HomeMy WebLinkAbout061322ca02 Consent Agenda
Commissioners Office
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Mark McCauley, County Administrator
Sarah Melancon, Human Resources Director
DATE: June 13, 2022
SUBJECT: AGREEMENT and SUBSCRIPTION AGREEMENT re: Collective Bargaining
Agreement and Trust Participation for Jefferson County Sheriff's Office Administrative
Staff; From the date of Adoption through December 31, 2023; Teamsters Local#589 and
Washington Teamsters Welfare Trust
STATEMENT OF ISSUE:
The Sheriff's Office Administrative Staff Collective Bargaining Agreement expired December 31,2021.
ANALYSIS:
As a result of negotiations with the Teamsters Union,the attached agreement was ratified on May 12, 2022 by
employees represented by Teamsters Local Union No. 589. The contract reflects general wage and step adjustments
and an increase in longevity, and also realigns the wage with internal County positions.
FISCAL IMPACT:
- 15.4% general wage adjustment and realignment with internal comparable position beginning January 1, 2022.
- A two-year contract to maintain alignment with internal comparable position.
- 2.5% Step Adjustment in 2022—Employees will receive an additional step-the first two steps in the wage matrix
will be dropped and a new top step added. Employees in Step 1 or 2 will be moved to Step 3.
- 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 agreement.
RECOMMENDATION:
Approve and sign the Collective Bargaining Agreement and the Subscription Agreement.
REVIEWED BY:
4fe' 6ifrA7—
Mark M uley, County Administrat.) Date
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AGREEMENT
by and between
JEFFERSON COUNTY
and
TEAMSTERS LOCAL 589
Covering
Sheriff's Administrative Staff
For the period from Adoption through December 2023
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TABLE OF CONTENTS
ARTICLE 1-RECOGNITION 1
ARTICLE 2- UNION NOTIFICATION AND FEES 1
ARTICLE 3-UNION MANAGEMENT RELATIONS 1
ARTICLE 4-NON-DISCRIMINATION 2
ARTICLE S- UNION AND EMPLOYEE'S RIGHTS 2
ARTICLE 6-PERSONNEL RECORDS 3
ARTICLE 7-SENIORITY AND ABILITY 4
ARTICLE 8-HOURS OF WORK& OVERTIME 5
ARTICLE 9-RESERVED ARTICLE 6
ARTICLE 10-COMP-TIME 6
ARTICLE 11-JURY DUTY 7
ARTICLE 12-CALL BACK 7
ARTICLE 13-GRIEVANCE PROCEDURE 7
ARTICLE 14- WAGES 10
ARTICLE 15-LONGEVITY 10
ARTICLE 16-HOLIDAYS 11
ARTICLE 17- VACATIONS 12
ARTICLE 18-SICK LEAVE 13
ARTICLE 19-BEREAVEMENT LEAVE 14
ARTICLE 20-MILITARY LEAVE 14
ARTICLE 21-DRESS CODE 15
ARTICLE 22-JOB INFORMATION 15
ARTICLE 23-HEALTH AND WELFARE,DENTAL & VISION 15
ARTICLE 24-MAINTENANCE OF BENEFITS 15
ARTICLE 25-STATUTORY BENEFIT MANDATES 16
ARTICLE 26-RESERVED ARTICLE 16
ARTICLE 27-SAVINGS CLAUSE 16
ARTICLE 28-LABOR MANAGEMENT COMMITTEE 16
ARTICLE 29- TERMINATION 17
APPENDIX"A"WAGES 18
A.1 SHERIFF'S OFFICE ADMINISTRATIVE STAFF WAGE TABLE 18
A.2 SHERIFF'S OFFICE ADMINISTRATIVE STAFF ASSIGNMENTS 18
APPENDIX B-EMPLOYEE BILL OF RIGHTS 19
•
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
SHERIFF'S ADMINISTRATIVE STAFF
and
TEAMSTERS LOCAL UNION NO, 589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
Date of Adoption through December 31,2023
This document constitutes an agreement between the Sheriff's Office of JEFFERSON COUNTY,
a political subdivision of the State of Washington and TEAMSTERS LOCAL#589, Port
Angeles, Washington.
ARTICLE I —RECOGNITION
1.1 The County recognizes the Union as the designated exclusive representative for all regular
full and part time employees,employed in the Sheriff's Administrative Office, as
described in Appendix A Wages and excluding all other employees.
ARTICLE 2-UNION NOTIFICATION AND FEES
2.1 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.
2.2 Payroll Deduction Procedure: 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,on a form acceptable to the County
Auditor, the Employer to make the deduction. Employee affirmative authorization forms
shall be retained by the County. In addition,the Employer shall provide the Union 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.
ARTICLE 3-UNION MANAGEMENT RELATIONS
3.1 All collective bargaining with respect to wages,hours,and working conditions of
employment, shall be conducted by authorized representatives of the Union and
authorized representatives of the Employer.
3.2 Agreements reached between the parties of this agreement shall become effective only
when signed by designated representatives of the Union and the Employer. It is
understood and agreed that the County possesses the sole right to operate the Sheriff's
Office in order to properly carry out the functions of county government and that all
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management rights rest with the County except as may be specifically restricted by this
document.
3.3 All conditions of employment provided by County Policy not superseded by this
Agreement with its past practices shall apply to unit employees.
3.4 The Parties recognize the inherent Rights of Management to manage the affairs of the
Employer;however in the exercise of such Management Rights,the administration of
discipline after trial period is satisfactorily completed shall only be for just cause.
