HomeMy WebLinkAbout090418_ca04 Consent 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: September 4, 2018
SUBJECT: AGREEMENT re: Collective Bargaining Agreement for the Jefferson County Sheriff s
Office Uniformed Support Services Employees; Term from Date of Adoption through
December 31, 2021; Fraternal Order of Police (FOP)
STATEMENT OF ISSUE:
The FOP Collective Bargaining Agreement covering the Jefferson County Sheriffs Office Uniformed
Support Services employees expired December 31, 2017.
ANALYSIS:
As a result of negotiations, and ultimately mediation, between Jefferson County and the FOP and Uniformed
Support Services Employee Association, a mediator from the Public Employment Relations Commission
(PERC)recommended a proposal outlining the mediator's suggested terms and conditions to be included in a
successor Collective Bargaining Agreement. The mediator's proposed recommendations were included in the
attached agreement that was ratified by the Uniformed Support Services Employees represented by the FOP.
FISCAL IMPACT:
5% general wage adjustment retroactive to January 1, 2018.
2.5% general wage adjustment for 2019.
2.5% general wage adjustment for 2020.
2% general wage adjustment for 2021.
Duration between step E to step F changes from 2 years to 1 year.
- Longevity pay: Employees who have been in the top step for at least 12 months shall receive the
following annual longevity pay for completing the following years of service:
• 5 years of employment shall receive $600
• 10 years of employment shall receive $1,000
• 15 years of employment shall receive $1,400
• 20 years of employment shall receive $1,800
• 25 years of employment shall receive $2,200
RECOMMENDATION:
Approve and sign the agreement.
REVI_ ED BY:
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AGREEMENT
by and between
JEFFERSON COUNTY
and
JCSOUSS Employee Association
Covering
JEFFERSON COUNTY SHERIFF'S OFFICE
UNIFORMED SUPPORT SERVICES
For the period
from Date of Adoption through December 2021
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August 16,2018
TABLE OF CONTENTS
ARTICLE 1-RECOGNITION 1
ARTICLE 2-ASSOCIATION SECURITY 1
ARTICLE 3-ASSOCIATION MANAGEMENT RELATIONS 2
ARTICLE 4-NON-DISCRIMINATION 2
ARTICLE 5-ASSOCIATION AND EMPLOYEE'S RIGHTS 3
ARTICLE 6-PERSONNEL RECORDS 4
ARTICLE 7-SENIORITY AND ABILITY 5
ARTICLE 8-HOURS OF WORK 6
ARTICLE 9- OVERTIME COMPENSATION 8
ARTICLE 11 -JURY DUTY 12
ARTICLE 12- GRIEVANCE PROCEDURE 12
ARTICLE 13- WAGES 16
ARTICLE 14-LONGEVITY 16
ARTICLE 15-HOLIDAYS 17
ARTICLE 16- VACATIONS 18
ARTICLE 17-SICK LEAVE 20
ARTICLE 18-BEREAVEMENT LEAVE 21
ARTICLE 19-MILITARY LEAVE 21
ARTICLE 20- UNIFORMS 21
ARTICLE 21 -JOB INFORMATION 22
ARTICLE 22-HEALTH AND WELFARE 23
ARTICLE 23-MAINTENANCE OF BENEFITS 23
ARTICLE 24-ADDITIONAL UNDERSTANDINGS 24
ARTICLE 25-SAVINGS CLAUSE 24
ARTICLE 26- TERMINATION 25
APPENDIX"A" WAGES 26
A.4 ADDITIONAL COMPENSATION: 27
APPENDIX C EMPLOYEE BILL OF RIGHTS 29
APPENDIX D ASSOCIATION AUTHORIZATION 31
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
UNIFORMED SUPPORT SERVICES
and
JCSOUSS ASSOCIATION
Date of Adoption 2016 through December 31,2017
This document constitutes an agreement between the Sheriffs Office of JEFFERSON COUNTY,
a political subdivision of the State of Washington(Employer or County) and Jefferson County
Sheriffs Office Uniformed Support Services, Port Townsend, Washington(JCSOUSS or
Association) as represented by the Fraternal Order of Police (FOP).
ARTICLE 1 —RECOGNITION
1.1. The Employer recognizes the Association as represented by the Fraternal Order of Police
(FOP), the exclusive designated representative for all bargaining unit Employees that are
regular, full time Uniformed Support Service employees in the Sheriffs Office for the
purpose of collective bargaining with respect to wages, hours and other conditions of
employment. Part time and Provisional employees and Clerk Hire in Animal Services
shall not be Bargaining Unit members and shall not be covered by this Agreement for any
purpose.
ARTICLE 2-ASSOCIATION SECURITY
2.1. It shall be a condition of employment that all Employees of the Employer covered by this
agreement who are members in good standing of the Association on the effective date of
this agreement shall remain members in good standing and those who are not members
on the effective date of this agreement shall on the 31st day following the effective date
of this agreement become and remain members in good standing in the Union. It shall
also be a condition of employment that all Employees covered by this agreement hired on
or after its effective date shall on the 31st day following the beginning of such
employment become and remain members in good standing in the Association.
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 Association such public Employee shall pay an amount of money
equivalent to the regular Association dues and initiation fee of the Association to a non-
religious charity or to another charitable organization mutually agreed upon by the
Employer and the Association. The Employer shall furnish written proof to the
Association that such payment has been made. If the Employer and the Association do
not reach an agreement on the choice of the non-religious charity to which the
Association dues and initiation fee are to be paid, the Washington State Department of
Labor and Industries shall designate the charitable organization.
2.2. For the purposes of this Agreement, to be considered a member in good standing, the
following conditions must be met:
2.2.1. The Employee must be a member in good standing of Washington State FOP
Lodge#31, as defined by the Constitution and By-Laws of Lodge #31.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
Membership with Lodge#31 confers membership in the National Fraternal Order
of Police. Enrollment and payment of all dues will be the sole responsibility of
the employee, but the employee may be assisted by the Committee Chair.
2.2.2. The employee must authorize, and the county honor, written assignment of wages
to the National Fraternal Order of Police for Labor Services. See Appendix D.
2.2.3. The employee must authorize, and the county shall honor, written assignment of
wages to the JCSOUSS Employee Association. See Appendix D.
2.3. The Parties agree that in the administration of this Article 2 no payroll deduction will be
made unless permitted by law and is affirmatively authorized by the employee. See
Appendix D.
ARTICLE 3 -ASSOCIATION MANAGEMENT RELATIONS
3.1. All collective bargaining with respect to wages, hours, and working conditions of
employment, shall be conducted by authorized representatives of the Association and
authorized representatives of the Employer.
3.2. Agreements reached between the parties of this agreement shall become effective only
when signed by designated representatives of the Association and the Employer. It is
understood and agreed that the County possesses the sole right to operate the Sheriffs
Office in order to properly carry out the functions of county government and that all
management rights rest with the County except as may be specifically restricted by this
document.
3.3. All conditions of employment provided by County Policy not superseded by this
Agreement with its past practices shall apply to unit employees.
3.4. The Parties recognize the inherent Rights of Management to manage the affairs of the
Employer; however, in the exercise of such Management Rights, the administration of
discipline after trial period is satisfactorily completed shall only be for just cause.
3.4.1. Nothing in this Agreement precludes non-unit Supervisors from performing
Bargaining Unit work so long as Bargaining Unit members are not supplanted by
the work of supervisors.
3.5. Wherever the term Sheriff shall appear in this document as the granting authority that
term shall include the Sheriff's authorized designee as appropriate to the context of the
provision of the Agreement requiring authorization.
ARTICLE 4-NON-DISCRIMINATION
4.1. The parties agree that there will be no discrimination against any employee because of
their race, sex, age, religion, color or ancestry, in the administration or application of the
terms of this agreement. Claimed violations of this sub-Article 4.1 shall not be subject to
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
Article 13, Grievance Procedure, but must be resolved/adjudicated in other appropriate
forums.
4.2. No employee covered by this agreement shall be discriminated against because of
membership in the Association or lack thereof, or activities on behalf of the Association;
provided, however,that such activity shall not be conducted during working hours or be
allowed in any way to interfere with the Employer's operations.
ARTICLE 5 -ASSOCIATION AND EMPLOYEE'S RIGHTS
5.1. The Employer and employees mutually agree to treat each other with respect and in a
professional manner complying with Jefferson County policies and procedures.
5.2. An Employee acting within the limits of the authority established by the Employer, who
is injured during the performance of assigned duties, shall report all injuries within that
shift to the appointing authority.
5.3. Duly authorized representatives of the Association shall be permitted access to the
properties of the Employer at reasonable times for the purpose of observing working
conditions and transacting Association business; provided, however, that the Association
Representative first secures approval from a designated Employer Representative and that
no interference with the work of Employees or the proper operation of the Employer shall
result.
