HomeMy WebLinkAbout102714_ca03Consent 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: October 27, 2014
SUBJECT: AGREEMENT and SUBSCRIPTION AGREEMENT re: Collective
Bargaining Agreement and Trust Participation for the Jefferson County
Sheriffs Office Deputies; Teamsters Local #589 and Washington
Teamsters Welfare Trust
STATEMENT OF ISSUE:
The Collective Bargaining Agreement with Teamsters Local #589 covering the Jefferson County Sheriff s
Office Deputies expires December 31, 2014. Over the past few months, negotiations have been conducted
with the Teamsters Union representative and the Deputies' shop steward resulting in a proposed agreement
which has been ratified by the represented employees in the bargaining unit. 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% - no general wage rate increase for 2015; 1.5% general wage
rate increase effective January 1, 2016; and 1.5% general wage rate increase effective January 1, 2017. It is
also being proposed that the County's monthly contribution to an employee optional deferred compensation
program be increased from $26.00 to $47.00.
Approve and sign the Collective Bargaining Agreement and the Subscription Agreement which expires
December 31, 2017.
REVJEWED BY:
Pi�lip Mo ey, ounty Admi ' or
/ 0 /: �) e -,� Ac/
Date
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 2015 through December 2017
'gSO
ti 4�
r
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
COMMISSIONED DEPUTIES
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
TABLE OF CONTENTS
ARTICLE1- RECOGNITION ...................................................................... ...............................
3
ARTICLE 2- UNION SECURITY ................................................................. ...............................
3
ARTICLE 3 - UNION MANAGEMENT RELATIONS ................................ ...............................
3
ARTICLE 4 - NON - DISCRIMINATION ...................................................... ...............................
4
ARTICLE 5 - UNION AND EMPLOYEE'S RIGHTS .................................. ...............................
4
ARTICLE 6 - PERSONNEL RECORDS ....................................................... ...............................
5
ARTICLE7- EVALUATIONS ...................................................................... ...............................
6
ARTICLE 8 - SENIORITYAND ABILITY ................................................... ...............................
6
ARTICLE 9 - HOURS OF WORK ................................................................. ...............................
7
ARTICLE 10 - OVERTIME COMPENSATION .......................................... ...............................
8
ARTICLE 11- COMP - TIME ......................................................................... ...............................
9
ARTICLE12 - JURYDUTY .......................................................................... ...............................
9
ARTICLE13 - CALL BACK .......................................................................... ...............................
9
ARTICLE 14 - GRIEVANCE PROCEDURE ............................................... ...............................
9
ARTICLE15 - WAGES ................................................................................ ...............................
12
ARTICLE 16 -EDUCATIONAL TRAINING ............................................. ...............................
12
ARTICLE 17 - LONGEVITY ....................................................................... ...............................
12
ARTICLE18 - HOLIDAYS .......................................................................... ...............................
13
ARTICLE 19 - VACATIONS ....................................................................... ...............................
13
ARTICLE20 - SICK LEAVE ....................................................................... ...............................
16
ARTICLE 21- BEREAVEMENT LEAVE .................................................. ...............................
17
ARTICLE22 — MILITARY LEAVE ............................................................ ...............................
17
ARTICLE 23 - UNIFORMS ......................................................................... ...............................
17
ARTICLE 24 - JOB INFORMATION ......................................................... ...............................
19
ARTICLE 25 - HEALTH AND WELFARE ................................................ ...............................
19
ARTICLE 26 -DENTAL .............................................................................. ...............................
20
ARTICLE 27- VISION ................................................................................ ...............................
20
ARTICLE 28 - MAINTENANCE OF BENEFITS ..................................... ...............................
20
ARTICLE 29 - SAVINGS CLAUSE ............................................................ ...............................
20
ARTICLE 30 - LABOR MANAGEMENT COMMITTEE ......................... ...............................
20
ARTICLE 31 - TERMINATION .................................................................. ...............................
21
APPENDIX B EMPLOYEE BILL OF RIGHTS ........................................ ...............................
24
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, 2014 through December 31, 2017
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 I - 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
Sheriffs Office for the purpose of collective bargaining with respect to wages, hours and
other 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.
ARTICLE 2- 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 31 st 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
understood and agreed that the County possesses the sole right to operate the Sheriffs
office 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.
3.3 All conditions of employment provided by County Policy not superseded by this
Agreement with its past practices shall apply to unit employees.
3.4 The Parties recognize the inherent Rights of Management to manage the affairs of the
Employer; however in the exercise of Management Rights the administration of
discipline after trial period is satisfactorily completed shall only be for just cause.
3.5 The parties recognize the Sheriff has absolute authority with respect to Deputy
Assignments.
