HomeMy WebLinkAboutCONSENT HR FOP JCSOUSS Amend 1 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: January 27, 2025
SUBJECT: AGREEMENT,Technical Amendment 25-01 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 2025 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 CBA between Jefferson County and FOP/JCSOUSS includes language that states
• 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. (CBA between Jefferson County and FOP/2024—2027).
The Patrol Deputy Employee uniform allowance increased from$1,000 to $1,400 on January 1, 2025. The
FOP/JCSOUSS requested the $1,400 allowance beginning January 1, 2025, in accordance with the CBAs.
FISCAL IMPACT•
The analysis conducted of Corrections Officers employed as of January 1, 2025, indicate that the cost to
effectuate this Article of the CBA is approximately$6,400.
RECOMMENDATION:
Approve and sign Amendment 25-01 between Jefferson County and FOP/JCSOUSS increasing the uniform
allowance to $1,400 in accordance with the Collective Bargaining Agreement.
REVIE D BY:
Mark McCau y, County Adminis at r Date
Page 1 of 1
CONTRACT REVIEW FORM Clear Form
(INSTRUCTIONS ARE ON THE NEXT PAGE)
CONTRACT WITH: Fraternal Order of Police(FOPyJCSOUSS Contract No: FOP No.25-01
Contract For: Tech Amendment No 25-01.FOP/JCSOUSS:Undorm Allowance l c rm: Aug 1, 2024 - Dec 31, 2026
COUNTY DEPARTMENT: Human Resources
Contact Person: Sarah Melancon
Contact Phone: 360-385-9133
Contact entail: semelancon@co Jefferson we us
AMOUNT: n/a PROCESS: Exempt from Bid Process
Revenue: n/a Cooperative Purchase
Expenditure: Na Competitive Sealed Bid
Matching Funds Required: n/a Small Works Roster
Sources(s)of Matching Funds Na Vendor List Bid
Fund# RFP or RFQ
Munis Org/Obj Other: CBA
APPROVAL STEPS:
STEP 1: DEPARTMENT CERTIFIES COMPLIANCE WITH JCC 3.55.080 AND CHAPTER 42.23 RCW.
CERTIFIED: ❑ N/A: C, is a V1
ature Date
STEP 2: DEPARTMENT CERTIFIES THE PERSON PROPOSED FOR CONTRACTING WITH THE
COUNTY (CONTRACTOR) HAS NOT BEEN DEBARRED BY ANY FEDERAL, STATE, OR LOCAL
AGENCY.
CERTIFIED: R1 N/A: G�V` 1 ' i L ti1 Z S
/ nature Date
STEP 3: RISK MANAGEMENT REVIEW(will be added electronicalh through Laserfiche):
STEP4: PROSECUTING ATTORNEY REVIEW("ill he added electronically Ihrough Laserfiche):
Electronically approved by Risk Management on 1/17/2025.
STEP S: DEPARTMENT MAKES REVISIONS & RESI 111vll"rS TO RISK MANAGEMENT AND
PROSECUTING ATTORNEY(IF REQUIRED).
STEP 6: CONTRACTOR SIGNS
STEP 7: SUBMIT TO B 0�t�cq ft ravecl as to form by PAO on 1/16/2025.
ease attac AAbetween Jefferson County and
FOP/JCSOUSS 2024 - 2027 and any prior amendments, as
referenced in this documentt
9
MEMORANDUM OF AGREEMENT 25-01
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 2025 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-eads:
20.8.1 In recognition of the fact the JCSOUSS employees cant'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 2025 — 2027 CBA between Teamsters Local No 589 and
Sheriff's Office Commissioned Deputies Article 23 Uniforms §§ 23.3 states:
23.3 After the employee has completed his/her trial period,an employee required to
wear uniforms in the performance of duty shall receive $1,400.00 in uniform
allowance..."
3. The County will provide the difference from the$1,000.00 already reimbursed to current
JCSOUSS employees(or the amount pro-rated in accordance with the CBA) to$1,400.00
(or the amount pro-rated in accordance with the CBA).
4. This MOA 25-01 shall be effective as of the date of adoption by the County.
5. 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 12025
Jefferson County Commissioners
JEFFERSON COUNTY WASHINGTON JCSOUSS EMPLOYEE ASSOCIATION
Heidi Eisenhour,Chair As ley Moore Am
ociation President
ICSOUSS Cm Association
Date:
Heather Dudley-Nollette
Greg Brotherton Doug Luse,Labor Specialist,FOP
Date: ( ( ( �( Z
—T.
Date
ATTEST: Approved as to Forni:
Philip C.Hunsucker
Chief Civil Deputy Prosecuting Attorney
Date:
d rZ —
Clerk of the Board ��j
Carolyn Gallaway, CMC
APPROVED AND ADOPTED this day of , 2025.
Jefferson County Commissioners
JEFFERSON COUNTY WASHINGTON JCSOUSS EMPLOYEE ASSOCIATION
Heidi Eisenhour, Chair Ashley Moore, Association President
JCSOUSS Employee Association
Date:
Heather Dudley-Nollette
Greg Brotherton Doug Luse, Labor Specialist, FOP
Date:
Date
ATTEST: Approved as to Form:
lw�a
for
flip C. Hunsucker
Chief Civil Deputy Prosecuting Attomey
Date:01/16/2025
Clerk of the Board
Carolyn Gallaway, CMC
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 21127
i
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I
lueu•I "..n.1
TABLE OF CONTEN'I
REUXiNI l ION._
ASSOCIAI ION SECURITY..
ASSOCIATION HA\A6f.%1lEw4 t RFI A I ION
NON-DIM'RIMIN A I ION 2
ASSOCIATION %ND EMPLOYF.F'S RIGHTS'. .. . . ._ ._. . .... . . . .... .... .._. . .. .... . .... .. I
PERSONNEL RECORDS._.. . ...._ .... . _._. ... . __.. .... . .... .. . .... ... . . .. ... . .. ._ __. .. _. 4
SEMORIIY AND AHILI 1 Y _ .. .... $
HO(IRS OF WORK _ . . . . _ . _ .. . .... .. _ . ..... . . .................... .
OVERTIML COMPESSATIU\ __ . . . ... . .. .. . ... . .... ........... . . . _ .. _ ._...._... . . ....... . . . . . . 8
RETURN TO WORK/CALL&ACK................... .................................................................... ... . _.. ....... 8
OvertnK Scheduling. ..._...... ...... .. .........._.._......................._._.-........_... . ..9
COMP-I-Iml. _ __. . . . . . .. .. . .. . .. .
1LRYDl_TY... .. ._ _. .... . .. ... . ._. . ....... .. ....... . .. ...... .. . . .. . __._. ._ ....._ . . ... . . . . .. ._. . . _ . .. . .
WAtil-.S ....._..... ...... _.. . . . . . .. . . .I�
LONGEVITY ..._.. ........... .... ........... ..._...... _._ . . _ . . . . _._ ... . . ... . . . .__._.. .. . . __ . . 16
HOLIDAYS-.... . ............... .......... . _..16
V.ACAI IONS ...... .. ....... _ .. ... _ ..17
SK K LLAVF _. ._.__ . ._ _ . . ._ ...19
RFRFAVEMFNT LEAVE . . .. .. _ ..... .. . ...... .. .. .. .. ....... .... . .. .. . .... .. ... . . .. . . . . . . .. . . . . .. . '0
MILITARY LEAVE........... . .. ..... .... .. _ _. . .. . . . . . ....21
(NII-ORMS.__.. . .. ._... _ ..__.._. . .21
IOH INI.ORMA 110% - -_ 22
HEAL TH AND WELFARF. .... ...... ..
