HomeMy WebLinkAbout120621ca10 Consent Agenda
Commissioners Office
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Mark McCauley, Interim County Administrator
Sarah Melancon, Human Resources Manager
DATE: December 6, 2021
SUBJECT: AGREEMENT and SUBSCRIPTION AGREEMENT re: Collective
Bargaining Agreement and Trust Participation for Jefferson County Public Works
and Central Services Employees; January 1, 2021 through December 31, 2023;
Teamsters Local #589 and Washington Teamsters Welfare Trust
STATEMENT OF ISSUE:
The Teamsters Collective Bargaining Agreement covering Jefferson County Public Works and Central
Services Employees expired December 31, 2020. In addition to the Collective Bargaining Agreement, a
subscription agreement is included for employees to participate in the Washington Teamsters Welfare Trust
in order to receive health care benefits.
ANALYSIS:
As a result of negotiations with the Teamsters Union,the attached agreement was ratified on November 8,
2021 by employees represented by Teamsters.
FISCAL IMPACT:
- 9%general wage adjustment retroactive to January 1, 2021.
- 2.5% Step Adjustment in 2022 - Steps in wage table change from 12 to 10 in 2022 (Removing steps 1
&2 and adding a new step 12)
- 0%general wage adjustment for 2022.
- 0% general wage adjustment for 2023.
- One additional vacation day is provided each year effective January 1, 2022
- Reimbursement for protective footwear is increased from$175.00 to $200.00 and reimbursement for
prescription safety glasses is increased from $150.00 to $200.00.
- Longevity pay: Employees shall receive the following annual longevity pay for completing the
following years of service:
• 5 years of employment$600
• 10 years of employment$1,000
• 15 years of employment$1,400
• 20 years of employment$1,800
• 25 years of employment$2,200
RECOMMENDATION:
Approve and sign the Collective Bargaining Agreement and the Subscription Agreement.
REVIEWED BY:
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Mark McCau , Interim County Administr Date
AGREEMENT
By and Between
JEFFERSON COUNTY
PUBLIC WORKS DEPARTMENT
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
Effective: Upon Adoption by the County
To: December 31, 2023
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Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov.9,2021 Cover
jc-public works signature 2021-2023.docx
TABLE OF CONTENTS
PREAMBLE 1
ARTICLE 1 —RECOGNITION • 1
ARTICLE 2 - UNION DUES 3
ARTICLE 3 -LAYOFFS: 4
ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS 4
ARTICLE 5 - PROGRESSIVE DISCIPLINE: 5
ARTICLE 6 - GRIEVANCE PROCEDURE: 5
6.1 OBJECTIVES 5
6.2 DEFINITIONS• 6
6.3 TIME LIMITS: 6
6.4 PARTIES RIGHTS AND RESTRICTIONS: 6
6.5 STEPS IN THE GRIEVANCE PROCEDURE: 7
6.5.1 Step#1: 7
6.5.2 Step#2 7
6.5.3 No settlement achieved 7
6.5.4 Step#3 7
6.5.5 Board of Adjustment 7
6.5.7 Step#4: 8
ARTICLE 7 -HOURS OF WORK AND OVERTIME 8
7.1 Workweek 8
7.6 Compensatory Time. 9
ARTICLE 8—CALL OUT/CALL BACK TIME: 9
ARTICLE 9—MISCELLANEOUS PROVISIONS: 9
ARTICLE 10 - WAGES: 10
ARTICLE 11 - LONGEVITY• 11
ARTICLE 12 -HOLIDAYS: 12
ARTICLE 13 - SICK LEAVE: 13
ARTICLE 14 - VACATIONS• 14
ARTICLE 15 - HEALTH AND WELFARE: 15
15.1 MEDICAL 15
15.2 DENTAL: 15
15.3 VISION: 15
ARTICLE 16 -MAINTENANCE OF BENEFITS• 15
ARTICLE 17 - BEREAVEMENT LEAVE: 16
ARTICLE 18- TIME OFF WITHOUT PAY: 16
ARTICLE 19- TERMINATION: 16
APPENDIX A 18
A.1 Positions Not In A Career Track 18
A.1.1 Step Advancement: 18
A.1.2 Wages for Positions Not In a Career Track 18
A.2.1 Career Track Procedures 19
A.2.2 Step Advancement: 19
A.2.4 Out of Class Work: 19
A.3 Administration/Professional 21
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov.9,2021
Signature Doc Page 1 of TOC
A.3.1 Wages Administration/Professional Career Tracks 22
A.4 WAGE TABLES—Solid Waste 23
A.4.1 Wages Solid Waste Career 23
A.5 Operations Positions 24
A.5.1 Wages Operations Career Track 24
A.6 WAGE TABLES—Parks Maintenance 26
A.6.1 Wages Parks Maintenance Career Track 26
A.7 WAGE TABLES—Technicians 27
A.7.1 Wages Technician Career Track 27
A.8 Designated Leads and Foreman 28
A.8.1 Lead Position 28
A.8.2 Foreman, Parks and Fields Maintenance Foreman and ER&R Shop Foreman 28
A.8.3 Communication Channels 28
APPENDIX B—TRANSITION TO REQUIRED CDL 29
APPENDIX C—ADDITIONAL WORKWEEK PROVISIONS 31
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov.9,2021
Signature Doc Page 2 of TOC
JEFFERSON COUNTY PUBLIC WORKS DEPARTMENT
January 1, 2021 through December 31, 2023
PREAMBLE
It is hereby agreed between JEFFERSON COUNTY, the Employer and TEAMSTERS LOCAL #589, the
Union that the employment of all PUBLIC WORKS DEPARTMENT employees working in the Road
Division, Solid Waste Division, Engineering Division,Administrative Division, Parks Division positions
listed in Appendix A, and Mechanics in the Equipment Rental Division as shown in Appendix A shall be
governed by the following conditions. Employees of the Public Works Department working in
classifications not listed in Appendix A are exempt from this Agreement. It is also understood and agreed
that the County possesses the sole right to operate the Public Works Department in order to properly carry
out the functions of County government and that all management rights rest with the County except as may
be specifically restricted by this document.
ARTICLE 1 — RECOGNITION :
1.1 It shall be a condition of employment that all employees of the Employer covered by this
Agreement who are members shall remain members in good standing. It shall also be a condition
of employment that all employees covered by this agreement hired on or after its effective date
shall, on the 31 st day following the beginning of such employment, become and remain members in
good standing in the Union. PROVIDED THAT, if a public employee is a member of a church or
religious body whose bona fide religious tenets or teachings forbid said public employee to be a
member of a labor union such public employee shall pay an amount of money equivalent to the
regular union dues and initiation fee of the Union to a non-religious charity or to another charitable
organization mutually agreed upon by the Employer and the Union. The Employer shall furnish
written proof to the Union that such payment has been made. If the Employer and the Union do not
reach an agreement on the choice of the non-religious charity to which the Union dues and initiation
fee are to be paid the Washington State Department of Labor and Industries shall designate the
charitable organization. PROVIDED FURTHER,the Employer may hire extra help as needed and
such employees shall not be required to join the Union, pay dues or pay any amount in lieu of dues
with notification and approval of the Union and further these employees shall not be covered by any
provision of this Agreement and shall receive no benefit of this Agreement.
1.2 Temporary employees replacing a regular employee may perform bargaining unit work and shall be
subject to Section 1.1 above following six (6)consecutive calendar months of service. Temporary
employees work a full-time schedule and replace employees who are absent due to long-term
illness, injury or bona fide leave of absence of two (2)weeks or longer. Temporary employees
replacing an absent bargaining unit employee may not be used to supplant historic full time jobs.
1.3 Regular part-time employees (not seasonal, casual labor, extra hire, 90 day temporary, extra help, or
Clerk Hire may perform bargaining unit work, shall be subject to Section 1.1 above, and shall
accrue seniority on a pro-rata annual basis.
1.3.1 Any employee filling a budgeted position of over 1,820 hours in any year is considered a
full time employee and shall be provided the benefits set out in Articles 12, 13, 14, 15, 16
and 17.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 1 of 35(including cover)
1.3.2 All benefits conferred by this contract shall be pro rata on the basis of hours compensated to
the part-time employee in relation to 2,080 provided, however, part-time employees shall
not be provided the benefits set out in Articles 12, 13, 14, 15, 16, or 17, until they have
twenty four(24) consecutive calendar months of service with the County.
1.3.3 Regular part-time employees are eligible to be promoted to a regular full time position
without having to go through a public hiring process when a full time position for which
they are qualified occurs provided: 1)that they went through a public hiring process for the
regular part-time position they currently hold, 2)that they have advised their supervisor of
their interest in the position, and 3)management offers the position to the employee.
Management reserves the right to determine if an employee is qualified to be promoted or if
the position will be advertised to the public. Section A.2.1 shall apply to regular part time
employees. The parties agree that part time employees will not be used to supplant historic
full time jobs.