5.4. The Employer agrees to provide bulletin board space for posting of official Association
notices which shall be signed by a responsible agent of the Association.
5.5. The Association shall be permitted to use Sheriff's Office facilities for regular and
special meetings of the Association, provided that such use must be pre-authorized by
the Sheriff, and provided that such meetings do not interfere with the business of the
Sheriff's Office
5.6. ASSOCIATION CHAIR: For the purposes of this Agreement,the Chair of the JCSOUSS
Labor Committee shall have responsibilities and privileges, in addition to those addressed
in other Articles of this Agreement, as conferred by RCW 41.56 for union officials.
5.6.1. Association Business While On-Duty:
5.6.1.1. The Chair shall be permitted to conduct Association business while on-
duty, provided that such business does not interfere with his or her duties or
responsibilities as an employee generally, when not actively required to attend
to Jail population/work responsibilities.
5.6.1.2. The Chair may, when necessary, use pre-approved on-duty time for the
purpose of addressing complaints, aiding JCSOUSS employees who require
representation during disciplinary or grievance proceedings, or ascertaining
whether the conditions of this Agreement are being complied with by both
parties. Such requests when made shall not unduly be denied.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
5.6.1.3. The Chair has a right to be present at any and all bargaining and
negotiating meetings with the County's representatives. If such a meeting
occurs during the Chair's regularly scheduled shift, the Employer will release
the Chair to attend the meeting, without any loss of pay provided there are no
coverage issues arising from the Chair's absence from duty. Such requests
when made shall not unduly be denied.
5.7. Two (2) association representatives may be released from duty in the jail if normal
coverage permits to participate in bargaining if such bargaining is scheduled during the
representatives' regular working hours. If bargaining continues beyond the
representatives' work hours compensation shall not be earned.
5.8. Employees have the right to seek the assistance of the FOP and Association according to
RCW 41.56. Employer has the right to seek the assistance of its Labor Relations
Representative according to RCW 41.56.
ARTICLE 6-PERSONNEL RECORDS
6.1. All personnel records in the County's control are confidential to the extent provided by
law. The parties hereto recognize that effective management requires the maintenance of
records regarding an Employee's career development. These records may accompany an
Employee through succeeding administrators. To ensure that the doctrine of fairness is
applied with respect to these records, the following procedure will be adhered to:
6.1.1. Whenever any item is entered into or removed from an Employee's personnel file,
a copy of same shall be provided to the Employee. Failure to provide a copy to the
employee at the time the item becomes part of the employee's record renders such
item VOID.
6.1.2. Any item that reflects unfavorably on the employee and will be retained in a
personnel record, shall be initialed by the employee. The employee's initials are not
an admission of guilt but verification that they have seen it and it is an item that was
put in a record. If the employee refuses to initial the document, management shall
note such and put the document in the personnel file. Failure to provide the item to
the employee for signature renders the item VOID and it shall be removed from the
employee's file and destroyed per employee election pursuant to Section 6.2.3.
6.1.3. In the case that an item reflects unfavorable upon an Employee, the Employee
shall be allowed an opportunity to respond(up to ninety (90) calendar days)to the
content of the item, in writing, and the Employee's response shall be included in the
personnel file, and one copy shall be provided to the Local Association. Failure to
permit an employee response or to staple the response to the unfavorable item
renders the item VOID.
6.1.4. Each Employee shall be allowed access to his/her personnel records for review of
its contents at reasonable times and upon reasonable notice. Employees shall be
permitted to add explanations, exceptions or comments regarding any item in the
record and may staple their insertion to the relevant document so long as no damage
is done to the file content.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
6.1.5. The Employer through the supervisor, shall take measures to assure that, within
the bargaining unit, only legitimate supervisory and administrative personnel and
the Employee have access to the employee's personnel record, and that no
information verbally or in writing be released from the employee's personnel
records unless written permission by the employee has been given, by court order,
or through Public Disclosure whereupon the employee shall be notified of the
request and the requestor.
6.1.6. All discipline letters and complaints shall remain as part of the personnel file and
expire after two (2) years from the date of the letter or action, unless they remain
active due to an ongoing progressive disciplinary action. Expired records shall be
so noted including the date of expiration. Expired records may not and shall not be
used as a condition precedent to any future disciplinary action.
6.2. In administering this Article, it is agreed that:
6.2.1. Each employee file maintained by the Sheriff shall include a record of when
the employees file was accessed and by whom in the manner established by the
Sheriff.
6.2.2. Employees who access their file as provided herein and who identify
documents in their file not conforming to this Article 6 shall request the Sheriff
remove from their file such documents that are nonconforming.
6.2.3. Any document removed from an employee's personnel file shall be delivered
in a sealed envelope to the employee who shall sign a receipt for same, if
requested.
ARTICLE 7-SENIORITY AND ABILITY
7.1. Seniority according to this agreement shall consist of the continuous service of the
Employee with the Sheriff's Office within the Uniformed Support Services Bargaining
Unit, regardless of work assignment. The employee's seniority shall not be lost except
as provided in this agreement. The seniority list shall be brought up to date each year on
January 1, and posted in a conspicuous place by the Association.
7.1.1. Except for bona fide business necessity, seniority shall be the deciding factor for
layoffs, overtime requests, mandatory overtime assignments, and vacation
bidding.
7.1.2. Seniority for purposes of promotions, which shall be according to Jefferson Civil
Service Rules, shall be considered as that time spent in the classification.
7.2. Trial Period: All employment within a classification of the Sheriff's Office shall be on a
trial basis for the first twelve(12) months of employment. If the employee's performance
does not meet the standards established by the Sheriff during the trial period, or if it is
otherwise deemed advisable to terminate the employment,the employee may be
terminated without recourse to any provision, article or section of this Agreement. This
trial period may be extended, one time, up to an additional twelve (12)months by
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
agreement with the employee who shall be notified of the extension at least two (2)
weeks before the end of the first 12-month period.
7.2.1. In the event an employee transfers from another classification within the Sheriff's
Office and becomes subject to a Section 7.2 trial period, and further should such
employee not complete such trial period, said employee may return to their prior
position pursuant to Rule 8 and Rule 9 of the current Civil Service rules.
7.2.2. Employees completing their trial period shall be dove-tailed into the seniority list
of the new classification.
7.2.3. Employees promoted to a higher classification shall be paid at the step nearest to
their current wage rate that will result in an increase. Employees reduced to a
lower classification shall be returned to the step they held before their reduction
but at the pay grade for the new lower classification.
7.3. Seniority shall be lost after twelve (12)months in layoff status.
7.4. The Employer shall seek the most capable individuals to fill supervisory positions.
Employees will be considered for supervisory positions in conjunction with other
applicants in accordance with civil service rules and regulations.
7.5. Employees subject to a layoff within a classification who have completed a trial period
in another classification, shall be eligible to exercise their seniority accumulated during
the occupancy of the prior classification based upon their seniority at the time of transfer
into the new classification. Such"right of return" is limited to a layoff that would affect
the employee's employment and the"right of return" shall only be to the most recent
prior classification.
7.6. Lateral Entry. The department head may, within budgetary constraints, waive up to
twenty-four months on the wage table (Appendix A) for previously experienced,
commissioned personnel. Such waiver shall not act as a reduction in the Trial Period as
set out in §7.2 above.
7.7. The Sheriff shall at all times, retain sole discretion with respect to individual employee
selection,work assignments,training requirements, required certifications, etc. provided
however, employee assignments shall not be arbitrary or capricious.
ARTICLE 8-HOURS OF WORK
8.1. Work Schedules: The following schedules may constitute a regular work-week schedule,
at the discretion of the Employer:
8.1.1. "Five-Eights": Consists of five (5) consecutive work days of eight(8) consecutive
hours, followed by two (2) consecutive days off. Employees work forty (40)
hours during a work-week.
8.1.2. "Four-Tens": Consists of four(4) consecutive work days of ten(10) consecutive
hours, followed by three (3) consecutive days off. Employees work forty (40)
hours during a work-week.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
8.1.3. "Twelves": Consists of four(4) consecutive work days of twelve (12) consecutive
hours, four(4) consecutive days off,three (3) consecutive work days of twelve
(12) consecutive hours, and three(3) consecutive days off, in either of the
following two rotations:
(1) 4on, 4off, 3on, 3off
(2) 4 on, 3 off, 3 on, 4 off
8.1.3.1.Employees on"Twelves"work eighty-four(84) hours during a two-week
work period.
8.2. Corrections Shift Rotation: The Sheriff has adopted a system of shift rotation in the jail
whereby Employees rotate progressively through the scheduled shifts.
