HomeMy WebLinkAbout102615_ca03Consent Agenda
Commissioners Office
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Philip Morley, County Administrator
Erin Lundgren, Clerk of the Board
DATE: October 26, 2015
SUBJECT: AGREEMENT re: Collective Bargaining Agreement; January 1, 2015 through
December 31, 2017; UFCW Union Local 21
STATEMENT OF ISSUE:
The UFCW Collective Bargaining Agreement expired December 31, 2014.
ANALYSIS:
As a result of negotiations with the UFCW Union, the attached agreement was ratified on October 9, 2015 by
employees represented by UFCW.
FISCAL IMPACT:
- 1.5% general wage adjustment retroactive to January 1, 2015.
- 1% general wage adjustment for 2016.
- 1.5% general wage adjustment for 2017.
- 1.5% increase to step 10.
- Steps in wage table changed from 16 to 13.
- Longevity payment for employees with 15 years of County service and in step 13 for at least 12 months
to receive a onetime lump sum of $800.00 on 15`h year and each following anniversary, and for
employees with 20 years of County service and in step 13 for at least 12 months to receive $1,200.00
on 20`h year and each following anniversary.
RECOMMENDATION:
Approve and sign the agreement.
REVIEWED BY:
Porley, o' y dministr t Date
AGREEMENT
by and between
JEFFERSON COUNTY WASHINGTON
and
UFCW 21
Date of Adoption through December 31, 2017
and
AJFCW
UFCW Loca121
Signature Document
Table of Contents
ARTICLE1 - PREAMBLE ............................................................................. ..............................3
ARTICLE 2 - DEFINITIONS ......................................................................... ..............................3
EMPLOYEE: .....................................................................................................................
3
REGULAREMPLOYEE: .................................................................................................
3
TRIALEMPLOYEE: ........................................................................................................
3
TEMPORARY, CASUAL LABOR, OR CLERK HIRE EMPLOYEE: .......................
3
INTERNSHIPS.................................................................................... ..............................3
CONTRACT SERVICE PROVIDERS: ...........................................................................
4
ARTICLE3 - RECOGNITION ....................................................................... ..............................4
NEW OR CHANGED POSITIONS ................................................... ..............................4
ARTICLE 4 - UNION MEMBERSHIP AND REPRESENTATION .......... ..............................4
BARGAINING UNIT INFORMATION: ........................................................................
5
JOB DESCRIPTIONS: ......................................................................................................
5
ARTICLE 5 - EMPLOYEE RIGHTS, EQUAL OPPORTUNITY ............... ..............................5
EMPLOYEE RIGHTS: .....................................................................................................
5
EQUAL OPPORTUNITY: ...............................................................................................
6
ARTICLE 6 - MANAGEMENT RIGHTS ..................................................... ..............................6
ARTICLE 7 - HEALTH AND WELFARE .................................................... ..............................6
ARTICLE8 — LEAVE ..................................................................................... ..............................7
LEAVE - PERSONNEL POLICY RECOGNITION: .....................................................
7
SICKLEAVE: ...................................................................................................................
7
BEREAVEMENT LEAVE: ..............................................................................................
8
ANNUAL LEAVE (VACATION): ..................................................................................
8
STANDBY ON HOLIDAYS: .........................................................................................
10
LEAVE DUE TO INCLEMENT WEATHER: .............................................................
10
CONTINUING EDUCATION (Not Related to the Employee's Current
Job
Description): .....................................................................................................................
10
CIVILLEAVE: ............................................ ...................... ............................................
I I
MILITARY LEAVE: .......................................................................................................
I I
MATERNITY/PARENTING LEAVE :............................................. .............................11
ARTICLE 9 - GENERAL POLICIES ........................................................... .............................11
TRIALPERIOD: .............................................................................................................
I I
JOBPOSTING: ............................................. ..................................................................
12
CHANGED POSITION TRIAL PERIOD: ....................................................................
12
JOB INFORMATION: ....................................................................................................
12
EMPLOYEE PRIVACY: ................................................................................................
13
"WHISTLE BLOWER" PROTECTION AND PROCEDURE: ..................................
13
EMPLOYEE USE OF PERSONAL AUTO ..................................... .............................14
TEMPORARY SUPERVISORY ASSIGNMENT ........................... .............................14
EMPLOYEE REVIEW SYSTEM ..................................................... .............................14
NOTICE OF TERMINATION: ......................................................................................
14
NOTICE OF RESIGNATION: .......................................................................................
15
LABORIMANAGEMENT COMMITTEE ....................................... .............................15
JOBSHARING ................................................................................... .............................15
ARTICLE 10 - DISCIPLINE AND DISCHARGE ...................................... .............................15
PRE - DISCIPLINARY HEARING: ................................................................................
16
Table of Content
Page i
ARTICLE 11 - GRIEVANCE AND ARBITRATION PROCEDURES .. ...............................
16
GRIEVANCE DEFINED: ..............................................................................................
16
STEP 1: EMPLOYEE AND IMMEDIATE SUPERVISOR: .....................................
16
STEP 2: EMPLOYEE AND DEPARTMENT HEAD: ................... ............................
16
STEP 3: EMPLOYEE AND LABOR RELATIONS ADMINISTRATOR: ..............
17
STEP 4: ARBITRATION: .............................................................................................
17
ELECTION OF REMEDIES: ........................................................................................
17
ARTICLE 12 - SENIORITY ....................................................................... ...............................
18
SENIORITY DEFINED: ................................................................................................
18
REDUCTION IN FORCE ............................................................... ...............................
18
ARTICLE 13 - WAGES AND CLASSIFICATION .................................. ...............................
18
REASONABLE SYSTEM TO ASSESS CHANGES IN DUTIES .............................
19
POSITION EVALUATIONS .......................................................... ...............................
19
CAREERLADDER ......................................................................... ...............................
19
MANDATORY /DEVELOPMENTAL TRAINING ..................... ...............................
20
CALLBACKPAY: .........................................................................................................
20
STANDBY /BEEPER PAY: ...........................................................................................
20
WORK WEEK / OVERTIME ........................................................ ...............................
21
PAYROLL CHANGES ................................................................... ...............................
21
ARTICLE 14 - SCOPE OF AGREEMENT ............................................... ...............................
21
PAST PRACTICES :........................................................................ ...............................
21
UNILATERAL INCREASES: .......................................................................................
22
EFFECT OF INVALIDITY: ..........................................................................................
22
SUBCONTRACTING: ...................................................................................................
22
DURATION: ...................................................................................................................
22
APPENDIX — B Classifications ................................................................ ...............................
25
APPENDIX— C WAGE TABLE 2015 ...................................................... .............................27
APPENDIX— C WAGE TABLE 2016 ...................................................... .............................28
APPENDIX — C WAGE TABLE 2017 .................................................... ...............................
29
Table of Content
Page ii
AGREEMENT
by and between
JEFFERSON COUNTY
and
UFCW 21
Date of Adoption 2015 through December 31, 2017
ARTICLE 1- PREAMBLE
1.1 Purpose. The purpose of this Agreement is to set forth in writing those terms and
conditions agreed upon between the parties hereto.
1.2 Scope. Any and all contractual agreements, written or verbal, previously entered into by
the parties hereto as relating to items covered herein are in all things mutually canceled and
superseded by this Agreement.
ARTICLE 2 - DEFINITIONS
EMPLOYEE:
2.1 For the purpose of this Agreement, employee(s) shall refer to any and all members of the
bargaining unit identified in Article 3 of this Agreement.
