The URL can be used to link to this page

Home My WebLink About012218_ca04Consent Agenda Commissioners Office JEFFERSON COUNTY BOARD OF COUNTY COMMISSIONERS AGENDA REQUEST TO: Board of County Commissioners Philip Morley, County Administrator FROM: Erin Lundgren, Clerk of the Board DATE: January 22, 2018 SUBJECT: AGREEMENT and SUBSCRIPTION AGREEMENT re: Collective Bargaining Agreement and Trust Participation for the Jefferson County Public Works Employees; Teamsters Local #589 and Washington Teamsters Welfare Trust STATEMENT OF ISSUE: The Collective Bargaining Agreement with Teamsters Local #589 covering the Jefferson County Public Works employees expired December 31, 2016. Since that time, periodic negotiations have been conducted with the Teamsters Union representative and shop stewards and a proposed agreement for 2017 through December 31, 2020 has been ratified by the represented employees. In addition to the Collective Bargaining Agreement, a subscription agreement is included for employees to participate in the Washington Teamsters Welfare Trust in order to receive health care benefits. FISCAL IMPACT: Proposed wage adjustments are as follows: 5% general wage increase for 2017 0% - no general wage increase for 2018 0% - no general wage increase for 2019 1.75% general wage increase for 2020 Premium pay adjustments are as follows: Designated Lead Position increased from 2.5% to 5% Designated Foreman Position increased from 8.5% to 12,,5`%`. RECOMMENDATION: Approve and sign the Collective Bargaining Agreement and the Subscription Agreement. RE WED BY: / ll/ hi ' orleCo ty Administrator Date AGREEMENT By and Between JEFFERSON COUNTY PUBLIC WORKS DEPARTMENT and TEAMSTERS LOCAL UNION NO. 589 OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS Effective: Upon Adoption by the County To: December 31, 2020 Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 1 of 26 TABLE OF CONTENTS PREAMBLE............................................................................................................................ 1 ARTICLE 1 — RECOGNITION:............................................................................................ 1 ARTICLE2 - UNION DUES................................................................................................. 3 ARTICLE3 - LAYOFFS: ....................................................................................................... 4 ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS ........................................ 4 ARTICLE 5 - PROGRESSIVE DISCIPLINE: ....................................................................... 5 ARTICLE 6 - GRIEVANCE PROCEDURE: ......................................................................... 5 6.1 OBJECTIVES......................................................................................................... 5 6.2 DEFINITIONS: ....................................................................................................... 5 6.3 TIME LIMITS: ....................................................................................................... 6 6.4 PARTIES RIGHTS AND RESTRICTIONS: ......................................................... 6 6.5 STEPS IN THE GRIEVANCE PROCEDURE: ..................................................... 6 6.5.1 Step #I: ................................................................................................................... 6 6.5.2 Step #2.................................................................................................................... 7 6.5.3 No settlement achieved........................................................................................... 7 6.5.4 Step #3.................................................................................................................... 7 6.5.5 Board of Adjustment............................................................................................... 7 6.5.7 Step#4: ................................................................................................................... 7 ARTICLE 7 - HOURS OF WORK AND OVERTIME.......................................................... 8 7.1 Workweek............................................................................................................... 8 7.6 Compensatory Time: ............................................................................................... 9 ARTICLE 8 — CALL OUT/ CALL BACK TIME: ................................................................. 9 ARTICLE 9 —MISCELLANEOUS PROVISIONS: ............................................................... 9 ARTICLE10 - WAGES: ...................................................................................................... 10 ARTICLE11 - LONGEVITY: .............................................................................................. 11 ARTICLE12 - HOLIDAYS: ................................................................................................ 11 ARTICLE13 - SICK LEAVE: ............................................................................................. 12 ARTICLE 14 - VACATIONS: .............................................................................................. 13 ARTICLE 15 - HEALTH AND WELFARE:....................................................................... 14 15.1 MEDICAL............................................................................................................ 14 15.2 DENTAL: ............................................................................................................ 14 15.3 VISION: ................................................................................................................ 14 ARTICLE 16 - MAINTENANCE OF BENEFITS: .............................................................. 14 ARTICLE 17 - BEREAVEMENT LEAVE: ......................................................................... 15 ARTICLE 18 - TIME OFF WITHOUT PAY: .................................................................... 15 ARTICLE 19 - TERMINATION: ....................................................................................... 15 APPENDIXA.................................................................................................................................... A.I Positions Not In A Career Track................................................................................... 16 A.1.1 Step Advancement: ............................................................................................... 16 A.1.2 Wages for Positions Not In a Career Track.......................................................... 17 A.2 CAREER TRACK POSITIONS................................................................................... 18 A.2.1 Career Track Procedures....................................................................................... 18 A.2.2 Step Advancement: ............................................................................................... 18 A.2.4 Out of Class Work: ............................................................................................... 18 Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 1 of 26 ..16 A.3 Administration/Professional........................................................................................20 A.3.1 Wages Administration/Professional Career Tracks .............................................. 21 A.4 WAGE TABLES — Solid Waste..................................................................................... 22 A.4.1 Solid Waste Career............................................................................................... 22 A.5 Operations Positions..................................................................................................... 23 A.5.1 Wages Operations Career Track........................................................................... 23 A.6 WAGE TABLES — Parks Maintenance........................................................................ 24 A.6.1 Parks Maintenance Career Track.......................................................................... 24 A.7 WAGE TABLES — Mechanics..................................................................................... 25 A.7.1 Wages Mechanics Career Track........................................................................... 25 A.8 Designated Leads and Foreman.................................................................................... 26 A.8.1 Lead Position........................................................................................................ 26 A.8.2 Foreman, Parks and Fields Maintenance Foreman and ER&R Shop Foreman.... 26 A.8.3 Communication Channels..................................................................................... 26 Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 2 of 26 JEFFERSON COUNTY PUBLIC WORKS DEPARTMENT January 1, 2017 through December 31, 2020 PREAMBLE It is hereby agreed between JEFFERSON COUNTY, the Employer and TEAMSTERS LOCAL #589, the Union that the employment of all PUBLIC WORKS DEPARTMENT employees working in the Road Division, Solid Waste Division, Engineering Division, Administrative Division, Parks Division positions listed in Appendix A, and Mechanics in the Equipment Rental Division as shown in Appendix A shall be governed by the following conditions. Employees of the Public Works Department working in classifications not listed in Appendix A are exempt from this Agreement. It is also understood and agreed that the County possesses the sole right to operate the Public Works Department in order to properly carry out the functions of County government and that all management rights rest with the County except as may be specifically restricted by this document. ARTICLE 1— RECOGNITION: 1.1 It shall be a condition of employment that all employees of the Employer covered by this Agreement who are members shall remain members in good standing. It shall also be a condition of employment that all employees covered by this agreement hired on or after its effective date shall, on the 31 st day following the beginning of such employment, become and remain members in good standing in the Union. PROVIDED THAT, if a public employee is a member of a church or religious body whose bona fide religious tenets or teachings forbid said public employee to be a member of a labor union such public employee shall pay an amount of money equivalent to the regular union dues and initiation fee of the Union to a non -religious charity or to another charitable organization mutually agreed upon by the Employer and the Union. The Employer shall furnish written proof to the Union that such payment has been made. If the Employer and the Union do not reach an agreement on the choice of the non -religious charity to which the Union dues and initiation fee are to be paid the Washington State Department of Labor and Industries shall designate the charitable organization. PROVIDED FURTHER, the Employer may hire extra help as needed and such employees shall not be required to join the Union, pay dues or pay any amount in lieu of dues with notification and approval of the Union and further these employees shall not be covered by any provision of this Agreement and shall receive no benefit of this Agreement. 