8.2.1. Rotation occurs based on the specific work-schedule assigned to an employee:
(1) On a schedule with three assigned shifts (days, swings, graveyards),
employees will rotate progressively from days to swings to graveyards and
back to days. Rotations occur every three (3) months, effective in
January, April, July& October.
(2) On a schedule with two assigned shifts (days and graveyards), employees
will rotate progressively from days to graveyards and back to days.
Rotations occur at least every three (3)months and not more than every
(2) months, based on a rotation established by the Employer.
(3) It is understood and agreed that there are different staffing requirements
during different shifts. For this reason, it is understood and agreed that
specific employees may not progress to the next shift at each scheduled
rotation. Any employee who does not progress to the next shift during a
scheduled rotation, will be given priority for progression to the next shift
at the next scheduled rotation.
8.2.2. The Sheriff may, upon thirty days' notice, revise the rotation of any employee
when such a change is necessitated, in the sole judgment of the Sheriff, to address
proper staffing, training, or other bona fide business reasons.
8.2.3. The Sheriff may, upon sixty days' notice, revise the shift rotation system for all
employees, when such changes are necessitated, in the sole judgment of the
Sheriff,to address proper staffing, training, or other bona fide business reasons.
8.2.4. The Sheriff agrees to meet with the FOP's representative upon request regarding
the impact of any announced change to the system of rotation.
8.2.5. Emergency changes to shift rotation shall be effective on the date announced by
the Sheriff, giving as much advanced notice as practicable at the time.
8.3. When minimum staffing requires a level of staffing to meet peak activities that can only
be reasonably achieved through nonconsecutive workdays the Sheriff may schedule the
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
minimum number of nonconsecutive workday-workweeks necessary to achieve staffing
levels. Nonconsecutive workdays shall only be permitted in circumstances where the
Department is short of staff because of employee unscheduled absences, during a period
of active recruitment, or periods of training where the employee is required to be away
from the Department for an extended period of time (one week or more).
8.3.1. Nonconsecutive workday schedules shall be posted at least fourteen(14)days
prior to the effective day of a schedule change. No individual employee shall be
required to work more than three (3) weeks of nonconsecutive workdays per
calendar quarter.
8.4. The employer may establish a 35 hour work week by mutual agreement of the
Association.
8.5. Work Breaks. Employees are employed in activities that may preclude the observance of
set lunch and/or break periods. It is agreed that statutory lunch and break requirements
shall be satisfied by employee observance of lunch and breaks on an intermittent basis or
pursuant to the County Personnel Policy or as assigned during any work period and no
employee shall be deemed to have been required to forgo a work break unless that
employee made a request of their supervisor and was denied an opportunity to take the
requested break. Observance of intermittent breaks shall comply with work break
requirements of law. As provided in RCW 49.12.187 this section shall constitute
"agreement."
ARTICLE 9-OVERTIME COMPENSATION
9.1 "Overtime Hours" include those compensable hours (hours actually worked) which
exceed the statutory limit for straight-time pay or are payable as "Premium"paid hours as
required by this agreement. "Overtime Hours"are payable when the employee is
assigned to work in excess of their regular schedule, as set out below:
9.1.1 On a"Five Eights"or"Four Tens" Schedule, overtime hours are those
compensable hours which the employee is assigned to work in excess of forty
(40)hours per week
9.1.2 On a"Twelves" Schedule, overtime hours are those compensable hours which the
employee is assigned to work in excess of a statutory FLSA straight time work
week, as set out in Section 7(k) of the FLSA Regulations, amended as follows:
9.1.2.1 Premium pay will be paid for hours worked in excess of eighty-four(84)
hours during a two-week work period
9.1.2.2 Premium pay will be paid for hours worked in excess of twelve (12)hours
per workday, or Days worked outside of scheduled days
9.2 Overtime or Premium hours worked shall be paid at the rate of time and one-half the
Employee's regular rate of pay.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
9.3 Overtime pay shall not be compounded with any other form of premium compensation
paid to the Employee. (Example: Premium pay may be received in addition to overtime
pay, but is not included in the calculation of the overtime rate.)
9.4 Those employees who are required to work overtime shall be granted a thirty(30) minute
meal period for each four(4)hours of continuous overtime. Employees on restricted
movement may have meal expenses paid by the employer according to the Sheriffs
practice.
9.5 RETURN TO WORK/CALL BACK:
9.5.1 If an Employee is required to report between shifts(between the end of an
employee's scheduled shift and the start of their next scheduled shift) with less
than ten(10) hours of rest, the employee shall earn pay at the premium rate of
time-and one-half(1'/2) for those hours prior to the ten(10)hour period. This
section shall not apply whenever an employee is deprived of the ten(10) hour rest
period as a result of a change of work hours at his/her own request or to meet
training and/or mandatory monthly meeting requirements.
9.5.1.1 If an employee is required to return to work within 10 hours of their last shift
they shall be given 2 hours pay at the overtime rate as a premium, in addition
to compensation for whatever hours are worked (this is actual hours worked
plus two (2)hours).
9.5.1.2 Employees called back for scheduled training or for scheduled meetings will
not be eligible for such turnaround premium pay.
9.5.2 An employee called back to work on other than his/her normal work schedule
shall be compensated a minimum of two (2)hours at the overtime rate of pay.
Hours worked beyond the two (2) hour minimum shall continue to be paid at the
overtime rate until relieved of duty.
9.5.3 Court time (time when an employee is required to appear in court, not callback for
the purpose of a court transport) on other than the employees regular work
schedule shall be compensated as call back. Call back for Court as witness duty
shall be actual time spent with a minimum of three (3)hours. Hours worked
beyond the three (3)hour minimum shall continue to be paid at the overtime rate
until relieved of duty.
9.6 Overtime Scheduling:
9.6.1 Known overtime shall be offered on a voluntary basis with seniority taking
priority. If known overtime shifts are not filled within five (5) days of the
schedule being posted, then the known overtime shifts will become mandated to
employees that are available to work, in reverse seniority-order.
9.6.1.1 Known overtime—Overtime that is scheduled more than fourteen days
prior to the date of the overtime (i.e., overtime that occurs due to
scheduled vacations).
9.6.2 Unforeseen overtime shall be offered to employees that are available to work with
seniority taking priority. If the unforeseen overtime shifts cannot be filled,then
the unforeseen overtime shifts will be mandated to employees available to work
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
with the least number of SCHEDULED overtime and if two or more employees
have the least scheduled overtime then in reverse seniority order among them.
9.6.2.1 Unforeseen overtime—Overtime that is scheduled less than fourteen days
prior to the date of the overtime, but is not considered an immediate
overtime shift(i.e., overtime that occurs due to bereavement leave, special
duties, or scheduled sick time).
9.6.3 Immediate overtime shall be mandated by the on-duty supervisor, to employees
that are available to work.
9.6.3.1 Immediate overtime - Overtime needs that occur without advance notice,
and must be filled immediately (i.e. emergency duties, sick time due to
unforeseen illness, etc.)
9.7 Overtime Opportunities—Out of Work Assignment:
9.7.1 In general, it is preferred that employees perform the overtime within their
principle work assignment, i.e. Civil, Corrections.
9.7.2 If no employees from within the principle work assignment are available, known
overtime should be offered to other Bargaining Unit employees before being
mandated.
9.7.3 Non-emergency overtime should be offered to personnel who are Bargaining Unit
employees before being offered to non-Bargaining Unit personnel (for example,
patrol deputies or reserves).
9.7.4 Corrections Deputies and Court Deputies may be required to receive cross-
training, to ensure they can perform the essential safety and security functions of
both work assignments.
9.7.5 Nothing in this section restricts the right of the Sheriff to make emergency
changes to work assignment when necessary for public safety or to ensure the
efficient operation of the Sheriff's Office.
9.8 Employees that have been mandated to work an overtime shift shall not be mandated to
work overtime within five (5) days of their last mandated shift, unless there are no other
employees available to work.
9.9 For purposes of overtime, emergency callback, or court callback, employees will be
considered NOT available for work under the following circumstances:
9.9.1 Employees on vacation(except under emergency circumstances as outlined in
Section 9.10), sick leave, or other requested and approved absence.
9.9.2 Employees already working a scheduled overtime shift on the day of the
overtime.
9.9.3 When on a five-eights schedule, employees who are on their regularly scheduled
days off, unless there are no other employees available to work.
9.10 Emergency Cancellation of Time Off: Once leave, paid or unpaid, has been approved and
scheduled, an employee's leave, including adjacent regularly scheduled days off, shall
not be cancelled without mutual agreement between the Employer and the Employee, or
unless the Sheriff, in his sole discretion, determines that an emergency exists
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
9.10.1 The term"emergency" shall include unforeseen public issues effecting public
safety and shall not include the cost of paying overtime to available employees to
cover shifts.