REGULAR POSI770N:
2.2 A position which has been budgeted as a regular part of a department or becomes
authorized by the County Administrator as an additional position. Positions need not be
filled, however, the intentional use of non -unit employees or contractors to supplant unit
employees is prohibited.
REGULAR EMPLOYEE:
2.3 An employee who is in the trial period or who successfully completes a trial period of six
(6) months or more, if extended, in a regular position.
TRIAL EMPLOYEE:
2.4 Employees who are employed pursuant to Section 9.1.
TEMPORARY, CASUAL LABOR, OR CLERK HIRE EMPLOYEE:
2.5 An employee whose employment meets short-term needs, is seasonal in nature, or is
scheduled for less than eight hundred (800) hours per calendar year. Fringe benefits shall
not be available to temporary employees and they shall not be bargaining unit members.
These employees may also be known as "Clerk Hire" employees.
INTERNSHIPS
2.6 An Intern is an employee who is enrolled or is a recently graduated student, whose
employment is related to their continuation of education in their field of study or
profession. Such employment is to be seasonal or project based and is scheduled for twelve
hundred fifty (1,250) hours or less. Interns shall not be unit employees and shall not benefit
from the terms of this agreement. Interns shall not supplant regular Bargaining Unit
employees but may supplement the work unit where they intern.
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Page 3
CONTRACT SERVICE PROVIDERS:
2.6 Persons who provide services to the County pursuant to a personal services contract shall
be part of the bargaining unit and shall receive the benefit of this Agreement except where
the personal services contract provided for other mutually agreeable conditions.
Termination of a personal services contract by the supplier or the County shall not be
subject to the grievance procedure of this Agreement.
ARTICLE 3 - RECOGNITION
3.1 Jefferson County (the County or Employer) hereby recognizes United Food and
Commercial Workers Local 21 (UFCW or Union) as the exclusive representative of all
County employees employed in the classifications enumerated in Appendix A attached
hereto; excluding all other employees, temporary employees, elected officials, officials
appointed for a fixed term, County prosecutors, supervisors, and confidential employees.
NEW OR CHANGED POSITIONS
3.2 New or Changed Positions: Within the bargaining unit departments, should new positions
be created, or existing positions be substantially modified the UNION will be notified of
the pending action. It is mutually agreed that if bargaining unit status or rate of pay cannot
be agreed upon the issue may be referred to the grievance procedure.
ARTICLE 4 - UNION MEMBERSHIP AND REPRESENTATION
4.1 It shall be a condition of employment that all employees of the County covered by this
Agreement who are members of the Union in good standing on the effective date of this
Agreement shall remain members in good standing Those who are not members on the
effective date of this Agreement shall, on the thirtieth (30th) 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 and
hired on or after its effective date shall, on the thirtieth (30th) day following the beginning
of such employment, become and remain members in good standing in the Union. For the
purpose of this Section, the execution date of this Agreement shall be considered as its
effective date.
4.2 Dues and Initiation Fees
Upon presentation of an individually signed authorization, the County agrees to deduct
from the paycheck of each employee the monthly dues and initiation fees required of
members of the Union during the life of this Agreement. The amounts deducted will be
transmitted to the Union by check payable to its order on or before the tenth (10th) of each
following month. The County agrees to continue its practice of electronically transmitting
a dues roster to the Union at the same time it transmits the check, provided such
transmission is reasonable and available. Upon issuance and transmittal of the check to
the Union, the County's responsibility shall cease with respect to deductions covered
thereby. The Union and each employee authorizing the assignment of his or her wages for
the payment of the Union dues and initiation fees hereby undertakes to indemnify and hold
the County harmless from all claims, demands, suits, or other forms of liability that may
arise against the County for and on account of any such deduction made from the wages of
an employee pursuant to the terms of this section.
4.3 Political Action Voluntary Check -Off
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Upon presentation of an individually signed authorization, the Employer shall deduct the
sum specified from the pay of each member of the Union who voluntarily executes a
political action contribution authorization form. The amount deducted and a roster of each
employee authorizing assignment of wages will be transmitted to the Union. The Union
and each employee authorizing assignment of wages for payment of the voluntary political
action contributions hereby undertakes to indemnify and hold harmless from all claims,
demands, suits and other liability that may arise against the Employer for or on account of
any deduction made from the wages of such employee.
BARGAINING UNIT INFORMATION:
4.4 The County shall provide a list of bargaining unit employees as well as information
regarding hours worked and wages paid on a quarterly basis. The Employer shall advise
the Union of newly hired employees within ten (10) days of their date of hire. Upon the
signing of this Agreement the Employer shall supply to the Union a list of all employees
covered by this agreement. Thereafter, the Employer will provide this list on a quarterly
basis. The list shall include the name, address, Social Security Number, department, FTE
status, date of hire, grade, step, and wage rate.
UNION REPRESENTATI VES:
4.5 The Union's duly authorized representatives shall have access to the County's premises
where employees covered by this Agreement are working for the purpose of investigating
working conditions and grievances; provided, however, the Union representatives first
notify the Department Head or a designee. Such visits shall not interfere with or disturb
the employees in the performance of work, shall not interfere with citizen business, and
shall be limited to areas which do not violate County security and/or confidential County
files.
4.6 The members shall have the right to elect unit representatives from among members of the
bargaining unit. The unit representatives shall not be recognized by the County until the
Union has given the Representative and the County (Human Resource Manager) written
notice of the selection. Unless otherwise agreed to by the County, the investigation of
grievances and other Union business shall be conducted only during nonworking time.
4.7 The County shall furnish bulletin board space for the use of the Union upon request. All
materials posted must be dated, signed by a designated union representative, and provided
to the County Commissioners Office prior to the posting.
JOB DESCRIPTIONS:
4.8 The County shall provide the Union with the current job descriptions for each classification
covered by this Agreement when requested and will provide any subsequent revisions
thereof.
ARTICLE 5 - EMPLOYEE RIGHTS, EQUAL OPPORTUNITY
EMPLOYEE RIGHTS:
5.1 Employees' rights shall include, but not be limited to, the right to:
a. self - organization, to form, join and assist employee organizations, and to bargain
collectively through representatives of their own choosing;
Jefferson Comty & UFCW 21
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b. clear, fair standards, regulations, and policies uniformly applied to all employees
covered under this Agreement including those stipulated by this Agreement;
C. participate in opportunities for career development relevant to their position with
the Employer through such avenues as orientation, training, meetings, and
continuing education at the discretion of their respective Department Heads and
subject to budgetary limits within the department.
d. participate in mandated training as determined by County policy or program.
e. timely evaluations from their Supervisor as prescribed by County Policy. Failure
to provide such evaluations shall be a violation of this Agreement and subject to
the grievance procedure. `Timely' is defined as not more than two weeks after nor
more than four weeks before the interval proscribed in County Policy. Evaluations
occur at three (3), six (6) and twelve (12) months after employment and annually
on the employment anniversary date thereafter.
EQUAL OPPORTUNITY:
5.2 The County and the Union agree that except as permitted by law there should be no
discrimination against any employee or applicant for employment because of a protective
class status as provided by law, or union membership unless any one of the foregoing
factors constitutes a bona fide occupational qualification.
5.2.1 Any claim, complaint or charge that 5.2 has been violated shall be filed pursuant to
the grievance procedure or the appropriate administrative agency and /or court of
law. Section 11.7 shall apply to violations of Section 5.2.
