of his/her Department Head that he/she was sick on a scheduled day of
vacation may request that a day of sick leave be taken rather than previously scheduled
vacation day.
19.10 Shift Proration: The above amounts are based on an eight (8) hour shift. Vacation
accrual for shifts of less than eight (8) hours shall be calculated as a proportionate share
based on an eight (8) hour shift. Example: a seven hour shift employee in the first three
years will receive 7/8 of vacation accrual (7 hour shift employee under three years
employment, 7/8 of 80 hours vacation accrual = 70 hours).
19.11 Upon retirement vacation accrual shall be cashed out up to the amount that maybe
carried over per Section 19.7 above.
ARTICLE 20 - SICK LEAVE
20.1 Sick leave is earned by a permanent and probationary employee at the rate of one (1)
working day for each month of completed service. An employee may not accumulate
more than two hundred forty (240) days of sick leave. To receive sick leave, an
employee must either be sick or disabled or have a scheduled health care appointment.
Upon request by the department head, an employee must be able to furnish proof,
including documentation from the attending health care provider. Falsification or misuse
of sick leave shall be grounds for disciplinary action.
20.2 Sick leave is appropriate for illness or disability caused or contributed to: pregnancy,
miscarriage, abortion, childbirth, adoption and recovery there from. Accrued sick leave
is appropriate to care for a family member with a health condition that requires treatment
Jefferson County Sheriffs Deputies Signature Copy P a g e 115
21.2 Employees who have a death in their immediate family and who would have to travel 500
miles or more (one way) to attend the funeral shall be allowed two (2) additional days
with pay, for travel only.
ARTICLE 22 — MILITARY LEA VE
22.1 Military Leave: Military leave will be granted in accordance with RCW 38.40.060.
Military leave shall be granted upon written application accompanied by a copy of bona
fide orders to temporary active or training duty. Military leave is paid time according to
applicable RCW and there shall be no loss of employee benefits.
ARTICLE 23 - UNIFORMS
23.1 Uniforms as listed below shall be furnished upon initial appointment to the Sheriffs
Office. Once issued, Personal Uniform items shall be repaired, replaced, and cleaned by
the employee as provided in Article 23.3; Sheriff s Office Uniform items shall be
repaired and cleaned by the employee as provided in Article 21.3 and replaced by the
Office, should this become necessary. If a Sheriffs Office Uniform Item is required to
be replaced due to negligence by the employee, the employee shall be responsible for
replacement. All Uniform Items shall be returned to the Sheriff Office upon separation
from duty.
Personal Uniform Items: (Initial Issue)
Personal Uniform Items: (Initial Issue)
Hat (w/chin strap and braid)
Hat Badge
Breast Badge
Name bar
Collar brass
Baseball style cap
Belt (Trouser)
Two class A shirts (1 long sleeve / 1 short
sleeve)
Two class A trousers
Two class B "Bratwear" shirts (employee
choice of sleeve length)
Three class B trousers
Jacket (style/type TBD by uniform committee)
Jumpsuit with a Class B (employee choice of
fabric weight) or two (2) Jumpsuits w/o Class
B
Necktie
Black boots (Employer will cover up to $200
of the cost with employee responsible for
Uniform Items: (Equipment Initial Issue)
Duty belt
Holster (firearm)
Four belt keepers
Two sets of handcuffs with cases
Key Holder
Handgun with 3 high capacity magazines
Magazine holder
Taser with holster
Radio with case
Baton with holder
OC with holder
Belt worn flashlight with holder and batteries
Folding knife
Wallet badge
Ammunition
*Due to the unique operating environment Deputies at the west end may be issued
an alternative uniform issue with the court uniforms and three jump suits (no
`Bratwear shirts or class B trousers would be issued).
Jefferson County Sheriffs Deputies Signature Copy P a g e 117
23.7 The Sheriff agrees that employees required to carry firearms shall be entitled to purchase
their duty weapon through the Department at department cost. The "Personal duty
weapon/s" when used on duty MUST conform to all requirements of the Sheriff for
department issued duty weapons. In the event the Sheriff should change the duty weapon
employees will have the option of purchasing a new conforming personal duty weapon or
receiving a Department issue weapon as required by the Sheriff. Employees who
purchase a personal duty weapon according to this section shall be permitted to use it as
their duty weapon and shall turn in the Department issued weapon. The Department shall
supply required duty ammunition for employees with personal duty weapons in the same
manner as Department issued weapons.