1.2 Temporary employees replacing a regular employee may perform bargaining unit work and shall be subject to Section 1.1 above following six (6) consecutive calendar months of service. Temporary employees work a full-time schedule and replace employees who are absent due to long-term illness, injury or bona fide leave of absence of two (2) weeks or longer. Temporary employees replacing an absent bargaining unit employee may not be used to supplant historic full time jobs. 1.3 Regular part-time employees (not seasonal, casual labor, extra hire, 90 day temporary, extra help, or Clerk Hire may perform bargaining unit work, shall be subject to Section 1.1 above, and shall accrue seniority on a pro -rata annual basis. 1.3.1 Any employee filling a budgeted position of over 1,820 hours in any year is considered a full time employee and shall be provided the benefits set out in Articles 12, 13, 14, 15, 16 and 17. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 1 of 26 1.3.2 All benefits conferred by this contract shall be pro rata on the basis of hours compensated to the part-time employee in relation to 2,080 provided, however, part-time employees shall not be provided the benefits set out in Articles 12, 13, 14, 15, 16, or 17, until they have twenty four (24) consecutive calendar months of service with the County. 1.3.3 Regular part-time employees are eligible to be promoted to a regular full time position without having to go through a public hiring process when a full time position for which they are qualified occurs provided: 1) that they went through a public hiring process for the regular part-time position they currently hold, 2) that they have advised their supervisor of their interest in the position, and 3) management offers the position to the employee. Management reserves the right to determine if an employee is qualified to be promoted or if the position will be advertised to the public. Section A.2.1 shall apply to regular part time employees. The parties agree that part time employees will not be used to supplant historic full time jobs. 1.4. Seasonal, casual labor, extra hire, 90 day temporary, extra help, or Clerk Hire are employees who are employed to meet the short term needs of the Department, are seasonal in nature, and are scheduled for 69 hours or less per month. Fringe benefits shall not be available to employees in this type of position and they shall not be bargaining unit members. Employees in such positions are not eligible for internal promotion and must go through the public hiring process for any regular part- time or full-time position. 1.4.1 The Employer shall not "chain" Section 1.4 employees such that two (2) or more Section 1.4 employees constitute a regular full time position. 1.5 The Employer hereby reserves the right, subject to the exclusive discretion of the Employer, to discharge any employee in its employ if the employee's work is not satisfactory. Reason for discharge shall be furnished in writing. 1.6 No worker shall be discharged or discriminated against for upholding Union principles; and any worker who works under the instructions of the Union, or who serves on a committee, shall not lose their position or be discriminated against for this reason. 1.7 The Employer agrees not to enter into any agreement or contracts with its employees individually or collectively which in any way conflicts with the terms and provisions of this agreement. Any such agreement shall be null and void, unless adopted in writing by the Local Union and Employer. 1.8 No employee shall be laid off due to the contracting or sub -contracting of bargaining unit work. In addition the employee shall not suffer a reduction in pay as a direct result of the Employer's sub- contracting of unit work. In the event of a permanent closure or discontinuance of an operation or function of the Public Works Department the County will provide not less than sixty (60) days notice to the Union and will bargain with the Union the impact of the resulting layoff on any affected employees. 1.9 Labor Management Provisions: 1.9.1 The parties agree there shall be a Labor Management Committee (LMC) to be convened upon reasonable notice of an agenda by the requesting party. The purpose of the committee Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 2 of 26 shall be free dialogue to promote issue resolution. The furtherance of that objective and pursuant to Rule 408, (or its successor) no matter concerning any occurrences at a Labor Management Committee shall be used as evidence by either party in any forum for any purpose including the time line for grievance process. Any agreements made by the committee that are to be evidentiary shall be reduced to writing and signed by the Union and the County's Representative. 1.9.2 Without limitation, in light of Rule 408, any matter of concern may be added to the agenda by the concerned party examples: Operational issues Scheduling concepts Specialty position selection/disputes New program concepts Others issues as may become necessary 1.9.3 The Union shall designate bargaining unit members participating in Labor Management Committee meetings. The County shall designate management members. The membership need not be equal in number. 1.9.4 It is understood that any matter which has been made the subject of a filed formal grievance under the terms of this labor agreement shall be excluded from consideration by the Labor Management Committee and shall be addressed through the grievance procedures of this agreement. Potential grievances may be added to the agenda by either party. It is further understood that the work of the parties under this LMC provision shall in no way add to, subtract from, alter or amend the labor agreement unless mutually agreed upon by the Union and the County in writing. There shall be no bargaining during the LMC however it may be noted that the bargaining parties may be notified that changes may be required. 1.9.5 Upon approval of the County, up to three (3) bargaining unit persons shall be granted time without loss of straight -time earnings to attend scheduled Labor Management Committee meetings. Bargaining unit members assigned to attend such meetings on their day(s) off shall be compensated time and one-half (1.5) for all time spent in attendance with two (2) hours minimum assignment on a day off. 1.10 Union Activity During Work -Time: The Union may engage employees in Union Business during non -work -time and in non -work -places while on County property. Visitations by the Union shall not interrupt the work of the Employer. 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. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 3 of 26 ARTICLE 3 - LAYOFFS: 3.1 When in the sole opinion of management, it is necessary or advisable to reduce the workforce, the Union shall be notified and the following procedure shall be implemented. Layoff all Temporary/ Clerk Hire, Part time/seasonal, in the classifications where layoffs are contemplated prior to laying off any Regular Part time or Full time Employees. Employees shall be given at least two (2) weeks notice of layoff. 3.2 The County shall select the positions or classifications to be eliminated and the effective date of the layoff. The persons occupying such position or classification will be laid off unless they have previously held satisfactory, regular employment status in a lower paid position or classification occupied by a person with less seniority in the department. In that case, the person occupying the position or classification to be eliminated shall bump down to a lower position chosen by the employee which that employee previously held within the department. A laid off employee may bump to a formerly held, equal or lower paid position which is outside the department and within the bargaining unit, provided that the employee's performance was satisfactory in that position, and provided the employee is qualified to perform all the duties of the bumped position (and possesses required licenses and certifications). In addition, the person may bump to a lower classification in the same department, related by career ladder. The person bumped shall have less seniority and shall be the person laid off, subject only to that person's ability to bump another. There shall be no bumping to a higher paid position. 3.3 For up to 395 consecutive calendar days after layoff, employees shall be informed of openings in position or classifications for which the employee is qualified, by mail to the address on file in the Human Resources Manager's Office. The employee shall keep the Human Resource Manager informed of their current address. During this 395 consecutive calendar days period, laid off employees shall be given consideration to fill openings for which the employee is qualified. 