HomeMy WebLinkAbout042114_ca07Consent Agenda
Commissioners Office
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
Philip Morley, County Administrator
FROM: Erin Lundgren, Clerk of the Board
DATE: April 21, 2014
SUBJECT: AGREEMENT and SUBSCRIPTION AGREEMENT re: Collective
Bargaining Agreement and Trust Participation for the Jefferson County
Public Works Employees; Teamsters Local 4589 and Washington
Teamsters Welfare Trust
STATEMENT OF ISSUE:
The Collective Bargaining Agreement with Teamsters Local 4589 covering the Jefferson County Public
Works employees expired December 31, 2013. Since that time, periodic negotiations have been conducted
with the Teamsters Union representative and shop stewards and a proposed agreement has been ratified by
the represented employees. In addition to the Collective Bargaining Agreement, a subscription agreement is
included for employees to participate in the Washington Teamsters Welfare Trust in order to receive health
care benefits.
FISCAL IMPACT:
Proposed wage adjustments are as follows: 0% for 2014:.5% as of January 1, 2015 and .5% as of July 1,
2015; and 1 % for 2016.
Approve and sign the Collective Bargaining Agreement and the Subscription Agreement.
RE WED BY:
2 & Z
ip Morl 6�'unby, A dministrator Date
AGREEMENT
By and Between
JEFFERSON COUNTY
PUBLIC WORKS DEPARTMENT
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
Effective: Upon Adoption by the County
To: December 31, 2016
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TABLE OF CONTENTS
PREAMBLE...................................................................... ...............................
ARTICLE 1 - UNION SHOP CLAUSE: .........................................................
ARTICLE 2 - UNION DUES ........................................... ...............................
ARTICLE 3 - LAYOFFS: ................................................................................
ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS .................
ARTICLE 5 - PROGRESSIVE DISCIPLINE: ................................................
ARTICLE 6 - GRIEVANCE PROCEDURE: ..................................................
6.1 OBJECTIVES ................................................... ...............................
6.2 DEFINITIONS: ................................................................................
6.3 TIME LIMITS: ................................................................................
6.4 PARTIES RIGHTS AND RESTRICTIONS: ..................................
6.5 STEPS IN THE GRIEVANCE PROCEDURE: ..............................
6.5.1 Step #1: ............................................................................................
6.5.2 Step #2 .............................................................. ...............................
6.5.3 No settlement achieved ..................................... ...............................
6.5.4 Step #3 .............................................................. ...............................
6.5.5 Board of Adjustment ......................................... ...............................
6.5.7 Step 94: ............................................................................................
ARTICLE 7 - HOURS OF WORK AND OVERTIME .... ...............................
7.1 Workweek ......................................................... ...............................
7.5 Compensatory Time: ........................................................................
ARTICLE 8 - CALL BACK TIME: ................................................................
ARTICLE 9 — MISCELLANEOUS PROVISIONS: ........................................
ARTICLE10 - WAGES: .................................................................................
ARTICLE11 - LONGEVITY: .........................................................................
ARTICLE 12 - HOLIDAYS: ...........................................................................
ARTICLE 13 - SICK LEAVE: ........................................................................
ARTICLE 14 - VACATIONS: .........................................................................
ARTICLE 15 - HEALTH AND WELFARE: ..................................................
15.1 MEDICAL ........................................................ ...............................
15.2 DENTAL: ........................................................................................
15.3 VISION: ...........................................................................................
ARTICLE 16 - MAINTENANCE OF BENEFITS: .........................................
ARTICLE 17 - BEREAVEMENT LEAVE: ....................................................
ARTICLE 18 - TIME OFF WITHOUT PAY: ...............................................
ARTICLE 19 - TERMINATION: ..................................................................
APPENDIXA ........................................................................... ...............................
A.1 Positions Not In A Career Track ............................... ...............................
A.1.1 Step Advancement: ...........................................................................
A.1.2 Wages for Positions Not Ina Career Track ...... ...............................
A.2 CAREER TRACK POSITIONS ............................... ...............................
A.2.1 Career Track Procedures ................................... ...............................
A.2.2 Step Advancement: ..........................................................................
A.2.3 Career Track Advancement: ................................ ...........................
A.2.4 Out of Class Work: ..........................................................................
A.3 Administration / Professional .................................... ...............................
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A.3.1 Wages Administration/Professional Career Tracks ............... ...............................
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A.4 WAGE TABLES — Solid Waste ...................................................... ...............................
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A.4.1 Solid Waste Career ................................................................ ...............................
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A.5 Operations Positions ...................................................................... ...............................
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A.5.1 Wages Operations Career Track ............................................ ...............................
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A.6 WAGE TABLES — Parks Maintenance ......................................... ...............................
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A.6.1 Parks Maintenance Career Track ........................................... ...............................
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A.7 WAGETABLES — Mechanics ........................................................ .............................24
A.7.1 Wages Mechanics Career Track ............................................ ...............................
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A.8 Designated Leads and Foreman ..................................................... ...............................
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A.8.1 Lead Position ......................................................................... ...............................
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A.8.2 Foreman, Parks and Fields Maintenance Foreman and ER &R Shop Foreman....
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A.8.3 Road Division Communication Channels .............................. ...............................
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JEFFERSON COUNTY PUBLIC WORKS DEPARTMENT
January 1, 2014 through December 31, 2016
PREAMBLE
It is hereby agreed between JEFFERSON COUNTY, the Employer and TEAMSTERS LOCAL 4589, the
Union that the employment of all PUBLIC WORKS DEPARTMENT employees working in the Road
Division, Solid Waste Division, Engineering Division, Administrative Division, Parks Division positions
listed in Appendix A, and Mechanics in the Equipment Rental Division as shown in Appendix A shall be
governed by the following conditions. Employees of the Public Works Department working in
classifications not listed in Appendix A are exempt from this Agreement. It is also understood and agreed
that the County possesses the sole right to operate the Public Works Department in order to properly carry
out the functions of County government and that all management rights rest with the County except as may
be specifically restricted by this document.
ARTICLE 1 - UNION SHOP CLAUSE:
1.1 It shall be a condition of employment that all employees of the Employer covered by this
Agreement who are members shall remain members in good standing. 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 such 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 such 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 such 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. PROVIDED FURTHER, the Employer may hire extra help as needed and
such employees shall not be required to join the Union, pay dues or pay any amount in lieu of dues
with notification and approval of the Union and further these employees shall not be covered by any
provision of this Agreement and shall receive no benefit of this Agreement.
1.2 Temporary employees replacing a regular employee may perform bargaining unit work and shall
be subject to Section 1.1 above following six (6) consecutive calendar months of service.
Temporary employees work a full -time schedule and replace employees who are absent due to
long -term illness, injury or bona fide leave of absence of two (2) weeks or longer. Temporary
employees replacing an absent bargaining unit employee may not be used to supplant historic full
time jobs.
1.3 Regular part-time employees (not seasonal, casual labor, extra hire, 90 day temporary, extra help, or
Clerk Hire may perform bargaining unit work, shall be subject to Section 1.1 above, and shall
accrue seniority on a pro -rata annual basis.
Jefferson County Public Works & Teamsters Local Union 4589 -- CBA January 1, 2014 to December 31, 2016: Ratified
Page 1 of 28
1.3.1 Any employee filling a budgeted position of over 1,820 hours in any year is considered a
full time employee and shall be provided the benefits set out in Articles 12, 13, 14, 15, 16
and 17.
1.3.2 All benefits conferred by this contract shall be pro rata on the basis of hours compensated to
the part-time employee in relation to 2,080 provided, however, part -time employees shall
not be provided the benefits set out in Articles 12, 13, 14, 15, 16, or 17, until they have
twenty four (24) consecutive calendar months of service with the County.
1.3.3 Regular part-time employees are eligible to be promoted to a regular full time position
without having to go through a public hiring process when a full time position for which
they are qualified occurs provided: 1) that they went through a public hiring process for the
regular part-time position they currently hold, 2) that they have advised their supervisor of
their interest in the position, and 3) management offers the position to the employee.
Management reserves the right to determine if an employee is qualified to be promoted or if
the position will be advertised to the public. Section A.2.1 shall apply to regular part time
employees. The parties agree that part time employees will not be used to supplant historic
ful l time jobs.
1.4. Seasonal, casual labor, extra hire, 90 day temporary, extra help, or Clerk Hire are employees who
are employed to meet the short term needs of the Department, are seasonal in nature, and are
scheduled for 69 hours or less per month. Fringe benefits shall not be available to employees in this
type of position and they shall not be bargaining unit members. Employees in such positions are not
eligible for internal promotion and must go through the public hiring process for any regular part-
time or full -time position.
1.4.1 The Employer shall not chain Section 1.4 employees such that two (2) or more Section 1.4
employees constitute a regular full time position.
1.5 The Employer hereby reserves the right, subject to the exclusive discretion of the Employer, to
discharge any employee in its employ if the employee's work is not satisfactory. Reason for
discharge shall be furnished in writing.
1.6 No worker shall be discharged or discriminated against for upholding Union principles; and any
worker who works under the instructions of the Union, or who serves on a committee, shall not lose
their position or be discriminated against for this reason.
1.7 The Employer agrees not to enter into any agreement or contracts with its employees individually
or collectively which in any way conflicts with the terms and provisions of this agreement. Any
such agreement shall be null and void, unless adopted in writing by the Local Union and Employer.
Jefferson Counl_v Public Works & Teamsters Local Union 8589 -- CBA January t, 7014 to December 31 2016: Ratified
Page 2 of 28
1.8 No employee shall be laid off due to the contracting or sub - contracting of bargaining unit work. In
addition the employee shall not suffer a reduction in pay as a direct result of the Employer's sub-
contracting of unit work. In the event of a permanent closure or discontinuance of an operation or
function of the Public Works Department the County will provide not less than sixty (60) days
notice to the Union and will bargain with the Union the impact of the resulting layoff on any
affected employees.