1.4. Seasonal, casual labor, extra hire, 90-day temporary, extra help, or Clerk Hire are employees who
are employed to meet the short term needs of the Department, are seasonal in nature, and are
scheduled for sixty-nine (69) hours or less per month. Fringe benefits shall not be available to
employees in this type of position, and they shall not be bargaining unit members. Employees in
such positions are not eligible for internal promotion and must go through the public hiring process
for any regular part-time or full-time position.
1.4.1 The Employer shall not"chain" Section 1.4 employees such that two (2) or more Section
1.4 employees constitute a regular full-time position.
1.5 The Employer hereby reserves the right, subject to the exclusive discretion of the Employer,to
discharge any employee in its employ if the employee's work is not satisfactory. Reason for
discharge shall be furnished in writing.
1.6 No worker shall be discharged or discriminated against for upholding Union principles; and any
worker who works under the instructions of the Union, or who serves on a committee, shall not lose
their position or be discriminated against for this reason.
1.7 The Employer agrees not to enter into any agreement or contracts with its employees individually
or collectively which in any way conflicts with the terms and provisions of this agreement. Any
such agreement shall be null and void, unless adopted in writing by the Local Union and Employer.
1.8 No employee shall be laid off due to the contracting or sub-contracting of bargaining unit work. In
addition the employee shall not suffer a reduction in pay as a direct result of the Employer's sub-
contracting of unit work. In the event of a permanent closure or discontinuance of an operation or
function of the Public Works Department the County will provide not less than sixty (60) days
notice to the Union and will bargain with the Union the impact of the resulting layoff on any
affected employees.
1.9 Labor Management Provisions:
1.9.1 The parties agree there shall be a Labor Management Committee (LMC)to be convened
upon reasonable notice of an agenda by the requesting party. The purpose of the committee
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 2 of 35(including cover)
shall be free dialogue to promote issue resolution. The furtherance of that objective and
pursuant to Rule 408, (or its successor)no matter concerning any occurrences at a Labor
Management Committee shall be used as evidence by either party in any forum for any
purpose including the timeline for grievance process. Any agreements made by the
committee that are to be evidentiary shall be reduced to writing and signed by the Union and
the County's Representative.
1.9.2 Without limitation, in light of Rule 408, any matter of concern may be added to the agenda
by the concerned party examples:
Operational issues
Scheduling concepts
Specialty position selection/disputes
New program concepts
Others issues as may become necessary.
1.9.3 The Union shall designate bargaining unit members participating in Labor Management
Committee meetings. The County shall designate management members. The membership
need not be equal in number.
1.9.4 It is understood that any matter which has been made the subject of a filed formal grievance
under the terms of this labor agreement shall be excluded from consideration by the Labor
Management Committee and shall be addressed through the grievance procedures of this
agreement. Potential grievances may be added to the agenda by either party. It is further
understood that the work of the parties under this LMC provision shall in no way add to,
subtract from, alter or amend the labor agreement unless mutually agreed upon by the Union
and the County in writing. There shall be no bargaining during the LMC however it may be
noted that the bargaining parties may be notified that changes may be required.
1.9.5 Upon approval of the County, up to three (3) bargaining unit persons shall be granted time
without loss of straight-time earnings to attend scheduled Labor Management Committee
meetings. Bargaining unit members assigned to attend such meetings on their day(s) off
shall be compensated time and one-half(1.5) for all time spent in attendance with two (2)
hours minimum assignment on a day off.
1.10 Union Activity During Worktime: The Union may engage employees in Union Business during
non-work-time and in non-work-places while on County property. Visitations by the Union shall
not interrupt the work of the Employer.
ARTICLE 2 - UNION DUES:
2.1 The Employer shall, according to law, for the duration of this agreement, deduct regular Union dues
each month from the first paycheck of each employee who certifies in writing authorization for such
deduction. Funds so deducted for employee shall be remitted by the Employer to Teamsters Local
#589. The Union shall indemnify the Employer for money so deducted and remitted to the Union.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 3 of 35(including cover)
•
ARTICLE 3 - LAYOFFS:
3.1 When in the sole opinion of management, it is necessary or advisable to reduce the workforce, the
Union shall be notified, and the following procedure shall be implemented. Layoff all Temporary/
Clerk Hire, Part time/seasonal, in the classifications where layoffs are contemplated prior to laying
off any Regular Part time or Full time Employees. Employees shall be given at least two (2)weeks'
notice of layoff.
3.2 The County shall select the positions or classifications to be eliminated and the effective date of the
layoff. The persons occupying such position or classification will be laid off unless they have
previously held satisfactory, regular employment status in a lower paid position or classification
occupied by a person with less seniority in the department. In that case, the person occupying the
position or classification to be eliminated shall bump down to a lower position chosen by the
employee which that employee previously held within the department. A laid off employee may
bump to a formerly held, equal or lower paid position which is outside the department and within
the bargaining unit, provided that the employee's performance was satisfactory in that position, and
provided the employee is qualified to perform all the duties of the bumped position (and possesses
required licenses and certifications). In addition,the person may bump to a lower classification in
the same department, related by career ladder. The person bumped shall have less seniority and
shall be the person laid off, subject only to that person's ability to bump another. There shall be no
bumping to a higher paid position.
3.3 For up to 395 consecutive calendar days after layoff, employees shall be informed of openings in
position or classifications for which the employee is qualified, by mail to the address on file in the
Human Resources Manager's Office. The employee shall keep the Human Resource Manager
informed of their current address. During this 395 consecutive calendar days period, laid off
employees shall be given consideration to fill openings for which the employee is qualified.
3.4 Seniority shall be determined based upon years of continuous service as an employee of the County.
Seniority shall be lost after thirteen months (395 consecutive calendar days) in layoff status.
ARTICLE 4 - SENIORITY, TRIAL PERIOD & PROMOTIONS:
4.1 New Employees: Each employee will establish seniority only after completing their six(6) months
(one hundred and eighty two (182) consecutive days), employment. Probation may be extended 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 Seniority according to this agreement shall consist of the most recent continuous
employment with the Employer. The employees' earned seniority shall not be lost because
of absence due to illness, authorized leave of absence or temporary layoff.
4.1.2 In the event an employee works as a temporary replacement employee (Section 1.2 and 1.3)
and is hired full time, all time worked in the same job classification as a temporary
replacement employee shall count for meeting probation.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 4 of 35(including cover)
4.2 Both the Employer and the Union recognize the importance of filling each position with the most
capable individual available. In promoting,the Employer will recognize skill and merit as the
principal consideration in making promotions. Should two candidates have equal skill and merit in
the opinion of the hiring department's Director then the seniority of the employee shall be
considered.
4.2.1 Promoted Employees:
• Employees being promoted to a permanent higher classification shall have a minimum of
three percent(3%)pay increase over their previously held wage rate.
• Employees being promoted to a permanent higher classification shall have a 6-month(one
hundred and eighty-two (182 day))trial period. If the employee does not complete the trial
period, said employee shall be returned to their previously held classification and Article 3
shall apply should a workforce reduction result.
ARTICLE 5 - PROGRESSIVE DISCIPLINE:
5.1 Disciplinary procedure will be the same as the Jefferson County Personnel Policy manual..
However, it is understood that the exercise of such administration of discipline after the trial period
is satisfactorily completed shall only be for just cause, as provided in the County's Personnel
Policy.
5.2 Oral warnings shall remain in the employees personnel file, however after a one (1)year period
provided there has been no further disciplinary action for similar cause, such oral warning shall be
too old for the purpose of progressive discipline.
5.3 Written warnings shall remain in the employees personnel file, however after a two (2) year period,
provided there has been no further disciplinary action for similar cause, such written warning shall
be too old for the purpose of progressive discipline.
5.4 All disciplinary action shall remain in the employees personnel file indefinitely and shall only be
used for progressive discipline as provided above.
5.5 Warnings that are too old for progressive discipline are not admissible as evidence in any
disciplinary grievance.
5.6 Any paper that reflects unfavorably on the employee and will be put in their personnel file shall be
initialed by the employee. The employees' initials are not an admission of guilt but verification that
they have seen it and it is the paper that was put in the file. If the employee refuses to initial the
document, management shall note such and put the document in the personnel file.
ARTICLE 6 - GRIEVANCE PROCEDURE:
6.1 OBJECTIVES:
To informally settle disagreements at the employee-supervisor wage grade; to provide an orderly
procedure to handle the grievance through each level of supervision; to correct, if possible, the
cause of the grievance to prevent future complaints; to promote harmonious relations among
employees,their supervisors, and Departmental Administrators; to assure fair and equitable
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 5 of 35(including cover)
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.
WORKING DAY: The days the courthouse is open for business.
EMPLOYEE: Any Employee of the Jefferson County Public Works Department covered by this
Agreement.
IMMEDIATE SUPERVISOR: The person,who assigns,reviews or directs the work of an
Employee.
REPRESENTATIVE: A person who appears on behalf of the Employee.
DEPARTMENT HEAD: The Director of Public Works of the County of Jefferson.
6.3 TIME LIMITS:
Time limits are established to settle grievances quickly. Time limits may be extended by agreement
of the parties. If the grievant is not satisfied with the decision rendered, it shall be the grievant's
responsibility to initiate the action which submits the grievance to the next level of review within
the time limits specified. Failure of the Employee/Grievant to submit the grievance within the time
limits imposed shall terminate the grievance process and the matter shall be considered resolved.