ARTICLE 4-NON-DISCRIMINATION
4.1 The parties agree that there will be no discrimination against any employee because of
their lawfully protected class status, in the administration or application of the terms of
this agreement.Claimed violations of this sub-Article 4.1 shall not be subject to Article
13.Grievance Procedure, but must be resolved/adjudicated in other appropriate forums.
4.2 No employee covered by this agreement shall be discriminated against because of
• membership in the Union or lack thereof,or activities on behalf of the Union; provided,
however,that union activity shall not be conducted during working hours except as
expressly allowed herein or be allowed in any way to interfere with the Employer's
operations.
ARTICLE 5-UNION AND EMPLOYEE'S RIGHTS
5.1 The Employer and employees mutually agree to treat each other with respect and in a
professional manner complying with Jefferson County policies and procedures.
5.2 An Employee acting within the limits of the authority established by the Employer,who
is injured during the performance of assigned duties,shall report all injuries within that
shift to the appointing authority.
5.3 Duly authorized representatives of the Union shall be permitted access to the properties
of the Employer at reasonable times for the purpose of observing working conditions and
transacting Union business; provided, however,that the Union Representative first
secures approval from a designated Employer Representative and that no interference
with the work of Employees or the proper operation of the Employer shall result.
5.4 The Employer agrees to provide bulletin board space for posting of official Union notices
which shall be signed by a responsible agent of the Union.
5.5 The Union shall be permitted to establish stewards. The duties of the steward shall be to
give the Union notice of new Employees hired and to receive complaints and if not
resolved as provided in Section 13.6 will be communicated to the Business Agent of the
Union.who in turn will take the matter up with the Employer. The discussion of Union
business and the investigation of grievances shall take place during the Employee's free
time or before or after shift. In the event the investigation of grievances is not possible
during the Employee's free time before or after shift the Steward shall be allowed a
reasonable amount of time during working hours to perform such function, provided that
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the steward has supervisor approval. Stewards shall not interfere with the management
of the County or direct the work of any Employee.
5.6 Employees have the right to seek the assistance of their Union according to RCW 41.56
5.7 The Steward may sign up new Employees.
ARTICLE 6-PERSONNEL RECORDS
6.1 All personnel records in the County's control are confidential to the extent provided by
law.The parties hereto recognize that effective management requires the maintenance of
records regarding an Employee's career development. These records may accompany an
Employee through succeeding administrators. To ensure that the doctrine of fairness is
applied with respect to these records,the following procedure will be adhered to:
#1 Whenever any item is entered into or removed from an Employee's personnel file,
a copy of same shall be provided to the Employee. Failure to provide a copy to
the employee at the time the item becomes part of the employee's record renders
such item VOID.
#2 Any item that reflects unfavorably on the employee and will be retained in a
personnel record, shall be initialed by the employee. The employee's initials are
not an admission of guilt but verification that they have seen it and it is an item
that was put in a record. If the employee refuses to initial the document,
management shall note it and put the document in the personnel file. Failure to
provide the item to the employee for signature renders the item VOID and it shall
be removed from the employee's file and destroyed.
#3 In the case that an item reflects unfavorably upon an Employee,when the item is
entered into the personnel file the Employee shall be allowed an initial
opportunity to respond(up to ninety(90)calendar days)to the content of the item.
in writing,and the Employee's response shall be included in the personnel file,
and one copy shall be provided to the Local Union. Failure to allow an employee
this initial response opportunity or to staple the response to the unfavorable item
renders the item VOID.
#4 Each Employee shall be allowed access to his/her personnel records for review of
its contents at reasonable times and upon reasonable notice. Employees shall be
permitted to add explanations, exceptions or comments regarding any item in the
record and may staple their insertion to the relevant document so long as no
damage is done to the file content.
#5 The Employer through the department head, shall take measures to assure that,
within the bargaining unit, only legitimate supervisory and administrative
personnel and the Employee have access to the employee's personnel record,and
that no information verbally or in writing be released from the employee's
personnel records unless written permission by the employee has been given, by
court order,or through Public Disclosure whereupon the employee shall be
notified of the request and the requestor.
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#6 All discipline letters and complaints shall remain as part of the personnel file and
expire after two(2)years from the date of the letter or action,unless they remain
active due to an ongoing progressive disciplinary action. Expired records shall be
so noted including the date of expiration. Expired records may not and shall not
be used as a condition precedent to any future disciplinary action.
6.2 In administering this Article it is agreed that:
a) Each employee file maintained by the Sheriff shall include a record of when the
employees file was accessed and by whom in the manner established by the
Sheriff
b) Employees who access their file as provided herein and who identify documents
in their file not conforming to this Article 6 shall request the Sheriff remove from
their file such documents that are nonconforming
c) Any document removed from an employee's personnel file shall be delivered in a
sealed envelope to the employee who shall sign a receipt for same, if requested.
ARTICLE 7-SENIORITY AND ABILITY
7.1 Seniority according to this agreement shall consist of the continuous service of the
Employee with the Sheriff's Office. No employee shall have his/her seniority established
prior to completing the trial period with the Sheriff's Office. The employee's earned
seniority shall not be lost because of absence due to illness or authorized leaves of
absence. The seniority list shall be brought up to date each year on January I,and posted
in a conspicuous place.
7.2 Trial Period: All employment within a classification of the Sheriff's Office shall be on a
trial basis for the first twelve(12) months of employment. If the employee's performance
does not meet the standards established by the department head during the trial period, or
if it is otherwise deemed advisable to terminate the employment, the employee may be
terminated without recourse to any provision, article or section of this Agreement. This
trial period may be extended, one time, up to an additional twelve(12)months by
agreement with the employee who shall be notified of the extension at least two(2)
weeks before the end of the first 12 month period.