ARTICLE 2 - UNION DUES:
2.1 The Employer shall, according to law, for the duration of this agreement, deduct regular Union dues
each month from the first paycheck of each employee who certifies in writing authorization for such
deduction. Funds so deducted for employee shall be remitted by the Employer to Teamsters Local
#589. The Union shall indemnify the Employer for money so deducted and remitted to the Union.
ARTICLE 3 - LAYOFFS:
3.1 When in the sole opinion of management it is necessary or advisable to reduce the workforce, the
Union shall be notified and the following procedure shall be implemented. Layoff all Temporary/
Clerk Hire, Part time /seasonal, in the classifications where layoffs are contemplated prior to laying
off any Regular Part time or Full time Employees. Employees shall be given at least two (2) weeks
notice of layoff.
3.2 The County shall select the positions or classifications to be eliminated and the effective date of the
layoff. The persons occupying such position or classification will be laid off unless they have
previously held satisfactory, regular employment status in a lower paid position or classification
occupied by a person with less seniority in the department. In that case, the person occupying the
position or classification to be eliminated shall bump down to a lower position chosen by the
employee which that employee previously held within the department. A laid off employee may
bump to a formerly held, equal or lower paid position which is outside the department and within
the bargaining unit, provided that the employee's performance was satisfactory in that position, and
provided the employee is qualified to perform all the duties of the bumped position (and possesses
required licenses and certifications). In addition, the person may bump to a lower classification in
the same department, related by career ladder. The person bumped shall have less seniority and
shall be the person laid off, subject only to that person's ability to bump another. There shall be no
bumping to a higher paid position.
3.3 For up to 395 consecutive calendar days after layoff, employees shall be informed of openings in
position or classifications for which the employee is qualified, by mail to the address on file in the
Human Resources Manager's Office. The employee shall keep the Human Resource Manager
informed of their current address. During this 395 consecutive calendar days period, laid off
employees shall be given consideration to fill openings for which the employee is qualified.
3.4 Seniority shall be determined based upon years of continuous service as an employee of the County.
Seniority shall be lost after thirteen 395 consecutive calendar days in layoff status.
ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS:
Jefferson County Public Works & Teamsters Local Union 4589 -- CBA January 1, 2014 to December 31, 2016 Ratified
Page 3 of 28
4.1 New Employees: No employee shall have his /her seniority established prior to completing 6 months
(one hundred and eighty two (182) consecutive days), employment with the Employer which period
may be extended one up to an additional ninety (90) days by giving the employee and Union twenty
(20) days notice of such intended action by the County. Both the Employer and the Union recognize
the importance of filling each position with the most capable individual available. In promoting, the
Employer will recognize skill and merit as the principal consideration in making promotions.
Should two candidates have equal skill and merit in the opinion of the Public Works Director then
the seniority of the employee shall be considered.
Seniority according to this agreement shall consist of the most recent continuous employment with
the Employer. The employees' earned seniority shall not be lost because of absence due to illness,
authorized leave of absence or temporary layoff.
4.1.1 in the event an employee works as a temporary replacement employee (Section 1.2 and 1.3)
and is hired full time, all time worked in the same job classification as a temporary replacement
employee shall count for meeting probation.
4.2 Promoted Employees: Employees being promoted to a permanent higher classification shall have a
6 month (one hundred and eighty two (182 day)) trial period. If the employee does not complete the
trial period, said employee shall be returned to their previously held classification and Article 3
shall apply should a workforce reduction result.
ARTICLE 5 - PROGRESSIVE DISCIPLINE:
5.1 Disciplinary procedure will be the same as the Jefferson County Personnel Policy manual adopted
by Resolution #92 -03. However it is understood that the exercise of such administration of
discipline after the trial period is satisfactorily completed shall only be forjust cause, as provided in
the County's Personnel Policy.
5.2 Oral warnings shall remain in the employees personnel file, however after a one (1) year period
provided there has been no further disciplinary action for similar cause, such oral warning shall be
too old for the purpose of progressive discipline.
5.3 Written warnings shall remain in the employees personnel file, however after a two (2) year period,
provided there has been no further disciplinary action for similar cause, such written warning shall
be too old for the purpose of progressive discipline.
5.4 All disciplinary action shall remain in the employees personnel file indefinitely and shall only be
used for progressive discipline as provided above.
5.5 Warnings that are too old for progressive discipline are not admissible as evidence in any
disciplinary grievance.
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January I, 2014 to December 31, 2016'. Ratified
Page 4 of 29 -.
5.6 Any paper that reflects unfavorably on the employee and will be put in his /her personnel file shall
be initialed by the employee. The employees' initials are not an admission of guilt but verification
that they have seen it and it is the paper that was put in the file. If the employee refuses to initial the
document, management shall note such and put the document in the personnel file.
ARTICLE 6 - GRIEVANCE PROCEDURE:
6.1 OBJECTIVES:
To informally settle disagreements at the employee- supervisor wage grade; 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.
6.2 DEFINITIONS: The following terms, as used in this contract, shall have the following meaning:
GRIEVANCE: A complaint by an employee or a Union representative 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.
WORKING DAY: The days the court house is open for business.
EMPLOYEE: Any Employee of the Jefferson County Public Works Department 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 Director of Public Works of the County of Jefferson.
6.3 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 /Grievant 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.
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January 1, 2014 to December 31, 2016 Ratified
Page 5 of 28 -.
6.4 PARTIES RIGHTS AND RESTRICTIONS:
A. A party to the grievance shall have the right to record a formal grievance meeting at the expense of
the requesting party.
B. An employee may have a Union representative present at all steps of the grievance procedure
C. Reasonable time in processing a grievance will be allowed during regular working hours for the
Shop Steward, with advanced supervisory approval.
D. Nothing within this grievance procedure shall be construed as limiting the right of management to
manage the affairs of the County.
E. Grievances of an identical nature, involving an alleged violation of the same Article, section, etc.,
concerning the same subject matter, may be consolidated.
Confidential Communication. Any communication between a member of the Union and any
recognized Union representative regarding a potential or actual employee grievance will be defined
as confidential. Likewise for communication with the Employer's representative.
6.5 STEPS IN THE GRIEVANCE PROCEDURE:
6.5.1 Step #1:
The employee and or his representative shall within twenty (20) working days from the occurrence
of the incident on which a complaint is based, or within twenty (20) working days of the
employee's knowledge of the occurrence, the employee and /or his representative will promptly and
verbally meet to discuss the complaint with the employee's immediate supervisor. The supervisor
will issue a written decision on the complaint within twenty (20) days following the grievance
meeting to the employee and the representative involved.
6.5.2 Step #2:
If the employee feels the immediate supervisor has not resolved the grievance, the employee may
appeal to the Director of Public Works. At this time, all supporting documents and evidence relative
to the grievance shall be included with the appeal. The Director of Public Works shall hold a formal
meeting with the employee and his representative, if requested, within twenty (20) working days
from the date of the appeal receipt and attempt to settle the grievance. A decision shall be made, in
writing, to the employee by the Director of Public Works within twenty (20) working days from the
close of the formal meeting.
6.5.3 NO Settlement achieved in Steps 1 or 2 shall constitute a precedent for any future
issue unless the Union and the Labor Relations Administrator shall agree to such settlement as
binding on the parties in future disputes.
6.5.4 Step #3:
If the employee feels the Department Head has not resolved the grievance, the employee may
appeal to the Jefferson County Administrator within twenty (20) working days of delivery of the
Department Head's written decision. At this time, all supporting documents and evidence, including
summaries of testimony, contract analyses and other factors the grievant will rely upon relative to
Jefferson County Public Works & Teamsters Local Union 9589 -- CBA January 1, 2011 to December 31, 2016: Ratified
Paee 6 of 28:
the grievance shall be included with the appeal. The Commissioners, or their designee, shall hold a
formal meeting with the employee and the representative, if requested, within twenty(20) working
days from the date of the appeal receipt, and attempt to settle the grievance.
6.5.5 Board of Adjustment
If the alleged grievance is not settled within twenty(20) working days after either part refers the
matter to the other party in accordance with Section 6.5.4, by mutual agreement the parties may
refer the grievance to a Board of Adjustment within twenty(20) working days.
6.5.6 The Board of Adjustment shall be comprised of two members appointed by the Employer
and two members appointed by the Union. If Board is not able to resolve the issue, the Board shall
select a fifth member with industry experience, if available. If a fifth member cannot be agreed to,
or if the grievance is not referred to the Board, then Section 6.5.7 shall apply. Should the Board
decide the matter, such decision shall be final and binding on the Employer, Union and Grievant
and Section 6.5.7 shall not apply to any grievance decided by the Board of Adjustment. The Board
once constituted shall resolve all matters of procedure, evidence, continuance and related
procedural issues. All decisions of the Board shall be made in executive session called by the Board
and there shall be no record of such executive session.
6.5.7 Step #4:
Binding Arbitration: If the grievance is not satisfied with the decision of the Commissioners or their
designee, within twenty(20) working days after delivery of the Board's decision and the matter is
not referred under Section 6.5.6 or no decision is rendered under Section 6.5.6, the Union may
submit the grievance to binding arbitration. For purposes of arbitration, the parties agree to use the
FMCS to provide a list of 1 I Northwest Arbitrators from which the parties will select an Arbitrator.
If the parties choose to select an arbitrator then the cost of the arbitrator shall be divided equally
between the County and the Union. Cost of witnesses, court reporter, or other individual expenses
shall be borne by the requesting party. The arbitrator shall not have the power to alter, amend, or
change any contractual language of the Labor Agreement. Either party may tape record the
proceeding as their personal record of the hearing. Upon request the taping party will make a copy
of the tape available to the other party or either party may obtain a copy of any recording made by
the Arbitrator.
Arbitrators are restricted: Unless the Arbitrator finds by a preponderance of the evidence 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 the judgment of the County is not
arbitrary or capricious.
