HomeMy WebLinkAbout052019_ca08 Consent 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: May 20,2019
SUBJECT: AGREEMENT, SUBSCRIPTION AGREEMENT and
MEMORANDUM of AGREEMENT re: Collective Bargaining
Agreement, Subscription Agreement for Trust Participation, and
Memorandum of Agreement for the Jefferson County Central Services
Employees; Teamsters Local#589 and Washington Teamsters Welfare
Trust
STATEMENT OF ISSUE:
The Collective Bargaining Agreement with Teamsters Local#589 covering the Jefferson County Central
Services employees expired December 31, 2017. Since that time,periodic negotiations were conducted,
and ultimately mediation was held with the Teamsters Union representative and the employee negotiating
team members.
ANALYSIS:
A proposed agreement for 2018 through December 31, 2020 has been ratified by the Teamster represented
employees. In addition to the Collective Bargaining Agreement, attached is a subscription agreement for
employees to participate in the Washington Teamsters Welfare Trust in order to receive health care
benefits, as well as a Memorandum of Agreement to authorize the retroactive wage increase be paid to the
Estate/Beneficiary of Jerome David Winegar.
FISCAL IMPACT:
Proposed wage adjustments are as follows: 5% general wage increase for 2018
0% - no general wage increase for 2019
0% - no general wage increase for 2020
Premium pay adjustments are as follows: Designated Lead increased from 2.5%to 3%
Designated Assistant Foreman increased from 5%to 5.5%
Designated Foreman increased from 8.5%to 9%
RECOMMENDATION:
Consent Agenda
Commissioners Office
Approve and sign the Collective Bargaining Agreement, Subscription Agreement, and Memorandum of
Agreement.
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AGREEMENT
By and Between
JEFFERSON COUNTY
CENTRAL SERVICES DEPARTMENT
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF
TEAMSTERS
Effective: On County Adoption
To: December 31, 2020
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Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Table of Contents
PREAMBLE 1
ARTICLE 1 - UNION NOTIFICATION AND FEES: 1
ARTICLE 2 -RESERVED• 2
ARTICLE 3 - LAYOFFS: 2
ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS• 2
ARTICLE 5 -PROGRESSIVE DISCIPLINE• 3
ARTICLE 6 - GRIEVANCE PROCEDURE: 3
6.2 DEFINITIONS 4
6.3 TIME LIMITS• 4
6.4 PARTIES RIGHTS AND RESTRICTIONS: 4
6.5 STEPS IN THE GRIEVANCE PROCEDURE: 5
6.5.1 Step#1: 5
6.5.2 Step#2: 5
6.5.4 Step#3 5
6.5.7 Step#4: 6
ARTICLE 7 - HOURS OF WORK AND OVERTIME: 6
ARTICLE 8 - CALL BACK TIME: 6
ARTICLE 9 - STATUTORY BENEFIT MANDATES 7
ARTICLE 10 - WAGES: 7
ARTICLE 11 - LONGEVITY: 8
ARTICLE 12 - HOLIDAYS• 9
ARTICLE 13 - SICK LEAVE: 9
ARTICLE 14 - VACATIONS: 10
ARTICLE 15- HEALTH AND WELFARE• 11
15.1 MEDICAL 11
15.2 DENTAL: 11
15.3 VISION 12
ARTICLE 16 - MAINTENANCE OF BENEFITS: 12
ARTICLE 17 - BEREAVEMENT LEAVE: 12
ARTICLE 18 - TIME OFF WITHOUT PAY: 12
ARTICLE 19 - TERMINATION: 13
APPENDIX A—WAGE TABLE 14
JEFFERSON COUNTY CENTRAL SERVICES DEPARTMENT
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 employees working in the CENTRAL SERVICES
DEPARTMENT, as shown in Appendix "A" shall be governed by the following conditions.
Employees of the Central Services Department working in classifications not listed in Appendix
"A"are exempt from this Agreement. It is also understood and agreed that the County possesses the
sole right to operate the Central Services Department in order to properly carry out the functions of
County government and that all management rights rest with the County except as may be
specifically restricted by this document.
ARTICLE 1 - UNION NOTIFICATION AND FEES:
1.1 Notification of New Hires: The Employer agrees to notify the Union each month when new
employees are hired providing the employee's name, date of hire, position and wage rate. As
provided in RCW41.56.037 the Employer shall provide the exclusive bargaining
representative reasonable access to new employees of the bargaining unit for the purposes of
presenting information about their exclusive bargaining representative to the new employee.
