HomeMy WebLinkAboutCollective Bargaining Teamsters 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: February 12,2024
SUBJECT: AGREEMENT and SUBSCRIPTION AGREEMENT re: Collective Bargaining
Agreement and Trust Participation for Jefferson County Public Works Department
Employees;January 1,2024 through December 31,2026;Teamsters Local No 589 and
Teamsters Welfare Trust
STATEMENT OF ISSUE:
The Teamster's Collective Bargaining Agreement covering Jefferson County Public Works Department expired
December 31,2023. A new Agreement was negotiated with the Teamster's. 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 January 24,2024 by
employees represented by Teamsters Local No 589.
FISCAL IMPACT:
- 12%general wage increase over three years,with a new step 8 added on January 1,2026.
- Wage scale changing from a 10 Step to a 7 Step system.
- Increase in increments between steps adjusted from 2.5%to 3.0%.
- Classification system change in Roads Maintenance and Solid Waste Divisions,creating Solid Waste Technician
career ladder and Road Maintenance Technician career ladder.
- Effective January 1, 2024,all employees move from Sick and Vacation to Personal Time Off(PTO).
- Two additional PTO floater days are provided each year effective January 1,2024.
Longevity pay: Employees shall receive the following annual longevity pay for completing the following years of
service:
• 30 years of employment$2,600
• 35 years of employment$3,000
• 40 years of employment$3,400
• 45 years of employment$3,800
Change in Call Back pay from guaranteed two hours and hours worked to guaranteed two hours plus hours
worked.
Merit pay increase of one step,upon supervisor and department director approval.
RECOMMENDATION:
Approve and sign the Collective Bargaining Agreement and the Subscription Agreement.
REVIE BY:
oZ
Mark McCaul , ounty Administrator Date
Page 1 of 1
CONTRACT REVIEW FORM Clear Form
(INSTRUCTIONS ARE ON THE NEXT PAGE)
CONTRACT WITH: Teamsters Local No 589 and Teamsters Welfare Trust Subscription Contract No: Teamster 589
Contract For: Collective Bargaining for JC Public Works Term: 01-01-24 through 12-31-26
COUNTY DEPARTMENT: Human Resource
Contact Person: Sarah Melanson
Contact Phone: 133
Contact email: Sarah E Melanson<SEMelancon@oo.jefferson.wa.us>
AMOUNT: increases to wages PROCESS: Exempt from Bid Process
Revenue: Cooperative Purchase
Expenditure: Competitive Sealed Bid
Matching Funds Required: Small Works Roster
Sources(s)of Matching Funds Vendor List Bid
Fund # RFP or RFQ
Munis Org/Obj ✓ Other:
APPROVAL STEPS:
STEP 1: DEPARTMENT CERTIFIES CO LI CE I HAJC �55. 0ND CHAPTER r42 RCW.
CERTIFIED: �■ N/A: 'S
Signature Dat
STEP 2: DEPARTMENT CERTIFIES HE P PROPOSED FOR CONTRACTING WITH THE
COUNTY (CONTRACTOR) HAS NOT EE D A D;FA
y NY FEDERAL, STATE, OR LOCAL
AGENCY.
CERTIFIED: ❑� N/A:
ature Date
STEP 3: RISK MANAGEMENT REVIEW(will be added electrongh Laserfiche):
Electronically approved by Risk Management on 2/6/2024.
STEP 4: PROSECUTING ATTORNEY REVIEW(will be added electronically through Laserfiche):
Electronically approved as to form by PAO on 2/7/2024.
STEP 5: DEPARTMENT MAKES REVISIONS & RESUBMITS TO RISK MANAGEMENT AND
PROSECUTING ATTORNEY(IF REQUIRED).
STEP 6: CONTRACTOR SIGNS
STEP 7:SUBMIT TO BOCC FOR APPROVAL
AGREEMENT
By and Between
JEFFERSON COUNTY
PUBLIC WORKS DEPARTMENT
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
Effective: January 1, 2024
To: December 31, 2026
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Jefferson County Public Works&Teamsters Local Union#589— CBA Date of Adoption to December 31,2026:
Ratified January 24,2024 Cover
TABLE OF CONTENTS
PREAMBLE............................................................................................................................ 1
ARTICLE 1 —RECOGNITION :............................................................................................ 1
ARTICLE2 - UNION DUES .................................................................................................3
ARTICLE 3—DEFINITIONS:...............................................................................................4
ARTICLE 4- LAYOFFS:.......................................................................................................4
ARTICLE 5 - SENIORITY, TRIAL PERIOD& PROMOTIONS:.......................................5
ARTICLE 6 - PROGRESSIVE DISCIPLINE:....................................................................... 6
ARTICLE? -GRIEVANCE PROCEDURE:..........................................................................6
7.1 OBJECTIVES.........................................................................................................6
7.2 TIME LIMITS:.......................................................................................................6
7.3 PARTIES RIGHTS AND RESTRICTIONS:......................................................... 7
7.4 STEPS IN THE GRIEVANCE PROCEDURE:..................................................... 7
7.4.1 Step#1:................................................................................................................... 7
7.4.2 Step#2.................................................................................................................... 7
7.4.3 Any settlement achieved......................................................................................... 7
7.4.4 Step#3 .................................................................................................................... 7
7.4.5 Board of Adjustment............................................................................................... 8
7.4.7 Step#4:................................................................................................................... 8
ARTICLE 8 -HOURS OF WORK AND OVERTIME.......................................................... 9
8.1 Workweek...............................................................................................................9
8.6 Compensatory Time:............................................................................................. 11
ARTICLE 9—CALL OUT/CALL BACK TIME:............................................................... 11
ARTICLE 10—MISCELLANEOUS PROVISIONS:........................................................... 11
ARTICLE11 - WAGES: ...................................................................................................... 12
ARTICLE 12 -LONGEVITY:.............................................................................................. 13
ARTICLE13 -HOLIDAYS:................................................................................................ 13
ARTICLE 14—Reserved Section:....................................................................................... 14
ARTICLE 15— RESERVED SECTION: ............................................................................ 14
ARTICLE 16—PERSONAL TIME OFF ............................................................................. 14
ARTICLE 17 -HEALTH AND WELFARE:....................................................................... 19
17.1 MEDICAL............................................................................................................ 19
17.2 DENTAL: ............................................................................................................ 19
17.3 VISION:................................................................................................................ 19
ARTICLE 18 -MAINTENANCE OF BENEFITS:.............................................................. 19
ARTICLE 19 -BEREAVEMENT LEAVE:.........................................................................20
ARTICLE 20- TIME OFF WITHOUT PAY........................................................................ 20
ARTICLE 21 - TERMINATION...........................................................................................20
APPENDIXA................................................................................................................................................22
A.1 Positions Not In A Career Track...................................................................................22
A.1.1 Step Advancement:................................................................................................22
A.1.2 Wages for Positions Not In a Career Track..........................................................22
A.2.1 Career Track Procedures.......................................................................................24
A.2.2 Step Advancement:...............................................................................................24
A.2.4 Out of Class Work:...............................................................................................24
A.3 Administration/Professional ........................................................................................26
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2026:
Ratified January 24,2024
Signature Doc Page 1 ofTOC
A.3.1 Wages Administration/Professional Career Tracks..............................................27
A.4 WAGE TABLES—Solid Waste.....................................................................................28
A.4.1 Wages Solid Waste Career....................................................................................28
A.5 Operations Positions.....................................................................................................30
A.5.1 Wages Operations Career Track...........................................................................30
A.6 WAGE TABLES—Parks Maintenance........................................................................32
A.6.1 Wages Parks Maintenance Career Track..............................................................32
A.7 WAGE TABLES—Technicians...................................................................................33
A.7.1 Wages Technician Career Track...........................................................................33
A.8 Designated Leads and Foreman....................................................................................34
A.8.1 Lead Position ........................................................................................................34
A.8.2 Foreman, Parks, Fields Maintenance Foreman, Solid Waste Foreman and ER&R Shop
Foreman 34
A.8.3 Communication Channels.....................................................................................34
APPENDIX B—TRANSITION TO REQUIRED CDL................................................................................35
APPENDIX C—MEDICAL INSURANCE"OPT OUT"—EMPLOYEE DEDUCTION NOT
AUTHORIZED..............................................................................................................................................37
APPENDIX D—MERIT INCREASE...........................................................................................................40
Jefferson County Public Works&Teamsters Local Union#589-- CBA Date of Adoption to December 31,2026:
Ratified January 24,2024
Signature Doc Page 2 of TOC
JEFFERSON COUNTY PUBLIC WORKS DEPARTMENT
January 1, 2024, through December 31, 2026
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.