The grieving party shall have the burden of proof this Agreement was violated. In the event the
Arbitrator shall sustain the grievance he /she shall not rule upon an award 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 7 - HOURS OF WORK AND OVERTIME:
Jefferson Counry Public Works & Teamsters Local Union #589 -- CBA January 1, 2014 to December 31, 2016_ Ratified
Pate 7 of 28
7.1 Workweek
The normal work week shall consist of five consecutive days of eight (8) hours, or four (4)
consecutive days of ten (10) hours, between the hours of 6:00 a.m. and 6:00 p.m. Eight (8) hours
shall constitute a day's work and forty (40) hours a week's work. All time worked in excess of eight
(8) hours per day for those working 5/8's or 10 hours per day for those working 4 /10's, or in excess
of forty (40) hours per week shall be overtime and paid for at the rate of time and one half. No
reduction of pay for working at less than classification rate.
7.2 Classifications that may require any employee to attend night meetings may be adjusted with
flexible scheduling with 72 hours' notice, or by mutual agreement. If an employee works the
regularly scheduled shift on the day of the night meeting, time off must be scheduled and taken off
within ten (10) working days of the meeting; otherwise the employee shall be paid for the overtime
hours or granted compensatory time at the overtime rate.
7.3 Shift Work: Rates for shift work shall be as listed below.
Regular quit to regular start $.50 above regular rate.
7.3.1 Regular full time employees employed in operations open to the public six (6) or seven (7)
days a week who are scheduled to work Saturday or Sunday, shall receive S 1.00 per hour premium
pay for all hours worked on a Saturday or Sunday, provided this section shall not apply to any
employee receiving premium pay or overtime for such Saturday or Sunday work.
7.4 Any Employee completing any one of the above shifts and is requested to return to work shall be
entitled to Call Back under Article 8. Employees shall be paid overtime after forty (40) hours as
required by Federal Law. This section applies to emergency and ice and snow conditions only.
7.5 Compensatory Time: Compensatory time may be accumulated up to a maximum of forty (40)
hours. Compensatory time to be taken by mutual agreement between the employer and the
employee. The Employer will limit Comp Time use as provided by law.
ARTICLE 8 - CALL BACK TIME:
8.1 An employee required to report for duty after leaving work at the completion of their shift and
return home, or on any weekend shall be guaranteed two (2) hours call time paid at time and one
half (1 '' /2). An employee required to report for duty before his/her regular shift or to remain after
his/her regular shift shall be paid at the overtime rate of time and one half (1 %z) for the overtime
actually worked. Whenever any employee shall be required to be out at night alone by their
supervisor they are to be provided with a cell phone enabling the employee to call for back -up in an
emergency.
ARTICLE 9 — MISCELLANEOUS PROVISIONS:
9.1 Shop Supplies: Coveralls shall be supplied by the Employer for all employees working on changing
of lube -oils and light maintenance on all equipment of the County, in addition to the following, tar
Jefferson County Pub]fc Works & Teamsters Local Union 9589 -- CBA January I, 2014 to December 31, 2016. Ratified
Page 8 of 28:
pot distributor, driver and lever man all mechanics and including employees working at the
"Moderate Risk Waste Facility ". This includes land fill; Quilcene and West End.
ARTICLE 10 - WAGES:
10.1 Whenever this agreement requires a wage increase, such wage increase shall be effective the first
day of the month in which the adjustment occurs.
10.1.1 In the event the County shall incur budget reductions where the Director anticipates
multiple layoffs the County shall give notice to the Union whereupon the parties shall meet
and confer for the purposes of adjusting wages on a temporary or permanent basis,
adjustment to the workweek or such other methods of reducing costs in an effort to retain
employees rather than suffer a reduction in force. In the event the Union shall believe
budget surpluses merit wage increase the union shall give notice to the County whereupon
the parties shall meet and confer for the purposes of adjusting wages on a temporary or
permanent basis.
10.1.2 Prior to effectuating any reductions permitted in 10.1.1 above the County shall consider:
■ Reduce force to include all classifications as listed in Articles 1.2, 1.3, and 1.4 of the
Collective Bargaining Agreement.
■ Offer employees an opportunity to voluntarily reduce their hours of work when
appropriate.
■ Other possibilities offered by the Union
■ The County shall make the final decision once it has considered the above.
10.2 The grade and step (wage matrix) for all positions covered in the agreement are provided in
Appendix A.
10.2.1 All employees who are in the top step as of January 1, 2014 shall receive (in the last check
of the next full month following ratification) a "lump sum" in `lieu of step" in the amount of
$300.00 less normal deductions.
10.3 DEFINITIONS:
10.3.1 Annual Review Date: Established twelve (12) months from the date an employee was hired
or promoted.
10.3.2 Step Advancement: Advancement from one step in a wage grade to the next higher step.
10.3.3 Classification: A specific family of like duties and responsibilities to which an employee is
assigned.
10.3.4 Time in Grade: The length of time an employee has been assigned to a specific wage grade
as set out on the wage matrices.
ARTICLE 11 - LONGEVITY:
Jefferson County Public Works & Teamsters Local Union 9589 — CBA January 1, 2014 to December 31, 2016_ Ratified
Page 9 of 28
11.1 Upon completion of the following years of employment, the Employer shall pay, as an annual
longevity bonus, the amounts which follow to eligible Employees at the pay period which follows
their anniversary date or month of employment. Employees once eligible for longevity shall be paid
monthly and should they terminate prior to their anniversary date a lump sum of the remaining
earned but unpaid longevity payment shall be included in the employee's final paycheck.
(1) Five years employment $ 400.00
(2) Ten years employment $ 800.00
(3) Fifteen years employment $1,200.00
(4) Twenty years employment $1,600.00
11.2 The above amounts are based on eight (8) hour shifts. Seven (7) hour shifts are based on three
hundred and fifty dollars ($350.00) for each five year longevity increment. Seven and one -half (7
1/2) hour shifts are based on three hundred seventy -five dollars ($375.00) for each five (5) year
longevity increment.
ARTICLE 12 - HOLIDAYS:
12.1 The following days shall be considered holidays.
New Year's Day January I
St. Martin Luther King's Birthday 3rd Monday in January
Presidents Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
One (1) floating holiday
July 4th
First Monday in September
November 1 1 th
4th Thursday in November
Fri. following Thanksgiving
December 25th
12.2 Employees working on a holiday shall receive time and one half (1 ''/2) plus the holiday pay.
Holidays shall be paid at 8 hours.
12.3 Chapter 6, Section 4.4 and its subsections in the Jefferson County Personnel Administration Manual
shall apply to the day for the observation of Holidays
12.4 The floating holiday is to be determined by mutual agreement between the employee and the
Employer, with seven (7) days advance notice.
12.5 Compressed Workweek Schedules: The following shall apply to employees who are assigned by
management to work a 4 x 10 schedule. Employees on a 4 x 10 schedule shall be paid 10 hours
holiday pay when a holiday falls during said schedule.
ARTICLE 13 - SICK LEAVE:
13.1 Sick leave is earned by permanent and trial period employees at the rate of one (1) working day for
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January 1, 2014 to December 31, 2016- Ratified
Page 10 of 28:
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. Employees using sick leave or
unscheduled absence caused by an inability to work MUST contact their supervisor no less than 1
hour before their scheduled start time. Should the supervisor not be available employees are to
leave a detailed voice mail message including details of the inability to work and the employees
schedule for the day should the supervisor need to contact the employee.
13. 1.1 Notwithstanding the reference to days in 13. 1, all accruals shall be on an hourly basis of
0.0461 per compensated hour and a 1,920 hour bank.
13.2 Sick leave is appropriate for illness or disability caused or contributed to; by 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 and /or
supervision. (RCW 49.12) Accrued sick leave, not leave of absence (section 5.60), must be used for
illness, injury, or disability.
13.3 Sick leave is not appropriate and will not be authorized for death in the employees' family.
13.4 The County will make the following payment for sick leave:
I . Upon an employee's death, the employee's estate shall be paid twenty -five percent (25 %) of
such accumulated sick leave.
2. Upon disability or retirement, the employee shall be paid twenty -five percent (25 %) of such
accumulated sick leave.
3. If employment is terminated other than by death, disability, or retirement, no portion of such
accumulated sick leave shall be paid.
13.5 Sick leave benefits shall apply only to bona -fide cases of sickness and accidents. An employee who
is collecting Workers Compensation time loss benefits shall not receive sick leave benefits as
provided herein, provided, however, if such Workers Compensation time loss benefits are less than
the amount the sick leave benefits provide herein for such period, such employee may receive sick
benefits in addition to such Workers Compensation temporary disability benefits in an amount
sufficient to equal the amount of sick benefits they would have otherwise received as provided
herein.
13.6 Light Duty: The Parties acknowledge their responsibilities under ADA and RCW.
13.7 Employees may transfer to vacation accrual, the sixth (6th) consecutive day of newly accrued but
unused sick leave since the last use or transfer. Employees may exercise this option twice during
any calendar year as measured on a rolling six (6) month basis from the last use or conversion. Sick
leave shall be accounted for on LIFO (Last In First Out) basis.
ARTICLE 14 - VACATIONS:
14.1 Accrual shall be as follows:
Jefferson County Public Works & Teamsters Local Union 4589 -- CBA January I, 2014 to December 31, 2016 Ratified
Page II of 28.
14.2 Employees are to request their vacation time at the first of the year, and if too many request the
same time, vacation time will be established by seniority. Vacation schedule to be filed only in the
office of the Supervisor.
14.3 Vacation time to be worked out between the supervisor and employee. Vacation may be taken at
any time during the year with the welfare of the job being the determining factor. Employees may
split their vacation into as many parts as is mutually agreed upon between employee and Public
Works Director.
14.4 A maximum of ten days accumulated vacation may be carried over from the previous year.
Accumulated vacation time in excess of ten (10) days shall automatically be lost to the Employee
on January 1 of each year. If unable to take leave because of employer required workload, an
additional five (5) days may be carried over into the next calendar year and amounts in excess of
fifteen (15) days will be paid except for emergency situations as certified by the Department Head.