7.2.1 In the event an employee transfers from another classification within the Sheriff s
Office and become subject to a Section 7.2 trial period,and further should such
employee not complete such trial period, said employee may return to their prior
position and seniority except for just cause removal.
7.2.2 Employees completing their trial period shall be dove-tailed into the seniority list
of the new classification.
7.2.3 Employees promoted to a higher classification shall be paid at the step nearest to
their current wage rate that will result in an increase. Employees reduced to a
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lower classification shall be returned to the step they held before their reduction
but at the pay grade for the new classification.
7.2.4 Employees after having served six(6)months of their trial period, may use
accrued paid leave.
7.3 Seniority shall be determined based upon years of continuous service as an employee of
the Sheriffs Office. Seniority shall be lost after twelve (12)months in layoff status.
7.4 The Employer shall seek the most capable individuals to fill supervisory positions.
Employees will be considered for supervisory positions in conjunction with other
applicants in accordance with civil service rules and regulations.
7.5 Seniority for purposes of layoffs, bidding and promotions shall be considered as that time
spent in the classification.
7.5.1 Employees subject to a layoff within a classification who have completed a trial
period in another classification, which may be covered by a separate collective
bargaining contract within the Teamsters Union,shall be eligible to exercise their
seniority accumulated during the occupancy of the prior classification based upon
their seniority at the time of transfer into the new classification. Such"right of
return" is limited to a layoff that would affect the employee's employment and the
"right of return"shall only by to the most recent prior classification.
7.6 The Sheriff shall at all times, retain sole discretion with respect to individual employee
selection,work assignments,training requirements, required certifications,etc. provided
however,employee assignments shall not be arbitrary or capricious.
ARTICLE 8-HOURS OF WORK&OVERTIME
8.1 It is intended that the normal workweek for fulltime employees shall be either five(5)
consecutive days consisting of eight(8)consecutive hours per day with two(2)days off;
or four(4)days consisting of ten (10)consecutive hours per day with three(3)days off
two(2)of which must be consecutive.
8.1.1 The Sheriff or Sheriff Designee retains the authority to assign or re-assign the
work shift assigned to an employee based on the needs of the organization with
reasonable notice to the employee.
8.1.2 Employees and the Sheriff or the Sheriffs designee may agree to alternative work
shifts/work days to provide flexibility to meet employees' and operational needs
provided that the employee works forty (40) hours in the workweek.
8.2 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.
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8.3 The employer may establish a reduced hour work week of less than 40 hours by mutual
agreement of the Union. The County may proceed with implementation of its Final
proposal for a reduced hour week upon 60 days' notice to employees when such
implementation is to avoid layoff and shall then engage in good faith bargaining of the
impact of such action upon demand of the Union.
8.4 Overtime hours are those compensable hours(hours actually worked)which the
employee is assigned to work in excess of forty (40)hours in the week or eight(8) hours
in a day for those employees assigned to five(5)day,eight(8)hour shift schedule or
after ten (10)hours in a day for those employees assigned to a four(4)day ten(10)hour
shift schedule.
8.5 Overtime hours worked shall be paid at the rate of time and one-half the Employee's
regular rate of pay.
8.6 Overtime pay shall not be compounded with any other form of premium compensation
paid to the Employee.
8.7 Those employees who are required to work overtime shall be granted a thirty(30) minute
meal period for each four(4)hours of continuous overtime. Employees on restricted
movement may have meal expenses paid by the employer.
8.8 If an Employee working a 5/8 schedule is required to report between shifts(between the
end of an employee's scheduled shift and the start of their next scheduled shift)with less
than twelve(12) hours of rest,the employee shall earn pay at the overtime rate for those
hours prior to the twelve (12)hour period. This section shall not apply whenever an
employee is deprived of the twelve(12)hour rest period as a result of a change of work
hours at his/her own request or to meet training and/or mandatory monthly meeting
requirements. The twelve (12)hour between scheduled shifts shall be eight(8) for any
alternative shifts, such as a 4/10 shift, adopted pursuant to Section 8.9.
8.9 Nothing in this Agreement shall prohibit the Sheriff and an employee from entering into
an alternative schedule by mutual agreement where agreement is to the benefit of both the
employee and the County as determined by the Sheriff and when there is no increase cost
to the County resulting from the adoption of the alternative schedule. All alternative
schedules shall be in writing and signed by the parties with a copy to the Union and the
Human Resource Manager.
ARTICLE 9 RESERVED ARTICLE
ARTICLE 10-COMP-TIME
10.1 Employees may take compensatory time off at the rate of one and one-half hours off per
hour of overtime worked in lieu of overtime pay. An employee who accrues the
maximum of forty (40) hours comp-time will not be allowed to accrue additional comp
time. Additional hours shall be paid for at the overtime rate.
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10.2 An employee on compensatory time off shall be deemed to be on official leave with pay
status.
10.3 An employee who notifies his/her Department Head promptly or substantiates to the
satisfaction of his/her Department Head that he/she was sick on a scheduled day of
compensatory time off may request that a day of sick leave be taken rather than
previously scheduled compensatory time.
10.4 An employee may choose to add comp-time to their bank as long as their bank does not
exceed the forty (40)hour maximum.
10.5 Comp-time can be carried over from month to month, and/or year to year with no more
than forty(40) hours being carried over.