Failure of the County to respond within the time limits specified will allow the grievant to submit
the grievance to the next higher step of the grievance procedure.
6.4 PARTIES RIGHTS AND RESTRICTIONS:
A. A party to the grievance shall have the right to record a formal grievance meeting at the
expense of the requesting party.
B. An employee may have a Union representative present at all steps of the grievance
procedure.
C. Reasonable time in processing a grievance will be allowed during regular working hours for
the Shop Steward, with advanced supervisory approval.
D. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
E. Grievances of an identical nature, involving an alleged violation of the same Article,
section, etc., concerning the same subject matter, may be consolidated.
F. Confidential Communication. Any communication between a member of the Union and any
recognized Union representative regarding a potential or actual employee grievance will be
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 6 of 35(including cover)
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 their 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,the employee and/or their representative will promptly
and verbally meet to discuss the complaint with the employee's immediate non-Bargaining Unit
supervisor. The supervisor will issue a written decision on the complaint within twenty (20) days
following the grievance meeting to the employee and the representative involved.
6.5.2 Step #2:
If the employee feels the immediate supervisor has not resolved the grievance,the employee may
appeal to the Department Head. At this time, all supporting documents and evidence relative to the
grievance shall be included with the appeal. The Department Head shall hold a formal meeting with
the employee and his representative, if requested, within twenty (20)working days from the date of
the appeal receipt and attempt to settle the grievance. A decision shall be made, in writing,to the
employee by the Department Head within twenty (20)working days from the close of the formal
meeting.
6.5.3 No settlement achieved in Steps 1 or 2 shall constitute a precedent for any future
issue unless the Union and the Labor Relations Administrator shall agree to such settlement as
binding on the parties in future disputes.
6.5.4 Step #3:
If the employee feels the Department Head has not resolved the grievance, the employee may
appeal to the Jefferson County Administrator within twenty (20)working days of delivery of the
Department Head's written decision. At this time, all supporting documents and evidence, including
summaries of testimony, contract analyses and other factors the grievant will rely upon relative to
the grievance shall be included with the appeal. The Commissioners, or their designee, shall hold a
formal meeting with the employee and the representative, if requested, within twenty (20)working
days from the date of the appeal receipt, and attempt to settle the grievance.
6.5.5 Board of Adjustment
If the alleged grievance is not settled within twenty (20)working days after either part refers the
matter to the other party in accordance with Section 6.5.4, by mutual agreement the parties may
refer the grievance to a Board of Adjustment within twenty (20)working days.
6.5.6 The Board of Adjustment shall be comprised of two members appointed by the Employer
and two members appointed by the Union. If 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.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 7 of 35(including cover)
6.5.7 Step #4:
Binding Arbitration: If the grievance is not satisfied with the decision of the Commissioners or their
designee, within twenty (20)working days after delivery of the Board's decision and the matter is
not referred under Section 6.5.6 or no decision is rendered under Section 6.5.6,the Union may
submit the grievance to binding arbitration. For purposes of arbitration, the parties agree to use the
FMCS to provide a list of 11 Northwest Arbitrators from which the parties will select an Arbitrator.
If the parties choose to select an arbitrator then the cost of the arbitrator shall be divided equally
between the County and the Union. Cost of witnesses, court reporter, or other individual expenses
shall be borne by the requesting party. The arbitrator shall not have the power to alter, amend, or
change any contractual language of the Labor Agreement. Either party may tape record the
proceeding as their personal record of the hearing. Upon request the taping party will make a copy
of the tape available to the other party or either party may obtain a copy of any recording made by
the Arbitrator.
Arbitrators are restricted: Unless the Arbitrator finds by a preponderance of the evidence the
County was limited in its actions by a specific provision of this Agreement from taking the action
grieved,the Arbitrator shall have no authority to limit the County's action. No Arbitrator shall
substitute their judgment for that of the County's so long as the judgment of the County is not
arbitrary or capricious.
The grieving party shall have the burden of proof this Agreement was violated. In the event the
Arbitrator shall sustain the grievance he/she shall not rule upon an award until the parties shall have
sixty (60) days to negotiate a settlement. If no settlement is achieved the Arbitrator shall take
written argument from each party and shall subsequently issue a decision upon a remedy.
ARTICLE 7 - HOURS OF WORK AND OVERTIME:
7.1 Workweek
The normal work week shall consist of five consecutive days of eight(8)hours, or four(4)
consecutive days of ten(10) hours, between the hours of 6:00 a.m. and 6:00 p.m. Monday through
Friday. Eight(8) hours shall constitute a day's work and forty (40)hours a week's work. All time
worked in excess of eight(8)hours per day for those working 5/8's or 10 hours per day for those
working 4/10's, or in excess of forty (40) hours per week shall be overtime and paid for at the rate
of time and one half.
7.2 Classifications that may require any employee to attend night meetings may be adjusted with
flexible scheduling with seventy-two (72) hours' notice, or by mutual agreement. If an employee
works the regularly scheduled shift on the day of the night meeting,time off must be scheduled and
taken off within ten (10)working days of the meeting; otherwise the employee shall be paid for the
overtime hours or granted compensatory time at the overtime rate.
7.3 Shift Work: Rates for shift work shall be as listed below.
7.3.1 Unless considered shift work as defined under Article 7.3.2 or except as allowed under Article
7.2 or Article 7.3.5, work assignments between the hours of 6:00 p.m. and 6:00 a.m. and on
Saturday or Sunday shall be paid at time and one half(1 Y2).
7.3.2 The Department shall retain the right to create and assign shift work including but not limited
to shifts such as an"early shift", "swing shift", or"night shift". Shift work may include assignment
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 8 of 35(including cover)
between the hours of 6:00 p.m. and 6:00 a.m. and work on Saturdays and/or Sundays. Shifts shall
consist of five (5)consecutive days (or four(4)consecutive days if the crew is on a 4/10 schedule)
and shall be assigned at least 24 hours in advance for the full shift period of 5 or 4 days to be
considered shift work.
7.3.3 Shift work assigned between 6:00 p.m. and 6:00 a.m. or on a Saturday or Sunday shall be paid
a shift differential of one dollar and fifty cents ($1.50) above the regular rate for all hours of the
shift.
7.3.4 Shift differential shall not be applied in conjunction with 1 %2 premium pay. Any employee
eligible to receive 1 %2 premium pay under Article 7 or Article 8 shall have such premium pay
calculated based upon the employee's regular straight-time pay.
7.3.5 Regular full-time employees employed in operations open to the public six(6) or seven (7)
days a week who are scheduled to work Saturday or Sunday, shall receive $1.50 per hour premium
pay for all hours worked on a Saturday or Sunday, provided this section shall not apply to any
employee receiving premium pay or overtime for such Saturday or Sunday work.
7.4 Any Employee completing any one of the above shifts and requested to return to work shall be
entitled to Call Back under Article 8. Employees shall be paid overtime after forty (40)hours as
required by Federal Law.
7.5 Management reserves the authority to schedule employees for shift work based on any and all
factors it deems relevant including but not limited to seniority, skill, availability, experience,
capability, equity, etc. Employees shall not refuse shift assignments.
7.6 Compensatory Time: Compensatory time may be accumulated up to a maximum of forty(40)
hours. Compensatory time to be taken by mutual agreement between the employer and the
employee. The Employer will limit Comp Time use as provided by law.
ARTICLE 8 — CALL OUT/ CALL BACK TIME:
8.1 An employee required to report for duty after leaving work at the completion of their assigned shift
shall be guaranteed two (2) hours call time paid at time and one half(1 %2) from the time called and
the time the employee returns to their residence. An employee required to report for duty before
their assigned shift or to remain after their assigned shift shall be paid at time and one half(1 Y2) for
the hours worked outside the employee's assigned shift.
8.2 Whenever any employee shall be required to be out at night alone by their supervisor,they are to be
provided with a cell phone or radio enabling the employee to call for back-up in an emergency.
ARTICLE 9 —MISCELLANEOUS PROVISIONS:
9.1 Shop Supplies: Coveralls shall be supplied by the Employer for all employees working on changing
of lube-oils and light maintenance on all equipment of the County, in addition to the following, tar
pot distributor, driver and lever man all mechanics and including employees working at the
"Moderate Risk Waste Facility". This includes land fill; Quilcene and West End.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 9 of 35(including cover)
9.1.1 Effective in year 2022 and upon management approval and in accordance with the Public
Works Protective Footwear Policy dated May 18, 2016 the County will reimburse an
employee up to two-hundred dollars ($200.00)towards the purchase of safety footwear.
9.1.2 Effective beginning in the year 2022 and upon employee preapplication and approval by the
Director(or designee) employees purchasing prescription safety glasses shall be reimbursed
up to two-hundred dollars ($200.00)within any twenty-four(24) calendar months.
9.2 Employees who possess and maintain a Class A CDL shall upon renewal of such license be
reimbursed the cost of such license renewal fees. Employees who possess a Class A CDL and are
required to maintain their medical certificate shall be reimbursed up to $100.00 of the cost not
covered by Article 15 benefits of obtaining such DOT required physical examination.
