HomeMy WebLinkAboutCONSENT HR Teamster PTO tech 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: February 3, 2025
SUBJECT: AGREEMENT, Technical Amendment No. 01 to the Jan 1,2025 through Dec
31,2027 Collective Bargaining Agreement Between Jefferson County and
Teamsters Local Union No. 589 Covering Sheriffs Office Command Staff re:
Personal Time Off(PTO) All Accrued Leave(AAL)Table Correction
STATEMENT OF ISSUE:
Jefferson County and Teamsters Local No. 589 are parties to a Collective Bargaining Agreement for Jan 1,
2025 through Dec 31, 2027. Because of a technical issue an incorrect calculation and/or incorrect
transcription of the Table in Appendix C—Personal Time Off(PTO), Subsection 4.LA was inadvertently
published.
ANALYSIS:
Due to a technical issue, incorrect information was inadvertently published in the Collective Bargaining
Agreement with Teamsters/Sheriff s Command Staff, Appendix C—Personal Time Off(PTO)All Accrued
Leave(AAL)Table in Subsection 4.1.A. The Table included incorrect information in the"Yearly AAL Max
Total Hours/(Days)"column. This Technical Amendment No. 01 provides the corrected Table.
FISCAL IMPACT:
N/A
RECOMMENDATION•
Approve and sign the Technical Amendment No. 01 between Jefferson County and Teamsters Local Union
No. 589—Sheriffs Office Command Staff correcting the Table in Appendix C—Personal Time Off(PTO)
Subsection 4.1.A.
REVIE BY:
&Oiz- I-Ae3�
Mark McCaule9wounty Administrator Date
Page 1 of 1
a
CONTRACT REVIEW FORM Clear Form
(DIISTRUMONS ARE ON THE NEXT PAGE)
CONTRACT WITH: Teamsters Local No 589 Contract No: TCCS Amend No 1
Contract For: CBA for Sherfs Commissioned Command Staff Amend No 1 I err11: Jan 1, 2025 - Dec 31, 2027
COUNTY DEPARTMENT: Human Resources
Contact Person: Sarah Melancon
Contact Phone: x133
Contact email: semelancon@co.jefferson.wa.us
AMOUNT: n/a PROCESS: Exempt from Bid Process
Revenue: Cooperative Purchase
Expenditure: Competitive Sealed Bid
Matching Funds Required: Small Works Roster
Sources(s) of Matching Funds Vendor List Bid
Fund # RFP or RFQ
Munis Org/Obj Other:CBA
APPROVAL STEPS:
STEP 1: DEPAR'FNIENT CERTIFIES C PLI C WM
JC 3.55.080 AND CHAPTER 42.23 RCW.
CERTIFIED: ❑■ N/A:El
S"
ignaty Date
STEP 2: DEPARTMENT CERTIFIES HE PE N PRO S FOR CONTRACTING WITH THE
COUNTY (CONTRACTOR) HAS NOT BEEN BARRE B ANY FEDERAL, STATE, OR LOCAL
AGENCY. /
CERTIFIED: N/A: /��
ignat a Date
STEP 3: RISK MANAGEMENT REVIEW(will be add electronicalh through Laserfiche):
Electronically approved by Risk Management on 1/30/2025.
STEP 4: PROSECUTING ATTORNEY REVIEW(will be added electronically through Laserfiche):
Electronically approved as to form by PAO on 1/30/2025.
Standard amendment language included. Thank you for attaching the
original.
I
STEP 5: DEPARTMENT MAKES REVISIONS & RESUBMITS TO RISK MANAGEMENT AND
PROSECUTING ATTORNEY(IF REQUIRED).
STEP 6: CONTRACTOR SIGNS
STEP 7: SUBMIT TO BOCC FOR APPROVAL
1
1" Technical Amendment to the
2025-27 AGREEMENT by and between
JEFFERSON COUNTY (Employer County) and
TEAMSTERS LOCAL No. 589 (Union) Covering
Sheriffs Commissioned Command Staff
A. Jefferson County and Teamsters Local No. 589 are parties to a Collective Bargaining
Agreement (CBA) for Jan 1, 2025, through Dec 31, 2027, providing for the wages, hours
and conditions of employment of the Sheriff s Command Staff-, and,
B. In the drafting of the signature document an incorrect calculation and or transcription of
the Table in Subsection 4.1.A was inadvertently published on page 25; and,
C. The Parties have a duty to correct any errors or omissions resulting from an unintended
error:
THEREFORE, HAVING CONFERRED AND BARGAINED IT 1S AGREED:
1. The table set out in Subsection 4.LA as printed in the signed document at page 25 of the
signed CBA shall be void.
2. The table attached hereto as Exhibit A shall replace the voided table in Subsection 4.1.A.
on page 25 of the CBA.
3. The table attached hereto as Exhibit A shall be the only applicable Subsection 4.1.A
enforceable terms and conditions of the CBA regarding the provisions therein.
4. All other terms and conditions of the Jan 1, 2025 through Dec 31, 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 --, 2025.
JEFFERSON COUNTY BOARD TEt TERS L AL NO. 589
OF COMMISSIONERS
Heidi Eisenhour,Chair rr Dr en, I abor Representative
to _ --
Greg Brotherton, Member tL.