The fundamental purpose of public employment is to provide the highest level of services to the citizens of
Jefferson County and this principle is the overarching guidance in administering the agreement.
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.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page t of43(including cover)
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, 16 and 17.
1.3.2 All benefits conferred by this contract shall be pro rata on the basis of hours worked to the
part-time employee in relation to 2,080 provided.
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-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 2 of 43(including cover)
shall be free dialogue to promote issue resolution. The furtherance of that objective and
pursuant to Washington State Court Rule of Evidence 408 (Wash. E.R. 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 include:
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(1.5x)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-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 3 of43(including cover)
ARTICLE 3 - DEFINITIONS:
DEFINITIONS: The following terms, as used in this contract, shall have the following meaning:
ANNUAL REVIEW DATE: Established twelve(12)months from the date an employee was hired
or promoted.
CALL BACK. When an employee is required and notified to return to work outside scheduled or
assigned work shift.
CLASSIFICATION: A specific family of like duties and responsibilities to which an employee is
assigned.
DEPARTMENT HEAD: The Director of Public Works or the Director of Central Services of the
County of Jefferson.
EMPLOYEE: Any Employee of the Jefferson County Public Works Department covered by this
Agreement.
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.
IMMEDIATE SUPERVISOR: The person,who assigns, reviews or directs the work of an
Employee.
LABOR RELATIONS ADMINISTRATOR—The County Administrator or designee.
REPRESENTATIVE:A person who appears on behalf of the Employee.
STAND BY. When an employee is assigned and required to be available to work or respond to job-
related duties during designated off-duty hours outside their usual assigned or approved work shift.
STEP ADVANCEMENT: Advancement from one step in a wage grade to the next higher step.
TIME IN GRADE: The length of time an employee has been assigned to a specific wage grade as
set out on the wage matrices.
WORKING DAY:A day the courthouse is open for business.
ARTICLE 4 - LAYOFFS:
4.1 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.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 4 of 43(including cover)
4.2 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.
4.3 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.
4.4 Seniority shall be determined based upon years of continuous service as an employee of the County.
Seniority shall be lost after thirteen (13)months(395 consecutive calendar days) in layoff status.
ARTICLE 5 - SENIORITY, TRIAL PERIOD & PROMOTIONS:
5.1 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.
5.1.1 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. -
5.1.2 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.
5.2 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.
5.2.1 Promoted Employees:
• Employees being promoted to a permanent higher classification shall have a minimum of
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 5 of43(including cover)
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 6 - PROGRESSIVE DISCIPLINE:
6.1 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.
6.2 Documentation of 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
documentation of an oral warning shall be deemed too old for the purpose of progressive discipline.
6.3 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 deemed too old for the purpose of progressive discipline.
6.4 All disciplinary action shall remain in the employees personnel file indefinitely and shall only be
used for progressive discipline as provided above.
6.5 Warnings that are deemed too old for progressive discipline are not admissible as evidence in any
disciplinary grievance.
6.6 Any paper that reflects unfavorably on the employee and which 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 7 - GRIEVANCE PROCEDURE:
7.1 OBJECTIVES:
To informally settle disagreements at the employee-supervisor wage grade; to provide an orderly
procedure to handle the grievance through each level of supervision;to correct, if possible,the
cause of the grievance to prevent future complaints;to promote harmonious relations among
employees,their supervisors,and Departmental Administrators;to assure fair and equitable
treatment of employees;to resolve grievances at the Departmental level before appeal to higher
levels.
7.2 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
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 6 of 43(including cover)
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.
7.3 PARTIES RIGHTS AND RESTRICTIONS:
A. A party to the grievance shall have the right to record a formal grievance meeting at the
expense of the requesting party.
B. An employee may have a Union representative present at all steps of the grievance
procedure.
C. Reasonable time in processing a grievance will be allowed during regular working hours for
the Shop Steward, with advanced supervisory approval.
D. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
E. Grievances of an identical nature, involving an alleged violation of the same Article,
section,etc., concerning the same subject matter, may be consolidated.
F. Confidential Communication. Any communication between a member of the Union and any
recognized Union representative regarding a potential or actual employee grievance will be
defined as confidential. Likewise, for communication with the Employer's representative.
7.4 STEPS IN THE GRIEVANCE PROCEDURE:
7.4.1 Step #1:
The employee/grievant 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,will promptly and verbally meet to discuss the complaint
with the employee/grievant's immediate non-Bargaining Unit supervisor. The supervisor will issue
a written decision on the complaint and deliver such decision to the grievant and representative
within twenty(20)days following the grievance meeting.
7.4.2 Step #2:
If the employee/grievant feels the immediate supervisor has not resolved the grievance,the
employee/grievant 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/grievant and their representative, if requested, within
twenty(20)working days from the date of the appeal receipt and attempt to settle the grievance. A
decision shall be made, in writing, by the Department Head and delivered to the grievant and their
representative within twenty(20)working days from the date of the appeal, or from the close of the
formal meeting, whichever is later.
7.4.3 Any settlement achieved in Steps 1 or 2 shall not 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.
7.4.4 Step #3:
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 7 of43(including cover)
If the employee/grievant feels the Department Head has not resolved the grievance,the
employee/grievant 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
employee/grievant intends to rely upon to support the grievance shall be included with the appeal.
The Commissioners, or their designee, shall hold a formal meeting with the employee/grievant and
their representative, if requested, within twenty(20)working days from the date of the appeal
receipt, and attempt to settle the grievance.
7.4.5 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 7.4.4, by mutual agreement the parties may
refer the grievance to a Board of Adjustment within twenty(20)working days.
7.4.6 The Board of Adjustment("the Board")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 the parties
cannot agree on a fifth member, or if the grievance is not referred to the Board,then Section 7.4.7
shall apply. Should the Board decide the matter, such decision shall be final and binding on the
Employer, Union and Employee/Grievant and Section 7.4.7 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.
7.4.7 Step #4:
Binding Arbitration: If the employee/grievant is not satisfied with the decision of the County
Administrator or designee, within twenty(20)working days after delivery of the County
Administrator's decision and the matter is not referred to"the Board"under Section 7.4.6 or no
decision is rendered under Section 7.4.6,the Union may submit the grievance to binding arbitration.
For purposes of arbitration,the parties agree to use the Federal Mediation and Conciliation Service
(FMCS)to provide a list of I I 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 record the
proceeding as their personal record of the hearing. Upon request the recording party will make a
copy of the recording 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 to prove 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 within that time, the
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 8 of43(including cover)
Arbitrator shall take written argument from each party and shall subsequently issue a decision upon
a remedy.
ARTICLE 8 - HOURS OF WORK AND OVERTIME:
8.1 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 ten(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.