1.2 Payroll Deduction Procedure: As provided in RCW 41.56.110 the Employer shall deduct
and transmit monthly those regular Union initiation fees, dues, and regular assessments from
the pay of each employee who so affirmatively authorize in writing the Employer to make the
deduction. Employee affirmative authorization forms shall be retained by the County. In
addition,the Employer shall provide the Union with a list of employees and their respective
Union-related deductions. The Union agrees to indemnify, defend and hold the Employer
harmless against any and all claims, suits, orders and judgments brought against the Employer
as a result of or arising from any payroll deduction made on the Union's behalf. The Union
may give the Employer thirty(30) days written notice to discontinue payroll deductions for
any employee subject to this Section.
1.3 Part-time employees, who are not"extra help," "Casual Labor," or"Clerk Hire"may perform
bargaining unit work. All benefits conferred by this contract shall be prorated on the basis of
hours compensated to the part-time employee in relation to 2080 hours. The parties agree that
part-time employees will not be used to supplement historic full-time jobs except for bona fide
employee accommodation and job share situations.
1.4 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.
1.5 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.
1.6 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
Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 1
agreement. Any such agreement shall be null and void, unless adopted in writing by the Local
Union and Employer.
1.7 No employee shall be laid off due to the contracting or sub-contracting of bargaining unit
work. In addition, the employee shall not suffer a reduction in pay as a direct result of the
Employer's sub-contracting of unit work. In the event of a permanent closure or
discontinuance of an operation or function of the Central Services Department the County will
provide not less than sixty(60) days notice to the Union and will bargain with the Union the
impact of the resulting layoff on any affected employees.
ARTICLE 2-RESERVED:
ARTICLE 3-LAYOFFS:
3.1 When in the sole opinion of management, it is necessary or advisable to reduce the workforce,
the Union shall be notified, and the following procedure shall be implemented. Employees
shall be given at least two weeks notice of layoff.
3.2 The County shall select the positions or classifications to be eliminated and the effective date
of the layoff. The persons occupying such position or classification will be laid off unless they
have previously held satisfactory, regular employment status in a position or classification
occupied by a person with less seniority in the Department AND, in the County's judgment
that the employee's performance was satisfactory in that position, and provided the employee
is equally qualified and efficiently performs all the duties of the position they are "bumping"
to (and possesses required licenses and certifications). The person bumped shall have less
seniority and shall be the person laid off, subject only to that person's ability to bump another.
3.3 For up to thirteen (13)months after layoff, employees shall be informed of openings in
positions or classifications for which the employee is qualified, by mail to the address on file
in the Payroll Section of the Auditor's Office. The employee shall keep the Payroll Section of
the Auditor's Office informed of their current address. During this one (1) year period, laid off
employees shall be given consideration to fill openings for which the employee is qualified.
Employees in lay off status are responsible to submit a letter of interest, resume or completed
application for a position they are interested in. They may apply during the "in house,"
application period. Employees shall be notified of openings as provided in the Jefferson
County Personnel Administration Manual [Chapter 10, Section 10.1.2].
3.4 For the purposes of re-hire from layoff status, seniority shall be determined by years of
continuous service as an employee of the County. Seniority shall be lost after thirteen (13)
months in layoff status.
ARTICLE 4-SENIORITY, TRIAL PERIOD &PROMOTIONS:
4.1 No employee shall have his/her seniority established prior to completing one hundred and
eighty-two (182) consecutive days employment with the Employer, which period may be
extended one time up to an additional ninety(90) days by giving the employee and Union
twenty(20) days notice of such intended action by the County.
4.1.1 Both the Employer and the Union recognize the importance of filling each position
with the most capable individual available. In promoting, the Employer will
recognize skill and merit as the principal consideration in making promotions.
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&Teamsters Union Local#589 CBA for 2018 through December 31,2020
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Should two candidates have equal skill and merit in the opinion of the Central
Services Director,then the seniority of the employee shall be considered.
4.1.2 Seniority according to this agreement shall consist of the most recent continuous
employment with the Employer in a bargaining unit position. The employees' earned
seniority shall not be lost because of paid absences due to illness or authorized leave
of absence, or due to a temporary layoff.
4.2 Employees being promoted to a permanent higher classification shall have a one hundred and
eighty-two (182) day Trial Period. If the employee does not complete the trial period, said
employee shall be returned to their previously held classification and Article 3 shall apply
should a workforce reduction result. The Trial Period may be extended by mutual agreement
between the employee and the employer.
4.2.1 A promoted employee may use up to two (2)weeks of accrued vacation during their
promotional trial period with the approval of their Department Director.
ARTICLE S-PROGRESSIVE DISCIPLINE:
5.1 The Parties recognize the inherent Rights of Management to manage the affairs of the
Employer; however, in the exercise of such Management Rights the administration of
discipline after trial period is satisfactorily completed shall only be for just cause.
5.1.1 Disciplinary procedure will be the same as the Jefferson County Personnel
Administration Manual. Adopted December 15, 2003 as amended, or its substantive
equivalent.