Robert A. D 'skell, ecreta treasurer
Heather Dudley-Nollette, Member Date / _2 L02
Approved 41 to Only: Clerk of the Board:
BY for 01/30/2025
ehief Civil putt' Prosecuting Attorney
By B y
County Administrator Carolyn Gallaway, CMC
EXHIBIT A
TO THE 1 ST TECHNICAL AMENDMENT
SUBSECTION 4.LA TABLE
Completed PTO Yearly Holiday Two(2) Yearly AAL Max hours PTO Sank
Months of Accrual Max Total PTO Max Total earned per Maximum
Employment Hours/(Days) 1 Hours Floating Hours/(Days) straight time ; Hours/(Days)
Holidays hour of
Employment
(PTO is earned
hourly and
posted monthly)
0 thru 35 168/(21) 96 16 280/(35) 0.1346 280/(35)
36 thru 59 192 (24) 96 16 304/(38) 0.1462 320/(40)
60 thru 119 216/(27) 96 16 328/(41) 0.1577 360/(45)
120 thru 179 240/(30) 96 16 352/(44) 0.1692 400/(50)
180 thru 239 264/(33) 96 16 376/(47) 0.1808 440/(55)
240 thru 299 264/(33) 96 16 376/(47) 0.1808 480/(60)
300+ 264/(33) 96 16 376/(47) 0.1808 520/(65)
Jefferson County&Teamsters Local No 589;Sheriff Command Staff CBA for Jan 1,2025 thru Dec 31,2027
2025-01 16
AGREEMENT
by and between
JEFFERSON COUNTY
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF
TEAMSTERS
Covering
SHERIFF'S OFFICE
COMMISSIONED COMMAND STAFF
(Sergeant and Above)
From the date of Adoption through December 31, 2027
SON C
Aq
O �
Q
IN
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
COMMISSIONED COMMAND STAFF
(Sergeant and Above)
and
TEAMSTERS LOCAL UNION NO.589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
TABLE OF CONTENTS
ARTICLE1 -RECOGNITION.......................................................................................................I
ARTICLE2-UNION SECURITY..................................................................................................1
ARTICLE 3 -UNION MANAGEMENT RELATIONS................................................................1
ARTICLE4 -NON-DISCRIMINATION.......................................................................................2
ARTICLE 5 -UNION AND EMPLOYEE'S RIGHTS...................................................................2
ARTICLE6 -PERSONNEL RECORDS........................................................................................3
ARTICLE7-EVALUATIONS......................................................................................................4
ARTICLE 8 - SENIORITY AND ABILITY..................................................................................4
ARTICLE9-HOURS OF WORK.................................................................................................6
ARTICLE 10 - OVERTIME COMPENSATION...........................................................................7
ARTICLE11 - COMP-TIME..........................................................................................................8
ARTICLE12- JURY DUTY..........................................................................................................8
ARTICLE13 - CALL BACK..........................................................................................................8
ARTICLE 14-GRIEVANCE PROCEDURE................................................................................9
ARTICLE15 - WAGES................................................................................................................11
ARTICLE 16- EDUCATIONAL TRAINING.............................................................................I I
ARTICLE17 - LONGEVITY.......................................................................................................12
ARTICLE18 - HOLIDAYS..........................................................................................................12
ARTICLE19-VACATIONS.......................................................................................................13
ARTICLE20- SICK LEAVE.......................................................................................................13
ARTICLE 21 - BEREAVEMENT LEAVE..................................................................................13
ARTICLE22 - MILITARY LEAVE ............................................................................................14
ARTICLE23 - UNIFORMS .........................................................................................................14
ARTICLE24-JOB INFORMATION..........................................................................................16
ARTICLE 25 -HEALTH AND WELFARE.................................................................................16
ARTICLE 26 - RETIREE'S HEALTH AND WELFARE............................................................16
ARTICLE 27 -MAINTENANCE OF BENEFITS.......................................................................17
ARTICLE 28 - STATUTORY BENEFIT MANDATES..............................................................17
ARTICLE29 -RESERVED.........................................................................................................18
ARTICLE30 - SAVINGS CLAUSE............................................................................................18
ARTICLE 31 - ADDITIONAL AGREEMENTS .........................................................................18
ARTICLE32 -TERMINATION..................................................................................................19
APPENDIX A- WAGES& CLASSIFICATIONS......................................................................20
APPENDIX B -EMPLOYEE BILL OF RIGHTS........................................................................22
APPENDIX C -PERSONAL TIME OFF(PTO)..........................................................................24
APPENDIX D- SUBSCRIPTION AGREEMENT......................................................................31
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
COMMISSIONED COMMAND STAFF(Sergeant and Above)
and
TEAMSTERS LOCAL UNION NO. 589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
January 1,2025 through December 31,2027
This document constitutes an agreement between the Sheriffs Office of JEFFERSON COUNTY,
a political subdivision of the State of Washington and TEAMSTERS LOCAL#589, Port
Angeles, Washington.
ARTICLE 1 —RECOGNITION
1.1 The Employer recognizes the Union as the designated representative for all bargaining
unit Employees that are regular, full time, fully commissioned Peace Officers in the
Sheriff's Office who are of the rank of Sergeant for the purpose of collective bargaining
with respect to wages,hours and working conditions of employment. Part Time and
Provisional employees shall not be Bargaining Unit members and shall not be covered by
this Agreement for any purpose.
ARTICLE 2—UNION SECURITY
2.1 It shall be a condition of employment that all Employees of the Employer covered by this
agreement who are members in good standing of the Union on the effective date of this
agreement shall remain members in good standing and those who are not members on the
effective date of this agreement shall on the 31 st day following the effective date of this
agreement become and remain members in good standing in the Union. It shall also be a
condition of employment that all Employees covered by this agreement hired on or after
its effective date shall on the 31 st day following the beginning of employment become
and remain members in good standing in the Union. PROVIDED THAT, if a public
Employee is a member of a church or religious body whose bona fide religious tenets or
teachings forbid said public Employee to be a member of a labor union the public
Employee shall pay an amount of money equivalent to the regular union dues and
initiation fee of the Union to a non-religious charity or to another charitable organization
mutually agreed upon by the Employer and the Union. The Employer shall furnish
written proof to the Union that payment has been made. If the Employer and the Union
do not reach an agreement on the choice of the non-religious charity to which the union
dues and initiation fee are to be paid,the Washington State Department of Labor and
Industries shall designate the charitable organization.
ARTICLE 3—UNION MANAGEMENT RELATIONS
3.1 All collective bargaining with respect to wages,hours,and working conditions of
employment, shall be conducted by authorized representatives of the Union and
authorized representatives of the Employer.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page I
3.2 Agreements reached between the parties of this agreement shall become effective only
when signed by designated representatives of the Union and the Employer. It is
understood and agreed that the County possesses the sole right to operate the 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 Management Rights the administration of
discipline after trial period is satisfactorily completed shall only be for just cause.
3.5 The parties recognize the Sheriff has absolute authority with respect to Deputy
Assignments.
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 14,Grievance Procedure,but must be resolved/adjudicated in other appropriate
forums.
4.2 No employee covered by this agreement shall be discriminated against because of
membership in the Union or lack thereof,or activities on behalf of the Union; provided,
however,Union activity shall not be conducted during working hours or be allowed in
any way to interfere with the Employer's operations.