3.4 Seniority shall be determined based upon years of continuous service as an employee of the County. Seniority shall be lost after thirteen 395 consecutive calendar days in layoff status. ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS: 4.1 New Employees: No employee shall have his/her seniority established prior to completing 6 months (one hundred and eighty two (182) consecutive days), employment with the Employer which period may be extended one up to an additional ninety (90) days by giving the employee and Union twenty (20) days notice of such intended action by the County. Both the Employer and the Union recognize the importance of filling each position with the most capable individual available. In promoting, the Employer will recognize skill and merit as the principal consideration in making promotions. Should two candidates have equal skill and merit in the opinion of the Public Works Director then the seniority of the employee shall be considered. Seniority according to this agreement shall consist of the most recent continuous employment with the Employer. The employees' earned seniority shall not be lost because of absence due to illness, authorized leave of absence or temporary layoff. 4.1.1 In the event an employee works as a temporary replacement employee (Section 1.2 and 1.3) Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 4 of 26 and is hired full time, all time worked in the same job classification as a temporary replacement employee shall count for meeting probation. 4.2 Promoted Employees: Employees being promoted to a permanent higher classification shall have a 6 month (one hundred and eighty two (182 day)) trial period. If the employee does not complete the trial period, said employee shall be returned to their previously held classification and Article 3 shall apply should a workforce reduction result. ARTICLE 5 - PROGRESSIVE DISCIPLINE: 5.1 Disciplinary procedure will be the same as the Jefferson County Personnel Policy manual adopted by Resolution #92-03. However it is understood that the exercise of such administration of discipline after the trial period is satisfactorily completed shall only be for just cause, as provided in the County's Personnel Policy. 5.2 Oral warnings shall remain in the employees personnel file, however after a one (1) year period provided there has been no further disciplinary action for similar cause, such oral warning shall be too old for the purpose of progressive discipline. 5.3 Written warnings shall remain in the employees personnel file, however after a two (2) year period, provided there has been no further disciplinary action for similar cause, such written warning shall be too old for the purpose of progressive discipline. 5.4 All disciplinary action shall remain in the employees personnel file indefinitely and shall only be used for progressive discipline as provided above. 5.5 Warnings that are too old for progressive discipline are not admissible as evidence in any disciplinary grievance. 5.6 Any paper that reflects unfavorably on the employee and will be put in his/her personnel file shall be initialed by the employee. The employees' initials are not an admission of guilt but verification that they have seen it and it is the paper that was put in the file. If the employee refuses to initial the document, management shall note such and put the document in the personnel file. ARTICLE 6 - GRIEVANCE PROCEDURE: 6.1 OBJECTIVES: To informally settle disagreements at the employee -supervisor wage grade; to provide an orderly procedure to handle the grievance through each level of supervision; to correct, if possible, the cause of the grievance to prevent future complaints; to promote harmonious relations among employees, their supervisors, and Departmental Administrators; to assure fair and equitable treatment of employees; to resolve grievances at the Departmental level before appeal to higher levels. 6.2 DEFINITIONS: The following terms, as used in this contract, shall have the following meaning: GRIEVANCE: A complaint by an employee or a Union representative concerning the interpretation or application of this Agreement. A grievance may be filed when the employee believes an injustice Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 5 of 26 has been done because of unfair application of a policy or an alleged violation of any term or condition of this Agreement. WORKING DAY: The days the court house is open for business. EMPLOYEE: Any Employee of the Jefferson County Public Works Department covered by this Agreement. IMMEDIATE SUPERVISOR: The person, who assigns, reviews or directs the work of an Employee. REPRESENTATIVE: A person who appears on behalf of the Employee. DEPARTMENT HEAD: The Director of Public Works of the County of Jefferson. 6.3 TIME LIMITS: Time limits are established to settle grievances quickly. Time limits may be extended by agreement of the parties. If the grievant is not satisfied with the decision rendered, it shall be the grievant's responsibility to initiate the action which submits the grievance to the next level of review within the time limits specified. Failure of the Employee/Grievant to submit the grievance within the time limits imposed shall terminate the grievance process and the matter shall be considered resolved. Failure of the County to respond within the time limits specified will allow the grievant to submit the grievance to the next higher step of the grievance procedure. 6.4 PARTIES RIGHTS AND RESTRICTIONS: A. A party to the grievance shall have the right to record a formal grievance meeting at the expense of the requesting party. B. An employee may have a Union representative present at all steps of the grievance procedure. C. Reasonable time in processing a grievance will be allowed during regular working hours for the Shop Steward, with advanced supervisory approval. D. Nothing within this grievance procedure shall be construed as limiting the right of management to manage the affairs of the County. E. Grievances of an identical nature, involving an alleged violation of the same Article, section, etc., concerning the same subject matter, may be consolidated. 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 Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 6 of 26 employee's knowledge of the occurrence, the employee and/or his representative will promptly and verbally meet to discuss the complaint with the employee's immediate non -Bargaining Unit supervisor. The supervisor will issue a written decision on the complaint within twenty (20) days following the grievance meeting to the employee and the representative involved. 6.5.2 Step #2: If the employee feels the immediate supervisor has not resolved the grievance, the employee may appeal to the Department Head. At this time, all supporting documents and evidence relative to the grievance shall be included with the appeal. The Department Head 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 Department Head within twenty (20) working days from the close of the formal meeting. 6.5.3 No settlement achieved in Steps 1 or 2 shall constitute a precedent for any future issue unless the Union and the Labor Relations Administrator shall agree to such settlement as binding on the parties in future disputes. 6.5.4 Step #3: If the employee feels the Department Head has not resolved the grievance, the employee may appeal to the Jefferson County Administrator within twenty (20) working days of delivery of the Department Head's written decision. At this time, all supporting documents and evidence, including summaries of testimony, contract analyses and other factors the grievant will rely upon relative to the grievance shall be included with the appeal. The Commissioners, or their designee, shall hold a formal meeting with the employee and the representative, if requested, within twenty (20) working days from the date of the appeal receipt, and attempt to settle the grievance. 6.5.5 Board of Adjustment If the alleged grievance is not settled within twenty (20) working days after either part refers the matter to the other party in accordance with Section 6.5.4, by mutual agreement the parties may refer the grievance to a Board of Adjustment within twenty (20) working days. 6.5.6 The Board of Adjustment shall be comprised of two members appointed by the Employer and two members appointed by the Union. If Board is not able to resolve the issue, the Board shall select a fifth member with industry experience, if available. If a fifth member cannot be agreed to, or if the grievance is not referred to the Board, then Section 6.5.7 shall apply. Should the Board decide the matter, such decision shall be final and binding on the Employer, Union and Grievant and Section 6.5.7 shall not apply to any grievance decided by the Board of Adjustment. The Board once constituted shall resolve all matters of procedure, evidence, continuance and related procedural issues. All decisions of the Board shall be made in executive session called by the Board and there shall be no record of such executive session. 6.5.7 Step #4: Binding Arbitration: If the grievance is not satisfied with the decision of the Commissioners or their designee, within twenty (20) working days after delivery of the Board's decision and the matter is not referred under Section 6.5.6 or no decision is rendered under Section 6.5.6, the Union may submit the grievance to binding arbitration. For purposes of arbitration, the parties agree to use the FMCS to provide a list of 11 Northwest Arbitrators from which the parties will select an Arbitrator. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 7 of26 If the parties choose to select an arbitrator then the cost of the arbitrator shall be divided equally between the County and the Union. Cost of witnesses, court reporter, or other individual expenses shall be borne by the requesting party. The arbitrator shall not have the power to alter, amend, or change any contractual language of the Labor Agreement. Either party may tape record the proceeding as their personal record of the hearing. Upon request the taping party will make a copy of the tape available to the other party or either party may obtain a copy of any recording made by the Arbitrator. Arbitrators are restricted: Unless the Arbitrator finds by a preponderance of the evidence the County was limited in its actions by a specific provision of this Agreement from taking the action grieved, the Arbitrator shall have no authority to limit the County's action. No Arbitrator shall substitute their judgment for that of the County's so long as the judgment of the County is not arbitrary or capricious. The grieving party shall have the burden of proof this Agreement was violated. In the event the Arbitrator shall sustain the grievance he/she shall not rule upon an award until the parties shall have 60 days to negotiate a settlement. If no settlement is achieved the Arbitrator shall take written argument from each party and shall subsequently issue a decision upon a remedy. ARTICLE 7 - HOURS OF WORK AND OVERTIME: 7.1 Workweek The normal work week shall consist of five consecutive days of eight (8) hours, or four (4) consecutive days of ten (10) hours, between the hours of 6:00 a.m. and 6:00 p.m. Monday through Friday. Eight (8) hours shall constitute a day's work and forty (40) hours a week's work. All time worked in excess of eight (8) hours per day for those working 5/8's or 10 hours per day for those working 4/10's, or in excess of forty (40) hours per week shall be overtime and paid for at the rate of time and one half. 7.2 Classifications that may require any employee to attend night meetings may be adjusted with flexible scheduling with 72 hours' notice, or by mutual agreement. If an employee works the regularly scheduled shift on the day of the night meeting, time off must be scheduled and taken off within ten (10) working days of the meeting; otherwise the employee shall be paid for the overtime hours or granted compensatory time at the overtime rate. 7.3 Shift Work: Rates for shift work shall be as listed below. 7.3.1 Unless considered shift work as defined under Article 7.3.2 or except as allowed under Article 7.2 or Article 7.3.5, work assignments between the hours of 6:00 p.m. and 6:00 a.m. and on Saturday or Sunday shall be paid at time and one half (1 t/2). 7.3.2 The Department shall retain the right to create and assign shift work including but not limited to shifts such as an "early shift", "swing shift", or "night shift". Shift work may include assignment between the hours of 6:00 p.m. and 6:00 a.m. and work on Saturdays and/or Sundays. Shifts shall consist of five (5) consecutive days (or four (4) consecutive days if the crew is on a 4/10 schedule) and shall be assigned at least 24 hours in advance for the full shift period of 5 or 4 days to be considered shift work. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 8 of 26 7.3.3 Shift work assigned between 6:00 p.m. and 6:00 a.m. or on a Saturday or Sunday shall be paid a shift differential of one dollar and fifty cents ($1.50) above the regular rate for all hours of the shift. 7.3.4 Shift differential shall not be applied in conjunction with 1 'h premium pay. Any employee eligible to receive 1 'h premium pay under Article 7 or Article 8 shall have such premium pay calculated based upon the employee's regular straight -time pay. 7.3.5 Regular full time employees employed in operations open to the public six (6) or seven (7) days a week who are scheduled to work Saturday or Sunday, shall receive $1.50 per hour premium pay for all hours worked on a Saturday or Sunday, provided this section shall not apply to any employee receiving premium pay or overtime for such Saturday or Sunday work. 7.4 Any Employee completing any one of the above shifts and requested to return to work shall be entitled to Call Back under Article 8. Employees shall be paid overtime after forty (40) hours as required by Federal Law. 7.5 Management reserves the authority to schedule employees for shift work based on any and all factors it deems relevant including but not limited to seniority, skill, availability, experience, capability, equity, etc. Employees shall not refuse shift assignments. 7.6 Compensatory Time: Compensatory time may be accumulated up to a maximum of forty (40) hours. Compensatory time to be taken by mutual agreement between the employer and the employee. The Employer will limit Comp Time use as provided by law. ARTICLE 8 — CALL OUT/ CALL BACK TIME: 8.1 An employee required to report for duty after leaving work at the completion of their assigned shift shall be guaranteed two (2) hours call time paid at time and one half (1 '/2). An employee required to report for duty before his/her assigned shift or to remain after his/her assigned shift shall be paid at time and one half (1 ''/z) for the hours worked outside the employee's assigned shift. 8.2 Whenever any employee shall be required to be out at night alone by their supervisor they are to be provided with a cell phone or radio enabling the employee to call for back-up in an emergency. ARTICLE 9 -MISCELLANEOUS PROVISIONS: 9.1 Shop Supplies: Coveralls shall be supplied by the Employer for all employees working on changing of lube -oils and light maintenance on all equipment of the County, in addition to the following, tar pot distributor, driver and lever man all mechanics and including employees working at the "Moderate Risk Waste Facility". This includes land fill; Quilcene and West End. 9.2 Employees who possess and maintain a Class A CDL -shall upon renewal of such license be reimbursed the cost of such license renewal fees. Employees who possess a Class A CDL and are required to maintain their medical certificate shall be reimbursed up to $100.00 of the cost not covered by Article 12 benefits of obtaining such DOT required physical examination. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 9 of 26 9.3 Professional certifications and license reimbursements will be made pursuant to Public Works "Guidance and Policy Regarding Reimbursement for Professional Licenses, Memberships in Professional Organizations, Continuing Education, and Conferences" dated November 8, 2012 or most recent version thereof. ARTICLE 10 - WAGES: 10.1 Whenever this agreement requires a wage increase, such wage increase shall be effective the first day of the month in which the adjustment occurs. 10.1.1 In the event the County shall incur budget reductions where the Director anticipates multiple layoffs the County shall give notice to the Union whereupon the parties shall meet and confer for the purposes of adjusting wages on a temporary or permanent basis, adjustment to the workweek or such other methods of reducing costs in an effort to retain employees rather than suffer a reduction in force. In the event the Union shall believe budget surpluses merit wage increase the union shall give notice to the County whereupon the parties shall meet and confer for the purposes of adjusting wages on a temporary or permanent basis. 10. 1.2 Prior to effectuating any reductions permitted in 10.1.1 above the County shall consider: ■ Reduce force to include all classifications as listed in Articles 1.2, 1.3, and 1.4 of the Collective Bargaining Agreement. ■ Offer employees an opportunity to voluntarily reduce their hours of work when appropriate. ■ Other possibilities offered by the Union ■ The County shall make the final decision once it has considered the above. 10.2 The grade and step (wage matrix) for all positions covered in the agreement are provided in Appendix A. 10.2.1 Wages: • 2017: Effective the first full pay period after adoption, wages will be increased 5%. Employees on the payroll at the time of adoption and Dennis Bates and Will Butterfield, shall receive a lump sum payment of 5% of their YTD Gross pay preceding the 5% increase. • 2018; 0% • 2019:0% 0 2020: The 2017 wage table will be increased by 1.75% • NOTE: Final rounding by payroll result in no more than a 2¢ change from the Table amounts. • NOTE: Retroactive pay shall be paid in a lump sum based on all eligible YTD earnings for pay periods that precede the date the new wage rates are effective. 10.3 DEFINITIONS: 10.3.1 Annual Review Date: Established twelve (12) months from the date an employee was hired or promoted. 10.3.2 Step Advancement: Advancement from one step in a wage grade to the next higher step. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 10 of 26 10.3.3 Classification: A specific family of like duties and responsibilities to which an employee is assigned. 10.3.4 Time in Grade: The length of time an employee has been assigned to a specific wage grade as set out on the wage matrices. ARTICLE 11 - LONGEVITY: 11.1 Upon completion of the following years of employment, the Employer shall pay, as an annual longevity bonus, the amounts which follow to eligible Employees at the pay period which follows their anniversary date or month of employment. Employees once eligible for longevity shall be paid monthly and should they terminate prior to their anniversary date a lump sum of the remaining earned but unpaid longevity payment shall be included in the employee's final paycheck. (1) Five years employment $ 400.00 (2) Ten years employment $ 800.00 (3) Fifteen years employment $1,200.00 (4) Twenty years employment $1,600.00 11.2 The above amounts are based on eight (8) hour shifts. Seven (7) hour shifts are based on three hundred and fifty dollars ($350.00) for each five year longevity increment. Seven and one-half (7 1/2) hour shifts are based on three hundred seventy-five dollars ($375.00) for each five (5) year longevity increment. ARTICLE 12 - HOLIDAYS: 12.1 The following days shall be considered holidays. New Year's Day January 1 St. Martin Luther King's Birthday 3rd Monday in January Presidents Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day after Thanksgiving Day Christmas Day One (1) floating holiday 3rd Monday in February Last Monday in May July 4th First Monday in September November 11th 4th Thursday in November Fri. following Thanksgiving December 25th 12.2 Employees working on a holiday shall receive time and one half (1 'h) plus the holiday pay. Holidays shall be paid at 8 hours. 