HomeMy WebLinkAboutTeamsters - Central Services 2015-2017, Local Union No. 589 - 072015CC
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AGREEMENT
By and Between
JEFFERSON COUNTY
CENTRAL SERVICES DEPARTMENT
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF
TEAMSTERS
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Effective: On County Adoption, 2015
To: December 31, 2017
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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:
6.2 DEFINITIONS
6.3 TIME LIMITS:
6.4 PARTIES RIGHTS AND RESTRICTIONS:
6.5 STEPS IN THE GRIEVANCE PROCEDURE:
6.5.1 Step #l:
6.5.2 Step #2:
6.5.4 Step #3
6.5.7 Step #4:
ARTICLE 7 - HOURS OF WORK AND OVERTIME:
ARTICLE 8 - CALL BACK TIME:
ARTICLE 9 - RESERVED SECTION
ARTICLE 10 - WAGES:
ARTICLE 11 - LONGEVITY:
ARTICLE 12 - HOLIDAYS:
ARTICLE 13 - SICK LEAVE:
ARTICLE 14 - VACATIONS:
ARTICLE 15- HEALTH AND WELFARE:
ARTICLE 16 - MAINTENANCE OF BENEFITS:
ARTICLE 17 - BEREAVEMENT LEAVE:
ARTICLE 18 - TIME OFF WITHOUT PAY:
ARTICLE 19 - TERMINATION:
APPENDIX A— WAGE TABLE
Jefferson County- Central Services
& Teamsters Union Local #589 GSA for 2015 through December 31, 2017
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12
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JEFFERSON COUNTY CENTRAL SERVICES DEPARTMENT
January 1, 2015 through December 31, 2017
PREAMBLE
It is hereby agreed between JEFFERSON COUNTY, the Employer and TEAMSTERS LOCAL
#589, the Union that the employment of all employees working in the CENTRAL SERVICES
DEPARTMENT, as shown in Appendix "A" shall be governed by the following conditions.
Employees of the Central Services 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 Central Services 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 I - 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 of the Union shall remain members in good standing and
those who are not members on the effective date of this agreement shall on the 31st day
following the effective date of this agreement become and remain members in good
standing in the Union. It shall also be a condition of employment that all employees
covered by this agreement hired on or after its effective date shall on the 31st 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 whom 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 (i.e. casual labor or Clerk Hire)
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. It is agreed that part -time, casual labor or Clerk Hire employees
shall not be used to supplant regular unit personnel.
1.2 Part -time employees, who are not "extra help," "Casual Labor," or "Clerk Hire" may
perform bargaining unit work. All benefits conferred by this contract shall be prorated on
the basis of hours compensated to the part -time employee in relation to 2080. The parties
agree that part -time employees will not be used to supplement historic full time jobs except
for bona fide employee accommodation and job share situations.
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8 Teamsters Union Local 4589
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CBA for 2015 through December 31, 2017
1.3 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.
1.4 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.
1.5 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.
1.6 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 Central Services 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.
Employees shall be given at least two 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 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 employees performance was
satisfactory in that position, and provided the employee is qualified to perform all the
duties of the position they are "bumping" to (and possesses required licenses and
certifications). 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.
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& Teamsters Union Local #589
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CBA for 2015 through December 31, 2017
3.3 For up to thirteen (13) months after layoff, employees shall be informed of openings in
positions or classifications for which the employee is qualified, by mail to the address on
file in the Payroll Section of the Auditor's Office. The employee shall keep the Payroll
Section of the Auditor's Office informed of their current address. During this one (1) year
period, laid off employees shall be given consideration to fill openings for which the
employee is qualified. Employees in lay off status are responsible to submit a letter of
interest, resume or completed application for a position they are interested in. They may
apply during the "in house," application period. Employees shall be notified of openings as
provided in the Jefferson County Personnel Administration Manual [Chapter 10, Section
10.1.21.
3.4 For the purposes of re -hire from layoff status, seniority shall be determined by years of
continuous service as an employee of the County. Seniority shall be lost after thirteen (13)
months in layoff status.
ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS.