The inability of the employer to allow the employee to take vacation leave shall be documented by
the Department head at the time of such denial and be forwarded to the Payroll Division of the
Auditor's Office.
14.4.1 Employees with five (5) years of service or more may carry forward up to 15 days of
vacation once in any 5 year period, upon approval of the BOCC or designee, for the purpose
of a pre - planned major vacation event.
14.5 In addition to the schedule listed in the categories above under "Completed Months of Service" the
following shall apply:
0 -36 category -- One (1) additional day (8 hours or less based on FTE) shall be available to
employees each calendar year.
37 through 60 and 61 through 120 categories -- Two (2) additional days (16 hours or less
based on FTE) shall be available to employees each calendar year.
121 through 180 and 181+ categories -- Three (3) additional days (24 hours or less based on
FTE) shall be available to each employee covered by such sections each calendar year.
14.5.1 The additional days available pursuant to this section shall be treated as floating holidays for
the purposes of scheduling, accrual and cash -out and shall not be carried forward and are not
payable upon termination.
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January 1, 2014 to December 31, 2016. Ratified
Page 12 of 28'
Completed
Months of
Service
Rate of Accrual per Straight
Time Hour of Compensation
Maximum
Hours
Earned
Maximum
Days Earned
0 through 36
0.0385
80.0
10
37 through 60
0.0462
96.0
12
61 through 120
0.0577
120.0
15
121 through 180
1 0.0615
128.0
16
181 +
1 0.0770
160.0
20
14.2 Employees are to request their vacation time at the first of the year, and if too many request the
same time, vacation time will be established by seniority. Vacation schedule to be filed only in the
office of the Supervisor.
14.3 Vacation time to be worked out between the supervisor and employee. Vacation may be taken at
any time during the year with the welfare of the job being the determining factor. Employees may
split their vacation into as many parts as is mutually agreed upon between employee and Public
Works Director.
14.4 A maximum of ten days accumulated vacation may be carried over from the previous year.
Accumulated vacation time in excess of ten (10) days shall automatically be lost to the Employee
on January 1 of each year. If unable to take leave because of employer required workload, an
additional five (5) days may be carried over into the next calendar year and amounts in excess of
fifteen (15) days will be paid except for emergency situations as certified by the Department Head.
The inability of the employer to allow the employee to take vacation leave shall be documented by
the Department head at the time of such denial and be forwarded to the Payroll Division of the
Auditor's Office.
14.4.1 Employees with five (5) years of service or more may carry forward up to 15 days of
vacation once in any 5 year period, upon approval of the BOCC or designee, for the purpose
of a pre - planned major vacation event.
14.5 In addition to the schedule listed in the categories above under "Completed Months of Service" the
following shall apply:
0 -36 category -- One (1) additional day (8 hours or less based on FTE) shall be available to
employees each calendar year.
37 through 60 and 61 through 120 categories -- Two (2) additional days (16 hours or less
based on FTE) shall be available to employees each calendar year.
121 through 180 and 181+ categories -- Three (3) additional days (24 hours or less based on
FTE) shall be available to each employee covered by such sections each calendar year.
14.5.1 The additional days available pursuant to this section shall be treated as floating holidays for
the purposes of scheduling, accrual and cash -out and shall not be carried forward and are not
payable upon termination.
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January 1, 2014 to December 31, 2016. Ratified
Page 12 of 28'
ARTICLE 15 - HEALTH AND WELFARE:
For each employee who was compensated eighty (80) hours during the preceding month the Employer
shall make contributions to the below Washington Teamster Welfare Plans as provided herein. All regular
employees budgeted for 0.5 FTE or more shall be eligible for Article 15 benefits. An employee whose
position is budgeted between 0.5 FTE and 0.875 FTE shall have benefits on a pro -rata basis where such
employee pays the regular employee contribution and their pro -rata share of the County contribution.
Should any employee "opt out" of coverage as permitted by the Trustees, the County shall nonetheless pay
the County portion of the required contribution. Part time employees employed pursuant to section 1.3
shall not be covered by Article 15 benefits until they have completed 24 consecutive calendar months of
employment.
15.1 MEDICAL:
Effective the 10th of the month following the month of ratification based on the prior month's hours
the Employer shall pay into the Washington Teamsters Health and Welfare Trust for Medical Plan
B for every employee covered by this agreement who was compensated for 80 hours or more in the
previous month (see attached Subscription Agreement).
15. 1.1 In addition to the basic Medical Plan B the following optional benefits shall be provided: 9
month disability premium waiver; STD Plan B benefit; Life /AD &D Plan B benefit; and
Time Loss Plan A.
15.2 DENTAL:
Effective the l Otb of the month following the month of ratification based on the prior month's hours,
the Employer shall pay into the Northwest Teamsters Dental Trust, Plan B t(see attached
Subscription Agreement). The above payments shall be made to an authorized administrative office
by the 10th of each month.
15.3 VISION:
Effective the 10' of the month following the month of ratification based on the prior month's hours,
the employer shall pay the Teamsters Vision Care Trust (see attached Subscription Agreement.)
15.4. Retirees Medical: The unit elected to discontinue the Retirees' Medical benefits and the Union and
the County agreed that the County through payroll action made an offset to the employee's 15%
contribution as required in Article 16. The offset is $59.85 per month.
ARTICLE 16 - MAINTENANCE OF BENEFITS:
16.1 The County shall be responsible for 85% of the required contribution for the benefits provided in
Sections 15.1, 15.2 and 15.3 with employees responsible for 15% of the required contribution.
See also Section 15.4 above.
ARTICLE 17 - BEREAVEMENT LEAVE:
17.1 Up to three (3) days leave, with pay, may be granted an employee who has a death in his or her
immediate family. Any such leave must be requested by the employee and approved by the
Department Head.
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January, 1. 2014 to December 3L 20t6 Ratified
Page 13 of 28:
17.2 As used in this paragraph, the term immediate family is defined as follows: spouse, parent,
grandparent, child, grandchild, brother, sister, and step- relations or in -laws of the same degree.
17.3 Employees who have a death in their immediate family and who would have to travel 500 miles of
more (one way) to attend such funeral, shall be allowed two (2) additional days with pay, for travel
only.
ARTICLE 18 - TIME OFF WITHOUT PAY:
18.1 Employees may take leave without pay as provided in Ch. 6 Section 6.4 of the County Personnel
Manual.
ARTICLE 19 - TERMINATION:
19.1 This Agreement shall be effective from date of adoption unless an earlier date is stated within
through December 31, 2016.
SIGNED AT PORT TOWNSEND, WASHINGTON this day of 12014.
JEFFERSON COUNTY BOARD TEAMSTERS LOCA 589
OF COUNTY COMMISSIONERS
John Austin, Chair Mark Fuller, Secretary /Treasurer
Phil Johnson, Member
David Sullivan, Member
Approved as to form:
Civil Prosecutor
Risk Manager
Jefferson Counh- Public Works & Teamsters Local Union #589 -- CBA January I, 2014 to December 31. 2016: Ratified
Page 14 of 28-
A.1
APPENDIX A
Positions Not In A Career Track
The following 1
Grade
Al -A
Al -B
Al -C
Al -D
Al -E
Al -F
Al -G
Al -H
AM
lositions in the Public Works Department are not in a Career Track
Position Title
Architectural Projects Planner
Development Review Planning Project Coordinator
Right of Way Representative
Architectural Projects Coordinator
Grant Specialist
MRW Coordinator
Solid Waste Coordinator
Traffic Sign Technician
Hadlock Shop Administrator
A. 1.1 Step Advancement:
Advancement from step to step within the wage grade requires competency in the skills identified
for the employees current wage grade and a positive performance review by the employee's
supervisor. Step advancements occur once every twelve (12) months, on the first of the month of
the employee's Annual Review Date.
Jefferson Countv Public Works & Teamsters Local Union #589 -- CBA January 1. 2014 to December 31. 2016: Ratified
Page 15 of 28:
A.1.2 Wages for Positions Not In a Career Track
Jefferson County Public Works & Teamsters Local Union #589 - CBA January 1. 2014 to December 31. 2016 Ratified
Page 16 of 28.
2013 and 2014
Job Tide
Grade
Step 1
Step 2
Sfep 3
Step 4
Step 5
Slap 6
Step?
Step 8
Step 9
Slap 10
Step 11
3.00° /<
2.50%
2.50%
2.50%
2.50%
2505%
250' 0
250Y.
250%
250-1.
250%
Archucconal Projects Planner
AI -A
2644
29.12
29.82
3054
31.28
32.03
32.80.
3360
34.41
3524.
36.09
Developnem Review Planning Project Coordirator
Al -B
2844
29.12
29.82
3054
31.28
32.03
32.80
33.60
34.41
35.24
36.09
Right of Way Represeraive
AI -C
28.44
29.12
29.82
30.54
31.28
32.03
32.80
3360
34.41
35.124
36.09
Architectural Projects Coordinator
Al -D
27.29
27.94
28.61
29.30
30.00
30.73
31.47
3222
33.00
33.80
34.62
Grant Spec nlist
AI -E
25.09
25.69
26.31
26.94
27.58
28.24
28.92
29.62
30.33
31,06
31.81
'MRW Coordinator
A] -F
25.09
25.69
26.31
26.94
27.58
28.24
28.92
29.62
30.33
31.06
31.81
Solid Waste Coordinator
AI -G
25.09
25.69
26.31
26.94
27.58
28.24
28.92
29.62
30.33
31.06
31.81
Traffic Sign Technician
AI -H
2149
22.00
2252
23.06
23.60
24.17
2474
2533
25.94
26.56
27.20
Hadlock Shop Administrator
Al -I
18.31
18.75
19.18
19.64
20 10
2057 .
21.06
21.56
22.08
22.60
23.13.