9.2.1 Effective for the year of 2022 reimbursement in 9.2 shall be $150.00 not $100.00
9.3 Professional certifications and license reimbursements will be made pursuant to Public Works
"Guidance and Policy Regarding Reimbursement for Professional Licenses,Memberships in
Professional Organizations, Continuing Education, and Conferences" dated November 8, 2012
or most recent version thereof.
9.4 The County and Union have agreed to a CDL program setout in Appendix B attached hereto.
ARTICLE 10 - WAGES:
10.1 Whenever this agreement requires a wage increase, such wage increase shall be effective the first
day of the month in which the adjustment occurs.
10.1.1 In the event the County shall incur budget reductions where the Director anticipates
multiple layoffs the County shall give notice to the Union whereupon the parties shall meet
and confer for the purposes of adjusting wages on a temporary or permanent basis,
adjustment to the workweek or such other methods of reducing costs in an effort to retain
employees rather than suffer a reduction in force. In the event the Union shall believe
budget surpluses merit wage increase the Union shall give notice to the County whereupon
the parties shall meet and confer for the purposes of adjusting wages on a temporary or
permanent basis.
10.1.2 Prior to effectuating any reductions permitted in 10.1.1 above the County shall consider:
• Reduce force to include all classifications as listed in Articles 1.2, 1.3, and 1.4 of the
Collective Bargaining Agreement.
• Offer employees an opportunity to voluntarily reduce their hours of work when
appropriate.
• Other possibilities offered by the Union
• The County shall make the final decision once it has considered the above.
10.2 The grade and step (wage matrix) for all positions covered in the agreement are provided in
Appendix A.
10.2.1 Wages:
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 10 of 35(including cover)
• Effective the first full pay period in 2021 the wage rates paid on December 31. 2020, shall
be increased by nine percent(9%)across all wage rates, and
• Effective the first full pay period in 2022 the wage rates paid on December 31, 2021, shall
be revised by;
o Those in step 3 or higher shall move up one step and on their next monthly step date
move up one additional step unless they are then in step 12.
■ This change affords all employees in the bargaining unit access to a 2.5%
higher top pay for their position grade (step 12)to move to or eventually
move to increasing all top wages by 2.5% in addition to the general wage
increases in 2021.
o Drop steps 1 and 2. Move employees at step 1 and 2 to Step 3, and they keep their
current step date (i.e., July, Sept, etc.) for moving to step 4.
■ This increases the entry rate to step 3 rates.
• Effective the first full pay period in 2023 the wage rates paid on December 31, 2022, shall
remain as in 2022 provided all eligible employees shall be granted a step increase if eligible.
NOTE: Final rounding by payroll result in no more than a 20 change from the Table
amounts.
NOTE: Retroactive pay shall be paid in a lump sum based on all eligible YTD earnings for
pay periods that precede the date the new wage rates are effective.
10.2.2 During the 2021-2023 contract period and as part of the County's MUNIS enterprise-wide
software project,the Payroll system will be replaced. During the process, issues may be
identified that impact the administration of this labor contract. The Union agrees to
effectuate such changes as is needed however the Union reserves the right to demand
bargaining regarding the impact of any change meeting the requirements of RCW 41.56
required bargaining.
10.3 DEFINITIONS:
10.3.1 Annual Review Date: Established twelve (12) months from the date an employee was hired
or promoted.
10.3.2 Step Advancement: Advancement from one step in a wage grade to the next higher step.
10.3.3 Classification: A specific family of like duties and responsibilities to which an employee is
assigned.
10.3.4 Time in Grade: The length of time an employee has been assigned to a specific wage grade
as set out on the wage matrices.
ARTICLE 11 - LONGEVITY:
11.1 Upon completion of the following years of employment,the Employer shall pay, as an annual
longevity bonus, the amounts which follow to eligible Employees at the pay period which follows
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 11 of 35(including cover)
their anniversary date or month of employment. Employees once eligible for longevity shall be paid
monthly and should they terminate prior to their anniversary date a lump sum of the remaining
earned but unpaid longevity payment shall be included in the employee's final paycheck.
(1) Five years employment $ 400.00
(2) Ten years employment $ 800.00
(3) Fifteen years employment $1,200.00
(4) Twenty years employment $1,600.00
11.2 The above amounts are based on eight(8) hour shifts. Seven (7)hour shifts are based on three
hundred and fifty dollars ($350.00) for each five-year longevity increment. Seven and one-half(7
1/2)hour shifts are based on three hundred seventy-five dollars ($375.00) for each five (5)year
longevity increment.
11.3 Effective the lst Pay Period of January 2022, Sections 11.1 and 1 1.2 are void and replaced per
below:
11.3.1 Longevity Pay—Employee 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 the lump sum amount the month following their anniversary
month and should they terminate prior to their anniversary date a lump sum of the remaining earned
but unpaid longevity payment shall be included in the employee's final paycheck.
(1) Five years employment $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
11.3.2 The above Longevity schedule is effective as of January 2022 and any employee receiving a
better benefit shall retain same until the above will provide a better benefit.
11.3.3 The amounts in §11.3.1 are for an 8 hour/40 hour day/week. Lesser workdays/weeks will be
prorated.
ARTICLE 12 - HOLIDAYS:
12.1 The following days shall be considered holidays.
New Year's Day January 1
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 September
Veteran's Day November l lth
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day Fri. following Thanksgiving
Christmas Day December 25th
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 12 of 35(including cover)
One (1) floating holiday
12.2 Employees working on a holiday shall receive time and one half(1 V2) plus the holiday pay.
Holidays shall be paid at eight(8)hours. Provided, however, employees working a ten (10) or
twelve (12)hour straight-time shift shall receive holiday pay based on the assigned ten (10) or
twelve (12) hour straight-time shift duration to prevent a loss of straight-time pay for the holiday
week.
12.3 Chapter 6, Section 4.4 and its subsections in the Jefferson County Personnel Administration Manual
shall apply to the day for the observation of Holidays.
12.4 The floating holiday is to be determined by mutual agreement between the employee and the
Employer, with seven (7) days advance notice.
12.5 Compressed Workweek Schedules: The following shall apply to employees who are assigned by
management to work a 4 x 10 schedule. Employees on a 4 x 10 schedule shall be paid 10 hours
holiday pay when a holiday falls during said schedule.
ARTICLE 13 - SICK LEAVE:
13.1 Sick leave is earned by permanent and trial period employees at the rate of one (1)working day for
each month of completed service. An employee may not accumulate more than two hundred forty
(240) days of sick leave. To receive sick leave, an employee must either be sick or disabled or have
a scheduled health care appointment. Upon request by the department head, an employee must be
able to furnish proof, including documentation from the attending health care provider. Falsification
or misuse of sick leave shall be grounds for disciplinary action. Employees using sick leave or
unscheduled absence caused by an inability to work MUST contact their supervisor no less than one
(1) hour before their scheduled start time. Should the supervisor not be available employees are to
leave a detailed voice mail message including details of the inability to work and the employees
schedule for the day should the supervisor need to contact the employee.
13.1.1 Notwithstanding the reference to days in 13.1, all accruals shall be on an hourly basis of
0.0461 per compensated hour and a 1,920-hour bank.
13.2 Sick leave is appropriate for illness or disability caused or contributed to; by pregnancy,
miscarriage, abortion, childbirth, adoption, and recovery there from. Accrued sick leave is
appropriate to care for a family member with a health condition that requires treatment and/or
supervision. (RCW 49.12) Accrued sick leave, not leave of absence (section 5.60), must be used for
illness, injury, or disability.
13.3 Sick leave is not appropriate and will not be authorized for death in the employees' family.
13.4 The County will make the following payment for sick leave:
l. 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.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 13 of 35(including cover)
13.5 Sick leave benefits shall apply only to bona-fide cases of sickness and accidents. An employee who
is collecting Workers Compensation time loss benefits shall not receive sick leave benefits as
provided herein, provided, however, if such Workers Compensation time loss benefits are less than
the amount the sick leave benefits provide herein for such period, such employee may receive sick
benefits in addition to such Workers Compensation temporary disability benefits in an amount
sufficient to equal the amount of sick benefits they would have otherwise received as provided
herein.
13.6 Light Duty: The Parties acknowledge their responsibilities under ADA and RCW.
13.7 Employees may transfer to vacation accrual,the sixth (6th) consecutive day of newly accrued but
unused sick leave since the last use or transfer. Employees may exercise this option twice during
any calendar year as measured on a rolling six(6) month basis from the last use or conversion. Sick
leave shall be accounted for on LIFO (Last In First Out)basis.
ARTICLE 14 - VACATIONS:
14.1 Accrual shall be as follows:
Completed Rate of Accrual per Maximum Maximum
Months of Service Straight Time Hour of Hours Earned Days
Compensation Earned
0 through 36 0.4231 88.0 11
37 through 60 0.0538 112.0 14
61 through 120 0.0653 136.0 17
121 through 180 0.0731 152.0 19
181 + 0.0885 184.0 23
Effective January 1, 2022, In addition to the above, one additional day (8 hours or less based on
FTE) shall be available to employees each calendar year.