5.2 Oral warnings shall remain in the employees personnel file, however after a one (1)year
period,provided there has been no further disciplinary action for similar cause, such oral
warning shall be too old for the purpose of progressive discipline.
5.3 Written warnings shall remain in the employee's personnel file, however after a two (2) year
period,provided there has been no further disciplinary action for similar cause, such written
warning shall be too old for the purpose of progressive discipline.
5.4 All disciplinary actions shall remain in the employee's personnel file indefinitely and shall
only be used for progressive discipline as provided above.
5.5 Warnings that are too old for progressive discipline are not admissible as evidence in any
disciplinary grievance.
5.6 Any paper that reflects unfavorably on the employee and will be put in his/her personnel file
shall be initialed by the employee. The employee's initials are not an admission of guilt but
verification that they have seen it and it is the paper that was put in the file. If the employee
refuses to initial the document, management shall note such and put the document in the
personnel file.
ARTICLE 6- GRIEVANCE PROCEDURE:
6.1 OBJECTIVES:
• To informally settle disagreements at the employee-supervisor level;
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&Teamsters Union Local#589 CBA for 2018 through December 31,2020
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• To provide an orderly procedure to handle the grievances through each level of
supervision;
• To correct, if possible,the cause of the grievance;
• To prevent future complaints;
• To promote harmonious relations among employees, their supervisors, and
Departmental Administrators;
• To assure fair and equitable treatment of employees;
• To resolve grievances at the Departmental level before appeal to higher levels.
6.2 DEFINITIONS: The following terms, as used in this contract, shall have the following
meaning:
GRIEVANCE: A complaint by an employee or a Union representative concerning the
interpretation or application of this Agreement. A grievance may be filed when the employee
believes an injustice has been done because of unfair application of a policy or an alleged
violation of any term or condition of this Agreement or policy.
WORKING DAY: Exclusive of Saturday, Sunday and holidays.
EMPLOYEE: Any employee of the Jefferson County Central Services Department covered by
this Agreement.
IMMEDIATE SUPERVISOR: The person who assigns, reviews or directs the work of an
employee.
LABOR RELATIONS ADMINISTRATOR: For purposes of this Agreement,the County
Administrator or his designee.
SUPERIOR: Any person to whom an immediate supervisor report.
REPRESENTATIVE: A person who appears on behalf of the employee.
DEPARTMENT DIRECTOR: The Director of Central Services of the County of Jefferson.
6.3 TIME LIMITS: Time limits are established to settle grievances quickly. Time limits may be
extended by agreement of the parties. If the grievant is not satisfied with the decision
rendered, it shall be the grievant's responsibility to initiate the action which submits the
grievance to the next level of review within the time limits specified. Failure of the
Employee/Grievant to submit the grievance within time limits imposed shall terminate the
grievance process and the matter shall be considered resolved. Failure of the County to
respond within the time limits specified will allow the Grievant to submit the grievance to the
next higher step of the grievance procedure.
6.4 PARTIES RIGHTS AND RESTRICTIONS:
A. A party to the grievance shall have the right to record a formal grievance meeting at their
own expense.
B. An employee may have a Union representative present at all steps of the grievance
procedure.
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&Teamsters Union Local#589 CBA for 2018 through December 31,2020
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C. Reasonable time in processing a grievance will be allowed during regular working hours
for the Shop Steward, with advanced supervisory approval.
D. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
B. Grievances of an identical nature, involving an alleged violation of the same Article,
section, etc., concerning the same subject matter, may be consolidated.
F. Confidential Communication. Any communication between a member of the Union and
any recognized Union representative regarding a potential or actual employee grievance
will be defined as confidential. Likewise, for communication with the Employer's
representative.
6.5 STEPS IN THE GRIEVANCE PROCEDURE:
6.5.1 Step#1: The employee and/or his representative shall within twenty(20) working
days from the occurrence of the incident on which a complaint is based, or within
twenty(20) working days of the employee's knowledge of the occurrence, will
promptly meet to discuss the complaint with the employee's immediate supervisor.
The supervisor will issue a written decision on the complaint to the employee and the
representative involved within twenty(20)working days following the grievance
meeting.
6.5.2 Step#2: If the employee feels the immediate supervisor has not resolved the
grievance, the employee may appeal to the Director of Central Services. At this time,
all supporting documents and evidence relative to the grievance shall be included
with the appeal. The Director of Central Services shall hold a formal meeting with
the employee and his representative, if requested, within twenty(20)working days
from the date of the appeal receipt and attempt to settle the grievance. A decision
shall be made, in writing, to the employee by the Director of Central Services within
twenty(20)working days from the close of the formal meeting.
6.5.3 No settlement achieved in Steps 1 or 2 shall constitute a precedent for any future
issue unless the Union and the Labor Relations Administrator shall agree to such
settlement as binding on the parties in future disputes.