8.1.1 9/80 Schedule
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 11:59 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(begins at to to to to to Worked
12:00 P.M.) 5:30 P.M. 5:30 P.M. 5:30 P.M. 5:30 P.M. 12:00 P.M. 40
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 day
to to to to to off(ends at Worked
4:30 P.M. 5:30 P.M. 5:30 P.M. 5:30 P.M. 5:30 P.M. 11:59 A.M.) 40
30-minlunch 30-min 30-min 30-min 30-min
start of period lunch lunch lunch lunch
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 9 of 43(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 shall
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 eight(8)hours with the remaining hour taken
from comp-time, vacation, PTO or leave without pay. If a 9/80 schedule is assigned by
Management, holiday pay will be at nine(9)hours if the holiday falls on a day when the employee
would have worked a nine-(9)hour day
8.1.2 In the administration of CBA benefits such as vacation, PTO 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 9/80 schedule.
8.1.3 At all times the Employer may return employees working a 9/80 schedule to a schedule
provided for in Article 8 of the CBA upon 30(thirty)days' notice or immediately in the event of
emergent circumstances.
8.2 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.
8.3 Shift Work: Rates for shift work shall be as listed below.
8.3.1 Unless considered shift work as defined under Article 8.3.2 or except as allowed under Article
8.2 or Article 8.3.5, 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 ''/2).
8.3.2 The Department shall retain the right to create and assign shift work including but not limited
to shifts such as an"early shift", "swing shift", or"night shift". Shift work may include assignment
between the hours of 6:00 p.m. and 6:00 a.m. and work on Saturdays and/or Sundays. Shifts shall
consist of five(5) consecutive days(or four(4)consecutive days if the crew is on a 4/10 schedule)
or a 9/80 schedule and shall be assigned at least twenty four(24)hours in advance for the full shift
period of five(5)or four(4)days, or a 9/80 schedule,to be considered shift work.
8.3.3 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.
8.3.4 Shift differential shall not be applied in conjunction with 1 '/2 premium pay. Any employee
eligible to receive 1 '/2 premium pay under Article 8 or Article 9 shall have such premium pay
calculated based upon the employee's regular straight-time pay.
8.3.5 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 one dollar and fifty cents
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 10 of 43(including cover)
($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.
8.4 Any Employee completing any one of the above shifts and requested to return to work shall be
entitled to Call Back under Article 9. Employees shall be paid overtime after forty(40)hours as
required by Federal Law.
8.5 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.
8.6 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 9 — CALL OUT/ CALL BACK TIME:
9.1 CALL OUT/CALL BACK: An employee required to report for duty after leaving work at the
completion of their assigned shift shall be guaranteed two (2)hours call back time plus actual hours
worked. Call Back time is 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 %2) for the hours
worked outside the employee's assigned shift.
9.2 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 10 —MISCELLANEOUS PROVISIONS:
10.1 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 Solid
Waste facilities.
10.1.1 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.
10.1.2 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.
10.2 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 all cost not covered by Article 18
benefits of obtaining such DOT required physical examination.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 11 of43(including cover)
10.3 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.
10.4 The County and Union have agreed to a CDL program set out in Appendix B attached hereto.
ARTICLE 11 - WAGES:
11.1 Whenever this agreement requires a wage increase, such wage increase shall be effective the first
day of the month in which the adjustment occurs.
11.1.1 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.
11.1.2 Prior to effectuating any reductions permitted in 11.1.1 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.
11.2 The grade and step (wage matrix)for all positions covered in the agreement are provided in
Appendix A.
11.2.1 Wages:
• Effective the first pay period in 2024 Steps 3, 4,and 5 will be dropped in the wage tables;
steps will be renumbered beginning from Step 1 through Step 7.
o For purposes of restructuring of the wage table all employees in Steps 3,4, and 5
shall be placed in New Step 1 and shall have a new anniversary date of January 1 for
future steps. Employees in Steps 6 through 12 will be placed in the New Step having
the same wage rate as the employee currently earns.
o Step increments will change from 2.5%to 3%between steps.
o Upon completion of above,there shall be a general wage increase of 8%to all wages
in the table.
• Effective on January 1, 2025 the wage table shall be increased by 2%.
• Effective on January 1, 2026,the wage table shall be increased by 2%and a new Step 8 will
be added to the wage table applying the same differential as between Step 6 and 7 to Step 7
and the new Step 8.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 12 of 43(including cover)
NOTE: Final rounding by payroll result in no more than a 2¢ change from the Table
amounts.
ARTICLE 12 - LONGEVITY:
12.1 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
12.2 The below Longevity schedule is effective the 1 st Pay Period of January, 2024, and shall be added
to the above table.Any employee receiving a better benefit shall retain same until the below will
provide a better benefit.
(6) Thirty years employment.............$2,600.00
(7) Thirty-five years employment......$3,000.00
(8) Forty years employment...............$3,400.00
(9) Forty-five years employment.......$3,800.00
12.3 The amounts in Article 12 are for an 8 hour/40 hour day/week. Lesser work days/weeks will be
prorated.
ARTICLE 13 - HOLIDAYS:
13.1 The following days shall be considered holidays.
New Year's Day January 1
Martin Luther King, Jr's Birthday 3rd Monday in January
Presidents Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day First Monday in September
Veteran's Day November 1 Ith
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day Fri. following Thanksgiving
Christmas Day December 25th
One(1) floating holiday
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 13 of 43(including cover)
13.2 Employees working on a holiday shall receive time and one half(1 %)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.
13.3 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.
13.4 The floating holiday is to be determined by mutual agreement between the employee and the
Employer,with seven(7) days advance notice.
13.5 Compressed and Alternate Work Week Schedules: The following shall apply to Employees who are
assigned by management to work an alternate work schedule: Employees on a 4 x 10 schedule shall
be paid ten(10)hours holiday pay when a holiday falls during said schedule; employees on a 9/80
work schedule shall receive either nine(9)hours holiday pay or eight(8)hours holiday pay when a
holiday falls during said schedule A floating holiday taken by an employee on an assigned shift shall
be administered as other Holidays as provided in §13.1.
If a 9/80 or other schedule is proposed by the employee as a flex time request, and if said schedule is
approved by Management,holiday pay will be at eight(8)hours with the remaining time taken from
vacation, PTO or leave without pay as per Article 8, § 8.1.1c.
ARTICLE 14 - RESERVED SECTION:
14.1 Effective January 1, 2024,Article 14 and all subsections shall be void and all employees shall have
Personal Time Off(PTO)benefits as contained in Article 16.
ARTICLE 15 - RESERVED SECTION:
IS-1 Effective January 1, 2024,Article 15 and all subsections shall be void and all employees shall have
Personal Time Off(PTO)benefits as contained in Article 16.
ARTICLE 16- PERSONAL TIME OFF
Effective January 1, 2024, Article 14 Sick Leave and Article 15 Vacations shall be void and all employees
shall have Personal Time Off(PTO). PTO shall be implemented as outlined below:
Section 1 —Personal Time Off(PTO)
The personal leave benefit system is an alternative leave accrual system for employees to use for vacation,
illness or injury, and personal business. It combines the standard paid leave accrual system (i.e. vacation,
sick leave and floating holidays) into one flexible, personal time-off system. Employees will be eligible to
earn and use PTO as described in this policy.
Section 2 —Purpose
The PTO system is established to provide greater flexibility to employees in managing their time off
benefits and to allow greater accumulation of paid time off.
Section 3 —Affected Parties
All regular full time and part time County employees under this Agreement shall be enrolled in this
personal time off benefit(PTO)system.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 14 of 43(including cover)
Section 4 —Accrual
The amount of PTO an employee receives each year increases with the length of their employment as
shown in the following schedule:
* PTO Yearly Maximum hours earned per
Completed Accrual straight time hour of PTO Bank
Months of Maximum Hours employment. (PTO is earned Maximum
Employment /(days) hourly and posted monthly.) Hours/(days)
0 thru 36 168/ 21 0.0808 280/ 35
37 thru 60 192/ 24 0.0923 320/ 40
61 thru 120 216/ 27 0.1038 360/ 45
121 thru 180 240/ 30 0.1154 400/ 50
181 thru 240 264/ 33 0.1269 440/ 55
241 thru 300 264/ 33 0.1269 480/ 60
301+ 264/(33) 0.1269 520/(65)
* Calculated based on a standard scheduled work week of 40 hours, maximum 2,080 hours
yearly.