ARTICLE 5—UNION AND EMPLOYEE'S RIGHTS
5.1 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.
5.2 Duly authorized representatives of the Union shall be permitted access to the properties
of the Employer at reasonable times for the purpose of observing working conditions and
transacting Union business;provided,however,that the Union Representative first
secures approval from a designated Employer Representative and that no interference
with the work of Employees or the proper operation of the Employer shall result.
5.3 The Employer agrees to provide bulletin board space for posting of official Union notices
which shall be signed by a responsible agent of the Union.
5.4 The Union shall be permitted to establish job stewards. The duties of the job steward
shall be to give the Union notice of new Employees hired and to receive complaints and
if not resolved as provided in Section 14.6 will be communicated to the Business Agent
of the Union,who in turn will take the matter up with the Employer. The discussion of
Union business and the investigation of grievances shall take place during the Employee's
free time or before or after shift. In the event the investigation of grievances is not
possible during the Employees free time before or after shift the Shop Steward shall be
Jefferson County Sheriffs Command Staff Signature Doc 1 2/1 912 024 Page 2
allowed a reasonable amount of time during working hours to perform this function,
provided that the steward has supervisor approval. Shop Stewards shall not interfere with
the management of the County or direct the work of any Employee.
5.5 Employees have the right to seek the assistance of their Union according to RCW 41.56.
5.6 The Shop Steward may sign up new Employees.
ARTICLE 6—PERSONNEL RECORDS
6.1 All personnel records are confidential to the extent provided by law. The parties hereto
recognize that effective management requires the maintenance of records regarding an
Employee's career development. These records may accompany an Employee through
succeeding administrators. To ensure that the doctrine of fairness is applied with respect
to these records, the following procedure will be adhered to:
#1. Employees have the right to seek the assistance of their Union under to RC W
41.56.
#2. Whenever any item is entered into or removed from an Employee's personnel file, a
copy of same shall be provided to the Employee. Failure to provide a copy to the
employee at the time the item becomes part of the employee's record renders this item
VOID.
#3. Any item that reflects unfavorably on the employees and will be retained in a
personnel record shall be initialed by the employee. The employee's initials are not an
admission of guilt but verification that they have seen it and it is item that was put in
record. If the employee refuses to initial the document,management shall note it and put
the document in the personnel file. Failure to provide the item to the employee for
signature renders the item void and it shall be removed from the employee's file and
destroyed.
#4. In the case that an item reflects unfavorable upon an Employee,the Employee shall
be allowed an opportunity to respond(up to ninety(90) calendar days)to the content of
the item,in writing, and the Employee's response shall be included in the personnel file,
and one copy shall be provided to the Local Union. Failure to permit an employee
response or to staple the response to the unfavorable paper renders the item VOID.
#5. Each Employee shall be allowed access to his/her personnel records for review of its
contents at reasonable times and upon reasonable notice. Employees shall be permitted
to add explanations,exceptions or comments regarding any item in the record and may
staple their insertion to the relevant document so long as no damage is done to the file
content.
#6. The Employer through the Sheriff, shall take measures to assure that,within the
bargaining unit,only legitimate supervisory and administrative personnel and the
employee have access to the employee's personnel record, and that no information
verbally or in writing be released from the employee's personnel records unless written
permission by the employee has been given,by court order or through Public Disclosure
whereupon the employee shall be notified of the request and the identity of the requestor.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 3
#7. All discipline letters and complaints shall remain as part of the personnel file and
expire after two(2)years from the date of the letter or action,unless they remain active
due to an ongoing progressive disciplinary action. Expired records shall be so noted
including the date of expiration. Expired records may not and shall not be used as a
condition precedent to any future disciplinary action.
ARTICLE 7—EVALUATIONS
7.1 Evaluation reports will cover a specific period of time and should be based on
documented performance during that period. Evaluation reports will be completed by
each employee's immediate supervisor. Other supervisors directly familiar with the
employee's performance during the rating period should be consulted by the immediate
supervisor for their input. All swom and civilian supervisory personnel are expected to
attend an approved supervisory course that includes training on the completion of
performance evaluations within one year of the supervisory appointment. Each supervisor
should discuss the tasks of the position, standards of performance expected and the
evaluation criteria with each employee at the beginning of the rating period. Supervisors
should document this discussion in the prescribed manner.Assessment of an employee's
job performance is an ongoing process. Continued coaching and feedback provides
supervisors and employees with opportunities to correct performance issues as they arise.
Non-probationary employees demonstrating substandard performance shall be notified in
writing of such performance as soon as possible in order to have an opportunity to
remediate the issues. Notification should occur at the earliest opportunity, with the goal
being a minimum of 90 days written notice prior to the end of the evaluation period.
Employees who disagree with their evaluation and who desire to provide a formal
response or a rebuttal may do so in writing within 15 days.
7.2 Except for exigent circumstances,evaluations shall encompass a period no longer than
one year. All employees shall be presented with their evaluation generally within 30
days after the period being evaluated. The Department shall inform Deputies of the
details of evaluation criteria prior to including that criteria in a Deputies evaluation.
Consistent with Section 3.4 failure to inform a deputy of evaluation criteria may be
subject to the Grievance Procedure to remedy any adverse evaluation using criteria the
Deputy was not reasonably made aware of.
7.3 Performance evaluations resulting in an assessment that is less than"meets standard,"
shall be utilized for appropriate separate performance improvement plan.
ARTICLE 8—SENIORITY AND ABILITY
8.1 Seniority according to this agreement shall consist of the continuous service of the
employee with the Sheriff s Office.No employee shall have his/her seniority established
prior to completing the probationary period with the Sheriff's Office. The employee's
earned seniority shall not be lost because of absence due to illness or authorized leaves of
absence. The seniority list shall be brought up to date each year on January 1, and posted
in a conspicuous place.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 4
8.2 Probationary Period: All employment within a classification of the Sheriffs Office shall
be probationary for the first twelve(12)months of employment. If the employee's
performance does not meet the standards established by the Sheriff during the
probationary period, or if it is otherwise deemed advisable to terminate the employment,
the employee may be terminated without recourse to any provision,article or section of
this Agreement. This probationary period may be extended,one time,up to an additional
twelve(12)months with 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.