9.9.2 In the event that the Sheriff determines an emergency exists, including
unanticipated lack of available staff, and subsequently cancels approved and
scheduled time off, the Employer shall reimburse the Employee for all non-
refundable expenses which are declared/substantiated by the Employee as part of
the Employee's scheduled time off and subsequently lost to the Employee as a
result of the having an approved vacation cancelled
9.9.3 For purposes of this Article, leave,paid or unpaid, does not include regularly
scheduled days off or time between shifts, and refers to vacation or holiday time,
AAL, sick leave, or other requested and approved absence
9.11 If an employee is subpoenaed to court or required to work during approved scheduled
leave, paid or unpaid, including adjacent regularly scheduled days off, the employee shall
not be debited any accrued paid time off(vacation, sick leave, comp time, AAL, etc.) on
the day of the court appearance or the day of the required work, regardless of the time
spent in court or required to work. As a premium, the Employee shall be compensated at
the rate of time-and-one-half for a full day of work,based on the Employee's regular
work schedule, regardless of the amount of time spent in attendance of said court or the
amount of time the Employee is required to work. The aforementioned compensation
premium shall also apply during the Employee's regularly scheduled days off, adjacent to
any scheduled leave.
ARTICLE 10 - COMP-TIME
10.1 Employees may take compensatory time off at the rate of one and one-half hours
off per hour of overtime worked in lieu of overtime pay. An employee who accrues the
maximum of forty (40) hours comp-time will not be allowed to accrue additional comp
time. Additional hours shall be paid for at the overtime rate.
10.1 An employee on compensatory time off shall be deemed to be on official leave with pay
status.
10.2 An employee who notifies his/her Supervisor promptly or substantiates to the
satisfaction of his/her Supervisor that he/she was sick on a scheduled day of
compensatory time off may request that a day of sick leave be taken rather than
previously scheduled compensatory time.
10.3 An employee may choose to add comp-time to their bank as long as their bank does not
exceed the forty (40) hour maximum.
10.4 Comp-time can be carried over from month to month, and/or year to year with no more
than forty (40) hours being carried over.
10.5 The employer may limit Comp Time use as provided by law.
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ARTICLE 11 -JURY DUTY
11.1 Employees called for Jury Duty in any Municipal, County, State or Federal court shall
advise the County upon receipt of such call and, if taken from his/her regularly scheduled
work for such jury duty, shall be paid at his/her regular hourly rate for those hours that
the employee would have spent on his/her regularly scheduled shift, less compensation
paid for such Jury Duty.
ARTICLE 12-GRIEVANCE PROCEDURE
12.1 OBJECTIVES: To informally settle disagreements at the employee-supervisor level;to
provide an orderly procedure to handle the grievance through each level of supervision;
to correct, if possible,the cause of the grievance to prevent future complaints; to promote
harmonious relations among employees,their supervisors, and Departmental
Administrators; to assure fair and equitable treatment of employees; to resolve grievances
at the Departmental level before appeal to higher levels.
12.2 DEFINITIONS: The following terms, as used in this contract, shall have the following
meaning:
GRIEVANCE: A complaint by an employee, an Association/FOP Representative, or the
County may be filed when the grieving party believes an unfair application of a policy
has been applied to an employee, or an alleged violation of any term or condition of this
Agreement has occurred. Letters of Reprimand and other non-economic disciplinary
actions are not grievable upon issuance. Disciplinary action, including any underlying
supporting Letters of Reprimand, with an economic impact on the employee shall be
subject to grievance processing as a single procedure. Issues arising from Section 7.7 are
limited to the question of arbitrariness and capriciousness.
WORKING DAY: Exclusive of Saturday, Sunday and holidays.
EMPLOYEE: Any Employee of the Jefferson County Sheriffs Office covered by this
Agreement.
IMMEDIATE SUPERVISOR: The person, who assigns, reviews or directs the work of
an Employee.
SUPERIOR: The person to whom an immediate supervisor reports.
REPRESENTATIVE: A person who appears on behalf of the employee or employer.
12.3 TIME LIMITS: Time limits are established to settle grievances quickly. Time limits
may be extended by agreement of the parties. If the grievant is not satisfied with the
decision rendered, it shall be the grievant's responsibility to initiate the action which
submits the grievance to the next level of review within the time limits specified. Failure
of the Employee to submit the grievance within the time limits imposed shall terminate
the grievance process and the matter shall be considered resolved. Failure of the County
to respond within the time limits specified will allow the grievant to submit the grievance
to the next higher step of the grievance procedure.
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12.4 PARTIES RIGHTS AND RESTRICTIONS:
1. A party to the grievance shall have the right to record a formal grievance meeting
at the expense of the requesting party.
2. In keeping with Article 5.8 of this document, an Employee may have an
Association and/or an FOP representative present at all steps of the grievance
procedure; and,the Employer may have a representative present at all steps of the
grievance procedure.
3. Reasonable time in processing a grievance will be allowed during regular working
hours for the Association Representative,provided such work does not interfere
with the representative's assigned duties, or if interference would occur, upon
advanced supervisory approval.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
5. Grievances of an identical nature, involving an alleged violation of the same
Article, section, etc., concerning the same subject matter, may be consolidated.
6. Confidential Communication. Any communication between a member of the
Association and any recognized Association/FOP representative regarding a
potential or actual employee grievance will be defined as confidential. Likewise
any communication between County Management/Administration and a
recognized County representative shall be defined as confidential.
12.5 ELECTION OF REMEDIES: The use of this grievance procedure will NOT constitute
an election of remedies. An employee seeking redress through the Labor Agreement may
seek judgment of the same matter through the Civil Service Commission at step 5 of the
Grievance Procedure. In the event of an appeal of a Civil Service Decision a written
election form shall be completed by the employee no later than the time of advancing the
grievance to step#6 of the below procedures electing Arbitration or private litigation in
court following the decision of the Civil Service Commission.
12.6 STEPS IN THE GRIEVANCE PROCEDURE:
Step #1 Within twenty(20) working days from the occurrence of the incident on
which a complaint is based, or within twenty (20) working days of the
employee's knowledge of the occurrence, the employee and/or their
representative will meet to discuss the complaint with the employee's
immediate supervisor. This meeting shall be in an effort to resolve the issue
through informal discussions. No settlement at this step will become a
binding practice with regard to any future matter even if the matter may
appear to be identical.
Step#2 If the employee feels the immediate supervisor has not resolved the grievance,
the employee may appeal to the supervisor's Superior within twenty(20)
working days from the close of the Step #1 Meeting. At this time, all
supporting documents and evidence relative to the grievance shall be included
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with the appeal. The supervisor's Superior shall hold a formal meeting with
the employee and their representative, if requested, within twenty (20)
working days from the date of the appeal receipt, and attempt to settle the
grievance.
A decision shall be made, in writing, by the supervisor's Superior to the
employee within twenty (20)working days from the close of the formal
meeting. No settlement at this Step#2 will become a binding practice with
regard to any future matter even if the matter may appear to be identical
unless such settlement is reduced to writing and approved by the Sheriff.
Step #3 If a successful resolution is not found with the Department Chief,the
Employee may within twenty(20) working days from the close of the Step #2
Meeting, or the receipt of a written decision, whichever is applicable, appeal
to the Sheriff in writing. At this time, all supporting documents and evidence
relative to the grievance shall be included with the appeal. The Sheriff shall
hold a formal meeting with the Employee and their representative(s), if
requested, within twenty (20) working days of the date of the receipt of the
appeal and attempt to settle the grievance. A decision shall be made, in
writing, to the Employee by the Sheriff, within twenty (20) working days from
the close of the formal meeting.
Step#4 If the employee feels the Sheriff has not resolved an economic grievance, the
employee may within twenty(20)working days from the close of the Step #3
Meeting, or the receipt of the Sheriff's written decision, whichever is
applicable, appeal to the County Administrator. All supporting documents
and evidence relative to the grievance shall be included with the appeal. The
County Administrator or his/her authorized designee may hold a formal
meeting with the employee and the representative, if requested, within twenty
(20)working days from the date of the appeal receipt, and attempt to settle the
grievance. A decision shall be made, in writing, to the Employee by the
County Administrator or his/her authorized designee, within twenty (20)
working days from the close of the formal meeting.
In the event the grievance is filed by the County regarding a violation of this
agreement by an employee or the Association or the FOP such County filing
shall occur at this Step by having the County officially file its grievance with
the Association Chair. Unresolved grievances by the County may be
submitted to Step#5 by the County following the same procedures for the
selection of arbitrator and processing of the grievance.