Employees working less than full time will accrue PTO on a prorated basis based on hours worked.
All employees shall receive two(2) floater PTO days of 8 hours each January 1st of the calendar year. The
floater PTO days must be used during the calendar year and cannot be carried over to the next year. For an
employee working less than full time, amount of floater PTO will be based on FTE.
Section 5—Procedures
5.1 - PTO Use and Minimum Increment
PTO shall be used for all authorized leave provisions pursuant to the Collective Bargaining
Agreement(CBA).
5.2 - PTO Use During an Employee's Trial Period
Accrued leave may be used during the trial period with request by the Employee and
approval by the Supervisor and Department Head.
5.3 -PTO Usage Request
Employees are to request their PTO time off at the first of the year and if too many
employees request PTO for the same time, PTO will be established using seniority as the
determining factor. PTO schedules are to be filed only in the office of the Supervisor.
5.4 PTO time is to be worked out between the Supervisor and the employee. PTO may be taken
at any time during the year with the welfare of the job being the determining factor.
Employees may split their PTO into as many parts as is mutually agreed upon between
employee and the Public Works Director.
5.5 Employees who transfer from one department to another shall retain their original
hire date,for purposes of annual PTO eligibility.
5.6 Employees using PTO for an unscheduled absence must contact their supervisor no less than
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 15 of 43(including cover)
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.
5.6.1 If an employee is using PTO for an extended, unscheduled period of time an
employee may be requested to furnish proof of ability to return to work, including
documentation from an attending health care provider. See also §7.
5.7 PTO Banking and Cash Out
The employee may bank and carry forward any accrued PTO up to the Maximum PTO
Bank(see the schedule in the table in Section 4). Upon separation of employment for any
reason,the employee will be cashed out for unused PTO not to exceed the PTO maximum
pursuant to the table in Section 4, except that in the event an employee's accrued PTO
balance exceeds the Maximum PTO Bank due to extenuating circumstances,an employee
may submit to their Department Director a written request to be cashed out for the excess
PTO, with a statement documenting the extenuating circumstances. If all or a portion of the
request is recommended for approval by the Director,the request and the Director's written
recommendation will then be submitted to the County Administrator for possible approval.
In no event shall the PTO cash out exceed the sum of the PTO Bank Maximum plus the
PTO Yearly Accrual Maximum, both as listed in the table in Section 4.
5.8 - PTO Bank
Accrued PTO shall be credited to the employee's PTO bank up to the maximum allowed.
Unless the employee has requested in writing and received approval to carry over excess
accrued PTO pursuant to Section 5.7, any accrued PTO which exceeds this authorized bank
limit will be credited to the employee's Catastrophic Sick Leave Bank. When the employee
uses accrued PTO and brings the available amount below the maximum cap pursuant to the
table in Section 4, accrual to the PTO bank will begin again.
5.9- PTO Carry Over
An employee may submit a written request to their Departmental Director for approval to
carry over five(5)days of PTO in excess of the authorized bank limit, due to circumstances
beyond their control or when planning a significant vacation and/or event. Employee
requests to carry over more than five (5)days of PTO in excess of the authorized bank limit,
must be approved by the employee's Departmental Director and submitted in writing to the
County Administrator for approval. The request must be submitted in writing as early as
possible to the projected vacation date and any approved carry over of PTO must be used
within the first six months of the following calendar year or within the timeframe as
determined by the County Administrator. Any approved carry over of PTO which is not
used within the authorized time frame shall be credited to the employee's PTO Catastrophic
Sick Leave Bank.
5.10 - PTO Catastrophic Sick Leave Bank
An employee's PTO Catastrophic Sick Leave Bank shall only be accessible to the employee
accruing the bank, and access shall only be allowed when all other paid leave, compensatory
time, sick leave, or other Employer provided financial benefits are exhausted.
1. Maximum Accrual -The maximum accrual in the PTO Catastrophic Sick Leave
Bank is 960 hours(120 days).
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 16 of 43(including cover)
2. County Sick Leave Bank-Days accrued in the employee's PTO Catastrophic Sick
Leave Bank may be donated to the County-wide sick leave bank per Resolution 79-
94.
3. Separation from Employment: Upon separation from employment any accrual left in
the employee's PTO Catastrophic Sick Leave Bank is forfeited.
5.11- PTO Cash Out
PTO is paid at the employee's base pay rate(computed as an hourly rate) at the time of use
or cash out, consistent with Section 5.7 -PTO Banking and Cash Out, above.
5.12- PTO Use During Illness or Injury or Workplace Injury
The use of PTO due to illness, injury or workplace injury shall follow the provisions of the
County Personnel Administration Manual as per Section 7 of the CBA.
5.13 - Conversion from Standard Paid Leave Accrual System to PTO
When an employee converts to the PTO System their paid leave balances will be handled as
follows:
5.13.1 Unused Sick Leave: Any sick leave an employee accrued under the standard sick
leave system before enrolling in the PTO system will be banked in a separate Sick Leave
account for the employee's benefit. When an employee is sick they may use their accrued
PTO or their unused sick leave in their sick leave bank. Sick leave shall be used as follows:
a.To receive sick leave, an employee must either be sick or disabled or have a scheduled
health care appointment.
b. 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.
c. 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.
d. 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 must be used for
illness, injury, or disability.
e. Sick leave is not appropriate and will not be authorized for death in the employees'
family.
E The County will make the following payment for sick leave:
1. Upon an employee's death,the employee's estate shall be paid twenty-five percent
(25%)of such accumulated sick leave.
2. Upon disability or retirement,the employee shall be paid twenty-five percent(25%)of
such accumulated sick leave.
3.If employment is terminated other than by death, disability,or retirement, no portion of
such accumulated sick leave shall be paid. There is no cash out if an employee resigns or
leaves employment with the County.
g. 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
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 17 of 43(including cover)
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.
h. Light Duty: The Parties acknowledge their responsibilities under ADA and RCW.
i. The employee will use the Sick Leave designation on their time sheet if the time is to be
taken from their sick leave bank.
5.13.2 Unused Vacation Leave: Any vacation leave an employee accrued under the standard
system will be converted to PTO when the employee enters the PTO system.
5.14 PTO for Current Employees
Once an employee enters the PTO system the employee will not be authorized to return to
the standard paid leave accrual/use system unless the PTO system is no longer offered.
5.15 PTO for New Employees
The PTO system shall be applied to all new employees hired.
Section 6—Responsibilities
Employees under the PTO System will be responsible for managing the use of their PTO accrual to ensure
that they have paid leave time available for all appropriate time off uses. Employees will need to be
mindful of their PTO balance to assure that they have a balance available to cover traditional sick leave
uses including their own illness/injury, medical or dental care, as well as the same uses for their dependents
and eligible family members. Eligible family members include child(biological, foster, adopted or step),
spouse,registered domestic partner, parent, grandparent, grandchild, and sibling.
Section 7—Provisions of Chapter 6,Section 5.0 and 6.5 Apply
All of the provisions of the currently adopted Chapter 6, Section 5.0 and Section 6.5 of the County
Personnel Administration Manual or any future version of these sections that is adopted by the County
regarding the use of accrued sick leave and Family Medical Leave, shall apply to the use of PTO when it is
used for illness, injury or medical reasons.
7.1 PTO Designated as Family Medical Leave(FMLA):
Employees and their Supervisors must identify and report in a timely manner the nature of
the use of any PTO hours to be designated as FMLA for a qualified illness, injury, maternity
leave, or other qualified use.