23.8 In the event the Sheriff shall require the use of equipment that may record events as they
occur (i.e., body -cam dashcam or other recording device) the Union shall receive 30
days' notice and an opportunity to bargain the effects of the new equipment.
ARTICLE 24 - JOB INFORMATION
24.1 It is the Employer's responsibility to provide each employee, particularly upon hire, with
written information relevant to the job that the employee performs. This information
should include:
1. The job description for the position the employee fills or will fill;
2. Brochures and explanation of benefits as provided by appropriate agencies, to the
Employer with respect to insurance (medical, dental, vision, life insurance, etc.),
retirement, and any other similar information relevant to the position;
3. A copy of the current Personnel Policy & County Drug Policy.
24.2 Except in emergent situations all new policies and/or policy updates shall be provided to
the employees affected by such policy at least 21 days prior to its effective date.
Employees may provide a copy to the Union. Concerns regarding additional or updated
policy should be addressed prior to the implementation date.
24.3 All job information may be provided electronically/digitally or on paper.
ARTICLE 25 -HEALTH AND WELFARE
25.1 MEDICAL: Effective with January hours payable in February 2015: Washington
Teamsters Welfare Trust Plan B .with Life B. Time Loss A; 9 Month Waiver;. at the rates
provided in the attached Subscription Agreement as shall be amended by the Trustees and as
provided in Article 27.
25.2 DENTAL: Effective with January hours payable in February 2015, the Employer shall
pay into the Northwest Teamsters Dental Trust, Plan B for each employee who was
compensated eighty (80) hours during the preceding month at the rate provided in the
attached Subscription Agreement as shall be amended by the Trustees and as provided in
Article 27. The above payments shall be made to an authorized administrative office by
the 10th of each month.
25.3 VISION: Effective with January hour's payable in February 2015, the employer shall pay
the Teamsters Vision Care Trust for each employee who was compensated for eighty (80)
hours or more during the preceding month as provided in the attached Subscription
Agreement as shall be amended by the Trustees and as provided in Article 27.
Jefferson County Sheriffs Deputies Signature Copy P 1 2 e 119
ARTICLE 30 —ADDITIONAL AGREEMENTS
30.1 Labor Management Committee:
The Employer and the Union agree that during the life of this Agreement there shall be a
Labor/Management Committee consisting of individuals from each party (not to exceed
four (4) from each) to be designated, in writing, by each party to the other. On a case -
by -case basis, the parties may agree to additional representatives. Meetings will be held
as determined by the Committee at mutually agreeable times and places so as to apprise
the other of problems, concerns, suggestions, etc., related to the operation, the work force
and services offered, all to promote better understanding with the other. A written
agenda shall be established by the Human Resources Director based upon items
submitted not less than three (3) days in advance of the meeting. Meetings shall not be
for the purpose of initiating or continuing collective bargaining nor in any way to modify,
add to, or subtract from this Agreement and meetings shall be exclusive of the grievance
and arbitration procedures in the Agreement, as grievances shall not be considered proper
subjects at these meetings.
Attendance by other on duty employees is permitted as long as staffing needs are
adequately met and with approval of the Department Head. All discussions shall be "off
the record" and shall not be used as evidence by either party for any purpose.
30.2 Internal Lateral, Promotion or Transfer.
Employees employed within the Jefferson County Sheriffs Office who are appointed as a
regular or probational Deputy shall have all JCSO time in service included in calculating
Longevity.
30.3 Lead Deputy Assignment — West End
Effective August 22, 2023, a "Lead Deputy" will be assigned by the Sheriff, considering
seniority, for assignment in the "West End" of Jefferson County. This employee will
serve as the main point of contact for the Hoh Tribe.
30.3.1 The "Lead Deputy" rate of pay will be ten per cent(10%) above the employee's
regular rate of hourly pay. This assignment is voluntary and can be rescinded by
the employee or employer at their will with thirty (30) days' notice to the other
party or Union.