10.6 The employer may limit Comp Time use as provided by law.
ARTICLE I l -JURY DUTY
11.1 Employees called for Jury Duty in any Municipal,County,State or Federal court shall
advise the County upon receipt of such call and, if taken from his/her regularly scheduled
work for such jury duty,shall be paid at his/her regular hourly rate for those hours that
the employee would have spent on his/her regularly scheduled shift, less compensation
paid for such Jury Duty.
ARTICLE 12-CALL BACK
12.1 An employee called back to work on other than his/her normal work schedule shall be
compensated a minimum of two(2)hours at the overtime rate of pay. Hours worked
beyond the two(2) hour minimum shall continue to be paid at the overtime rate until
relieved of duty or the employee commences their regular scheduled shift which ever
occurs first. Court time on other than the employees regular work schedule shall be
compensated as call back. Call back for Court as witness duty shall be actual time spent
with a minimum of three(3)hours.
ARTICLE 13-GRIEVANCE PROCEDURE
13.1 OBJECTIVES: To informally settle disagreements at the employee-supervisor level; to
provide an orderly procedure to handle the grievance through each level of supervision;
to correct, if possible, the cause of the grievance to prevent future complaints; to promote
harmonious relations among employees,their supervisors,and Departmental
Administrators; to assure fair and equitable treatment of employees;to resolve grievances
at the Departmental level before appeal to higher levels.
13.2 DEFINITIONS: The following terms,as used in this contract, shall have the following
meaning:
GRIEVANCE: A complaint by an employee,a Union Representative,or the County
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.
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Letters of Reprimand and other non-economic disciplinary actions are not grievable upon
issuance. Disciplinary action, including any underlying supporting Letters of Reprimand,
with an economic impact on the employee shall be subject to grievance processing as a
single procedure. Issues arising from Section 7.7 are limited to the question of
arbitrariness and capriciousness.
WORKING DAY: Exclusive of Saturday, Sunday and holidays.
EMPLOYEE: Any Employee of the Jefferson County Sheriffs Office covered by this
Agreement.
IMMEDIATE SUPERVISOR: The person, who assigns, reviews or directs the work of
an Employee.
SUPERIOR: Any person to whom an immediate supervisor reports.
REPRESENTATIVE: A person who appears on behalf of the employee.
DEPARTMENT HEAD: The Sheriff of the County of Jefferson.
13.3 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 responsibility to initiate the action which
submits the grievance to the next level of review within the time limits specified. Failure
of the Employee to submit the grievance within the time limits imposed shall terminate
the grievance process and the matter shall be considered resolved. Failure of the County
to respond within the time limits specified will allow the grievant to submit the grievance
to the next higher step of the grievance procedure.
13.4 PARTIES RIGHTS AND RESTRICTIONS:
I. A party to the grievance shall have the right to record a formal grievance meeting
at their own expense.
2. An Employee may have a Union representative present at all steps of the
grievance procedure.
3. Reasonable time in processing a grievance will be allowed during regular working
hours for the shop steward, with advanced supervisory approval.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
5. Grievances of an identical nature, involving an alleged violation of the same
Article, section, etc.,concerning the same subject matter, may be consolidated.
6. Confidential Communication. Any communication between a member of the
Union and any recognized Union representative regarding a potential or actual
employee grievance will be defined as confidential. Likewise any communication
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between County Management/Administration and a recognized County
representative shall be defined as confidential.
13.5 ELECTION OF REMEDIES. The use of this grievance procedure will constitute an
election of remedies. An employee seeking redress through the Labor Agreement may
not seek judgment of the same matter through the Civil Service Commission.
13.6 STEPS IN THE GRIEVANCE PROCEDURE:
Step#1 The employee and/or their representative,or the County 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 supervisor. The
supervisor will issue a written decision on the complaint to the employee and the
representative involved.
Step#2 lithe employee feels the immediate supervisor has not resolved the grievance,
the employee may appeal to the Sheriff. At this time,all supporting documents
and evidence relative to the grievance shall be included with the appeal. The
Sheriff shall hold a formal meeting with the employee and their representative, 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.
Step#3 If the employee feels the Sheriff has not resolved an economic grievance,the
employee may appeal to the County Administrator. At this time,all supporting
documents and evidence relative to the grievance shall be included with the
appeal. The County Administrator or their designee may hold a formal meeting
with the employee and the representative, it'requested, within twenty(20)
working days from the date of the appeal receipt,and attempt to settle the
grievance.
Step#4 Board of Adjustment: If the grievant is not satisfied with the decision of the
County Administrator or their designee,within twenty(20)working days after
receipt of the decision, the grievant may submit the grievance to The Teamsters
and Employer's Board of Adjustment,or its successor, according to its' rules and
procedures. In the event the Board of Adjustment cannot resolve the matter the
Board Members may agree to a mutually agreeable person or panel to act as sole
Arbitrator or failing to agree shall request a list of I I Washington State
Arbitrators from the F.M.C.S. and to alternately strike a name until only one name
remains who then shall be the Arbitrator.
13.7 The cost of the Board (but, not including any tiling related fees)or arbitrator shall be
divided equally between the County and the Union. Cost for witnesses,court reporter, or
other individual expenses shall be borne by the requesting party. Either party may tape
record the proceeding as their personal record of the hearing. Upon request the taping
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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.
13.8 The Board or arbitrator shall not have the power to alter,amend,or change any
contractual language of the Labor Agreement.