7.2 Time Sheets:
The designation of 202 will be used for time to be used from a PTO Bank and the
designation of 242 will be used for time that is eligible to be Family Medical Leave (FMLA)
on County time sheets.
7.3 An employee who is collecting Workers Compensation time loss benefits shall not receive
PTO 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 PTO 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.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 18 of 43(including cover)
Section 8—Catastrophic Sick Leave Bank Balances
When an employee's accrued PTO hours reach the maximum allowed, further accrual will be credited to
the employee's PTO Catastrophic Sick Leave Bank at the end of each year, unless carry over has been
granted pursuant to Section 5.7. The Payroll Services Manager in the Auditor's Office will be responsible
for oversight of the accrual, use, and tracking all individual employee PTO Catastrophic Sick Leave Bank
balances.
Section 9—Application and interpretation of this Appendix D-Personal Time Off(PTO)
Whenever there is a need to interpret Appendix D—Personal Time OFF(PTO)the policy and procedures
adhered to under the Jefferson County Personnel Administration Manual shall be the determining factor.
ARTICLE 17 - 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 17 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.
17.1 MEDICAL:
Effective the 10t'of the month following the month of ratification based on the prior month's
compensated 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).
17.1.1 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.
17.2 DENTAL:
Effective the 10'h of the month following the month of ratification based on the prior month's
compensated 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.
17.3 VISION:
Effective the 10t'of the month following the month of ratification based on the prior month's
compensated hours,the employer shall pay the Teamsters Vision Care Trust(see attached
Subscription Agreement.)
17.4. 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 18. The offset is $59.85 per month.
ARTICLE 18 - MAINTENANCE OF BENEFITS:
18.1 The County shall be responsible for 85%of the required contribution for the benefits provided in
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 19 of 43(including cover)
Sections 17.1, 17.2 and 17.3 with employees responsible for 15%of the required contribution.
See also Section 17.4 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. Provided, however, any employee who properly executes Appendix C "Notice that
Employee Deduction Not Authorized"shall for the period of time that the appropriate Trust only
requires the County to pay 85%of the total contribution and the Trust does not require the
employee 15%to be remitted to the Trust, such employee, who has properly executed Appendix
C, shall not be obligated for the 15%employee responsibility notwithstanding the County
contribution of 85%. Provided further, if and only if the trust fund requested the County to pay the
full 100%of the contribution rate it is then agreed that all employee responsibilities under this
section are"wage rate reductions"to provide for Bargaining Unit medical coverage.
18.2 The Parties agree that either party may open Article 17 for the purposes of renegotiation in the
event of any adverse regulation or legislation, including any form of tax imposed on health care
plans, changing the existing County cost of providing benefits to the Public Works Bargaining
Unit Contractual cost of retaining benefits. This section does not apply to the normal historic
changes in cost associated with Plan Trustee action establishing contributions based on utilization.
ARTICLE 19 - BEREAVEMENT LEAVE:
19.1 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.
19.2 As used in this paragraph,the term immediate family is defined as follows: spouse, parent,
grandparent, child, grandchild, sibling, and step-relations or in-laws of the same degree or
relationships arising by adoption, fostering or domestic partnerships.
19.3 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.
19.4 Upon adoption by the County Bereavement Leave shall be governed by the County policy in effect
upon adoption of this CBA.
ARTICLE 20 - TIME OFF WITHOUT PAY:
20.1 Employees may take leave without pay as provided in Ch. 6, Section 6.4 of the County Personnel
Manual.
ARTICLE 21 - TERMINATION:
11 .1 This Agreement shall be effective from date of adoption unless an earlier date is stated within
through December 31,2026.
Signatures follow
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 20 of 43(including cover)
SIGNED AT PORT TOWNSEND, WASHINGTON this day of 2024.
Jefferson County Commissioners TEAMSTERS LOCAL 589
JEFFERSON COUNTY WASHINGTON
Kate Dean, Chair Robert �„Dfis QI-I, S'ecretary Treasurer
Date: _ 1 y
Hcidi Eisenhour, Member TTT---TTT
Greg Brothcrton, Member
Approved as to Form
ATTEST �! February 7,2024
Philip C. Hunsucker, Chief Civil Deputy
Prosecuting Attorney
Carolyn Gallaway, CIVIC
Clerk of the Board
JelIcrson County Public Works&Icamsters Local t mon 0589 - January 1.2024 to December 31 2026
Ratified January 26,2024
Signature DOC Page 21 of43(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
Al-A Architectural Projects Planner
A 1-B Development Review Planning Project Coordinator
A 1-C Right of Way Representative
Al-D Architectural Projects Coordinator
A 1-E Human Resources/Grants Analyst
Al-F MRW Coordinator
Al-G Solid Waste Coordinator
Al-H Traffic Sign Technician
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 employee's 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
1/1/2024
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
8.000%
Architectural Projects Planner Al-A 41.35 42.59 43.87 45.19 46.55 47.96 49.40
Development Review Planning
Project Coordinator Al-B 41.35 42.59 43.87 45.19 46.55 47.96 49.40
Right of Way Representative Al-C 41.35 42.59 43.87 45.19 46.55 47.96 49.40
Architectural Projects
Coordinator A 1-D 39.65 40.85 42.08 43.35 44.65 46.00 47.38
HR/Grants Analyst Al-E 36.47 37.57 38.70 39.87 41.07 42.31 43.58
MRW Coordinator Al-F 36.47 37.57 38.70 39.87 41.07 42.31 43.58
Solid Waste Coordinator Al-G 36.47 37.57 38.70 39.87 41.07 42.31 43.58
Traffic Sign Technician Al-H 31.21 32.15 33.12 34.11 35.14 36.20 37.29
Hadlock Sho Administrator Al-I 26.57 27.37 28.20 29.06 29.93 30.84 31.77
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 22 of 43(including cover)
A.1.2 Wages for Positions Not in a Career Track
1/1/2025
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.000%
Architectural Projects Planner Al-A 42.18 43.45 44.75 46.10 47.49 48.92 50.39
Development Review Planning
Project Coordinator AI-B 42.18 43.45 44.75 46.10 47.49 48.92 50.39
Right of Way Representative Al-C 42.18 43.45 44.75 46.10 47.49 48.92 50.39
Architectural Projects
Coordinator Al-D 40.45 41.67 42.93 44.22 45.55 46.92 48.33
HR/Grants Analyst Al-E 37.20 1 38.33 39.48 40.67 41.90 1 43.16 44.46
MRW Coordinator Al-F 37.20 38.33 39.48 40.67 41.90 43.16 44.46
Solid Waste Coordinator Al-G 37.20 38.33 39.48 40.67 41.90 43.16 44.46
Traffic Sign Technician Al-H 31.84 32.80 33.79 34.80 35.85 36.93 38.04
Hadlock Shop Administrator Al-I 27.11 27.92 28.77 29.65 30.53 31.46 32.41
1/1/2026
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.000%
Architectural
Projects Planner Al-A 43.03 44.32 45.65 47.03 48.44 49.90 51.40 52.95
Development
Review Planning
Project
Coordinator AI-B 43.03 44.32 45.65 47.03 48.44 49.90 51.40 52.95
Right of Way
Representative Al-C 43.03 44.32 45.65 47.03 48.44 49.90 51.40 52.95
Architectural
Projects
Coordinator A I-D 41.26 42.51 43.79 45.11 46.47 47.86 49.30 50.78
Human
Resources/Grants
Analyst AI-E 37.95 39.10 40.27 41.49 42.74 44.03 45.35 46.72
MRW Coordinator Al-F 37.95 39.10 40.27 41.49 42.74 44.03 45.35 46.72
Solid Waste
Coordinator AI-G 37.95 39.10 40.27 41.49 42.74 44.03 45.35 46.72
Traffic Sign
Technician AI-H 32.48 33.46 34.47 35.50 36.57 37.67 38.81 39.98
Hadlock Shop
Administrator AM 27.66 28.48 29.35 30.25 31.15 32.09 33.06 34.06
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 23 of 43(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 employee's 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(I )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 one hundred-eighty(180)days of the denied step
advancement.