6.5.4 Step#3: If the employee feels the Department Director has not resolved the
grievance,the employee may appeal to the County Administrator or designee within
twenty(20)working days of delivery of the Department Director's written decision.
At this time, all supporting documents and evidence, including summaries of
testimony, contract analyses and other factors the grievant will rely upon relative to
the grievance shall be included with the appeal. The County Administrator or
designee shall hold a formal meeting with the employee and the representative, if
requested, within twenty (20)working days from the date of the appeal receipt, and
attempt to settle the grievance.
6.5.5 If the alleged grievance is not settled within twenty(20)working days after either
party refers the matter to the other party in accordance with Section 6.5.4, by mutual
agreement the parties may refer the grievance to a Board of Adjustment within
twenty(20)working days.
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&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 5
6.5.6 The Board of Adjustment shall be comprised of two members appointed by the
Employer and two members appointed by the Union. If the Board is not able to
resolve the issue, the Board shall select a fifth member with industry experience, if
available. If a fifth member cannot be agreed to, or if the grievance is not referred to
the Board,then Section 6.5.7 shall apply. Should the Board decide the matter, such
decision shall be final and binding on the Employer, Union and Grievant and Section
6.5.7 shall not apply to any grievance decided by the Board of Adjustment. The
Board once constituted shall resolve all matters of procedure, evidence, continuance
and related procedural issues. All decisions of the Board shall be made in executive
session called by the Board and there shall be no record of such executive session.
6.5.7 Step#4: Binding Arbitration: If the grievant is not satisfied with the decision of the
County Administrator, or designee, within twenty (20)working days after delivery of
the decision and the matter is not referred under Section 6.5.6 or no decision is
rendered under Section 6.5.6,the Union may submit the grievance to binding
arbitration. For purposes of arbitration,the parties agree to use the Public Employees
Relations Commission. If the parties choose to select an arbitrator then the cost of
the arbitrator shall be divided equally between the County and the Union. Cost of
witnesses, court reporter, or other individual expenses shall be 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.
ARTICLE 7-HOURS OF WORK AND OVERTIME:
7.1 The normal work week shall consist of five consecutive days of eight(8)hours, or four(4)
consecutive days of ten (10)hours, between the hours of 6:00 a.m. and 6:00 p.m. Eight(8)
hours shall constitute a day's work and forty(40) hours a week's work. All time worked in
excess of eight(8) hours per day for those working 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.No reduction of pay for working at less than classification rate.
7.2 Classifications that may require any employee to attend night meetings may be adjusted with
flexible scheduling, if an employee works the regularly scheduled shift on the day of the night
meeting,time off must be scheduled and taken off within ten (10)working days of the
meeting; otherwise the employee shall be paid for the overtime hours or granted compensatory
time at the overtime rate.
7.3 Any employee completing a regular shift that is requested or required to return to work shall
be entitled to call back under Article 8. Employees shall be paid overtime after forty(40)
hours as required by Federal Law.
7.4 Compensatory Time: Compensatory time may be accumulated up to a maximum of forty(40)
hours. Compensatory time to be taken by mutual agreement between the employer and the
employee.
ARTICLE 8- CALL BACK TIME:
8.1 An employee required to report for duty after leaving work or on any weekend shall be
guaranteed three (3))hours call back time paid at time and one half or actual time worked
Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 6
whichever is greater. An employee required to report for duty before his/her regular shift or to
remain after his/her regular shift shall be paid at the overtime rate of time and one half for the
overtime actually worked. Whenever any employee shall be required to be out at night alone
by their supervisor they are to be provided with a cell phone enabling the employee to call for
back-up in an emergency.
8.2 Call back outside the regular hours of work,regular quit to midnight will add an additional
$0.25 per hour. Midnight to regular start$0.50 per hour.
ARTICLE 9-STATUTORY BENEFIT MANDATES
9.1 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.
9.2 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.
9.3 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 10- WAGES:
10.1 The grade and step system is provided in Appendix A.
10.1.1 Effective with the pay-period following adoption the 2018 wage rates shall be
increased by 5%and shall be reflect the wage table in Appendix A
10.1.1.1 "Retro Pay" shall be calculated by multiplying each employee's YTD Gross
earnings immediately preceding the wage increase by 5%which shall be a
"lump-sum"retroactive pay agreement.
10.1.2 Wages for 2019 shall remain at the wage table 2018 rates.
10.1.2 Wages for 2020 shall remain at the wage table 2018 rates.
10.1.3 If the Union should demonstrate to the County no later than September of any
contractual year that wages of the bargaining unit have become 3%or more
below the average of the standard comparable Counties used by Jefferson
County in making wage comparisons AFTER including the NEXT general
wage increase,the parties agree to meet upon request for the purpose of
discussing a resolution of the disparity as part of the next year's wage
adjustment comparing year to year,
10.2 Step advancements occur once every twelve (12)months on the first of the month of the
employee's anniversary date. See Section 10.6 for promotions.