14.2 Employees are to request their vacation time at the first of the year, and if too many request the
same time, vacation time will be established by seniority. Vacation schedule to be filed only in the
office of the Supervisor.
14.3 Vacation time to be worked out between the supervisor and employee. Vacation may be taken at
any time during the year with the welfare of the job being the determining factor. Employees may
split their vacation into as many parts as is mutually agreed upon between employee and Public
Works Director.
14.4 A maximum of ten days accumulated vacation may be carried over from the previous year.
Accumulated vacation time in excess of ten (10) days shall automatically be lost to the Employee
on January 1 of each year. If unable to take leave because of employer required workload, an
additional Seven (7) days may be carried over into the next calendar year and amounts in excess of
seventeen (17)days will be paid except for emergency situations as certified by the Department
Head. The inability of the employer to allow the employee to take vacation leave shall be
documented by the Department head at the time of such denial and be forwarded to the Payroll
Division of the Auditor's Office.
14.4.1 Employees with five (5)years of service or more may carry forward up to 15 days of
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 14 of 35(including cover)
vacation once in any 5 year period, upon approval of the BOCC or designee, for the purpose
of a pre-planned major vacation event.
ARTICLE 15 - HEALTH AND WELFARE:
For each employee who was compensated eighty (80)hours during the preceding month the Employer
shall make contributions to the below Washington Teamster Welfare Plans as provided herein. All regular
employees budgeted for 0.5 FTE or more shall be eligible for Article 15 benefits. An employee whose
position is budgeted between 0.5 FTE and 0.875 FTE shall have benefits on a pro-rata basis where such
employee pays the regular employee contribution and their pro-rata share of the County contribution.
Should any employee "opt out" of coverage as permitted by the Trustees, the County shall nonetheless pay
the County portion of the required contribution. Part time employees employed pursuant to section 1.3
shall not be covered by Article 15 benefits until they have completed 24 consecutive calendar months of
employment.
15.1 MEDICAL:
Effective the 10th of the month following the month of ratification based on the prior month's hours
the Employer shall pay into the Washington Teamsters Health and Welfare Trust for Medical Plan
B for every employee covered by this agreement who was compensated for 80 hours or more in the
previous month(see attached Subscription Agreement).
15.1.1 In addition to the basic Medical Plan B the following optional benefits shall be provided: 9
month disability premium waiver; Life/AD&D Plan B benefit; and Time Loss Plan A.
15.2 DENTAL:
Effective the 10th of the month following the month of ratification based on the prior month's hours,
the Employer shall pay into the Northwest Teamsters Dental Trust, Plan B t(see attached
Subscription Agreement). The above payments shall be made to an authorized administrative office
by the 10th of each month.
15.3 VISION:
Effective the 10th of the month following the month of ratification based on the prior month's hours,
the employer shall pay the Teamsters Vision Care Trust(see attached Subscription Agreement.)
15.4. RETIREES MEDICAL:
The unit elected to discontinue the Retirees' Medical benefits and the Union and the County agreed
that the County through payroll action made an offset to the employee's 15%contribution as
required in Article 16. The offset is $59.85 per month.
ARTICLE 16 - MAINTENANCE OF BENEFITS:
16.1 The County shall be responsible for 85% of the required contribution for the benefits provided in
Sections 15.1, 15.2 and 15.3 with employees responsible for 15%of the required contribution.
See also Section 15.4 above. It is agreed that all employee responsibilities under this section are
"wage rate reductions" for the entire unit and not"employee contributions to medical" by
employees.
16.2 The Parties agree that either party may open Article 15 for the purposes of renegotiation in the
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 15 of 35(including cover)
event of any adverse regulation or legislation, including any form of tax imposed on health care
plans, changing the existing County cost of providing benefits to the Public Works Bargaining
Unit Contractual cost of retaining benefits. This section does not apply to the normal historic
changes in cost associated with Plan Trustee action establishing contributions based on utilization.
ARTICLE 17- BEREAVEMENT LEAVE:
17.1 Up to three (3) days leave,with pay, may be granted an employee who has a death in his or her
immediate family. Any such leave must be requested by the employee and approved by the
Department Head.
17.2 As used in this paragraph,the term immediate family is defined as follows: spouse,parent,
grandparent, child, grandchild, brother, sister, and step-relations or in-laws of the same degree.
17.3 Employees who have a death in their immediate family and who would have to travel 500 miles of
more (one way)to attend such funeral, shall be allowed two (2) additional days with pay, for travel
only.
17.4 Upon adoption by the County Bereavement Leave shall be governed by the County policy in effect
upon adoption of this CBA.
ARTICLE 18 - TIME OFF WITHOUT PAY:
18.1 Employees may take leave without pay as provided in Ch. 6, Section 6.4 of the County Personnel
Manual.
ARTICLE 19 - TERMINATION:
19.1 This Agreement shall be effective from date of adoption unless an earlier date is stated within
through December 31, 2023.
///
///
Signatures follow
///
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 16 of 35(including cover)
SIGNED AT PORT TOWNSEND, WASHINGTON this , day of 2021.
Jefferson County Commissioners TEAMSTERS LOCAL 589
JEFFERSON COUNTY WASHINGTON
Kate Dean, Chair Mar Fu ler, ecr to�'/T}'easure
Date: / L/a/
Greg Brotherton
Heidi Eisenhour
Approved as to Form
Civil Deputy Prosecutor
Philip Hunsucker
Clerk of the Board:
Carolyn Gallaway, CMC
JetTerson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 17 of 35(including cover)
APPENDIX A
A.1 Positions Not In A Career Track
The following positions in the Public Works Department are not in a Career Track.
Grade Position Title
A 1-A Architectural Projects Planner
Al-B Development Review Planning Project Coordinator
A 1-C Right of Way Representative
Al-D Architectural Projects Coordinator
Al-E Human Resources/Grants Analyst
Al-F MRW Coordinator
Al-G Solid Waste Coordinator
A 1-H Traffic Sign Technician
A 1-I Hadlock Shop Administrator
A.1.1 Step Advancement:
Advancement from step to step within the wage grade requires competency in the skills identified
for the employees current wage grade and a positive performance review by the employee's
supervisor. Step advancements occur once every twelve (12) months, on the first of the month of
the employee's Annual Review Date.
A.1.2 Wages for Positions Not In a Career Track
Jan-21
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
9.00% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
Architectural Projects Planner Al-A 33.79 34.60 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88
Development Review Planning Project Coordinator Al-B 33.79 34.60 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88
Right of Way Representative Al-C 33.79 34.60 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88
Architectural Projects Coordinator Al-D 32.42 33.19 33.99 34.81 35.64 36.50 37.38 38.28 39.21 40.15 41.12
Human Resources/Grants Analyst Al-E 29.81 30.52 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79
MRW Coordinator Al-F 29.81 30.52 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79
Solid Waste Coordinator Al-G 29.81 30.52 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79
Traffic Sign Technician Al-H 25.53 26.13 26.75 27.39 28.04 28.71 29.39 30.10 30.82 31.55 32.31
Hadlock Shop Administrator Al-I 21.76 22.27 22.79 23.33 23.88 24.44 25.02 25.61 26.23 26.84 27.47
Jan-22 NEW
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Architectural Projects Planner Al-A 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88 43.95
Development Review Planning Project Coordinator Al-B 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88 43.95
Right of Way Representative Al-C 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88 43.95
Architectural Projects Coordinator Al-D 33.99 34.81 35.64 36.50 37.38 38.28 39.21 40.15 41.12 42.15
Human Resources/Grants Analyst Al-E 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79 38.73
MRW Coordinator Al-F 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79 38.73
Solid Waste Coordinator Al-G 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79 38.73
Traffic Sign Technician Al-H 26.75 27.39 28.04 28.71 29.39 30.10 30.82 31.55 32.31 33.12
Hadlock Shop Administrator Al-I 22.79 23.33 23.88 24.44 25.02 25.61 26.23 26.84 27.47 28.16
Jan-23
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Architectural Projects Planner Al-A 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88 43.95
Development Review Planning Project Coordinator AI-B 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88 43.95
Right of Way Representative Al-C 35.43 36.28 37.16 38.05 38.97 39.91 40.87 41.86 42.88 43.95
Architectural Projects Coordinator Al-D 33.99 34.81 35.64 36.50 37.38 38.28 39.21 40.15 41.12 42.15
Human Resources/Grants Analyst Al-E 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79 38.73 •
MRW Coordinator Al-F 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79 38.73
Solid Waste Coordinator Al-G 31.25 32.00 32.77 33.55 34.36 35.18 36.03 36.90 37.79 38.73
Traffic Sign Technician Al-H 26.75 27.39 28.04 28.71 29.39 30.10 30.82 31.55 32.31 33.12
Hadlock Shop Administrator Al-I 22.79 23.33 23.88 24.44 25.02 25.61 26.23 26.84 27.47 28.16
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 18 of 35(including cover)
A.2 CAREER TRACK POSITIONS
A.2.1 Career Track Procedures
Advancement in the any career track position is predicated on skill development, length of service,
and job function competency. Positions in the"I" group are the entry positions. Specific skills and
time in grade are required before an employee will be advanced to a higher wage grade.