12.3 Chapter 6, Section 4.4 and its subsections in the Jefferson County Personnel Administration Manual shall apply to the day for the observation of Holidays 12.4 The floating holiday is to be determined by mutual agreement between the employee and the Employer, with seven (7) days advance notice. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 11 of 26 12.5 Compressed Workweek Schedules: The following shall apply to employees who are assigned by management to work a 4 x 10 schedule. Employees on a 4 x 10 schedule shall be paid 10 hours holiday pay when a holiday falls during said schedule. ARTICLE 13 - SICK LEAVE: 13.1 Sick leave is earned by permanent and trial period employees at the rate of one (1) working day for each month of completed service. An employee may not accumulate more than two hundred forty (240) days of sick leave. To receive sick leave, an employee must either be sick or disabled or have a scheduled health care appointment. Upon request by the department head, an employee must be able to furnish proof, including documentation from the attending health care provider. Falsification or misuse of sick leave shall be grounds for disciplinary action. Employees using sick leave or unscheduled absence caused by an inability to work MUST contact their supervisor no less than 1 hour before their scheduled start time. Should the supervisor not be available employees are to leave a detailed voice mail message including details of the inability to work and the employees schedule for the day should the supervisor need to contact the employee. 13. 1.1 Notwithstanding the reference to days in 13. 1, all accruals shall be on an hourly basis of 0.0461 per compensated hour and a 1,920 hour bank. 13.2 Sick leave is appropriate for illness or disability caused or contributed to; by pregnancy, miscarriage, abortion, childbirth, adoption, and recovery there from. Accrued sick leave is appropriate to care for a family member with a health condition that requires treatment and/or supervision. (RCW 49.12) Accrued sick leave, not leave of absence (section 5.60), must be used for illness, injury, or disability. 13.3 Sick leave is not appropriate and will not be authorized for death in the employees' family. 13.4 The County will make the following payment for sick leave: 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 such Workers Compensation time loss benefits are less than the amount the sick leave benefits provide herein for such period, such employee may receive sick benefits in addition to such Workers Compensation temporary disability benefits in an amount sufficient to equal the amount of sick benefits they would have otherwise received as provided herein. 13.6 Light Duty: The Parties acknowledge their responsibilities under ADA and RCW. 13.7 Employees may transfer to vacation accrual, the sixth (6th) consecutive day of newly accrued but unused sick leave since the last use or transfer. Employees may exercise this option twice during any calendar year as measured on a rolling six (6) month basis from the last use or conversion. Sick leave shall be accounted for on LIFO (Last In First Out) basis. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 12 of26 ARTICLE 14 - VACATIONS: 14.1 Accrual shall be as follows: Completed Rate of Accrual per Straight Months of Time Hour of Compensation Service Maximum Hours Earned Maximum Days Earned 0 through 36 0.0385 80.0 10 37 throu 60 0.0462 96.0 12 61 through 120 0.0577 120.0 15 121 through 180 1 0.0615 128.0 1 16 181 + 1 0.0770 160.0 1 20 14.2 Employees are to request their vacation time at the first of the year, and if too many request the same time, vacation time will be established by seniority. Vacation schedule to be filed only in the office of the Supervisor. 14.3 Vacation time to be worked out between the supervisor and employee. Vacation may be taken at any time during the year with the welfare of the job being the determining factor. Employees may split their vacation into as many parts as is mutually agreed upon between employee and Public Works Director. 14.4 A maximum of ten days accumulated vacation may be carried over from the previous year. Accumulated vacation time in excess of ten (10) days shall automatically be lost to the Employee on January 1 of each year. If unable to take leave because of employer required workload, an additional five (5) days may be carried over into the next calendar year and amounts in excess of fifteen (15) days will be paid except for emergency situations as certified by the Department Head. The inability of the employer to allow the employee to take vacation leave shall be documented by the Department head at the time of such denial and be forwarded to the Payroll Division of the Auditor's Office. 14.4.1 Employees with five (5) years of service or more may carry forward up to 15 days of vacation once in any 5 year period, upon approval of the BOCC or designee, for the purpose of a pre -planned major vacation event. 14.5 In addition to the schedule listed in the categories above under "Completed Months of Service" the following shall apply: 0-36 category -- One (1) additional day (8 hours or less based on FTE) shall be available to employees each calendar year. 37 through 60 and 61 through 120 categories -- Two (2) additional days (16 hours or less based on FTE) shall be available to employees each calendar year. 121 through 180 and 181+ categories -- Three (3) additional days (24 hours or less based on FTE) shall be available to each employee covered by such sections each calendar year. Jefferson County Public Works & Teamsters Local Union 4589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 13 of 26 14.5.1 The additional days available pursuant to this section shall be treated as floating holidays for the purposes of scheduling, accrual and cash -out and shall not be carried forward and are not payable upon termination. ARTICLE 15 - HEALTH AND WELFARE: For each employee who was compensated eighty (80) hours during the preceding month the Employer shall make contributions to the below Washington Teamster Welfare Plans as provided herein. All regular employees budgeted for 0.5 FTE or more shall be eligible for Article 15 benefits. An employee whose position is budgeted between 0.5 FTE and 0.875 FTE shall have benefits on a pro -rata basis where such employee pays the regular employee contribution and their pro -rata share of the County contribution. Should any employee "opt out" of coverage as permitted by the Trustees, the County shall nonetheless pay the County portion of the required contribution. Part time employees employed pursuant to section 1.3 shall not be covered by Article 15 benefits until they have completed 24 consecutive calendar months of employment. 15.1 MEDICAL: Effective the 10th of the month following the month of ratification based on the prior month's hours the Employer shall pay into the Washington Teamsters Health and Welfare Trust for Medical Plan B for every employee covered by this agreement who was compensated for 80 hours or more in the previous month (see attached Subscription Agreement). 15. 1.1 In addition to the basic Medical Plan B the following optional benefits shall be provided: 9 month disability premium waiver; Life/AD&D Plan B benefit; and Time Loss Plan A. 15.2 DENTAL: Effective the 10th of the month following the month of ratification based on the prior month's hours, the Employer shall pay into the Northwest Teamsters Dental Trust, Plan B t(see attached Subscription Agreement). The above payments shall be made to an authorized administrative office by the 10th of each month. 15.3 VISION: Effective the lou' of the month following the month of ratification based on the prior month's hours, the employer shall pay the Teamsters Vision Care Trust (see attached Subscription Agreement.) 15.4. RETIREES MEDICAL: The unit elected to discontinue the Retirees' Medical benefits and the Union and the County agreed that the County through payroll action made an offset to the employee's 15% contribution as required in Article 16. The offset is $59.85 per month. ARTICLE 16 - MAINTENANCE OF BENEFITS: 16.1 The County shall be responsible for 85% of the required contribution for the benefits provided in Sections 15.1, 15.2 and 15.3 with employees responsible for 15% of the required contribution. See also Section 15.4 above. 16.2 The Parties agree that either party may open Article 15 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 the Public Works Bargaining Unit Contractual cost of retaining benefits. This section does not apply to the normal historic Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 14 of 26 changes in cost associated with Plan Trustee action 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 Head. 17.2 As used in this paragraph, the term immediate family is defined as follows: spouse, parent, grandparent, child, grandchild, brother, sister, and step -relations or in-laws of the same degree. 