ARTICLE 4 - NON - DISCRIMINATION
4.1 The parties agree that there will be no discrimination against any employee because of
their race, sex, age, religion, color or ancestry, in the administration or application of the
terms of this agreement. Claimed violations of this sub - Article 4.1 shall not be subject to
Article 13, Grievance Procedure, but must be resolved/adjudicated in other appropriate
forums.
4.2 No employee covered by this agreement shall be discriminated against because of
membership in the Union or lack thereof, or activities on behalf of the Union; provided,
however, Union activity shall not be conducted during working hours or be allowed in
any way to interfere with the Employer's operations.
ARTICLE 5 - UNION AND EMPLOYEE'S RIGHTS
5.1 An Employee acting within the limits of the authority established by the Employer, who
is injured during the performance of assigned duties, shall report all injuries within that
shift to the appointing authority.
5.2 Duly authorized representatives of the Union shall be permitted access to the properties
of the Employer at reasonable times for the purpose of observing working conditions and
transacting Union business; provided, however, that the Union Representative first
secures approval from a designated Employer Representative and that no interference
with the work of Employees or the proper operation of the Employer shall result.
5.3 The Employer agrees to provide bulletin board space for posting of official Union notices
which shall be signed by a responsible agent of the Union.
5.4 The Union shall be permitted to establish job stewards. The duties of the job steward
shall be to give the Union notice of new Employees hired and to receive complaints and
if not resolved as provided in Section 13.6 will be communicated to the Business Agent
of the Union, who in turn will take the matter up with the Employer. The discussion of
Union business and the investigation of grievances shall take place during the Employee's
free time or before or after shift. In the event the investigation of grievances is not
possible during the Employees free time before or after shift the Shop Steward shall be
allowed a reasonable amount of time during working hours to perform this function,
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 to RCW
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 unfavorable 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.
#7. All discipline letters and complaints shall remain as part of the personnel file and
expire after two (2) years from the date of the letter or action, unless they remain active
due to an ongoing progressive disciplinary action. Expired records shall be so noted
including the date of expiration. Expired records may not and shall not be used as a
condition precedent to any future disciplinary action.
ARTICLE 7— EVALUATIONS
7.1 Evaluation reports will cover a specific period of time and should be based on
documented performance during that period. Evaluation reports will be completed by
each employee's immediate supervisor. Other supervisors directly familiar with the
employee's performance during the rating period should be consulted by the immediate
supervisor for their input. All sworn and civilian supervisory personnel are expected to
attend an approved supervisory course that includes training on the completion of
performance evaluations within one year of the supervisory appointment. Each supervisor
should discuss the tasks of the position, standards of performance expected and the
evaluation criteria with each employee at the beginning of the rating period. Supervisors
should document this discussion in the prescribed manner. Assessment of an employee's
job performance is an ongoing process. Continued coaching and feedback provides
supervisors and employees with opportunities to correct performance issues as they arise.
Non - probationary employees demonstrating substandard performance shall be notified in
writing of such performance as soon as possible in order to have an opportunity to
remediate the issues. Notification should occur at the earliest opportunity, with the goal
being a minimum of 90 days written notice prior to the end of the evaluation period.
Employees who disagree with their evaluation and who desire to provide a formal
response or a rebuttal may do so in writing within 15 days.
7.2 Except for exigent circumstances, evaluations shall encompass a period no longer than
one year. All employees shall be presented with their evaluation generally within 30
days after the period being evaluated. The Department shall inform Deputies of the
details of evaluation criteria prior to including that criteria in a Deputies evaluation.
Consistent with Section 3.4 failure to inform a deputy of evaluation criteria may be
subject to the Grievance Procedure to remedy any adverse evaluation using criteria the
Deputy was not reasonably made aware of.
7.3 Performance evaluations resulting in an assessment that is less than "meets standard,"
shall be utilized for appropriate separate performance improvement plan.
ARTICLE 8 - SENIORITY AND ABILITY
8.1 Seniority according to this agreement shall consist of the continuous service of the
employee with the Sheriff s Office. No employee shall have his/her seniority established
prior to completing the probationary period with the Sheriff's Office. The employee's
earned seniority shall not be lost because of absence due to illness or authorized leaves of
absence. The seniority list shall be brought up to date each year on January 1, and posted
in a conspicuous place.
8.2 Probationary Period: All employment within a classification of the Sheriff s Office shall
be probationary for the first twelve (12) months of employment. If the employee's
performance does not meet the standards established by the Sheriff during the
probationary period, or if it is otherwise deemed advisable to terminate the employment,
the employee may be terminated without recourse to any provision, article or section of
this Agreement. This probationary period may be extended, one rime, 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
Sheriffs 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 Sheriff s 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 Lateral Entry. The Sheriff may, within budgetary constraints, waive up to eighteen (18)
months of the break in period for previously experienced commissioned personnel. (See
Article 13, Section l.) This waiver shall not act as a reduction in the Probationary Period
as set out in § 8.2 above.