I 3.9 Arbitrators are restricted: Unless the Arbitrator finds by a preponderance of the evidence
that 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
that judgment of the County is reasonably exercised.The grieving party shall have the
burden of proof that this Agreement was violated, however,the first presenter shall be the
Employer in disciplinary cases to demonstrate that discipline complies with this
agreement.
13.10 In the event the Arbitrator shall sustain the grievance he/she shall not rule upon a reward
until the parties shall have 60 days to negotiate a settlement. If no settlement is achieved
the Arbitrator shall take written argument From each party and shall subsequently issue a
decision upon a remedy.
ARTICLE 14-WAGES
14.1 Wage Rates are attached to this agreement at Appendix A and are a part of this agreement
by this reference.
14.2 Wage Reclassifications shall be promptly processed by the County. Should the Union be
concerned of an undue delay such issue may be processed through the grievance
procedure.
14.2.1 Notwithstanding any other provision of this agreement, there shall be no
reclassifications performed within three(3) months of the expiration of this
agreement or during any negotiation period.
14.3 Whenever this agreement requires a wage increase,the wage increase shall be effective
the first day of the month in which the adjustment occurs.
ARTICLE 15-LONGEVITY
15.1 Upon completion of the following years of employment, Employer shall pay, as an
annual longevity bonus, the amounts which follow to eligible Employees at the pay
period which follows the anniversary date or month of employment.
(I) Five years employment $600.00
(2) Ten years employment $1,000.00
(3) Fifteen years employment $I,400.00
(4) Twenty years employment $1,800.00
(5) Twenty-five years employment $2,200.00
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15.1.1 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.
15.2 Longevity Pay shall be paid in a lump sum to eligible employees in the November pay
which will be received by employees in early December of each year. Early terminates
are subject to adjustment in their final check. In an employees' first year of eligibility
payment will be prorated through November and annually thereafter.
15.3 Shift Proration. The above amounts are based on a eight(8)hour shift. Longevity for
shifts of less than eight(8) hours shall be calculated as a proportionate share based on an
eight(8)hour shift. Example: a seven(7)hour shift employee with over five years
longevity will receive 7/8 of longevity amount(7 hour shift employee with five years
employment,7/8 of$400=$350).
ARTICLE 16—HOLIDAYS
16.1 The following days shall be considered holidays.
New Years Day January 1
Presidents Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 17th
Independence Day July 4th
Labor Day First Monday in September
Veteran's Day November I I th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day Fri. following Thanksgiving
Christmas Day December 25'1'
Two(2)floating holidays.
In the event the Jefferson County BOCC should adopt any additional paid or unpaid holidays
State or Federal recognized Holidays same shall be applicable to the Bargaining Unit employees.
16.3 Floating holidays to be determined by mutual agreement between the Employee and the
Employer,with seven (7)days advance notice.
16.4 Any employee working on a holiday shall receive their regular rate of pay(at straight time)
in addition to time and one-half for all hours worked.
16.4.1 Employees working a shift other than an eight hour shift AND who will be
compensated for less than forty (40)straight time hours in any holiday week solely
because of the observed holiday shall have the workweek"topped up"to forty hour
straight time hours of pay for the week. Example: an employee is on a 4/10
workweek and observes a holiday on one of their regular workdays. The employee
is paid for the 3 days worked (30 hours) plus 8 hours holiday pay (total 38 hours)
and two (2) hours "top-up" pay for a total of forty (40) hours of straight-time pay
for the week.
Sheriffs Administrative Staff Jefferson County Sheriff's Office
Ratified: Through December 31,2023
L.
16.5 Any employee who is not required to work on a holiday shall receive their regular rate of
pay(at straight time) regardless of which day of the week the holiday falls.
16.6 When a holiday falls on Saturday,the preceding Friday shall be observed,and when it falls
on Sunday the following Monday shall be observed.
ARTICLE 17-VACATIONS
17.1 Vacation shall be accrued as follows:
Completed Rate of Accrual per Maximum Hours Maximum
Months of Service Straight Time Hour of Earned Days
Compensation Earned
0 through 36 0.0423 88.0 I I
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 I, 2022, In addition to the above, one additional day (8 hours or less
based on FTE)shall be available to employees each calendar year.
17.2 Earned vacation leave may be taken at any time during a period of sickness after the
expiration of accumulated sick leave.
17.3 An employee who,except for an emergency defined as an unforeseeable event, fails to
provide a two(2) week advance notification of intent to resign shall forfeit rights to
earned vacation.The two(2)week notice may be waived by the County Administrator.
The maximum forfeiture shall not exceed the amount accrued during the preceding
twelve(12) months.
17.4 Seniority order shall prevail for all employee vacation selections made during the
"vacation selection period" September I.through December 31, for the following
calendar year. . Vacation time not selected during the vacation selection period is subject
to forfeiture as provided below.
All time applied for after the vacation selection period will be on a space available basis.
17.5 Vacation time off is to be worked out between the Supervisor and the employee.
Vacation may be taken at any time during the year with the welfare of the job being the
determining factor.
17.6 Employees may split their vacation into as many parts as is mutually agreed upon
between the employee and the supervisor and no third party shall enter into or influence
this decision.
17.7 A maximum of fifteen (15)days accumulated vacation may be carried over from the
previous year. Accumulated vacation time not selected scheduled during the vacation
selection period and in excess of the fifteen (15)day carry over shall automatically be
Sheriff's Administrative Stuff Jefferson County Sheriff's Office
Ratified: Through December 31,2023
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lost to the Employee on April I of each year. If unable to take scheduled leave because
of employer required workload such scheduled but denied leave days will be paid in cash,
The inability of the employer to allow the employee to take vacation leave shall be
documented by the Department head at the time of such denial and be forwarded to the
Payroll Department.