Step#5 Appeal of a Step#4 Decision may be made to the Civil Service Commission
according to their current rules upon request of the employee and approval of
the Association, within twenty (20) working days from the close of the Step
#4 Meeting, or the receipt of the County Administrator's decision, whichever
is applicable.
The Civil Service Commission shall schedule a formal meeting within twenty
(20)working days of the receipt of such a request. Upon completion of this
meeting, which will occur according to the current Civil Service Commission
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Rules (exceptions noted below), the Commission shall deliver its written
decision within twenty (20) working days from the close of the formal
meeting.
Notwithstanding Rule 10, Section 10, Subsection(2) of the Civil Service
rules,no hearing in a grievance procedure shall be a public hearing.
Notwithstanding Rule 10, Section 12, Subsection(2) of the Civil Service
rules, no decision at this step will be considered final and binding, and
decisions at this step by the Civil Service Commission may be appealed as
laid out in Step#6.
In the event that the Civil Service Commission for any reason declines to hear
the grievance, there shall be no prejudice to either party, and the grievance
shall move to Step#6 immediately.
Step#6 ARBITRATION. If the Association or County wishes to appeal the decision
of the Civil Service Commission, the appealing party must notify the other
party within twenty (20) working days of the written decision of the Civil
Service Commission.
The Commission's Decision may be appealed to the appropriate State Court
or to arbitration upon 60 days' notice of intent to arbitrate the matter by the
appealing party to the other party.
The arbitrator will be selected as follows: The Parties shall attempt to agree
upon an arbitrator within twenty(20) working days after receipt of notice of
intent to proceed to arbitration. In the event the parties are unable to agree
upon an arbitrator within the period, the parties shall jointly request the
Federal Mediation and Conciliation Service to submit a panel of eleven(11)
Washington or Oregon arbitrators. After flipping a coin to determine which
party goes first, the parties shall alternately eliminate the name of one person
on the list until only one name remains. The person whose name was not
eliminated shall be the arbitrator.
DECISION: The arbitrator shall have no authority to amend, modify, nullify,
ignore, add to, or subtract from the provisions of this Agreement and shall
hold a hearing so that both parties may present their respective cases. The
decision of the arbitrator shall be rendered within thirty (30) business days
after the close of the hearing. 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 its jurisdiction, or would be a
violation of public policy.
12.7 COSTS AND EXPENSES: The cost of a Civil Service Hearing or Arbitrator shall be
divided equally between the County and the Employee. Individual costs of presenting
their respective position shall be borne by each party. Cost for witnesses, court reporter,
or other individual expenses shall be borne by the grievant or County depending on who
incurs the cost. In the event there is no hearing tape available from the Commission or
Arbitrator either party may tape record the proceeding as their personal record of the
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hearing. Upon request the taping party will make a copy of the tape available to the other
party.
ARTICLE 13 -WAGES
13.1 Wage Rates are attached to this agreement at Appendix A and are a part of this
agreement by this reference.
13.1.1 Effective the beginning of the next full pay period following full adoption of this
Agreement wages as listed in Appendix A for 2018 shall be implemented.
13.1.2 Employees employed on the date of full adoption of this Agreement shall receive
a lumpsum amount as retroactive pay in the amount of 5%of their 2018 gross
wages to be paid as soon as practicable for the Auditors office.
13.2 Notwithstanding any other provision of this agreement, there shall be no reclassifications
performed within three (3) months of the expiration of this agreement or during any
negotiation period.
13.3 Whenever this agreement requires a wage increase, such wage increase shall be effective
the first day of the first full pay period in the month in which the adjustment occurs.
ARTICLE 14-LONGEVITY
14.2 Upon completion of the following years of employment and being in the top step for at
least 12 months, Employer shall pay, as an annual longevity bonus, the amounts which
follow to eligible Employees at the pay period which follows the anniversary date or
month of employment.
(1) Five years employment $ 600.00
(2) Ten years employment $ 1,000.00
(3) Fifteen years employment $ 1,400.00
(4) Twenty years employment $ 1,800.00
(5) Twenty-five years employment$2,200.00
14.2.1 The above Longevity schedule is effective as of January 2018 and any employee
receiving a better benefit shall retain same until the above will provide a better
benefit.
14.3 Longevity Pay shall be paid in a lump sum to eligible employees in the November pay
which will be received by employees in early December of each year. Early terminates
are subject to adjustment in their final check. In an employees' first year of eligibility
payment will be prorated through November and annually thereafter.
14.4 Shift Proration. The above amounts are based on an eight(8) hour shift. Longevity for
shifts of less than eight(8) hours shall be calculated as a proportionate share based on an
eight(8)hour shift. Example: a seven(7) hour shift employee with over five years
longevity will receive 7/8 of longevity amount(7-hour shift employee with five years
employment, 7/8 of$400 = $350).
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ARTICLE 15—HOLIDAYS
New Year's Day January 1st
Washington's Birthday 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day First Monday in Sept.
Veteran's Day November 11th
Thanksgiving Day Fourth Thursday in Nov.
Day after Thanksgiving Day after Thanksgiving
Christmas Day December 25th
Two (2) Floating Holiday
15.1 Floating holiday observance is to be determined by mutual agreement between the
Employee and the Employer, with seven(7) days advance notice.
15.1.1 Deputies Assigned to the Civil Division may choose to use floating holidays for days on
which the Courthouse is closed for an unlisted holiday.
15.2 If a person's day off falls on a holiday, they get one day off for that holiday, or an extra
day's pay at straight time.
15.3 Any employee working on a holiday shall receive their Holiday pay (§16.6) in addition
to:
15.3.1 An Employee required to work on a paid holiday(i.e. 0:00 to 24:00), which is
his/her regularly scheduled work day, shall be compensated at the premium pay
rate of time-and-one-half for all regularly scheduled hours worked during that
holiday, and at the premium pay rate of double time (two times the regular rate of
pay) for all hours beyond their regularly scheduled shift.
15.3.2 An Employee required to work on a paid holiday, which is not his/her regularly
scheduled work day, shall be compensated at the premium pay rate of double-time
(two times the regular rate of pay).
15.4 When a holiday falls on Saturday, the preceding Friday shall be observed, and when it
falls on Sunday the following Monday shall be observed. This provision applies to
employees who work Monday through Friday only and the County declares the preceding
Friday or following Monday as a County Holiday where the County is closed to the
public. Employees assigned to the Jail will observe holidays on the actual day of the
holiday.
15.5 If an employee calls in sick on a holiday for which the employee is scheduled to work,
the employee will receive holiday pay but not sick leave pay.
15.6 For purposes of this article, holiday pay is eight (8) hours (prorate if applicable) at the
regular straight time rate of pay.
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ARTICLE 16-VACATIONS
16.1 VACATION ACCRUAL:
Months of Completed Maximum Hours ACCRUAL/
Employment Earned Per Year HOUR
0 through 36 80 hours 0.0385
37 through 60 96 hours 0.0462
61 through 120 120 hours 0.0577
121 through 180 128 hours 0.0615
181 + 160 hours 0.0770
16.1.1 ADDITIONAL ANNUAL LEAVE (AAL): In addition to the sections noted in Months of
Completed Employment:
"61 through 120"above,one(1)additional day(8 hours or less based on FTE)shall
be available to employees covered by that section each CALENDAR year.
"121 through 180" two (2) additional days (16 hours or less based on FTE) shall
be available each CALENDAR year.
"181+"three (3) additional days (24 hours or less based on FTE) shall be available
to each employee covered by such sections each CALENDAR year.
The additional days available pursuant to this section shall be treated as floating
holidays for the purposes of not being carried forward and not being payable upon
termination.
16.2 Earned vacation leave may be taken at any time during a period of sickness after the
expiration of accumulated sick leave.
16.2.1 An Employee who notifies his/her Supervisor promptly or substantiates to the satisfaction
of the Sheriff that he/she was sick on a scheduled day of vacation may request that a day
of sick leave be taken rather than previously scheduled vacation day.
16.3 Employees shall be "cashed out" for all vacation accrued on the books of the County at
the time of termination except as provided below.
16.3.1 An employee who, except for an emergency (defined as an unforeseeable event), fails to
provide a two (2)weeks advance notification of intent to resign shall forfeit rights to two
(2) weeks of currently accrued vacation. The two (2)week notice may be waived by the
County Administrator or designee.
16.4 Seniority order shall prevail for all employee time-off selections made during the "time-
off selection period" September 1, through December 31 for time-off in the next
calendar year. Vacation time not selected during the vacation selection period is subject
to forfeiture as provided below.