4.1 No employee shall have his/her seniority established prior to completing one hundred and
eighty two (182) consecutive days employment with the Employer, which period may be
extended one time up to an additional ninety (90) days by giving the employee and Union
twenty (20) days notice of such intended action by the County.
4.1.1 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 Central Services Director, then the seniority of the employee shall be
considered.
4.1.2 Seniority according to this agreement shall consist of the most recent continuous
employment with the Employer in a bargaining unit position. The employees'
earned seniority shall not be lost because of paid absences due to illness or
authorized leave of absence, or due to a temporary layoff.
4.2 Employees being promoted to a permanent higher classification shall have a 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. The Trial Period may be extended by mutual
agreement.
4.2.1 A promoted employee may use up to two (2) weeks of accrued vacation during
their promotional trial period with the approval of their Department Director.
ARTICLE 5 - PROGRESSIVE DISCIPLINE.
5.1 The Parties recognize the inherent Rights of Management to manage the affairs of the
Employer; however in the exercise of such Management Rights the administration of
discipline after trial period is satisfactorily completed shall only be for just cause.
Jefferson County- Central services
& Teamsters Union Local #589
Page 3
CBA for 2015 through December 31, 2017
5.1.1 Disciplinary procedure will be the same as the Jefferson County Personnel
Administration Manual. Adopted December 15, 2003 as amended, or its substantive
equivalent.
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 employee's 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 actions shall remain in the employee's 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.
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 employee's 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 level;
• To provide an orderly procedure to handle the grievances 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 or policy.
WORKING DAY: Exclusive of Saturday, Sunday and holidays.
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& Teamsters Union Local #589
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CBA for 2015 through December 31, 2017
EMPLOYEE: Any employee of the Jefferson County Central Services Department covered
by this Agreement.
IMMEDIATE SUPERVISOR: The person who assigns, reviews or directs the work of an
employee.
LABOR RELATIONS ADMINISTRATOR: For purposes of this Agreement, the County
Administrator or his designee.
SUPERIOR: Any person to whom an immediate supervisor reports.
REPRESENTATIVE: A person who appears on behalf of the employee.
DEPARTMENT DIRECTOR: The Director of Central Services 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 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.
6.4 PARTIES RIGHTS AND RESTRICTIONS:
A. A party to the grievance shall have the right to record a formal grievance meeting at
their own expense.
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.
B. Grievances of an identical nature, involving an alleged violation of the same Article,
section, etc., concerning the same subject matter, may be consolidated.
F. 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, will
promptly meet to discuss the complaint with the employee's immediate
supervisor. The supervisor will issue a written decision on the complaint to the
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& Teamsters Union Local #589
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CBA for 2015 through December 31, 2017
employee and the representative involved within twenty (20) working days
following the grievance meeting.
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 Central Services. At this
time, all supporting documents and evidence relative to the grievance shall be
included with the appeal. The Director of Central Services 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 Central Services 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 Director has not resolved the
grievance, the employee may appeal to the County Administrator or designee
within twenty (20) working days of delivery of the Department Director'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 the grievance shall be included with the appeal. The County
Administrator or 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 If the alleged grievance is not settled within twenty (20) working days after either
party 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 the 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 grievant is not satisfied with the decision of
the County Administrator, or designee, within twenty (20) working days after
delivery of the decision and the matter is not referred under Section 6.5.6 or no
Jefferson County- Central services
& Teamsters Union Local #589
Page 6
CBA for 2015 through December 31, 2017
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 Public
Employees Relations Commission. 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
bome 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 patty
or either party may obtain a copy of any recording made by the Arbitrator.
ARTICLE 7 - HOURS OF WORK AND OVERTIME:
7.1 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 518'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, 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 Any employee completing a regular shift that is requested or required 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.
7.4 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.
ARTICLE 8 - CALL BACK TIME:
8.1 An employee required to report for duty after leaving work or on any weekend shall be
guaranteed three (3)) hours call back time paid at time and one half or actual time worked
whichever is greater. 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
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.
8.2 Call back outside the regular hours of work, regular quit to midnight will add an additional
$0.25 per hour. Midnight to regular start $0.50 per hour.
