HomeMy WebLinkAboutBargaining Agreement amendment 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: October 14, 2024
SUBJECT: AGREEMENT, Technical Amendment 24-01 to the Agreement By and
Between Jefferson County and Fraternal Order of Police/Jefferson County
Sheriffs Office Uniformed Support Services (FOP/JCSOUSS)Aug 1,2024
through Dec 31,2027)
STATEMENT OF ISSUE:
During the course of Collective Bargaining Agreement(CBA) administration in 2024 the Union requested
the uniform allowance for FOP/JCSOUSS Employees match the uniform allowance provided to JCSO Patrol
Employees in accordance with Article 20 Uniform Allowance, Subsection 20.8.1.
ANALYSIS:
The current and prior CBAs with FOP/JCSOUSS included language that stated
• the Uniform allowance for Corrections Officers would match that of JCSO Patrol Employees as
they carry out similar job functions and wear the same uniform; and
• in the event of future increases to the JCSO Patrol Employee's uniform allowance,the
agreement may be reopened at the request of the Association for purposes of discussing an
increase to the uniform allowance. (CBAs between Jefferson County and FOP/JCSOUSS 2022-
2024 and 2024—2027).
The Patrol Employee uniform allowance increased from $875 to $1,000 on January 1, 2022. The
FOP/JCSOUSS requested the $1,000 allowance from January 1, 2022 in accordance with the CBAs.
FISCAL IMPACT:
The analysis conducted of Corrections Officers employed since January 1, 2022 indicate that the cost to
effectuate this Article of the CBA is $4,479.09.
RECOMMENDATION:
Approve and sign Amendment 24-01 between Jefferson County and FOP/JCSOUSS increasing the uniform
allowance from$875 to $1,000 in accordance with the Collective Bargaining Agreement.
REVIEW BY:
Mark McCauley unty Administrator Date
Page 1 of 1
CONTRACT REVIEW FORM Clear Form
(INSTRUCTIONS ARE ON THE NEXT PAGE)
CONTRACT WITH: FOP/JCSOUSS Contract No: FOPIJcsousS Amid 1 2024
Contract For: Collective Bargaining Agreement,Amend No. 1 Term: Aug 1, 2024 - Dec 31, 2027
COUNTY DEPARTMENT: Human Resources
Contact Person: Sarah Melancon
Contact Phone: x 133
Contact email: semelancon@co.jefferson.wa.us
AMOUNT: nla 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 C , P ANC WITH CC .080 AND CHAPTER 42.23 RCW.
CERTIFIED: ■] N/A: Li pC•rJ d
-"'7—,9igKarure Date
STEP 2: DEPARTMENT CERTIFIE THE PERSON POSED FOR CONTRACTING WITH THE
COUNTY (CONTRACTOR) HAS NIT BEEN RRED B FEDERAL, STATE, OR LOCAL
AGENCY.
CERTIFIED: � N/A: -
Signature Date
STEP 3: RISK MANAGEMENT REVIEW(will be added electronically through Laserfiche):
Electronically approved by Risk Management on 10/8/2024.
STEP 4: PROSECUTING ATTORNEY REVIENN (will be added electronically through Laserfiche):
Electronically approved as to form by PAO on 10/10/2024.
Negotiated through Collective Bargaining Agreement.
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
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MEMORANDUM OF AGREEMENT 24-01
BY AND BETWEEN
JEFFERSON COUNTY,WA(Employer)
AND
FOP/JCSOUSS EMPLOYEE ASSOCIATION
A. The Employer and Association are Parties to a Collective Bargaining Agreement (CBA)
which will expire on December 31, 2027;and,
B. During the course of CBA administration in 2024 the Union requested the uniform
allowance be brought into compliance with Article 20, Subsection 20.8.1; and,
C. Pursuant to Section 20.8.1 the Parties have conferred and agreed to amend the Uniform
Allowance provisions.
NOW THEREFORE IT IS AGREED:
1. The County recognizes the 2024—2027 CBA §§ 20.8.1 currently reads:
20.8.1 In recognition of the fact the JCSOUSS employees carry out similar job functions
and wear the same uniform as JCSO Patrol Employees, the uniform allowance for
JCSOUSS Employees should match the uniform allowance provided to JCSO Patrol
Employees in the JCSO Patrol Contract. In the event of any future increases to the JCSO
Patrol Employees' uniform allowance, the agreement may be reopened at the request of
the Association for purposes of discussing an increase to uniform allowance.
2. The County recognizes the 2022—2024 CBA §§ 20.8.1 stated:
20.8.1 In recognition of the fact the JCSOUSS employees carry out similar job functions
and wear the same uniform as JCSO Patrol Employees, the uniform allowance for
JCSOUSS Employees should match the uniform allowance provided to JCSO Patrol
Employees in the JCSO Patrol Contract. In the event of any future increases to the JCSO
Patrol Employees' uniform allowance, the agreement may be reopened at the request of
the Association for purposes of discussing an increase to uniform allowance.
3. The County recognizes the 2022 — 2024 CBA between Teamsters Local No 589 and
Sheriffs Office Commissioned Deputies Article 23 Uniforms §§ 23.3 states:
23.3 ...Effective January 2022 the$875.00 regular uniform allowance shall become
$1,000....
4. The County will provide the difference from the$875 already reimbursed to current
JCSOUSS employees (or the amount pro-rated in accordance with the CBA)to $1,000(or
the amount pro-rated in accordance with the CBA) in accordance with the attached matrix
(Attachment A) identifying the amount to be paid to the employee for the uniform allowance
the month after approval by the Board.
5. This MOA 24-01 shall be effective as of the date of adoption by the County.
6. All other terms and conditions of the 2024-2027 CBA shall be in full force and effect with
the Parties reserving the right to make such further amendment as they shall mutually
agree.
APPROVED AND ADOPTED this _day of 2024.
Jefferson County Commissioners
JEFFERSON COUNTY WASHINGTON JCSOUSS EMPLOYEE ASSOCIATION
1 �
Kate Dean,Chair le Moo ssociation President
JCSOUSS Employee Association
Date: I cU
Heidi Eisenhour
Greg Brotherton Doug Lus ,Labor Specialist,FOP
Date: 10 3 ' Z U zy
Date - - - ----
ATTEST: Approved as to Form:
44 I .1d for_ 10/10/2024
flip C. Hunsucker
Chief Civil Deputy Prosecuting Attorney
Date:
Clerk of the Board
Carolyn Gallaway,CMC
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AGREEMENT
by and between
JEFFERSON COUNTY
and
JCSOUSS Employee Association
Covering
JEFFERSON COUNTY SHERIFF'S OFFICE
UNIFORMED SUPPORT SERVICES
For the period
from Date of Adoption through December 2027
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TABLE OF C.ONTENT
ASSOCIATION MmNmGEM6mUNBn'm/'KowS.----------. ----------------------------'2
mnw'DmSCmIa4NwATImN —� ---' ' --- —� ........ ........... .... .... '—. . ..........................2 '
ASSOCIATION AND EMPLOYEES RIGHTS........................................................................................... 3 �
PERSONNELRECORDS................................................................................................................................................................
SENIORITY AND eB/1Iry ................. ..... — ' -- ' ' — �' ' ----- ..................................
HOURSOF WORK...... .................................................................................................................................... . . .. .. . ____ 6
OVERTIMEuOMnENxano~................................................................................................................................................—.8
RETURNTD WORK/CALL BACK...............................................................................................................................8
OvertimeScheduling ...............................................................................................................................................9 �
COMP-TIME, ' --...................................
----_--------_----_� —�
JURYDUTY............................................................................................................................................................................. ...\I
GRIEVANCEPBcCEDcRE.............................................. .......... ———.—.............— ............................................ ........11
WAGES........................— ' ------m
LONGEVITY................................................................................... .......... .... ....................................................................—|6
HOLIDAYS..........................................................'.... .' .... —. ' —. ' ------_-- —'--'|0
VACATIONS.................................................. ' ' . ' ' '-- .— .................................................|7
SICK LEAVE-------. ' —. — ' ' ........................|9
BEREAVEMENTLEAVE...................................................................................................................................... ' .20
MILITARYLEAVE........................................ ' — . .......................................................2z
UNIFORMS.................. ' ' —' � ... ................2i
JOB Nw;OxMaNON '—.............. ----- ............ .... .... —� -- -� —� ' .....zz
HEALTHAND WsLFaRE--......................................................................... .................... ...... .............. — ...........— . —%2
MAINTENANCE wp0IEmEFm*.................. -- ...........................................J3
mmmr/xmw*o ( w — .........................24
|ERx4|\Aoxr` -- ' —�-----'-----— — ---'Jm
APPENDIX* w^AGE TABLES................................................................................................................................................26
WageRate Changes and Payments........................................................................................................................27
AnimalControl Officer......... ................................................................................................ ... .............................2r
[o°trn Room Operator..........................................................................................................................................J8
DEFERREDCOMPENSATION................................................................................................ ............ ................ ... 28
ADDITIONAL[OmwPE9VSAn[N—.................... .......................... ........... .................................................................28
r7oPay — ................ .................................................................................. . ... ....... ............... ....................38
PhoneCalls Off Duty..........................................................................................................................................28
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INITIAL UNIFORM/EQUIPMENT ISSUE......................................................................... ...... ... .__...................................30
APPENDIX C EMPLOYEE BILL OF RIGHTS........................................................................................ .. ......... .......31
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AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
UNIFORMED SUPPORT SERVICES
and
JCSOUSS ASSOCIATION
Date of adoption through December31,2027
This document constitutes an agreement between the Sheriffs Office of JEFFERSON COI,'N'I'Y,
a political subdivision of the State of Washington (Employer or County) and Jefferson County
Sheriffs Office Uniformed Support Services, Port Townsend, Washington (JCSOUSS or
Association)as represented by the Fraternal Order of Police(FOP).
ARTICLE 1. RECOGNITION
1.1. The Employer recognizes the Association as represented by the Fraternal Order of Police
(FOP), the exclusive designated representative for all bargaining unit Employees that are
regular, full time Uniformed Support Service employees in the Sheriffs Office for the
purpose of collective bargaining with respect to wages, hours and other conditions of
employment. Part time and Provisional employees and Clerk Hire in Animal Services
shall not be Bargaining Unit members and shall not be covered by this Agreement for any
purpose.
ARTICLE 2. ASSOCIATION SECURITY
2.1. Association Membership-No employee in the bargaining unit shall be required to become
a member of the Association as a condition of employment. It is recognized that the
Association is required both under law and under this Agreement to represent all of the
employees in the bargaining unit fairly and equally without regard to whether or not the
employee is a member of the Association.
2.2. Payroll Deduction - The Employer shall make deductions for Association dues in the
amount certified by the Association Secretary from the wages of each employee in the
bargaining unit who executes a properly written authorization, and such deductions, plus
an additional County payment of a $100.00 administrative fee, shall he remitted each
month to the Association. See Appendix D.
2.3. 2.3 An employee may cancel their payroll deduction of dues and/or service fees by
written notice to the Employer and the Association on the appropriate Association
cancellation forms. The cancellation will become effecti%a on the second payroll after
receipt of the notice.
2.4. The Association shall indemnify, defend and hold the Employer harmless against any
claims made and against any suit instituted against the Employer on account of any check-
off of dues for the Association and/or any action taken by the Employer related to Section
2.1 above. The Association shall refund to the Employer any amounts paid in error on
account of the check-off provision upon presentation of proper evidence thereof. If a
dispute arises.the mechanism for resolution provided under RCW 41.56 will be followed.