8.7 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
5 t 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 Sheriff s Reserve. Extra Details that compensate a
Deputy less than 5`h.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.
ARTICLE 9 - HOURS OF WORK
9.1 Five (5) consecutive days of, eight (8) consecutive hours, or four (4) consecutive days of
ten (10) consecutive hours or a schedule of consecutive twelve (12) hour shifts shall
constitute a week's work.
9.1.1 Except for a period of exigent circumstances, prior to making a workweek change
the Sheriff shall give sixty (60) days' notice of the intended change. The Union
shall have not less than thirty (30) days to work with the Sheriff regarding the
details of such intended change in workweek. Deputies shall have no less than
thirty (30) days' notice of any schedule to be adopted by the Sheriff. The County
shall meet all of its RCW 41.56 obligations to bargain the impact of a workweek
change
9.1.2 In the event the Sheriff shall assign personnel to "special operations" (generally
no more than two weeks in duration) and special operations necessitates
prolonged duty status the Sheriff will not violate §9.1 above in scheduling
employees so assigned to non - consecutive days off during the period of the
special operation. Officers assigned non - consecutive days off will be granted an
extra day -off without loss of pay upon request and by mutual agreement.
9.2 Work Breaks. Employees are employed in activities that may preclude the observance of
set lunch and /or break periods. It is agreed that statutory lunch and break requirements
shall be satisfied by employee observance of lunch and breaks on an intermittent basis or
pursuant to the County Personnel Policy or as assigned during any work period and no
employee shall be deemed to have been required to forgo a work break unless that
employee made a request of their supervisor and was denied an opportunity to take the
requested break. Observance of intermittent breaks shall comply with work break
requirements of law. As provided in RCW 49.12.187 this section shall constitute
"agreement".
9.3 Shift Bidding: Prior to vacation bid for the following year, the schedule will be released
for the next whole year. Each shift, which is now filled by a deputy, will be labeled "A,
B, C, D, etc." These shifts will continue to rotate between nights and days every three
months. By seniority, each deputy will pick their shift for the year (A shift, B shift, C
shift, etc.). This section does not infringe upon the Sheriffs ability to order Deputies to
alternate temporary assignments for exigent circumstances.
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.
10.5 If an Employee is required to report between shifts (between the end of an employee's
scheduled shift and the start of their next scheduled shift) with less than twelve (12) hours
of rest, the employee shall earn pay at the overtime rate for those hours prior to the
twelve (12) hour period. This section shall not apply whenever an employee is deprived
of the twelve (12) hour rest period as a result of a change of work hours at his/her own
request or to meet training and /or mandatory monthly meeting requirements.
10.6 Nothing in this Agreement shall prohibit the Sheriff and an employee from entering into
an alternative schedule by mutual agreement where agreement is to the benefit of the
County as determined by the Sheriff and when there is no increase cost to the County
resulting from the adoption of the alternative schedule. All alternative schedules shall be
in writing and signed by the parties with a copy to the Union and the Human Resource
Manager.
ARTICLE II - COMP -TIME
11.1 Effective upon ratification all overtime will be paid in by warrant and comp -time
accrual will be discontinued. Employees who have a comp -time balance will continue to
use banked comp -time as in the past. In the event the Sheriff should adopt a comp time
program for any one Office employee covered by this Agreement the same benefit shall
be available to all other unit employees.
ARTICLE 12 - JURYDUTY
12.1 Employees called for Jury Duty in any Municipal, County, State or Federal court shall
advise the County upon receipt of the call and, if taken from his/her regularly scheduled
work for jury duty, shall be paid at his/her regular hourly rate for those hours that the
employee would have spent on his/her regularly scheduled shift, less compensation paid
for Jury Duty.
ARTICLE 13 - CALL BACK
13.1 An employee called back to work on other than his/her normal work schedule shall be
compensated a minimum of two (2) hours at the overtime rate of pay. Hours worked
beyond the two (2) hour minimum shall continue to be paid at the overtime rate until
relieved of duty. Court time on other than the employees regular work schedule shall be
compensated as call back. Call back to Court for witness duty or call -out on a Holiday
shall be actual time spent with a minimum of three (3) hours.
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 grieveable
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 Sheriffs investigation will be completed in a reasonable length of time.
14.4 PARTIES RIGHTS AND RESTRICTIONS:
A party to the grievance shall have the right to record a formal grievance meeting
at the expense of the requesting party.