30.3.2 Responsibilities: In addition to the regularly assigned responsibilities, the "Lead
Deputy" will be responsible for the following:
A. Establishing and maintaining effective communication with the Hoh Tribe.
B. Collaborating with the Hoh Tribe to develop and oversee programs and law
enforcement that promote community welfare, cultural preservation, and
communication and collaboration between the Hoh Tribe and the County.
C. Acting as liaison between the Hoh Tribe and County agencies, specifically the
Sheriff's Office, facilitating information sharing, joint programs and resolving
issues or conflicts that may arise.
D. Responsible for the day -to -day supervision of other assigned West End
deputies, maintaining integrity of operations, reporting performance concerns,
Jefferson County Sheriffs Deputies Signature Copy P a a e 121
ARTICLE 31- TERMINATION
31.1 This agreement shall be effective upon adoption by the Board of County Commissioners
except when a provision has an effective date that effective date shall prevail. This
agreement shall be effective through December 31, 2027.
SIGNED THIS 2Oq DAY OF 2024.
JEFFERSON COUNTY BOARD
OF COMMISSIONERS
atc Dean, Chair
�4 11��
Heidi Eisertkour, Member
Greg trotherton. Member
JEFFERSON COUNTY SHERIFF
J ole. Sheriff
Date:
Clerk of the Board
Carolyn Wlaway, CIVIC
jeirerson county road deputies - signature (25-27) docx
TEAMSTERS LOCAL 589
Oil-
Rohert A. Driskell Secretary/Treasurer
Date
Approved as to Forrn Only:
By:
Melissa Pleimann Deputy Prosecuting Attorney
FFER ''.
GpMM/SS;/ti O i
D ' <R
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,gSHI N G1O
Jefferson County Sheriffs Deputies Signature Copy 11 a _s c 123
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
COMMISSIONED DEPUTIES
and
TEAMSTERS LOCAL UNION NO.589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
January 1, 2025 through December 31, 2027
APPENDIX A WAGES & CLASSIFICATIONS
THIS APPENDIX is supplemental to the AGREEMENT by and between JEFFERSON COUNTY,
WASHINGTON, hereinafter referred to as the Employer and TEAMSTERS LOCAL 589, hereinafter
referred to as the Union and shall apply to those employees in the following listed classifications:
A. l The Wage Table effective January 1, 2025 shall include a restructuring of the table and shall be
increased over the 2024 rate by 8% as follows:
• The first two Old Steps Entry and A shall be dropped
• Old Steps B, C, D, E, & F shall be renumbered to New steps Entry, A, B, C, D
• New steps E and F shall be added to the Wage Table applying the same differential as between C
and D to Step E and the new Step F.
• Employees in dropped, Old Step Entry move to New Step entry and are paid Entry wages until
completion of the Academy;
• Employees in dropped old Step A are moved to the New Step A; Employees in Old Steps B, C,
D, E, and F move to New renumbered steps with same wage rate.
• Employees who were moved into new renumbered Steps A, B, C, and D will receive a one-step
advancement.
• The anniversary date for the employees placed in new steps A, B, C, D or E shall remain the same
as before the change indicated above.
• Upon completion of above there shall be a general wage increase of 8% to all wages.
January 1, 2026, the wage table shall be increased by 2%.
January 1, 2027, the wage table shall be increased by 2%.
2025 8% 5.000/0 5.00% 5.000/0 5.00% 5.00% 5.000/0
ENTRY/1 Step A/2 Step B/3 Step C/4 Step D/5 Step E/6 Step F/7
39.44 41.41 43.49 45.66 47.94 50.33 52.85
2026 2% 5.00°A 5.00% 5.00% 5.00% 5.00% 5.00%
ENTRY/1 Step A/2 Step B/3 Step C/4 Step D/5 Step E/6 Step F/7
40.23 42.24 44.36 46.58 48.90 51.34 53.91
2027 2% 5.000/0 5.00% 5.00OA 5.00% 5.00% 5.00°/a
ENTRY/1 Step A/2 Step 8/3 Step C/4 Step D/5 Step E/6 Step F/7
41.04 43.09 45.25 47.52 49.88 52.37 54.99
A.1.1 It is agreed that in the event the County shall increase the Total Package Cost of wages and/or
benefits for the Commissioned Command Staff Bargaining Unit (Sergeants) by a greater total percentage
than the total package percentage increase granted in this agreement, the Union may open this agreement
for further negotiation regarding claimed higher wages or benefits in the Sergeants CBA for the same
time period.