MAINTLNANCL uF BI NLFIIS _.... ._ __ .. ._ ... ...... ........ 23
ADDI I IONAI. t NDLRSI ANDINGS -. .... .....24
II:RMI\AIION. . .-
APPENDIX A WAGE TABLES . .... .... ........ .__.. . . _ . . _. . _.. . . .. . . . . . .... .......... ... ._ . .. . . .. . .. . .... 26
Wage Rate Changes and Payments.............. .. ... .. .... .. . . ... ....................... .....................27
Animal Control Officer.._. _. ........... _.. .......... 27
................. ...................................................
ControlRoom Operator........................ ....... .. ... ... ...... .. . _. ... ... ..._.......... .............................................28
DEFERRED COMPENSATION._....................... .. .......... .. ................ ... ...... .... ..........._..._ _ . . ... 28
ADDITIONALCOMPENSATION....... ... ...... ..,.............. ... .., .. ... ... ... .. .........,................... ........... ............28
FTO Pay _._.. .. ....... ...28
PhoneCalls Off Duty. ... ........ . ............ ... .................. ... ... ... ....... ....... . . ... ........ .. ... ... .. .. _. 28
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INITIAL UYIPORMIEQU1PMENT ISSUE........ ._.
APPENDIX C EMPLOYEE BILL OF RIGHT'S....................... .... ............................ ......... ....
t Worm Support Sersices Jefferson fount. Sherirr%office
Ratlfled:./uh 2024 t Mon Date of%doption Throueb December 31.2027
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AGREEMENT
by and between
.JE.FFERSON COUNTY SHERIFF'S OFFICE
CTNIFORMED SUPPORT SERVICES
and
JCSOUSS ASSOCIATION
Date of Adoption through December 31,2027
This document constitutes an agreement between the Sheriffs Office ofJEEI:ERSON COUNTY.
a political suhdivision of the State of Washington (Employer or County) and Jefferson County
Sherill's Office Uniformed Support Services. Port Townsend. Washington 1JC'S0I:SS 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 I ln1fonned 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 SFCURITY
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 tlx bargaining unit fairl) 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 Cur Association dues in the
amount certified by the Association Secretary from the wages of each employee in the
bargaining unit who executes a properly w-ritten authorization. and such deductions. plus
an additional County payment of a $100.(x) 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 effective on the second payroll after
receipt of the notice.
2.4. The Association shall indemnify. defend and hold the Employer harmless against an)
claims made and against any suit instituted against the Employer on account of and.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 RC W 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 ol'supplementing Bargaining Unit staffor 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 I Init employees to other JCSO duties is not precluded
provided there shall be no reduction in any employee'spa) by such temporary assignment.
ARTICLE 3. ASSOCIATION MANAGEMENT RELATIONS
3.1. All collective bargaining %ith respect to wages, hours, and working conditions of
employment. shall he conducted by authorized representatives of the :association and
authorized representatives of the Employer.
32. 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 he for just cause.
3.4.1. Nothing in this Agreement precludes non-unit Supervisors from performing
Bargaining l'nit 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 Sheriffs 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 Prtwedure, but must be resolred ' 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.
t niform�upfwvt 1,rr.icm JeMrson(bust% 1%herif-s Mcr
RatifiedAuls 2024 I hroveh ilr(emher 31.202-
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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 shall
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.
5.5. The Association shall be permitted to use Sheriff'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 interfere with the business of the SheritY s Office
5.6. ASSOCIATION CHAIR: For the purposes ofthis 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 Vl' 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,tail 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 heyond the
representatives' work hours compensation shall not be earned.
1 niform`opport Services Jefferson(ounn Sherifr-,Once
Ratified:Jul% 2024 Mite of %dopfiun Thrnu-_h December 31.2027
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5.8. Employees have the right to seek the assistance of the FOP and Association according to
RUW 41.56. Employer has the right to seek the assistance of its Labor Relations
Representative according to RCA' 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. I'hese records may accompany an
Employee through succeeding administrators. To ensure that the doctrine of fairness is
applied with respect to these records. the following procedure will be adhered to:
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 cop) 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
i
personnel record. shall be initialed by the employee. I he employees 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, aril 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 he
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 dome to the file content.
6.1.5. The Employer through the supervisor, shall take measures to assure that,within the
bargaining unit, only legitimate supervisor and administrative personnel and the
Employee have access to the employee's personnel record. and that no inliirmation
verbally or in writing be released from the employee's personnel records unless
written permission by the employee has been given. by court order, or through Public
Disclosure whereupon the employee shall be notified of the request and the requester.
6.1.6. All discipline letters and complaints shall remain as part of the personnel file and
expire after two 12) 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 and who identify documents in
their file not conforming to this Article 6 shall request the Sheriff remove from their
file such documents that are nonconforming.
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 ?. SENIORITY AND ABILITY
7.1. Seniority according to this agreement shall consist of the continuous service of the
Employee with the Sheriff's 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 seniorit% list shall be brought up to date each year on
January 1 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. mandator) o%crtime 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 Sheriff's Office shall be on a
trial basis for the first twelve(12)months ofemployment. If the employee's performance
does not meet the standards established by the Sherif '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. I his
trial period maN he 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 Sheriffs
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 current 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 classifica(ion.
7.3. Seniority shall he lost after twelve 112) months in layoff status.
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7.4. The Employer shall -seek the most capable individuals to fill supervisory positions.
Employees will be considered for supervisory positions in conjunction with other
applicants in accordance with civil service rules and regulations.
7.5. 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 ma.. 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 he arbitrary or capricious.
ARTICLE S. 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 (81 consecutive
hours, followed by two (2) consecutive days off. Employees work Ibrty (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)consecutivc days off. Employees work forte (40) hours
during a workweek.
8.1.3. "l welves": Consists of four (4) consecutive workdays of twcl%e (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:
I I) 4 on.4 off. I on. 3 off
(1) 4 on. 3 of]; 3 on. 4 off
8.1.3.1. Employees on "THehes" work cigftty-four (84) herbs during a two-week
work period.
8.-1. Corrections Shill Rotation: The Sheriff has adopted a system of shift rotation in the jail
,A-hereby 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:
(1) On a schedule with three assigned shifts(days. swings.graveyards),employees
will rotate progressively from days to swings to graveyards and back to ddNs.
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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 (cast every three(3)months and not more than every (2) months. based on a
rotation established by the Employer.
i
3) It is understood and agreed that there are different staffing requirements during
different shifts. 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 durirfg a scheduled rotation.
will Ex given priority for progression to the next shift at the next scheduled
rotation.
8.2.2. The Sheriff may. upon thirty da%s' notice. rev ise 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.
&2.3. I-he Shtiilf may. upon sixty days' notice. revise the shill 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. EmergencN 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 %-here the
Department is short of staff because of employee unscheduled absences, during a period
of active recruitment, or periods of training where t1u employee is required to he away
from the Department for an extended period of time (one week or more).
8.3.1. Nonconsecutive workday schedules shall he posted at least fourteen t 14)days prior
to the effective day of a schedule change. No individual employee shall be required
to work more than three(1)weeks of nonconsecutive workdays per calendar quarter.
8.4. 'Me employer may establish a 35-hour work week by mutual agreement of tht:
association.
8.3. Work Breaks. Employees are emplo%ed 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 opportunity to take the
requested break. Observance of intermittent breaks shall comply with work break
t Worm suplwrt 1-cm s Jefferson(ovety Sheritr's U1Twe
Ratified:July 2924 pate ut%d4gAigm TbroagY DearnAer 31.202-
SiF fix!'Ate-,4442
requirements of law. As provided in R( W 49.12.187 this section shall constitute
..agreement."
ARTI('LE 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[tights"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 arc 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 FLSA 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 nays worked outside of scheduled days.