2. An Employee may have a Union representative present at all steps of the
grievance procedure.
3. Reasonable time in processing a grievance will be allowed during regular working
hours for the shop steward, with advanced supervisory approval.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
5. Grievances of an identical nature, involving an alleged violation of the same
Article, section, etc., concerning the same subject matter, may be consolidated.
6. 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 any commutation
between County Management /Administration and a recognized County
representative shall be defined as confidential.
14.5 ELECTION OF REMEDIES. The use of this grievance procedure will constitute an
election of remedies. An employee seeking redress through the Labor Agreement may
not seek judgment of the same matter through the Civil Service Commission.
14.6 STEPS IN THE GRIEVANCE PROCEDURE:
Step #1. The employee and /or their representative or the County 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 their 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 to the employee and the representative involved.
Step #2. If the employee feels the immediate supervisor has not resolved the grievance,
the employee may appeal to the Sheriff. At this time, all supporting documents and
evidence relative to the grievance shall be included with the appeal. The Sheriff shall
hold a formal meeting with the employee and their 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 Sheriff within twenty (20)
working days from the close of the formal meeting.
Step 43. If the employee feels the Sheriff has not resolved an economic grievance, the
employee may appeal to the Jefferson County Commissioners. At this time, all
supporting documents and evidence relative to the grievance shall be included with the
appeal. The Commissioners or their designee may 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.
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 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.
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.
(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
17.2 Longevity Pay shall be paid in a lump sum to eligible employees in the November pay
which will be received by employees in early December of each year. Early terminates
are subject to adjustment in their final check. In an employee's first year of eligibility
payment will be prorated through November and Annual thereafter.
17.3 Shift Proration. The above amounts are based on an eight (8) hour shift. Longevity 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 with over five years
longevity will receive 7/8 of longevity amount (7 hour shift employee with five years
employment, 7/8 of $400 = $350).
ARTICLE 18 —HOLIDAYS (for employees on Monday- Friday schedule or equivalent)
New Year's Day
January 1 st
Washington's Birthday
3rd Monday in February
Memorial Day
Last Monday in May
Independence Day
July 4th
Labor Day
First Monday in Sept.
Veterans Day
November 11th
Thanksgiving Day
Fourth Thursday in Nov.
Day after Thanksgiving
Fri. after Thanksgiving
Christmas Day
December 25th
Two (2) Floating Holidays
216
18.1 Floating holidays to be determined by mutual agreement between the Employee and the
Employer, with seven (7) days advance notice.
18.2 If a person's day off falls on a holiday, they get one day off for that holiday, or an extra
day's pay at straight time.
18.3 Any employee working on a holiday shall receive their regular rate of pay (at straight
time) in addition to time and one -half for all hours worked.
18.4 Any employee who is not required to work on a holiday shall receive their regular rate of
pay (at straight time) regardless of which day of the week the holiday falls.
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.
ARTICLE 19 - VACATIONS
19.1
A The following table applies to employees scheduled to work other than Monday through
Friday, and Article 17 shall not apply to these employees.
Months of
Completed
Employment
. Vacation
Accrual
(Hours)
HOLIDAY
(Total Hours)
AAL Total
Hours
( §19.1.1)
Maximum
Vacation AAL&
Holiday Accrual
0 through 36
80
88
8
176
37 through 60
96
88
8
192
61 through 120
120
88
8
216
121 throu h 180
128
88
16
232
181 and over
160
1 88
24
272
19. 1. A.1 Employees scheduled to work on a holiday listed in Article 17 shall be paid
time and on -half for all hours worked.
19.1. A.2Employees called in from a scheduled day off to work on a holiday listed in
Article 17 shall be paid double time for all hours worked.
B. The following table applies to employees working a Monday through Friday schedule:
Months of Completed
Employment
VACATION
ACCRUAL
Maximum
(Hours)
ACCRUAL /HOUR
0 through 36
80 hours
0.0385
37 through 60
96 hours
0.0462
61 through 120
120 hours
0.0577
121 through 180
128 hours
0.0615
181 and over
160 hours
0.0770
19.1.1 Additional Annual Leave (AAL) shall be allowed off in addition to the time off in 19.1A
and 19.1B
"0 through 120" above, one (1) additional day (8 hours or less based on FTE) shall be
available to employees covered by that section each CALENDAR year.
"121 through 180" two (2) additional days (16 hours or less based on FTE) shall be
available each CALENDAR year.
"181 and over" three (3) additional days (24 hours or less based on FTE) shall be available
to each employee covered by these sections each CALENDAR year.
The additional days available pursuant to this section shall not be carried forward into
another calendar year and are not payable upon termination. .