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& Teamsters Union Local #589
Page 7
CBA for 2015 through December 31, 2017
ARTICLE 9 - RESERVED SECTION
ARTICLE IO - WAGES:
10.1 The grade and step system is provided in Appendix A.
10.1.1 If the Union should demonstrate to the County no later than September of any
contractual year that wages of the bargaining unit have become 3% or more
below the average of the standard comparable Counties used by Jefferson
County in making wage comparisons AFTER including the NEXT general
wage increase, the parties agree to meet upon request for the purpose of
discussing a resolution of the disparity as part of the next year's wage
adjustment comparing year to year,
10.2 Step advancements occur once every twelve (12) months on the first of the month of the
employee's anniversary date. See Section 10.6 for promotions.
10.2.1 Employees designated as follows by the County will be paid an additional
amount as indicated provided, however that this agreement does not require
the Director to make such designation:
Lead — 2.5%; Assistant Foreman 5% and Foreman 8.5%
10.2.2 Employees required or assigned by the Central Services Director to perform
the work of a higher classification during the absence or vacancy of an
employee shall during the period of such emergent situation or assignment by
the Central Services Director be paid at a step in the higher classification
which will provide a minimum of a five percent (5 %) salary adjustment above
their current salary.
a) This section does not apply to routine activities while "covering for an
absent employee"
b) This section shall apply to emergent situations
c) This section shall apply when an employee is specifically assigned for two
(2) weeks or more to perform the essential duties of the higher
classification.
10.3 New employees hired into County service in the Department shall be placed at a grade and
step consistent with employee experience, education, and training as evaluated by the
County at the time of hiring. New employees will have their step date established at the
first of the month that is twelve (12) months from their date of hire.
10.4 Employees transferred into the unit by the Employer shall be placed at the appropriate
grade/step without any loss in pay and shall make step advancements based on the step date
from their previous position. All accrued benefits will continue to accrue from the
employee's original hire date with the County.
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& Teamsters Union Local #589
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CBA for 2015 though December 31, 2017
10.5 Employees transferring into the Department at their request shall be governed by the
currently adopted version of the Jefferson County Personnel Administration Manual.
Adopted December 15, 2003 as amended, or its substantive equivalent. Such employees
shall establish a new step date based on the effective date of the transfer. Step increases
will be given at the first of the month of the step date.
10.6 Employees promoted within the Department shall establish a new step date based on the
effective date of the promotion. The first step increase will occur on the first of the month
which is twelve (12) months from the effective date of the promotion.
10.7 Any employee may request a change in classification using the procedures in the currently
adopted version of the Jefferson County Personnel Administration Manual as amended, or
its successor.
ARTICLE 11- LONGEVITY:
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 (5) years employment $ 400.00
(2) Ten (10) years employment $ 800.00
(3) Fifteen (15) years employment $ 1,200.00
(4) Twenty (20) 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 year longevity increment.
ARTICLE 12 - HOLIDAYS:
12.1 The following days shall be considered holidays.
New Year's Day January 1 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
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
One floating holiday
Jefferson County. Central Services
& Teamsters Union Local #589
July 4th
First Monday in Sept.
November I I th
4th Thursday in Nov.
Friday following Thanksgiving
December 25th
Page 9
CBA for 2015 through December 31, 2017
12.2 When a holiday falls on Saturday, the preceding Friday shall be observed; when it falls on
Sunday, the following Monday shall be observed. Employees working on a holiday shall
receive time and one half plus the holiday pay.
12.3 The floating holiday is to be determined by mutual agreement between the employee and
the Department Director.
12.4 Employees who are assigned to work a 4/10 schedule shall be paid 10 hours holiday pay
when a holiday falls during their schedule.
ARTICLE 13 - SICK LEAVE:
13.1 Sick leave is earned by regular and trial employees at the rate of 0.0462 hours for each
straight -time compensated hour of service. An employee may not accumulate more than
1,920 hours of sick leave. To use sick leave, an employee must either be sick or disabled or
have a scheduled health care appointment. Upon request by the Department Director, 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 at least 20 minutes 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.
13.2 Use of Sick leave is also 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
(Jefferson County Personnel Administration Manual Section 5.60), must be used for
illness, injury, or disability.