9.2. Overtime or Premium hours worked shall he paid at the rate of time and one-half the
Employee's regular rate of pay.
i
i
9.11 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. Overtime pay shall not be compounded with any other firm of premium compensation
paid to the Employee. (Example: Premium pay may he received in addition to overtime
pay but is not included in the calculation of the overtime rate.)
I
9.4. Those employes 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 Sheriff's
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(11/2) for those hours prior to the ten 1 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 and/or mandatory
monthly meeting requirements.
i
t afore support%mires Je}rerwo Omat)Jbenfr%(frier
Radf6ed:Judy 2024 Door of%doptias I bremb December 31.202'
liE t)re Ptttpr•8.1f 4:
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 hack for scheduled training or fur 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 ol'a court transport) on other than the employees regular work schedule
shall he compensated as call hack. 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 filled. then the
unforeseen overtime shifts will be mandated to employees available to work with the
least number of SCHEDUTLED 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
I
scheduled sick time).
9.6.3. Immediate overtime shall be mandated bv.the on-duty supervisor,to employees that
are available to work.
9.6.3.1. Immediate overtime - Overtime needs that occur without advance notice,
and must be filled immediately (i.e.. emergency duties. sick time due to
unforeseen illness, etc.)
I
9.7. Overtime Opportunities Out of Work Assignment:
9.7.1. In general. it is preferred that employees perform the overtime within their principle
work assignment. i.e. Civil.Corrections.
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Batirwd.Jed) 304 Dair of %dopbea 7 AroWh rlerember 31.2112'
`ip f'*)c PWc-4.,1 42
i
9.7.2. if no employees from within the principal work assignment are available, known
overtime should he offered to other Bargaining Unit emplovetis 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 knit personnel (for example.
patrol deputies or reserves).
9.7.4. Corrections Deputies and Court M-pubes may he required to receive cross-training;.
to ensure they can perform the essential safety and security functions of both work
assignments.
9.7.5. 'clothing in this section restricts the right of the Sheriff to make emergency changes
j to work assignment when necessary for public safety or to ensure the efficient
operation of the Shcritl'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 avijacent 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 elliecting public
sali:ty and shall not include the cost of paying overtire 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 nun-refundable
expenses which are declared%substantiated by the Employec 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. (cave. 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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RaufinL Jul% 2024 Ilxir 4 Wooprion I hruueh 1lrrcmbcr)1.202'
Sy Ikx Pagc-K_. t 42
9.11. If an employee is subpoenaed to court or required to work during approved scheduled
leave, paid or unpaid. including adjacent regularly scheduled days oil', 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 tirnc 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 oil'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 fortv (40) hours comp-time will not be allowed to accrue additional comp time.
Additional hours shall he paid for at the overtime rate.
I
I
10.2. An employee on compensator} time off shall he deemed to be on official leave with pay
status.
10.3. An employee who notifies his11ter supervisor promptly or substantiates to the satisfaction
of his,'her Supervisor that he%she was sick on a scheduled day of compensatory time ofT
may request that a day of sick leave be taken rather than previously scheduled
i compensaton"time.
i
10.4. An employee may choose to add comp-time to their bank as long as their bank does not
exceed the forty (40)hour maximum.
10.5. Comp-time can be carved 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 Lime use as provided by law.
ARTICLE 11. JURY DUTY
I I.I. Employed called for Jury Duty in any Municipal. County. State or Federal court shall
advise the County upon receipt of such call and. if taken from his."her regularly scheduled
work for such jury duty. shall he paid at his./her regular hourly rate for those hours that the
employee would have spent on his.1wr regularly scheduled shift, less compensation paid
for such Jury Duty.
ARTICLE 12. GRIEVANCE PROCEDi'RF.
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 grie%ance to prevent future complaints. to promote
harmonious relations among employees, their supervisors, and Departmental
Administrators: to assure fair and equitable treatment ofemployecs; to resolve grievances
at the Departmental level before appeal to higher levels.
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kalibcd Jul% :O:J DAtc of %dop&-n I hruufh Urirmhcr 31.?02'
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121.2. DEFINITIONS: The following terms. as used in this contract. shall have the following
meaning:
• GRIEVANCE: A complaint b5 an employee, an Association/FOP Representative. or
the County may he filed when the grieving party believes an unfair application of a
polio} has been applied to an employee,or an alleged v iolation of any terns or condition
of this Agreement has occurred. Letters of Reprimand and other noneconomic
disciplinary actions are not grieyable upon issuance. Disciplinan action. including any
underlying supporting Letters of Reprimand, with an economic impact on the employee
shall he 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 Jellerson County Sheriffs Office covered by
this Agreement.
• IMMEDIA OF SI IPF:RVISt)R: I he 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 of the employee or employer.
TIME 1.1MI US: 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 responsibilit\ 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 suhmit the grievance to
the next higher step of the grievance procedure.
12.4. PARTIES RIGI ITS AND RESTRICTIONS:
1. A part\ to the grievance shall have the right to record a formal grievance meeting
at the expense of the requesting party.
_'. In keeping with Article 5.8 of this document.an Employer maN 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.
Reasonable time in processing a grievance will he 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.
S. Grievances of an identical nature, involving an alleged violation of the samt:
Article. section. etc.. concerning the same subject matter. may be consolidated.
I •iror nr\apporl 4r%ices .Icflrrvnr< ounfN 'brrirr%Omcc i
Ratified:Juh Dale of kdopiwo I pronto I►rrrrabrr 31,2112-
S;r I),r'ar.c.t' I I' I
6. Confidential Communication. Any communication between a member of the
Association and any recognized AssoclationiFOP 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 he defined as confidential.
i
12.5. ELECTION OF RF:MFI)IhS: fhc use of this grievance procedure will NOT constitute
an election ofremedies. An employee seeking redress through the Labor Agreement may
seek judgment of the same matter through the C1%11 Scrice 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 ol'ad%ancing the
grievance to step 66 of the below procedures electing Arbitration or private litigation in
court following the decision of the Civil Service Commission.
12.6. s'rhpS 1\ THE GRIEVANCE PROCEDURE:
Step apt 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 aux:t 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 Gum the close ol'the lurrnal meeting. No settlement at this Step
42 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 f 20) working days from the close of the Step 02 Meeting. or the receipt
ofa 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). 11'requested, within twenty (20) working days of the date of the: receipt
of the appeal and attempt to settle the grievance. A decision shall be made. in writing. to
the Employee by the Sherifl'. within twenty (20) working days from the close of the formal
meeting.
Step 44 If the employee feels the Sheriff has not resolved an economic grievance. the
employee may within twenty(20) working d;i%s from the close of the Step 03 Meeting. or
the receipt of the Sherifl's written decision. whichever is applicable. appeal to the County
Administrator. All supporting documents and e%idence relative to the grievance shall be
1 mi(orm support smite% Jefferson(minh Sberiff's()flke
Ratified:Joh 2024 UHt of kdoptio■ I hrmuh Derember 31.202'
Sig Ikw P,We-I t-,It 1'
included with the appeal. The County Administrator or his.'her authorized designee may
hold a formal meeting with the employee and the represe.ntati%c. if requested. within twenty
(20) working days from the date of the appeal receipt and attempt to settle the grievance.
A decision shall be made. in writing. to the Employee by the County Administrator or
his/her authorized designee, within twenty (20) working day-, from the close of the formal
meeting,.
In the event the grievance is filed by the County regarding a%tolation of this agreement b%
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 he submitted to Step 05 by the County following the same
procedures for the selection of arbitrator and processing of the grievance.
Step 45 Appeal of a Step 94 Decision may be made to the Civil Sery ice 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 04 Meeting. or
the receipt of the County Administrator's decision. whichever is applicable.
The Civil Service Commission shall schedule a formal meeting within twenty (201 working
days of the rm-eipt 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 detiyer 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,Subsmtion(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 46.