Jan -15
Job Tide
Grade
Step 1
Seep 2
Step 3
Step 4
Step 5
Stop 6
Stop 7
Step 8
Step 9
Step 10
Step 11
0.500-1.
250%
2.50 %.
250%
250%
250%
2.50%
250'/0
250'/
2.50%
25W6
Archtectual Projects Planner
Al -A
2858
29.27
29.97
30.69
31.43
32.19
32.97
3376
34.58
3542
.36.27.
Development Review Planning Project Coordinator
AI -B
28.58
29.27
29.97
30.69
31.43
32.19
32.97
33.76
34.58
3542
36.27
Right of Way Representative
At -C
28.58
29.27
29.97
30.69
31.43
32.19
32.97
33.76
34.58
3542
36.27
Architectural Projects Coordinator
.Al-D
2742
28.08
2875
29.45
30.15
30.88
31.62
32.39
33.17
3397
34.79
Grant Specialist
AI -E
2522
25.82
26.44
27.07
27.72
28.38
29.07
29.76
30.48
3121
31.97
MRWCoordinator
AI -F
2512
25.82
26.44
27.07
27.72
28.38
29.07
29.76
30.48
3111
31.97
Solid Waste Coordi.or
.Al -G
25.22
25.82
26.44
27.07
27.72
28.38
29.07
29.76
30.48
31.21
31 97
Traffic Sign Techn min
Al -H
2160
22.11
2263.
23.17
2372
24.29
24.87
2546
26.07
26.69
27.33
Hadlock Shop Administrator
At -I
18.41
18.84
19.28
19.74
20.20
20.67
21.17
21.67
22.19
22.71
2324
Jul -15
Job Title
Grade
Step 1
Slap 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
0.500%
2.50%
250%
250'/0
250%
2.50'/.
2.50%
250%
250%
250%
2.50%
.Arctmectesal Projects Planner
'AI -.A
2872
2941
3012
30.85
3159
32.35
33.13
3393
34.75
35.59
36.45
Development Review Planing Project Coordinator
AI -B
2872
2941
30.12
30.85
31.59
32.35
33.13
33.93
34.75
35.59
36.45
Right of Wav Representative
AI -C
2872
29.41
30.12
30.65
31.59
32.35
33.13
33.93
34.75
35.59
36.45
Arcltecturl Projects Coordinator
A] -1)
27.56
28.22
28.90
29.59
30.30
31.03
31.78
3255
33.33
3414.
34.96
Gram Specialist
AI -E
25.34
25.95
26.57
27.21
2786
28.53
29.21
29.91
30.63
31,37
32.13
MRW Coordinator
AI -F
25.34
25.95
26.57
2T21
27.86
28.53
29.21
29.91.
30.63
31.37
32.13
Solid Waste Coordinator
AI -G
25.34
25.95
26.57
27.21
27.86
28.53
29.21
29.91
30.63
31.37
32.13
Traffic Sign Technician
AI -11
2171
22.22
22.75
2129
23.84
24.41
24.99
25.59
26.20
2683
27.47
Hsdlock Shop Administrator
Al -t
18.50
18.94
19.38
19.64
20.30
20.78
21.28
21.78
22.30
2282
23.36.
Jan -16
Job Title
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
1.000%
250%
250%
250%
250%
250%
250%
250%
250%
250%
250%
Arcltectual Projects Planner
AI -A
29.01
29.71
3042
31.16
3191
32.67
33.46
3427
35.10
3595
36.82
Decclopnent Review Planning Project Coordinator
.AI -B
2901
2971
30.42
31.16
31.91
32.67
3346
3427
35.10
35.95
36.82
Right of Way Representative
AI -C
2901
2971
30.42
31.16
31.91
32.67
3346
3427
35.10
3595
36.82
Architectural Projects Coordinator
AI -D
2784
28.50
2919
29.89
3061
31.34
32.10
3287
33.67
3448
35.31
Grant Specialist
AI -E
2560
26.21
2684
27.48
2814
28.81
29.50
3021
30.94
31.68
32.45
MRW Coordinator
.AI -F
2560
26.21
26.84
27.48
28.14.
2881
29.50
30.21
30.94
31.68
32.45
Solid Waste Coordinator
.AI -G
25.60
26.21
26.84.
27.48
28.14
28.81
29.50
30.21
30.94
31.68
32.45
Traffic Sign Teclwcian
AI -H
2192
22.44
22.97
23.52
24.08
24.65
25.24
2584
26.46
27.09
27.74
Hadlock Shop Administrator
AM
1668
19.13.
19.57
20.04
20.50
20.98.
21.49
2199
22.52
23.05
23.59
Jefferson County Public Works & Teamsters Local Union #589 - CBA January 1. 2014 to December 31. 2016 Ratified
Page 16 of 28.
A.2 CAREER TRACK POSITIONS
A.2.1 Career Track Procedures
Advancement in the any career track position is predicated on skill development, length of service,
and job function competency. Positions in the "I" group are the entry positions. Specific skills and
time in grade are required before an employee will be advanced to a higher wage grade.
Advancements to higher wage grade positions will be from within the organization first. The parties
recognize that it is the responsibility of the Foreman or Supervisor to ensure that employees have
access to and/or receive training necessary for continuous operations during employee absences and
job vacancies. Only when no existing employee possesses the skills required to fill an opening and
the preceding sentence has been complied with, will the Department recruit from outside.
A.2.2 Step Advancement:
Advancement from step to step within the wage grade requires competency in the skills identified
for the employees current wage grade. For the purposes of a step advancement, an employee is not
expected to have competency in skills required for career track advancement to the next wage
grade. A positive performance review by the employee's supervisor is required for step
advancement. Step advancements occur once every twelve (12) months, on the first of the month of
the employee's Annual Review Date.
A.2.3 Career Track Advancement:
The allocation of "III" positions is established through the organization chart approved by the
Board of County Commissioners or County Administrator.
Advancements from one wage grade within a specific career track to another (i.e., wage grade I to
II, or II to III when an opening exists as setout above) will occur when the employee is the senior
eligible employee, has completed the required time in grade, has successfully obtained the required
skills, has received positive performance reviews, and a recommendation for advancement from
their immediate Supervisor.
Employees not meeting the criteria (i.e., not acquiring the required skills, do not have enough time
in grade, or who cannot demonstrate proficiency in the use of skills) are still eligible for the annual
step increase, but not advancement to a higher wage grade.
In the event a senior qualified employee is denied advancement on the basis that they have not
obtained the required skills or are denied the recommendation of their immediate supervisor may
request that such employee be evaluated by another supervisor within their Division. Concurring
supervisory opinions shall be final, conflicting supervisory opinions shall be subject to review by
the Public Works Director and the Union for final determination. The Employer shall be the judge
of employee qualification, skills and competency provided such judgment shall be made fairly.
A.2.4 Out of Class Work:
One of the purposes of the career track system is to eliminate out of class work. Each wage grade
has an assigned set of job duties, requirements and performance expectations. Employees will be
asked to perform the duties specific to the wage grade they are classified in and may be required to
perform the duties of a higher wage grade as part training necessary for continuous operations
during employee absences and job vacancies and as part of the Employers obligation to provide
access to required skills for advancement depending on the employee's individual skills and
abilities or the needs of the Department. Employees may also be assigned to fill in for employees
classified at a higher wage grade who may be on vacation or leave of absence.
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January I, 2014 to December 31, 2016: Ratified
Page 17 of 28.
It is recognized that certain employees may possess job skills, expertise, and/or education that
exceeds the requirements of the wage grade they are assigned to or hired at, but who do not posses
the time in grade necessary for advancement to the next wage grade. This acknowledgment is not
the basis for reclassification or out of class work.
Consistent with the concept of career track employees at higher compensation levels are in part
being compensated for their additional knowledge, skills and leadership abilities. Accordingly,
except as provided in Section A.8, all employees at upper ends of the career track system are as part
of their compensation expected to provide technical information, practical experience, guidance and
leadership to team members at lower designations in the career track system.
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January 1. 2014 to December 31. 2016. Ratified
Page 18 of 28'.
A.3 Administration /Professional
There are four wage grades of Administrative positions; three wage grades of Bookkeeping
positions; three wage grades of Engineering Technicians and three wage grades for Engineer
positions in the Public Works Department. Individual job duties are outlined in the job descriptions
for each wage grade. Section A.2 applies.
Grade
Position Title
A3 -A
Administrative I
A3 -13
Administrative lI
A3 -C
Administrative III
A3 -1)
Administrative Assistant
A3 -E
Bookkeeper I
A3 -F
Bookkeeper II
A3 -G
Bookkeeper III
A3 -H
Engineering Technician I
A3 -1
Engineering Technician II
A34
Engineering Technician III
A3 -K
Engineer I
A3 -L
Engineer II
A3 -M
Engineer III
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January 1, 2014 to December 31, 2016. Ratified
Page 19 of 28
A.3.1 Wages Administration /Professional Career Tracks
2013 and 2014
Job Title
Grade
Step 1
Slap 2 "
Step 3
SMp 4
Step 5
Step 6
Step 7
Step 8
SMp 9
Step 10
Step 11
Job Tide
Grade
Step 1
2.50%
2.50%
2 -50%
2.50%
2.50%
2.W%
2.50%
2.50%
2.50%
2.50%
3.00%
2.50%
2.SO%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
..
2.50%
Adm :ns[rati�ei
A3 -A
14.15
14.50
14.87
15.24
15.62
16.01
16.41
16.82
17.24
17.67
18.11.
AdnJnst,nove 11
A3 -B
15.60
15.99
16.39
16.80
17.22
17.65
18.09
18.54
1901 .
19.48
19.97
Admhdsrrrri.e III
A3 -C
17.20
17.63
18.07
18.52
18.99
19.46
19.95
2045
20.96
21.48
2202 .
A He.treol Assistant
A3 -D
18.06
18.51.
18.97
19.45
1993
2043 .