Advancements to higher wage grade positions will be from within the organization first. The parties
recognize that it is the responsibility of the Foreman or Supervisor to ensure that employees have
access to and/or receive training necessary for continuous operations during employee absences and
job vacancies. Only when no existing employee possesses the skills required to fill an opening and
the preceding sentence has been complied with,will the Department recruit from outside.
A.2.2 Step Advancement:
Advancement from step to step within the wage grade requires competency in the skills identified
for the employees current wage grade. For the purposes of a step advancement, an employee is not
expected to have competency in skills required for career track advancement to the next wage
grade. A positive performance review by the employee's supervisor is required for step
advancement. Step advancements occur once every twelve (12)months, on the first of the month of
the employee's Annual Review Date.
If performance does not meet the standard for advancement a Work Improvement Plan(WIP) will
be made available to the employee. If step advancement was denied for job competence the
employee WIP will include training so the employee has access to the training necessary to
advance.A second evaluation will be given within 180 days of the.denied step advancement.
A.2.3 Career Track Advancement:
The allocation of"III" or IV positions is established through the organization chart approved by the
Board of County Commissioners or County Administrator.
Advancements from one wage grade within a specific career track to another(i.e., wage grade Ito
II, or II to III when an opening exists as setout above)will occur when the employee is the senior
eligible employee, has completed the required time in grade, has successfully obtained the required
skills, has received positive performance reviews, and a recommendation for advancement from
their immediate Supervisor.
Employees not meeting the criteria (i.e., not acquiring the required skills, do not have enough time
in grade, or who cannot demonstrate proficiency in the use of skills) are still eligible for the annual
step increase, but not advancement to a higher wage grade.
In the event a senior qualified employee is denied advancement on the basis that they have not
obtained the required skills or are denied the recommendation of their immediate supervisor may
request that such employee be evaluated by another supervisor within their Division. Concurring
supervisory opinions shall be final, conflicting supervisory opinions shall be subject to review by
the Public Works Director and the Union for final determination. The Employer shall be the judge
of employee qualification, skills and competency provided such judgment shall be made fairly.
A.2.4 Out of Class Work:
One of the purposes of the career track system is to eliminate out of class work. Each wage grade
has an assigned set of job duties, requirements and performance expectations. Employees will be
asked to perform the duties specific to the wage grade they are classified in and may be required to
perform the duties of a higher wage grade as part training necessary for continuous operations
during employee absences and job vacancies and as part of the Employers obligation to provide
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 19 of 35(including cover)
access to required skills for advancement depending on the employee's individual skills and
abilities or the needs of the Department. Employees may also be assigned to fill in for employees
classified at a higher wage grade who may be on vacation or leave of absence.
It is recognized that certain employees may possess job skills, expertise, and/or education that
exceeds the requirements of the wage grade they are assigned to or hired at, but who do not possess
the time in grade necessary for advancement to the next wage grade. This acknowledgment is not
the basis for reclassification or out of class work.
Consistent with the concept of career track employees at higher compensation levels are in part
being compensated for their additional knowledge, skills and leadership abilities.Accordingly,
except as provided in Section A.8, all employees at upper ends of the career track system are as part
of their compensation expected to provide technical information,practical experience, guidance and
leadership to team members at lower designations in the career track system.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 20 of 35(including cover)
A.3 Administration/Professional
There are four wage grades of Administrative positions; three wage grades of Bookkeeping
positions; three wage grades of Engineering Technicians and three wage grades for Engineer
positions in the Public Works Department. Individual job duties are outlined in the job descriptions
for each wage grade. Section A.2 applies.
Grade Position Title
A3-A Administrative I
A3-B Administrative II
A3-C Administrative III
A3-D Administrative Assistant
A3-E Bookkeeper I
A3-F Bookkeeper II
A3-G Bookkeeper III
A3-H Engineering Technician I
A3-I Engineering Technician II
A3-J Engineering Technician III
A3-K Engineer I
A3-L Engineer II
A3-M Engineer III
A3-N Engineer IV*
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 21 of 35(including cover)
A.3.1 Wages Administration/Professional Career Tracks
Jan-21
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
9.00%
Administrative I A3-A 16.81 17.23 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52
Administrative II A3-B 18.53 18.99 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72
Administrative III A3-C 20.43 20.94 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16
Administrative Assistant A3-D 21.45 21.99 22.54 23.10 23.68 24.27 24.88 25.50 26.14 26.79 27.46
Bookkeeper I A3-E 19.15 19.62 20.11 20.62 21.13 21.66 22.20 22.76 23.33 23.91 24.51
Bookkeeper II A3-F 21.98 22.53 23.09 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13
Bookkeeper III A3-G 24.82 25.44 26.08 26.73 27.40 28.09 28.79 29.51 30.24 31.00 31.78
Engineering Technician I A3-H 21.56 22.10 22.65 23.22 23.80 24.39 25.00 25.63 26.27 26.92 27.60
Engineering Technician II A3-I 23.04 23.62 24.21 24.81 25.43 26.07 26.72 27.39 28.07 28.77 29.49
Engineering Technician III A3-J 24.81 25.43 26.07 26.72 27.39 28.07 28.77 29.49 30.23 30.98 31.76
Engineer I A3-K 24.82 25.44 26.08 26.73 27.40 28.09 28.79 29.51 30.24 31.00 31.78
Engineer II A3-L 29.98 30.73 31.50 32.28 33.09 33.92 34.77 35.64 36.53 37.44 38.38
Engineer III A3-M 33.89 34.73 35.60 36.49 37.40 38.34 39.30 40.28 41.29 42.32 43.38
Engineer IV A3-N 35.58 36.47 37.38 38.32 39.28 40.26 41.26 42.30 43.35 44.44 45.55
Jan-22 NEW
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Administrative I A3-A 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21:52 22.05
Administrative II A3-B 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.31
Administrative III A3-C 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16 26.81
Administrative Assistant A3-D 22.54 23.10 23.68 24.27 24.88 25.50 26.14 26.79 27.46 28.15
Bookkeeper I A3-E 20.11 20.62 21.13 21.66 22.20 22.76 23.33 23.91 24.51 25.12
Bookkeeper II A3-F 23.09 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84
Bookkeeper III A3-G 26.08 26.73 27.40 28.09 28.79 29.51 30.24 31.00 31.78 32.57
Engineering Technician I A3-H 22.65 23.22 23.80 24.39 25.00 25.63 26.27 26.92 27.60 28.29
Engineering Technician II A3-I 24.21 24.81 25.43 26.07 26.72 27.39 28.07 28.77 29.49 30.23
Engineering Technician III A3-J 26.07 26.72 27.39 28.07 28.77 29.49 30.23 30.98 31.76 32.55
Engineer I A3-K 26.08 26.73 27.40 28.09 28.79 29.51 30.24 31.00 31.78 32.57
Engineer II A3-L 31.50 32.28 33.09 33.92 34.77 35.64 36.53 37.44 38.38 39.34
Engineer III A3-M 35.60 36.49 37.40 38.34 39.30 40.28 41.29 42.32 43.38 44.46
Engineer IV A3-N 37.38 38.32 39.28 40.26 41.26 42.30 43.35 44.44 45.55 46.69
Jan-23
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Administrative I A3-A 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52 22.05
Administrative II A3-B 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.31
Administrative III A3-C 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16 26.81
Administrative Assistant A3-D 22.54 23.10 23.68 24.27 24.88 25.50 26.14 26.79 27.46 28.15
Bookkeeper I A3-E 20.11 20.62 21.13 21.66 22.20 22.76 23.33 23.91 24.51 25.12
Bookkeeper II A3-F 23.09 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84
Bookkeeper III A3-G 26.08 26.73 27.40 28.09 28.79 29.51 30.24 31.00 31.78 32.57
Engineering Technician I A3-H 22.65 23.22 23.80 24.39 25.00 25.63 26.27 26.92 27.60 28.29
Engineering Technician II A3-I 24.21 24.81 25.43 26.07 26.72 27.39 28.07 28.77 29.49 30.23
Engineering Technician III A3-J 26.07 26.72 27.39 28.07 28.77 29.49 30.23 30.98 31.76 32.55
Engineer I A3-K 26.08 26.73 27.40 28.09 28.79 29.51 30.24 31.00 31.78 32.57
Engineer II A3-L 31.50 32.28 33.09 33.92 34.77 35.64 36.53 37.44 38.38 39.34
Engineer III A3-M 35.60 36.49 37.40 38.34 39.30 40.28 41.29 42.32 43.38 44.46
Engineer IV A3-N 37.38 38.32 39.28 40.26 41.26 42.30 43.35 44.44 45.55 46.69
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 22 of 35(including cover)
A.4 WAGE TABLES- Solid Waste
There are five (5)wage grades of Solid Waste positions in the Public Works Department Solid Waste
Division. Individual job duties are outlined in the job descriptions for each wage grade.