In the event that the Civil Service Commission for any rex;on declines to hear the
grievance, there shall be no prejudice to either party,and the grievance shall move to Step
#6 immediately.
Step#6 ARBITRATiON. 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 he 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 after 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 (i i) Washington or Oregon arbitrators. After flipping a coin to determine
which part 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.
t 41i6nm 1,11ptl4wt torstees JeRcrwon(ovah Sberirrs0flicc
Nalifud:Juk 2024 Date of WpWn Thrnrg`December 31.:U:
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. COS I'S AND EXPENSE'S: 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 ba borne by each party. Cost for witnesses, court reporter.
or other individual expenses shall he home 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 ofthis 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 br implemented as follows:
13.1.1.1 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 he added to the wage table
with the same incremental increase as between Steps A. B. C and D.
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%%age table all employees in the old Steps
A and B shall be placed in the New Step A and shall have a new anni%crsary date of
the first day of the month following full adoption of this Agreement.
13.1.1.3 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. 17hen.each employee from Steps
C. D. F. and F placed in the New Step A. B.C and D will receive a one step increase
and shall have a new anniversan• date of the first da% of the month following full
adoption of this Agreement.
t pon completion of the above wage adjustments. Steps A through F will then be
renumixred i through 6.
i
13.1.2. Effective January 1. 2025 the wage table shall he increased by V.;3.
11.1.3. Effective January 1. 20216, the wage table shall be increased by 21-o.
13.1.4. Effective January 1. 2027 the wage table shall he increased by 2%.
1 silorm%upporn 5enicex Je(rer%en(uunh%1k-n(r%()(Grr
Nihrird:Jul% 211:4 On le of tdopno• IbrrKwb December J1.202'
SAa INX Patc-I�-o1 42
13.2. Notwithstanding any other provision of this agreement, there shall he no reclassifications
performed within three (3) months of the expiration of this agreement or during any
negotiation period.
13.3. Whenever this agn emcrit 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. LONGEVI I Y
14.1 Upon completion of the following years of employment Employer shall pay. as an annual
longevity honus.the amounts which follow to eligible Fmployees at the pay period which follows
the anniversary date or month of employment.
(I ) Five years employment...................5600.00
12) fen years employment.................$1,0000)
(3) Fifteen years employment............$1.400.00
(4) Twenty years employment...........$1,800.00
(5) Twenty-five years employment ...$2.200.00
14.1.1 The below I.ongeyity schedule is effective as of January 1,2025 and any employe
receiving a better benefit shall retain same until the below will provide a better benefit.
(6) Thirty years of employment $2.600.00
17) Thirty-five years of employment $3.000.00
(9) Forty years of employment 53.400.00
(9) Forty-fiyc years of employment 53.800.00
14.2 Longevity pay shall he paid in a lump sum to eligible employees in the No%embrr pay
which will be received by employees in early December of each %car. Early tcrtttinates 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 amounts 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 otter five years longe%i1% will reccivc
7'8 of lunge-.ity amount(7-hour shift emplo%cc with live years emplmment, 7/8 of 5400 =5350).
ARTICLE 15. HOLIDAYS
New Year's Day January 1 st
Washington's Birthday 3rd Honda% in Februar
Memorial Dav Last Monda in Via
Junete enth June 19th
e nifnrm suppn't ern u n JrRerwm(nrnh '-herifl-t Ofrlte
1(alifitd .Jul% N1:1 Datt of %dople-m through 1)r(rm1rr If.202"
Sic INIC I'm•1)All
Independence Dav July 4th
Labor Day First Monday in Sept
Veteran's Day November i I th
'Thanksgiving,'Fhanksgiving,Day Fourth Thwsda% in Nov.
Da-y after 11mriksgiving Day alter 17hanks ivin
Christmas Day December '_;th
Two(2) Floating Holidati
15.1. Floating holiday observance is to be determirndi by mutual agreement hetween the
Employee and the Employer. with seven(7)days advance notice.
15.1.1, Deputies .Assigned to the Civil Division may choose to use floating holidays 1or
I
days on which the Courthouse is closed fbr an unlisted holiday.
15.21. if a person's day off falls on a holiday. they get one day off for that holiday, or an extra
day's pay at straight time.
15.3. Any employee working on a holiday shall receive their Holiday pay 4$16.6) in addition
to:
15.3.i. 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 tithes the regular rate of pay) for all
hours beyond their regularly scheduled shift.
15.3.2. An Employee required to work on a paid holiday, which is not hisvlter regularly
scheduled workday. shall tx compensated at the premium pay rate of double-time
(two times the regular rate of pay).
15.4. When a holiday Calls on Saturday. the preceding Friday shall be obsen-ed. and when it
falls on Sunday the following Monday shall he observed. This provision applies to
employees who work Monday through Friday only and the County declares the preceding
Friday or following Monday as a County Holiday where the County is closed to the public.
Employees assigned to the Jail will observe holidays on the actual day of the holiday.
15.5. Ilan 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 il'applicable) at the
regular straight time rate ol'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 knit. In the went 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. VACA FION ACCRUAL:
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"IR Dm P,We-1 i-1 0
Months of Completed Maximum Hours TACCRUAL'
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 0.0895
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 pro%ide 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 off selection 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 off applied for after the time-off 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 Sail's time off selection is separate from the Civil Unit's time offselection).
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 0)contiguous period to be selected in round one.
4. "hhe second-round employee. by seniority. shall choose their time off from available
weeks in one (I)contiguous period to be selected in round two.
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Ratified:Jul_c 2024 Datc.,I' kdoptmn I hrnuLh Dreenher 31,2027
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j 5. The third-round employees, by seniority. shall choose the remainder of their eligible
time oll'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"bum-
ofl" shall tw: AAL. I lolidays (for employees using § 15.1). regular vacation (§16.1).
and then scheduled unpaid time off.
7. Employees may split their vacation into as main• parts as is mutually agreed upon
between the employee and the supervisor and no third party shall enter into or influence
this decision.
f16.6. PROBATIONARY F,MPLOYEES: 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
UndetsheritT and the Sheritl: EXCEPT that Employers 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
prior to their transfer. An entry-level Employee new to bargaining unit will only he able
jto 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 selected'scheduled during the
vacation selection period and in excess of the one hundred fom hours (140) earn, over
shall automatically be lost to the Employee on April I of each year.
I
16.7.1.1f unable to take scheduled leave txeause of employer-required workload, such
I scheduled but denied leave days may be carried into the next calendar year. This
leave but must be used within the first three 01 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 he extended until Jul% before they are
cashed out. The inability of the employer to allow the emplo%ee 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.
16.8. VacationlLeave requests for vacation not scheduled during the vacation selection period
shall be submitted fourteen (14) days in advance and t o signed by management then
returned to Fmployee within five(5)days or will be deemed approved. This section shall
i not preclude the approval of a request of less than fourteen(14)days advance submission.
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ARTICLE 17. SICK LEAVE
17.1. Sick leave is earned by regular and trial employees at the rate of one (I ) working day for
each month of completed service. An employee may not accumulate more than nineteen-
hundred-twenty (I,920) hours of sick leave. Fo receive sick leave, an employee must
either be sick or disabled or have a scheduled healthcare app(iintment. Upon reawnable
request by the department head. an employee must be able to furnish proof, including
documentation from the attending health care provider. Falsification or misuse of sick
leave shall be grounds for disciplinary action.
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17 2. Sick leave is appropriate fur illness or disability caused by or contributed to: pregnancN
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. (RC'W 49.12)Accrued sick Ica%c,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 Tamil%
(See Bereavement Leave.)
)
17.4. No employee shall receive compensation for unused sick leave greater than the anwunt
determined as a result of Section 17.5 02 at the time ofretircment.
17.5. The County will make the following payment for sick lea•c.
l. Upon an Employee's death. the Employee's estate shall be paid twenty-five percent
125%1 of such accumulated sick leave.