20.94
21.47
22.00
22.55
23.12
Bookkeeper I.
A3 -E
16.12
M52
16.93
17.36
17.79
18.23
18.69
19A6
19.84
2013
20.63
Bookkeeper H
A3 -F
18,50
1896
1944
19.92
20.42
20.93
21.45
21.99
2254
23.10
23.68
Bookkeeper III
A3 -G
2090
21 42
21.95
22.50
23.06
23.64
24.23
24.84
25.46
26.10
26.75
Engineering Techn:c:an t
A3 -H
18.15
1860
1907 .
19.54
20.03
20.53
21.05
21,57
22.11
22.66
2323
Engineering Technc:an B
A3 -I
1939 .
1988
20.38
20.89
21.41
21 IM
22.49
23.05
23.63
2422
24.83
Engineering Techncian M
A3 -]
20.88
2141
21.94
22.49
23.05
23.63
24.22
2483
25.45
2608
26.73
Engineer I
A3 -K
2090
21.42
21.95
22.50
23.06.
2354
24.23
24.84
25.46
26.10
26.75
Engineer tt
A3 -L
2524
2587
26.51
27.18
27.86
28.55
29.27.
30.00
30.75
31.52
32.30.
Engineer III
A3 -M
28.53
29,24
29.97
30,72
31.49
32.27
33.08.
33.91
3476
35.62
36.51
Engineer III
Jan -16
2881
29,53
30.27
31.03.
31.80
32.60
33.41
34.25
35.10
35.98
36.88
Job Title
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
Job Tide
Grad
Step 1
2.50%
2.50%
2 -50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
0.500%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
Adm :nstrati.el
A3 -A
14.22
14.58
14.94
15.31
15.70
16.09
16.49
16.90
17.33
17.76
18.20
�nidstratica 11
A3 -B
15.68
16.07.
16.47
16.88
17.30
17.74
18.18
18.64
1910 .
1958 .
20.07
A raimsirmi.c III
A3 -C
1729
17 72
18.16.
18.62
19.08
1956 .
2005 .
20.55
21.06
21.59
22.13
Ailrmm sirati�e Assistant
A3 -D
18.15
18.60
19.07.
1954
20.03
20.53
21.05
21.57
22.11
22.67
23.23
Bookkeeper I
A3 -E
1620
18 60
1702
17.44
17.88
18.33
18.78
1925
19.73
20.23
2073 ..
Bookkeeper II
A3 -F
18.59
19.06
1953 .
20.02
20.52
21.04
21.56
22 10
22.65
23.22
23.80
Bookkeeper III
A3 -G
21.00
21 53
22.06
22.61
23.18
23.76
24.35
24.%
25.59
26.23
26.88
Engineering Technician l
A3 -H
18.24
1&69
19.16
1964 .
20.13
20.64
21.15
21.68
2222
22.78
23.35
Engineering Techncian II
A3 -I
19,49
19 98
20.48
2099 .
21.51
22.05
22.60
23 17
23.75
24.34
24.95
Engineering Teemuc:an III
A3 -S
20.99
21,51
2205 .
22.60
23.17
23.75
24.34
2495
25.57
26.21
26.87
Fngineer I
A3 -K
21.00
21.53
22.06
2261
23.18
23.76
24.35
24.%
25.59
2623
26.88
Engineer II
A3 -1-
25.36
26.00
26.65
27.31
28.00
2870
29.41
30.15
30.90
31.67
32,47
Engineer III
As -M.
28.67
2938
30.12
30.87
31.64
32.44
33.25
34.08
34.93
35.80
36,70
Jefferson Counry Public Works & Teamsters Local Union 4589 -- CBA January 1. 2014 to December 31.. 2016: Ratified
Page 20 of 28:
Jul -16
Job Tide
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Stop 10
Step 11
2.50%
2.SO%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
..
2.50%
0.500%
Admivistrative I
A3 -A
14.29
1465
15.01
15.39
15.77
16.17
16.57
16.99
17.41
17.85
18.29
Adm ltis0atr e II
A3 -B
15.76
16.15
16.55
16.97
17.39
1783
18.27
18.73
1920 .
19.68
20.17
A Irvin :scrat:ve III
"A1 -C
17.37
17.81
18.25
18.71
19.18
19.66
20.15
2065 .
21.17
21.70
22.24
Adm:nscratiw Assstant
A3 -D
18.24
1870
19.16
19.64
20.13
20.64
21.15
21.68
22.22
22.78
23.35
Bookkeeper I
A3 -E
16 28
1668
17.10
17.53
17.97
18.42
18.88
19.35
19.83
20.33
20.84
Bookkeeper II
A3 -F
1869
19 15
19.63,
20.12
20.62
21.14
21.67
22.21
22.77
23.34
23.92
Bookkeeper III
A3 -G
21.11
21.63
22.17.
22.73
23.30
23.88
24.48
25.09
25.71
26.36
27.02
Engineering Teehdcnia l
A3 -H
18.33
18.79
1926 .
19.74
20.23
2074
2126
21.79
22.33
22.89
23.46
Engineering Techncian II
A3 -1
1959 .
20.08
20.58
21,09
21.62
22.16
22.72
23.28
23.87
24.46
25.07
Engineering Techcndan III
A3 -I
21.09
21.62
22.16
22 72.
23.28
23.87
24,46
25.07
2570
26.34.
27.00
Engineer I
A3 -K
21,11
21 63
22.17
22.73
23.30
23.88
24.48
25.09
25.71
26.36
27.02
Engineer It
A3 -I-
25,49
26.13
26.78
27.45
28.14
28.64
29.56
30,30
31.06
31.83
32.63
Engineer III
A3 -M
2881
29,53
30.27
31.03.
31.80
32.60
33.41
34.25
35.10
35.98
36.88
Jan -16
Job Tide
Grad
Step 1
Sfep 2
Step 3
Step 4
Step 5
Step 6 -
Step 7
Step 8
Step 9
Step 10
Step 11
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
1.00%
Administrative l
t 1 -A
14.43
14.79
15.16
15.54
15.93
16.33
16.74
17 -16
17.59
18.03
18.48
AdarmrstraKve II
Al -B
15.91
1631
16.72
17.14
17.57
18.00
18.45
18.92
19.39
19.87.
2037 .
Ad�n�nstratiee W
A3 -C
17.55
1799
18.44
18.90
19.37
1985 .
2035 .
20.86
21.38
21.91
22.46
Admin:saatrve A ,moan[
A3 -D
18.42
18.88
19.35
19.84
20.33
20.84
21.36
21.90
22.45
23.01
23.58
Bookkeeper I
A3 -E
16.44
16.85
17.27
1770
18.15
18.60
19.07
19 54
20.03
20.53
21.05
Bookkeeper IF
"A3 -F
18.87
19.34
1983 .
20,32
20.83
21.35
21.89
22,43
22.99
23.57
24.16
Bookkeeper III
A3 -G
21.32
21 85
22.40
22,96
23.53
24.12
2472.
25 34
25.97
26.62
2729
Erng:rreer :ng Technician I
A3 -H
18.51
18,98
19.45
19.94
20.43
20.95
21 -47
22.01
22.56
23.12
2370
Engineering Tecluudan If
A3 -1
1978
2028
2079
21.31
21.84
22.38
22.94
23.52
24.11
24.71
25.33
Eng neering Technician IIl
A3 -J
21 30
21 84
22.38
22.94
23.52
24.10
24.71
25.32
25.96
26.61
2727
Engineer I
Al -K
21 32
21.85
22.40
22.96
23.53
24.12
24.72
25.34
25.97
26.62
27.29
Engineer II
Al -L
25.74
26.39
27.05
27.72
28.42
29.13
29.66
30.60
31.37
32.15
32.95
Engineer III
A3 -M
29.10
29.83
30.57
31.34
32.12
32.92
33.75
34.59
35.45
36.34
37.25
Jefferson Counry Public Works & Teamsters Local Union 4589 -- CBA January 1. 2014 to December 31.. 2016: Ratified
Page 20 of 28:
A.4 WAGE TABLES - Solid Waste
There are six wage grades of Solid Waste positions in the Public Works Department Solid Waste Division.
Individual job duties are outlined in the job descriptions for each wage grade.
Grade
Position Title
A4 -A
Scale Attendant
A4 -13
Laborer
A4 -C
SW Attendant I
A4 -D
SW Attendant 11
A4 -E
SW Operator II
A4 -F
SW Operator III
A4 -G
SW Operations Coordinator
*The County agrees that the Union may request a reclassification for scale attendant. Upon request
the County will within 90
days review the request and make adjustments as warranted.
A.4.1 Solid Waste Career
A.4.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by
objective testing for skill and competency.
Jefferson County Public Works & Teamsters Local Union 9589 -- CBA January 1, 2014 to December 31, 2016. Ratified
Page 21 of 28:
2013 and 2014
_
StaP
Stop
Slap
Job T /Oa
Groda
Sdo 1
2
S 3
Sta 4
Sta 5
S B
7
Sta tl
S 9
10
11
2.50%
2-5
2.50%
2.SM�
2 -50%
2.50%
2.50%
2.50%
2.50%
2.50%
2 -50 %.
30 %
..
..
Scale Attcndanl
A4 -A
14.15
14.50
14.87
15.24
15.62
16.01
15.41
16.82
1724
17.67
18.11
Laborer
A4 -B
15.60
15.99
16.39
16.80
17.22
17.65
18.09
18.54
19.01
19,48
19.97
SW Attendant I
A4 -C
17.20
17.63
18.07
18.52
18.99
19.46
19.95
20.45
20.96
21,48
22.02
SW Attendant II
A4 -13
17.86
18.30
18.76
1923 .
19.71
2020
2071
21.23
21.76
22,30
22.86
SW Oparzaor II
A4 -1.
18.50
18.96
19.44
1992 .
2042 .