17.3 Employees who have a death in their immediate family and who would have to travel 500 miles of more (one way) to attend such funeral, shall be allowed two (2) additional days with pay, for travel only. ARTICLE 18 - TIME OFF WITHOUT PAY: 18.1 Employees may take leave without pay as provided in Ch. 6, Section 6.4 of the County Personnel Manual. ARTICLE 19 - TERMINATION: 19.1 This Agreement shall be effective from date of adoption unless an earlier date is stated within through December 31, 2020. SIGNED AT PORT TOWNSEND, WASHINGTON this , day of , 2018. JEFFERSON COUNTY BOARD TEAMSTERS LOCAL # OF COUNTY COMMISSIONERS Kathleen Kier, Chair Mark Fuller, Secretary/Treasurer Kate Dean, Member David Sullivan, Member Approved as to form: Risk Manager: Ap oved a m fo : G • Date: I I 1 P ilip C. Hunsucker, Chief Civil Deputy Prosec ting Attorney Jefferson County Prosecuting Attorney's Office Jefferson County Public Works B. Teamsters Local Union #589 — CBA Date of Adoption to December 31.2020 Ratified Dec 14, 2017 Page 15 of 26 APPENDIX A A.1 Positions Not In A Career Track The following positions in the Public Works Department are not in a Career Track. Grade Position Title Al -A Architectural Projects Planner Al -B Development Review Planning Project Coordinator Al -C Right of Way Representative Al -D Architectural Projects Coordinator A 1-E Human Resources/Grants Analyst Al -F MRW Coordinator Al -G Solid Waste Coordinator Al -H Traffic Sign Technician AM Hadlock Shop Administrator A. 1.1 Step Advancement: Advancement from step to step within the wage grade requires competency in the skills identified for the employees current wage grade and a positive performance review by the employee's supervisor. Step advancements occur once every twelve (12) months, on the first of the month of the employee's Annual Review Date. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 16 of 26 A.1.2 Wages for Positions Not In a Career Track Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 17 of 26 Jan -17 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 5.000% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% Architectural Projects Planner AI -A 30.46 31.19 31.94 32.71 33.50 34.31 35.14 35.99 36.85 37.75 38.66 Development Review Planning Project Coordinator Al -B 30.46 31.19 31.94 32.71 33.50 34.31 35.14 35.99 36.85 37.75 38.66 Right of Way Representative Al -C 30.46 31.19 31.94 32.71 33.50 34.31 35.14 35.99 36.85 37.75 38.66 Architectural Projects Coordinator Al -D 29.23 29.93 30.65 31.38 32.14 32.91 33.70 34.52 35.35 36.20 37.08 Human Resources/Grants Analyst Al -E 26.88 27.52 28.18 28.85 29.54 30.25 30.98 31.72 32.49 33.27 34.07 MRW Coordinator Al -F 26.88 27.52 28.18 28.85 29.54 30.25 30.98 31.72 32.49 33.27 34.07 Solid Waste Coordinator AI -G 26.88 27.52 28.18 28.85 29.54 30.25 30.98 31.72 32.49 33.27 34.07 Traffic Sign Technician Al -H 23.02 23.56 24.12 24.70 25.28 25.89 26.50 27.14 27.78 28.45 29.13 Hadlock Stop Administrator Al -I 19.62 20.08 20.55 21.04 21.53 22.03 22.56 23.09 23.65 24.20 24.77 Jan -20 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 1.750% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% Architectural Projects Planner AI -A 31.00 31.74 32.50 33.29 34.09 34.91 35.75 36.61 37.50 38.41 39.34 Development Review Planning Project Coordinator AI -B 31.00 31.74 32.50 33.29 34.09 34.91 35.75 36.61 37.50 38.41 39.34 Right of Way Representative AI -C 31.00 31.74 32.50 33.29 34.09 34.91 35.75 36.61 37.50 38.41 39.34 Architectural Projects Coordinator Al -D 29.74 30.45 31.18 31.93 32.70 33.49 34.29 35.12 35.97 36.84 37.73 Human Resources/Grants Analyst AI -E 27.35 28.00 28.67 29.36 30.06 30.78 31.52 32.28 33.06 33.85 34.67 MRW Coordinator Al -F 27.35 28.00 28.67 29.36 30.06 30.78 31.52 32.28 33.06 33.85 34.67 Solid Waste Coordinator Al -G 27.35 28.00 28.67 29.36 30.06 30.78 31.52 32.28 33.06 33.85 34.67 Traffic Sign Technician Al -H 23.42 23.98 24.55 25.13 25.73 26.34 26.97 27.61 28.27 28.95 29.64 Hadlock Shop Administrator Al -I 19.96 20.43 20.91 21.41 21.91 22.42 22.96 23.50 24.06 24.63 25.21 Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 17 of 26 A.2 CAREER TRACK POSITIONS A.2.1 Career Track Procedures Advancement in the any career track position is predicated on skill development, length of service, and job function competency. Positions in the "I" group are the entry positions. Specific skills and time in grade are required before an employee will be advanced to a higher wage grade. Advancements to higher wage grade positions will be from within the organization first. The parties recognize that it is the responsibility of the Foreman or Supervisor to ensure that employees have access to and/or receive training necessary for continuous operations during employee absences and job vacancies. Only when no existing employee possesses the skills required to fill an opening and the preceding sentence has been complied with, will the Department recruit from outside. A.2.2 Step Advancement: Advancement from step to step within the wage grade requires competency in the skills identified for the employees current wage grade. For the purposes of a step advancement, an employee is not expected to have competency in skills required for career track advancement to the next wage grade. A positive performance review by the employee's supervisor is required for step advancement. Step advancements occur once every twelve (12) months, on the first of the month of the employee's Annual Review Date. If performance does not meet the standard for advancement a Work Improvement Plan (WIP) will be made available to the employee. If step advancement was denied for job competence the employee WIP will include training so the employee has access to the training necessary to advance. A second evaluation will be given within 180 days of the denied step advancement. A.2.3 Career Track Advancement: The allocation of "III" positions is established through the organization chart approved by the Board of County Commissioners or County Administrator. Advancements from one wage grade within a specific career track to another (i.e., wage grade I to II, or II to III when an opening exists as setout above) will occur when the employee is the senior eligible employee, has completed the required time in grade, has successfully obtained the required skills, has received positive performance reviews, and a recommendation for advancement from their immediate Supervisor. Employees not meeting the criteria (i.e., not acquiring the required skills, do not have enough time in grade, or who cannot demonstrate proficiency in the use of skills) are still eligible for the annual step increase, but not advancement to a higher wage grade. In the event a senior qualified employee is denied advancement on the basis that they have not obtained the required skills or are denied the recommendation of their immediate supervisor may request that such employee be evaluated by another supervisor within their Division. Concurring supervisory opinions shall be final, conflicting supervisory opinions shall be subject to review by the Public Works Director and the Union for final determination. The Employer shall be the judge of employee qualification, skills and competency provided such judgment shall be made fairly. A.2.4 Out of Class Work: One of the purposes of the career track system is to eliminate out of class work. Each wage grade has an assigned set of job duties, requirements and performance expectations. Employees will be asked to perform the duties specific to the wage grade they are classified in and may be required to perform the duties of a higher wage grade as part training necessary for continuous operations during employee absences and job vacancies and as part of the Employers obligation to provide Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 18 of26 access to required skills for advancement depending on the employee's individual skills and abilities or the needs of the Department. Employees may also be assigned to fill in for employees classified at a higher wage grade who may be on vacation or leave of absence. It is recognized that certain employees may possess job skills, expertise, and/or education that exceeds the requirements of the wage grade they are assigned to or hired at, but who do not possess the time in grade necessary for advancement to the next wage grade. This acknowledgment is not the basis for reclassification or out of class work. Consistent with the concept of career track employees at higher compensation levels are in part being compensated for their additional knowledge, skills and leadership abilities. Accordingly, except as provided in Section A.8, all employees at upper ends of the career track system are as part of their compensation expected to provide technical information, practical experience, guidance and leadership to team members at lower designations in the career track system. Jefferson County Public Works & Teamsters Local Union 9589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 19 of26 A.3 Administration/Professional There are four wage grades of Administrative positions; three wage grades of Bookkeeping positions; three wage grades of Engineering Technicians and three wage grades for Engineer positions in the Public Works Department. Individual job duties are outlined in the job descriptions for each wage grade. Section A.2 applies. Grade Position Title A3 -A Administrative I A3 -B Administrative II A3 -C Administrative III A3 -D Administrative Assistant A3 -E Bookkeeper I A3 -F Bookkeeper II A3 -G Bookkeeper III A3 -H Engineering Technician I A3-1 Engineering Technician II A34 Engineering Technician III A3 -K Engineer I A3 -L Engineer II A3 -M Engineer III A3 -N Engineer IV* *There shall be no more than one (1) person filling the Engineer IV grade. Minimum qualifications and abilities shall be established by the Department Head from time to time based on the engineering requirements of the County. At a minimum the individual shall possess an active PE License Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 20 of 26 A.3.1 Wages Administration/Professional Career Tracks Job Title Jan -17 Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 5.00% Adnrinistrative I A3 -A 15.16 15.53 15.92 16.32 16.73 17.15 17.58 18.02 18.47 18.93 19.40 Administrative II A3 -B 16.71 17.13 17.55 17.99 18.44 18.90 19.38 19.86 20.36 20.87 21.39 Administrative III A3 -C 18.42 18.88 19.36 19.84 20.34 20.85 21.37 21.90 22.45 23.01 23.58 Administrative Assistant A3 -D 19.34 19.83 20.32 20.83 21.35 21.88 22.43 22.99 23.57 24.16 24.76 Bookkeeper I A3 -E 17.26 17.69 18.14 18.59 19.05 19.53 20.02 20.52 21.03 21.56 22.10 Bookkeeper II A3 -F 19.82 20.31 20.82 21.34 21.87 22.42 22.98 23.55 24.14 24.75 25.37 Bookkeeper III A3 -G 22.38 22.94 23.52 24.10 24.71 25.32 25.96 26.61 27.27 27.95 28.65 