All time off applied for after the time-off selection period will be on a space available
basis.
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16.5 All time-off(including unpaid time off) is to be selected as follows. Time-off may be
taken at any time during the year with the welfare of the job being the determining factor.
Time off selection shall occur independently within each work assignment(for example,
the Jail's time off selection is separate from the Civil Unit's time off selection).
1. The Sheriff shall post for selection available weeks for employees in each work
assignment. Some weeks or days may be unavailable for selection due to
anticipated staffing needs.
2. There shall be three rounds of vacation selection.
3. The first-round employees, by seniority, shall choose their time off from available
weeks in one (1) contiguous period to be selected in round one.
4. The second-round employee, by seniority, shall choose their time off from
available weeks in one (1) contiguous period to be selected in round two.
5. The third-round employees, by seniority, shall chose the remainder of their
eligible time off on a multiple day or single day off basis but not more than one
day of which shall be a holiday.
6. For purposes of accounting for days used during the calendar year the order of
"burn-off' shall be: AAL (§16.1.1) Holidays (for employees using § 15.1) regular
vacation(§16.1) and then scheduled unpaid time off.
7. Employees may split their vacation into as many parts as is mutually agreed upon
between the employee and the supervisor and no third party shall enter into or
influence this decision.
16.6 PROBATIONARY EMPLOYEES: For the first twelve months of any Trial Period, an
Employee, regardless of seniority, will continue to accrue vacation leave, but will not be
permitted to take vacation leave. EXCEPT that Employees who have already
successfully completed a trial period in one classification, but transfer to another
classification and trigger a trial period, shall be entitled to any paid leave that was
authorized and scheduled prior to their transfer. An entry-level Employee new to
bargaining unit will only be able to use vacation leave during their trial period with
permission of the Sheriff under special circumstances.
16.7 A maximum of one hundred twenty hours (120) accumulated vacation may be carried
over from the previous year. Accumulated vacation time not selected/scheduled during
the vacation selection period and in excess of the one hundred twenty hours (120) carry
over shall automatically be lost to the Employee on April 1 of each year.
16.7.1 If unable to take scheduled leave because of employer-required workload, such scheduled
but denied leave days may be carried into the next calendar year. This leave but must be
used within the first three (3) months of the following year, or it will be paid in cash,
unless it is again denied because of workload; whereupon, at the employee's option, the
use of denied days shall be extended until July before they are cashed out. The inability
of the employer to allow the employee to take vacation leave shall be documented by the
Sheriff at the time of such denial and be forwarded to the Payroll Division of the
Auditor's Office.
16.8 Vacation/Leave requests for vacation not scheduled during the vacation selection period
shall be submitted fourteen(14) days in advance and be signed by management then
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returned to Employee within five (5) days or will be deemed approved. This section shall
not preclude the approval of a request of less than fourteen(14)days advance
submission.
ARTICLE 17-SICK LEAVE
17.1 Sick leave is earned by regular and trial employees at the rate of one (1) working day for
each month of completed service. An employee may not accumulate more than nineteen-
hundred-twenty (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 reasonable
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.
17.2 Sick leave is appropriate for illness or disability caused by or contributed to: pregnancy,
miscarriage, abortion, childbirth, adoption and recovery there from. Accrued sick leave
is appropriate to care for a family member with a health condition that requires treatment
and/or supervision. (RCW 49.12) Accrued sick leave, not leave of absence(Section
5.60), must be used for illness, injury or disability.
17.3 Sick leave is not appropriate and will not be authorized for death in the employee's
family. (See Bereavement Leave.)
17.4 No employee shall receive compensation for unused sick leave greater than the amount
determined as a result of Section 18.5 #2 at the time of retirement.
17.5 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.
17.6 Light Duty:
1. Light duty shall be for the purpose of temporary assignment while a disabled
employee becomes able to resume full duties
2. Light duty assignments, if granted by the Sheriff, will be determined by the
Sheriff, with concurrence of the physician. The Employer shall give a letter of
request to the physician of the duties to be performed on light duty so the
physician may verify to the Employer what duties the Employee may or may not
perform. It is the intention of the parties that light duty would be granted if an
assignment is cost effective for the County as determined by the Sheriff as to
availability and the County Risk Manager as to cost effectiveness.
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17.7 The County may administer Sick Leave to meet the requirements of the Washington
Sick-Leave law provided employees do not receive a benefit that is less than as provided
in this CBA.
ARTICLE 18-BEREAVEMENT LEAVE
18.1 Bereavement leave shall be authorized permanent Employees for a maximum of three (3)
days to grieve the death of a member of the Employee's immediate family. "Immediate
family" is defined as follows: Spouse, parent, grandparent, child, grandchild, brother,
sister, mother-in-law, father-in-law, significant domestic partners and step relations of the
same degree.
18.2 Employees who have a death in their immediate family and who would have to travel 500
miles or more (one way) to attend such funeral shall be allowed two (2) additional days
with pay, for travel only.
18.3 Employees requiring additional time beyond that granted in 19.1 and 19.2 shall have
priority in taking any available accrued paid time-off available to the employee when the
purpose is to attend a service for the deceased or to manage the affairs of the deceased.
ARTICLE 19—MILITARY LEAVE
19.1 Military Leave: Military leave will be granted in accordance with RCW 38.40.060.
Military leave shall be granted upon written application accompanied by a copy of bona
fide orders to temporary active or training duty. Military leave is paid time according to
applicable RCW and there shall be no loss of employee benefits.
ARTICLE 20-UNIFORMS
20.1 Upon initial appointment to the Sheriff's Department, uniforms and equipment shall be
furnished by the Sheriff's Department, with initial issue as determined in Appendixes.
20.2 The Sheriff shall establish authorized uniform standards and either post such standards or
include such standards in the Policy & Procedures of the Sheriff's Office. Uniforms shall
only be worn in the line of duty and shall conform to the established uniform standard.
Employees are authorized, using their own funds or using their uniform allowance, to
purchase uniforms and equipment authorized by the Sheriff's Office.
20.2.1 In the event the Sheriff shall decommission a previously authorized uniform item such
that it is no longer allowed such item shall be replaced with an authorized replacement at
no cost to the employee.
20.2.2 The Sheriff has authorized the wearing of"Jump Suits"which shall be a practice until
lawfully changed.
20.3 Employee shall keep uniform items clean and in good repair at all times. The Sheriff
shall post authorized uniform standards. Uniforms shall only be worn in the line of duty
and shall conform to the posted uniform standard. Once issued or purchased, uniform
items and equipment must be replaced, repaired, and cleaned by the Employee at the
Employee's expense, except as outlined in 21.4 and 21.5.
20.4 In the event that the Sheriff alters the established uniform standards in such a way that a
uniform or equipment that had previously been authorized becomes de-authorized, any
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employees who have such a uniform or equipment—whether from their initial issue or
purchased with their own funds or uniform allowance—shall be entitled to have such
uniforms or equipment replaced at the cost of the Sheriff's Office with an authorized
substitute whenever the Sheriff shall determine the employee may no longer wear such
de-authorized uniform or equipment.
20.5 The Employer shall replace and repair uniforms, equipment,personal clothing, and
personal items which are damaged while in the line of duty. The filing of an incident
report is a prerequisite to the repair or replacement of the item in question. Replacement
and repair shall not be authorized for normal wear and tear of personal uniform items.
20.6 Bullet Proof Vests shall be provided to officers as necessary protective safety equipment.
Same will be replaced as required to maintain employee safety.
20.7 Employees required to carry firearms shall be issued a firearm by the Sheriff's Office,
after successful completion of relevant training and qualification, and shall further be
issued magazines and ammunition for the issued firearm.
20.7.1 PERSONAL DUTY WEAPONS: Employees who are required to carry firearms
will be permitted, if they wish, to purchase their duty weapon through the
Department, provided that such a weapon MUST conform to all requirements of
the Sheriff for department issued duty weapons. In the event the Sheriff should
change the duty weapon employees will have the option of purchasing a new
conforming personal duty weapon or receiving a Department issue weapon as
required by the Sheriff. Employees who purchase a personal duty weapon
according to this section shall be permitted to use such personal duty weapon as
their duty weapon and shall turn in the Department issued weapon. The
Department shall supply required duty ammunition for employees with personal
duty weapons in the same manner as Department issued weapons.
20.8 After completing their first full year of employment, Employees required to wear a
uniform shall be provided an annual uniform allowance of$875. The allowance shall be
received each January, in the pay check received by employees in early February.
20.8.1 In recognition of the fact the JCSOUSS employees carry out similar job functions
and wear the same uniform as JCSO Patrol Employees, the uniform allowance for
JCSOUSS Employees should match the uniform allowance provided to JCSO
Patrol Employees in the JCSO Patrol Contract. In the event of any future
increases to the JCSO Patrol Employees' uniform allowance, the agreement may
be reopened at the request of the Association for purposes of discussing an
increase to uniform allowance.