A.2.3 Career Track Advancement:
The allocation of"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 I to
II, or 11 to III, or III to IV 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
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 24 of 43(including cover)
during employee absences and job vacancies and as part of the Employers obligation to provide
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— January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 25 of 43(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
A3-13 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
A34 Engineering Technician III
A3-K Engineer I
A3-L Engineer II
A3-M Engineer III
A3-N Engineer IV*
1/1/2024
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 tep 7
3.0% 1 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
8.00%
Administrative I A3-A 20.64 21.27 21.92 22.58 23.26 23.96 24.68
Administrative II A3-B 22.77 23.46 24.18 24.91 25.67 26.44 27.24
Administrative III A3-C 25.10 25.86 26.64 27.44 28.27 29.12 30.00
Administrative Assistant A3-D 26.36 27.16 27.98 28.82 29.69 30.59 31.51
Bookkeeper I A3-E 23.52 24.23 24.96 25.72 26.50 27.30 28.12
Bookkeeper II A3-F 26.99 27.80 28.65 29.51 30.40 31.31 32.25
Bookkeeper III A3-G 30.49 31.41 32.36 33.33 34.34 35.37 36.44
Engineering Technician I A3-H 26.49 27.29 28.11 28.96 29.83 30.73 31.66
Engineering Technician 11 A3-1 28.30 29.15 30.03 30.94 31.86 32.83 33.82
Engineering Technician III A3-J 30.48 31.40 32.35 33.32 34.33 35.36 36.43
Engineer I A3-K 30.49 31.41 32.36 33.33 34.34 35.37 36.44
Engineer II A3-L 36.82 37.93 39.08 40.26 41.47 42.72 44.00
Engineer III A3-M 41.62 42.87 44.17 45.49 46.87 48.28 49.74
Engineer IV A3-N 43.70 45.02 46.38 47.77 49.21 50.69 52.21
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 26 of 43(including cover)
A.3.1 Wages Administration/Professional Career Tracks
1/1/2025
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Administrative I A3-A 21.06 21.70 22.36 23.04 23.73 24.44 25.18
Administrative II A3-13 23.23 23.93 24.67 25.41 26.19 26.97 27.79
Administrative III A3-C 25.61 26.38 27.18 27.99 28.84 29.71 30.60
Administrative Assistant A3-13 26.89 27.71 28.54 29.40 30.29 31.21 32.15
Bookkeeper I A3-E 24.00 24.72 25.46 26.24 27.03 27.85 28.69
Bookkeeper II A3-F 27.53 28.36 29.23 30.11 31.01 31.94 32.90
Bookkeeper III A3-G 31.10 32.04 33.01 34.00 35.03 36.08 37.17
Engineering Technician I A3-H 27.02 27.84 28.68 29.54 30.43 31.35 32.30
Engineering Technician 11 A3-I 28.87 29.74 30.64 31.56 32.50 33.49 34.50
Engineering Technician III A34 31.09 32.03 33.00 33.99 35.02 36.07 37.16
Engineer 1 A3-K 31.10 32.04 33.01 34.00 35.03 36.08 37.17
Engineer II A3-1- 37.56 38.69 39.87 41.07 42.30 43.58 44.88
Engineer III A3-M 42.46 43.73 45.06 46.40 47.81 49.25 50.74
Engineer IV A3-N 44.58 45.93 47.31 48.73 50.20 51.71 53.26
1/1/2026
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Administrative I A3-A 21.49 22.14 22.81 23.51 24.21 24.93 25.69 26.47
Administrative 11 A3-B 23.70 24.41 25.17 25.92 26.72 27.51 28.35 29.21
Administrative III A3-C 26.13 26.91 27.73 28.55 29.42 30.31 31.22 32.16
Administrative Assistant A3-13 27.43 28.27 29.12 29.99 30.90 31.84 32.80 33.79
Bookkeeper I A3-E 24.48 25.22 25.97 26.77 27.58 28.41 29.27 30.15
Bookkeeper II A3-F 28.09 28.93 29.82 30.72 31.64 32.58 33.56 34.57
Bookkeeper III A3-G 31.73 32.69 33.68 34.68 35.74 36.81 37.92 39.06
En ineerin Technician I A3-H 27.57 28.40 29.26 30.14 31.04 31.98 32.95 33.94
Engineering Technician II A3-I 29.45 30.34 31.26 32.20 33.15 34.16 35.19 36.25
Engineering Technician III A34 31.72 32.68 33.66 34.67 35.73 36.80 37.91 39.05
Engineer I A3-K 31.73 32.69 33.68 34.68 35.74 36.81 37.92 39.06
Engineer II A3-1- 38.32 39.47 40.67 41.90 43.15 44.46 45.78 47.16
Engineer III A3-M 43.31 44.61 45.97 47.33 48.77 50.24 51.76 53.32
Engineer IV A3-N 45.48 46.85 48.26 49.71 51.21 52.75 54.33 55.96
Jefferson County Public Works&Teamsters Local Union 4589-- January 1,2024 to December 31,2026
Ratified January 26,2024
Signature DOC Page 27 of 43(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
A4-13 Laborer
A4-C Reserved, A4-D SW Operator I A4-E SW Operator 11
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.
Effective on January 1, 2024, the above will be replaced as follows: 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 1/1/2024)
A4-A Solid Waste Technician I
A4-13 Solid Waste Technician II
A4-C Solid Waste Technician III
A4-D Solid Waste Technician IV
A4-E Solid Waste Operations Coordinator
A.4.1 Wages Solid Waste Career
11112024
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
8.00%
SW Technician I A4-A 22.77 23.46 24.18 24.91 25.67 26.44 27.24
SW Technician II A4-13 25.10 25.86 26.64 27.44 28.27 29.12 30.00
SW Technician III A4-C 27.67 28.51 29.37 30.26 31.17 32.11 33.09
SW Technician IV A4-D 29.04 29.91 30.82 31.75 32.71 33.69 34.71
SW Operations Coordinator A4-E 36.23 37.32 38.44 39.60 40.79 42.02 43.28
11112025
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
SW Technician I A4-A 23.23 23.93 24.67 25.41 26.19 26.97 27.79
SW Technician II A4-13 25.61 26.38 27.18 27.99 28.84 29.71 30.60
SW Technician III A4-C 28.23 29.09 29.96 30.87 31.80 32.76 33.76
SW Technician IV A4-D 29.63 30.51 31.44 32.39 33.37 34.37 35.41
SW Operations Coordinator A4-E 36.96 38.07 39.21 40.40 41.61 42.87 44.15
Jefferson County Public Works&Teamsters Local Union#589-- January I,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 28 of 43(including cover)
AAA Wages Solid Waste Career, cont.