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&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 7
10.2.1 Employees designated as follows by the County will be paid an additional
amount as indicated provided, however that this agreement does not require the
Director to make such designation:
Lead—3.0%; Assistant Foreman 5.5%and Foreman 9.0%
10.2.2 Employees required or assigned by the Central Services Director to perform the
work of a higher classification during the absence or vacancy of an employee
shall during the period of such emergent situation or assignment by the Central
Services Director be paid at a step in the higher classification which will provide
a minimum of a five percent(5%) salary adjustment above their current salary.
a) This section does not apply to routine activities while "covering for an absent
employee"
b) This section shall apply to emergent situations
c) This section shall apply when an employee is specifically assigned for two (2)
weeks or more to perform the essential duties of the higher classification.
10.3 New employees hired into County service in the Department shall be placed at a grade and
step consistent with employee experience, education, and training as evaluated by the
County at the time of hiring.New employees will have their step date established at the first
of the month that is twelve (12)months from their date of hire.
10.4 Employees transferred into the unit by the Employer shall be placed at the appropriate
grade/step without any loss in pay and shall make step advancements based on the step date
from their previous position. All accrued benefits will continue to accrue from the
employee's original hire date with the County.
10.5 Employees transferring into the Department at their request shall be governed by the
currently adopted version of the Jefferson County Personnel Administration Manual.
Adopted December 15, 2003 as amended, or its substantive equivalent. Such employees
shall establish a new step date based on the effective date of the transfer. Step increases will
be given at the first of the month of the step date.
10.6 Employees promoted within the Department shall establish a new step date based on the
effective date of the promotion. The first step increase will occur on the first of the month
which is twelve (12)months from the effective date of the promotion.
10.7 Any employee may request a change in classification using the procedures in the currently
adopted version of the Jefferson County Personnel Administration Manual as amended, or
its successor.
ARTICLE 11 -LONGEVITY:
11.1 Upon completion of the following years of employment,the Employer shall pay, as an annual
longevity bonus, the amounts which follow to eligible employees at the pay period which
follows their anniversary date or month of employment. Employees once eligible for longevity
shall be paid monthly and should they terminate prior to their anniversary date a lump sum of
the remaining earned but unpaid longevity payment shall be included in the employee's final
paycheck.
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(1) Five (5) years employment $ 400.00
(2) Ten (10) years employment $ 800.00
(3) Fifteen (15) years employment $ 1,200.00
(4) Twenty (20) years employment $ 1,600.00
11.2 The above amounts are based on eight(8) hour shifts. Seven(7) hour shifts are based on three
hundred and fifty dollars ($350.00) for each five-year longevity increment. Seven and one-half
(7 1/2)hour shifts are based on three hundred seventy-five dollars ($375.00) for each five-year
longevity increment.
ARTICLE 12-HOLIDAYS:
12.1 The following days shall be considered holidays.
New Year's Day January 1st
Martin Luther King's Birthday 3rd Monday in January
Presidents Day 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day First Monday in Sept.
Veterans Day November 11th
Thanksgiving Day 4th Thursday in Nov.
Day after Thanksgiving Day Friday following Thanksgiving
Christmas Day December 25th
One floating holiday
12.2 When a holiday falls on Saturday,the preceding Friday shall be observed; when it falls on
Sunday,the following Monday shall be observed. Employees working on a holiday shall
receive time and one half plus the holiday pay.
12.3 The floating holiday is to be determined by mutual agreement between the employee and the
Department Director.
12.4 Employees who are assigned to work a 4/10 schedule shall be paid 10 hours holiday pay when
a holiday falls during their schedule.
ARTICLE 13-SICK LEAVE:
13.1 Sick leave is earned by regular and trial employees at the rate of 0.0462 hours for each
straight-time compensated hour of service. An employee may not accumulate more than 1,920
hours of sick leave. To use sick leave, an employee must either be sick or disabled or have a
scheduled health care appointment. Upon request by the Department Director, an employee
must be able to furnish proof, including documentation from the attending health care
provider. Falsification or misuse of sick leave shall be grounds for disciplinary action.
Employees using sick leave or unscheduled absence caused by an inability to work MUST
contact their supervisor at least 20 minutes before their scheduled start time. Should the
supervisor not be available employees are to leave a detailed voice mail message including
details of the inability to work and the employees schedule for the day should the supervisor
need to contact the employee.
13.2 Use of Sick leave is also appropriate for illness or disability caused or contributed to; by
pregnancy, miscarriage, abortion, childbirth, adoption, and recovery there from. Accrued sick
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leave is appropriate to care for a family member with a health condition that requires
treatment and/or supervision. (RCW 49.12)Accrued sick leave, not leave of absence
(Jefferson County Personnel Administration Manual Section 5.60), must be used for illness,
injury, or disability.