Engineering Technician I A3 -H 19.44 19.92 20.42 20.93 21.46 21.99 22.54 23.11 23.68 24.28 24.88 Engineering Technician II A3-1 20.77 21.29 21.83 22.37 22.93 23.50 24.09 24.69 25.31 25.94 26.59 Engineering Technician III A3 -J 22.37 22.93 23.50 24.09 24.69 25.31 25.94 26.59 27.26 27.94 28.64 Engineer I A3 -K 22.38 22.94 23.52 24.10 24.71 25.32 25.96 26.61 27.27 27.95 28.65 Engineer II A3 -L 27.03 27.71 28.40 29.11 29.84 30.58 31.35 32.13 32.93 33.76 34.60 Engineer III A3 -M 30.55 31.32 32.10 32.90 33.73 34.57 35.43 36.32 37.23 38.16 39.11 Engineer IV A3 -N 32.08 32.88 33.71 34.55 35.41 36.30 37.21 38.14 39.09 40.07 41.07 Jan -20 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 1.75% Administrative I A3 -A 15.42 15.81 16.20 16.61 17.02 17.45 17.88 18.33 18.79 19.26 19.74 Administrative II A3 -B 17.00 17.43 17.86 18.31 18.77 19.24 19.72 20.21 20.71 21.23 21.76 Administrative III A3 -C 18.75 19.22 19.70 20.19 20.69 21.21 21.74 22.28 22.84 23.41 24.00 Administrative Assistant A3 -D 19.68 20.17 20.68 21.19 21.72 22.27 22.82 23.39 23.98 24.58 25.19 Bookkeeper I A3 -E 17.56 18.00 18.45 18.92 19.39 19.87 20.37 20.88 21.40 21.94 22.48 Bookkeeper II A3 -F 20.16 20.67 21.18 21.71 22.26 22.81 23.38 23.97 24.57 25.18 25.81 Bookkeeper III A3 -G 22.77 23.34 23.93 24.52 25.14 25.77 26.41 27.07 27.75 28.44 29.15 Engineering Technician I A3 -H 19.78 20.27 20.78 21.30 21.83 22.38 22.94 23.51 24.10 24.70 25.32 Engineering Technician 11 A3-1 21.14 21.67 22.21 22.76 23.33 23.91 24.51 25.13 25.75 26.40 27.06 Engineering Technician III A3 -J 22.76 23.33 23.91 24.51 25.12 25.75 26.40 27.06 27.73 28.43 29.14 Engineer I A3 -K 22.77 23.34 23.93 24.52 25.14 25.77 26.41 27.07 27.75 28.44 29.15 Engineer II A3 -L 27.50 28.19 28.90 29.62 30.36 31.12 31.90 32.69 33.51 34.35 35.21 Engineer III A3 -M 31.09 31.87 32.66 33.48 34.32 35.17 36.05 36.96 37.88 38.83 39.80 Engineer IV A3 -N 32.64 33.46 34.30 35.15 36.03 36.93 37.86 38.80 39.77 40.77 41.79 Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 21 of 26 A.4 WAGE TABLES - Solid Waste There are six wage grades of Solid Waste positions in the Public Works Department Solid Waste Division. Individual job duties are outlined in the job descriptions for each wage grade. Grade Position Title A4 -A Scale Attendant A4-13 Laborer A4 -C SW Attendant I A4 -D SW Attendant II A4 -E SW Operator II A4 -F SW Operator III A4 -G SW Operations Coordinator *The County agrees that the Union may request a reclassification for scale attendant. Upon request the County will within 90 days review the request and make adjustments as warranted. A.4.1 Solid Waste Career A.4.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 22 of 26 Jan -17 Step Step Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 10 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 5.00% Scale Attendant A4 -A 15.16 15.53 15.92 16.32 16.73 17.15 17.58 18.02 18.47 18.93 19.40 Laborer A4-13 16.71 17.13 17.55 17.99 18.44 18.90 19.38 19.86 20.36 20.87 21.39 SW Attendant I A4 -C 18.42 18.88 19.36 19.84 20.34 20.85 21.37 21.90 22.45 23.01 23.58 SW Attendant II A4-1) 19.13 19.60 20.09 20.60 21.11 21.64 22.18 22.74 23.30 23.89 24.48 SW Operator Il A4 -E 19.82 20.31 20.82 21.34 21.87 22.42 22.98 23.55 24.14 24.75 25.37 SW Operator III A4 -F 21.31 21.85 22.39 22.95 23.53 24.12 24.72 25.34 25.97 26.62 27.28 SW Operations Coordinator A4 -G 26.60 27.26 27.94 28.64 29.36 30.09 30.84 31.61 32.40 33.21 34.04 Jan -20 Step Step Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 10 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 1.75% Scale Attendant A4 -A 15.42 15.81 16.20 16.61 17.02 17.45 17.88 18.33 18.79 19.26 19.74 Laborer A4-13 17.00 17.43 17.86 18.31 18.77 19.24 19.72 20.21 20.71 21.23 21.76 SW Attendant I A4 -C 18.75 19.22 19.70 20.19 20.69 21.21 21.74 22.28 22.84 23.41 24.00 SW Attendant II A4 -D 19.46 19.95 20.45 20.96 21.48 22.02 22.57 23.13 23.71 24.30 24.91 SW Operator II A4 -E 20.16 20.67 21.18 21.71 22.26 22.81 23.38 23.97 24.57 25.18 25.81 SW Operator III A4 -F 21.69 22.23 22.79 23.36 23.94 24.54 25.15 25.78 26.42 27.09 27.76 SW Operations Coordinator A4 -G 27.06 27.74 28.43 29.14 29.87 30.62 31.38 32.17 32.97 33.80 34.64 A.4.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 22 of 26 A.5 Operations Positions There are five wage grades of Operations positions in the Public Works Department. Individual job duties are outlined in the job descriptions for each wage grade. Grade Position Title A5 -A Flagger A5-13 Laborer A5 -C Operator I A5 -D Operator II A5 -E Operator III A5 -F Area Road Supervisor A.5.1 Wages Operations Career Track A.5.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. A.5.3 An Employee assigned to tree falling/climbing/topping shall receive a 15% premium pay differential (calculated on their regular rate of pay) for the entire shift on any day that they perform this work. To be eligible for this premium pay, the Employee must be operating the saw, winch, excavator, etc. and be directly responsible for or engaged in the falling/topping work. This premium pay shall not be additive on top of any other premium pay (Leadman, for example) for which the Employee qualifies and is assigned on the shift. As with other premium pay, it must be assigned and authorized by a Supervisor or Foreman prior to the work being performed except in the case of an emergency. This premium pay is intended for work to fall trees generally 8 inches in diameter and larger or for performance of other very hazardous tree work. It shall not apply to standard limbing/trimming work (with or without the bucket truck) or cutting of smaller trees. This premium pay does not apply to Employees helping to clean up, buck up, or dispose of limbs and debris. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 23 of 26 Jan -17 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 5.00% Laborer A5-13 16.71 17.13 17.55 17.99 18.44 18.90 19.38 19.86 20.36 20.87 21.39 Flagger A5 -A 15.16 15.53 15.92 16.32 16.73 17.15 17.58 18.02 18.47 18.93 19.40 Operator I A5 -C 18.42 18.88 19.36 19.84 20.34 20.85 21.37 21.90 22.45 23.01 23.58 Operator II A5-1) 20.31 20.82 21.34 21.87 22.42 22.98 23.55 24.14 24.75 25.37 26.00 Operator III A5 -E 21.31 21.85 22.39 22.95 23.53 24.12 24.72 25.34 25.97 26.62 27.28 Area Road Supervisor A5 -F 26.60 27.26 27.94 28.64 29.36 30.09 30.84 31.61 32.40 33.21 34.04 Jan -20 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 1.75% Laborer A5-13 17.00 17.43 17.86 18.31 18.77 19.24 19.72 20.21 20.71 21.23 21.76 Flagger A5 -A 15.42 15.81 16.20 16.61 17.02 17.45 17.88 18.33 18.79 19.26 19.74 Operator I A5 -C 18.75 19.22 19.70 20.19 20.69 21.21 21.74 22.28 22.84 23.41 24.00 Operator II A5 -D 20.67 21.18 21.71 22.26 22.81 23.38 23.97 24.57 25.18 25.81 26.45 Operator III A5 -E 21.69 22.23 22.79 23.36 23.94 24.54 25.15 25.78 26.42 27.09 27.76 Area Road Supervisor A5 -F 27.06 27.74 28.43 29.14 29.87 30.62 31.38 32.17 32.97 33.80 34.64 A.5.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. A.5.3 An Employee assigned to tree falling/climbing/topping shall receive a 15% premium pay differential (calculated on their regular rate of pay) for the entire shift on any day that they perform this work. To be eligible for this premium pay, the Employee must be operating the saw, winch, excavator, etc. and be directly responsible for or engaged in the falling/topping work. This premium pay shall not be additive on top of any other premium pay (Leadman, for example) for which the Employee qualifies and is assigned on the shift. As with other premium pay, it must be assigned and authorized by a Supervisor or Foreman prior to the work being performed except in the case of an emergency. This premium pay is intended for work to fall trees generally 8 inches in diameter and larger or for performance of other very hazardous tree work. It shall not apply to standard limbing/trimming work (with or without the bucket truck) or cutting of smaller trees. This premium pay does not apply to Employees helping to clean up, buck up, or dispose of limbs and debris. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 23 of 26 AX WAGE TABLES - Parks Maintenance There are three wage grades of Parks Maintenance positions the Public Works Department Parks Division. Individual job duties are outlined in the job descriptions for each wage grade. Grade Position Title A6 -A Parks Maintenance I A6-13 Parks Maintenance II A6 -C Parks Maintenance III A.6.1 Parks Maintenance Career Track A.6.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 24 of 26 Jan -17 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 5.00'/ Parks Maintenance I A6 -A 17.13 17.56 17.99 18.44 18.91 19.38 19.86 20.36 20.87 21.39 21.92 Parks Maintenance 1I A6-13 18.87 19.34 19.83 20.32 20.83 21.35 21.88 22.43 22.99 23.57 24.16 Parks Maintenance III A6 -C 20.80 21.32 21.85 22.40 22.96 23.54 24.12 24.73 25.34 25.98 26.63 Jan -20 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50•/ 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 1.75% Parks Maintenance I A6 -A 17.43 17.86 18.31 18.77 19.24 19.72 20.21 20.72 21.23 21.76 22.31 Parks Maintenance II A6-13 19.20 19.68 20.17 20.68 21.19 21.72 22.27 22.82 23.39 23.98 24.58 Parks Maintenance III A6 -C 21.17 21.69 22.24 22.79 23.36 23.95 24.55 25.16 25.79 26.43 27.09 A.6.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 24 of 26 A.7 WAGE TABLES - Mechanics There are three wage grades of Mechanics positions the Public Works Department ER&R Shop Division. Individual job duties are outlined in the job descriptions for each wage grade. Grade Position Title A7 -A Mechanic I A7-13 Mechanic II A7 -C Mechanic III A.7.1 Wages Mechanics Career Track A.7.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 25 of 26 Jan -17 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 5.00% Mechanic I A7 -A 19.99 20.49 21.00 21.53 22.07 22.62 23.18 23.76 24.36 24.97 25.59 Mechanic II A7-13 21.50 22.04 22.59 23.15 23.73 24.33 24.93 25.56 26.20 26.85 27.52 Mechanic III A7 -C 23.23 23.81 24.41 25.02 25.65 26.29 26.94 27.62 28.31 29.02 29.74 Jan -20 Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 1.75% Mechanic I A7 -A 20.34 20.85 21.37 21.90 22.45 23.01 23.59 24.18 24.78 25.40 26.04 Mechanic II A7-13 21.88 22.42 22.98 23.56 24.15 24.75 25.37 26.00 26.65 27.32 28.00 Mechanic III A7 -C 23.64 24.23 24.84 25.46 26.09 26.75 27.41 28.10 28.80 29.52 30.26 A.7.