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2.5. It is agreed the Sheriff's temporary assignment of Road Deputies to perform Bargaining
Unit work in the interest of supplementing Bargaining Unit staff or for the preservation of
other JCSO Department employment shall not be a violation of this agreement provided
such assignment does not supplant Bargaining Unit employees. Likewise, the temporary
assignment of the Bargaining Unit employees to other JCSO duties is not precluded
provided there shall be no reduction in any employee's pay by such temporary assignment.
ARTICLE 3. ASSOCIATION MANAGEMENT RELATIONS
3.1. All collective bargaining with respect to wages, hours, and working conditions of
employment, shall be conducted by authorized representatives of the Association and
authorized representatives of the Employer.
3.2. Agreements reached between the parties of this agreement shall become effective only
when signed by designated representatives of the Association and the Employer. It is
understood and agreed that the County possesses the sole right to operate the Sheriffs
Office in order to properly carry out the functions of county government and that all
management rights rest with the County except as may be specifically restricted by this
document.
3.3. All conditions of employment provided by County Policy not superseded by this
Agreement with its past practices shall apply to unit employees.
3.4. The Parties recognize the inherent Rights of Management to manage the affairs of the
Employer; however, in the exercise of such Management Rights, the administration of
discipline after trial period is satisfactorily completed shall only be for just cause.
3.4.1. Nothing in this Agreement precludes non-unit Supervisors from performing
Bargaining Unit work so long as Bargaining Unit members are not supplanted by the
work of supervisors.
3.5. Wherever the term Sheriff shall appear in this document as the granting authority that term
shall include the Sheriff's authorized designee as appropriate to the context of the
provision of the Agreement requiring authorization.
ARTICLE 4. NON-DISCRIMINATION
4.1. The parties agree that there will be no discrimination against any employee because of
their race, sex, age, religion, color or ancestry, in the administration or application of the
terms of this agreement. Claimed violations of this sub-Article 4.1 shall not be subject to
Article 13, Grievance Procedure, but must be resolved I adjudicated in other appropriate
forums.
4.2. No employee covered by this agreement shall be discriminated against because of
membership in the Association or lack thereof, or activities on behalf of the Association;
provided, however, that such activity shall not be conducted during working hours or he
allowed in any way to interfere with the Employer's operations.
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ARTICLE 5. ASSOCIATION AND EMPLOYEE'S RIGHTS
5.1. The Employer and employees mutually agree to treat each other with respect and in a
professional manner complying with Jefferson County policies and procedures.
5.2. An Employee acting within the limits of the authority established by the Employer, who
is injured during the performance of assigned duties, shall report all injuries within that
shift to the appointing authority.
5.3. Duly authorized representatives of the Association shall be permitted access to the
properties of the Employer at reasonable times for the purpose of observing working
conditions and transacting Association business; provided, however, that the Association
Representative first secures approval from a designated Employer Representative and that
no interference with the work of Employees or the proper operation of the Employer shal I
result.
5.4. The Employer agrees to provide bulletin board space for posting of official Association
notices which shall be signed by a responsible agent of the Association.
5.>. The Association shall be permitted to use SheritT's Office facilities for regular and special
meetings of the Association,provided that such use must be pre-authorized by the Sheriff,
and provided that such meetings do not intertere with the business of the Sheriff's Office
5.6. ASSOCIATION CHAIR: For the purposes of this Agreement,the Chair of the JCSOUSS
Labor Committee shall have responsibilities and privileges, in addition to those;addressed
in other Articles of this Agreement, as conferred by RC W 41.56 for union officials.
5.6.1. Association Business While On-Duty:
5.6.1.1. The Chair shall be permitted to conduct Association business while on-duty,
provided that such business does not interfere with his or her duties or
responsibilities as an employee generally, when not actively required to attend
to Jail population/work responsibilities.
5.6.1.2. The Chair may, when necessary, use pre-approved on-duty time for the
purpose of addressing complaints, aiding JCSOUSS employees who require
representation during disciplinary or grievance proceedings, or ascertaining
whether the conditions of this Agreement are being complied with by both
parties. Such requests when made shall not unduly be denied.
5.6.1.3. The Chair has a right to be present at any and all bargaining and negotiating
meetings with the County's representatives. If such a meeting occurs during the
Chair's regularly scheduled shift, the Employer will release the Chair to attend
the meeting, without any loss of pay provided there are no coverage issues
arising from the Chair's absence from duty. Such requests when made shall not
unduly be denied.
5.7. Two (2) association representatives may be released from duty in the jail if normal
coverage permits to participate in bargaining if such bargaining is scheduled during the
representatives' regular working hours. if bargaining continues beyond the
representatives' work hours compensation shall not be earned.
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5.8. Employees have the right to seek the assistance of the FOP and Association according to
RC'W 41.56. Employer has the right to seek the assistance of its Labor Relations
Representative according to RCW 41.56.
ARTICLE 6. PERSONNEL RECORDS
6.1. All personnel records in the County's control are confidential to the extent provided by
law. The parties hereto recognize that effective management requires the maintenance of
records regarding an Employee's career development. These record..may accompany an
Employee through succeeding administrators. To ensure that the doctrine of fairness is
applied with respect to these records, the following procedure will be adhered to:
6.1.1. Whenever any item is entered into or removed from an Employee's personnel file,
a copy of same shall be provided to the Employee. Failure to provide a copy to the
employee at the time the item becomes part of the employee's record renders such
item VOID.
6.1.2. Any item that reflects unfavorably on the employee and will be retained in a
personnel record, shall be initialed by the employee. The employee's initials are not
an admission of guilt but verification that they have seen it and it is an item that was
put in a record. If the employee refuses to initial the document, management shall
note such and put the document in the personnel file. Failure to provide the item to
the employee for signature renders the item VOID and it shall be removed from the
employee's file and destroyed per employee election pursuant to Section 6.2.3.
6.1.3. In the case that an item reflects unfavorable upon an Employee,the Employee shall
be allowed an opportunity to respond(up to ninety (90)calendar days)to the content
of the item,in writing,and the Employee's response shall be included in the personnel
file, and one copy shall be provided to the Local Association. Failure to permit an
employee response or to staple the response to the unfavorable item renders the item
VOID.
6.1.4. Each Employee shall be allowed access to his/her personnel records for review of
its contents at reasonable times and upon reasonable notice. Employees shall be
permitted to add explanations, exceptions or comments regarding any item in the
record and may staple their insertion to the relevant document so long as no damage
is done to the file content.
6.1.5. The Employer through the supervisor, shall take measures to assure that,within the
bargaining unit, only legitimate supervisory and administrative personnel and the
Employee have access to the employee's personnel record, and that no information
verbally or in writing be released from the employee's personnel records unless
written permission by the employee has been given, by court order. or through Public
Disclosure whereupon the employee shall he notified of the request and the requestor.
6.1.6. All discipline letters and complaints shall remain as part of the personnel file and
expire after two (2) years from the date of the letter or action, unless they remain
active due to an ongoing progressive disciplinary action. Expired records shall be so
noted including the date of expiration. Expired records may not and shall not be used
as a condition precedent to any future disciplinary action.
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6.2. In administering this Article, it is agreed that:
6.2.1. Each employee file maintained by the Sheriff shall include a record of when the
employees file was accessed and by whom in the manner established by the Sheriff.
6.2.2. Employees who access their file as provided herein anti who identify documents in
their file not conforming to this Article 6 shall request the Sheriff remove from their
file such documents that are nonconforming.
6.2.3. Any document removed from an employee's personnel file shall be delivered in a
sealed envelope to the employee who shall sign a receipt for same, if requested.
ARTICLE 7. SENIORITY AND ABILITY
7.1. Seniority according to this agreement shall consist of the continuous service of the
Employee with the Sheriffs Office within the Uniformed Support Services Bargaining
Unit, regardless of work assignment. The employee's seniority shall not be lost except
as provided in this agreement. The seniority list shall be brought up to date each year on
January I and posted in a conspicuous place by the Association.
7.1.1. Except for bona fide business necessity, seniority shall be the deciding factor for
layoffs,overtime requests, mandatory overtime assignments,and vacation bidding.
7.1.2. Seniority for purposes of promotions, which shall be according to Jefferson Civil
Service Rules, shall he considered as that time spent in the classification.
7.2. Trial Period: All employment within a classification of the Sheriffs Office shall be on a
trial basis for the first twelve(12)months of employment. If the employee's performance
does not meet the standards established by the Sheriff during the trial period, or if it is
otherwise deemed advisable to terminate the employment, the employee may be
terminated without recourse to any provision, article or section of this Agreement. This
trial period may be extended, one time, up to an additional twelve (12) months by
agreement with the employee who shall be notified of the extension at least two(2)weeks
before the end of the first 12-month period.
7.2.1. In the event an employee transfers from another classification within the Sheriff's
Office and becomes subject to a Section 7.2 trial period. and further should such
employee not complete such trial period. said employee may return to their prior
position pursuant to Rule 8 and Rule 9 of the currem Civil Service rules.
7.2.2. Employees completing their trial period shall be dove-tailed into the seniority list
ol'the new classification.
7.2.3. Employees promoted to a higher classification shall be paid at the step nearest to
their current wage rate that will result in an increase. Employees reduced to a lower
classification shall be returned to the step they held before their reduction but at the
pay grade for the new lower classification.
7.3. Seniority shall be lost after twelve(12)months in layoff status.
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7.4. The Employer shall seek the most capable individuals to till supervisory positions.
Employees will be considered for supervisory positions in conjunction with other
applicants in accordance with civil service rules and regulations.
7.5. Employees subject to a layoff within a classification who have completed a trial period in
another classification, shall be eligible to exercise their seniority accumulated during the
occupancy of the prior classification based upon their seniority at the time of transfer into
the new classification. Such "right of return" is limited to a layoff that would affect the
employee's employment and the "right of return" shall only he to the most recent prior
classification.
7.6. Lateral Entry. The department head may, within budgetary constraints. waive up to
twenty-four months on the wage table (Appendix A) for previously experienced.
commissioned personnel. Such waiver shall not act as a reduction in the Trial Period as
set out in §7.2 above.
7.7. The Sheriff shall at all times, retain sole discretion with respect to individual employee
selection, work assignments, training requirements, required certifications, etc. provided
however,employee assignments shall not be arbitrary or capricious.
ARTICLES. HOURS OF WORK
8.1. Work Schedules: The following schedules may constitute a regular work-week schedule,
at the discretion of the Employer:
8.1.1. "Five-Eights": Consists of five (5) consecutive workdays of eight (8) consecutive
hours, followed by two (2) consecutive days off. Employees work forty (40) hours
during a workweek.
8.1.2. "Four-Tens': Consists of four (4) consecutive workdays of ten (10) consecutive
hours, followed by three (3)consecutive days off. Employees work forty (40)hours
during a workweek.
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8.1.3. "Twelves": Consists of four (4) consecutive workdays of twelve (12) consecutive
hours, four (4) consecutive days off, three (3) consecutive workdays of twelve (12)
consecutive hours, and three (3)consecutive days off, in either of the following two
rotations:
(1) 4 on,4 off, 3 on. 3 off
(2) 4 on. 3 ofT, 3 on. 4 off
8.1.3.1. Employees on "Twelves'' work eighty-four (84) hours during a two-week
work period.
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8.2. Corrections Shill Rotation: The Sheriff has adopted a system of shift rotation M the jail
whereby Employees rotate progressively through the scheduled shifts.
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8 2.1. Rotation occurs based on the specific work-schedule assigned to an employee:
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(1 ) On a schedule with three assigned shifts(days, swings,graveyards),employees
will rotate progressively from days to swings to graveyards and back to days.
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Rotations occur every three (3) months, effective in January. April, July &
October.
(2) On a schedule with two assigned shifts(days and graveyards), employees will
rotate progressively from days to graveyards and back to days. Rotations occur
at least every three(3)months and not more than every(2) months, based on a
rotation established by the Employer.