13.3 Sick leave is not appropriate and shall not be authorized for death in the employee's family.
13.4 The County will make the following payment for accumulated sick leave:
1. 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 Workers Compensation time loss
benefits are less than the amount of the sick leave benefits provided herein for such period,
an employee may receive sick benefits in addition to Workers Compensation time loss
benefits in an amount sufficient to equal the amount of sick benefits they would have
otherwise received as provided herein.
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$ Teamsters Union Local #589 CBA for 2015 through December 31, 2017
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13.6 Light Duty: The Parties acknowledge their responsibilities under ADA and RCW.
ARTICLE 14 - VACATIONS:
14.1 Accrual shall be as provided for in the Jefferson County Personnel Administration Manual
as amended, or its substantive equivalent which provides generally:
Completed
Months of
Service
Rate of Accrual per
Straight Time Hour of
Compensation
Maximum
Hours
Earned
Per Year
0 through 36
0.0385
80.0
37 through 60
0.0462
96.0
61 through 120
0.0577
120.0
121 through 180
0.0615
128.0
181+
0.0770
160.0
14.2 In addition to the schedule listed in the categories above under "Years of Completed
Employment' 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 to 60 and 61 -120 categories -- Two (2) additional days (16 hours or less based on FFE)
shall be available to employees each calendar year.
121 and above 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.
The additional days available pursuant to this section shall be treated as floating holidays
for the purposes of accrual and shall not be carried forward and are not payable upon
termination.
14.3 Employees are to request their vacation time within the first quarter of the year, and if too
many employees request the same period of time off, vacation time will be granted by
seniority. The only valid, approved and authorized vacation schedule is the one filed in the
office of the Supervisor. Accrued vacation unscheduled in the first quarter may be
scheduled by mutual agreement at any time on the basis of "first come, first served ".
14.4 Vacation time is 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 Central Services Director.
14.5 A maximum of ten (10) days accumulated vacation may be carried over from the previous
year. Accumulated vacation time in excess of ten days shall automatically be lost to the
employee on January 1 of each year. If unable to take leave because of employer required
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& Teamsters Union Local #589
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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 in writing by the Department Director. The inability of the employer to allow the
employee to take vacation leave shall be documented by the Department Director at the
time of such denial and be forwarded to the payroll department.
14.5.1 An employee may request an additional 5 -day (five) carryover due to
circumstances beyond their control. Employees may request a carry over when
planning a significant vacation and/or event. The employee must submit the
request to the County Administrator to be paid for the excess days. The request
must be accompanied by a recommendation from the Department Director. The
request must be in writing and must be submitted as early as possible before the
projected vacation date.
In the event an employee makes a request in accordance with this section and the
request is denied and the Union believes such denial may be unjustified the Union
may take the matter up with the Human Resource Manager for resolution.
ARTICLE 15- HEALTH AND WELFARE:
15.1 Health and Welfare Benefits shall be provided to bargaining unit employees in accordance
with Article 16 and the "Washington Teamsters Welfare Trust Subscription Agreement"
attached hereto and by reference a part hereof.
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 with employees responsible for 15% of the required contribution.
16.2 The Parties agree that either party may open this Article 16 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 bargaining unit employees working in the Central Services Department or Central
Services Department employees' contractual cost of retaining benefits. This section does
not apply to the normal historic changes in cost associated with periodic establishing
contributions based on utilization.
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 Director.
Jelferson County - Central Services
& Teamsters Union Local %569
Page 12
CBA ter 2015 through December 31, 2017
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 eight (8) hours or less time off without pay. Such time must be
worked out between the Supervisor and the employee. Time off can be taken at any time,
with the welfare of the job being the determining factor.
18.2 Employees off work on FMLA may `hold back' two weeks (ten [10] days) of vacation in
order to not completely deplete their vacation bank, however the 10 days may not be used
in excess of 5 consecutive days without Department Director approval.
ARTICLE 19 - TERMINATION.
19.1 This Agreement shall be effective from January 1, 2015 through December 31, 2017.
SIGNED AT PORT TOWNSEND, WASHINGTON this�u day of �(c 2015.