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by objective testing for skill and competency. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 25 of 26 A.8 Designated Leads and Foreman Positions identified as Foreman or Lead in Sections A.1, A.3, A.4, A.5, A.6, and A.7 shall be paid as provided below. Employees assigned by management to a Lead or Foreman designation will have their wage adjusted by the percentage identified for the designation as an addition to their hourly rate of pay as calculated by their grade and step. Employees assigned in writing by a manager to one of the designations listed below shall receive the appropriate premium for the duration of the assignment. A.8.1 Lead Position - 2.5% Premium Pay Differential This designation recognizes that the position is responsible, in addition to their base duties, for work assignment and work performance of a crew. Effective the first pay period after adoption the 2.5% shall become 5% Assignment of the Lead Position will be in writing by Management when the job dictates the need for one person to be in a position of responsibility or as the Division Manager deems necessary. This in no way takes away from the responsibilities outlined in the last paragraph of A.2.4 which states: "...all employees at upper ends of the career track system are as part of their compensation expected to provide technical information, practical experience, guidance and leadership to team member at lower designations in the career track system. " Additionally, when an employee receives premium pay for tree falling under A.5.3 it shall not be compounded with Lead or Foreman premiums. Only the higher premium outlined in A.5.3 shall apply on that day. Solid Waste — this differential will be assigned by the Division Manager to supervise a crew. Road Division — this differential will be assigned by the Division Manager. Parks Maintenance — this differential will be assigned by the Division Manager to supervise a crew. A.8.2 Foreman, Parks and Fields Maintenance Foreman and ER&R Shop Foreman - 8.5% Premium Pay Differential: In addition to base duties, supervises a geographic roads area and Roads staff used in that area or Parks and Fields Maintenance and Operations and staff employed in Parks and Fields Maintenance and Operations. Is accountable for work assignments and work performance; develops and coordinates work schedules including financial management related to the operations supervised. This position is assigned through the approval and adopting of the organization chart for the Department by the Board of Commissioners. Effective the first pay period after adoption the 8.5% shall become 12.5% A.8.3 Communication Channels - In view of the "team" nature of the bargaining unit work crew(s) communications at the team level enhances efficiency and safety. Accordingly, instructions by non -unit supervisors to work crew members shall be passed through the "chain of command" of the designated Foreman, Lead, or senior crew member on the site to ensure such instructions are coordinated to the entire work crew. Jefferson County Public Works & Teamsters Local Union #589 -- CBA Date of Adoption to December 31, 2020: Ratified Dec 14, 2017 Page 26 of 26 WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION INTRUST The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the above Trust. An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust. Jefferson County Public Works Department Teamsters, Local 589 Employer Name Labor Organization (Union) Name 623 Sheridan Street PO Box 4043 Address Port Townsend WA 98368 City State Zip Code COLLECTIVE BARGAINING AGREEMENT The parties' Collective Bargaining Agreement is in effect from: ❑ New Account Q Renewal — Account No. INFORMATION CONCERNING EMPLOYER'S BUSINESS Address Port Angeles WA 98363 City State Zip Code January 1, 2017 to: December 31, 2020 Approximate No. of Covered Employees 52 Employer EIN (Tax ID No.) Employer is: Q Public Entity ❑ Corporation - State of WA ❑ Partnership ❑ Sole Proprietorship ❑ LLC If Partnership or Sole Proprietorship, provide name's of the owner or partners: BENEFIT PLANES) 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 AGREEAfENT (For renewals, list all coverages, not just changes) Monthly Rate Medical Plan A ■ B C ❑ Z $1,191.30 Life,,AD&D Q A - $30,000 Employee; $3,000 Dependent B - $15,000 Employee/$1,500 Dependent C - S5,000 Employee. -'$500 Dependent $4.40 Weekly Time Loss E - $500 ■ A - $400 Lj B - $300 C4200 D-$100 $1600 Disability Waivers Additional 9 months Disability Waiver of Contributions - Medical only $11.40 Domestic Partners Domestic Partners - Medical $ Dental Plan ❑ A ■ B ❑ C $ 87.50 Domestic Partners Domestic Partners - Dental $ Vision Plan Lj EXT $14,90 Domestic Partners 0 Domestic Partners - Vision $ Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑ Yes [0 No. If yes, attach a Subscription Agreement for each change. EFFECTIVE DA TE OF CONTRIBUTIONS - A .Subscription Agreement must be submitted in advance of the effective date below. Contributions above are effective (month, J ear) January 0 18 based on employment in the prior month. Imgortant: Coverage is effective in the month following the month in which the contributions are dire based on the Trust's eligibility lag month. For example, contributions effective April based on Alarch employment will provide coverage in .clay. EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT Upon expiration of the above -referenced Collective Bargaining Agreement, the Employer agrees to continue to contribute to the Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating Guidelines, or one party notifies the other in writing (with a copy to the Trust) of its intent to cancel such obligation five (5) days after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust upon the failure to execute this or any future Subscription Agreement or to comply with the T erating Guidelines as amended by the Trustees from time to time. For Employer For Union Title, Assn Date Title Secretary Treasurer Date 1a o?01V ELIGIBILITY TO PARTICIPATE IN TRUST Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits, Trust guidelines require that eligible employees must have the required number of hours in a month and have the contractually required contributions paid on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the employee remains eligible, has the contractually required number of hours per month, and has the required contributions made. The Trust, however, will not recognize any contractual provision that conditions continued eligibility on having less than 40 or more than l30 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility, if any. Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the employer responsible for misreporting them (if applicable). REPORTING OBLIGATIONAND CONSEQUENCES OF DELINQUENCY Employer contributions are due no later than ten (10) days after the last day of each month for which contributions are due. The Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated damages, interest, attorney fees, and costs incurred in collecting the delinquent amounts. TRUSTEES' AUTHORITY TO DETERMINE TERMS OF PLANS The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for the purpose of cost containment, cost management, or changes in medical technology and treatment. MECHANISM FOR HANDLING CONTRIBUTION INCREASES The Trustees' authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability. The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The disposition of any excess employer contributions will be subject to the collective bargaining process. ACCEPTANCE OF TRUST AGREEMENT The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors. Provided, however, that in the event that either Section 2 or 3 of Article Vlll of the Trust Agreement is amended to change or modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current Collective Bargaining Agreement. APPROVAL OF TRUSTEES This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust. Date Administrative Agent Washington Teamsters Welfare Trust SA 28 ( REV 021 13) WASHINGTON TEAMSTERS WELFARE TRUST SUBSCRIPTION AGREEMENT GUIDELINES To participate in the Washington Teamsters Welfare Trust, the bargaining parties must complete a Subscription Agreement and File it with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and benefit information. See Trust Operating Guidelines for more detailed information. I . The Subscription Agreement language may not be modified or altered. 2. A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining agreement, which provides for participation under the Trust. 3. For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for benefits consistent with Trust guidelines, must be submitted prior to the activation of the account. Q. Contributions for chanties in plan benefits or new accounts are effective the first of the month following the date the Trust Office receives the documents in #2 and #3. Trust policv does not allow retroactive changes in contributions or benefits. 5. A new Subscription Agreement is required for each chance in benefits. If a collective bargaining agreement provides for benefit changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement and the changes take effect prior to the termination of the collective bargaining agreement, the bargaining parties are responsible for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another Subscription Agreement, either with the initial agreement or anytime prior to the effective date of the contribution rate changes for the new benefits. Submission of a collective bargaining agreement by itself does not constitute formal notification of changes.