(3) It is understood and agreed that there are different staffing requirements during
different shills. For this reason, it is understood and agreed that specific
employees may not progress to the next shift at each scheduled rotation. Any
employee who does not progress to the next shill during a scheduled rotation,
will be given priority for progression to the next shift at the next scheduled
rotation.
8.2.2. The Sheriff may,upon thirty days' notice,revise the rotation of any employee when
such a change is necessitated, in the sole judgment of the Sheriff, to address proper
staffing, training,or other bona fide business reasons.
8.2.3. The Sheriff may, upon sixty days' notice, revise the shift rotation system for all
employees, when such changes are necessitated, in the sole judgment of the Sheriff.
to address proper staffing, training,or other bona fide business reasons.
8.2.4. The Sheriff agrees to meet with the FOP's representative upon request regarding
the impact of any announced change to the system of rotation.
8.2.5. Emergency changes to shift rotation shall be effective on the date announced by the
Sheriff, giving as much advanced notice as practicable at the time.
8.3. When minimum staffing requires a level of staffing to meet peak activities that can only
be reasonably achieved through nonconsecutive workdays the Sheriff may schedule the
minimum number of nonconsecutive workday-workweeks necessary to achieve staffing
levels. Nonconsecutive workdays shall only be permitted in circumstances where the
Department is short of staff because of employee unscheduled absences, during a period
of active recruitment, or periods of training where the employee is required to be away
from the Department for an extended period of time(one week or more).
8.3.1. Nonconsecutive workday schedules shall be posted at least fourteen(14)days prior
to the effective day of a schedule change. No individual employee shall be required
to work more than three(3)weeks of nonconsecutive workdays per calendar quarter.
8.4. The employer may establish a 35-hour work week by mutual agreement of the
Association.
8.5. Work Breaks. Employees are employed in activities that may preclude the observance of
set lunch and/or break periods. It is agreed that statutory lunch and break requirements
shall be satisfied by employee observance of lunch and breaks on an intermittent basis or
pursuant to the County Personnel Policy or as assigned during any work period and no
employee shall he deemed to have been required to forgo a work break unless that
employer made a request of their supervisor and was denied an opportunit% to take the
requested break. Observance of intermittent breaks shall comply with work break
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requirements of law. As provided in RCW 49.12.187 this section shall constitute
"agreement."
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ARTICLE 9. OVERTIME COMPENSATION
9.1. "Overtime Hours" include those compensable hours (hours actually worked) which
exceed the statutory limit for straight-time pay or are payable as Premium"paid hours as
required by this agreement. "Overtime Hours"are payable when the employee is assigned
to work in excess of their regular schedule,as set out below:
9.1.1. On a"Five Eights"or"Four Tens"Schedule,overtime hours are those compensable
hours which the employee is assigned to work in excess of forty(40)hours per week
9.1.2. On a "Twelves" Schedule, overtime hours are those compensable hours which the
employee is assigned to work in excess of a statutory FLSA straight time work week.
as set out in Section 7(k)of the F LSA Regulations,amended as follows:
9.1.3. Premium pay will be paid for hours worked in excess of eighty-four (84) hours
during a two-week work period.
9.1.4. Premium pay will be paid for hours worked in excess of twelve (12) hours per
workday,or Trays worked outside of scheduled days.
9.2. Overtime or Premium hours worked shall he paid at the rate of time and one-hall' the
Employee's regular rate of pay.
9.2.1 In the event an employee is called back to work while observing a planned vacation,
the employee called back shall be paid at double the employee's regular straight-
time(2x)rate for hours actually worked during the period that would have been the
employee's vacation but for the recall.
9.3. U,crtime pay shall not be compounded with any other form of premium compensation
paid to the Employee. (Example: Premium pay may be received in addition to overtime
pay but is not included in the calculation of the overtime rate.)
9.4. 1T hose employees who are required to work overtime shall be granted a thirty(30)minute
meal period for each four (4) hours of continuous overtime. Employees on restricted
movement may have meal expenses paid by the employer according to the Sheriffs
practice.
9.5. RETURN TO WORK/CALL BACK
9.5.1. if an Employee is required to report between shills (between the end of an
employee's scheduled shift and the start of their next scheduled shift) with less than
ten (10) hours of rest, the employee shall earn pay at the premium rate of time-and
one-half(1'h) for those hours prior to the ten (10)hour period. This section shall not
apply whenever an employee is deprived of the ten(10)hour rest period as a result of
a change of work hours at his/her own request or to meet training andior mandatory
monthly meeting requirements.
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9.5.1.1. If an employee is required to return to work within 10 hours of their last
shift, they shall be given 2 hours pay at the overtime rate as a premium, in
addition to compensation for whatever hours are worked (this is actual hours
worked plus two(2)hours).
9.5.1.2. Employees called back for scheduled training or for scheduled meetings
will not be eligible for such turnaround premium pay.
9.5.2. An employee called back to work on other than his/her normal work schedule shall
be compensated a minimum of two (2) hours at the overtime rate of pay. Hours
worked beyond the two(2) hour minimum shall continue to he paid at the overtime
rate until relieved of duty.
9.5.3. Court time(time when an employee is required to appear in court. not callback for
the purpose of a court transport) on other than the employees regular work schedule
shall he compensated as call back. Call back for Court as witness duty shall be actual
time spent with a minimum of three (3) hours. Hours worked beyond the three (3)
hour minimum shall continue to be paid at the overtime rate until relieved of duty.
9.6. Overtime Scheduling:
9.6.1. Known overtime shall be offered on a voluntary basis with seniority taking priority.
If known overtime shifts are not filled within five (5) days of the schedule being
posted, then the known overtime shifts will become mandated to employees that are
available to work, in reverse seniority-order.
9.6.1.1. Known overtime—Overtime that is scheduled more than fourteen days prior
to the date of the overtime(i.e.,overtime that occurs due to scheduled vacations).
9.6.2. Unforeseen overtime shall be offered to employees that are available to work with
seniority taking priority. If the unforeseen overtime shifts cannot be tilled, then the
unforeseen overtime shifts will be mandated to employees available to work with the
least number of SCHEDULED overtime and if two or more employees have the least
scheduled overtime then in reverse seniority order among them.
9.6.2.1. Unforeseen overtime — Overtime that is scheduled less than fourteen days
prior to the date of the overtime but is not considered an immediate overtime
shill (i.e.. overtime that occurs due to bereavement leave. special duties, or
scheduled sick time).
9.6.3. Immediate overtime shall be mandated by the on-duty supervisor,to employees that
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are available to work.
9.6.3.1. Immediate overtime - Overtime needs that occur without advance notice, i
and must be filled immediately (i.e.. emergency duties. sick time due to
unforeseen illness,etc.)
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9.7. Overtime Opportunities - Out of Work Assignment:
9.7.1. In general.it is preferred that employees perl'orm the overtime within their principle
work assignment, i.e. Civil.Corrections.
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9.7.2. If no employees born within the principal work assignment are available, known
overtime should be offered to other Bargaining Unit employees before being
mandated.
9.7.3. Non-emergency overtime should be offered to personnel who are Bargaining Unit
employees before being offered to non-Bargaining Unit personnel (for example.
patrol deputies or reserves).
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9.7.4. Corrections Deputies and Court IX-putics may be required to receive cross-training,
to ensure they can perform the essential safety and security functions of both work
assignmcnts.
9.7.5. Nothing in this section restricts the right of the Sheriff to make emergency changes
to work assignment when necessary for public safety or to ensure the efficient
operation of the Sheriff's office.
9.8. Employees that have been mandated to work an overtime shift shall not be mandated to
work overtime within five (5) days of their last mandated shift unless there are no other
employees available to work.
9.9. For purposes of overtime, emergency callback, or court callback. employees will be
considered NOT available for work under the following circumstances:
9.9.1. Employees on vacation (except under emergency circumstances as outlined in
Section 9.10), sick leave,or other requested and approved absence.
9.9.2. Employees already working a scheduled overtime shill on the day of the overtime.
9.9.3. When on a live-eights schedule, employees who are on their regularly scheduled
days off, unless there are no other employees available to work.
9.10. Emergency Cancellation of Time Off: Once leave, paid or unpaid,has been approved and
scheduled,an employee's leave,including adjacent regularly scheduled days off. shall not
be cancelled without mutual agreement between the Employer and the Employee, or
unless the Sheriff, in his sole discretion,determines that an emergency exists.
9.10.1. The term "emergency" shall include unforeseen public issues elTecting public
safety and shall not include the cost of paring overtime to available employees to
cover shifts.
9.10.2. In the event that the Sheriff determines an emergency exists, including
unanticipated lack of available staff, and subsequently cancels approved and
scheduled time off.the Employer shall reimburse the Employee for all non-refundable
expenses which are declared/substantiated by the Employee as part of the Employee's
scheduled time off and subsequently lost to the Employee as a result of the having an
approved vacation cancelled.
9.10.3. For purposes of this Article. leave, paid or unpaid, does not include regularly
scheduled days off or time between shifts, and refers to vacation or holiday time,
AAL. sick leave,or other requested and approved absence.
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9.11. If an employee is subpoenaed to court or required to work during approved scheduled
(cave,paid or unpaid, including adjacent regularly scheduled days off,the employee shall
not be debited any accrued paid time off(vacation, sick leave, comp time. AAL,etc.)on
the day of the court appearance or the day of the required work, regardless of the time
spent in court or required to work. As a premium,the Employee shall be compensated at
the rate of time-and-one-half for a full day of work,based on the Employee's regular work
schedule, regardless of the amount of time spent in attendance of said court or the amount
of time the Employee is required to work. The aforementioned compensation premium
shall also apply during the Employee's regularly scheduled days off, adjacent to any
scheduled leave.
ARTICLE 10. COMP-TIME
10.1. Employees may take compensatory time off at the rate of one and one-half hours off per
hour of overtime worked in lieu of overtime pay. An employee who accrues the maximum
of forty (40) hours comp-time will not be allowed to accrue additional comp time.
Additional hours shall be paid for at the overtime rate.
10.2. An employee on compensatory time off shall he deemed to be on official leave with pad
status.
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10.3. An employee who notifies his/her supervisor promptly or substantiates to the satisfaction
of his/her Supervisor that he/she was sick on a scheduled day of compensatory time off
may request that a day of sick leave be taken rather than previously scheduled
compensatory time.
10.4. An employee may choose to add comp-time to their bank as Tong as their bank does not
exceed the forty(40)hour maximum.
10.5. Comp-time can be carried over from month to month, and/or year to year with no more
than forty(40)hours being carried over.
10.6. The employer may limit Comp Fime use as provided by law.
ARTICLE 11. JURY DUTY
11.1. Employees called for Jury Duty in any Municipal. County, State or Federal court shall
advise the County upon receipt of such call and, if taken from hiwher regularly scheduled
work lbr such jury duty,shall be paid at his/her regular hourly rate for those hours that the
employee would have spent on his/her regularly scheduled shill, less compensation paid
for such Jury Duty.
ARTICLE 12. GRIEVANCE PROCEDURE
12.1. OBJECTIVES: To informally settle disagreements at the employee-supervisor level; to
provide an orderly procedure to handle the grievance through each level of supervision:
to correct, if possible, the cause of the grievance to prevent future complaints: to promote
harmonious relations among employees, their supervisors, and Departmental
Administrators: to assure fair and equitable treatment of employees;to resolve grievances
at the Departmental level before appeal to higher levels.