ARTICLE 6 - MANAGEMENT RIGHTS
6.1 The Union recognizes the rights of the County to operate and manage the County including
all Common Law Employer Rights provided that such rights, which are vested solely and
exclusively in the County, shall not be exercised so as to violate any of the specific
provisions of this Agreement.
ARTICLE 7 - HEALTH AND WELFARE
7.1 The Employer and Union have agreed to provide coverage under the Retail Clerks Welfare
Trust. The contribution shall be established pursuant to the Trust Agreement set forth in
section 7.2 below. The Employer agrees to accept the Employer Trustees as their
designated Trustees and to abide by the rules of the Plan.
7.1.1 The Employer and employees shall split the cost of Section 7.1 medical benefits on
the basis of 85% paid by the Employer and 15% paid by each employee for their
coverage. Any retroactive adjustment in favor of an employee shall be based only
on the actual total cost of coverage provided during the period requiring retroactive
adjustment. This section shall only apply such that all County employees covered
by the UFCW Welfare Trust are treated equally.
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T2 A technical amendment to this contract will be done when language acceptable to the
Union and the County, as provided by the union, is to be added to this contract.
ARTICLE 8 —LEAVE
LEAVE - PERSONNEL POLICY RECOGNITION:
8.1 All employees are entitled to sick leave, bereavement leave, annual leave, civil leave,
military leave, leave of absence, and maternity leave as defined by and provided within the
Jefferson County Personnel Policy. Additionally, any leave provisions specifically
identified herein and as set forth below shall be in addition to, or if in conflict with, shall
supersede said leave provisions of the Personnel Policy.
SICK LEAVE:
8.2 Sick leave is earned by regular and trial employees at the rate of 0.0462 hours per straight -
time compensable hour for each month of completed service. An employee may not
accumulate more than 1,920 hours 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 may be
considered cause for discipline.
8.2.1 For purposes of sick leave use, a domestic partner is defined as a person living with
the employee as if in a marriage relationship and is considered a member of an
employee's household if they reside in the same home, and have reciprocal and
natural and /or moral duties to and do provide support for one another. The term
does not include persons sharing the same general house when the living style is
primarily that of a dormitory or commune. See also Section 5.2 and RCW
49.12.270.
8.2.2 Sick leave is appropriate for illness or disability caused or contributed to; by
pregnancy, miscarriage, abortion, childbirth, adoption, and recovery there from.
Accrued sick leave is appropriate to care for a family member with a health
condition that requires treatment and /or supervision. (RCW 49.12) Accrued sick
leave, not leave of absence, must be used for illness, injury, or disability.
8.2.3 Sick leave is not appropriate and will not be authorized for death in the employee's
family except as per 8.3.2
8.2.4 The County will make the following payment for sick leave accumulated after
August 22, 1978:
A. Upon an employee's death, the employee's estate shall be paid twenty -five
percent (25 %) of such accumulated sick leave.
B. Upon disability or retirement, the employees shall be paid twenty-five
(25 %) of such accumulated sick leave.
C. If employment is terminated other then by death, disability, or retirement,
no portion of such accumulated sick leave shall be paid.
]effen;on County & UFCW 21
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8.2.5 Sick leave benefits shall apply only to bona fide cases or sickness and accidents.
An employee who is collecting Worker's Compensation time loss benefits shall
not receive sick leave benefits as provided herein, provided, however, if such
Workers Compensation time loss benefit is less than the amount that the sick
leave benefits would provide for such period, such employee may receive sick
benefits in addition to the Workers Compensation time loss benefits (s)he would
otherwise receive as provided herein.
8.2.6 Employees may transfer to vacation accrual, the sixth (6th) consecutive day of
newly accrued but unused sick leave since the last use or transfer. Employees may
exercise this option twice during any calendar year as measured on a rolling six (6)
month basis from the last use or conversion. Sick leave shall be accounted for on
LIFO (Last In First Out) basis.
BEREAVEMENT LEAVE:
8.3 Up to three (3) days of paid leave shall be granted an employee who has a death in the
immediate family. An additional two (2) days of paid leave shall be granted if travel over
500 miles or more one way is necessary. Any such leave must be requested by the
employee and approved by the Department Head.
8.3.1 As used in this Section 8.3, "immediate family" shall be defined in the County
Personnel Manual as provided in Chapter 1, Section 2.0 Terms and Definitions
under "Family Member." (see below)
FAMILY MEMBER:
Spouse, father, mother, brother, sister, son, daughter, father -in -law, mother -in-
law, brother -in -law, sister -in -law, son -in -law, daughter -in -law, or anyone who
is financially dependent upon a public official or employee.
8.3.2 In the event of the death of a close relative, not defined as `immediate family', an
affected employee may use a day of earned sick leave to attend the funeral.
ANNUAL LEAVE (VACATION):
8.4 Regular employees shall be granted annual leave as follows:
A. Annual leave shall accrue during the first six (6) months of employment,
but shall not be used until an employee obtains regular employee status.
B. 0.0385 hours shall accrue for each straight -time compensable hour of
employment commencing with the first month of employment and
continuing through the thirty -sixth month of employment. (80 hours
maximum per year, 1st through 3rd year).
C. 0.0462 hours per straight -time compensable hour commencing with the
thirty- seventh month of employment and continuing through the sixtieth
month of employment (96 hours maximum per year, 4th and 5th year).
D. 0.0577 hours per straight -time compensable hour commencing with the
sixty-first month of employment and continuing through the one hundred
Jefferson County & UFCW 21
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Page 8
twentieth month of employment (120 hours maximum per year, 6th through
10th year).
E. 0.0616 hours per straight -time compensable hour commencing with the one
hundred twenty -fast month of employment and continuing through the one
hundred eightieth month of employment (128 hours maximum per year,
I Ith through 15th year).
F. 0.077 hours per straight -time compensable hour commencing with the one
hundred eighty-first month of employment and for each month of
employment thereafter (160 hours maximum per year, 16 years or more).
G In addition to B above, one additional day (8 hours or less based on FTE)
shall be available to employees covered by that section each calendar year.
In addition to C and D two additional days (16 hours or less based on FTE)
shall be available and to E and F three 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 and shall not be carried forward or
payable upon termination.
8.4.1 Employees are to request their vacation time at the first of the year (within the first
quarter as established by the elected Official or Department Head), to be assured of
a desired date for vacation and if too many request the same time, vacation time
will be established by the employees with seniority. Vacation schedules are to be
filed only in the office of the Supervisor.
8.4.2 Vacation time to be worked out between the Supervisor and employee. Vacation
may be taken at any time during the year with the welfare of the job being the
determining factor. Employees may split their vacation into as many parts as is
mutually agreed upon between employee and the Department Head.
8.4.3 A maximum of ten (10) days accumulated vacation may be carried over from the
previous year. Accumulated vacation time in excess of ten (10) days shall
automatically be lost to the employee on January 1 of each year. If unable to take
leave because of Employer required workload, an additional five (5) days may be
carried over into the next calendar year and amounts in excess of fifteen (15) days
will be paid. The inability of the Employer to allow the employee to take vacation
leave shall be documented by the Department Head at the time of such denial and
be forwarded to the payroll department.
8.4.4 Employees who transfer from one department to another shall retain their original
most recent hire date for purposes of annual leave and sick leave eligibility.
8.4.5 Once an employee's leave /vacation time has been approved the Supervisor or
Department Head is responsible to see that that employee's duties are covered while
they are out of the office. It is not the responsibility of the employee going on
leave /vacation to arrange for coverage of their duties.