8.2.1 In the event an employee shall transfer from another classification within the
Sheriff's Office and become subject to a Section 8.2 trial period and further
should the employee not complete the trial period said employee may return to
their prior position and seniority except for just cause removal.
8.2.2 Employees completing their trial period shall be dove-tailed into the seniority list
of the new classification.
8.2.3 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 classification.
8.3 Seniority shall be determined based upon years of continuous service as an employee of
the Sheriff's Office. Seniority shall be lost after twelve (12)months in layoff status.
8.4 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.
8.5 Seniority for purposes of layoffs, bidding and promotions shall be considered as that time
spent in the classification.
8.5.1 Employees subject to a layoff within a classification and who has completed their
trial period in another classification,which may be covered by a separate
collective bargaining contract, 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. This"right of return"
is limited to a layoff that would affect the employee's employment and the "right
of return" shall only by to the most recent prior classification.
8.6 Extra Details like Washington State Ferries, dances, football games and similar extra
details will be posted by the Sheriff. Those Extra Details that compensate a Deputy at the
5th year Deputy rate or more shall be subject to being offered to bargaining unit Deputies
in rotation. A Deputy that declines an offer will go to the bottom of the list as will a
Deputy that accepts the assignment. If all Deputies decline the assignment the Detail
may be offered to persons in the Sheriff's Reserve. Extra Details that compensate a
Deputy less than 5th year Deputy rate shall be posted for 5 calendar days and if no Deputy
accepts the Detail it may be offered to the Sheriffs Reserve.
Jefferson County Shentts Command Staff Signature Doc 12/18/2024 Page 5
ARTICLE 9—HOURS OF WORK
9.1 Five(5)consecutive days of eight(8)consecutive hours, or four(4)consecutive days of
ten(10)consecutive hours or a schedule of consecutive twelve(12)hour shifts shall
constitute a week's work.
9.1.1 Except for a period of exigent circumstances,prior to making a workweek change
the Sheriff shall give sixty(60)days' notice of the intended change. The Union
shall have not less than thirty(30) days to work with the Sheriff regarding the
details of such intended change in workweek. Deputies shall have no less than
thirty(30)days' notice of any schedule to be adopted by the Sheriff. The County
shall meet all of its RCW 41.56 obligations to bargain the impact of a workweek
change.
9.1.2 In the event the Sheriff shall assign personnel to"special operations"(generally
no more than two weeks in duration) and special operations necessitates
prolonged duty status the Sheriff will not violate §9.1 above in scheduling
employees so assigned to non-consecutive days off during the period of the
special operation. Officers assigned non-consecutive days off will be granted an
extra day-off without loss of pay upon request and by mutual agreement.
9.2 Work Breaks: Employees are employed in activities that may preclude the observance of
set lunch and/or break periods. It is agreed that statutory lunch and break requirements
shall be satisfied by employee observance of lunch and breaks on an intermittent basis or
pursuant to the County Personnel Policy or as assigned during any work period and no
employee shall be deemed to have been required to forgo a work break unless that
employee 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
requirements of law. As provided in RCW 49.12.187 this section shall constitute
"agreement".
9.3 Shift Bidding: Prior to vacation bid for the following year,the schedule will be released
for the next whole year. Each shift, which is now filled by a deputy,will be labeled"A,
B,C,D, etc." These shifts will continue to rotate between nights and days every three
months. By seniority, each deputy will pick their shift for the year(A shift, B shift, C
shift, etc.). This section does not infringe upon the Sheriffs ability to order Deputies to
alternate temporary assignments for exigent circumstances. Nothing in this section shall
prevent the modification of the shift bidding process upon mutually agreed terms with the
employer and the union.
9.4 Shift Trades
9.4.1 Employees in the same classification who have completed the FTO training
and/or who have been released as qualified to work independently without direct
supervision in a solo status may trade shifts with approval from the affected shift
supervisor(s)prior to the trade using a Sheriffs Office FSLA shift trade form.
9.4.2 Shift trades are not an entitlement and may be denied at the supervisor's
discretion. Both employees' records of hours of work shall be maintained as if
the employee worked the regular hours assigned, and shall be paid accordingly;
however,the date and hours traded shall be reflected in an explanatory note in the
Jefferson County Sheriffs Command Staff Signature Doc 1 2/1 81202 4 Page 6
pay and time record which accurately reflects the fact of the trade including the
date and hours worked or taken off as the case may be.
9.4.3 Work performed outside the traded shift hours shall be compensated to the
employee working the additional hours even though the employee will not be paid
for the traded shift hours.
9.5 Travel
9.5.1 Area Changes: If the employer changes an employee's assigned work location, as
noted below, any travel time created by this change will be considered hours
worked and compensated accordingly. For this section,the following work
locations are recognized:
A: West Jefferson County (West side of ONP)
B: East Jefferson County (East side of ONP)
9.5.2 Training: Employees will not be paid for travel to and from training when such
training travel is within the County except as in Section 9.5.1. Travel to required
training which is outside the County shall be paid time. All time attending actual
required training is paid time.
9.5.3 Employees requesting to attend non Employer mandated training may voluntarily
wave the travel pay provisions contained in this agreement. All cost of all non-
employer mandated training will be agreed upon in advance of the training.
ARTICLE 10-OVERTIME COMPENSATION
10.1 Overtime hours are those compensable hours which the employee is assigned to work in
excess of forty(40)hours in the week or eight(8)hours in a day for those employees
assigned to five (5) day, eight(8)hour shift schedule or after ten(10)hours in a day for
those employees assigned to a four(4)day ten(10)hour shift schedule; or after 12 hours
for employees working a 12 hours shift schedule.
10.1.1 Supervisors should ensure that overtime opportunities are fair and equitable
amongst all employees.
10.2 Overtime hours worked shall be paid at the rate of time and one-half the Employee's
regular rate of pay.
10.3 Overtime pay shall not be compounded with any other form of premium compensation
paid to the Employee.
10.4 Those employees who are required to work overtime shall be granted a thirty (30)minute
meal period for each four (4)hours of continuous overtime. Employees on restricted
movement may have meal expenses paid by the employer.