Jefferson County Sheriffs Deputies Signature Copy P a , 124
APPENDIX B EMPLOYEE BILL OF RIGHTS
B.1 All employees covered by this agreement shall be entitled to the following procedural
protection.
B.2 In criminal matters an employee shall be afforded those constitutional rights available to
any citizens.
B.3 In matters relating to job performance, the following guidelines shall be followed:
B.3.1 Before an interview the employee shall be informed of the nature of the matter in
sufficient detail to reasonably apprise him of the matter;
B.3.2 Any interrogation of an employee shall be at a reasonable hour preferably when
the employee is on duty unless the urgent need of the investigation dictates
otherwise. Where practicable, interrogations shall be scheduled for the daytime;
B.3.3 Any interview shall take place at the Jefferson County Sheriffs Department,
except when impractical. The employee shall be afforded an opportunity and
facilities to contact and consult privately with an attorney of his/her own
choosing. A representative of the Union may be present during the interrogation;
B.3.4 The questioning shall be reasonable in length and the employee shall be entitled
to reasonable intermissions as s/he shall request for personal necessities, meals,
telephone calls and rest periods;
B.3.5 The employee shall be interviewed in a professional manner and shall not be
threatened with dismissal, transfer or other disciplinary punishment as a guise to
attempt to obtain his/her resignation; and
B.3.6 The Employer shall not require any employee covered by this Agreement to take
or be subjected to a lie detector test as a condition of continued employment.
BA Interrogation: The interrogation of any sworn personnel during the course of an
investigation that could lead to formal disciplinary action shall be conducted. under the
following conditions. These procedures shall not apply to any routine, supervisory
contact with an officer for the purpose of counseling, instruction, or verbal reprimand.
Prior to the commencement of any formal disciplinary interview, the employee shall be
advised as follows:
You are about to be questioned as part of an administrative investigation being
conducted by the Jefferson County Sheriff's Office. You are hereby ordered to
answer the questions that are put to you that relate to your conduct and/or job
performance, and to cooperate with this investigation. You are required to answer
questions relating to the performance of your official duties or fitness for duties.
Your failure to cooperate with this investigation can be the subject of disciplinary
action in and of itself, including dismissal. The statements you make or evidence
gained as a result of this required cooperation may be used for administrative
purposes but will not be used or introduced into evidence in a criminal proceeding.
Jefferson County Sheriffs Deputies Signature Copy P a g e 126
SUBSCRIPTION AGREEMENT
Jefferson County Sheriffs Deputies Signature Copy P a s e 128
ELIGIBILITY TO PARTICIPATE IN TRUST
Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement
provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require
that eligible employees must have the required number of hours in a month and have the contractually required contributions paid
on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the
employee remains eligible, has the contractually required number of hours per month, and has the required contributions made.
The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or
more than 80 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required
number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility, if any.
Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in
the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to
recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the
employer responsible for misreporting them (if applicable).
REPORTING OBLIG.4TION AND CONSEQUENCES OF DELINQUENCY
Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated
damages, interest, attorney fees, and costs incurred in collecting the delinquent amounts.
TRUSTEES' AUTHORITY TO DETERMINE TERMS OF PLANS
The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their
dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the
terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and
authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the
administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for
the purpose of cost containment, cost management, or changes in medical technology and treatment.
MECHANISM FOR HANDLING CONTRIBUTION INCREASES
The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and
to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability.
The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such
plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the
Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The
disposition of any excess employer contributions will be subject to the collective bargaining process.
ACCEPTANCE OF TRUST AGREEMENT
The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the
Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of
participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors.
Provided, however, that in the event that either Section 2 or 3 of Article VIII of the Trust Agreement is amended to change or
modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such
time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current
Collective Bargaining Agreement.