20.93
21.45
21.99
22.54
2310
23.68
SW O for 111
A4 -F
19.90
20.40
20.91
21.43
21.97
22.51
23 08
23.65
24.25
24.85
25.47
Courtin ¢a
A4 -0
24.83
2545
26.09
26.74
27.41
28.09
28.79
29.51
30.25
31.01
31.78
Jan -15
StaP
Step
Stop
✓ob T/0a
Grads
Step 1
Slap 2
Slap 3
Stap 4
Slap 5
Stay 6
7
Step 8
Stap 9
10
11
2.50%
2.50%
2.50%
2 -50%
2.50%
2 -50%
2.S0%
2.50%
2.50%
2.50%
Scale Attendant
A4 -A
14.22
14.58
14.94
15.31
15.70
16.09
16.49
16.90
17.33
1776
18.20
Laborer
A4 -13
15.68
16.07
16.47
16.88
17.30
1774
18.18
18.64
19.10
19.58
20.07
SW Allcndant 1
A4 -C
17.29
1772
18.16
18.62
19.08
19.56
20.05
20.55
21.06
21.59
22.13
SW AtWndanl II
A4 -D
17.95.
18.39
18.85
19.33
1981 .
20.30
20.81
21.33
21.87
22.41
22.97
SW Operator 11
A4 -1=,
18.59
19.06
19.53
20.02
20.52
21.04
21.56
22.10
22.65
23 22
23.80
SW Operator Ill
A4 -1`
20.00
20.50
21.01
21.54
22.08
22.63
23.19
23.77
24.37
24.98
25.60
Sw Operation'
Cuordisalur
A4 -O
24.95
25.58
25.22
26.87
27.54
2823
28.94
29.66
30.40
31.16
31.94
Jul -15
Slap
Step
Stop
Job T /t/e
Grado
S 1
Sta 2
S 3
Sta 4
Sta 5
S 6
7
Ste a
S 9
10
11
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
0 -5096
Scala Aticndant
A4 -A
14.65
15.01.
15.39
15.77
15.17
16.57
16.99
17.41
17.85
18.29
18.75
Laborer
A4 -13
16.15.
16.55
16.97
17.39
17.82
18.27
18.73
19.19
19.67
2017
20.67.
SW Altcndant I
A4-C
17.81
18.25
18.71
19.17
19.65
20.15
20.65
21.17
21.69
22.24
22.79
SW Attendant II
A4-I3
18.48
18.95
19.42
19.91
20.40
20.91
21.44
21.97
22.52
23.08.
23.66.
SW Opamtor II
A4 -F
19.15
19.63
20.12
20.62
21.14
21.67
22.21
2276
23.33
2392
24.51
SW Operator III
A4 -F
20.60
21.11
21.64
22.16
22.74
23.31
23.89
24.49
25..10
_25.73
26.37
SW oparatiaen
Conrdinutar
A4 -O
25.70
26.34
27.00
27.68
28.37
29.08
29.81
30.55
31.32
32.10
32.90
Jan -16
S[ep
Slap
Slap
Job T/da
Grade
S 1
Sftp 2
S 3
Sta 4
Sla S
S 6
7
S/a p 8
5 9
10
11
250%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
Scale Attendant
A4 -A
15.09
15.46
15.85
16.25
16.65
17.07
17.49
17.93
18.38
18.84
19.31
Laborer
A4 -13
16.63
17.05
17.47
17.91
18.36
18.82
19.29
19.77
2026 .
2077
21.29
SW Attendant I
A4-(f
18.34
18.80
1927 .
1975
2024
20.75
2127
21.80
22.34
22.90
23.48
SW Attendant II
A4 -D
1904 .
19.51
20.00
20.50
21.02
21.54
22.08
22.53
23.20
2378
24.37
SW Operator II
A4 -F
19.72
20.22
20.72
21.24
21.77
22.32
22.87
23.45
24.03
24.63
25.25
SW Opamtor III
A4 -F
21.22
21.75
22.29
22.85
23.42
24.00
24.61.
25.22
25.85
26.50
27.16
SW Operauons
Coordinator
A4 -G
26.47
27.14
27.81
28.51
29.22
29.95
30.70
31.47
32.26
33.06
33.89
Jefferson County Public Works & Teamsters Local Union 9589 -- CBA January 1, 2014 to December 31, 2016. Ratified
Page 21 of 28:
A,5 Operations Positions
There are five
wage grades of Operations positions
in the
Public
Works Department.
Individual
job
duties
are outlined in
the job descriptions for each wage grade.
Grade
Position Title
A5 -A
Flagger
A5 -13
Laborer
A5 -C
Operator I
A5 -D
Operator II
A5 -E
Operator III
A5 -F
Area Road Supervisor
A.5.1
Wages Operations Career Track
A.5.2
In addition
to the provisions of A.2 above, recruitment
to Grade
11 and
III shall
be by
objective testing
for skill and competency.
2013 and 2014
Job Title
Grade
Step 1 Step 2 Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50% 2.50•/
2.50.0
2.50%
2.5054
2.50%
2.5001
2.50•.
2.50%
2.50%
..3.00%
Laborer
A5 -B
15.60 15.99 16.39
16.80
17.22.
17.65
18.09
18.54
19.01
19.48
19.97
Flagger
A5 -A
14.15 14.50 14.87
15.24
15.62
16.01
16.41
16.82
17.24
17.67
18.11
Operator I
A5 -C
17.20 17.63 18.07
18.52
18.99
1946
19.95
20.45
20.96
21.48
22.02
Operator II
A5 -D
18.96 19.44 19.92
20.42
20.93
21.45
21.99
22.54
23.10
23.68
24.27.
Operator RI
A5 -E
19.90 20.40 20.91
21.43
21.97
22.51
23.08
23.65
24.25
24.85
25.47.
Area Road Supervisor
A5 -F
24.83 25.45 26.09
26.74
27.41
28.09
28.79
29.51
30.25
31.01
31.78
Jan -15
Job Title
Grade
Step 1 Step 2 Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50% 2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
0.50%
Laborer
A5 -13
15.68 16.07 16.47
16.88
17.30
17.74
18.18
18.64
19.10
19.58.
20.07
Flagger
A5 -A
14.22 14.58 14.94
15.31
15.70
16.09
16.49
16.90
17.33
17.76
18.20
Operator I
A5 -C
17.29 17.72 18.16
18.62
19.08
19.56
20.05
20.55
21.06
21.59
22.13
Operator II
A5 -13
19.06 19.53 20.02
20.52
21.04
21.56
22.10
22.65
23.22
23.80
24.39
Operator Ill
A5 -E
2000 . 20.50 21.01
21.54
22.08
22.63
23.19
23.77
24.37
24.98
25.60
Area Road Supervisor
A5 -F
24.95 25.58 26.22
26.87
27.54
28.23
28.94
29.66
30.40
31.16
31.94
Jul -15.
Job Title
Grade
Step 1 Step 2 Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50% 2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
0.50%
_.
Laborer
A5 -B
15.76 16.15 16.55
16.97
17.39
17.83
18.27
18.73
19.20
19.68
20.17
Flagger
A5 -A
14.29 14.65 15.01
15.39
15.77
16.17
16.57
16.99
17.41
17.85
18.29
Operator 1
A5 -C
17.37 17.81 18.25
18.71
19.18
19.66
20.15
20.65
21.17
21.70
22.24
Operator II
A5 -D
19.15 19.63 20.12
20.62
21.14
21.67
22.21
22.77
23.34
23.92
24.52
Operator 111
A5 -E
20.10 20.60 21.12
21.64
22.19
22.74
23.31
23.89
24.49
25.10
25.73
Area Road Supervisor
A5 -F
25.08 25.71. 26.35
27.01
27.68
28.37
29.08
29.81
30.56
31.32
32.10
Jan -16
Job Title
Graob
Step 1 Step 2 Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50% 2.500A
2.50'Ao
2.50%
2.50%
2.50%
2.50%
2.50•/
2.50%
2.50%
1.00%
Laborer
A5 -B
15.91 16.31 16.72.
17.14
17.57
18.00
18.45
18.92
19.39
19.87
20.37
Flagger
A5 -A
14.43 14.79 15.16
15.54
15.93
16.33
16.74.
17.16
17.59
18.03
18.48
Operator l
A5 -C
17.55 17.99 18.44
18.90
19.37
19.85
20.35
20.86
21.38
21.91
22.46
Operator R
A5-D
19.34 19.83 20.32
20.83
21.35
21.89
22.43
22.99
23.57
24.16
24.76
Operator III
A5 -E
20.30 20.81 21.33
21.86
22.41
22.97
23.54
24.13
24.73
25.35
25.99
Area Road Supervisor A5 -F
25.33 25.96 26.61
27.28
27.96
28.66
29.37
30.11
30.86
31.63
32.42
Jefferson County Public Works & Teamsters Local Union 4589 -- CBA January 1, 2014 to December 31, 2016: Ratified
Page 22 of 28:
A.6 WAGE TABLES- Parks Maintenance
There are three wage grades of Parks Maintenance positions the Public Works Department Parks Division.
Individual job duties are outlined in the job descriptions for each wage grade.
Grade
Position Title
A6 -A
Parks Maintenance I
A6-B
Parks Maintenance II
A6-C
Parks Maintenance III
A.6.1 Parks Maintenance Career Track
A.6.2 In addition to the provisions of A.2 above, recruitment to Grade 11 and III shall be by
objective testing for skill and competency.
2013 and 2014
Job Title
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50%
250%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
3.00%
Parks Maintenance l
A6 -A
15.99
16.39
16.80
17.22
17.65
18.09
18.54
19.01
19.48
19.97
20.47
Parks Maintenance I1
A6 -B
17.62
18.06
18.51
18.97
19.45
19.93
20.43
20.94
21.46
22.00
22.55
Parks Maintenance III
A6 -C
19.42
19.91
20.40
20.91
21.44
21.97
22.52
23.08
23.66
24.25
24.86
Jan -15
Job Title
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6 -
Step 7
Step 8
Step 9
Step 10
Step 11
2.50%
2.50•/
2.50%
2.50•/
2.50%
2.50%
2.50%
250%
2.50%
2.50%
0.50%
Parks Maintenance I
A6 -A
16.07
16.47.