10.5 Whenever practical, employees shall be allowed a minimum of(8)continuous hours of
rest(time off)between required shifts. The term"required shift" is defined as any
scheduled or mandated block of work of 8 hours or more.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 7
10.5.1 If the employer is unable to meet the requirements of this section, the employee
shall be compensated for all overtime pursuant article 10.1 and in addition shall
be compensated at time and a half for all time worked within the 8 hour rest
period during the subsequent required shift. This section should not apply
whenever an employee is deprived of the 8 hours hour rest period as a result of
his/her own request.
10.6 Nothing in this Agreement shall prohibit the Sheriff and an employee from entering into
an alternative schedule by mutual agreement where agreement is to the benefit of the
County as determined by the Sheriff and when there is no increase cost to the County
resulting from the adoption of the alternative schedule. All alternative schedules shall be
in writing and signed by the parties with a copy to the Union and the Human Resource
Director.
ARTICLE 11 —COMP-TIME
11.1 Effective upon ratification all overtime will be paid in by warrant and comp-time accrual
will be discontinued. Employees who have a comp-time balance will continue to use
banked comp-time as in the past. In the event the Sheriff should adopt a comp time
program for any one Office employee covered by this Agreement the same benefit shall
be available to all other unit employees.
ARTICLE 12—JURY DUTY
12.1 Employees called for Jury Duty in any Municipal, County, State or Federal court shall
advise the County upon receipt of the call and, if taken from his/her regularly scheduled
work for jury duty, shall be paid at his/her regular hourly rate for those hours that the
employee would have spent on his/her regularly scheduled shift,less compensation paid
for Jury Duty.
ARTICLE 13—CALL BACK
13.1 An employee called back to work on other than his/her normal work schedule shall be
compensated a minimum of three(3)hours(work or pay)at the overtime rate of pay.
Hours worked beyond the three(3)hour minimum shall continue to be paid at the
overtime rate until relieved of duty. Court time on other than the employees regular work
schedule shall be compensated as call back. Call back to Court for witness duty or call-
out on a Holiday shall be actual time spent with a minimum of three(3)hours which shall
not be combined with any other form of compensation.
13.2 Employees operating Employer equipment for authorized travel shall be"On Duty" even
though such"travel time"may not be compensabee time.
13.3 An"early start" or"holdover"at end of shift shall be paid at time-and-one-half which is
not a callback.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 8
ARTICLE 14—GRIEVANCE PROCEDURE
14.1 OBJECTIVES: To informally settle disagreements at the employee-supervisor level;to
provide an orderly procedure to handle the grievance through each level of supervision;
to correct, if possible,the cause of the grievance to prevent future complaints; to
promote harmonious relations among employees, their supervisors, and Departmental
Administrators;to assure fair and equitable treatment of employees; to resolve grievances
at the Departmental level before appeal to higher levels.
14.2 DEFINITIONS: The following terms, as used in this section of the agreement, shall have
the following meaning:
GRIEVANCE: A complaint by an employee, a Union Representative or the County
concerning the interpretation or application of this Agreement. A grievance may be filed
when the employee believes an injustice has been done because of unfair application of a
policy or an alleged violation of any term or condition of this Agreement or policy.
Letters of Reprimand and other non-economic disciplinary actions are not grievable upon
issuance. Disciplinary action, including any underlying supporting Letters of Reprimand,
with an economic impact on the employee shall be subject to grievance processing as a
single procedure.
WORKING DAY: Days the Court House is open for business.
EMPLOYEE: Any Employee of the Jefferson County Sheriffs Office covered by this
Agreement.
IMMEDIATE SUPERVISOR: The person, who assigns,reviews or directs the work of
an Employee.
SUPERIOR: The person to whom an immediate supervisor reports.
REPRESENTATIVE: A person who appears on behalf of the employee.
DEPARTMENT HEAD: The Sheriff of the County of Jefferson.
14.3 TIME LIMITS: Time limits are established to settle grievances quickly. Time limits may
be extended by agreement of the parties. If the grievant is not satisfied with the decision
rendered, it shall be the grievant's responsibility to initiate the action which submits the
grievance to the next level of review within the time limits specified. Failure of the
Employee to submit the grievance within the time limits imposed shall terminate the
grievance process and the matter shall be considered resolved. Failure of the County to
respond within the time limits specified will allow the grievant to submit the grievance to
the next higher step of the grievance procedure. The County shall initiate disciplinary
action within a reasonable period of time but not more than 20 working days of the
completion of the Sheriff's investigation of the incident leading to discipline. The above
referenced Sheriffs investigation will be completed in a reasonable length of time.
Jefferson County Sheriffs Command Staff Signature Doc 1 2/1 812024 Page 9
14.4 PARTIES RIGHTS AND RESTRICTIONS:
1. A party to the grievance shall have the right to record a formal grievance meeting at the
expense of the requesting party.
2. An Employee may have a Union representative present at all steps of the grievance
procedure.
3. Reasonable time in processing a grievance will be allowed during regular working hours
for the shop steward, with advanced supervisory approval.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the County.
5. Grievances of an identical nature, involving an alleged violation of the same Article,
section,etc., concerning the same subject matter,may be consolidated.
6. Confidential Communication. Any communication between a member of the Union and
any recognized Union representative regarding a potential or actual employee grievance
will be defined as confidential. Likewise, any communication between County
Management/Administration and a recognized County representative shall be defined as
confidential.
14.5 ELECTION OF REMEDIES. The use of this grievance procedure will constitute an
election of remedies. An employee seeking redress through the Labor Agreement may
not seek judgment of the same matter through the Civil Service Commission.
14.6 STEPS IN THE GRIEVANCE PROCEDURE:
Step#1. The employee and/or their representative or the County shall within twenty(20)
working days from the occurrence of the incident on which a complaint is based, or
within twenty(20) working days of the employee's knowledge of the occurrence,the
employee and/or their representative will promptly and verbally meet to discuss the
complaint with the employee's immediate supervisor. The supervisor will issue a written
decision on the complaint to the employee and the representative involved.
Step#2. If the employee feels the immediate supervisor has not resolved the grievance,
the employee may appeal to the Sheriff. At this time,all supporting documents and
evidence relative to the grievance shall be included with the appeal. The Sheriff shall
hold a formal meeting with the employee and their representative, if requested, within
twenty(20)working days from the date of the appeal receipt,and attempt to settle the
grievance.