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12.2. DEFINITIONS: The following terms, as used in this contract, shall have the following
meaning:
• GRIEVANCE: A complaint by an employee, an Association/FOP Representative, or
the County may be filed when the grieving party believes an unfair application of a
policy has been applied to an employee,or an alleged violation of any term or condition
of this Agreement has occurred. Letters of Reprimand and other non-economic
disciplinary actions are not grievable upon issuance. Disciplinary action, including any
underlying supporting Letters of Reprimand, with an economic impact on the employee j
shall be subject to grievance processing as a single procedure. Issues arising from
Section 7.7 are limited to the question of arbitrariness and capriciousness.
WORKING DAY: Exclusive of Saturday,Sunday,and holidays.
• EMPLOYEE: Any Employee of the Jefferson County Sheriffs Office covered by
this Agreement.
• IMMEDIATE. SUPERVISOR: 'The person, who assigns, reviews, or directs the work
of an Employee.
• SUPERIOR: The person to whom an immediate supervisor reports.
• REPRESENTATIVE: A person who appears on behalf ol'the employee or employer.
12.3. TIME LIMITS: Time limits are established to settle grievances quickly. Time limits may
be extended by agreement of the parties. If the grievant is not satisfied with the decision
rendered, it shall be the grievantes responsibility to initiate the action which submits the
grievance to the next level of review within the time limits specified. Failure of the
Employee to submit the grievance within the time limits imposed shall terminate the
grievance process and the matter shall be considered resolved. Failure of the County to
respond within the time limits specified will allow the grievant to submit the grievance to
the next higher step of the grievance procedure.
12.4. PARTIES RIGI ITS AND RESTRICTIONS:
1. A party to the grievance shall have the right to record a formal grievance meeting
at the expense of the requesting party.
2. In keeping with Article 5.8 of this document,an Employee may have an Association
and/or an FOP representative present at all steps of the grievance procedure: and,
the Employer may have a representative present at all steps of the grievance
procedure.
3. Reasonable time in processing a grievance will be allowed during regular working
hours for the Association Representative, provided such work does not interfere
with the representative's assigned duties, or if interference would occur, upon
advanced supervisory approval.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
�. Grievances of an identical nature, involving an alleged violation of the same
Article, section, etc..concerning the same subject matter, may be consolidated.
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6. Confidential Communication. Any communication between a member of the
Association and any recognized Association/FOP representative regarding a
potential or actual employee grievance will be defined as confidential. Likewise,
any communication between County Management/Administration and a
recognized County representative shall be defined as confidential.
12.5. ELECTION OF REMEDIES: The use of this grievance procedure will NOT constitute
an election of remedies. An employee seeking redress through the Labor Agreement may
seek judgment of the same matter through the Civil Service Commission at step 5 of the
Grievance Procedure. In the event of an appeal of a Civil Service Decision a written
election form shall be completed by the employee no later than the time of advancing the
grievance to step #6 of the below procedures electing Arbitration or private litigation in
court following the decision of the Civil Service Commission.
12.6. STEPS 1N THE GRIEVANCE PROCEDURE:
Step#1 Within twenty (20) working days from the occurrence of the incident on which a
complaint is based, or within twenty (20) working days of the employee's knowledge of
the occurrence,the employee and/or their representative will meet to discuss the complaint
with the employee's immediate supervisor. This meeting shall be in an effort to resolve the
issue through informal discussions. No settlement at this step will become a binding
practice with regard to any future matter even if the matter may appear to he identical.
Step#2 If the employee feels the immediate supervisor has not resolved the grievance, the
employee may appeal to the supervisor's Superior within twenty (20) working days from
the close of the Step 41 Meeting. At this time, all supporting documents and evidence
relative to the grievance shall be included with the appeal. The supervisor's Superior shall
hold a formal meeting with the employee and their representative, if requested. within
twenty (20) working days from the date of the appeal receipt and attempt to settle the
grievance.
A decision shall be made, in writing, by the supervisor's Superior to the employee within
twenty(20)working days from the close of the formal meeting. No settlement at this Step
#2 will become a binding practice with regard to any future matter even if the matter may
appear to be identical unless such settlement is reduced to writing and approved by the
Sheriff.
Step 43 If a successful resolution is not found with the Department Chief. the Employee
may within twenty(20)working days from the close of the Step#2 Meeting.or the receipt
of a written decision,whichever is applicable,appeal to the Sheriff in writing. At this time,
all supporting documents and evidence relative to the grievance shall be included with the
appeal. The Sheriff shall hold a formal meeting with the Employee and their
representative(s), if requested, within twenty (20) working days of the date of the receipt
of the appeal and attempt to settle the grievance. A decision shall he made, in writing. to
the Employee by the Sheriff, within twenty(20)working days from the close of the formal
meeting.
Step#4 If the employee feels the Sheriff has not resolved an economic grievance, the
employee may within twenty (20) working days from the close of the Step 43 Meeting, or
the receipt of the Sheriff's written decision, whichever is applicable, appeal to the County
Administrator. All supporting documents and evidence relative to the grievance shall be
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included with the appeal. The County Administrator or his/her authorized designee may
hold a formal meeting with the employee and the representative, if requested,within twenty
(20) working days fmm the date of the appeal receipt and attempt to settle the grievance.
A decision shall be made, in writing, to the Employee by the County Administrator or
his/her authorized designee, within twenty(20) working days from the close of the formal
meeting.
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In the event the grievance is filed by the County regarding a violation of this agreement by
an employee or the Association or the FOP such County filing shall occur at this Step by
having the County officially file its grievance with the Association Chair. Unresolved
grievances by the County may be submitted to Step#5 by the County following the same
procedures for the selection of arbitrator and processing of the grievance.
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Step#5 Appeal of a Step #4 Decision may be made to the Civil Service Commission
according to their current rules upon request of the employee and approval of the
Association, within twenty (20) working days from the close of the Step #4 Meeting, or
the receipt of the County Administrator's decision. whichever is applicable.
The Civil Service Commission shall schedule a formal meeting within twenty(20)working
days of the receipt of such a request. Upon completion of this meeting, which will occur
according to the current Civil Service Commission Rules (exceptions noted below), the
Commission shall deliver its written decision within twenty (20) working days from the
close of the formal meeting.
Notwithstanding Rule 10. Section 10. Subsection(2)of the Civil Service rules. no hearing
in a grievance procedure shall be a public hearing.
Notwithstanding Rule 10.Section 12,Subsection(2)of the Civil Service rules,no decision
at this step will be considered final and binding, and decisions at this step by the Civil
Service Commission may be appealed as laid out in Step#6.
In the event that the Civil Service Commission for anv reason declines to hear the
grievance, there shall be no prejudice to either party,and the grievance shall move to Step
#6 immediately.
Step#6 ,WBITRATION. If the Association or County wishes to appeal the decision of the
Civil Service Commission, the appealing party must notify the other party within twenty
(20) working days of the written decision of the Civil Service Commission.
The Commission's Decision may be appealed to the appropriate State Court or to
arbitration upon 60 days' notice of intent to arbitrate the matter by the appealing party to
the other party.
The arbitrator will be selected as follows: The Parties shall attempt to agree upon an
arbitrator within twenty (20) working days alter receipt of notice of intent to proceed to
arbitration. In the event the parties are unable to agree upon an arbitrator within the period.
the parties shall jointly request the Federal Mediation and Conciliation Service to submit a
panel ofeleven(11) Washington or Oregon arbitrators. .After flipping a coin to determine
which party goes first, the parties shall alternately eliminate the name of one person on the
list until only one name remains. The person whose name was not eliminated shall be the
arbitrator.
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DECISION: The arbitrator shall have no authority to amend. modify, nullify, ignore, add
to,or subtract from the provisions of this Agreement and shall hold a hearing so that both
parties may present their respective cases. The decision of the arbitrator shall be rendered
within thirty(30)business days after the close of the hearing. The decision of the arbitrator
shall he final and binding upon the parties to the grievance provided the decision does not
involve action by the Employer, which is beyond its jurisdiction, or would be a violation
of public policy.
12.7. COSTS AND EXPENSES: The cost of a Civil Service Hearing or Arbitrator shall be
divided equally between the County and the Employee. Individual costs of presenting
their respective position shall be borne by each party. Cost for witnesses, court reporter.
or other individual expenses shall be borne by the grievant or County depending on who
incurs the cost. In the event there is no hearing tape available from the Commission or
Arbitrator either party may 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
Icy•
ARTICLE 13. WAGES
13.1. Wage Rates are attached to this agreement at Appendix A and are a part of this agreement
by this reference.
13.1.1. Effective the beginning of the next full pay period following full adoption of this
Agreement wages as listed in Appendix A for 2024 shall be revised and a new wage
table shall be implemented as follows:
13.I.I.I Steps A and B shall be dropped: the old steps C, D, E and F shall be
renumbered Steps A. B. C and D. New steps E and F will be added to the wage table
with the same incremental increase as between Steps A. B. C and D.
t This change affords all employees in the bargaining unit access to a 10% higher top
pay for their position grade to move to or eventually move to.
13.1.1.2 For purposes of restructuring of the wage table all employees in the old Steps
A and B shall be placed in the New Step A and shall have a new anniversary date of
the first day of the month following full adoption of this Agreement. j
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13.1.1.3 Employees in Steps C, D, F. and F shall be placed in the New Step having
the same wage rate as the employee currently earns.Then,each employee from Steps
C. D, E and F placed in the New Step A, B,C and D will receive a one step increase
and shall have a new anniversary date of the first da% of the month following full
adoption of this Agreement.
Upon completion of the above wage adjustments, Steps A through F will then be
renumbered 1 through 6.
13.1.2. Effective January 1, 2025 the wage table shall be increased by 8%.
13.1.3. Effective January 1,2026,the wage table shall be increased by 2%.
13.1.4. Effective January 1, 2027 the wage table shall be increased by 2%.
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13.2. Notwithstanding any other provision of this agreement,there shall be no reclassifications
performed within three (3) months of the expiration of this agreement or during any
negotiation period.
13.3. Whenever this agreement requires a wage increase, such wage increase shall be effective
the first day of the first full pay period in the month in which the adjustment occurs.
ARTICLE 14. LONGEVITY
14.1 Upon completion of the following years of employment Employer shall pay, as an annual
longevity bonus,the amounts which follow to eligible Employees at the pay period which follows
the anniversary date or month of employment.
(1) Five years employment...................S600.00
(2) Ten years employment.................$1,000.00
(3) Fifteen years employment............S1,400.00
(4) Twenty years employment...........$1.800.00
(5) Twenty-five years employment ...$2.200.00
14.1.1 The below I.ongevity schedule is effective as of January 1,2025 and any employee
receiving a better benefit shall retain same until the below will provide a better benefit.
(6) Thirty years of employment $2,600.00
(7) Thirty-five years of employment $3,000.00
(8) Forty years of employment S3,400.00
(9) Forty-five years of employment S3,8000)
14.2 Longevity pay shall be paid in a lump sum to eligible employees in the November pay
which will be received by employees in early December of each year. Early terminates are subject
to adjustment in their final check. In an employee's first year of eligibility, payment will be
prorated through November and annually thereafter.
14.3 Shift Proration. The above amount.-. are based on an eight (8) hour shift. Longevity for
shifts of less than eight(8)hours shall be calculated as a proportionate share based on an eight(8)
hour shift. Example: a seven(7)hour shift employee with over five years longevity will receive
7;8 of longevity amount(7-hour shift employee with five years employment, 718 of$400=S350).
ARTICLE 15. HOLIDAYS
New Year's Day January 1 st
Washington's Birthda • 3rd Monday in February
Memorial Day Last Monda • in May �
Juneteenth June 19th
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Independence Day Jule -lth -'
Labor Da 1 i nt Monday in Sep— t
Veteran's Day Nct�ember 11th i
Thanksgiving Day Fourth Thursda • in Nov.