13.3 Sick leave is not appropriate and shall not be authorized for death in the employee's family.
13.4 The County will make the following payment for accumulated sick leave:
1. Upon an employee's death,the employee's estate shall be paid twenty-five percent
(25%) of such accumulated sick leave.
2. Upon disability or retirement,the employee shall be paid twenty-five percent(25%)
of such accumulated sick leave.
3. If employment is terminated other than by death, disability, or retirement, no portion
of such accumulated sick leave shall be paid.
13.5 Sick leave benefits shall apply only to bona-fide cases of sickness and accidents. An employee
who is collecting Workers Compensation time loss benefits shall not receive sick leave
benefits as provided herein,provided, however, if Workers Compensation time loss benefits
are less than the amount of the sick leave benefits provided herein for such period, an
employee may receive sick benefits in addition to Workers Compensation time loss benefits in
an amount sufficient to equal the amount of sick benefits they would have otherwise received
as provided herein.
13.6 Light Duty: The Parties acknowledge their responsibilities under ADA and RCW.
ARTICLE 14- VACATIONS:
14.1 Accrual shall be as provided for in the Jefferson County Personnel Administration Manual as
amended, or its substantive equivalent which provides generally:
Completed Rate of Accrual per Maximum
Months of Straight Time Hour of Hours
Service Compensation Earned
Per Year
0 through 36 0.0385 80.0
37 through 60 0.0462 96.0
61 through 120 0.0577 120.0
121 through 180 0.0615 128.0
181+ 0.0770 160.0
14.2 In addition to the schedule listed in the categories above under"Years of Completed
Employment"the following shall apply:
0-36 category-- One (1) additional day (8 hours or less based on FTE) shall be available to
employees each calendar year.
37 to 60 and 61-120 categories -- Two (2) additional days (16 hours or less based on FTE)
shall be available to employees each calendar year.
Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 10
121 and above categories -- Three (3) additional days (24 hours or less based on FTE) shall be
available to each employee covered by such sections each calendar year.
The additional days available pursuant to this section shall be treated as floating holidays for
the purposes of accrual and shall not be carried forward and are not payable upon termination.
14.3 Employees are to request their vacation time within the first quarter of the year, and if too
many employees request the same period of time off, vacation time will be granted by
seniority. The only valid, approved and authorized vacation schedule is the one filed in the
office of the Supervisor. Accrued vacation unscheduled in the first quarter may be scheduled
by mutual agreement at any time on the basis of"first come, first served".
14.4 Vacation time is to be worked out between the supervisor and employee. Vacation may be
taken at any time during the year with the welfare of the job being the determining factor.
Employees may split their vacation into as many parts as is mutually agreed upon between
employee and Central Services Director.
14.5 A maximum of ten (10) days accumulated vacation may be carried over from the previous
year. Accumulated vacation time in excess of ten days shall automatically be lost to the
employee on January 1 of each year. If unable to take leave because of employer required
workload, an additional five (5) days may be carried over into the next calendar year and
amounts in excess of fifteen(15) days will be paid except for emergency situations as certified
in writing by the Department Director. The inability of the employer to allow the employee to
take vacation leave shall be documented by the Department Director at the time of such denial
and be forwarded to the payroll department.
14.5.1 An employee may request an additional 5-day(five) carryover due to circumstances
beyond their control. Employees may request a carry over when planning a
significant vacation and/or event. The employee must submit the request to the
County Administrator to be paid for the excess days. The request must be
accompanied by a recommendation from the Department Director. The request must
be in writing and must be submitted as early as possible before the projected
vacation date.
In the event an employee makes a request in accordance with this section and the
request is denied and the Union believes such denial may be unjustified the Union
may take the matter up with the Human Resource Manager for resolution.
ARTICLE 15-HEALTH AND WELFARE:
15.1 MEDICAL: Effective with January hours payable in February 2015: Washington Teamsters
Welfare Trust Plan B .with Life B.Time Loss A; 9 Month Waiver; for each employee who was
compensated eighty(80)hours during the preceding month at the rates provided in the attached
Subscription Agreement as shall be amended by the Trustees and as provided in Article 16.
15.2 DENTAL: Effective with January hours payable in February 2015,the Employer shall pay
into the Northwest Teamsters Dental Trust, Plan B for each employee who was compensated
eighty(80)hours during the preceding month at the rate provided in the attached
Subscription Agreement as shall be amended by the Trustees and as provided in Article 16. The
Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 11
above payments shall be made to an authorized administrative office by the 10th of each
month.