11112026
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
SW Technician I A4-A 23.70 24.41 25.17 25.92 26.72 27.S1 28.35 29.21
SW Technician II A4-B 26.13 26.91 27.73 28.55 29.42 30.31 31.22 32.16
SW Technician III A4-C 28.80 29.68 30.56 31.49 32.44 33.42 34.44 35.48
SW Technician IV A4-D 30.23 31.13 32.07 33.04 34.04 35.06 36.12 37.21
SW Operations Coordinator A4-E 37.70 38.84 40.00 41.21 42.45 43.73 45.04 46.40
A.4.2 In addition to the provisions of A.2 above, recruitment to Grade III and IV shall be by
objective testing for skill and competency.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,202&
Ratified January 26,2024
Signature DOC Page 29 of 43(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
A5-13 Laborer
A5-C Operator I
A5-D Operator II
A5-E Operator III
A5-F Area Road Supervisor
Effective January 1, 2024, the above will be replaced as follows: There are five (5)wage grades of Road
Maintenance Operations positions in the Public Works Department. Individual job duties are outlined in the
job descriptions for each wage grade:
Grade Position Title (Effective on l/l/2024)
A5-A Road Maintenance Technician I
A5-13 Road Maintenance Technician II
A5-C Road Maintenance Technician III
A5-D Road Maintenance Technician IV
A5-E Area Road Supervisor
A.5.1 Wages Operations Career Track
11112024
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
8.00%
Road Maintenance Technician I A5-A 22.76 23.45 24.16 24.90 25.65 26.43 27.23
Road Maintenance Technician II A5-13 25.10 25.86 26.64 27.44 28.27 29.12 30.00
Road Maintenance Technician III A5-C 27.67 28.51 29.37 30.26 31.17 32.11 33.09
Road Maintenance Technician IV A5-D 29.04 29.91 30.82 31.75 32.71 33.69 34.71
Area Road Supervisor A5-E 36.23 37.32 38.44 39.60 40.79 42.02 43.28
11112025
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Road Maintenance Technician I A5-A 23.22 23.92 24.65 25.40 26.17 26.96 27.78
Road Maintenance Technician II A5-13 25.61 26.38 27.18 27.99 28.84 29.71 30.60
Road Maintenance Technician III A5-C 28.23 29.09 29.96 30.87 31.80 32.76 33.76
Road Maintenance Technician IV A5-D 29.63 30.51 31.44 32.39 33.37 34.37 35.41
Area Road Supervisor A5-E 36.96 38.07 39.21 40.40 41.61 42.87 44.15
Jefferson County Public Works&Teamsters Local Union#589-- January I,2024 to December 31,202&
Ratified January 26,2024
Signature DOC Page 30 of 43(including cover)
A.5.1 Wages Operations Career Track cont.
11112026
Job Title Glade Step 1 Stop 2 Stop 3 Stop 4 Step 5 Step 6 Step 7 Step 8
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Road Maintenance Technician I A5-A 23.69 24.40 25.15 25.91 26.70 27.50 28.34 29.20
Road Maintenance Technician II A5-B 26.13 26.91 27.73 28.55 29.42 30.31 31.22 32.16
Road Maintenance Technician III A5-C 28.80 29.68 30.56 31.49 32.44 33.42 34.44 35.48
Road Maintenance Technician IV A5-D 30.23 31.13 32.07 33.04 34.04 35.06 36.12 37.21
Area Road Supervisor A5-E 37.70 38.84 40.00 41.21 42.45 43.73 45.04 46.40
A.5.2 In addition to the provisions of A.2 above, recruitment to Grade III and IV shall be
by objective testing for skill and competency.
A.5.3 An Employee assigned to tree falling/climbing/topping shall receive a fifteen percent
(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-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 31 of 43(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
A6-13 Parks Maintenance II
A6-C Parks Maintenance III
A.6.1 Wages Parks Maintenance Career Track
1/1/2024
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
8.00%
Parks Maintenance I A6-A 23.33 24.03 24.76 25.5 26.27 27.06 27.88
Parks Maintenance 11 A6-B 25.71 26.49 27.29 28.11 28.96 29.83 30.73
Parks Maintenance III A6-C 28.34 29.20 30.08 30.99 31.93 32.89 33.88
1/1/2026
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Parks Maintenance 1 A6-A 23.80 24.52 25.26 26.01 26.80 27.61 28.44
Parks Maintenance 11 A6-B 26.23 27.02 27.84 28.68 29.54 30.43 31.35
Parks Maintenance III A6-C 28.91 29.79 30.69 31.61 32.57 33.55 34.56
1/1/2026
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Parks Maintenance I A6-A 24.28 25.02 25.77 26.54 27.34 28.17 29.01 29.89
Parks Maintenance II A6-13 26.76 27.57 28.4 29.26 30.14 31.04 31.98 32.94
Parks Maintenance III A6-C 29.49 30.39 31.31 32.25 33.23 34.23 35.26 36.32
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-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 32 of 43(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
A7-13 Technician II
A7-C Technician III
A.7.1 Wages Technician Career Track
1/1/2024
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
8.00%
Mechanic/Technician I A7-A 27.23 28.05 28.89 29.77 30.67 31.59 32.55
Mechanic/Technician II A7-B 29.28 30.17 31.08 32.02 32.98 33.97 35.00
Mechanic/Technician III A7-C 31.65 32.60 33.58 34.60 35.64 36.71 37.82
1/1/2025
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Mechanic/Technician I A7-A 27.78 28.62 29.47 30.37 31.29 32.23 33.21
Mechanic/Technician II A7-B 29.87 30.78 31.71 32.67 33.64 34.65 35.70
Mechanic/Technician III A7-C 32.29 33.26 34.26 35.30 36.36 37.45 38.58
1/1/2026
Job Title Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0%
2.00%
Mechanic/Technician I A7-A 28.34 29.20 30.06 30.98 31.92 32.88 33.88 34.90
Mechanic/Technician II A7-B 30.47 31.40 32.35 33.33 34.32 35.35 36.42 37.52
Mechanic/Technician III A7-C 32.94 33.93 34.95 36.01 37.09 38.20 39.36 40.55
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 4589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 33 of 43(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, Fields Maintenance Foreman, Solid Waste
Foreman and ERR Shop Foreman - 12.5%Premium Pay Differential: In addition
to base duties, supervises a geographic roads area and Roads staff used in that area, Parks
and Fields Maintenance and Operations and staff employed in Parks and Fields Maintenance
and Operations, Solid Waste Operations and staff employed in Solid Waste or ER&R Fleet
Management and staff employed in Fleet Management. 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-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 34 of 43(including cover)
APPENDIX B - TRANSITION TO REQUIRED CLASS A CDL
Public Works Class A CDL License Requirement and Training Program.
I. All employees classified as Road Maintenance Technician III or Solid Waste Technician III or an
assigned(Mechanic)Technician III or upon becoming Classified as such shall possess or obtain a
Class A CDL Driver's License.
II. When an employee is classified as Road Maintenance Technician II or Solid Waste Technician II
or an assigned Mechanic Technician I or 11, has a minimum six(6)months of experience in that
position and does not have a Class A CDL the County may consider a request by an eligible
employee for CDL training under the following circumstances:
l. Employees currently classified as Road Maintenance Technician II or Solid Waste Technician II
may apply for opportunities to attend a Class A CDL training class when the opportunity is
advertised by Management.
2. Management will determine at its sole discretion when to advertise an opportunity to attend a CDL
training class after considering factors such as the following:
• Class availability,
• Current staffing sufficient for the Department to perform necessary work in the temporary
absence of an employee attending a Class A CDL training class;
• Current and/or projected future number of employees with a Class A CDL being sufficient
for the department to perform necessary work;
• Budgeted training funding; and,
• The presence of current employees who meet the requirements herein who have
demonstrated a high level of performance, attitude and aptitude in their current grade and
who are recommended for such opportunities by the Foreman or Supervisor.
3. Management will determine who is the most qualified applicant for the Class A CDL training class
and is not required to select candidate if, in the sole opinion of Management, no applicants have
demonstrated sufficient performance, attitude, aptitude, skill and merit.
4. The following procedure shall apply to an employee selected to attend a CDL Class A training
class:
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 employee's current 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. Employee must receive prior approval for any overtime.
g. 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-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 35 of43(including cover)
5. It is recognized that the process described herein is not considered a promotion, but rather an
opportunity for employer-funded training. The Class A CDL an employee obtains through this
opportunity may be used as part of that employee's qualification for advancement to a higher grade
in the employee's career track but is not a guarantee of the employee obtaining the required
performance, skill and merit to advance to a higher grade.
6. 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 Class A once entered into the program.
b. The employee leaves County CDL Class A 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. 66% is repaid if less than 2 years of CDL employment is achieved.