Day after Thanksgiving Day alter Thanksgiving
Christmas pay December 25th
Two 2) Floatin Holida
IS.]. Floating holiday observance is to be determined by mutual agreement between the
Employee and the Employer, with seven (7)days advance notice.
I S.1.1. Deputies Assigned to the Civil Division may choose to use floating holidays for
days on which the Courthouse is closed for an unlisted holiday.
15.2. if a person's day off falls on a holiday, they get one day off for that holiday, or an extra
I day's pay at straight time.
15.3. Any employee working on a holiday shall receive their Holiday pay (§16.6) in addition
to:
1 5.3.1. An Employee required to work on a paid holiday (i.e. 0:00 to 24:00). which is
his-her regularly scheduled workday, shall be compensated at the premium pay rate
of time-and-one-half for all regularly scheduled hours worked during that holiday,
and at the premium pay rate of double time(two times the regular rate of pay) for all
j hours beyond their regularly scheduled shift.
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15.3.2. An Employee required to work on a paid holiday, which is not his/her regularly
i scheduled workday, shall be compensated at the premium pay rate of double-time
(two times the regular rate of pay).
15.4. When a holiday falls on Saturday, the preceding Friday shall be observed, and when it
falls on Sunday the following Monday shall be observed. This provision applies to
employees w•ho work Monday through Friday only and the County declares the preceding
Friday or following Monday as a County Holiday^•here the County is closed to the public.
Employees assigned to the Jail will observe holidays on the actual day of the holiday.
15.5. If an employee calls in sick on a holiday for which the employee is scheduled to work,the
employee will receive holiday pay but not sick leave pay.
15.6. For purposes of this article, holiday pay is eight (8) hours (prorate if applicable) at the
regular straight time rate of pay.
15.7. In the event the Jefferson County Board of County Commissioners shall adopt additional
paid or unpaid holidays same shall apply to this Bargaining [;nit. In the event of an
addition to the list of Holidays the Association and Sheriff shall determine how such
I loliday is to be observed.
ARTICLE 16. VACATIONS
16.1. VACATION ACCRUAL:
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Months of Completed Maximum Hours ACCRUAL/
Employment Earned Per Year HOUR
0 through 36 80 hours 0.0385
37 through 60 96 hours 0.0462
61 through 120 128 hours 0.0615
121 through 180 144 hours 0.0692
181 + 184 hours 0.0885
16.2. Earned vacation leave may be taken at any time during a period of sickness after the
expiration of accumulated sick leave.
16.2.1. An Employee who notifies his/her Supervisor promptly or substantiates to the
satisfaction of the Sheriff that he/she was sick on a scheduled day of vacation may
request that a day of sick leave be taken rather than previously scheduled vacation
day.
16.3. Employees shall be "cashed out" for all vacation accrued on the books of the County at
the time of termination except as provided below.
16.3.1. An employee who, except for an emergency (defined as an unforeseeable event),
fails to provide a two (2) weeks advance notification of intent to resign shall forfeit
rights to two (2) weeks of currently accrued vacation. The two (2) week notice may
be waived by the County Administrator or designee.
16.4. Seniority order shall prevail for all employee time-off selections made during the "time-
off selection period" September 1, through December 31 for time-off in the next calendar
year. Vacation time not selected during the vacation selection period is subject to
forfeiture as provided below.
16.4.1. All time oil' applied for after the time-oil' selection period will be on a space
available basis.
16.5. All time-off(including unpaid time off) is to be selected as follows. Time-off may be
taken at any time during the year with the welfare of the job being the determining factor.
Time off selection shall occur independently within each work assignment (for example,
the tail's time off selection is separate from the Civil Unit's time off selection).
1. The Sheriff shall post for selection available weeks for employees in each work
assignment. Some weeks or days may be unavailable for selection due to anticipated
staffing needs.
2. There shall be three rounds of vacation selection.
3. The first-round employees,by seniority,shall choose their time off from available weeks
in one(1)contiguous period to be selected in round one.
4. The second-round employee, by seniority, shall choose their time off from available
weeks in one (1)contiguous period to be selected in round two.
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5. The third-round employees, by seniority, shall choose the remainder of their eligible
time off on a multiple day or single day off basis but not more than one day of which
shall be a holiday.
6. For purposes of accounting for days used during the calendar year the order of"burn-
oft" shall be: AAL, Holidays (for employees using § 15.1), regular vacation (§16.1),
and then scheduled unpaid time off.
7. Employees may split their vacation into as many parts as is mutually agreed upon
between the employee and the supervisor and no third party shall enter into or influence
this decision.
16.6. PROBATIONARY EMPLOYEES: For the first twelve months of any Trial Period an
Employee, regardless of seniority, will continue to accrue vacation leave, and will be
permitted to take up to two weeks of accrued vacation leave with approval of the
' Undcrsheriff and the Sheriff. EXCEPT that Employees who have already successfully
completed a trial period in one classification, but transfer to another classification and
trigger a trial period,shall be entitled to any paid leave that was authorized and scheduled
t
prior to their transfer. An entry-level Employee new to bargaining unit will only be able
to use vacation leave during their trial period with permission of the Sheriff under special
circumstances.
16.7. A maximum of one hundred forty hours(140)accumulated vacation may he carried over
from the previous year. Accumulated vacation time not selectedi'scheduled during the
vacation selection period and in excess of the one hundred forty hours (140) carry over
shall automatically be lost to the Employee on April I of each year.
16.7.1.If unable to take scheduled leave because of employer-required workload, such
scheduled but denied leave days may be carried into the next calendar year. This
leave but must be used within the first three (3) months of the following year, or it
will be paid in cash, unless it is again denied because of workload. whereupon, at the
employee's option,the use of denied days shall be extended until July before they are
cashed out.The inability of the employer to allow the employee to take vacation leave
shall be documented by the Sheriff at the time of such denial and be forwarded to the
Payroll Division of the Auditor's Office.
16.9. Vacation%Leave requests for vacation not scheduled during the vacation selection period
shall be submitted fourteen (14) days in advance and be signed by management then
returned to Employee within five(5)days or will be deemed approved. This section shall
not preclude the approval of a request of less than fourteen(14)days advance submission.
ARTICLE 17. SICK LEAVE
i
17.1. Sick leave is earned by regular and trial employees at the rate of one(1) working day for
each month of completed service. An employee may not accumulate more than nineteen-
hundred-twenty (1,920) hours of sick leave. To receive sick leave, an employee must
either be sick or disabled or have a scheduled health care appointment. Upon reasonable
request by the department head. an employee must be able to fumish proof, including
documentation from the attending health care provider. Falsification or misuse of sick
leave shall be grounds for disciplinary action.
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17.2. Sick leave is appropriate for illness or disability caused by or contributed to: pregnancy,
miscarriage, abortion, childbirth, adoption and recovery there from. Accrued sick leave
is appropriate to care for a family member with a health condition that requires treatment
and/or supervision. (RCW 49.12)Accrued sick leave,not leave of absence(Section 5.60),
must be used for illness, injury or disability.
17.3. Sick leave is not appropriate and will not be authorized for death in the employee's family.
(See Bereavement Leave.)
17.4. No employee shall receive compensation for unused sick leave greater than the amount
determined as a result of Section 17.5 #2 at the time of retirement.
17.5. fhe 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.
i
3. If employment is terminated other than by death, disability or retirement, no
portion of such accumulated sick leave shall be paid.
i 17.6. Light Duty:
i
1. Light duty shall be for the purpose of temporary assignment while a disabled
employee becomes able to resume full duties.
I
2. Light duty assignments,if granted by the Sheritl;will be determined by the Sheriff.
with concurrence of the physician. The Employer shall give a letter of request to
the physician of the duties to be performed on light duty so the physician may
verify to the Employer what duties the Employee may or may not perform. It is
the intention of the parties that light duty would be granted if an assignment is cost
effectiv;e for the County as determined by the Sheriff as to availability and the
County Risk Manager as to cost effectiveness.
17.7. The County may administer Sick Leave to meet the requirements of the Washington Sick-
Leave law provided employees do not receive a benefit that is less than as provided in this
CBA.
ARTICLE 18. BEREAVEMENT LEAVE
18.1. Bereavement leave shall be authorized for employees who have completed probation for
a maximum of three 13)days to grieve the death of a member of the Employee's immediate
family. "Immediate family" is defined as follows: Spouse, parent. grandparent, child,
grandchild, brother, sister, mother-in-law, father-in-law, significant domestic partners,
and step relations of the same degree.
18.2. Employees who have a death in the it immediate family and who would have to travel 500
miles or more (one way) to attQnd such funeral shall be allowed two (2) additional days
with pay, for travel only.
I nirorm Support Senices Icfren"n( 4mm% 1,hrrirrs Ofrier
Ratified:Jdy 2424 Date"r tdoption I broueh December 31.202'
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18.3. Employees requiring additional time beyond that granted in 19.1 and 19.2 shall have
priority in taking any available accrued paid time-off available to the employee when the
purpose is to attend a service for the deceased or to manage the affairs of the deceased.
ARTICLE 19. MILITARY LEAVE
19.1. Military Leave: Military leave will be granted in accordance with RCW 38.40.060.
Military leave shall be granted upon written application accompanied by a copy of bona
fide orders to temporary active or training duty. Military leave is paid time according to
applicable RCW and there shall be no loss of employee benefits.
ARTICLE 20. UMIFOR.MS
20.1. Upon initial appointment to the Sheritl's Department, uniforms and equipment shall be
furnished by the Sheriff's Department, with initial issue as determined in Appendixes.
20.2. The Sheriff shall establish authorized uniform standards and either post such standards or
include such standards in the Policy& Procedures of the Sheriffs Office. Uniforms shall
only be worn in the line of duty and shall conform to the established uniform standard.
Employees are authorized, using their own funds, or using their uniform allowance, to
purchase uniforms and equipment authorized by the Sheriffs Office.
20.2.1. In the event the Sheriff shall decommission a previously authorized uniform item
such that it is no longer allowed such item shall be replaced with an authorized
replacement at no cost to the employee.
20.2.2. The Sheriff has authorized the wearing of"Jump Suits" which shall be a practice
until lawfully changed.
20.3. Employee shall keep uniform items clean and in good repair at all limes. Ilse Sheriff shall
post authorized uniform standards. Uniforms shall only be worn in the line of duty and
shall conform to the posted uniform standard. Once issued or purchased. uniform items
and equipment must be replaced,repaired,and cleaned by the Employee at the Employee's
expense,except as outlined in 21.4 and 21.5.
20.4. In the event that the Sheriff alters the established uniform standards in such a way that a
uniform or equipment that had previously been authorized becomes de-authorized. any
employees %fio have such a uniform or equipment — whether from their initial issue or
purchased with their own funds or uniform allowance — shall be entitled to have such
uniforms or equipment replaced at the cost of the Sheriffs Office with an authorized
jsubstitute whenever the Sheriff shall determine the employee may no longer wear such
de-authorized uniform or equipment.
20.5. The Employer shall replace and repair uniforms. equipment, personal clothing, and
personal items which are damaged while in the line of duty. The filing of an incident
report is a prerequisite to the repair or replacement of the item in question. Replacement
and repair shall not be authorized for normal wear and tear of personal uniform items.
20.6. Bullet Proof Vests shall be provided to officers as necessary protective safety equipment.
Same will be replaced as required to maintain employee safety.
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20.7. Employees required to carry firearms shall be issued a firearm by the Sheriff's Office.
after successful completion of relevant training and qualification, and shall further be
issued magazines and ammunition for the issued firearm.
20.7.1. PERSONAL DUTY WEAPONS: Employees who are required to carry firearms
will be permitted,ifthey wish,to purchase their duty weapon through the Department.
provided that such a weapon MUST conform to all requirements of the Sheriff for
department issued duty weapons. In the event the Sheriff should change the duty
weapon employees will have the option of purchasing a new conforming personal
duty weapon or receiving a Department issue weapon as required by the Sheriff.