Grade Position Title (Effective on Full Adoption)
A4-A Scale Attendant *
A4-B Laborer
A4-C Reserved A4-D SW Operator I A4-E SW Operator II
A4-F SW Operator III
A4-G SW Operations Coordinator
*The County agrees that the Union may request a reclassification for scale attendant. Upon request
the County will within 90 days review the request and make adjustments as warranted.
A.4.1 Wages Solid Waste Career
Jan-21
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
9.00%
Scale Attendant A4-A 16.81 17.23 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52
Laborer A4-B 18.53 18.99 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72
Reserved A4-C
SW Operator I A4-D 20.43 20.94 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16
SW Operator II A4-E 22.53 23.09 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84
SW Operator III A4-F 23.64 24.23 24.84 25.46 26.09 26.75 27.41 28.10 28.80 29.52 30.26
SW Operations Coordinator A4-G 29.50 30.23 30.99 31.76 32.56 33.37 34.21 35.06 35.94 36.84 37.76
Jan-22 New
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Scale Attendant A4-A 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52 22.05
Laborer A4-B 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.31
Reserved A4-C
SW Operator I A4-D 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16 26.81
SW Operator II A4-E 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84 29.56
SW Operator III A4-F 24.84 25.46 26.09 26.75 27.41 28.10 28.80 29.52 30.26 31.02
SW Operations Coordinator A4-G 30.99 31.76 32.56 33.37 34.21 35.06 35.94 36.84 37.76 38.70
Jan-23
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Scale Attendant A4-A 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52 22.05
Laborer A4-B 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.31
Reserved A4-C
SW Operator I A4-D 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16 26.81
SW Operator II A4-E 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84 29.56
SW Operator III A4-F 24.84 25.46 26.09 26.75 27.41 28.10 28.80 29.52 30.26 31.02
SW Operations Coordinator A4-G 30.99 31.76 32.56 33.37 34.21 35.06 35.94 36.84 37.76 38.70
A.4.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by
objective testing for skill and competency.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 23 of 35(including cover)
A.5 Operations Positions
There are five wage grades of Operations positions in the Public Works Department. Individual job duties
are outlined in the job descriptions for each wage grade.
Grade Position Title
A5-A Flagger
A5-B Laborer
A5-C Operator I
A5-D Operator II
A5-E Operator III
A5-F Area Road Supervisor
A.5.1 Wages Operations Career Track
Jan-21
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
9.00%
Flagger A5-A 16.81 17.23 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52
Laborer AS-B 18.53 18.99 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72
Operator I A5-C 20.43 20.94 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16
Operator II A5-D 22.53 23.09 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84
Operator III AS-E 23.64 24.23 24.84 25.46 26.09 26.75 27.41 28.10 28.80 29.52 30.26
Area Road Supervisor A5-F 29.50 30.23 30.99 31.76 32.56 33.37 34.21 35.06 35.94 36.84 37.76
Jan-22 NEW
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Flagger A5-B 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52 22.05
Laborer A5-A 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.31
Operator I A5-C 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16 26.81
Operator II A5-D 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84 29.56
Operator III A5-E 24.84 25.46 26.09 26.75 27.41 28.10 28.80 29.52 30.26 31.02
Area Road Supervisor A5-F 30.99 31.76 32.56 33.37 34.21 35.06 35.94 36.84 37.76 38.70
Jan-23
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Flagger A5-B 17.66 18.10 18.55 19.02 19.49 19.98 20.48 20.99 21.52 22.05
Laborer AS-A 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.31
Operator I A5-C 21.47 22.01 22.56 23.12 23.70 24.29 24.90 25.52 26.16 26.81
Operator II A5-D 23.67 24.26 24.86 25.49 26.12 26.78 27.45 28.13 28.84 29.56
Operator III A5-E 24.84 25.46 26.09 26.75 27.41 28.10 28.80 29.52 30.26 31.02
Area Road Supervisor A5-F 30.99 31.76 32.56 33.37 34.21 35.06 35.94 36.84 37.76 38.70
A.5.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by
objective testing for skill and competency.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 24 of 35(including cover)
A.5.3 An Employee assigned to tree falling/climbing/topping shall receive a 15%premium pay
differential (calculated on their regular rate of pay) for the entire shift on any day that they perform this
work. To be eligible for this premium pay, the Employee must be operating the saw, winch, excavator, etc.
and be directly responsible for or engaged in the falling/topping work. This premium pay shall not be
additive on top of any other premium pay (Leadman, for example) for which the Employee qualifies and is
assigned on the shift. As with other premium pay, it must be assigned and authorized by a Supervisor or
Foreman prior to the work being performed except in the case of an emergency. This premium pay is
intended for work to fall trees generally 8 inches in diameter and larger or for performance of other very
hazardous tree work. It shall not apply to standard limbing/trimming work(with or without the bucket
truck) or cutting of smaller trees. This premium pay does not apply to Employees helping to clean up, buck
up, or dispose of limbs and debris.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 25 of 35(including cover)
A.6 WAGE TABLES - Parks Maintenance
There are three wage grades of Parks Maintenance positions the Public Works Department Parks Division.
Individual job duties are outlined in the job descriptions for each wage grade.
Grade Position Title
A6-A Parks Maintenance I
A6-B Parks Maintenance II
A6-C Parks Maintenance III
A.6.1 Wages Parks Maintenance Career Track
Jan-21
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
9.00%
Parks Maintenance I A6-A 19.00 19.47 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.32
Parks Maintenance II A6-B 20.93 21.45 21.99 22.54 23.10 23.68 24.27 24.88 25.50 26.14 26.79
Parks Maintenance III A6-C 23.07 23.65 24.24 24.84 25.47 26.10 26.75 27.42 28.11 28.81 29.53
Jan-22 NEW
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Parks Maintenance I A6-A 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.32 24.92
Parks Maintenance II A6-B 21.99 22.54 23.10 23.68 24.27 24.88 25.50 26.14 26.79 27.46
Parks Maintenance III A6-C 24.24 24.84 25.47 26.10 26.75 27.42 28.11 28.81 29.53 30.27
Jan-23
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Parks Maintenance I A6-A 19.96 20.46 20.97 21.49 22.03 22.58 23.14 23.72 24.32 24.92
Parks Maintenance II A6-B 21.99 22.54 23.10 23.68 24.27 24.88 25.50 26.14 26.79 27.46
Parks Maintenance III A6-C 24.24 24.84 25.47 26.10 26.75 27.42 28.11 28.81 29.53 30.27
A.6.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by
objective testing for skill and competency.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 26 of 35(including cover)
A.7 WAGE TABLES- Technicians
There are three (3)wage grades of Mechanics positions the Public Works Department ER&R Shop
Division. Individual job duties are outlined in the job descriptions for each wage grade.
Grade Position Title
A7-A Technician I
A7-B Technician II
A7-C Technician III
A.7.1 Wages Technician Career Track
Jan-21
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
9.00%
Technician I A7-A 22.17 22.73 23.29 23.88 24.47 25.08 25.71 26.35 27.01 27.69 28.38
Technician II A7-B 23.84 24.44 25.05 25.68 26.32 26.98 27.65 28.34 29.05 29.78 30.52
Technician III A7-C 25.77 26.41 27.07 27.75 28.44 29.15 29.88 30.63 31.40 32.18 32.98
Jan-22 NEW
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Technician I A7-A 23.29 23.88 24.47 25.08 25.71 26.35 27.01 27.69 28.38 29.09
Technician II A7-B 25.05 25.68 26.32 26.98 27.65 28.34 29.05 29.78 30.52 31.29
Technician III A7-C 27.07 27.75 28.44 29.15 29.88 30.63 31.40 32.18 32.98 33.81
Jan-23
Job Title Grade Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50% 2.50%
0.00%
Technician I A7-A 23.29 23.88 24.47 25.08 25.71 26.35 27.01 27.69 28.38 29.09
Technician II A7-B 25.05 25.68 26.32 26.98 27.65 28.34 29.05 29.78 30.52 31.29
Technician III A7-C 27.07 27.75 28.44 29.15 29.88 30.63 31.40 32.18 32.98 33.81
A.7.2 In addition to the provisions of A.2 above, recruitment to Grade II and III shall be by
objective testing for skill and competency.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 27 of 35(including cover)
A.8 Designated Leads and Foreman
Positions identified as Foreman or Lead in Sections A.1, A.3, A.4,A.5, A.6, and A.7 shall be paid as
provided below.
Employees assigned by management to a Lead or Foreman designation will have their wage adjusted by
the percentage identified for the designation as an addition to their hourly rate of pay as calculated by their
grade and step. Employees assigned in writing by a manager to one of the designations listed below shall
receive the appropriate premium for the duration of the assignment.
A.8.1 Lead Position - 5.0%Premium Pay Differential This designation recognizes that the
position is responsible, in addition to their base duties, for work assignment and work
performance of a crew.
Assignment of the Lead Position will be in writing by Management when the job dictates
the need for one person to be in a position of responsibility or as the Division Manager
deems necessary. This in no way takes away from the responsibilities outlined in the last
paragraph of A.2.4 which states: "...all employees at upper ends of the career track system
are as part of their compensation expected to provide technical information,practical
experience, guidance and leadership to team member at lower designations in the career
track system. "
Additionally,when an employee receives premium pay for tree falling under A.5.3 it shall
not be compounded with Lead or Foreman premiums. Only the higher premium outlined in
A.5.3 shall apply on that day.