A decision shall be made, in writing,to the employee by the Sheriff within twenty(20)
working days from the close of the formal meeting.
Step#3. If the employee feels the Sheriff has not resolved an economic grievance, the
employee may appeal to the Jefferson County Commissioners. At this time, all
supporting documents and evidence relative to the grievance shall be included with the
appeal. The Commissioners or their designee may hold a formal meeting with the
employee and the representative, if requested, within twenty(20) working days from the
date of the appeal receipt,and attempt to settle the grievance.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 10
Step#4. Board of Adjustment: If the grievant is not satisfied with the decision of the
Commissioners or their designee,within twenty(20) working days after receipt of the
decision,the grievant may submit the grievance to The Teamster's and Employer's Board
of Adjustment,or its successor,according to its rules and procedures. In the event the
Board cannot resolve the matter the Board Members may agree to a mutually agreeable
person or panel to act as sole Arbitrator or failing to agree shall request a list of 11
Washington State Arbitrators from the F.M.C.S. and to alternately strike name until only
one name remains who then shall be the Arbitrator.
14.7 The cost of the Board (but,not including any filing related fees)or arbitrator shall be
divided equally between the County and the Union. Cost for witnesses, court reporter,or
other individual expenses shall be borne by the requesting party. Either party may record
the proceeding as their personal record of the hearing. Upon request the recording party
will make a copy of the record available to the other party or either party may obtain a
copy of any recording made by the Arbitrator.
14.8 Arbitrators are restricted: Unless the Arbitrator finds by a preponderance of the evidence
that the County was limited in its actions by a specific provision of this Agreement from
taking the action grieved, the Arbitrator shall have no authority to limit the County's
action. No Arbitrator shall substitute their judgment for that of the County's so long as
that judgment of the County is reasonably exercised. The grieving party shall have the
burden of proof that this Agreement was violated, however,the first presenter shall be the
Employer in disciplinary cases to demonstrate that discipline complies with this
agreement.
14.9 In the event the Arbitrator shall sustain the grievance he/she shall not rule upon a reward
until the parties shall have 60 days to negotiate a settlement. If no settlement is achieved
the Arbitrator shall take written argument from each party and shall subsequently issue a
decision upon a remedy.
ARTICLE 15—WAGES
15.1 Wage Rates are attached to this agreement at Appendix A and are a part of this agreement
by this reference.
15.2 Whenever this agreement requires a wage increase the wage increase shall be effective
the first day of the month in which the adjustment occurs.
15.3 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 be
compensated at time-and-one-half for each call that exceeds seven(7) minutes at the rate
of fifteen(15)minutes at time-and-one-half and if the call exceeds twenty-two(22)minutes
shall be compensated for thirty (30) minutes at time-and-one-half and likewise for each
received call. This section is effective at the time Section A.I is adopted.
ARTICLE 16—EDUCATIONAL TRAINING
16.1 The County may enter into a reimbursement agreement with newly hired employee
(within the first month of employment)and such agreement shall not violate this
agreement.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 11
ARTICLE 17-LONGEVITY
17.1 Upon completion of the following years of employment, Employer shall pay,as an
annual longevity bonus,the amounts which follow to eligible Employees at the pay
period which follows the anniversary date or month of employment.
(1) Five years employment......................$800.00
(2) Ten years employment....................$1,200.00
(3) Fifteen years employment...............$1,600.00
(4) Twenty years employment..............$2,000.00
(5) Twenty-five years employment......$2,400.00
(6) Thirty years employment.............$2,800.00
17.1.1 Employees promoted to Sergeant will have any Deputy longevity being
received on promotion included in establishing their appropriate wage rate on the
Command Staff wage table.
17.1.2 The above Longevity schedule is effective as of January 2025 and any
employee receiving a better benefit shall retain same until the above will
provide a better benefit.
17.2 Longevity Pay shall be paid in a lump sum to eligible employees in the November pay
which will be received by employees in early December of each year. Early terminates
are subject to adjustment in their final check. In an employee's first year of eligibility
payment will be prorated through November and annually thereafter.
17.3 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 hour shift employee with over five years longevity
will receive 7/8 of longevity amount (7 hour shift employee with five years employment,
7/8 of$400=$350).
ARTICLE 18—HOLIDAYS (for employees on Monday-Friday schedule or equivalent)
New Year's Day January 1 st
Washington's Birthday 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day First Monday in Sept.
Veterans Day November 1 Ith
Thanksgiving Day Fourth Thursday in Nov.
Day after Thanksgiving Fri.after Thanksgiving
Christmas Day December 25th
Two(2)Floating Holidays
18.1 By agreement with the Sheriff listed Holidays may be scheduled off on any mutually
agreeable basis provided such scheduling does not cause increased cost to the County.
Floating holidays dates of observance shall be determined by mutual agreement between
the Employee and the Employer, with seven (7)days advance notice.
JWerson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 12
18.2 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.
18.3 Any employee working on a holiday shall receive their regular rate of pay(at straight
time)in addition to time and one-half for all hours worked.
18.4 Any employee who is not required to work on a holiday shall receive their regular rate of
pay(at straight time)regardless of which day of the week the holiday falls.
18.5 When a holiday falls on Saturday,the preceding Friday shall be observed, and when it
falls on Sunday the following Monday shall be observed. This provision applies to
employees who work Monday through Friday only.
18.6 If an employee is called in to work on a holiday that is a scheduled day off for that
employee the employee shall receive double time for all hours worked on that day in
addition to regular holiday pay. Employees scheduled to work on a holiday will receive
time and one half for their regular shift in addition to regular holiday pay. Hours beyond
the regular shift shall be paid at double time. If an employee calls in sick on a holiday for
which the employee is scheduled to work,the employee will receive holiday pay but not
sick leave pay. For purposes of this article,holiday pay is eight(8)hours(prorate if
applicable)at the regular straight time rate of pay.
18.7. In the event the Jefferson County Board of County Commissioners shall adopt additional
paid or unpaid holidays same shall apply to this Bargaining Unit. The Bargaining Unit
and the Sheriff shall agree on how the added holiday(s) is to be scheduled off.