19.2 Earned vacation leave may be taken at any time during a period of sickness after the
expiration of accumulated sick leave.
19.2.1 A probationary employee shall be allowed schedule forfeitable leave from their
holiday and vacation bank after 9 months of employment. If the employee is
unable to take scheduled time off, the employee shall: 1) be scheduled off by the
Sheriff, or 2) allowed to take scheduled time off, or 3) cashed out at the sheriff's
discretion.
19.3 An employee who, except for an emergency defined as an unforeseeable event fails to
provide a two (2) week advance notification of intent to resign shall forfeit rights to
earned vacation. The two (2) week notice may be waived by the County Commissioners
or their designee. The maximum forfeiture shall not exceed the amount accrued during
the preceding twelve (12) months.
19.4 Seniority order shall prevail for all employee time -off selections (West End Deputies shall
be included in this process, their shifts shall be covered the same as any other Deputy)
made during the "time -off selection period" September 1" through December 31st for
time -off in the next calendar year. Vacation time not selected during the vacation selection
period is subject to forfeiture if the employee has had the contractual opportunity to select
all eligible time off as provided below.
All time off applied for after the time -off selection period will be on a space available
basis.
19.5 All time -off (including unpaid time off) is to be selected as follows. Time -off may
be taken at any time during the year with the welfare of the job being the
determining factor.
1. There shall be three rounds of vacation selection
2. The first round employees, by seniority, shall choose their time off from
available weeks in one (1) continuous period to be selected in round one.
3. The second round employee, by seniority, shall choose their time off from
available weeks in one (1) continuous period to be selected in round two.
4. The third round employees, by seniority, shall chose the remainder of their
eligible time off on a multiple day or single day off basis but not more
than one day of which shall be a holiday.
5. For purposes of accounting for days used during the calendar year the
order of "burn -off' shall be: AAL (19.1.1) Holidays (for employees using
19.I A) regular vacation and then scheduled unpaid time off.
6. The employer shall provide the employees with a schedule to select their
vacation from. That schedule shall state the minimum staffing levels
required by the department for the employees to select available days off.
7. Employees shall have two (2) workdays (not including weekends) to
complete their vacation selection once receiving notice. An Employee
who fails to make a selection during this time, shall forfeit their
opportunity for that respective round.
8. Employees shall have the right to submit any other vacation requests for
the respective year on January 1 st, or after, on a first come first serve
basis. If multiple employees submit their requests on the same day,
seniority shall prevail.
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 maybe 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
and /or supervision. (RCW 49.12) Accrued sick leave, not leave of absence (Section 5.60
PPM), must be used for illness, injury or disability.
20.3 Sick leave is not appropriate and will not be authorized for death in the employee's
family.
20.4 No employee shall receive compensation for unused sick leave greater than the amount
determined as a result of Section 20.5 #2 at the time of retirement.
20.5 The County will make the following payment for sick leave accumulated after August 22,
1978.
1. Upon an Employee's death, the Employee's estate shall be paid twenty -five
percent (25 %) of accumulated sick leave.
2. Upon disability or retirement, the employee shall be paid twenty -five percent
(25 %) of accumulated sick leave.
3. If employment is terminated other than by death, disability or retirement, no
portion of accumulated sick leave shall be paid.
4. In the event an employee's death occurs because of events in the line of duty, the
County may disperse 100% of the employee's sick leave to the employee's
beneficiary. This request shall be presented by the Union to the County, who
reserves the sole right to disperse these funds based upon facts surrounding the
incident.
20.6 Light Duty:
I. No employee shall be put in the position of being on shift by themselves. Light
Duty shall be for the purpose of temporary assignment while a disabled employee
becomes able to resume full duties.
2. Light duty to be determined by the Sheriff, with concurrence of the physician.
3. The Employer shall give letter of request to physician of duties to be performed
on light duty so physician may verify what the Employee may or may not
perform.
20.7 LEOFF -II employees unable to perform their normal duties and working Light Duty
assignments where the pay rate is less than the officer's normal wage or if an officer is
denied requested light duty assignment shall be able to "make up" any deficiency in full
straight time monthly earnings through the use of sick leave. And when sick leave is so
used the required supplemental amount shall be charged against the officer's sick leave
account only on the basis of /2 of the amount required for the wage supplement for work
related disability or illness (i.e.: for each hour used to supplement compensation on 1/2
hour will be deducted from the employees sick leave account).
ARTICLE 21- BEREAVEMENT LEAVE
21.1 Bereavement leave shall be authorized permanent Employees for a maximum of three (3)
days to grieve the death of a member of the Employee's immediate family. "Immediate
family" is defined as follows: Spouse, parent, grandparent, child, grandchild, brother,
sister, mother -in -law, father -in -law, significant domestic partners and step relations of the
same degree.