ARTICLE 21 -JOB INFORMATION
21.1 It is the Employer's responsibility to provide each employee, particularly upon hire, with
written information relevant to the job that the employee performs. This information
should include:
1. The job description for the position the employee fills or will fill;
2. Brochures and explanation of benefits as provided by appropriate agencies, to the
Employer with respect to insurance (medical, dental, vision, life insurance, etc.),
retirement, and any other similar information relevant to the position;
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3. A copy of the current Personnel Policy and all other personnel related policies.
ARTICLE 22-HEALTH AND WELFARE
22.1 The Association shall independently contract for medical related benefits as the
Association shall determine.
22.1.1 The employee amount plus County amount results in a total is to be
delivered in a single check to:
Erven Bong and Associates, LLC
51 West Dayton, Ste. #303
Edmonds, WA 98020
22.2 Effective from January 2018, the County contribution cap shall be $1,126.98
22.3 It is agreed that the individual employee deduction amount may increase or decrease
depending upon the composition of bargaining unit employees and families as well as the
plans chosen by the Association.
22.3.1 Employees new to the County may be covered by the medical coverage under this
Agreement however if such new"full time" employee has not worked at least eighty (80)
hours the employee may elect coverage and pay additional amounts and the County
contribution shall be prorated based on scheduled employment compared to regular full-
time employment..
22.4 The funds transmitted shall provide for the purchase of such benefits as the Association
shall determine in its discretion with the Association providing timely notice to the
County.
22.5 The County obligations shall not exceed the amounts stated in §22.2 except as adjusted
by operation of Article 23.
ARTICLE 23 -MAINTENANCE OF BENEFITS
23.1 Effective January 1, 2019 the County shall be responsible for 85% of the required
aggregated individual employee amounts due in January of 2019, as County contribution
for Article 22 benefits, but not more than 3.5%of an increase in County contribution in
§22.2.
23.2 Effective January 1, 2020 the County shall be responsible for 85% of the required
aggregated individual employee amounts due in January 2020, as County contribution for
Article 22 benefits, but not more than 3.5% of an increase in County contribution in
§22.2 as increased by §23.1.
23.3 Effective January 1, 2021 the County shall be responsible for 85% of the required
aggregated individual employee amounts due in January 2021, as County contribution for
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
Article 22 benefits, but not more than 3.5% of an increase in County contribution in
§22.2 as increased by §§ 23.1 and 23.2.
23.4 The Parties agree that either party may open this Article 23 for the purposes of
renegotiation in the event of any adverse regulation or legislation, including any form of
tax imposed on health care plans, changing the existing County cost of providing benefits
to Deputies or the Deputies' Contractual cost of retaining benefits. This section does not
apply to the normal historic changes in cost associated with periodic establishing
contributions based on utilization.
23.5 This Article may be opened by mutual agreement at any time for the substitution of
alternate plans.
ARTICLE 24—ADDITIONAL UNDERSTANDINGS
24.1 Statutory Benefits:
24.1.1 The Employer and Union agree that whenever Federal, State or Local laws
require the Employer to provide benefits not negotiated by the parties into this
Agreement such benefits shall be administered in accordance with the enactment
and to the extent permitted the Employer and employee shall contribute to the
cost of such non-negotiated benefit.
24.1.2 Beginning January 2018 the sick-leave provisions of this agreement shall be
administered pursuant to the Washington Sick Leave law as same may be
amended provided however, there will be no reduction in benefits provided in this
agreement.
24.1.3 Washington State Paid Family Medical Leave (RCW 50A.04) premiums shall be
paid by the Employer and employee as permitted by the Statute with employees
paying the Family Leave portion and 45% of the Medical portion
ARTICLE 25 -SAVINGS CLAUSE
25.1 Should any provisions of this agreement be found to be in violation of any Federal, State
or Local Law, all other provisions of this agreement shall remain in full force and effect
for the duration of this agreement.
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Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
ARTICLE 26-TERMINATION
26.1 This agreement shall be effective from date of approval through December 31, 2021.
ADOPTED THIS DAY OF 2018.
JEFFERSON COUNTY BOARD JCSOUSS Employees Association,FOP
OF COMMISSIONERS
David Sullivan, Chair ` Association President
Date —/7(f
Kathleen Kler,Member
2<,f& �L---
FOP Representative
Kate Dean, Member Date 0/2 2- if
Approved as to Form Only:
By: C', 3/461//C6. C✓: Deputy Prosecuting Attorney
By:
Philip Morley,Risk Manager
sig due-mediator prop to
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
Page-25-of 33
JEFFERSON COUNTY SHERIFF'S OFFICE
Uniform Support Services
Date of Adoption,2018 through December 31,2021
APPENDIX"A"WAGES
THIS APPENDIX is supplemental to the AGREEMENT by and between JEFFERSON
COUNTY, WASHINGTON, hereinafter referred to as the Employer and Jefferson County
Sheriffs Office Uniformed Support Services/FOP, hereinafter referred to as the Association and
shall apply to those employees in the following listed classifications:
A.1 Effective for the term of this agreement, for employees employed on the date of
ratification or effectiveness, whichever is later,the Pay Grades and rates of pay for each
Pay Grade covered by this Agreement shall be payable the first full pay period after
effectuation as follows:
A.1.1 Wages:
2018 Rates 5.40% 5.40% 5.40% 5.40% 5.40%
5% Step A Step B Step C Step D Step E Step F
Oto12M 13to24M 25to36M 37to48M 49to60M 61+M
Corrections Sergeant(22.5%) $ 25.20 $ 26.56 $ 27.99 $ 29.50 $ 31.10 $ 32.78
Corrections&Court Deputy $ 20.57 $ 21.68 $ 22.85 $ 24.08 $ 25.39 $ 26.76
2019 Rates 5.40% 5.40% 5.40% 5.40% 5.40%
2.50% Step A Step B Step C Step D Step E Step F
Oto12M 13to24M 25to36M 37to48M 49to60M 61+M
Corrections Sergeant(22.5%) $ 25.83 $ 27.22 $ 28.69 $ 30.24 $ 31.87 $ 33.60
Corrections&Court Deputy $ 21.08 $ 22.22 $ 23.42 $ 24.69 $ 26.02 $ 27.43
2020 Rates 5.40% 5.40% 5.40% 5.40% 5.40%
2.50% Step A Step B Step C Step D Step E Step F
Oto 12M 13to24M 25to36M 37to48M 49to60M 61+M
Corrections Sergeant(22.5%) $ 26.47 $ 27.90 $ 29.41 $ 31.00 $ 32.67 $ 34.44
Corrections&Court Deputy $ 21.61 $ 22.78 $ 24.01 $ 25.30 $ 26.67 $ 28.11
2021 Rates 5.40% 5.40% 5.40% 5.40% 5.40%
2.00% Step A Step B Step C Step D Step E Step F
Oto 12M 13to24M 25to36M 37to48M 49to60M 61+M
Corrections Sergeant(22.5%) $ 27.00 $ 28.46 $ 30.00 $ 31.62 $ 33.32 $ 35.12
Corrections&Court Deputy $ 22.04 $ 23.23 $ 24.49 $ 25.81 $ 27.20 $ 28.67
A.2 Wage Rate Changes and Payments:
• Effective the Pt full pay period of 2018 there shall be a 5% increase as reflected in the
wage table.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
• Effective the 1st full pay period AFTER full adoption all steps shall be made uniform at
one (1) year between each step. No employee shall be reduced and shall be increased
upon their next step to the proper wage rate.
• Effective the Pt full pay period in 2019 there shall be a 2.5% increase to be reflected in
the Deputy wage table for 2019.
• Effective the 1st full pay period in 2019 there shall be a 2.5% increase to be reflected in
the Deputy wage table for 2020.
• Effective the 1'full pay period in 2021 there shall be a 2%increase to be reflected in the
Deputy wage table for 2021.
• Effective immediately upon implementation of this agreement, Uniformed Service
Deputies assigned to the Jail shall be classified as Corrections Deputies, and Uniformed
Service Deputies assigned to the Civil Unit shall be classified as Court Deputies. There
shall be no loss of, or change to, seniority, compensation, or benefits as a result of this re-
classification. It is understood that the re-classification reflects duties already being
performed.
• The Court Deputy classification shall match the Corrections Deputy classification in the
wage table. Throughout this agreement, where the term"Deputy" is used, it applies to
both classifications.