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Page 9
HOLIDAYS - LEA VE:
8.5 The following are holidays with pay for employees:
New Year's Day
January 1
Martin Luther King Jr.'s Day
3rd Monday in January
President's Day
3rd Monday in February
Memorial Day
Last Monday in May
Independence Day
July 4th
Labor Day
1st Monday in September
Veteran's Day
November 11th
Thanksgiving Day
4th Thursday in November
Day after Thanksgiving
4th Friday in November
Christmas Day
December 25th
One (1) Floating Holiday
If a holiday falls on Sunday, it shall be observed the following Monday. If it falls on a
Saturday, it shall be observed on the previous Friday. An employee will not receive holiday
pay if the employee is absent on his last scheduled work day prior to the holiday or on his
or her first scheduled work day following the holiday when that absence is unexcused.
Employees on leave of absence without pay shall not receive holiday pay.
STANDBY ON HOLIDAYS:
8.5.1 Employees on standby on a holiday recognized by this Agreement shall be paid
holiday pay for that holiday on which the standby occurred, or by mutual consent,
a compensatory day off with regular pay may be scheduled within a thirty (30) day
period.
8.5.2 The County agrees that on December 241h offices may be closed to the public
(except as may otherwise be required by law) and if the County Commissioners
close offices to the public each office must remain staffed at a minimum level which
is determined by the Department Head. When the Department Head is assured that
the minimum staffmg level can be achieved other employees MAY leave for the
day at Noon using available comp -time, paid or unpaid leave or may continue to
work as is mutually agreeable with their supervisor.
LEAVE DUE TO INCLEMENT WEATHER:
8.6 Should an employee be absent for scheduled work because of severe inclement weather,
the employee shall be entitled to use, comp time, annual leave and /or leave without pay.
Upon the employee's request, the Department Head may grant leave without pay even
though the employee may have accrued annual leave available.
CONTINUING EDUCATION (Not Related to the Employee's Current Job Description):
8.7 The County agrees to allow, at its discretion and budgetary limitations, leave or time with
pay for up to four (4) days for Educational/Professional (Academic) purposes, providing
such leave /time shall be subject to scheduling and budgetary limitations of the Employer;
approval by the Employer ofthe subject matter to be studied and, certification of attendance
and/or completion of the course. Educational leave /time may only be requested upon
completion of at least six (6) months of continuous service. Educational time shall be paid
at straight -time when taken on scheduled time off. Educational time taken on scheduled
time off shall not be included as time worked for purposes of calculating overtime or
included for the accrual of benefits. If the County or the State requires an employee to
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Page 10
attend an Educational or Training program, the costs of the program will be paid for by the
Employer and the time spent by the employee at the program shall be paid as hours worked.
CIVIL LEAVE:
8.8 Any necessary leave shall be granted to any regular employee to serve as a member of a
jury or to take an examination for County job - related State certifications. The employee
who is granted such leave and receives compensation for the performance of such civil
duties involved shall be paid by the County for the time he or she is absent only in the
amount of the excess of his or her regular salary over the compensation received.
MILITARY LEAVE:
8.9 Any employee who is a member of the Washington National Guard or the United States
Army, Navy, Air Force, Coast Guard, or Marine Corps Reserve shall be entitled to military
leave with pay for a period not to exceed fifteen (15) days during any calendar year in order
that the employee may take part in required active training duty. Such military leave shall
be granted pursuant to the provisions ofRCW 38.40.
8.9.1 Any employee who enters upon active duty service or training in the Washington
National Guard, United Armed Forces, or the United States Public Health Service
may seek a leave of absence for a period not to exceed the Active Duty Service, or
Training, and upon return shall be entitled to re- employment, providing the
individual complies with the provisions of RCW 73.16.
MATERNITY /PARENTING LEAVE:
8.10 Sick leave, annual leave, and/or leave of absence may be used for childbirth, child
adoption, the new placement of a foster child, and recovery there from for a period not to
exceed six (6) weeks or as otherwise provided by law.
OTHER LEAVE:
8.11 Leave not otherwise provided for in this Agreement will be available as provided in the
County Personnel Policy.
FMLA LEAVE:
8.12 Employees off work on FMLA may `hold back' two weeks (ten (10) paid 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 Head approval.
ARTICLE 9 - GENERAL POLICIES
TRIAL PERIOD:
9.1 All employees with the County subject to this bargaining agreement shall be employed on
a trial basis during the first six (6) months of employment. If the employee's performance
does not meet the standards established by the Department Head during the trial period, or
if it is otherwise deemed advisable to terminate the trial employee's employment, they shall
be terminated without any recourse. An extended trial period of up to six (6) months may
be granted at the discretion of the Department Head with Agreement by the employee by
memorializing the extension in writing and providing a copy to the employee, the Union
and the employee's personnel file. This extension can be granted only once per employee.
A trial employee shall have no right to appeal his or her termination. Persons who have
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worked pursuant to a personal service contract and who become an employee shall have
the period worked pursuant to the personal service contract credited toward the completion
of the trial period. Upon termination of an employee in the trial period the employee shall
be entitled to the provisions of Section 9.11.
JOB POSTING:
9.2 When a full-time or regular part-time job opening or vacancy occurs, notice of such job
shall be posted via e -mail and in each department for at least ninety-six (96) hours,
excluding Saturdays, Sundays, and Holidays, unless circumstances require immediate
replacement. The job opening shall be filled on a seniority basis, providing that the
applicants' skills, competence and abilities are substantially equal. The Employer shall
be the sole judge of an individual's qualifications, but such judgment shall be reasonably
and fairly made. Persons who have worked pursuant to a personal services contract of six
(6) months or more and who are converted to employee status in the same job
classification held as under personal services agreement through the hiring process shall
not be subject to a trial period. Employees applying for a position of equal or lower wage
grade shall be paid at the wage grade of the position for which they applied.
CHANGED POSITION TRIAL PERIOD:
9.3. An employee who fills a job opening or vacancy as provided in 9.2 may transfer back, or
be transferred back, to their original position within the first 90 days after filling the
position. This provision may be extended by mutual Agreement for an additional 90 days.
9.3.1 Use of Accrued Vacation During Changed Position Trial Period:
Employees who moved from one position to another within the UFCW bargaining
unit, Chapter 6, Section 2.2, of the Jefferson County Personnel Manual are hereby
waived. The moved employee will, however, be expected to request vacation that
will fall within this period in the manner prescribed by this Agreement with as much
notice to the Departmental Director as possible.
JOB INFORMATION:
9.4 It is the Employer's responsibility to provide each employee, particularly upon hire, with
written information relevant to the job that 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, and other relevant,
adopted policies;
4. A dues withdrawal authorization form for new hires (provided to the Payroll
Department by the Union), as authorized in subsection 4.2 and 4.3.
9.4.1 The Employer will distribute copies of this labor Agreement to new employees
provided the Union will supply the agreements to the County.
9.5 Should any employee inadvertently be paid an amount the employee is not entitled to, the
County shall deduct amounts from future pay in the same amount as additional amounts
were paid and for the same time period, or longer at the discretion of the employer. It is
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the intent of the parties that this provision shall not cause an unreasonable burden to an
employee.
EMPLOYEE PRIVACY:
9.6 The County recognizes our employees'rights to privacy. In achieving this goal, the County
and the Union agree to these basic principles:
9.6.1 This section 9.5 shall not preclude Union access to employee files for purposes of
administering this Agreement or alleged to be needed in grievance processing or in
negotiations.