17.8 Vacation/Leave requests for vacation not scheduled during the vacation selection period
shall be submitted fourteen (14)days in advance and be signed by management then
returned to Employee within five(5) days or will be deemed approved.
17.9 An Employee who notifies his/her Department Head promptly or substantiates to the
satisfaction of his/her Department Head that he/she was sick on a scheduled day of
vacation may request that a day of sick leave be taken rather than previously scheduled
vacation day.
17.10 Shift Pro-ration: The above amounts are based on a eight(8) hour shift. Vacation accrual
for shifts of less than eight(8)hours shall be calculated as a proportionate share based on
a eight(8)hour shift. Example: a seven hour shift employee in the first three years will
receive 7/8 of vacation accrual (7 hour shift employee under three years employment, 7/8
of 80 hours vacation accrual 70 hours).
17.11 No employee shall receive compensation for unused vacation and sick leave greater than
two hundred forty (240)hours at the time of retirement. Leave in excess of this amount
shall be taken prior to retirement or forfeited.
17.13 Earned vacation leave may be taken at any time during a period of sickness after the expiration of
accumulated sick leave.
17.14 An Employee who notifies his/her Supervisor promptly or substantiates to the satisfaction of
his/her Supervisor that he/she was sick on a scheduled day of vacation may request that a day of
sick leave be taken rather than a previously scheduled vacation day.
ARTICLE 18-SICK LEAVE
18.1 Sick leave is earned by regular and trial employees at the rate of one(1)working day for
each month of completed service. An employee may not accumulate more than two
hundred forty(240)days 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 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.
18.I.1 Employees may transfer to vacation accrual the sixth (6'h)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 a last in first out basis,
Sheriff's•Administrative Staff Jefferson County Sheriff's Office
Ratified: Through December 31.2023
18.2 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 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.
18.3 Sick leave is not appropriate and will not be authorized for death in the employee's
family.(See Bereavement Leave.)
18.4 No employee shall receive compensation for unused sick leave greater than the amount
determined as a result of Section 18.5 subsection 2 at the time of retirement.
18.5 The County will make the following payment for sick leave.
I. 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.
18.6 Light Duty:
1. Light Duty shall be for the purpose of temporary assignment while a disabled
employee becomes able to resume full duties.
2. Light duty to be determined by the Sheriff, with concurrence of the physician.
The Employer shall give letter of request to physician of duties to be performed
on light duty so physician may verify what the Employee may or may not
perform.
ARTICLE 19-BEREAVEMENT LEAVE
19.1 Bereavement leave shall be authorized to permanent Employees for a maximum of three
(3)days to grieve the death of a member of the Employee's immediate family.
"Immediate family" is defined as follows: Spouse, parent, grandparent,child. grandchild,
brother,sister, mother-in-law, father-in-law, significant domestic partners and step
relations of the same degree.
19.2 Employees who have a death in their immediate family and who would have to travel 500
miles or more(one way) to attend such funeral shall be allowed two(2)additional days
with pay, for travel only.
ARTICLE 20—MILITARY LEAVE
20.1 Military Leave: Military leave will be granted in accordance with RCW 38.40.060.
Military leave shall he granted upon written application accompanied by a copy of bona
fide orders to temporary active or training duty. Military leave is paid time according to
applicable RCW and there shall be no loss of employee benefits.
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ARTICLE 21 —DRESS CODE
21.1 Employees must wear clothing that is appropriate to an office environment within the
profession of Law Enforcement and maintain a professional appearance while working
with the public. The Sheriff or designee may determine the appropriate attire.
ARTICLE 22-JOB INFORMATION
22.1 It is the Employer's responsibility to provide each employee,particularly upon hire, with
written information relevant to the job that the employee performs. This information
should include:
1. The job description for the position the employee fills or will fill;
2. Brochures and explanation of benefits as provided by appropriate agencies, to the
Employer with respect to insurance(medical,dental, vision, life insurance,etc),
retirement,and any other similar information relevant to the position;
3. A copy of the current Personnel Policy and all other personnel related policies,
either as a printed copy,or access to an electronic copy.
ARTICLE 23-HEALTH AND WELFARE,DENTAL&VISION
23.1 MEDICAL: The Employer shall pay into the Washington Teamsters Health and Welfare
Fund for Medical Plan B, for every Employee covered by this agreement who was
compensated for eighty(80) hours or more in the previous month. Said payment shall be
made on or before the 10th day of each month.
23.2.1 In addition to the basic Medical Plan B the following optional benefits shall be
provided: 9-month disability premium waver, Plan A $400/week additional STD
benefit, Plan B $15,000 additional employee Life= $1,500 AD&D insurance.
23.2 DENTAL: The Employer shall pay into the Northwest Teamsters Dental Trust, Plan B at
the amount required each month for each employee who was compensated eighty(80)
hours during the preceding month.The above payments shall be made to an authorized
administrative office by the 10th of each month.
23.2.1 Effective with December 2008 hours payable in January 2009, Plan B shall be
replaced with Dental Plan A on the same 85%, 15°0 cost sharing basis(see
Maintenance of Benefits).
23.3 VISION: The employer shall pay the Teamsters Vision Care Trust the amount required
for each employee who was compensated for eighty(80) hours or more during the
preceding month.
ARTICLE 24-MAINTENANCE OF BENEFITS
24.1 The County shall be responsible for 85%of the required contribution for the benefits
provided in Sections 23.1,23.2, and 23.3 with employees responsible for 15%of the
required contribution. The Trust Subscription Agreement is attached to this agreement.