A.3 DEFERRED COMPENSATION PROGRAM: The County will contribute $94.00 per
month to the employee's choice of one of the Deferred Compensation Plans currently
offered by the County. The employee will contribute $47.00 of this amount with the
Employer matching that amount.
A.3.1 In the event the plan should provide for individual deferral the Employee may
defer any amount they chose in accordance with the plan.
A.4 ADDITIONAL COMPENSATION:
FTO PAY: Field Training Officer: Employees assigned by the Sheriff, or his designee,
to perform the duties of FTO for the majority of a shift shall,in addition to all other
compensation for that day,receive one(1)hour of additional paid time,paid at time
and one half, to be added to the employee's time card. And shall be full
compensation for any pre or post shift duties related to FTO responsibilities.
A.4.1 Phone Calls Off Duty:
The Parties recognize that Sergeants are, as a part of their regular assignments
responsible for intermittent phone calls during off-duty time. While off-duty each
Sergeant shall be compensated at time-and-one-half for each call that exceeds seven
(7) minutes at the rate of fifteen (15) minutes at time-and-one-half and if the call
exceeds twenty-two (22) minutes shall be compensated for thirty (30) minutes at
time-and-one-half and likewise for each received call. This section is effective at
the time Section A.1 is adopted.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
APPENDIX B -—INITIAL UNIFORM/EQUIPMENT ISSUE
Uniforms as listed below shall be furnished upon initial appointment to the Sheriff's Office. Once
issued, uniform items shall be repaired, replaced and cleaned by the Employee as provided in the
Agreement.
Personal Uniform Items (Initial Issue)
- 1 Pair, Class A Uniform Pants
- 2 Additional Pairs of Uniform Pants
- 3 Uniform Shirts
o At least 1 Class A
o 2 Additional shirts may be Class A or Class B
- 1 Class A tie
- JCSO Collar brass, 2 sets
- 1 Name Tag, with"Serving Since"pin
- 1 Badge
- 1 Pants belt
- 1 Approved Uniform Jacket, with JCSO patches, cloth badge, and name tape
- 1 Sheriff's Office ball cap
- 1 Black Stocking Hat, with Sheriff's Office embroidery
Personal Equipment Items (Initial Issue)
- 2 Pairs of Handcuff Keys (1 long, 1 short)
- 2 Pairs of Handcuffs
- Handcuff Case(s)—Either Double Cuff Case xl, or Single Cuff Case x2
- 1 Duty Belt(black leather, basket-weave with silver snaps)
- 4 Belt Keepers (black leather, basket-weave with silver snaps)
- Radio Holder(black leather, basket-weave with silver snaps)
- Level-3 Retention Holster for Issued Duty Weapon (black leather, basket-weave w/ silver
snaps)
- 1 Magazine Holder for 2 magazines for Issued Duty Weapon(black leather,basket-weave with
silver snaps)
- 1 Glove Holder(for plastic gloves—black leather basket-weave with silver snaps or Velcro)
- OC Holder, Mark 10 (black leather, basket-weave with silver snaps)
- Ballistic Vest(specially fitted)
- 1 Pair of Duty Boots(black leather, approved make)
- 1 Approved or Issued Flashlight, with black leather holder, batteries and/or charger
- 1 Issued Firearm, 2 Magazines, Duty Ammunition (On Completion of necessary training and
certifications)
Additional Items Required for attendance at CJTC Corrections Officer Academy:
- Blue sweatpants and sweatshirt
- Blue athletic shorts
- Two white t-shirts, with last name printed in all-caps, black lettering, front and back, at chest
level
Uniform Support Services Jefferson County Sheriff's Office
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Page-28-of 33
APPENDIX C EMPLOYEE BILL OF RIGHTS
C.1 All employees covered by this agreement shall be entitled to the following procedural
protection.
C.2 In criminal matters an employee shall be afforded those constitutional rights available to
any citizens.
C.3 In matters relating to job performance, the following guidelines shall be followed:
C.3.1 Before an interview the employee shall be informed of the nature of the matter in
sufficient detail to reasonably apprise him of the matter;
C.3.2 Any interrogation of an employee shall be at a reasonable hour preferably when the
employee is on duty unless the urgent needs of the investigation dictate otherwise.
Where practicable, interrogations shall be scheduled for the daytime;
C.3.3 Any interview shall take place at the Jefferson County Sheriffs Department, except when
impractical. The employee shall be afforded an opportunity and facilities to contact and
consult privately with an attorney of his/her own choosing. A representative of the
Association may be present during the interrogation;
C.3.4 The questioning shall be reasonable in length and the employee shall be entitled to such
reasonable intermissions as s/he shall request for personal necessities, meals, telephone
calls and rest periods;
C.3.5 The employee shall be interviewed in a professional manner and shall not be threatened
with dismissal,transfer or other disciplinary punishment as a guise to attempt to obtain
his/her resignation; and
C.3.6 The Employer shall not require any employee covered by this Agreement to take or be
subjected to a lie detector test as a condition of continued employment.
C.4 Interrogation. The interrogation of any sworn personnel during the course of an
investigation that could lead to formal disciplinary action shall be conducted under the
following conditions. These procedures shall not apply to any routine, supervisory
contact with an officer for the purpose of counseling, instruction, or verbal reprimand.
Prior to the commencement of any formal disciplinary interview, the employee shall be
advised as follows:
You are about to be questioned as part of an administrative investigation being
conducted by the Jefferson County Sheriffs Office. You are hereby ordered to
answer the questions that are put to you that relate to your conduct and/or job
performance, and to cooperate with this investigation. You are required to answer
questions relating to the performance of your official duties or fitness for duties.
Your failure to cooperate with this investigation can be the subject of disciplinary
action in and of itself, including dismissal. The statements you make or evidence
gained as a result of this required cooperation may be used for administrative
purposes but will not be used or introduced into evidence in a criminal proceeding.
Uniform Support Services Jefferson County Sheriff's Office
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C.4.1 Constitutional Rights or Privileges. When the investigation becomes in furtherance of
the intent to prosecute for a criminal offense, the officer charged with or suspected of
committing a criminal act shall be afforded the same constitutional rights or privileges or
guarantees enjoyed by any person. This section shall not deprive the County of the right
to pursue the investigation administratively under Section 2.2.
C.5 Use of Force—Employees involved in a"Use of Force" event shall, upon request, give a
statement immediately following an event, including a"walk through" and"public safety
statement" interview, designed and intended to enable a thorough and efficient processing
of the scene for evidence and detailed interviews of all other witnesses.
C.5.1 When an employee uses "deadly force"which results in the injury or death of a
person,the employee shall not be required to make a written statement for (72)
hours after the incident. An employee subject to the use of deadly force
investigation shall be advised of their rights to and shall be allowed to consult with
a union representative prior to being required to give a detailed oral or any written
statement about the use of force. This right to consult with a union representative
shall not unduly delay the giving of a statement immediately following an event,
including a"walk through" and"public safety statement" interview, designed and
intended to enable a thorough and efficient processing of the scene for evidence
and detailed interviews of all other witnesses.
C.5.2 Any investigation of the event will be conducted with due regard to the sensitivity
for the deputies emotional state following the traumatic incident, and investigators
will ensure that formal interview statements and written reports directly from
deputies engaged in the use of deadly force are obtained when the deputy
concerned has confidence in his/her ability to process and recall but not more than
72 hours after the event.
C.5.3 Nothing in this article, however, shall be construed as compelling a deputy to
provide a statement or prepare a response. Whether the deputy is ordered to do so
will depend upon the circumstances of the situation, including whether the deputy
is subject of a criminal investigation, and whether the deputy has requested and
granted a Garrity waiver.
C.5.4 Nothing in Section C.5 shall preclude a Deputy from making a voluntary statement
at any time.
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
Page-30-of 33
APPENDIX D ASSOCIATION AUTHORIZATION
FORM FOR VOLUNTARY ASSIGNMENT OF ASSOCIATION DUES:
I, (Print Name)
hereby authorize Jefferson County to deduct my voluntary Labor Committee Dues or Fees
in the amount certified by letter from time to time by the Bargaining Committee Chair
from my monthly pay, and to deliver that amount aggregated with other Bargaining Unit
employees' dues/fees deductions in a single check or warrant within ten (10) days of the
deduction occurring each month. Remittance shall be addressed to: JCSOUSS Labor
Committee, Jefferson County Lodge#31, PO Box 987, Chimacum, WA 98325
Such deduction shall continue month to month during my employment in the Bargaining
Unit until such deduction is revoked in writing by the undersigned or I shall no longer be
employed in the Bargaining Unit.
Date:
Signature: x
Uniform Support Services Jefferson County Sheriff's Office
Ratified:8/15/2018 Union Date of Adoption Through December 31,2021
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