2. Upon disability or retirement, the employee shall be paid twenty-fi%c 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.
17.6. Light Duty:
1. Light duty shall be for the purpose of temporary assignment while a disabled
employee becomes able to resume full duties.
2. Light duty assignments,ifgranted by the Sheriff;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 Fmployee may, or may not perform. It is
the intention of the parties that light duty would be granted Wan assignment is cost
effective for the Count% as determined by the Sheriff as to availability and the
County Risk Manager as to cost effectiveness.
j 17.7. l'he County may administer Sick Leave to meet the requirements of*the Washington Sick-
Leave law provided employees do not recei%c a benefit that is less than as provided in this
C'BA.
ARTICLE. 18. BEREAVEMEN I LEAVE
19.1. Bereavement leave shall be authorized for employees who have completed probation for
a maximum of three(3)days to grieve the death of a member of the Cmployee's immediate
family. "Immediate family" is defined as 661bms: Spouse. parent. grandparent. child.
grandchild, brother, sister, mother-in-law, father-in-law. significant domestic partners,
and step relations of the same dearer.
18.2. Employees who have a death in their immediate family and who would have to travel 500
miles or inure (one way) to attend such funeral shall be allowW two (2) additional days
with pay, for travel only.
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18.3. Employees requiring additional time beyond that granted in 19.1 and 19.2 shall ha%c
priority in taking any available accrued paid time-offavailable to the employee when the
purpose is to attend a service for the deceased or to manage the affairs of the deceased.
ARTICLE 19. :N11.17 ARY C.EAVE
19.1. Military leave: Military leave will be granted in accordance with KCW 38.40.060.
Military leak 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 RCR'and there shall be no loss of employee benclits.
ARTICLE 20. 1-NIFORMS
20.1. Upon initial appointment to the Sheriff's Ihpartment. uniforms and equipment shall be
furnished by the Sheriffs 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 Sheriff's 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 times. M-Sheriff shall
post authorized uniform standards. Uniforms shall onis 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 Fmployee'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 away that a
uniform or equipment that had pre%ious1% been authorized becomes de-authorized. any
employees who have such a uniform or equipment - whether Ih►m their initial issue or
purchased with their own funds or uniform allowance - shall he entitled to have Such
uniforms or equipment replaced at the cost of the Sheriffs Office with an authorized
substitute 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,ifthe% 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 %capons. 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 SherilT.
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. Me 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 %ear a
uniform shall be provided an annual uniform allowance of S 100()- I he allowance shall he
received each January. in the paycheck received by employees in early February.
20.8.1. In recognition of the fact the JCSOIISS employees carry out similar job functions
and wear the same uniform as JCSO Patrol Employc-es. the uniform allowance for
1CSOUSS 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 Patmil Employees' uniform allowance. the agreement may he reopened at the
request of the Association for purposes of discussing an increase to uniform
allowance.
ARTICLE 21. JOB iNFORIMATION
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:
i. The lob description for the position the employee fills or will fill.
I
2. Brochures and explanation of benefits as provided by appropriate agencies, to the
Employer with respect to insurance (medical, dental. vision, life insurance, etc.).
retirement, and an. other similar inibrination relevant to the position:
3. A copy of the current Personnel Policy and all other personnel related policies.
ARTICLE, 22. HEAL I H AND WFITARF
22.1. The Association shall independently contract for medical related henclits as the
.Association shall determine.
22.2. Effective January 2022 based on employee hours in 0ecemher 2021 for all Bargaining
Unit members who worked 80 hours or more the County will pay the artiount of RS°-o of
the "FOP $250 deductible medical" and the current i>elta Dental with a current total
C'OMPOSITh cost ol'$1655.68 resulting in a County contribution of$1.407.31 per month
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per Bargaining Unit employee. Such County contribution shall continue until the Parties
agree to a new amount.
22.3. EfTective January 2022, as determined by the Auditor. the County sill deduct. pretax. if
reasonably possible, from the pay, of each Bargaining t nit employee the amount of
$248.35, or such other amount the Association shall instruct the County to deduct, as the
employer 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. Tht County is only responsible for the payment of the agreed County
cash amount of contributions for each Bargaining L'Wt 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 authorised 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 Count
contribution shall he prorated based on scheduled employment compared to regular Full-
time employment.
i
22.9. The funds transmitted shall provide for the pw•rhasc of such benefit-. 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 henefit and
County obligations shall not exceed the amounts stated in §22.21 except as adjusted by
operation of Article 23.
.ARTICLE 23. MAINTENANCE OF BENEFITS
23.1 Etftective January 1. 2025 and each January there tiller the County shall adjust its
contribution to Bargaining L:nit Medical purchases to such amount as the Parties shall
agree.
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 he administercA 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. 2019. the sick-leave provisions of this agreement shall be
administered pursuant to the Washington Sick Lease law as same may he amended
provided however. there will he no reduction in benefits provided in this agreement.
24.4. Washington State Paid Family Medical Leave(R('W' S0A.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 pros isions of this agreement be found to be in iolation of any Federal. State
or Local Law, all other provisions of this agreement shall remain in full I'Vrce and etTect
for the duration of this agreement.
ARTICLE 26. I*FRMINA I'ION
26.1. This agreement shall he effective from date of approval through [)member 31, 2027.
26.2. In the event the Association has good faith belief the County has ollered anti 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.
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)ITITRSON I Y ROARD J('Sol ISS 1--mplo,,ces, Association. rop
OF COMMISSIONERS
Kate Dean. Chair President
Date
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H O'd 4iTi our. 'Member-
Oreg Brotherton. . lember
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Date 8 7'2014
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ArrFST C,0 Appr4 v%ed as to Form Only
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Car--rol�n 6 aWaN.. ( ti1C 4 Philip C. Hunsucker
Clerk -it*the Board Chief 0%11 Deput) Prosecuting Ati-LvmcN
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APPENDIX"A" WAGES
THIS APPENDIX is supplemental to the AGREEMENT by and between JEFFERSON COUNTY. WASHINci FUN,
hereinafter refivn-d to as the Employer and Jefferson County Sheriff's Office Unif(mncd Sup"Selr ices+OP.hereinafter
referred to as the Association and shall appl} to those employee+ in the fitllowing listed classifications:
A.1 Cffective for the term of this agreement. for employees employed on the date of ratificati(m or cf1eclivencs...
whichever is later,the Pa} Grades and rates of pay for each Pay Grade covered by this Agnemcrlt shall be pa.able the first
full pay period after effectuation as follows:
A.I I Wag"
2024 Adopted Rates Qom% sno% Smu San loot. i.00%
Step A Step B Step C Step 0 Step E Seep F
01n 11M I!w24M 2`:r'AM 47 u46M 45 tv blM b1-V '
Correctiors Sergeant(22 S%j 3102 1257 1420 3S 91 37.71 39.59
Corrections&Courtroom Deputy 25.32 26 S9 27,92 29.32 3078 32 32
Cortrol Room Operator(MI 21 S1 2260 21.73 2412 26.16 27.47
I
2024 New Wap Seale Ailustmitm
Rates-Effective first full pay pet lud followirg adoption by Board of County Commissioners
i Drop steps A and S.Renumber ad ceps C.D.E and r!o Steps A,8.C and D Add New Steps E and i Wit same
naernentat wruse as between Steps A.a.C and D.
2 Pkxe emp:ovees 1n aid Stew A and B to New Step A.E.nplovees have wo enrrve-sa'y date of t-w f rtt day of
month fol c wtrtj►up adoption of"ment
i
3 Plam enproyees in old steps C.D,f and IF lnto New Step rtaving same wage-are as enWloy"currently ea•"%s.
Employees in New Step A.B.C and D w(l receve a ow stet increase a,td stall have a ne%aintve•w-y day o`the
first day of matth fokmt j full adoption of At".tern.