ARTICLE 19—VACATIONS
19.1 Effective January 1, 2025,Article 19 and all subsections shall be void and all employees
shall have PTO benefits as contained in Appendix C.
ARTICLE 20—SICK LEAVE
20.1 Effective January 1, 2025, Article 20 and all subsections shall be void and all employees
shall have PTO benefits as contained in Appendix C.
ARTICLE 21 —BEREAVEMENT LEAVE
21.1 Bereavement leave shall be authorized permanent Employees for a maximum of three(3)
days to grieve the death of a member of the Employee's immediate family. "Immediate
family" is defined as follows: Spouse,parent,grandparent, child,grandchild,brother,
sister, mother-in-law, father-in-law, significant domestic partners and step relations of the
same degree.
21.2 Employees who have a death in their immediate family and who would have to travel 500
miles or more(one way)to attend the funeral shall be allowed two(2)additional days
with pay, for travel only.
Jefferson County Sheriffs Command Staff Signature Doc 1 2/1 812024 Page 13
ARTICLE 22—MILITARY LEAVE
22.1 Military Leave: Military leave will be granted in accordance with RCW 38.40.060.
Military leave shall be granted upon written application accompanied by a copy of bona
fide orders to temporary active or training duty. Military leave is paid time according to
applicable RCW and there shall be no loss of employee benefits.
ARTICLE 23—UNIFORMS
23.1 Uniforms as listed below shall be furnished upon initial appointment to the Sheriffs
Office. Once issued,Personal Uniform items shall be repaired,replaced,and cleaned by
the employee as provided in Article 23.3; Sheriff's Office Uniform items shall be
repaired and cleaned by the employee as provided in Article 21.3 and replaced by the
Office, should this become necessary. If a Sheriff s Office Uniform Item is required to
be replaced due to negligence by the employee,the employee shall be responsible for
replacement. All Uniform Items shall be returned to the Sheriff Office upon separation
from duty.
Personal Uniform Items: (Initial Issue)
Personal Uniform Items: (Initial Issue) Uniform Items: (Equipment Initial Issue)
Hat(w/chin strap and braid) Duty belt
Hat Badge Holster(firearm)
Breast Badge Four belt keepers
Name bar Two sets of handcuffs with cases
Collar brass Key Holder
Baseball style cap Handgun with 3 high capacity magazines
Belt(Trouser) Magazine holder
Two class A shirts (1 long sleeve / 1 short Taser with holster
sleeve) Radio with case
Two class A trousers Baton with holder
Two class B `Bratwear" shirts (employee OC with holder
choice of sleeve length) Belt worn flashlight with holder and batteries
Three class B trousers Folding knife
Jacket(style/type TBD by uniform committee) Wallet badge
Jumpsuit with a Class B or two (2)jumpsuits Ammunition
without Class B (employee choice of fabric
weight)
Necktie
Black boots(Employer will cover up to $200
of the cost with employee responsible for
remainder
*Due to the unique operating environment Deputies at the west end may be issued
an alternative uniform issue with the court uniforms and three jump suits(no
`Bratwear shirts or class B trousers would be issued).
All uniforms and equipment required by CJTC for basic academy if employee is
attending(per practice).
23.1.1 Employees employed as Entry shall be issued one (1)class A uniform and the
balance of the Initial Issue supplied upon moving to Step A.
Jefferson County Sheriffs Command Staff Signature Doc 12/18i2024 Page 14
23.1.2 The Sheriff and Union have established a committee to review the"new issue"
list of uniform items and upon full adoption,and budgeting,the agreed list shall
replace the above.
23.1.3 For normal patrol duties employees may wear any uniform listed above or as
established by the uniform committee. Appearances in Court will be in Class A
uniform.
23.2 Employee shall keep uniform items clean and in good repair at all times. The Sheriff
shall post authorized uniform standards. Uniforms shall only be worn in the line of duty
and shall conform to the posted uniform standard.
23.2.1 In the event the Uniform Committee shall recommend to the Sheriff,and the
Sheriff shall authorize, additional items or update the color scheme and/or design,
the"Initial Issue"uniform for new employees,all then current employees with
prior issue equipment shall have the option of having the item updates or the new
item supplied to them at no cost to the Deputy.
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, which
amount shall be subject to normal payroll taxes as ordinary income. This money is for
the purchase and/or replacement, repair and cleaning of authorized Personal Uniform
items and the repair and cleaning of Officer Uniform items.
Effective January 2025 the $1,000.00 regular uniform allowance shall become$1,400.00
and Officers wearing uniforms part-time while filling other assignments than their normal
assignments(i.e., Detective)shall receive$700.00.
23.3.1 Employees newly appointed to Detective after the adoption of this agreement
by the Board of County Commissioners shall,once in their career, receive a$700.00
clothing and equipment allowance.
23.4 Uniform allowance shall be paid by payroll warrant no later than the end of the second
full week in February of each year according to the amount listed in 23.3. On an
employee's first anniversary they shall receive their allowance pro-rata to December 31
and thereafter each February. Upon termination of employment for any reason
employees who have received their annual allowance shall reimburse the County pro-rata
through December 31 with the amount deducted from the final compensation settlement
with the County.
23.5 Bullet Proof Vests shall be provided to officers as necessary protective safety equipment.
Same will be replaced as required to maintain employee safety.
23.6 The Sheriff shall replace or repair articles of personal clothing damaged while in the line
of duty.
23.7 The Sheriff agrees that employees required to carry firearms shall be entitled to purchase
their duty weapon through the Department at department cost. The"Personal duty
weapon/s"when used on duty MUST conform to all requirements of the Sheriff for
department issued duty weapons. In the event the Sheriff should change the duty weapon
employees will have the option of purchasing a new conforming personal duty weapon or
receiving a Department issue weapon as required by the Sheriff. Employees who
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 15
purchase a personal duty weapon according to this section shall be permitted to use it as
their duty weapon and shall turn in the Department issued weapon. The Department shall
supply required duty ammunition for employees with personal duty weapons in the same
manner as Department issued weapons.
23.8 In the event the Sheriff shall require the use of equipment that may record events as they
occur(i.e., body-cam dashcam or other recording device)the Union shall receive 30
days' notice and an opportunity to bargain the effects of the new equipment.