16.88
17.31
17.74
18.18
18.64
19.10
19.58
20.07
20.57
Parks Maintenance II
A6 -B
17.71
18.15
18.60
19.07
19.54
20.03
20.53
21.05
21.57
22.11
22.66
Parks Maintenance III
A6 -C
19.52
20.01
20.51
21.02:
21.54
22.08
22.63
2120
23.78
24.37
24.98
Jul -15
Job Title
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50'/
2.50%
2.50%
2.50%
2.50%
2.50'/o
2.50%
2.50%
2.50%
2.500/
0.50%
Parks Maintenance I
A6 -A
16.15
16.55
16.97
17.39
17.83
18.27
18.73
19.20
19.68
20.17
20.67
Parks Maintenance II
A6 -B
17.79
18.24
18.69
19.16
19.64
20.13
20.64
21.15
21.68
22.22
22.78
Parks Maintenance III
A6 -C
19.61
20.11
20.61.
21.12
21.65
22.19
22.75
23.32
23.90
24.50
25.11
Jan -16 _.
Job Title
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50%
2.50%
2.50•/
2.50%
2.50•/
2.50%
2.50%
2.50%
250%
2.50%
1.00%
Parks Maintenance I
A6 -A
16.31
16.72
17.14
17.57
18.01
18.46
18.92
19.39
19.87
20.37
20.88
Parks Maintenance II
A6 -B
17.97
18.42
18.88
19.35
19.84
20.33
20.84
21.36
21.90
22.44
23.01
Parks Maintenance ID
A6 -C
19.81
20.31
20.81
21.33
21.87
22.41
22.97
23.55
24.14
24.74
25.36
Jefferson County Public Works & Teamsters Local Union 9589 -- CBA January 1, 2014 to December 31, 2016 -. Ratified
Page 23 of 28:
A.7 WAGE TABLES - Mechanics
There are three wage grades of Mechanics positions the Public Works Department ER &R Shop Division.
Individual job duties are outlined in the job descriptions for each wage grade.
Grade
Position Title
A7 -A
Mechanic I
A7 -B
Mechanic II
A7 -C
Mechanic III
A.7.1 Wages Mechanics Career Track
A.7.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by
objective testing for skill and competency.
2013 and 2014
Job Tide
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50•/
250%
2.50%
2.50%
2.50%
2.50%
250%
2.50'/
2.50%
2.500%
3.00%
Mechanic I
A7 -A
18.66
19.13
19.61
20.10
20.60
21.12
21.64
22.18
22.74
23.31
23.89
Mechanic II
A7 -13
20.07
20.57
21.09
21.62
22.16
22.71
23.28
23.86
24.46
25.07
25.69
Mechanic III
A7 -C
21.69
22.23
22.79
23.36
23.94
24.54
25.15
25.78
26.43
27.09
27.77
Jan -15
-
Job Tide
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50%
2.50%
250%
2.50%
2.50%
2.50•/
2.50'/
2.50%
2.50%
2.50%
0.50%
Mechanic I
A7 -A
18.76
19.23
19.71.
20.20
20.70
21.22
21.75
22.30
22.85
23.42
24.01
Mechanic 11
A7 -B
20.17
20.68
21.19
21.72
22.27
22.82
23.39
23.98
24.58
25.19
25.82
Mechanic III
'A7 -C
21.80
22.34
22.90
23.47
24.06
24.66
25.28
25.91
26.56
27.22
27.90
Jul -16
Job Title
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50%
250%
2.50'/
2.500%
2.50%
2.50%
2.50%
2.50%
2.50•/
2.50%
0.50%
Mechanic I
A7 -A
18.85
19.32
19.80
20.30
20.81
21.33
21.86
22.41
22.97
23.54
24.13
Mechanic 11
A7 -13
20.27
20.78
21.30.
21.83
22.38
22.94
23.51
24.10
24.70
25.32
25.95
Mechanic IR
A7 -C
21.91
22.46
23.02
23.59
24.18
24.79
25.41
26.04
26.69
27.36
28.04
Jan -16
Job Tide
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
Step 9
Step 10
Step 11
2.50'/
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
250%
2.50%
2.50%
1.00%
Mechanic I
A7 -A
19.04
19.51
20.00
20.50
21.01
21.54
22.08
22.63
23.20
23.78
24.37
Mechanic 11
A7 -B
20.48
20.99
21.51
22.05
22.60
23.17
23.75
24.34
24.95
25.57
26.21
Mechanic III
A7 -C
22.13
22.68
23.25
23.83
24.42
25.03
25.66
26.30
26.96
27.63
28.32
Jefferson County Public Works & Teamsters Local Union #589 -- CBA January 1, 2014 to December 31, 20t6. Ratified
Page 24 of 28'
A.8 Designated Leads and Foreman
Positions identified as Foreman or Lead in Sections A.1, A.3, A.4, A.5, A.6, and A.7 shall be paid as
provided below.
Employees assigned by management to a Lead or Foreman designation will have their wage adjusted by
the percentage identified for the designation as an addition to their hourly rate of pay as calculated by their
grade and step. Employees assigned in writing by a manager to one of the designations listed below for
more than five (5) working days (4 working days for employees assigned to 4/10s) shall receive the
appropriate premium for the duration of the assignment.
A.8.1 Lead Position - 2.5% Premium Pay Differential This designation recognizes that the
position is responsible, in addition to their base duties, for work assignment and work
performance of a crew.
Solid Waste —this differential will be assigned by the Division Manager to supervise a crew.
Road Division — this differential will be assigned by the Division Manager to supervise a
crew of five (5) or more.
Parks Maintenance — this differential will be assigned by the Division Manager to supervise
a crew.
A.8.2 Foreman, Parks and Fields Maintenance Foreman and ER &R Shop
Foreman - 8.5% Premium Pay Differential: In addition to base duties, supervises a
geographic roads area and Roads staff used in that area or Parks and Fields Maintenance and
Operations and staff employed in Parks and Fields Maintenance and Operations. Is
accountable for work assignments and work performance; develops and coordinates work
schedules including financial management related to the operations supervised. This
position is assigned through the approval and adopting of the organization chart for the
Department by the Board of Commissioners.
A.8.3 Road Division Communication Channels - In view of the "team" nature
of the Road Division working crew(s) communications at the team level enhances efficiency
and safety. Accordingly, instructions by non -unit supervisors to work -crew members shall
be passed through the "chain of command" of the designated Foreman, Lead, or senior crew
member on the site to ensure such instructions are coordinated to the entire work crew.
Jefferson Coum Public Works & Teamsters Local Union #589 — CBA January 2015 to December 31. 2016. Ratified
Page 25 of 28
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT
COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION IN TRUST
The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the above Trust. An
enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust.
Jefferson County Public Works
Employer Name
PO Box
Address
Port Townsend WA 98368
City, State, Zip Code
COLLECTIVE BARGAINING AGREEMENT
Teamsters Local 589
Labor Organization (Union) Name
PO Box 4043
Address
Port Angeles WA 98362
City, State, Zip Code
The parties' Collective Bargaining Agreement is in effect from: 4/1/2014 to 12/31/2016
❑ New Account M Renewal – Account No. Approximate Number of Covered Employees 52
INFORMATION CONCERNING TYPE OF EMPLOYER'S B USINESS
Employer is: M Public Entity ❑ Corporation – State of — El Partnership
If employer is a Partnership or Sole Proprietorship please provide name(s) of the owner or partners below:
❑ Sole Proprietorship
BENEFIT PLANS) DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom the Employer is
required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and their dependents with the following
benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust Operating Guidelines which by this reference are made a
part hereof)
COVERAGE IN BARGAINING AGREEMENT For renewals, list all coverages notjust changes.
Monthly Rate
MEDICAL
❑ Plan A
M Plan B
❑ Plan C ❑ WT100
$
1059.42
Life/AD &D
Employee
Dependent
❑ Plan A
$30,000 Life/AD &D
$ 3,000 Life
Plan B
$15,000 Life/AD &D
$ 1,500 Life
El Plan C
$5,000 Life /AD &D
$ 500 Life
$
4.40
Time Loss
Amount
M Plan A
$400 /week
❑ Plan B
$300 /week
❑ Plan C
$200 /week
❑ Plan D
$100 /week
$
16.00
LTD
❑ Long Term Disability Income Plan
$
Waivers
M Additional 9 months Disability Waiver of Contributions – Medical only
$
11.40
MEDICAL TOTAL
$
1091.42
DENTAL
El Plan A
M Plan B
El Plan C
$
87.50
VISION
M Plan EXT
$
14.90
Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes M No. If yes, attach a Subscription
Agreement for each change. A Subscription Agreement must be submitted in advance of the effective date below.
EFFECTIVE DATE OF COVERAGE
The contribution rates above are due effective (month/year) January, 2014 based on employment in the prior month.
Note: Coverage is provided using a lag month, therefore coverage is effective in the month following the month contributions are due.
For example, contributions due effective April based on March employment will provide coverage in May.
EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT
Upon expiration of the above - referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the Trust in the same
amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the Labor Organization either enter
into a successor Collective Bargaining Agreement, which conforms to the Trust Operating Guidelines, or one party notifies the other in writing
(with a copy to the Trust) of its intent to cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the
right to immediately terminate participation in the Trust upon the failure to execute this or any future Subscriptjaq Agreement or to comply with
the Trust Operating Guidelines as amended by the Trustees from time to time. ��
For Employer For Union
3
Title/Assn. Date Title A�s+�l��.��t d/'^
ELIGIBILITY TO PARTICPATE IN TR UST
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 that do not have the required number of hours and contributions in a
month and that 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 OBLIGATIONAND 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 and 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 benefit 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 Teamster Welfare Trust