Solid Waste—this differential will be assigned by the Division Manager to supervise a crew.
Road Division—this differential will be assigned by the Division Manager.
Fleet Maintenance - this differential will be assigned by the Division Manager.
Parks Maintenance—this differential will be assigned by the Division Manager to supervise
a crew.
A.8.2 Foreman, Parks and Fields Maintenance Foreman and ER&R Shop
Foreman - 12.5%Premium Pay Differential: In addition to base duties, supervises a
geographic roads area and Roads staff used in that area or Parks and Fields Maintenance and
Operations and staff employed in Parks and Fields Maintenance and Operations. Is
accountable for work assignments and work performance; develops and coordinates work
schedules including financial management related to the operations supervised. This
position is assigned through the approval and adopting of the organization chart for the
Department by the Board of Commissioners.
A.8.3 Communication Channels—In view of the "team" nature of the bargaining
unit work crew(s) communications at the team level enhances efficiency and safety.
Accordingly, instructions by non-unit supervisors to work crew members shall be passed
through the "chain of command" of the designated Foreman, Lead, or senior crew member
on the site to ensure such instructions are coordinated to the entire work crew.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 28 of 35(including cover)
APPENDIX B - TRANSITION TO REQUIRED CDL
Public Works—Road Department; Class A-CDL License Requirement and Training Program. Effective
two (2) months following final adoption by the County.
I. All employees currently Classified as Operator I, or upon becoming Classified as Operator-I shall
possess or obtain a Class-A CDL Driver's License.
II. When an employee is Classified as Operator-I and not having a Class-A CDL the County may
consider a request by an eligible employee for CDL training under the following circumstances:
1. The Operator I position shall include as a minimum requirement: "The Operator-I Classification
shall include the possession of, or ability to obtain, a Class A CDL within 6 months of
employment."
2. The Operator-I classification shall be added to the Solid Waste wage matrix to align with the Roads
matrix. The Solid Waste Attendant I and Attendant II positions shall be redundant and no longer an
active position under this CBA. All Attendant-I and II personnel shall comply with the minimum
requirements of Operator-I CDL possession as provided in this Appendix B.
3. Existing employees employed as Laborers may apply for open Operator I jobs, along with outside
applicants, when a position becomes available according to the Recruitment and Selection process
set-out in Chapter 9 of the JC Personnel Manual.
4. The"Management and the hiring team" will determine who is the most•qualified applicant for the
position. Establishing the most qualified is determined through a variety of factors established by
Management and the hiring committee including total job experience, attitude, aptitude, ability to
adapt/learn, etc. (i.e., characteristics such as interest in the job, working without constant
supervision,taking a positive dimension of things, always ahead of issues and lastly, employee's
willingness to contribute to achieving the mission). Management must retain the discretion and
ability to hire the best candidate for the job considering the Department needs.
5. The following procedure shall apply to employees selected for an Operator-I position who does not
possess a Class A CDL and where the County would provide the resources for the employee to
obtain the CDL needed to remain in an Operator Classification:
a. Pre-employment Drug and Alcohol testing would be required as per standard process.
b. Tuition up to a maximum amount as determined each year by the Public Works Director.
c. Regular time wages/benefits at Straight-Time wages/normal benefits for not more than 40
hours in any one week at the Operator-I wage rate for the number of weeks to be approved
by the Department Head(or designee)prior to the commencement of any commitment for
training.
d. CDL Medical Card reimbursement according to this CBA.
e. Full reimbursement for first-time CDL licensing fees using current reimbursement methods.
f. No employee shall be compensated more than 40 hours in any one workweek with all
compensation at straight time only. No overtime.
g. No employee will receive reimbursement for travel time, mileage, meals, lodging or per
diem and shall pay such costs individually.
h. Should an employee need to be retested in order to obtain a Class-A CDL such costs of any
re-testing required shall be paid by the employee.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 29 of 35(including cover)
6. If employee becoming an Operator-I is unable to schedule training or obtain a CDL within the first
6 months of employment,the County may, at its sole discretion, extend the trial period for one
additional 6-month period in accordance with the JC Personnel Manual, Chapter 10, Section 4.1.
7. For internal candidates, it is recognized that the process described herein is not considered a
promotion, but rather an Employee-Initiated Transfer covered under the JC Personnel Manual,
Chapter 10, Section 7.0. Should the employee fail to obtain the required CDL within the 6-month
trial period (or within one additional 6-month extension if offered by the County),the employee
shall have no right to return to their previous position,which will likely have been filled. See JC
Personnel Manual, Separation from County Employment, Chapter 10, Section 12.
8. Any employee who is granted funds pursuant to this Appendix B shall reimburse the County IN
FULL for all funding granted to the employee in the event of:
a. The employee fails to obtain a CDL once entered into the program.
b. The employee leaves County CDL employment for any reason.
c. Repayment shall be as follows:
i. Full payment of any amount owing to be deducted from any amounts due to the
employee upon final payment by the County upon severance.
ii. Full payment of any amount owing shall be repaid during employment in an amount
of 5%of the employee's net pay each pay-period until:
1. 100% is repaid if less than 1 year of CDL employment is achieved.
2. 75% is repaid if less than 2 years of CDL employment is achieved.
3. 50% is repaid if less than 3 years of CDL employment is achieved.
4. 25% is repaid if less than 4 years of CDL employment is achieved.
5. No repayment is required if CDL employment exceeds 4 years of CDL
employment.
9. This Transition Appendix B may be removed in subsequent negotiations and replaced as needed.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 30 of 35(including cover)
•
APPENDIX C - ADDITIONAL WORKWEEK PROVISIONS
Section 7.1 Workweek"is hereby supplemented as follows:
a. In accordance with Chapter 11, Section 1.4.1 of the Jefferson County Personnel Administration
Manual,the normal work schedule may consist of a"9/80"work schedule by which employees work
80 straight-time hours over a period of nine(9)working days, with the normal work week start/end
time set as necessary to accommodate the"9/80"schedule. Each work week under the"9/80"
schedule shall consist of four(4)consecutive 9-hour days and one(1)4-hour day. The 4-hour days
of two adjoining work weeks shall fall within a single calendar day immediately prior to the end of
the first work week and immediately following the beginning of the second work week, respectively.
All time worked in excess of nine(9)hours per day on days scheduled for nine(9)hours of work
and in excess of eight(8)hours per day on days scheduled for eight(8)hours of work,or in excess
of forty(40)hours per work week shall be overtime and paid for at the rate of time and one half.
EXAMPLE:
WORKWEEK 1: Begins on Friday at 12:00 P.M.(noon)and ends the following Friday at 1 1:59 A.M.
Fri Saturday Sunday Monday Tuesday Wednesday Thursday Friday
Total
OFF OFF OFF 9 Hours 9 Hours 9 Hours 9 Hours 4 Hours Actual
Regularly 8:00 A.M. 8:00 A.M. 8:00 A.M. 8:00 A.M. 8:00 A.M. Hours
scheduled
day off to to to to to Worked
(begins at 5:30 P.M. 5:30 P.M. 5:30 P.M. 5:30 P.M. 12:00 P.M. 40
12:00 P.M.) 30-min 30-min 30-min 30-min
lunch lunch lunch lunch
WORKWEEK 2: Begins on Friday at 12:00 P.M.(noon)and ends the following Friday at 11:59 A.M.
Fri Saturday Sunday Monday Tuesday Wednesday Thursday Friday
Total
4 Hours OFF OFF 9 Hours 9 Hours 9 Hours 9 Hours OFF Actual
12:01 P.M. 8:00 A.M. 8:00 A.M. 8:00 A.M. 8:00 A.M. Regularly Hours
scheduled
to to to to to day off Worked
4:30 P.M. 5:30 P.M. 5:30 P.M. 5:30 P.M. 5:30 P.M. (ends at 40
30-min 11:59 A.M.)
lunch start 30-min 30-min 30-min 30-min
of period lunch lunch lunch lunch
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 31 of 35(including cover)
b. All provisions of the Personnel Manual and Contract which give the County and Department
Director the authority to set work schedules and approve or disapprove flex schedule requests remain
in effect.
c. If a 9/80 schedule is proposed by the employee as a flex time request,and if said schedule is
approved by Management, holiday pay will be at 8 hours with the remaining hour taken from
vacation,PTO, or leave without pay. If a 9/80 schedule is assigned by Management, holiday pay will
be at 9 hours if the holiday falls on a day when the employee would have worked a 9-hour day.
2. In the administration of CBA benefits such as vacation and other forms of benefits the administration shall
be such that the concept of"no gain/no loss"shall apply whereby an employee will continue to be
compensated as a normal FTE for the position working on 9/80 schedule.
3. At all times the Employer may return employees working a 9/80 schedule to a schedule provided for in
Article 7 of the CBA upon 30 days' notice or immediately in the event of emergent circumstances.
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2023:
Ratified Nov 9 2021
Signature DOC Page 32 of 35(including cover)