APPROVAL OF TRUSTEES
This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust.
Date
Administrative Agent
Washington Teamsters Welfare Trust
SA 28 (REV 02 15)
Consent Agenda
Commissioners Office
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Josh D. Peters, County Administrator
Sarah Melancon, Human Resources Director
DATE: September 2, 2025
SUBJECT: MEMORANDUM OF AGREEMENT No. 2025-1 to the January 1, 2025 through
December 31, 2027 Collective Bargaining Agreement between Jefferson County and
Teamsters Local #589 covering Sheriff's Deputies re: Vacation Overpayment Buyback
STATEMENT OF ISSUE:
Jefferson County and Teamsters Local No. 589 representing Sheriff's Deputies are parties to a Collective
Bargaining Agreement (CBA) for Jan 1, 2025 through Dec 31, 2027. In the administration of CBA Article
19 Vacation, Subsection 19.7 there was an overpayment of vacation cashout to certain employees on August
5, 2025.
ANALYSIS:
The CBA provides for the cashout of vacation carried over from the prior year in Article 19 Vacation,
Subsection 19.7. If an employee is unable to take vacation because of Sheriff's Office work needs, the CBA
affords the right to employees to be cashed out vacation in the amount of any hours over the allowable 120
hours on Dec 31 of each year, again on April 1, and then again on July 1. During the administration of
vacation the cashout included other vacation accrued by the employee in the new year. This MOA affords a
correction to the issue and provides for the employee to choose whether to keep the cashout or to buy back
the vacation hours.
FISCAL IMPACT:
Vacation time is already budgeted for employees for the entire year.
RECOMMENDATION:
Approve and sign the Memorandum of Agreement No. 25-01 to the Agreement between Jefferson County
and Teamsters Local No. 589 covering Sheriff's Deputies Jan 1, 2025 through Dec 31, 2027.
REVIEWED BY:
- -
sc-
Jose D. Peters, County Administrator Date
Page 1 of I
CONTRACT REVIEW FORM Clear Form
(INSTRUCTIONS ARE ON THE NEXT PAGE)
CONTRACT WITH: Teamsters Local No 589 - Sheriff Deputies Contract No: MOA 2025 - 1
Contract For: MOA -1 Teamsters/Sherdfs Deputies Vacation Cashout Term: Jan 1, 2025 - Dec 31, 2027
COUNTY DEPARTMENT: Human Resources
Contact Person: Sarah Melancon
Contact Phone: 360-385-9133
Contact email: semelancon@co.jefferson.wa.us
AMOUNT: n/a PROCESS: Exempt from Bid Process
Revenue: n/a Cooperative Purchase
Expenditure: n/a Competitive Sealed Bid
Matching Funds Required: n/a Small Works Roster
Sources(s) of Matching Funds n/a Vendor List Bid
Fund # RFP or RFQ
Muni Org/Obj Other CBA
APPROVAL STEPS:
STEP 1: DEPARTMENT CERTIFIES COMPLIANCE WITH JCC 3.55.080 AND CHAPTER 42.23 RCW.
CERTIFIED: F!] NIA:
S ure Date
STEP 2: DEPARTMENT CERTIFIES THE PERSON PROPOSED FOR CONTRACTING WITH THE
COUNTY (CONTRACTOR) HAS NOT BEEN DEBARRED BY ANY FEDERAL, STATE, OR LOCAL
AGENCY.
CERTIFIED: [i] N/A: �
Si azure Date
STEP 3: RISK MANAGEMENT REVIEW (will be added electron icalh through Laserfiche):
Electronically approved by Risk Management on 8/28/2025.
STEP 4: PROSECUTING ATTORNEY REVIEW (will be added electronically through Laserfiche):
Electronically approved as to form by PAO on 8/28/2025.
MOU with Union. Pre -reviewed by PAO. CBA also attached.
STEP 5: DEPARTMENT MAKES REVISIONS & RESUBMITS TO RISK MANAGEMENT AND
PROSECUTING ATTORNEY(IF REQUIRED).
STEP 6: CONTRACTOR SIGNS
STEP 7: SUBMIT TO BOCC FOR APPROVAL