9.6.2 The collection of employee information will be limited to that needed by the County
for business and legal purposes.
9.6.3 The confidentiality of all personal information in the County records will be
protected to the extent and as prescribed in RCW 42.56 (The Open Public Records
Act).
9.6.4 All County employees involved in record - keeping will be required to adhere to
these policies and practices. Violations of this policy may result in disciplinary
action as provided for in this Agreement.
9.6.5 Internal access to employee records will be limited to those employees having an
authorized, business- related, "need -to- know" as a part of their essential duties as
described in their off icialjob description. Access may also be given to third parties,
including other government agencies, pursuant to court order or subpoena.
9.6.6 The County will refuse to release specific personal or wage information to any
sources without the employee's written approval unless legally required to do so
and then only after a County Official or the County Prosecutor has authorized the
release. Public disclosure requests are to be directed to the Department Head or the
Public Records Officer.
9.6.7 Employees are permitted to seethe personal information maintained about them in
their County personnel file. They may correct inaccurate factual information or
submit written comments in disagreement with any material contained in this
record.
"WHISTLE BLOWER" PROTECTION AND PROCEDURE:
9.7 The County and the Union agree that any bargaining unit member having information
regarding the wrongdoing of any person shall not be discriminated against for "Blowing
The Whistle" on such wrongdoing provided the below- described procedures are followed.
9.7.1 For purposes of this Section 9.6 employees may seek representation through the
Union. The Union will follow these procedures.
9.7.2 Employees suspecting wrongdoing on the part of any person shall report such
conduct to their Department Head. If the suspected conduct is of the Department
Head then the report will be made to the County Administrator. If the County
Administrator is suspected then the report will be made to the Chair of the County
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Commissioners. If a County Commissioner is suspected of wrongdoing the report
will be made to the County Prosecutor.
9.7.3 In order to maintain the integrity of any investigations into the suspected conduct
no reports are to be made to any party except as provided in 9.6.1. Failure to protect
the integrity of a future investigation will result in discipline for failure to follow
proper procedures as outlined herein.
9.7.4 Employees who follow the above procedure shall suffer no discrimination or
reprisals for reporting suspected conduct regardless of the results of any subsequent
investigation. Any discrimination or reprisal suffered by an employee for reports
made pursuant to this Section 9.6 shall be subject to the grievance procedures of
this Agreement.
EMPLOYEE USE OF PERSONAL AUTO
9.8 Employees using their own car at the request of management on County business shall be
compensated at the standard IRS rate. The employee must show proof of insurance
coverage upon request.
9.8.1 The County agrees to initiate a program not later than January 1, 2009, to
reimburse employees required to use their personal vehicle in County business a
part or all of additional cost for their personal vehicle insurance coverage due to
their notification to their insurance company that they use their personal vehicle
for "business" purposes.
9.8.2 The County shall notify and consult with the Union as to the procedures that will
be employed to identify what employees will be eligible for this reimbursement
and how the amount of the reimbursement will be established. Which employees
will be eligible for reimbursement and the amount of the reimbursement shall not
be subject to the grievance procedure.
TEMPORARY SUPERVISORY ASSIGNMENT
9.9 Employees designated by management to perform the work of a Supervisor for two (2)
weeks or more shall receive compensation at the appropriate grade.
9.10 The work week for County employees shall continue according to Section 13.10
EMPLOYEE REVIEW SYSTEM
9.11 The County may continue its employee review system or adopt a different system provided
the Employer will maintain an evaluation system which provides for employee evaluations
on a trial, special and annual basis. Such evaluation should be provided within two (2)
weeks of the employee's annual anniversary of their prior evaluation. No evaluation results
shall be entered into an employee's personnel file unless the employee has read it and has
had an opportunity to sign the evaluation and comment upon it. Termination evaluations
may be entered without the employee's signature if circumstances prevent a mutual
discussion.
NOTICE OF TERMINATION:
9.12 Full-time, Trial and part-time employees shall be entitled to the Employer's endeavor to
provide 30 days, but no less than two (2) weeks', notice of termination, or the equivalent
of two (2) work weeks' pay in lieu thereof, plus any accrued vacation, except that the
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Employer shall not be required to comply with the provisions of this Section in case of
discharge for just cause.
NOTICE OF RESIGNATION:
9.12.1 Full-time and part-time employees shall make a good faith effort to give twenty -
one (21) days notice of resignation, but in no event less than fourteen (14) days
written notice of resignation.
LABOR /MANAGEMENT COMMITTEE
9.13 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
five (5) 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, on an as needed or requested basis, 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. Such
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 such meetings shall be
exclusive of the grievance and arbitration procedures in the Agreement, as grievances shall
not be considered proper subjects at such meetings.
JOB SHARING
9.14 There is an Agreement that two employees may share one budgeted full time position the
arrangement will be known as job sharing. Except as the parties may otherwise agree in
the future, the provisions of this Agreement apply to job sharing. The Employer may
designate vacant positions as a job shared position or by Agreement with the Union and a
current employee, the position may be designated as a job shared position. In the event
one of the employees of a job sharing team changes employment status under the this
Agreement and such a change impacts on the County's ability to fulfill its mission for the
position, job sharing may be eliminated from the position with the remaining employee
from the team given preference to fill the required schedule of the position. Article 4 of
this Agreement shall apply to all job - sharing positions. All benefits shall be paid on a pro
rata basis among employees job sharing (i.e.: two employees each work half time to fill a
full time job, each would receive half the vacation, holiday, sick leave, etc. benefits
provided under this Agreement) and in no case shall the total compensation (including
benefits) for the shared position exceed the compensation for the same position if filled by
one employee.
ARTICLE 10 - DISCIPLINE AND DISCHARGE
10.1 Discipline and Discharge - Discipline and discharge shall be for just cause.
10.1.1 In cases of suspension or discharge, Just Cause maybe established by the Employer
if the Employer demonstrates the employee has violated County Policy or, in the case of
performance related deficiency, after failure to comply with a Final Progressive Discipline
notice issued in an effort at remediating the deficiency. The County can set policies
regarding the competency and qualifications of staff persons. The County continues to
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adhere to the concept of progressive discipline as is appropriate to the employee issue at
hand. Progressive discipline, when appropriate, includes, but does not require, using a 1st
level verbal warning, a written warning and a warning stating that should further discipline
occur it will include, suspension or termination. The foregoing shall be the only test the
Employer is required to meet by a preponderance of the evidence to establish just cause.
10.2 Employees shall be afforded the right to have a shop steward or other Union representative
present whenever it is reasonably foreseen that discipline to the questioned employee may
result from the interview and a steward or Union representative is reasonably available.
PRE - DISCIPLINARY HEARING:
10.3 Regular employees shall be afforded a Pre - disciplinary Hearing prior to any discipline
being taken against them. Employees subject to such hearing will be provided a letter
(copy to the Union) describing the charges against them at least two (2) working days
before the time set for the hearing. The purpose of the hearing is to permit the employee
an opportunity to explain or mitigate any charges against them. Union Representatives
may attend and advise an employee but will not testify for the employee. A written
decision by the hearing board will be sent to the employee with a copy to the Union.
ARTICLE I I - GRIEVANCE AND ARBITRATION PROCEDURES
GRIEVANCE DEFINED:
11.1 A grievance is defined as any alleged breach by the County of any express term of this
Agreement. If any such grievance arises, it shall be submitted to the following procedure.