4 Renumber%Steps A,B.C.0,E and F.to 1.2,3.4.5.and b Or ;GM or^ soft
Step J step 2 Step 3 Step 4 S"S Step 6
I to 12M It 1.24M 1bM• 17ytNM 44WVU lot-M
Cor►ectrors Sergeant(22.5%1 3470 3S 91 37.71 39.50 41.57 43.6S
Correctiors&Courtroom Deputy 2792 29 32 3079 32 32 33.94 35.64
Control Room Operator(85%) 23.73 24.92 26.17 27.47 28.85 1030
2025 RATES SAD1s Seat SAM Sam
8�y(,eneral Wage increase Step J Step 2 Step 3 Step 4 Step S Step 6
(Iy 12M It to 24M 2:to 141N in to YM Nto 6171W 61-M
Corrections Sergeant i22.514i 36.94 38.79 40.73 42.77 44.91 4716
Corrections&Courtroom Deputy 30 16 3167 31.26 34.93 36.68 3&52
Control Room Operator(85%) 25.63 2692 28.27 29.69 31 18 32.74
2026 RATES ?0091 Saes gam► Sans sows S M
2%General Wage Increase Step J Step I Step 3 Step 4 Step S Step 6
n":I.M 146'24N 2=-1.:46M V4:416M 4•bb1-M 61-10
Corrections Sergeant;22 S'O 37.68 19 S7 41.5S 43.63 45.82 48.12
Corrections&Courtroom Deputy 3076 32 30 33.92 1S.62 37.41 39.29
Cortrol Room Operator JSS%) 26.15 27.46 28.84 30.29 3181 3341
2027 RATES 1.00Si S uoa S.M% S am s aek It aft
2%General Wage ncrease Step J Step 2 Step 3 Step 4 Step S Step 6
CM 12M It1,24M 1r 01.• 01r 4aM 441,6'1M f1-M
Corrections Sergeant (22 5%) 38 44 40 37 42 34 44 S1 4674 49.09
Corrections&Courtroom Deputy 31.38 32.95 3460 3634 38 16 40 0A
Cortrol Room Operator(85%) 2668 28.01 2942 30.90 32-45 34.08
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A.2 Wage Rate Changes and Payments:
I
A.2.1 E flcctivc the first month alter adoption by the Board of Count-,*- 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 he 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 FF shall be placed in the New Step having the same
wage rate as the employee currently cams. 'I hen. employees in old Steps C. D. E and
F placed into the new steps A. B. C and D shall receive a one step advancement. They
shall have a new anniversar% date of the first of the month after adoption by the Board
i
of Commissioners.
Upon completion of the above wage table adjustments. Steps A through F will then he
renumbered 1 through 6.
A.2.2 Effective the i st full pay period in 2025 after all table adjustments in A.2.1 are complete
there shall be 8.00vo wage increase to the table for 2024.
A 2.3 E fficetive the i st lull pay period in 2026 there shall be a 2.0o a increase to the %%age rate,
in the wage table for 2025.
A.2.4 Effective the I' full pay period in 2027 there shall be a 2.01,,b increase to the wage rates
in the wage table for 20-16.
A.3. Animal Control Otlicer:
i. The Sheriff or Designee shall continue to make work assignments among qualified
Uniformed Support Services employees which will no% include. when assigned to a
Bargaining Unit employee. the duties of Animal Control Officer(ACO).
2. It is agreed that the ACO shall he 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.
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A.J. Control Room Operator:
1. I he Parties agrre that the addition of CRO workers shall not reduce the number of
County authorized and budgeted Bargaining Unit Corrections Officers and shall
supplement smh cadre of Corrections 011icers by performing work in the Control R(kmt
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 staffshall
be 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 promotioa'demotIon rules of
Jefferson County Civil Scnice regarding classifications, seniority and pa).
5. Temporary assignments of Corrections Officers to the work of CRO shall not Ix-
considered a change in classification until ollicial action by the Sheriff shall occur
changing the classification of the employee.
6. No CRO shall perform work on the Jail Floor f'or any period without the express
assignment by a Duty Sergeant and for a limited time during any.one shift. It is agrred
that CRO staff are not to supplant the work of Corrections Officers.
A.5 DEFERRED COMPENSATION PROGRAM : The County will contribute $94.(X) per
month to the employee's choice of one of the Deferred Compensation Plans currently offend 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 ADDI FIONAL COMPENSATION:
A.6.1 FTO PAY:
Field Yraining Officer: Employees assigned by the Shcrifl: or designee. to perform the
duties of FTO for the majority of a shifl 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.
i
A.6.2 PHONE CALLS OFF DUTY:
The Parties recognize that Sergeants are,as a part of'their regular assignments responsible
for intermittent phone calls during off-duty time. While off duty each Sergeant shall he
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 ifthe call exceeds twenty-two(22)minutes
shall be compensated for thirty (30) minutes at time-and-onc-half and likewise for each
received call. I his section is eflcctivc at the time Section A.I is adopted.
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A.6.3 ACTING SERGEANT
Acting Sergeant 5% Premium Pay Differential. Employees assigned at the discretion of
the Sheriff. or designee, to perform 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
premium pay for that shift. This designation and compensation recognize that the position
is accountable for, in addition to their otvn assigned duties, the work assignment and the
work performance of'subordinates for that shift assigned the duties of Acting Sergeant.
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APPENDIX R -- INITIAL_ UNIFORM/EQUIPMENT ISSUE:
Uniforms as listed below shall be furnished upon initial appointment to the Sherill's Office. Once
issued, uniform items shall be repaired, replaced and cleaned by the Employee as provided in the
Agreement.
Personal Uniform Items(Initial Issue)
I Jumpsuit
I Pair. Class A Uniform Pants
2 Additional Pairs of I;niform Pants
3 Uniform Shins
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 Fag, with "Serving Since" pin
I Badge
- 1 Pants belt
- 1 Approved Unilorm Jacket. with JCSO patches,cloth badge, and name tape
- I Sheriff's Office hall cap
- 1 Black Stocking I lat. with Sherill's Office embroiderN
Personal Equipment Items(Initial Issue)
2 Pairs of Handcuff Keys(1 long. 1 short 1
2 Pairs of Handcuffs
Handcuff Case(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 Bolder(black leather. basket-weave with silver snaps)
Level-3 Retention Holster for Issue Dui} Weapon (black leather. basket-weave w silver
snaps)
Magazine Holder for 2 magazines for Issued Duty Weapon(black leather. basket-wca%e
with silver snaps)
1 Ciloyc Holder (lor 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)
1 Pair of Duty Boots(black leather, approved make)
I Approved or Issued Flashlight. with black leather holder, batteries and.'or charger
1 Issued Firearm. 2 Magazines. Dut) Ammunition (On Completion of necessan- training
and certifications)
Additional Items Required for attendance at UJ"I C Corrections Officer Academy
Blue sweatpants and sweatshin
Blue athletic shorts
Two white t-shins, with last name printed in all-caps, black lettering. front and hack.at chest le%el
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APPENDIX(' EMPLOYEE BILL OF RIGHTS: INITIAL
C.1 All employees covered by this agreement shall be entitled to the following procedural
protection.
C.2 In criminal matters an employee shall be afforded those constitutional rights available to
any citizens.