Employees who purchase a personal duty weapon according to this section shall be
permitted to use such personal duty weapon as their duty weapon and shall turn in the
Department issued weapon. The Department shall supply required duty ammunition
for employees with personal duty weapons in the same manner as Department issued
weapons.
20.8. After completing their first full year of employment. Employees required to wear a
uniform shall be provided an annual uniform allowance of$1000. The allowance shall be
received each January, in the paycheck received by employees in early February.
20.8.1. In recognition of the fact the JCSOIJSS employees carry out similar job functions
and wear the same uniform as JCSO Patrol Employees. the uniform allowance for
JCSOL;SS Employees should match the uniform allowance provided to JCSO Patrol
Employees in the JCSO Patrol Contract. In the event of any future increases to the
JCSO Patrol Employees' uniform allowance, the agreement may be reopened at the
request of the Association for purposes of discussing an increase to uniform
j allowance.
ARTICLE 21. JOB INFORMATION
i
21.1. It is the Employer's responsibility to provide each employee, particularly upon hire. with
written information relevant to the job that the employee performs. This information
should include:
1. The job description for the position the employee fills or will fill;
2. Brochures and explanation of benefits as provided by appropriate agencies, to the
Employer with respect to insurance (medical, dental, vision, life insurance, ctc.),
retirement, and any other similar information relevant to the position;
3. A copy of the current Personnel Policy and all other personnel related policies.
ARTICLE 22. HEALTH AND WELFARE
211. The !Association shall independently contract for medical related benefits as the
Association shall determine.
22.2. Effective January 2022 based on employee hours in December 2021 for all Bargaining
Unit members who worked 80 hours or more the County will pay the amount of 85%of
the "FOP $250 deductible medical" and the current Delta Dental with a current total
COMPOSITE cost of$1655.68 resulting in a County contribution of S 1.407.33 per month
1 nJunn tuppurl Ser%icn JeQersoa Counn SberiMs(Knee
RatirkdAWN 24124 Date of Adoptloa 1 hruuRh December 31,202'
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per Bargaining Unit employee. Such County contribution shall continue until the Parties
agree to a new amount.
22.3. Effective January 2022, as determined by the Auditor, the County will deduct, pretax, if
reasonably possible, from the pay of each Bargaining knit employee the amount of
S248.35, or such other amount the Association shall instruct the County to deduct, as the
employee contribution to medical. The employee contribution is a "wage reduction" for
purposes of employee medical contribution.
22.4. The Association is fully responsible for administering all aspects of the benefits selected
by the Association. The County is only responsible for the payment of the agreed County
cash amount of contributions for each Bargaining Unit member in the amount stated in
22.2. above or such other amounts as the Parties may agree from time-to-time.
22.5. The Association by its authorized agent must promptly provide payment instructions to
the County Auditor(copy to HR).
22.6. The County shall not he a party to the FOP program. The County responsibility is
exclusively to make the agreed payments of County contribution plus employee medical
deduction to an Association owned Bank or similar account designated by the Association.
22.7. It is agreed that the individual employee deduction in within the control of the Association
and such amount may increase or decrease depending upon the composition of bargaining
unit employees and families as well as the plans chosen by the Association.
22.8. Employees new to the County may be covered by the medical coverage under this
Agreement however if such new"full time"employee has not worked at least eighty (80)
hours the employee may elect coverage and pay additional amounts and the County
contribution shall he prorated based on scheduled employment compared to regular full-
time employment.
22.9. The funds transmitted shall provide for the purchase of such benefits as the Association
shall determine in its discretion with the Association providing timely notice to the
County.
22.10. The County obligations do not include providing employees with a medical benefit and
County obligations shall not exceed the amounts stated in §22.2 except as adjusted by
operation of Article 23,
I
ARTICLE 23. MAINTENANCE OF BENEFITS
23.1 Effective January 1. 2025 and each January there after the County shall adjust its
contribution to Bargaining knit Medical purchases to such amount as the Parties shall
agree.
i
23.2. The Parties agree that either party may open this Article 23 for the purposes of
renegotiation in the event of any adverse regulation or legislation. including any form of
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tax imposed on health care plans.changing the existing County cost of providing benefits
to Deputies or the Deputies' Contractual cost of retaining benefits. This section does not
apply to the normal historic changes in cost associated with periodic establishing
contributions based on utilization.
23.3. This Article may be opened by mutual agreement at any time for the substitution of
alternate plans.
ARTICLE 24. ADDITIONAL UNDERSTANDINGS
24.1. Statutory Benefits:
24.2. The Employer and Union agree that whenever Federal. State or Local laws require the
Employer to provide benefits not negotiated by the parties into this Agreement such
benefits shall be administered in accordance with the enactment and to the extent
permitted the Employer and employee shall contribute to the cost of such non-negotiated
benefit.
24.3. Beginning January. 2018, the sick-leave provisions of this agreement shall be
administered pursuant to the Washington Sick Leave law as same may he amended
provided however. there will be no reduction in benefits provided in this agreement.
24.4. Washington State Paid Family Medical Leave(RCW 50A.04) premiums shall be paid by
the Employer and employee as permitted by the Statute with employees paying the Family
Leave portion and 45%of the Medical portion.
ARTICLE 25. SAVINGS CLAUSE
25.1. Should any provisions of this agreement be found to be in violation of any Federal. State
or Local Law. all other provisions of this agreement shall remain in full force and effect
for the duration of this agreement.
ARTICLE 26. TERMINATION
26.1. This agreement shall be effective from date of approval through December 31, 2027.
26.2. In the event the Association has good faith belief the County has offered any other non-
arbitration Bargaining Unit more favorable terms all things being equal the Association
may upon notice no later than October 31 of any year open this agreement.
AIX)P fHD THIS DAY OF 2024.
t mlorm Support Iscrwes kferwn(oun(s Sherirrs(Mee
Ratifled: luly 2024 Date or Adoption 1 hrou¢h Ueremhrr 31.202'
Sig Chu PW-24.if 12
i
JEFFER ON COI INTY BOARD JCSOUSS Employees Association.FOP
OF COMMISSIONERS
Kate bean.Chair U Association President
Date ►`T_
your.. Member
r �
Greg Broth erton, ember
,,, .•��ERSpN H()P Representative
O �1.
�4,000Mfss;��%,GZ Date 8,7,'2024— — -
7 �0 0 �
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ATTEST �wAsH Approved w to Form Only:
Bv: C 4*-'w4—August 9,2021
Carolyn G laway. CMC Philip C. Hunsucker
Clerk of the Board Chief Civil Deputy Prosecuting Attorney
)clknan ccm mn-Mp uAnalurt c S--2024 2021 Oxr
1 ai(wei Jeftemm(,Nat%%ben(ra Office
Na,ficd Joh N24 Date..( \dopuun thrrmgb Drcriahcr 31.2017
�4t;ati"ale-_`j-nf 12
APPENDIX"A" WAGES
THIS APPENDIX is supplemental to the AGREEMENT by and between JEFFERSON COUNTY, WASHINGTON,
hereinafter referred w as the Employer and Jefferson County Sheriff's Office Uniformed Support ServiceVFOP,hereinafter
referred to as the Association and shall appty to those employees in the following listed classifications:
A.I Effective for the term of this agreement, for employees employed on the date of ratification or effectiveness.
whichever is later,the Pay Grades and rates of pay for each Pay Grade covered by this Agltement shall be payable the first
full pay period after effectuation as follows:
A.I.I Waees-
2024 Adopted Rates GAM Saatt Sims SA M SM% SAl1M
Swo A Step S Step C Step 0 Step E Stop F
0to12M 11to]I111A 21w16M 17to4AM 49to60M 61•M
Correctiors Sergeant(22.3%) 3102 3257 34.20 3S.91 37.71 39.59
Correctiors&Courtroom Deputy 25.32 26.59 27.92 29.32 30.78 32.32
Control loom Operator(RS'41 21.S3 2260 23.73 24.92 26.16 27.47
2024 New Wage Scale Adjustment
Rates Effective first full pay period following adoption by Board of County Coinin ssioners
Drop steps A and B;Renumber aid steps C.D.E and F to Steps A.B.C and D.Add New Steps E and F with same
:naeenantal incase at between Steps A.B,C and D.
2 Plate emp.ovees in old Steps A and B to Mew Step A;Employees have new anlltve,sary date of the fret day of
month rol owing full adoption of Agreement.
3 Plam emp oyees in old steps C.D.E and F into New Step naving same wage•a'e as employee currently earns.
Employees 1n New Step A.B.C and 0"I receive a one step increase and shall have a new anniversary day of the
first day of month fookwi eng full adoption of Agreement.
i
4 Renumbers Steps A.B.C.D.E and F to 1.2.J.4,5.and 6
S 0ot 3 mla S*I% S a0/% S Ot116
Seep 1 Step 2 Step 3 sew 4 Seep S Step 6
jII to 12M 111o2411/ 21 to i6M 170o411M 491oliaM 61.M
Corrections Sergeant(22.5%) 34.20 35.91 37.71 39.60 41.S7 43.65
Corrections&Courtroom Deputy 27.92 2932 30.79 32.32 33.94 3S.64
Control Room Operator(85%) 23.73 24.92 26.17 27.47 28.8S 30.10
2125 RATES d.00X son sma son soft s 00%
8%General Wage increase Seep 1 Seep 2 Step 3 Step 4 Steep S Step 6
Oto I2M Ii to 24M to 36%1 37 to aaM Mto 60M 61•M
Corrections Sergeant(22.5%I 36.94 38.79 40.73 42.77 44.91 47.16
Corrections&Courtroom Deputy 30.16 3167 33.26 34.93 36.68 38.52
Control Room Operator(M) 25.63 26.92 28.27 29.69 11.18 32.74
2026 RATES 2.pOf1 so" sae% aaoM SA M s.00%
2%General Wage ncrease Step 1 Seep 2 Step 3 Step 4 Step S Step 6
A co I I M I11u 24M 23 to i6114 17 to 49M 41 to M114 61•M
Corrections Sergeart(22.S%) 37.6R 39 S7 41.5S 43.63 4S.82 48.12
Corrections&Courtroom Deputy 3076 3230 33.92 3S.62 37.41 39.29
Control loom Operator(85°A) 26.15 27.46 28.84 30.29 3191 1341
2027 RATES 2.00% satin SA M s oot4 Sam s n1111+1
2%General Wage ncrease Step 1 Step 2 Step 3 Step 4 Step S Step 6
12M 111n 2-IM 2;to 46M 17 tr JAM 441o601A 61-V
Corrections Sergeant(22 51,6) 38.44 4037 42 39 44 51 4674 49.09
Corrections&Courtroom Deputy 31.38 32.95 34.60 36.34 38 16 4008
Cortrol Room Operator(85%) 26.68 2.9.01 29.42 30.90 32.45 34.08
t mfurm Support scr,6ices I,ITet,on( u11nh ♦hcnff••(Mice
Ratified: Jul% 2024 IIr1,'..1 \JnpUun I hnntLh Ilr�cmhrr )I,aL'
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A.2 Wage Rate Changes and Payments:
A.2.1 Effcctive the first month after adoption by the Board of County Commissioners Steps
A and B shall be dropped in the wage tables; Steps will be renumbered beginning from
Step A through Step D. and New Steps E and F will be added to the wage table.
For purposes of restructuring the wage table all employees in Steps A and B shall be
placed in the New Step A and shall have a new anniversary date of the first of the month
after adoption by the Board of Commissioners.