3. 33%is repaid if less than 3 years of CDL employment is achieved.
4. No repayment is required if CDL employment exceeds 3 years of CDL
employment.
7. Upon adoption of the CBA by the County,current employees who have signed a Class A CDL
Training Contract will complete new CDL Training Contracts to be Administered under terms of
this new CBA.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 36 of 43(including cover)
APPENDIX C - MEDICAL INSURANCE "OPT OUT" - EMPLOYEE
DEDUCTION NOT AUTHORIZED
Jefferson County Public Works&Teamsters Local Union#589— January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 37 of 43(including cover)
Ntl/� NORTHWEST Se23E+ AwnusE
Seattle,WA WA 9 llat02.33t3
l r ADMINISTRATORS,INC. (206)32/490o
(NO)726J20t tax
WAS11rNGT0N TF, MSTFKS WF:LFAKF,TRUST
NOTICR'I HAT EMPLOYEE PAYROLL DEDUCTION NOT AUTHORIZED
Employer Name:_Jefferson Count WA-public Works Account No.: 106000o
Employee Name: Social Security 9: xxt-Ix-
Effective Date: Worked Hours(MonlhiVear)
Coverage Month(MonthNear)
Section II U of the Test Outing Guidelines states:
If,under the maintenance of benefits provisions of a collective bargaining
ag"mmt,employee wages are impacted,the agreement may provide either that
wages are to be reduced to provide for the funding ol'contrtbulions to the Trust or
that contributions may be deducted from employcc wages for this purpose. Wherc
the collective bargaining agreement provides for deduction from wages,any
employee in the bargaining unit who objects to the required deduction shall be
treated as declining coverage beginning with the month 1'or which the deduction for
full maintenance of benefits is required The emp'oyer shall remain obligated to
continue its monthly contributions to the Trust on behalf of the employee,without
regard to employee's deduction decision. Such employee shall not be permitted to
be covered for benefits under the Trust frvm such date of interrupted coverage until
the carlicrof(a)twelvc(12)months after such First month ofmquiredcontributions
or(h)the date provided under LRISA Section 701(1)(internal Revenue Code
Section 9901(f))for return to coverage through special enrollment in the event of
such employee's lossofother group health plan coverage or acquisition afa
dependent through marriage,birth.adoption,or placement for adoption.
The current collective bargaining agreement indicates that the required contributions to the
Trust being made by the employer ure broken down as follows
Medical Dental Vision Lifr I ime loss
Contribution Per subsc►iptlon agreement Employer _a%—
Fmpioycc 15%
Total 100%
Contributions include fife and Accidental&Dismemberment insurance. Lime Lens benefus,
disability waivers,extensions.and benefits,ctc.
The named employee declines a weae deduction for the above employee contribution by
his or her signature an page 2 of this form.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 38 of 43(including cover)
Page 2 of 2
The named employer and employee understand and agree:
• That the employee's declination of the employee contribution(s)as indicated on the
first page of this forth shall be treated as declining coverage beginning with the month
for which the total contribution to provide for full maintenance of benefits is not made
• Declination of employee contributions includes declination of all benefits of the declined
plan(s)for the employee and all eligible family members,including but not limited to
healthcare benefits(medical,dental,vision,prescription drug),Life insurance,Accidental
Death&Dismemberment insurance,disability extensions, I'ime Loss benefits(including
I.ong'I'crm Disability benefits,if any),C013RA continuation coverage,and self pay
options.
• The employer remains obligated to continue its employer portion of the monthly
contributions to the Trust on behalf of the employee,without regard to employee's
deduction decision.
• Such employee shall not be permitted to be covered for benefits under the Trust from such
date of interrupted coverage until the earlier of(a)twelve(12)months after such first
month of required contributions or(b)the date provided under ERISA Section 701(0
(Intemal Revenue Code Section 9801(0)for rctum to coverage through special enrollment
in the event of such employee's loss of other group health plan coverage or acquisition of
a dependent through marriage,birth,adoption,or placement for adoption
• In the event of a special enrollment event within twelve(12)months after coverage has
been declined,the employer must begin making the proper employee payroll deduction
and remit the full required contribution. ITte employer and employee must also notify the
Trust of the special enrollment event by completing and returning the proper form
available from the Trust Office before coverage will be reinstated.
For Jefferson County WA
Employer Signature Date
Print Name
Employee Signature Date
Employee Declining Coverage
Print Name
Mail completed form to: Washington Teamsters Welfare Trust
Attn:Accounting& Eligibility
2323 Eastlake Avenue E.
Seattle,WA 98102
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 39 of 43(including cover)
APPENDIX D - MERIT INCREASE
Effective January 1, 2024, Supervisors and Department Directors shall have the ability to award an
employee,who has a minimum of two years of service in their current position, a one-time wage increase
of one(1)additional step increase based on skills, ability, and a written evaluation. Employees will be
eligible to receive one(1)additional step bump per classification. Employees will be eligible for an
additional one-time step bump if they move to a higher classification and requalify at the higher
classification. If an employee receives an additional step based on merit that date shall be the employee's
step anniversary date for all subsequent twelve-month anniversary step adjustments. The employer will
provide a copy of the written notice to the employee of their step award. The awarding of a merit increase
in Appendix D is discretionary with the County and shall not be subject to any grievance.
Jefferson County Public Works&Teamsters Local Union#589-- January 1,2024 to December 31,2026:
Ratified January 26,2024
Signature DOC Page 40 of 43(including cover)
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 Public Works Department Teamsters Union Local 589
Employer Name Labor Organization(Union)Name
623 Sherdian Street P.O. Box 4043
Address Address
Port Townsend WA 98368 Port Angeles WA 98363
City State Zip Code City State Zip Code
COLLECTIVE BARGAINING AGREEMENT
The parties' Collective Bargaining Agreement is in effect from: 1/1/2024 to; 12/31/2026
❑New Account 0 Renewal .--Account No. 106000 Approximate No.of Covered Employees 52
INFORMATION CONCERNING EMPLOYER'S BUSINESS
Employer EIN(Tax ID No.)
Employer is: Q Public Entity ❑Corporation - State of ❑ Partnership ❑ Sole Proprietorship ❑ LLC
If Partnership or Sole Proprietorship,provide name/s of the owner or partners:
BENEFIT PLAN(S)DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom
the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and
their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust
Operating Guidelines which by this reference are made a part hereof.)
COVERAGE IN BARGAINING AGREEMENT (For renewals,list all coverages,not just changes) Monthly Rate
Medical Plan A ■ B C ❑ Z $1451 80
A-$30,000 Employee/$3,000 Dependent
Life AD&D ❑■ B-$15.000 Employee/S1,500 Dependent $4.40
❑C-$5,000 Em to ee/$500 Dependent
Weekly Time Loss ❑E-$500 X A-$400 ❑B-$300 C-$200 D-$100 $18.00
Disability Waivers Additional 9 months Disability Waiver of Contributions- Medical only $11.40
Domestic Partners Domestic Partners—Medical S
Dental Plan ❑A 0 B C $87.50
Domestic Partners F1 Domestic Partners—Dental $
Vision Plan ■ EXT $17.10
Domestic Partners 0 Domestic Partners—Vision $
Will there be any coverage changes before the Collective Bargaining Agreement's expiration?❑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 . 20 24 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 May.
EXPIRATION OF COLLECTIVE BARGAINING AGREEMENT
Upon expiration of the above-referenced Collective Bargaining Agreement,ahe Employer agrees to continue to contribute to the
Trust in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the
Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating
Guidelines,or one party notifies the other in writing(with a copy to the Trust)of its intent to cancel such obligation five(5)days
after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust
upon the failure to execute this or any future Subscription Agreement or to co ply with th rust Oper tin idelines as
amended by the Trustees from time to time. � p s
For Employer For Union f1�T
Title Assn Date Title Secretary-Treasurer Date