C.3 In matters relating to job performance. the following guidelines shall be followed:
C.3.1 Before an interview the employee shall he informed of the nature of the matter in sufficient
detail to reasonable 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 reeds of the investigation dictate otherwise. V1.'here
practicable. interrogations shall be scheduled for the daytime;
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C.3.3 Any interview shall take place at the Jefferson County Sheriffs. Department,except when
impractical. The employee shall be afforded an opportunity and facilities to contact and consult
privately with an attorney of his/her own choosing. A representative of the Association may be
present during the interrogation:
C.3.4 The questioning shall be reasonable in length and the employ-ce shall he 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 br 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
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C.3.6 The Employer shall not require any employee covered by this Agreement to take or he
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. These procedures shall not apple to any routine, supervisory contact with an officer
for the purpose of counseling, instruction,or verhal reprimand. Prior to the commencement of any
formal disciplinary interview, the employee shall he advised as follows-
You are about to be questioned as part of an administrative investigation being conducted by the
Jefferson County Sheriff's 0ffrce. You are herehv ordered to answer the questions that are put to
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
i t'ur duties. Your failure to cooperate w ith 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 he used or
introduced into evidence in a criminal proceeding.
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CAI 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 he afforded the same constitutional rights or privileges or guarantees enjoyed by
any person. This section shall not depri%a the County of the right to pursue the investigation
administratively under Section 2.2.
C.5 tIse of Force - hmplovees imohed 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.
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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 he 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. l his right to consult with a union
representative shall not unduly delay the giving of a statement immediately following an cycnt.
including a "walk through" and "public safety statement" inten'iew. designed and intended to
enable a thorough and efficient processing of the scene for evidence and detailed inter icws ol'all j
other witnesses.
C.5.2 Any investigation of the event will he 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
ate obtained when the deputy concerned has confidence in hisher ability to process and recall but
not more than 72 hours after the event. j
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
circumstarxxs of the situation, including whether the deputy is subject ol'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 Deputy from making a voluntary statement at am
time.
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APPENDIX D ASSOCIATION AUTHORIZATION
FORM I-OR VOLt NTARY ASSIGNMENT OF ASSOCIATION DUES:
I. (Print Name I
hereby authorize Jefferson County to deduct my\oluntan Labor Committee Duty or Fees
in the amount certified by letter from time to time b\ the Bargaining Committee Chair
from m% monthlt pay. and to deliver that amount aggregated «ith other Bargaining Unit
employees' dues'fees deductions in a single check or warrant %ithin ten(10)da%s of the
deduction occurring each month. Remittance shall be addressed to: JCSOUSS Labor
Committee. Jefferson Count\ Lodge i 1. PO Box 987. Chimacum. WA 98:25
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 shall no longer be
employed in the Bargaining I[nit.
Date:
Signature: x
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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 i"ime Off(PTO). PTO
shall he implemented as outlined below:
Section I -Personal Time OR(PTO)
The personal leave benefit system is an alternative leave accrual system for employees to use for
vacation. illness or iniury. and personal business. It combines the standard paid leave accrual
system (i.e. vacation. sick leave) into one flexible. personal time-offsystem. Employees will be
eligible to earn and use PTO as described in this policy.
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Section 2 -purpose
Me P'I O system is established to pru%ide 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 pan time Sherif3's Department employees under this Agreement shall be
enrolled in this personal time off benefit (PTO) system.
Sectitw 4 -Accrual
The amount of PTO an employee receives each year increases with the length of their employment
as shown in the following schedule:
` PTO pearl. Maximum hours earned per
Complttvd Accrual straight time hour of P10 li:,nl.
Month, of Maximuns employment. (PTO is Maximum
Emplo. n(cnt Hours 1(da\•) earned hourly and po,ted 111n,r. Ida\•I
monthly.)
u thru :5 Ifix (21 ) 0.0808 280.y35)
,6 thru 59 192 (2 0.0923 320-(40)
60 thru 119 16, 27 0.1038 360 451
120 thru 179 240/ 30 0.1154 - 4M,(50) i
180 thru 239 264- 33 0.1269 440%(55)
240 thru 299 264'(33) 0.1269 480% 60)
MW 264%(33) 0.1269 520'(65)
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` Calculated based on a standard scheduled work week of 40 hours. maximum 2.080
hours yearl%.
Employees working less than full time will accrue PTO on a prorated basis based on hours worked.
All employees shall receive two (2) floater PTO day of 8 hours each Januar} 1' of the calendar
year. The floater P'TO day must be used during the calendar year and cannot he carried over to the
neat year. ror an employee working less than full time. amount of floater PTO will br based on
FTF.
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Section 5— Procedures
5.1 - P 1'0 Use and Minimum Increment
PTO shall be used for all authorized leave provisions pursuant to the Collccti%c
Bargaining Agreement (CBA).
5.2 Time Oft'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-o11'selection period %%ill be on a space
available basis.
5.3 All time-off(including unpaid time oft) 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 of?selection shall occur independently Within each%-ork assignment(for
example, the Jail's time off selection is separate from the C'i%it UniCs time off
selection).
I. The Sheriff shall post for selection available weeks for employees in each work
assignment. Some weeks or days may he unavailable for selection due to anticipated
staffing needs.
?. There shall be three rounds of vacation selection.
3. The first-round employees. by seniority. shall choose their time off from available
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weeks in one(I )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(l )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 liar days used during the calendar year the order of
"burn-off" shall be: AAL Holidays (for employees using 4 15.1), regular PTO
(Appendix L). Sick Leave. Catastrophic Sick Lcasc Bank and then scheduled unpaid
time off.
7. Employees may split their vacatioWPTO into as many parts as is mutualh agreed
upon between the employee and the supervisor and no third pan shall enter into or
influence this decision.
5.4 Accumulated P fO time not sclected'scheduled during the P I'O selection period and in
excess of the PTO Bank Maximum I lours(days)in Section 4 above shall automatically
be placed in the employee's Catastrophic Sick Leave Rank on April 1 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 Ica%e days may be carried into the
next calendar year. Phis excess carryover leave must he used within the first
three (3) months of the following year. or it will be paid in cash. unless it Is
attain denied because of workload. whereupon. at the employee's option. the
use of denied days shall he extended until July before they are cashed out. The
inability of the employer to allow the employee to take P 10 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 P FO.Leave requests for PTO not scheduled during the PTO selection period shall be
submitted fourteen (14) days in advance and he 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. I his 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 P1 O cligibilicy.
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. Lighi duty assignments. if granted by the Sheriff. will be determined by the
Sheriff, with concurrence of the employee's physician. [he Employer shall give a
letter of request to the physician of the duties to be perfotTned on light duty so the
physician may verify to the Employer what duties the Employer may or may not
perform. It is the intention of the parties that light duty would be granted if an
assignment is cost effective for the County as deter•rnined by the Sheriff as to
availability and the County Risk Manager as to cost effectiveness. j
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5.8 The County may administer PTO to meet the requirements of the Washington Sick-
Leave law pro.idcd employees do not receiyc a benefit that is less than as provided
in this CRA.
5.9 PTO Ranking and Cash Out
The employee may bank and carry forward am accrued PTO up to the Maximum
PTO Rank tree the schedule in the tahle in Section 4). Upon separation of
employment for any reason. the employee will be cashed out for unused PTO not
to exceed the PTO O maximum pursuant to the table in Section 4. except that in the
event an employee's accrued PTO balance exceeds the Maximwn PTO Bank due
to extenuating circumstances. an employee may suhmit to the Sheriff a written
request to he 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 Dank :Maximum plus the P 10
YearIN Accrual Maximum. both as listed in the table in Section 4.
5.9.1 An employee who. except for an ennergency (defined as an unforeseeable
event). fails to provide a two(21 weeks ad%anee notification of intent to resign shall
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Ratified:Jut% 2024 hair of W.eption 1 hrough December it.2021?
forfeit rights to two (2) weeks of'currend) accrued PTO. The two (2) week notice
may be waived by the County Administrator or designee.
5.10 - PTO Catastrophic Sick Leave Rank
Accrued PTO shall he credited to the employee's PTO bank up to the maximum
allowed. Unless the employee has excess accrued vacation-'PTO 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 111'O bank will begin again.