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 — MILITAR YLEA 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 Sheriff s
Office. Once issued, Personal Uniform items shall be repaired, replaced, and cleaned by
the employee as provided in Article 21.3; Sheriffs 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)
One Hat (w /chin strap and braid)
Belt (Trouser)
Two Shirts -One Long and One Short
One Approved Jacket (max @ 285)
One Necktie
Two Dickeys
Two class A Trousers
Three class B trousers (either black
or green, employee's choice)
Two Bratwear' black and green
shirt
Uniform Shoes /Boot (Sheriff to
provide first $200.00 for initial issue,
employee may upgrade)
Name Bar
One Jumpsuit (summer, winter, all
season at employee's choice)
One Knife
Uniform Items: (Initial Issue)
2 Cartridge Magazines (high
capacity) & Pouch
Breast Badge
Wallet Badge
Gun
2 sets Handcuffs w /Holder
4 Belt Keepers
Duty Belt
One Holster (Gun)
Key Holder
Hat Badge
Two Collar Ornaments
Nightstick ASP (with holder)
Ammunition
OC 10 or equivalent w /Holder
Belt worn Flashlight w /Batteries and
Holder
*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).
All uniforms and equipment required by CJTC for basic academy if employee is
attending (per practice)
23.1.1 Employees employed as Entry shall be issued one (1) class A uniform and the
balance of the Initial Issue supplied upon moving to Step A.
23.1.2 The Sheriff and Union have established a committee to review the "new issue"
list of uniform items and upon full adoption, and budgeting, the agreed list shall
replace the above.
23.2 Employee shall keep uniform items clean and in good repair at all times. The Sheriff
shall post authorized uniform standards. Uniforms shall only be worn in the line of duty
and shall conform to the posted uniform standard. In the event the Sheriff shall authorize
or revise the "Initial Issue" uniform for new employees, all then current employees with
prior issue equipment shall have the option of having the revised /new item supplied to
them at no cost to the Deputy.
23.3 After the employee has completed his/her trial period, an employee required to wear
uniforms in the performance of duty shall receive 5875.00 which amount shall be subject
to normal payroll taxes as ordinary income. This money is for the purchase and /or
replacement, repair and cleaning of authorized Personal Uniform items and the repair and
cleaning of Officer Uniform items.
23.3.1 Employees newly appointed to Detective after the adoption of this agreement
by the Board of County Commissioners shall, once in their career, receive a $500.00
clothing and equipment allowance.
23.4 Uniform allowance shall be paid by payroll warrant no later than the end of the second
full week in February of each year according to the amount listed in 23.3. On an
employee's first anniversary they shall receive their allowance pro -rata to December 31
and thereafter each February. Upon termination of employment for any reason
employees who have received their annual allowance shall reimburse the County pro -rata
through December 31 with the amount deducted from the final compensation settlement
with the County.
23.5 Bullet Proof Vests shall be provided to officers as necessary protective safety equipment.
Same will be replaced as required to maintain employee safety.
23.6 The Sheriff shall replace or repair articles of personal clothing damaged while in the line
of duty.
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.
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.
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.
ARTICLE 26 -DENTAL
26.1 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.
ARTICLE 27 - VISION
27.1 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.
ARTICLE 28 - MAINTENANCE OF BENEFITS
28.1 Effective with January hour's payable in February 2006 the County shall be responsible for
85% of the required contribution for the benefits provided in Sections 25.1, 26. 1, and 27.1
with employees responsible for 15% of the required contribution.
28.2 The Parties agree that either party may open Article(s) 25, 26, 27 or 28 for the purposes of
renegotiation in the event of any adverse regulation or legislation, including any form of
tax imposed on health care plans, changing the existing County cost of providing benefits
to Deputies or the Deputies' Contractual cost of retaining benefits. This section does not
apply to the normal historic changes in cost associated with Plan Trustee action establishing
contributions based on utilization.
ARTICLE 29 - SAVINGS CLAUSE
29.1 Should any provisions of this agreement be found to be in violation of any Federal, State
or Local Law, all other provisions of this agreement shall remain in full force and effect
for the duration of this agreement.
ARTICLE 30 - LABOR MANAGEMENT COMMITTEE
30.1 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 Manager 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.
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, 2017.
SIGNED THIS DAY OF
JEFFERSON COUNTY
BOARD OF COMMISSIONERS
John Austin, Chair
Phil Johnson, Member
David Sullivan, Member
2014.