Employees in Steps C, D. E and F shall be placed in the New Step having the same
wage rate as the employee currently earns. 'Chen, employees in old Steps C. D, E and
F placed into the new steps A. R.C and D shall receive a one step advancement. They
shall have a new anniversary date of the first of the month after adoption by the Board
of Commissioners.
Upon completion of the above wage table adjustments, Steps A through F %%ill then he
renumbered 1 through 6.
A.2.2 Effective the 1 st full pay period in 2025 after all table adjustments in A 2.1 are complete
there shall be 8.0%wage increase to the table for 2024.
A.2.3 Effective the list full pay period in 2026 there shall be a 2.0%increase to the wage rates
in the wage table for 2025.
A.2.4 Effective the I'full pay period in 2027 there shall be a 2.0%increase to the wage rates
in the wage table for 2026.
A.3. Animal Control Officer:
1. "I*k SherifTor Designee shall continue to make work assignments among qualified
Uniformed Support Services employees which will now include. when assigned to a
Bargaining [;nit employee, the duties of Animal Control Officer(ACO).
2. It is agreed that the ACO shall be under the direct supervision of the Jail Superintendent
and may assigned to receive ACO dispatches and assignments from the On-Duty Patrol
Sergeant or by radio dispatch as is appropriate.
a. It is understood and agreed that a reasonable priority in making work assignments
is the achievement of minimum jail stalling without incurring''forced overtime"
among employees assigned to Corrections Assignments shall be observed.
b. The ACO duties if assigned. shall not preclude the assigned employee from shift
assignments at the jail to accomplish a. above.
3. The ACO shall be a fully qualified Uniformed Support Services employee completed or
scheduled for all required corrections and firearms related training.
1 nrJnrm\upporl tiff%1krN IrITrf%on(nuniN ♦litrifri Office
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A.4. Control Room Operator:
1. The Parties agree that the addition of CRO workers shall not reduce the number of
County authorized and budgeted Bargaining Unit Corrections Officers and shall
supplement such cadre of Corrections Officers by performing work in the Control Room
thereby providing additional staffing of the Jail by qualified Corrections Officers.
2. In the application of Seniority CRO shall be a separate classification for all purposes.
3. In the event of any Reduction In Force(RIF)within the Jail all CRO classified staff shall
he subject to RIF prior to any fully qualified,certified and working Corrections Officer.
4. In the event a CRO shall become fully qualified and be employed as a Corrections
Officer or should a Corrections Officer become employed as a CRO they shall have their
classification changed as appropriate and as set out in the promotiotVdemotion rules of
Jefferson County Civil Service regarding classifications, seniority and pay.
5. Temporary assignments of Corrections Officers to the work of CRO shall not be
considered a change in classification until official action by the Sheriff shall occur
changing the classification of the employee.
6. No CRO shall perform work on the Jail Floor for any period without the express
assignment by a Duty Sergeant and for a limited time during any one shift. It is agreed
that CRO staff are not to supplant the work of Corrections Officers.
A.5 DEFERRED COMPENSATION PROGRAM : The County will contribute $94.00 per
month to the employee's choice of one of the Deferred Compensation Plans currently offered by
the County. The employee will contribute S47.00 of this amount with the Employer matching that
amount.
A.5.1 In the event the plan should provide for individual deferral the Employee may defer
any amount they chose in accordance with the plan.
A.6 ADDITIONAL COMPENSATION:
A.6.1 FTO PAY:
Field Training Officer: Employees assigned by the Shcriff. or designee. to perform the
duties of FTO for the majority of a shift shall, in addition to all other compensation for that
day. receive one(1)hour of additional paid time, paid at time and one half. to he added to
the employee's timecard. And shall be full compensation for any pre or post shill duties
related to FTO responsibilities.
A.6.2 PHONE CALLS OFF DUTY:
The Parties recognize that Sergeants are,as a part ol'their regular assignments responsible
for intermittent phone calls during off-duty time. While off-duty each Sergeant shall be
compensated at time-and-one-half for each call that exceeds seven (7) minutes at the rate
of fifteen(15)minutes at time-and-one-half and if the call exceeds twenty-two(22)minutes
shall be compensated for thirty (30) minutes at time-and-one-half and likewise for each
received call. phis section is effective at the time Section A.I is adopted.
�I
I inform�upfworl Serwes Iefkcr.on t oont%tiinHr's(Mkt
Ratified:.luh 2024 !late of \d-,pti-in 1 hrouEh 1> amber J1.Mr
Sig Ibc 11up-28-t)l 4.
A.6.3 ACTING SERGEANT
Acting Sergeant - 5% Premium Pay Differential. Employees assigned at the discretion of
the Sheriff, or designer, to perlorm the duties of Acting Sergeant for a shift, shall, in
addition to all other compensation for that day, receive 5% of their straight-time in j
premium pay for that shift. This designation and compensation recognize that the position
is accountable for, in addition to their own assigned duties, the work assignment and the
work performance of subordinates for that shift assigned the duties of Acting Sergeant.
I
t inform Support Scr%kn OdYcr.on(uunt% %hcnrr%Office
katifted:-W)2024 llat,-of %doption 1 hn,ueh December 31.302-
Slg Lim Pqw-24_,0 4-'
APPENDIX B-— INITIAL. UNIFORM/EQUIPMENT ISSUE:
Uniforms as listed below shall be furnished upon initial appointment to the Sheriffs Office. Once
issued, uniform items shall be repaired, replaced and cleaned by the Employee as provided in the
Agreement.
Personal Uniform Items(Initial Issue)
1 Jumpsuit
I Pair,Class A Uniform Pants
2 Additional Pairs of Uniform Pants
3 Uniform Shirts
At least I Class A
2 Additional shirts may be Class A or Class B
- 1 Class A tie
- JCSO Collar brass, 2 sets
- 1 Name Tag, with"Serving Since" pin
- I Badge
I Pants belt
1 Approved Uniform Jacket. with JCSO patches.,cloth badge,and name tape
1 Sheriff's Office ball cap
1 Black Stocking I lat. with Sherit's Office embroidery
Personal Equipment Items(Initial Issue)
2 Pairs of Handcuff Keys(I long, 1 short)
2 Pairs of Handcuffs
HandcuffCase(s)— tither Double Cuff Case x 1,or Single Cuff Case x2
I Duty Belt(black leather, basket-weave with silver snaps)
4 Belt Keepers(black leather, basket-weave with silver snaps)
Radio I lolder(black leather, basket-weave with silver snaps)
Level-3 Retention Holster for Issued Duty Weapon (black leather, basket-weave w/silver
snaps)
1 Magazine Holder for 2 magazines for Issued Duty Weapon(black leather,basket-weave
with silver snaps)
Glove Holder (for plastic gloves — black leather basket-weave with silver snaps or
Velcro)
- OC Holder, Mark 10(black leather. basket-weave with silver snaps)
- Ballistic Vest(specially Fitted)
- I Pair of Duty Boots(black leather,approved make)
- 1 Approved or Issued Flashlight,with black leather holder, batteries and/or charger
- t Issued Firearm. 2 Magazines. Duty Ammunition (On Completion of necessary training
and certifications)
Additional Items Required for attendance at CJTC Corrections Officer Academy
Blue sweatpants and sweatshirt
Blue athletic shorts
Two wll ite t-shirts,with last name printed in all-caps,black lettering, front and back,at chest level
I niform%uplu,ri seaters Jrffemme(ouah �hrrifrc Office
Natirerd;Job 2024 Date or%doplMro I hrurigh Drcrml.rr.11.202-
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APPENDIX C EMPLOYEE BILL OF RIGHTS: INITIAL
C.I All employees covered by this agreement shall be entitled to the following procedural
protection.
C.2 In criminal matters an employee shall he afforded those constitutional rights available to
any citizens.
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C.3 In matters relating to job performance. the following guidelines shall be (followed:
CAI Before an interview the employee shall he informed of the nature of the matter insufficient
detail to reasonably apprise him of the matter:
C.3.2 Any interrogation of an employee shall be at a reasonable hour preferably when the
employee is on duty unless the urgent needs of the investigation dictate otherwise. Aliere
practicable, interrogations shall be scheduled for the daytime;
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C.3.3 Any interview shall take place at the Jefferson County Sheriff's Department, except when
impractical. The employee shall be afforded an opportunity and facilities to contact and consult
privately with an attorney of his/her own choosing. A representative of the Association may be
present during the interrogation;
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C.3.4 The questioning shall be reasonable in length and the employee shall be entitled to such
reasonable intermissions as s/he shall request for personal necessities. meals, telephone calls and
rest periods;
C.3.5 The employee shall be interviewed in a professional manner and shall not he threatened
with dismissal, transfer or other disciplinary- punishment as a guise to attempt to obtain his/her
resignation; and
C.3.6 The Employer shall not require any employee covered by this Agreement to take or be
subjected to a lie detector test as a condition of continued employment.
CA Interrogation. The interrogation of any sworn personnel during the course of an
investigation that could lead to formal disciplinary action shall be conducted under the following
conditions. Thew procedures shall not apply to any routine, supervisory contact with an officer
for the purpose of counseling. instruction,or verbal reprimand. Prior to the commencement of any
formal disciplinary interview. the employee shall be advised as follows:
You are about to be questioned as part of an administrative investigation being conducted by the
Jefferson County Sheriffs Office. You are hereby ordered to answer the questions that are put to
j you that relate to your conduct and/or job performance. and to cooperate with this investigation.
You are required to answer questions relating to the performance of your official duties or fitness
for duties. Your failure to cooperate with this investigation can be the subject of disciplinary action
in and of itself. including dismissal. The statements you make or evidence gained as a result of
this required cooperation may be used for administrative purposes but will not be used or
introduced into evidence in a criminal proceeding.
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CAA Constitutional Rights or Privileges. When the investigation becomes in furtherance of the
intent to prosecute for a criminal offense, the officer charged with or suspected of committing a
criminal act shall be afforded the same constitutional rights or privileges or guarantees enjoyed by
any person. This section shall not deprive the County of the right to pursue the investigation
administratively under Section 2.2.
C.5 I)se of Force— Employees involved in a "Use of Force" event shall, upon request, give a
statement immediately following an event, including a "walk through" and "public safety
statement" interview, designed and intended to enable a thorough and efficient processing of the
scene for evidence and detailed interviews of all other witnesses.
C.5.1 When an employee uses"deadly force"which results in the injury or death of a person, the
employee shall not be required to make a written statement for (72) hours after the incident. An
employee subject to the use of deadly force investigation shall be advised of their rights to and
shall be allowed to consult with a union representative prior to being required to give a detailed
oral or any written statement about the use: of force. This right to consult with a union
representative shall not unduly delay the giving of a statement immediately following an event,
including a "walk through" and "public safety statement" interview, designed and intended to
enable a thorough and efficient processing of the scene for evidence and detailed interviews of all
other witnesses.
C.5.2 Any investigation of the event will be conducted with due regard to the sensitivity for the
deputy's emotional state following the traumatic incident,and investigators will ensure that formal
interview statements and written reports directly from deputies engaged in the use of deadly force
are obtained when the deputy concerned has confidence in his/her ability to process and recall but
not more than 72 hours after the event.
C.5.3 Nothing in this article, however, shall be construed as compelling a deputy to provide a
statement or prepare a response. Whether the deputy is ordered to do so will depend upon the
circumstances of the situation.including whether the deputy is subject of a criminal investigation.
and whether the deputy has requested and granted a Garrity waiver.
C.5.4 Nothing in Section C'.5 shall preclude a Ikputy from making a voluntary statement at am
time.