5.11 - PTO Catastrophic Sick Leave Bank Usage
An employee's Catastrophic Sick Leave Bank shall only he accessible to the
employee accruing the bank, and access shall only he allowed when all other paid
leave, compensatory time or other Fmployer 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 he donated to the County Sick Leave Bank per
Resolution 79-94.
+. Separation from Fmployment: Upon separation from employment an)
accrual tell in the employee's catastrophic sick leave bank is forfeited.
5.12- PTO Crash 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 %%ith Section 5.9 - PTO Banking and Cash Out. abo%c.
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 CBA and the Jefferson County Personnel Administration Manual
Chapter 6. Section 3.0 Personal l imc Off 0P"1 O).
5.14 - Conversion from Standard Paid Leave Accrual System to P1 C)
When an employer converts to the PTO System their paid leave balance «ill be
handled as follows:
5.14.l l nused Sick Leap e: An) sick leave an emplo)ec accrued under the standard
sick leave system before enrolling in the PTO system will be banked in a separate
Sick Leave account fur the employec's benefit. When an employee is sick they may
use their accrued PTO or their unused sick leave in their sick leave hank. Sick leave
shall be used as follows:
a. To receive sick leave. an employee must he sick or disabled or hare a scheduled
health care appointment or meet an) other yualiljing 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 he grounds t*or disciplinary action.
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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. (RCVS' 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 011iccr, 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 be 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. There is no cash out if an
employee resigns or leaves employment with the County.
g. Sick leave benefits shall apply only to bona-fide cases of sickness and accidents.
An employee who is collecting Workers Compensation time loss benefits shall not
receive sick 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 he taken from their sick leave bank.
5.14.2 Unused Vacation Lca%c: Any vacation leave an employee accrued under the
standard system will be converted to PTO when the employee enters the PTO
system.
5.1 S - P 1*0 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 Fmployces
The PTO system shall be applied to all new employees hired.
5.17 PJ 0 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 he able j
to use PTO leave during their trial period with lxrmission of the Sherill: or
designee, under special circumstances.
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Section 6- Responsibilities
Employees under the PTO System will be responsible for managing the use of their PTO accrual
to ensure that they have paid leave time available for all appropriate time off uses. Lmployees Hill
need to be mindful of their PTO balance to assure that theN ha%c a balance available to cover
traditional sick leave uses including their own illnesslinjun, medical or dental care.as Hell as the
same uses for their dependents and employee's immediate f'amil% 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 apple to the use of PTO when it is
used li)r illness, injury or medical reasons.
7.1 - PTO Designated as Family Medical Leave (F\tLA):
Employees and their Supervisors must identit} and report in a timely manner the
nature of the use of any PTO hours to he designated as FMLA fora qualified illness.
injury. maternity leave, or other qualified use.
7.2 Time Sheets:
The designation of 202 will be used for time to he used lrom a PTO Bank and the
designation of 242 will be used for time that is eligible to he Family Medical Leave
(FM[.A) on Count), time sheets.
Section H - ( atastrophic Sick Leave Bank Balanccy
When an employee's accrued P fO hours reach the maximum allowed, further accrual will be
credited to the employee's Catastrophic Sick leave Bank at the end of each%ear, unless cam over
has been granted pursuant to Section 5.4. The Payroll Services Manager in the Auditors Office
will be responsible for oversight of the accrual, use. and tracking all individual employer
Catastrophic Sick Leave Bank balances.
Section 9- Application and Interpretation of this Appendix C-Personal Time Off(PTO)
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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Ratified:Juh 2024 Date of kdoptbn Ihrnueh 1lrcemM r)1 `a:-
Consent Agenda
Commissioners Office
.JEFFERSON COUNTV
BOARD OF COU TV COMMISSIONERS
AGENDA REQUEST
TO: board of Countv Commissioners
FROM: Stark McCauley.County Administrator
Sarah Melancon, Iluman Resources Director
DA"T V August 12. 2024
SIJRJF.('T: AGREEMENT and SU SCRIPTION AGREEMENT re: Collective Bargaining
Agreement for Jefferson County Sheriffs Office Uniformed Support Services. August 1.
2024 through Ikcember 31.2027: Fraternal Order of Police(FOP)—1efTerson County
Sherifl's Office Uniformed Support Scr%ices OCSOUSS)
S1'ATEMEN1*OF ISSUE:
Contract negotiations with FOP'JCSOUSS for the Collective Bargaining Agreement covering Jefferson County
SherifT•s Office Uniformed Support Services was initiated early to address recruitment. hiring and retention with
Ccwrections Staff. The current contract expires December 31. 2024. A new Agreement was negotiated with the
FOP'JCSOUSS covering the term August 1. 2024 through December 11. 202 j
ANALYSIS:
As a result of negotiations with the FOP%JCSOI:SS Union, the attached agreement watt ratified on July 25. 2024 by
employees represented by FOP-JCSOUSS.
FISCAL IMPACT:
• Using the current 2024 wage scale,drop two steps and add two steps,with the same percentage difference
between each step. Employees in droppext steps are placed in new step 1. Employees in old Steps three through
six receive an additional step. The Anniversary dale for the purp(iw of step increases will change to August 1.
• 12%general wage increase over three years. beginning January I. 2025.
• FfT'icti%e January I. 2025. all employees move from Sick and Vacation to Personal Time OtT(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 follow ing years of
.service:
. 30 years of emplovment $2,600
• 35 nears of emplovment $1.000
• 40 years of employment$3,400
• 45 years of employment S3,800
• 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 sigh the Collective Bargaining Agreement.
RI VIEWED
Stark Mc('aule Dung Adminislrato Date
Page I of
CONTRACT REVIEW FORMe«Fr••r
(VVS77PUC770NS ARE ON 7N£1�E�?PA GE)
C'O`TRAC'T N I TH: FOP,�csouss
( ontract No FO
Contract For: Collective Bargaining Agreement
Tenn &'1"2024 • 12/31,2027 COI 1rTY Df P1Ft'f�1F
qs
Contact
Coatafl Phone: 36G 385 9t7:3 - -
( OIItAC) Pmail.
y,... .
iMh wr we us
*.lft►1 \ f: rva PRO('F'tiS:
Kc%cnuc: F%empt from Bid Prue%%
Fxpenditure Ctxjln•rati%c Purcharc
Matching Funds Required: Bid
Sourct*';)of Matching Funds Small N orks Roster
fund# Vendor List Bid
Munis Org,,(*j __ _ RFP or RFQ
�I'1'ROl'AL tiTFPS Ot►er: _
tEP 1 DF.PARTM T CERTIFIES COMPLIANC WITH JCC!; 0W AND CHAPTER a2.2.1 RCN.
CERTIFIED: NIA:ME
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STEP 2 DEPARTMENT CERTIFIES THE PERSON PROPOSED FOR CONTR.AC'TI\(; WITH THE
COI'ti fY (CONTRACTOR) HAS NOT BEEN DEBARRED Ell ANl FEDERAL, STATE, OR LOCAL
AGENCY.
CERTIFIED: ff"N'/A: f
Si Date
�I*E! 3: RISK MANAGE%IF\-1 RE I IE%,twill be addedelettrn♦icylh through Lssertkbe):
Electronically approved by Risk Management on M12024.
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� P4: PROSECUTING ATTORNE l HE 1 IF 11 tNdl 1►c Added clectn-nit.tlk thrmukh I a,vrriche,
Electronically aPPr-ovec as to form by PAO on 8.,9,20."-:
STD: DEPARTMENT' MAKES REVISIONS & RESUBMITS TO RISK MANAGEMENT AND
PROSE('UTING ATTORNFI(IF REQUIRED).
STEP 6:CONTRACTOR SIGN`
1T_ F:P 7;St'BM1 I TO SOCC FOR APPROVAL
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