TEAMSTERS LOCAL #589
ark Fuller, Secretary - Treasurer
Approved as to form: I Z)12
Civil Prosecutor
a r
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, 2014 through December 31, 2017
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:
The Wage Table for 2015 shall not be increased over the 2014 rate, 1/1 /16 the
table shall be increased by 1.5 %, and as of 1/1/17 another 1.5 %.
2014 & 2015
Entry
Step A:
Step B:
Step C:
Step D:
Step E:
Step F:
$24.03
$26.93
$28.41
$29.92
$31.39
$32.97
$34.62
2016
Entry
Step A:
Step B:
Step C:
Step D:
Step E:
Step F:
$24.39
$27.33
$28.84
$30.37
$31.86
$33.46
$35.14
2017
Entry
Step A:
Step B:
Step C:
Step D:
Step E:
Step F:
$24.76
$27.74
$29.27
$30.82
$32.34
$33.97
$35.67
A.1 Effective January 1, 2009, and for subsequent years as noted, for employees employed on
the date of ratification, the Pay Grades and rates of pay for each Pay Grade covered by
this Agreement shall be as follows:
A.2 Additional Compensation:
A.2.1 Detectives Pay: In addition to wages in A.1 employees classified by the Sheriff
as Detectives shall receive an additional $75.00 per month as an offset against incidental
expenses and for non - patrol duties.
A.2.2 K -9 Officers: In recognition of additional duties performed by employees
assigned by the Sheriff as K -9 Officer who must care for the K -9 while off duty, the
assigned officer shall receive 0.5 hours of pay, at time and one half, per day in addition
to any other compensation paid at time and one half.
A.2.3 Field Training Officer: Employees assigned by the Sheriff, or his designee, to
perform the duties of FTO for the majority of a shift shall, in addition to all other
compensation for that day, receive one (1) hour of additional paid time, paid at time and
one half, to be added to the employee's time card.
A.3 New employees shall be paid Entry wages until completion of the Academy (not more
than 12 months) and shall be promoted to Step A the pay period following graduation.
Progression through the steps after completion of the Academy shall require a full 12
months in the step before moving to the next step.
A.3.1 Upon approval of the Sheriff and BOCC or their designee lateral entry officers
may begin at Step B or C, depending on experience credit given by the County.
A.3.2 Progression from Step A to B shall require a full 12 months in Step A and the date the
employee begins Step A shall be their progression anniversary for subsequent steps.
Deferred Compensation Program
A.4 Effective January 1, 2015, a contribution of $94.00 per month will be made to the
employee's choice of one of the Deferred Compensation Plans currently offered by the
County. The employee will contribute $ 47.00 of this amount with the Employer
matching that amount.
A.5 In the event the plan should provide for individual deferral the Employee may defer any
amount they chose in accordance with the plan.
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.
B.4 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 Sheriffs Office. You are hereby ordered to answer the questions
that are put to you that relate to your conduct and /orjob 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.
B.4.1 Constitutional Rights or Privileges: When the investigation becomes in furtherance of the intent
to prosecute for a criminal offense, the officer charged with or suspected of committing a criminal
act shall be afforded the same constitutional rights or privileges or guarantees enjoyed by any
person. This section shall not deprive the County of the right to pursue the investigation
administratively under Section B.3.
N ASHINGT€ "s TEMISTERS NVELLAU TRUST
SUBSCRIPTION AGREElIE`T
COLLECTIV E B. IRG4E\T\G,4GREE_VE.N'IPROtIDLI'G FOR P.4RIICIP4170A'L\ FRUST
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Jefferson Co. Sheriffs De pugs Teamste5 Local 530
Employer Name Labor Orgmaaation (Caioa) Name
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BE THTPLIV (S')DES'IG- NAIEDL\'COLLECMEBARG ML GAGREEI7ENT
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ASll thee be my cm ee chaages before the Coltectwe ❑ Yes ❑ No If yes. mtscb a Subsmpnm
Agreement for each ciianp. AsabscripbanA reemmt mast be sebmitmed m adrame of the effeciire date below.
EFFECTD E F) FFE OFCOT ER #GE
The matrt3uboa Late; abosv are due efiechim (mmnth`yvz) hmm. 2015 based on ®ployment m the prior moffh
dote: Cmawage i prmided n7brg a tag mmuh, the *Te cm wage L erQerdi a ire the monA follmtairg tha month cwmiburron. are due.