JEFFERSON COUNTY
BOARD O COMMISSIONERS
Davi Sullivan, Chair
Kathleen
Phil
Jefferson County- Central Services
& Teamsters Union Local #589
Page 13
TEAMSTERS LOCAL #589
Mark Fuller, Secretary- Treasurer
Approved as to Fo .
Chief Civil Deputy Prosecu
Risk Managy
CSA for 2015 through December 31, 2017
APPENDIX A - WAGE TABLE
CENTRAL SERVICES WAGE TABLE 2015
Jefferson County- Central Services
& Teamsters Union Local #589
Page 14
CBA for 2015 through December 31, 2017
1
2
3
4
6
9
7
8
9
10
11
150%
250%
2.50%
2.50%
250%
2,50%
250%
250%
250%
250%
2.50%
CS AEmn Assistant 1
15.7736
16.1679
16.5721
16.9864
17.4111
17AM64
18.2928
18.7499
19.2196
19.0991
20.1916
CS AMm Assistant
21.8577
22.4041
22.9642
235383
24.1266
24.7300
25.3483
25.9820
26.6316
272974
27.9798
Facility Mairenance
19.8844
203875
20.8910
21.4133
21.9486
22A973
23.0597
23.6362
24.2271
249328
25.4536
Facility Maintenance Foremen
23.3976
239825
24.5821
25.1967
259266
26.4723
27.1341
27.8125
28.5076
292205
29.9510
lntomtaton Services l
19.3589
199429
20.3390
20.8475
21.3687
219029
22A505
23.0118
23.5571
24.1768
24.7812
Inlonretion Services ll
20.8219
212424
21.8760
22.4229
22.9835
23.5581
24.1471
24.7508
25.3896
269038
26.6539
Inforaw Lion Services 111
22.3776
22.9370
23.5104
24.0982
24.7007
25.3182
259512
269000
272650
279486
28.8453
a0onnaticn Services IV
25.2623
259939
26.5412
27.2047
27.8848
28.5819
29.2964
30.0208
30.7795
315490
32.3377
Inlomaton Services V
29.9296
30.6778
31.4447
32.2308
33.0366
339625
34.7091
355768
36.4862
373779
38.3123
CENTRAL SERVICES WAGE TABLE 2016
1
1
2
3
4
5�
a
7
6
9µ
p10
11
1.50%
2.50%
250%
250%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
2.50%
CS Acnin Assistant l
16.0102
16.4105
16.8208
172413
17.6723
18.1141
18.5670
19.0312
19.5070
19.9947
20.4946
CS Abm Assistart
22.1856
22.7402
23.3087
239914
24.4887
25.1009
25.7284
25.3716
27.0309
27.7067
28.3994
Facility Mairsemme
20.1827
20.6873
212045
21.7346
22.2780
22.8350
23.4059
23.9910
24.5908
25.2058
25.6357
Facility Maintenance Foremen
23.7486
24.3423
24.9509
255747
26.2141
26 .8695
27.5412
28.2297
289354
29.6588
30.4003
Information Services l
199493
20.1405
20.6440
21.1001
219891
22.2313
22.7871
23.3556
239407
24.5392
25.1527
Infamatlon Services 11
21.1342
21.6626
22.2042
22.7593
23.3283
23.9115
24.5093
25.1220
25.7501
26.3939
27.0537
Infomretion Services 111
22.7133
23.2811
23.8631
24.4597
25.0712
25.6980
26.3405
26.9990
27.6740
28.3659
29.0750
Information Services IV
25.8012
26.2822
26.9393
27.6128
283031
299107
29.7360
30.4794
31.2414
32.0224
329230
Information Services V
30.3785
31.1380
31.9165
32.7144
33.5323
34.3706
35.2299
36.1106
37.0134
37.9387
38.8872
CENTRAL SERVICES WAGE
TABLE
2017
1
2
a
4
5
8�
7
8
9
10
11
1.25%
250%
950%
250%
250%
250%
250%
250%
250%
250%
250%
CS AMin Assisantl
16.2103
16.6156
17.0310
17.4568
179932
18.3405
18.7990
19.2690
19.7507
202445
20.7506
CSM=Assistant
22AS29
23.0245
23.6001
24.1901
24.7949
25.4148
26.0502
26.7015
273690
28.0532
28.7545
Facility Mainterance
20.4350
20.9459
21.4695
229062
225564
23.1203
239983
24.2908
249981
255206
26.1586
Facilty Maintenance Foreman
24.0455
24,6465
25.2628
253944
265418
27.2053
27.8854
28.5825
29.2971
300295
30.7802
Information Services l
19.8949
20.3923
20.9021
21.4247
21.9603
22.5093
23.0720
239488
24.2400
249460
25.4672
Irtomafion Services ll
21.3984
21.9334
22.4817
23.0437
23.6198
24.2103
24.8156
25A350
260719
26.7237
27.3918
Ireonnagon Services In
22.9972
235721
24.1614
24.7654
25.3845
26.0191
26.6696
273363
28.0197
28.7202
29.4382
Intematim Services IV
25.9617