In order to be subject to the following procedure, any grievance must be submitted at the
first applicable step within ten (10) working days from when the employee or the Union
was aware or reasonably should have been aware, that a grievance exists. All other
grievances are deemed waived by the aggrieved party. The time limits set forth in the
following steps may be extended only be mutual written consent of the parties hereto.
Working days are days the County offices are open for regular public business.
STEP 1: EMPLOYEE AND IMMEDIATE SUPERVISOR:
11.2 It is the desire of the parties to this Agreement that grievances be adjusted informally
wherever possible and at the fast level of supervision. If an employee has a grievance, the
employee shall first discuss it with his or her immediate Supervisor within ten (10) working
days.
STEP 2: EMPLOYEEAND DEPARTMENT HEAD:
11.3 If the matter cannot be resolved informally, and it is the employee's desire to proceed
further, or if the Union has a grievance, the employee or the Union shall reduce the
grievance to writing and submit it to the appropriate Department Head within ten (10)
working days of the decision in Step 1. The written grievance shall contain a description
of the alleged problem, the date it occurred, the provision(s) in the Agreement allegedly
violated, and the corrective action the grievant is requesting. A conference between the
employee, a unit or union representative if requested by the employee, and the Department
Head shall then be held at a mutually agreeable time. The Department Head will endeavor
to resolve the grievance and shall respond in writing within ten (10) working days of the
meeting with the grievant.
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11.4 No settlement achieved in Step 1 or Step 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.
STEP 3: EMPLOYEE AND LABOR RELATIONS ADMINISTRATOR:
11.5 If the employee or Union is not satisfied with the reply in Step 2 the employee or Union
within seven (7) working days of the reply may refer the grievance, in writing in the form
provided for in Step 2, to the Labor Relations Administrator. A conference between the
employee, a Union representative, if requested by the employee, and the Labor Relations
Administrator, or a designee, shall be held at a mutually agreeable time. The Labor
Relations Administrator, or a designee, will endeavor to resolve the grievance and shall
respond in writing within ten (10) working days of the meeting with the grievant.
STEP 4: ARBITRATION:
11.6 If the grievance is not settled on the basis of the foregoing procedures, the Union may
submit the issue in writing to Arbitration within fifteen (15) working days after the decision
of the Administrator in Step 3. After notification that the dispute is submitted for
Arbitration, the County and Union shall attempt to agree on an Arbitrator. If the County
and Union fail to agree on an Arbitrator, the Union shall promptly request a list of eleven
(11) Arbitrators from the Federal Mediation and Conciliation Service (FMCS). Any fee
charged by the FMCS shall be split by the parties. The parties shall thereupon alternate in
striking a name from the panel until one name remains. The person whose name remains
shall be the Arbitrator.
11.6.1 The Arbitrator's decision shall be final and binding on all parties, subject to the
following terms and conditions: The Arbitrator shall have no authority to add to,
subtract from, or otherwise change or modify the provisions of this Agreement, but
shall be authorized only to interpret existing provisions of this Agreement as they
may apply to the specific facts of the issue in dispute. If the Arbitrator finds the
County was not limited by this Agreement from taking the action grieved, he or she
shall have no authority to limit the County's action and shall not substitute his or
her judgment for the County's so long as that judgment was reasonably exercised.
Further, the decision of the arbitrator shall be final and binding upon the parties to
the grievance provided the decision does not involve action by the Employer which
is beyond the Employer's jurisdiction, or would be a violation of public policy.
11.6.2 Each party shall bear one -half (1/2) of the fee of the Arbitrator and any other
expense jointly incurred by mutual consent incident to the arbitration hearing. All
other expenses shall be home by the party incurring them. Neither party shall be
responsible for the expense of witnesses called by the other party.
ELECTION OF REMEDIES:
11.7 Grievances once filed pursuant to this Article 11 shall constitute an election of remedies
by the aggrieved party. Once the election has been made to pursue the Agreement's
grievance procedure, the right to an alternative method of obtaining redress is absolutely
waived by the filing party and as partial consideration for this Agreement the grievant(s)
agree(s) they will seek no other relief other than as provided for in this Agreement. If an
action is filed in any forum other than this grievance procedure, this procedure shall not be
available for resolution of the dispute. hi no event will the County be required to respond
to more than one (1) action for any one (1) claim or grievance regardless of its nature.
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ARTICLE 12 - SENIORITY
12.1 Where such factors as qualifications, competence and efficiency are considered equal,
seniority shall be the controlling consideration in determining transfers, shift changes,
layoffs and recall from layoffs, job vacancies and promotions to positions within the
bargaining unit, and vacation scheduling. The County shall be the sole judge of the
qualifications, competence and efficiency of its employees provided such judgment shall
be reasonably and fairly exercised.
SENIORITY DEFINED:
12. 1.1 Seniority shall mean the most recent continuous length of service with the County.
12.2 Seniority shall terminate upon discharge, resignation, retirement, twelve (12) consecutive
months of layoff, or more than six (6) months other leave of absence.
REDUCTION IN FORCE
12.3 The Union and the Employer recognize the importance of filling each position with the
most qualified and capable individual available. When a reduction in force (RIF) is
necessary, qualifications, as defined herein shall be the controlling consideration for each
position within the department where the reduction is required. In the event that two
employees within the department fulfill the qualifications for the position, the person to be
retained shall be determined by seniority. The parties agree seniority shall be applied
within career ladders or previously held positions consistent with Section 12.1
12.3.1 Prior to implementing a RIF the Employer shall solicit volunteers.
12.3.2 If there are insufficient volunteers, RIF shall be in the following order:
A. Temporary employee.
B. Employees serving their Trial Period.
C. Contract employees.
D. Regular employees.
12.4 Recall from layoff shall be in accordance with the same principals of Section 12.3.
12.4.1 An employee who has been laid off will be allowed to apply for any UFCW position
during the "in house" posting period whether or not they have a written request for
reconsideration on file with the HRM.
12.4.2 An employee that has been laid off and has a written request for re- consideration
on file with the HRM will be considered for rehire as provided Chapter 10,
Section 10.1 of the Personnel Administration Manual.
ARTICLE 13 - WAGES AND CLASSIFICATION
13.1 The wage rates and classifications for members of the bargaining unit and any departmental
provisions are contained in Appendix B and C attached hereto and are a part of this
Agreement by this reference. Employees will be paid rates in Appendix C if they are on
the payroll on the date of ratification. Wage tables attached may be adjusted by the Auditor
to account for rounding which shall not exceed 2¢ on any wage rate. There is no dynamic
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status quo regarding wages and steps beyond the term of this Agreement. All wage
adjustments, including steps, are subject to bargaining retroactivity to January 1, 2018.
13.1.1 FOR THE TERM OF THIS AGREEMENT, Employees with 15 years of service
and in step 13 for at least 12 months to receive a onetime lump sum of $800.00 on
15th year and each following anniversary. Employees with 20 years of County
service and in step 13 for over 12 months to receive $1,200.00 on their 20th and
thereafter anniversary.
13.1.2 The Union acknowledges that additional days of paid time off have been added to
Section 8.4 of this Agreement as an addition to total compensation package.
REASONABLE SYSTEM TO ASSESS CHANGES IN DUTIES
13.2 The Employer shall establish a reasonable system to assess the changes in the requirements
of the positions occupied at the time of signing this Agreement. An assessment of an
occupied position shall be made not more than once during the life of the Agreement.