15.3 VISION: Effective with January hour's payable in February 2015,the employer shall pay
the Teamsters Vision Care Trust. for each employee who was compensated for eighty (80)
hours or more during the preceding month as provided in the attached Subscription
Agreement as shall be amended by the Trustees and as provided in Article 16.
ARTICLE 16-MAINTENANCE OF BENEFITS:
16.1 The County shall be responsible for 85%of the required contribution for the benefits provided
in Article 15. with employees' responsible for 15% of the required contribution.
16.2 The Parties agree that either party may open this Article 16 for the purposes of renegotiation
in the event of any adverse regulation or legislation, including any form of tax imposed on
health care plans, changing the existing County cost of providing benefits to bargaining unit
employees working in the Central Services Department or Central Services Department
employees' contractual cost of retaining benefits. This section does not apply to the normal
historic changes in cost associated with periodic establishing contributions based on
utilization.
ARTICLE 17-BEREAVEMENT LEAVE:
17.1 Up to three (3)days leave, with pay, may be granted an employee who has a death in his or
her immediate family. Any such leave must be requested by the employee and approved by
the Department Director.
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.
17.4 It is understood that the County may revise the County Policy regarding Bereavement Leave.
If a revision of County Policy would result in an improved benefit the provisions of County
Policy shall apply upon notice from the union that the policy provisions are to be substituted
for this Article 17.
ARTICLE 18- TIME OFF WITHOUT PAY:
18.1 Employees may take eight(8)hours or less time off without pay. Such time must be worked
out between the Supervisor and the employee. Time off can be taken at any time, with the
welfare of the job being the determining factor.
18.2 Employees off work on FMLA may 'hold back' two weeks (ten [10] days) of vacation in
order to not completely deplete their vacation bank, however the 10 days may not be used in
excess of 5 consecutive days without Department Director approval.
Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
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ARTICLE 19- TERMINATION:
19.1 This Agreement shall be effective from date of adoption through December 31, 2020.
SIGNED AT PORT TOWNSEND, WASHINGTON this day of , 2019.
JEFFERSON COUNTY TEAMSTERS LOCAL#589
BOARD OF COMMISSIONERS
Kate Dean, Chair ark Fuller Secretary-Treasurer
APPROVED AS TO FORM
Greg Brotherton, Member
Chief Civil Prosecutor
David Sullivan, Member
k Man.
ATTEST:
Jefferson County Clerk of the Board
Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 13
APPENDIX A - WAGE TABLE
CENTRAL SERVICES WAGE TABLE 2018-2020
12 months 12 months 1 12 months 12 months 12 months 12 months 12 months 12 months 12 months_ 12 months : 12 months
2018-2020 1 2 3 4 5 6 7 8 9 10 11
5.00% 250% 250% 250% 250% 2.50%; 2.50% 2.50% 2.50% 2.50% 2.50%
CS Admin Assistant I 17.0209 17.4464 17.8826 18.3297 18.7879 19.2576 19.7390 20.2325 20.7383 21.2568 21.7882
CS Admn Assistant 23.5861 24.175724.7801 25.3996 26.0346 26.6855 27.3526 28.0364 28.7373 29.4557 30.1921
Financial Analyst 26.8800 27.5520 28.2408 28.9468 29.6705 30.4123 31.1726 31.9519 32.7507 33.5695 34.4087
Facility Maintenance 21.4567 21.9931 22.5429 23.1065 23.6842 24.2763 24.8832 25.5053 26.1429 26.7965 27.4664
Facility Maintenance Foreman 25.2477 25.8789 26.5259 27.1890 27.8687 28.5654 29.2795 30.0115 30.7618 31.5308 32.3191
Information Services I 20.8896 21.4119 21.9472 22.4959 23.0583 23.6348 24.2257 24.8313 25.4521 26.0884 26.7406
Information Services II 22.4683 23.0300 23.6058 24.1959 24.8008 25.4208 26.0563 26.7077 27.3754 28.0598 28.7613
Information Services III 24.1470 24.7507 25.3695 26.0037 26.6538 27.3201! 28.0031 28.7032 29.4208 30.1563 30.9102
Information Services IV 27.2599 27.9414 28.6399 29.3559 30.0898 30.8420 31.6131 32.4034 33.2135 34.0438 34.8949
Information Services V 32.2962 33.1036 33.9312 34.7795 35.6490 36.5402 37.4537 38.3900 39.3498 40.3335 41.3418
Payroll rounding may adjust the above by no more than 20
Jefferson County-Central Services
&Teamsters Union Local#589 CBA for 2018 through December 31,2020
Page 14
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT
COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION IN TRUST
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 Central Sercices Dept. Teamsters Union Local 589
Employer Name Labor Organization(Union)Name
P.O. Box 2070 P.O. Box 4043
Address Address
Port Townsend WA 98368 Port Angeles WA 98363
City State Zip Code City State Zip Code
COLLECTIVE BARGAINING AGREEMENT
The parties' Collective Bargaining Agreement is in effect from: 1/1/2018 to: 12/31/2020
❑New Account ❑■ Renewal—Account No. 106001 Approximate No.of Covered Employees 10
INFORMATION CONCERNING EMPLOYER'S BUSINESS
Employer EIN(Tax ID No.)