For xrample, cweribudotu doe 61=eAprel based on Sdarrh wnplmntenr u+ill prmide crostage in UT,
LMR4HONOFCOLLECIIVEBARG L\UXAGREE_SFENT
Upon esparanon of the abv%e efEeaced CaUecure Bargamiug Agreement the Employer agrees to coam to ro canmbare to & TM5c m the s.ffi
amount sad mmater as requed m the Colleca%s, Barp -inu g Agceetem not such ame as the Emplo),er and d* Labs Organusnou ever eater
mto a surccessm C'ollecw,re Bargaining Agreement. which comfi s to the Tmt Clpetsung Gmdelmes. a one party naabi the ad ca wntmg
(rwth a cape to the Trust) of m mien4 w cancel such obhgmon 5:e (5) days abet recenmg notice;. uiucha- oc= first the Trua;t resenm dw
tight to unmedeately temmsae paa capaucn m the Tmst Wou the failure to a --me this a any fugue Subsmpq� Aggraeunat or to comply wirb
the Tmst Dperamig Gm&lmm as amended by the Tm mes from ume to care. // /
For Employer Far union
i
Tide Asses Due role Date
£LIGIBILIFFFDP.4RIICPATE Lt' IRi SF
Eligibility for benefit is detemaued in accordance with the requireauiuts established in the Collective Bargaining Agreement provided
such requitetffints are consiusm with the Trust guidelines. To establish eligibility for benefits, bust guidelines require that eligible
employees must have doe required number of hour: in a mandaa and hate the contractually required contributions paid on their behalf.
zLk xs vuv a_cw.+.al a uaex�.u,l - Y
etigible,ahas the coutwaially reywred mmmber of hour per ruonth. and has the requir=ed contribution, made. The Trust.. lwserer. R-M
not recognize any contractual protisioa that conditions contained eligibility on having less than 40 or more than to hours in a month
Eligibility sill end according to the Trust's policy for employees that do not hare 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 da the
Trust oalypursusnt to a written special agreement approved in whang by the Trustees. •Ihe Tnrstees resent the right ±o recover ant' and
all benein provided to ineligible individuals from either the melieible individual receiving the benefits or Ste employer resltonsibie for
misreporting them (if applicable)
REPORM'G OBLIG.I11ON.d.ND CON S €QVENCES OFDELLS`QIT —\Cie
Employer contributions are due no later than ten (10) days after the last day of each maamh for which contributions are due. The
Emltlogcr acknowledges that in the event of any delinquency. the Trost Agreement provides for the payment of liquidated damages..
merest and attorney fees and costs insured m coltectmg the delinquent amounts.
TRf-5 EEVAITHORIITIODEFER-11 'IMISOFPL -LYS
The parties recognize that the detail of the benefit plans provided by the Trust and the Hiles under which svployees and their dependents
shall be eligible for such benefit/ is determined solely by the Board of Trustees of the Trust in accordance s-hh the terms of the
gostrniag Agreement and Eredarauan of Trust (Trust Agaeemeni) The Trustees retain the sole discretion and authority to iaterpro the
terms of the Trust's benefit plaus. the plates' eligrbiliry• regnsemments. and other matters related to the administration and operation of the
Trust and its benefit plans The Trustees may modify banefm or eligibility of any plan for the purpose of cost contaimem. cost
management. or changes in medical echmalogy and treatnrem.
1iECHCNTSilFOR FL- LNDLUG C 0.NTM U IOti EVCRLIS'E.S
The Tmstef authority shalt include the right to adjust the coatrriburson rates to support the benefit plans oHesed by the Trust and to
maintain adequate resents to cor er nag eiteuded eligibility and the Trusts contingent liability.
The pauses reeoguize that it is the intent of the Trutt not to provide employee benefit plans for tens than due full cast of any such plan. If
the Collective Bargaining Agreemeat does not preside a mechanism for fully Grading the designated benefit plans. the Board of Trustees
mug substitute a plan then a +.citable that is fully suppaarted by tug emptoytr's conirihetian ahtigations The drspositioa of any guess
emptoyer contributions silt be subject to the collective bamammig process
.4CCEPI.- LYCEOFIRLS7.fGREE_VE T
The Employer and the labor Organization accept and agree to be bound by the terms of the bust Agreement governing the Trust, and
any subsequent amendments to the Trust Agreement. The parties accept as their representatives far purposes ofparitapatine in the Trust
the Trustees seeing on the Board of Trustees and their duty appointed srxcessors.
1§ovided, however. that m the event that either Section 2 or 3 of Article IM of the Trust Agreement is amended to change or modify an
Employer's liability as specified therein such amenamem will not be deemed applicable to an Emplaym umt7 such time as the Employer
erasers into a successor Collective Baignacag Agreement after the espirattou of due Employes s. rhea current Collectiv-e Bargining
Agreemett
APPROVAL OF TRUSTEES
This Agreement has begat Waved by the Board of Trustees of the Washington Teamsters Welfue Trust.
Date
Administrative Agent
Washington Teamster Welfare Trust