Positions that become vacant, are newly created or, that have not been filled may be
assessed by the Employer prior to posting the position as required by Section 9.2 of the
Agreement. The resulting title and pay grade will be clearly presented on the posting. If
the assessment results in a new title and pay grade it shall be consistent with the other
grades and their relative duties.
133 The Employer shall create the necessary positions within each department to accomplish
the mission of the Employer. The need for a position shall be made by the Employer.
Positions that have been created may be eliminated or remain unfilled if they become
vacant for any reason. The duties of a given position shall be determined by the Employer,
provided such determination shall be made fairly. The Union may grieve the foregoing
actions of the Employer for failure to follow a reasonable system of assessment and may
compel a re- evaluation if bias against an individual is found to have occurred.
POSITION EVALUATIONS
13.4 Positions may be evaluated or reevaluated for proper pay grade no sooner than six (6)
months after a grade is assigned to a position and then only upon a substantial showing of
change in position duties and responsibilities.
13.4.1 Position evaluations will be performed on a systematic basis using consistent
criteria for grade assignment.
13.4.2 An employee who believes their position evaluation request has been unduly
delayed may request that their Union Representative intercede.
134.3 Employees who move from a lower pay grade to a higher pay grade for any reason
shall be placed on the pay schedule of the appropriate appendix so that they will be
in the lowest step of the new pay grade which produces an increase in pay of at
least three (3 %) percent above the wage amount of that employees' current grade
and step.
CAREER LADDER
13.5 Employees hired in to an entry level position where the position description provides for
progression to a more senior level shall be continued up the career ladder for the position
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absent just cause for withholding the advancement or the failure of the employee to meet
the full requirements established for the career ladder advancement as provided in the job
description. Movement to positions not within a career ladder shall be by application and
promotion. Career Ladder positions are setout in Appendix A to this Agreement.
MANDATORY /DEVELOPMENTAL TRAINING
13.6 Employees must accomplish 20 hours of Mandatory/Developmental Training (prorated
Developmental Training for part-time employees) each anniversary year before an
employee can advance to the next Step when in Steps 1 through 5. Progression in Steps 6
through 15 is predicated on achieving Mandatory Training.
13.6.1 A training plan will be established during each anniversary employee evaluation by
the employee's Supervisor. If the Supervisor fails to meet their obligation under
this section, the employee shall not be denied advancement to the next step. Each
Department will include in its Mandatory Training a "training module" addressing
"situational management" including behavioral situations encountered in the
workplace.
13.6.2 Required training will be considered work time and the cost of training programs
will be paid by the Employer. Failure by a Supervisor to establish a training
plan or to schedule training periods for employees IS A VIOLATION OF
THIS AGREEMENT AND SUBJECT TO CHARGES AGAINST THE
SUPERVISOR.
CALLBACK PAY:
13.7 Any employee called back to work after completion of the employee's regularly scheduled
work day shall be compensated at the rate of one and one -half (1 -1/2) times the regular rate
of pay. Callback pay shall be paid in addition to any standby pay. When called back, the
employee shall receive time and one -half (1 -1/2) for a minimum of three (3) hours. Not
more than eight (8) hours of callback pay may be claimed in any twenty four (24) hour
period. Employees called back to work shall only be required to perform work within the
scope of their normal duties while the employee is in the facility. The minimum callback
hours shall not apply when an employee who is not on standby status reports for work in
conformance with assigned scheduling.
13.7.1 Auditor employees scheduled for a split shift in order to secure ballots at offsite
locations shall receive one (1) hour of additional pay in addition to actual time worked in
that day. This additional hour may be banked by mutual agreement between the Auditor
and employee. Effective with elections occurring after the full adoption of this Agreement
the one (1) hour will become two (2) hours.
STANDBY /BEEPER PAY:
13.8 Employees placed on off - premises standby (beepers) by management shall be
compensated at the rate of $35.00 for each full 24 hour period which may be prorated on
an hourly basis. This provision shall not apply to employees who are regularly scheduled
for standby as part of the weekly work schedule. This provision shall apply in all other
cases.
BILINGUAL PAY:
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13.9 The County agrees to initiate a program not later than January 1, 2009, providing additional
compensation for employees required by their positions to use a second language in the
course of their responsibilities. Employees certified to provide bilingual services shall
receive an additional pay premium of $25 per month.
The County shall notify and consult with the Union as to the designation of the eligible
positions, the minimum level of fluency required and the testing procedures to be
employed. Position designation and fluency determinations shall not be subject to the
grievance procedure.
WORK WEEK /OVERTIME
13.10 It is the intent of the parties to continue the workweek which employees have been
scheduled since 1994 provided, however, the workweek may be changed by the County
upon advanced notice to affected employees when such change results from budgetary
constraints or increased work flow. The County will endeavor to provide 30 days notice,
but shall be required to provide at least two weeks notice. All work over 40 hours shall be
at time and one half or, by mutual Agreement, one hour and a half (1 -1/2) of compensatory
time.
PAYROLL CHANGES
13.11 Notwithstanding any other provision of this agreement, there shall be no reclassifications
performed within three (3) months of the expiration of this agreement nor during any
negotiation period.
13.12 Whenever this agreement requires a wage increase, such wage increase shall be effective
the first day of the month in which the adjustment occurs.
13.13 When management assigns an employee to work at a higher classification for two (2)
weeks or more, that employee shall receive pay at the higher classification for that period.
ARTICLE 14 - SCOPE OF AGREEMENT
14.1 The parties acknowledge that during the negotiations that resulted in this Agreement, each
party has had the unlimited right and opportunity to make demands and proposals with
respect to any subject or matter not removed by law from the area of collective bargaining
and that the results and exercise of that right and opportunity are completely set forth in
this Agreement. Therefore, the County and the Union, for the life of this Agreement, each
voluntarily and unqualifiedly waive the right, and each agrees that the other shall not be
obligated, to bargain collectively with respect to any subject or matter referred to or
covered in this Agreement, or discussed during the negotiations which resulted in this
Agreement. The parties further agree, however, that this Agreement may be amended by
the mutual consent of the parties in writing at any time during its term.
PAST PRACTICES:
14.2 Any and all agreements, written and verbal, previously entered into by the parties hereto
are in all things mutually canceled and superseded by this Agreement. Furthermore, unless
specifically provided herein to the contrary, past practices shall not be binding on the
County. The County shall give the Union notice and an opportunity for bargaining prior
to modifying any benefit having any direct economic value to employees covered by this
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Agreement; except where provisions of this Agreement provide otherwise. If bargaining
reaches impasse, the issue(s) may be referred to the grievance procedure.
UNILATERAL INCREASES:
14.3 This Agreement provides for contractual minimums and shall not preclude the County from
paying wages and/or benefits in excess of those provided within this agreement.
EFFECT OF INVALIDITY:
14.4 This Agreement shall be subject to all future and present applicable Federal and State laws.
Should any provision(s) become unlawful by virtue of the declaration of any court of
competent jurisdiction, such action shall not invalidate the entire Agreement. Any
provision(s) of this Agreement not declared invalid shall remain in full force and effect for
the life of the Agreement. If any provision is held invalid, the parties hereto shall bargain
for the purpose of arriving at a mutually satisfactory replacement for such provision(s) or
the issue may be referred to the grievance procedure.
SUBCONTRACTING:
14.5 In the event a portion of the bargaining unit work is to be subcontracted or transferred, the
County will advise the Union and enter into bargaining as required by law.