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APPENDIX D ASSOCIATION AUTHORIZATION
FORM FOR VOLUNTARY ASSIGNMENT OF ASSOCIATION DUES:
1. (Print Name)
hereby authoriTe Jefferson County to deduct my voluntary Labor Committee Dues or lees
in the amount certified by letter from time to time by the Bargaining Committee Chair
from my monthly pay, and to deliver that amount aggregated with other Bargaining Unit
employees' dues/fees deductions in a single check or warrant within ten(10)days of the
deduction occurring each month. Remittance shall be addressed to: JCSOUSS Labor
Committee.Jefferson County lodge#;1, PO Box 987,Chimacum. WA 98325
Such deduction shall continue month to month during my employment in the Bargaining
Unit until such deduction is revoked in writing by the undersigned or I :hall no longer he
employed in the Bargaining Unit.
Date:
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Signature:
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HauficJ .luh 2024 Drte of Woption I hruutih Ikcentxr 11.202"
APPENDIX E-PERSONAL TIME OFF(PTO)
Effective the first January following ratification of this Agreement, Article 16 Vacations and
Article 17 Sick Leave shall be void and all employees shall have Personal Time Off(PTO). PTO
shall be implemented as outlined below:
Section I -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) into one flexible, personal time-off system. Employees will be
eligible to earn and use PTO as described in this policy.
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Section 2 —Purpose
13ie 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 Sheriff's Department employees under this Agreement shall he
enrolled in this personal time off benefit(PTO)system.
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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: j
PTO Vearty Maximum hours earned per
Completed Accrual straight time hour of PT() Bank
Months of Maximum employment.(PTO is Maximum
Employment Hours !(days) earned hourly and posted Hours/(days)
month
0 thru 35 168/ 21 0.0808 284/ 35
36 thru 59 192,(24) 0.0923 320/ 40
60 thru 119 2161(27) 0.1038 360/ 45
120 thru 179 240/ 30 0.1154 40(1% 50
180 thru 239 264/ 33 0.1269 440i 55
240 thru 299 264! 33 0.1269 480/ 60
300+ 2641(33) 0.1269 520,'(65)
' Calculated based on a standard scheduled work week of 40 hours,maximum 2,080
hours yearly.
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Employees working less than full time will accrue PTO on a prorated basis based on hours worked.
All employees shal I receive two t 2) floater PTO day of 8 hours each January 1' of the calendar
year. The floater P I t day 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.
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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 Time Off Selection
Seniority order shall prevail for all employee time-off selections made during the "time-
off selection period" September 1, through December 31 for time-off in the next calendar
year. PTO time not selected during the PTO selection period is subject to forfeiture as
provided below.
5.2.1 All time off applied for after the time-off selection period will be on a space
available basis.
�.3 All time-off(including unpaid time off)is to be selected as follows. Time-of may be
taken at any time during the year with the welfare of the job being the determining
factor. Time off selection shall occur independently within each work assignment(for
example, the tail's time off selection is separate from the Civil Unit's time off
selection). �
;
1. The Sheriff shall post for selection available weeks for employees in each work
assignment. Some weeks or days may be unavailable for selection due to anticipated
;
staffing needs.
2. There shall be three rounds of vacation selection.
3. The first-round employees, by seniority, shall choose their time off from available
weeks in one(1)contiguous period to be selected in round one.
4. The second-round employee,by seniority.shall choose their time off from available
weeks in one(1)contiguous period to be selected in round two.
5. The third-round employees, by seniority, shall choose the remainder of their
eligible time off on a multiple day or single day off basis but not more than one day
of which shall be a holiday.
6. For purposes of accounting fur days used during the calendar year the order of
"burn-off" shall be: AAL Holidays (for employees using & 15.1). regular PTO
(Appendix E). Sick Leave.Catastrophic Sick Leave Bank and then scheduled unpaid
time off.
7. Employees may split their vacation/PTO into as many parts as is mutually agreed
upon between the employee and the supervisor and no third party shall enter into or
influence this decision.
5.4 Accumulated PTO time not selected/scheduled during the PTO selection period and in
excess of the PTO Bank Maximum I fours(days)in Section 4 above shall automatically
be placed in the employee's Catastrophic Sick Leave Bank on April l of each year.
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5.4.1 If unable to take scheduled leave because of employer-required workload,
such scheduled but later denied and unused leave days may be carried into the
next calendar year. 11his excess carryover leave must be used within the first
three (3) months of the following year, or it will be paid in cash. unless it is
again denied because of workload; whereupon, at the employee's option, the
use of denied days shall be extended until July before they are cashed out.The
inability of the employer to allow the employee to take PTO leave shall he
documented by the Sheriff at the time of such denial and be forwarded to the
Payroll Division of the Auditor's Office.
5.5 PTO/Leave requests for PTO not scheduled during the PTO selection period shall be
submitted fourteen (14) days in advance and be signed by management then returned
to Employee within five (5) days or will be deemed approved unless later denied and
paid per §5.4.1. This section shall not preclude the approval of a request of less than
fourteen(14)days advance submission.
5.6 Employees who transfer from one department to another shall retain their original
hire date for purposes of annual PTO eligibility.
5.7 Light Duty
I. Light Duty shall he for the purpose of temporary assignment while a disabled
employee becomes able to resume full duties.
2. Light duty assignments, if granted by the Sheriff, will be determined by the
Sheriff, with concurrence of the employee's physician. I he Employer shall give a
letter of request to the physician of the duties to he performed on light duty so the
physician may verify to the Employer what duties the Employee may or may not
perform. It is the intention of the parties that light duty would be granted if an
assignment is cost ellective for the County as determined by the Sheriff as to
availability and the County Risk Manager as to cost effectiveness.
5.8 The County may administer PTO to meet the requirements of the Washington Sick-
I.eavc law provided employees do not receive a benefit that is less than as provided
in this CBA.
5.9 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 Hank due
to extenuating circumstances, an employee may submit to the Sheriff 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 Sheriff, the request and the Sheriffs 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.
5.9.1 An employee who, except for an emergency (defined as an unforeseeable
event), fails to provide a two(2)weeks advance notification of intent to resign shall
1 nifiorm support Set-vim JeRerwe Coust)Sher ff"s e)Bke
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S1#D06 PHSc-36-01 4:
forfeit rights to two (2) weeks of currently accrued PTO. The two(2) week notice
may be waived by the County Administrator or designee.
5.10- PTO Catastrophic Sick Leave Hank
Accrued PTO shall be credited to the employee's PTO bank up to the maximum
allowed. Unless the employee has excess accrued vacation/?TO carry over
pursuant to Section 5.4,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.
5.11 - PTO Catastrophic Sick Leave Dank Usage
An employee's Catastrophic Sick Leave Bank shall only he accessible to the
employee accruing the bank, and access shall only be allowed when all other paid
leave, compensatory time or other Employer provided financial benefits are
exhausted.
I. Maximum Accrual - The maximum accrual in the employee's catastrophic
sick leave bank is 960 hours(120 days.)
2. County Sick Leave Bank- Days accrued in the employee's catastrophic
sick leave bank may be donated to the County Sick Leave Dank per
Resolution 79-94.
3. Separation from Employment: Upon separation from employment any
accrual left in the employee's catastrophic sick leave bank is forfeited.
5.12- 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 5.9- PTO Banking and Cash Out.above.
5.13 - PTO Use During Illness or Injury or Workplace Injury
The use of PTO due to illness, injury or workplace injury shall follow the sick leave
provisions of the CDA and the Jefferson County Personnel Administration Manual
Chapter 6, Section 3.0 Personal 1'ime Off(PTO).
5.14 - 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:
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5.14.1 U nused Sick Lea-,e: 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 fur 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 be sick or disabled or have a scheduled
health care appointment or meet any other qualifying reason under Washington
State Paid Sick Leave Law.
b. Upon request by the Sheriff or designee, 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.
I Niform Support Services JeRenon(ounl♦Sheriff's Office
Ratified:July 2024 Dote of 4doptioe I hrough December 31.202'?
Sit 1k -Paige•37-uf 42
e. 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) Other
appropriate uses include for minor children, child care when school or daycare is
closed by order of the Board of I lealth or a Public I lealth Officer, and an absence
that qualifies for leave under the Domestic Violence Leave Act , Chapter 49.76
RCW. Accrued sick leave, not leave of absence must he used for illness, injury,or
disability.
e. Sick leave is not appropriate and will not be authorized for death in the
employee's family.
E The County will make the following payment for sick leave:
I. Upon an employee's death, the employee's estate shall be paid twenty-live
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. Where 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.
M employee who is collecting Workers Compensation time loss benefits shall not
receive sick leave benefits as provided herein, provided, however, il'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.The employee will use the Sick Leave designation on their time sheet if the time
is to be taken from their sick leave bank.
5.14.2 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.
5.15 - 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.
5.16 PTO for New Employees
"fhe PTO system shall be applied to all new employees hired.
5.17 P'CO for Probationary Employees
For the first twelve months of any Trial Period, an Employee, regardless of
seniority, will continue to accrue PTO leave, and will be permitted to take up to
two weeks of accrued PTO leave with approval of the Sheriff or Designee.
EXCEPT that Employees who have already successfully completed a trial period
in one classification, but transfer to another classification and trigger a new trial
period, shall be entitled to any paid leave that was authorized and scheduled prior
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to their transfer. An entry-level Employee new to bargaining unit will only be able
to use PTO leave during their trial period with permission of the Sherilt or
designee,under special circumstances.
Section 6-Respolasibilities
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 employee's immediate family member,which includes,spouse,
parent,child(including adult child),siblings,in-law parents, in-law siblings,domestic partners or
anyone who is financially dependent upon a public official or employee.
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
Personnel 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
(FMI.A)on County time sheets.
Section S—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 Catastrophic Sick Leave Bank at the end of each year, unless carry over
has been granted pursuant to Section 5.4. The Payroll Services Manager in the Auditor's Office
will be responsible for oversight of the accrual, use. and tracking all individual employee
Catastrophic Sick Leave Bank balances.
Section 9— Application and Interpretation of this appendix C—Personal Time Off(PTO)
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Whenever there is a need to interpret Appendix C - Personal Time Off(PTO) the policy and
procedures adhered to under the Jefferson County Personnel Administration Manual shall be the
determining factor.
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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: August 12, 2024
SUBJECT: AGREEMENT and SUBSCRIPTION AGREEMENT re:Collective Bargaining
Agreement for Jefferson County Sheriffs Office Uniformed Support Services;August 1. .
2024 through December 31,2027; Fraternal Order of Police(FOP)—Jefferson County
Sheriff's Office Uniformed Support Services(JCSOUSS)
STATEMENT OF ISSUE:
Contract negotiations with FOP/JCSOUSS for the Collective Bargaining Agreement covering Jefferson County
Sheriffs Office Uniformed Support Services was initiated early to address recruitment,hiring and retention with
Corrections StalT. The current contract expires December 31,2024. A new Agreement was negotiated w ith the
FOP/JCSOUSS covering the term .August I, 2024 through December 31.2027.
ANALYSIS:
As a result of negotiations with the FOPIICSOUSS union, the attached agreement was ratified on July 25,2024 by
employees represented by FOPIJCSOUSS.
FISCAL IMPACT:
• flying the current 2024 wage scale,drop two steps and add two steps,with the same percentage difference
between each step. Employees in dropped steps are placed in new step 1. Employees in old Steps three through
six receive an additional step. The Anniversary dale for the purpose:of step increases will change to August 1.
• 12%general wage increase over three years,beginning January 1, 2025.
• Effective January 1, 2025,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 employ7nent$3,900
• Increase annual Uniform Allowance to$1,000.
• Increase vacation carry over from 120 hours to 140 hours.
• Acting Sergeant Pay—5%premium for employee assigned Acting Sergeant.
RECOMMENDATION:
Approve and sign the Collective Bargaining Agreement.
REVIEWED BY:
Mark McCaul .ounty Adminislrato Date
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