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.
Sheriff's Administrative Staff Jefferson County Sheriffs Office
Ratified: Through December 31,2023
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24.2 The Parties agree that either party may open Articles 23, 24, 25 and 26 for the purposes
of renegotiation in the event of any adverse regulation or legislation, including any form
of tax imposed on health care plans,changing the existing County cost of providing
benefits to the Sheriff's Office Administrative staff or the Sheriffs Office Administrative
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 25-STATUTORY BENEFIT MANDATES
25.1 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.
25.2 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.
25.3 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 26—RESERVED ARTICLE
ARTICLE 27-SAVINGS CLAUSE
27.1 Should, any provisions of this agreement be found to be in violation of any Federal,State
or Local Law,all other provisions of this agreement shall remain in full force and effect
for the duration of this agreement.
27.2 The County reserves to itself all RCW 41.56 rights not conceded in this agreement.
27.3 The Union reserves to itself all RCW 41.56 rights not conceded in this agreement.
ARTICLE 28—LABOR MANAGEMENT COMMITTEE
28.1 Labor/Management: The Employer and the Union agree that during the life of this
Agreement there shall be a Labor/Management Committee consisting of individuals from
each party (not to exceed four(4) from each) to be designated, in writing, by each party
to the other. On a case-by-case basis, the parties may agree to additional representatives.
Meetings will be held as determined by the Committee at mutually agreeable times and
places so as to apprise the other of problems, concerns,suggestions,etc., related to the
operation, the work force and services offered, all to promote better understanding with
the other. A written agenda shall be established by the Human Resources Manager based
upon items submitted not less than three(3)days in advance of the meeting. Such
meetings shall not be for the purpose of initiating or continuing collective bargaining nor
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in any way to modify,add to,or subtract from this Agreement and such meetings shall be
exclusive of the grievance and arbitration procedures in the Agreement,as grievances
shall not be considered proper subjects at such meetings. Attendance by other on duty
employees is permitted as long as staffing needs are adequately met and with approval of
the Department Head. All Labor Management meetings shall exclusively be for
settlement purposes and as such,no evidence from such meetings shall be admissible to
any tribunal pursuant to Evidence Rule ER-408
ARTICLE 29-TERMINATION
29.1 This agreement shall be effective from date of approval through December 31,2023,
provided that either party may reopen same on the first of January of any year by giving
one hundred eighty(180)days' notice in writing prior to January i st.
SIGNED THIS DAY OF ,2022.
JEFFERSON COUNTY TEAMSTERS LOCAL#589
BOARD OF COMMISSIONERS
Heidi Eisenhour,Chair \ra- Fuller Secretary-Treasurer
APPROVED AS TO FORM
Greg Brotherton,Member
Philip C. Hunsucker, June 8, 2022
Chief Civil Prosecutor
Kate Dean, Member
ATTEST:
Jefferson County Clerk of the Board
Sheriffs Administrative Staff Jefferson County Sheriff's Office
Ratified: Through December 31,2623
Page-i7-
JEFFERSON COUNTY SHERIFF'S OFFICE
Uniform Support Services
January I,2018 through December 31,2021
APPENDIX"A"WAGES
A.l SHERIFF'S OFFICE ADMINISTRATIVE STAFF WAGE TABLE
Effective January 1,2022,and for the term of this agreement, for employees employed on the
date of ratification or effectiveness,whichever is later, the Pay Grades and rates of pay for each
Pay Grade covered by this Agreement shall be as follows:
SHERIFF'S ADMIN.WAGE TAKE (Reevaluated to CC II cvmgarabilltv).
gffect(ve Jen..2022•throuah Dec 2023
15%a Steps to v.UFCW wa. s
12..0.r 12 nG3rn 12 im*CA 17 maned 17 ann 7'MCC 12 anref .rorme 12 frolti 17 nor le ',7,, 7 3 17 RfFU11
1 2 3 4 fi 6 7 e s 10 11 12
`elf 2 Yi Y, 7 504 1.50% 1'X% 1 50% 7 2!/1' 2YA 2 30%
Administrative 21 73 22 27 2293 23.40 2399 24.59 2520 2513 2548 27 14
'NO% for wages In 2022 the wages are rtalgned with Court Clerk li to bring internal alignment
"WO L kw Wages in 2022 steps 1 5.2 are dropped and all staff receive one step advancement in addition to any'earned'steps that year
11rk le a minamurn of 2.S%leaerRM In this year
"r Nan' (aMktent with slather setulmMW wages are"Front Loaded'to provide minimum ash to employees.
111b Agre re pr.MM1 a 17.0%wept maltase consisting of realignment to CC II including 914 increase*a step Increase
Wages shall be retroactive for employees employed on adoption by the County for
Bargaining Unit work in 2022 by calculating such payment using the Year-To-Date
Bargaining Unit wages for 2022 paid prior to the effectuation of the new 2022 rates
multiplied by 15.4%. Note: Jan 2022 All employees below step 3 move to step 3 and
keep their current step date for steps in 2023. All employees in step 3 or above move up
one(1)step Jan 2022 and then receive an additional step, if available, on their normal
step date.
A,2 SHERIFF'S OFFICE ADMINISTRATIVE STAFF ASSIGNMENTS
In accordance with Section 7.6,there are general assignments made by the Sheriff, under
his/her prerogative to operate and manage the Department affairs in all respects in
accordance with lawful mandate. Assignments within the Classification of
Administrative Staff include combinations of assignments that are Administrative,
Evidence, Records, TAC and/or are related in nature.