26.6107
27.2760
27.9579
28.6568
29.3732
30.1075
309602
31.6317
32.4225
33.2331
Intumiatim Services V
30.7582
315272
32.3154
33.1233
33.9514
34.9002
35.8702
3B5620
37.4761
38.4130
39.3733
Jefferson County- Central Services
& Teamsters Union Local #589
Page 14
CBA for 2015 through December 31, 2017
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT
COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION INTRUST
The Employer and Labor Organisation 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 Central Cervices Dept Teamsters Local 589
Employer Name Labor Organization (Union) Name
PO Box 2070 PO Box 4043
Address Address
Port Townsend WA 98368 Port Angeles WA 98362
City, State, Zip Code City, State, Zip Code
COLLECTIVE BARGAINING AGREEMENT
The parties' Collective Bargaining Agreement is in effect from: 1/1/2015 to 12131/2017
❑ New Account ® Renewal — Account No. 106001 Approximate Number of Covered Employees I 1
INFORMATION CONCERNING TYPE OF EMPLOYER'S BUSINESS
Employer is: 0 Public Entity ❑ Corporation — State of _ ❑ Partnership ❑ Sole Proprietorship
If employer is a Partnership or Sole Proprietorship please provide name(s) of the owner or partners below:
BENEFIT PLAN(S) 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 nor just changes.
Monthly Rate
MEDICAL
0
Plan A
N Plan B
I
Plan C WTI GO
$
1135.90
Life/AD &D
Employee
Dependent
Ll Plan A
$30,000 Life/AD &D
$ 3,000 Life
® Plan B
$15,000 Life /AD &D
$ 1,500 Life
1 1 Plan C
H
$5,000 Life/AD &D
$ 500 Life
$
4.40
Time Loss
Amount
D9 Plan A
$400 /week
Plan B
$3001week
Ll Plan C
$200 /week
Plan D
$100/week
$
16.00
LTD
❑ Long Term Disability Income Plan
$
Waivers
® Additional 9 months Disability Waiver of Contributions — Medical only
$
11.40
MEDICAL TOTAL
$
1167.70
DENTAL
❑ Plan A
® Plan B
❑ Plan C
$
87.50
VISION
® Plan EXT
$
14.90
Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes ❑ No. If yes, attach a Subscription
Agreement for each change. A Subscription Agreement must be submitted In advance or the effective date below.
EFFECTIVE DATE OF COVERAGE
The contribution rates above are due effective (month/year) January. 2015 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 cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the
right to immediately terminate pa ' t tion West n the failure to execute this or any future Subscription Agreement or to comply with
the Trust Operating Guidelines a nded om time to time.
ForEmploy�etr /,,,,, For Unio /n
Title/Assn. CKU/ h �i/I/% Date �— %� Title Sts — .ly�rtn Date
ELIGIBILITY TO PARTICPATE IN TRUST
Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement provided
such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require that eligible
employees must have the required number of hours in a month and have the contractually required contributions paid on their behalf.
Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the employee remains
eligible, has the contractually required number of hours per month, and has the required contributions made. The Trust, however, will
not recognize any contractual provision that conditions continued eligibility on having less than 40 or more than 80 hours in a month.
Eligibility will end according to the Trust's policy for employees 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 OBLIGATION AND CONSEQUENCES OF DELINQUENCY
Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated damages,
interest 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 TRUSTAGREEMENT
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