DURATION:
14.6 This Agreement shall be in effect from date of adoption by the County unless stated
otherwise and remain in full force and effect through December 312017,
14.6.1 This agreement maybe opened by either party for the further negotiation of wages
by giving 60 days notice prior to December 31 of any covered year.
In witness whereof, the parties have signed this Collective Bargaining Agreement as ratified on
the day
Local 21 United Food &
Commercial Workers
International Uniory )
Todd Crosby, President
Date: lO
Local 21 U F C W
Representative
James Cr
Collective Bargaining Representative
Date:
Jefferson County & UFCW 21
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Page 22
2015.
Jefferson County Commissioners
Jefferson County, Washington
David Sullivan,
Chairman of the Board
Date:
County Administrator
Jefferson County, Washington
Philip orley,
County Administrates
Date: lDlulS
UFCW 21— Em��plovee Negotiating Committee:
Jefferson County & UFM 21
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Page 23
APPENDIX — A Career Ladders
CAREER LADDER POSITIONS
Positions Department
Account Clerk I to Account Clerk II Various Department
Administrative Clerk I to Administrative Clerk II
Adult Probation Clerk I to Adult Probation Clerk II
Appraiser Trainee to Residential Appraiser to Senior Residential Appraiser
Assessor Technician I to Assessor Technician II to Assessor Technician III
Assistant Planner to Associate Planner
Building Inspector I to Building Inspector II
Community Development Technician I to Community Development Technician II and Community
Development Technician III, one only, on authorization (see * Appendix B)
District Court Clerk I to District Court Clerk H
Environmental Health Specialist I to Environmental Health Specialist Il
Environmental Specialist Ito Environmental Specialist II
Juvenile Court Service Clerk I to Juvenile Court Services Clerk II
Juvenile Probation Counselor I to Juvenile Probation Counselor II
Legal Technician to Legal Assistant
Planning Clerk Ito Planning Clerk II
Plans Examiner I to Plans Examiner II
Permit Tech I to Permit Tech II and Permit Tech III, one only, on authorization (see * Appendix B)
Probation Counselor I to Probation Counselor lI
Public Health Nurse I to Public Health Nurse II
Superior Court Clerk I to Superior Court Clerk II
Superior Court Clerk I/Courthouse Fac to Superior Court Clerk IIlCourthouse Fac.
Jefferson County & UFC W 21
15 -17 CBA
Page 24
Various Departments
District Court
Assessor
Assessor
Community Development
Community Development
Community Development
District Court
Public Health
PH Water Quality
Juvenile Services
Juvenile Services
Prosecuting Attorney
Community Development
Community Development
Public Health
District Court
Public Health
Superior Court Clerk
Superior Court Clerk
APPENDIX— B CLASSIFICATIONS
EMPLOYEE TITLES AND CLASSIFICATIONS
With new grade assignments as stated in Appendix "C" — 2008 Wage Table
And in Appendix "C" — 2009 Wage Table
ALL DEPARTMENTS
Grade
Account Clerk 1
19
Account Clerk II
22
Administrative Assistant
22
Administrative Clk (Sr.)*
21
Administrative Clk
18
Secretary/Receptionist
17
F.1C1ffasy0m
Commercial Appraiser
32
Senior Residential Appraiser
31
Residential Appraiser
28
Appraiser Trainee
25
Assessor Technician III*
29
Assessor Technician II
27
Assessor Technician 1
25
Cartographer
22
AUDITOR
33
Elections Coordinator
32
Audit Specialist
23
Elections Specialist
23
Elections Technician
21
COOPERATIVE EXTENSION
Program Asst, II 21
Program Asst. I 18
DISTRICT COURT
District Court Clerk II 22
District Court Clerk I 20
Probation:
Probation Counselor 11
33
Probation Counselor
31
Probation Assistant
26
Adult Probation Clerk 11
22
Adult Probation Clerk 1
20
FACILITIES MAINTENANCE
Lead Custodian 25
Custodian 22
Custodian Aide 18
DEPARTMENTS Grade
HEAL TH& HUMAN SER VICES
42
Support Services
37
Clinic Support/Med. Records Clk
22
Financial Operations Coordinator
27
Financial Support Specialist
24
Medical Records /Data Specialist
23
Insurance Billing Clerk
22
Medical Records Clerk
22
Medical Records Clk/Clinical Sup
22
Public Health Assistant
23
Receptionist
18
Women/Infant/Child Prgm Clk
22
Community Health
Nurse Practitioner
42
Public Health Nurse III*
37
Public Health Assessment &
30
Program Coordinator
35
Public Health Nurse II
35
Public Health Nurse I
32
Community Health Analyst
30
Community Health Educator
31
Community Health Nurse
29
Nutritionist
34
Environmental Health
Env. Health Specialist .111*
35
Env. Health Specialist. II
32
Environmental Health Educator
30
Env. Health Specialist. I
29
Env. Health Technician
24
Permit Tech III*
26
Permit Tech H
24
Permit Tech I
22
Human Services
Substance Abuse Cord 29
Prevention Specialist 29
Development Disability Cord 30
Water Quality
Environmental Specialist II 34
Environmental Specialist I 31
Jefferson County & UFCW 21
15 -17 CBA
Page 25
DEPARTMENTS Grade
JUVENILE SERVICES
Probation Counselor H
33
Probation Counselor
31
GAL Coordinator
31
Community Services Coordinator
26
Probation Assistant
26
Fiscal & Grants Coordinator
24
Juv. Court Services II
22
Juv. Court Services I
20
COMMUNITY DEVELOPMENT
35
Development Review
31
Associate Planner
33
Assistant Planner
30
Office Coordinator
27
Planning Technician
22
PERMIT CENTER
Building Services
Senior Building Inspector
35
Code Compliance Coordinator
31
Building Inspector II
33
Building Inspector I
30
Plans Examiner II
33
Plans Examiner I
30
Community Development Tee III*
26
Community Development Tech II
24
Community Development Tech I
22
Planning
Senior Planner
35
Associate Planner
33
Assistant Planner
30
Planning Technician
22
Planning Clerk B
22
Planning Clerk I
20
PROSECUTINGATTORNEY
Support Enforcement Officer 27
Sr. Legal Assistant 26
Legal Assistant 24
Legal Technician 22
Crime Vic/Witness Coordinator 28
Crime Victim Advocate 25
Jefferson County & UFCW 21
I5 -17 CBA
Page 26
DEPARTMENTS
Grade
RECREATION
24
Assistant Recreation Manager
30
Recreation Assistant Director
27
Lead Recreation Supervisor
27
Recreation Aide Supervisor
17
SHERIFF
Cook
SUPERIOR COURT
24
Court Administrator Lead
28
Deputy Court Administrator
24
SC Clerk II/Courthouse Facilitator
24
Juvenile Court Coordinator
23
Superior Court Clerk 11
22
Superior Court Clk I/Courthse Fac.
21
Superior Court Clerk I
20
TREASURER
Investment Specialist/Accountant 29
Revenue/Foreclosure Clerk 27
Tax Account Specialist 24
Employees Assigned Lead Assignments
Except as otherwise provided herein employees
when assigned by a Supervisor to act as a LEAD
employee will be paid at their current step TWO
(2) pay grades above their regular grade. No
employee will be considered to be a lead other than
during such time as specifically assigned by their
Supervisor. Positions listed above with "lead" in
the title are not subject to this section since the
grade assigned to the position already reflects the
lead duties.
* subject to being authorized in the budget and shall
not also be a lead.
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