Employer is: ❑U Public Entity ❑ Corporation - State of n Partnership LI Sole Proprietorship ❑LLC
If Partnership or Sole Proprietorship,provide name/s of the owner or partners:
BENEFIT PLAN(S)DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom
the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and
their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust
Operating Guidelines which by this reference are made a part hereof.)
COVERAGE IN BARGAINING AGREEMENT (For renewals,list all coverages,not just changes) Monthly Rate
Medical Plan ❑ A 1❑B n C ❑Z $1367.40
❑A-$30,000 Employee/$3,000 Dependent
Life/AD&D ❑■ B-$15,000 Employee/$1,500 Dependent $4.40
❑ C-$5,000 Employee/$500 Dependent
Weekly Time Loss ❑E-$500 ■❑A-$400 ❑B-$300 ❑C-$200 ❑D-$100 $16.00
Disability Waivers n Additional 9 months Disability Waiver of Contributions-Medical only $11.40
Domestic Partners n Domestic Partners–Medical $
Dental Plan ❑A ❑■ B ❑ C $87.50
Domestic Partners ❑Domestic Partners–Dental $
Vision Plan ❑■ EXT $14.90
Domestic Partners ❑ Domestic Partners–Vision $
Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑Yes❑� No. If yes,attach
a Subscription Agreement for each change.
EFFECTIVE DATE OF CONTRIBUTIONS-A Subscription Agreement must be submitted in advance of the effective date below.
Contributions above are effective(month,year)January , 20 18 based on employment in the prior month.
Important:Coverage is effective in the month following the month in which the contributions are due based on the Trust's eligibility
lag month. For example,contributions effective April based on March employment will provide coverage in May.
EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT
Upon expiration of the above-referenced Collective Bargaining Agreement,the Employer agrees to continue to contribute to the
Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the
Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating
Guidelines,or one party notifies the other in writing(with a copy to the Trust)of its intent 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 Operating Guidelines as
amended by the Trustees from time to time. ////�/��,,
For Employer For Union %/J/
Title/Assn Date Title Secretary-Treasurer Date 51500/
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 80 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 OBLIGATION O AND DELINQUENCY
OF CONSEQUENCES
U
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 VIII of the Trust Agreement is amended to change or
modify an Employer's liability as specified therein, such amendment will not be deemed applicable to an Employer until such
time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current
Collective Bargaining Agreement.
APPROVAL OF TRUSTEES
This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust.
Date
Administrative Agent
Washington Teamsters Welfare Trust
SA 28(REV 02/15)
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.
1. 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.
4. Contributions for changes 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 policy does not allow retroactive changes in contributions or benefits.
5. A new Subscription Agreement is required for each change 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.
(Please Complete the Entire Subscription Agreement and Tear Off These Guidelines Before hailing to the Trust Administrative Office)
MEMORANDUM OF AGREEMENT
by and between
Jefferson County WA (Employer)and Teamsters Local 589 (Union)
In Settlement of Negotiations for a Successor Agreement to the 2018-2020 Agreement
covering
CENTRAL SERVICES DEPARTMENT
A. The parties have meet, conferred and bargained regarding a successor labor agreement to that
agreement which expired on December 31, 2017 covering the Bargaining Unit described as
"Central Services Department.
B. The parties desiring to memorialize their agreement regarding the receipt of retroactive wages by
the family of a deceased employee.
Now Therefore it is AGREED:
1. The Newly Adopted CBA wage rates reflecting a 5% wage increase which is retroactively
applicable to the Bargaining Unit shall also be retroactively applied to all wages earned or otherwise
paid to the individual or Estate/Beneficiary of Jerome David Winegar who's life ended during the
bargaining of the new successor CBA.
2. This agreement by the County and Union shall not act as any precedent regarding any future events,
issues, or matters and is a single incident appropriate only to the circumstances of Mr. Winegar
exclusively.
The foregoing being the agreement of the parties it shall become effective upon adoption by the County
Commissioners and shall remain effective through its term and as provided by law.
JEFFERSON COUNTY TEAMSTERS LOCAL#589
BOARD OF COMMISSIONERS
Kate Dean, Chair Mark Fuller Secretary-Treasurer
APPROVED AS TO FORM
Greg Brotherton, Member
Cif Civil Prosecu •
David Sullivan, Member /
'iskMa �i
ATTEST: !�
Jefferson County Clerk of the Board