Sheriff's Administrative Staff Jefferson County Sheriff's Office
Ratified: Through December 31,2023
Page•IR-
APPENDIX B-EMPLOYEE BILL OF RIGHTS
B.1 All employees covered by this agreement shall be entitled to the following procedural
protection.
B.2 In criminal matters an employee shall be afforded those constitutional rights available to
any citizens.
B.3 In matters relating to job performance,the following guidelines shall be followed:
B.3.I Before an interview the employee shall be informed of the nature of the matter in
sufficient detail to reasonably apprise him of the matter;
B.3.2 Any interrogation of an employee shall be at a reasonable hour preferably when the
employee is on duty unless the urgent needs of the investigation dictate otherwise.
Where practicable, interrogations shall be scheduled for the daytime;
B.3.3 Any interview shall take place at the Jefferson County Sheriffs Department, except when
.impractical. The employee shall be afforded an opportunity and facilities to contact and
consult privately with an attorney of his/her own choosing. A representative of the Union
may be present during the interrogation;
B.3.4 The questioning shall be reasonable in length and the employee shall be entitled to such
reasonable intermissions as s/he shall request for personal necessities, meals, telephone
calls and rest periods;
B.3.5 The employee shall be interviewed in a professional manner and shall not be threatened
with dismissal,transfer or other disciplinary punishment as a guise to attempt to obtain
his/her resignation;and
B.3.6 The Employer shall not require any employee covered by this Agreement to take or be
subjected to a lie detector test as a condition of continued employment.
Sheriff's Administrative Staff Jefferson County Sheriff's Office
Ratified: Through December 31,2023
Page I 9-
•
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 Sheriff Administrative Staff Teamsters. Local 589
Employer Name Labor Organization(Union)Name
PO Box 1220 PO 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 January 1 2022 to: December 31 2023
❑New Account ® Renewal Account No. Approximate No.of Covered Employees 4 _
INFORMATION CONCERNING EMPLOYER'S BUSINESS
Employer EIN(Tax ID No.)
Employer is: IP Public Entity ❑Corporation - State of ❑ Partnership ❑ Sole Proprietorship ❑ LLC
If Partnership or Sole Proprietorship,provide names of the owner or partners:
BENEFIT PLAN(,)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 B 0 C ❑Z S 1310 20
A-$30,000 Employee`$3,000 Dependent
Life AD&D ® B-$15,000 Employee/$1,500 Dependent $ 150000
❑ C-$5,000 Employee$500 Dependent
Weekly Time Loss ❑ E-$500 IN A-$400 ❑B-$300 ❑C-$200 ❑D-$100 $400 00
Disability Waivers ®Additional 9 months Disability Waiver of Contributions-Medical only $11 40
Domestic Partners ❑Domestic Partners Medical S
Dental Plan ❑A ❑� B ❑C $87 50
Domestic Partners Domestic Partners Dental $
Vision Plan EXT $17 10
Domestic Partners 0 Domestic Partners Vision S
Will there be any coverage changes before the Collective Bargaining Agreement's expiration?0 Yes❑Q 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 , 70 22 based on employment in the prior month
Important:Coveraee 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 play.
EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT
Upon expiration of the above-referenced Collective Bargaining Agreement, the Fmployer 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 Trutt f nerating,Guidelines as
amended by the Trustees from time to time. r ,
For Employer For Unionj, __. /4-
Title Assn Date Title Secretary Treasurer Date �/7
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 tong 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 AND CONSEOUENCES OF DELINQUENCY
Employer contributions are due no later than ten(10)days after the last day of each month for which contributions are due. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated
damages,interest,attorney fees,and costs incurred in collecting the delinquent amounts.
TRUSTEES'AUTHORITY TO DETERMINE TERMS OF PLANS
The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their
dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the
terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and
authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements, and other matters related to the
administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for
the purpose of cost containment,cost management,or changes in medical technology and treatment.
MECHANISM FOR HANDLING CONTRIBUTION INCREASES
The Trustees'authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and
to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability.
The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such
plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans,the
Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The
disposition of any excess employer contributions will be subject to the collective bargaining process.
ACCEPTANCE OF TRUST AGREEMENT
The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the
Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of
participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors.
Provided, however, that in the event that either Section 2 or 3 of Article 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/t5)
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT GUIDELINES
To participate in the Washington Teamsters Welfare Trust.the bargaining parties must complete a Subscription Agreement and file it
with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and
benefit information. See Trust Operating Guidelines for more detailed information.
I. The Subscription Agreement language may not be modified or altered.
2. A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining
agreement,which provides for participation under the Trust.
3. For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for
benefits consistent with Trust guidelines,must be submitted prior to the activation of the account.
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 Qolicv does not allow retroactive changes in contributions or benefits,
5. A new Subscription Agreement is required or each chance in benefits. If a collective bargaining agreement provides for benefit
changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement
and the changes take effect prior to the termination of the collective bargaining agreement,the bargaining parties are responsible
for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another
Subscription Agreement,either with the initial agreement or anytime prior to the effective date of the contribution rate changes for
the new benefits. Submission of a collective bargaining agreement by itself does not constitute formal notification of changes.
Meuse( In/'/c'te the!mire'iu/i rilrtinrt t,' 'COtL'nt and Ic'rtr Q//7krsr Guidch`urt lkyorra/uilin„to the 7'rust.Idmiuittrutirr(Mit'e;