ARTICLE 24—JOB INFORMATION
24.1 It is the Employer's responsibility to provide each employee,particularly upon hire,with
written information relevant to the job that the employee performs. This information
should include:
1. The job description for the position the employee fills or will fill;
2. Brochures and explanation of benefits as provided by appropriate agencies, to the
Employer with respect to insurance (medical, dental, vision, life insurance, etc.),
retirement,and any other similar information relevant to the position;
3. A copy of the current Personnel Policy&County Drug Policy.
24.2 Except in emergent situations all new policies and/or policy updates shall be provided to
the employees affected by such policy at least 21 days prior to its effective date.
Employees may provide a copy to the Union. Concerns regarding additional or updated
policy should be addressed prior to the implementation date.
24.3 All job information may be provided electronically/digitally or on paper.
ARTICLE 25—HEALTH AND WELFARE
25.1 MEDICAL: Effective with January hours payable in February 2015: Washington
Teamsters Welfare Trust Plan B .with Life B.Time Loss A;9 Month Waiver;.at the rates
provided in the attached Subscription Agreement as shall be amended by the Trustees and as
provided in Article 27.
25.2 DENTAL: Effective with January hours payable in February 2015,the Employer shall
pay into the Northwest Teamsters Dental Trust,Plan B for each employee who was
compensated eighty(80)hours during the preceding month at the rate provided in the
attached Subscription Agreement as shall be amended by the Trustees and as provided in
Article 27. The above payments shall be made to an authorized administrative office by
the 1 Oth of each month.
25.3 VISION: Effective with January hour's payable in February 2015,the employer shall pay
the Teamsters Vision Care Trust. for each employee who was compensated for eighty(80)
hours or more during the preceding month as provided in the attached Subscription
Agreement as shall be amended by the Trustees and as provided in Article 27.
ARTICLE 26—RETIREE'S HEALTH AND WELFARE
26.1 Effective January 1, 2025, based on December 2024 hours,the Employer agrees to pay
into the Retirees Welfare Trust, Plan RWT-Plus XL,for each current employee covered
by the Collective Bargaining Agreement who was compensated eighty(80)hours or more
during the previous calendar month.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 16
This Article 26 is effective January 1,2025,based on December, 2024,hours. The
monthly Contribution Rate(monthly) is$175.00.
26.2 Eligibility will end for employees who do not have the required number of hours and the
Employer no longer makes a contribution on their behalf. Upon termination,cash-out
PTO or sick leave does not count as hours compensated under this Article 26 .
ARTICLE 27—MAINTENANCE OF BENEFITS
27.1 Effective with January hour's payable in February 2006 the County shall be responsible
for 85%of the required contribution for the benefits provided in Article 25 with
employees responsible for 15% of the required contribution. The employee responsibility
is a Bargaining Unit agreed wage reduction applied to all unit members.
27.2 The Parties agree that either party may open Article(s)25, 26, or 27 for the purposes of
renegotiation in the event of any adverse regulation or legislation,including any form of
tax imposed on health care plans,changing the existing County cost of providing benefits
to Deputies or the Deputies' Contractual cost of retaining benefits. This section does not
apply to the normal historic changes in cost associated with Plan Trustee action
establishing contributions based on utilization.
27.3 LINE OF DUTY DEATH BENEFIT CONTRIBUTION—In the event of a line of duty
death,the County shall pay the cost of three(3)months of paid continuation of health
care benefits for the employee's spouse and dependents through the Washington
Teamsters Welfare Trust; provided however, if such benefit plan continuation is not
possible under the Trust rules,then the spouse shall be paid as a non-taxable
reimbursement of health care premiums paid to a different plan/provider selected and
arranged by the spouse up to the amount which the County otherwise would have paid.
ARTICLE 28—STATUTORY BENEFIT MANDATES
28.1 The Employer and Union agree that whenever Federal, State or Local laws require the
Employer to provide benefits not negotiated by the parties into this Agreement such
benefits shall be administered in accordance with the enactment and to the extent
permitted the Employer and employee shall contribute to the cost of such non-negotiated
benefit.
28.2 Beginning January 2018 the sick-leave provisions of this agreement shall be administered
pursuant to the Washington Sick Leave law as same may be amended provided however,
there will be no reduction in benefits provided in this agreement.
28.3 Washington State Paid Family Medical Leave(RCW 50A.04)premiums shall be paid by
the Employer and employee as agreed buy the Parties upon publication of the rates.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 17
ARTICLE 29—RESERVED
ARTICLE 30—SAVINGS CLAUSE
30.1 Should any provisions of this agreement be found to be in violation of any Federal, State
or Local Law, all other provisions of this agreement shall remain in full force and effect
for the duration of this agreement.
ARTICLE 31—ADDITIONAL AGREEMENTS
31.1 Labor Management Committee:
The Employer and the Union agree that during the life of this Agreement there shall be a
Labor/Management Committee consisting of individuals from each party (not to exceed
four(4) from each)to be designated, in writing,by each party to the other. On a case-
by-case basis,the parties may agree to additional representatives. Meetings will be held
as determined by the Committee at mutually agreeable times and places so as to apprise
the other of problems, concerns, suggestions,etc.,related to the operation,the work force
and services offered, all to promote better understanding with the other. A written
agenda shall be established by the Human Resources Director based upon items
submitted not less than three(3) days in advance of the meeting. Meetings shall not be
for the purpose of initiating or continuing collective bargaining nor in any way to modify,
add to,or subtract from this Agreement and meetings shall be exclusive of the grievance
and arbitration procedures in the Agreement, as grievances shall not be considered proper
subjects at these meetings.
Attendance by other on duty employees is permitted as long as staffing needs are
adequately met and with approval of the Department Head.All discussions shall be"off
the record"and shall not be used as evidence by either party for any purpose.
31.2 Internal Lateral, Promotion or Transfer.
Employees employed within the Jefferson County Sheriff s Office who are appointed as a
regular or probational Deputy shall have all JCSO time in service included in calculating
Longevity.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 18
ARTICLE 32—TERMINATION
32.1 This agreement shall be effective upon adoption by the Board of County Commissioners
except when a provision has an effective date that effective date shall prevail. This
agreement shall be effective
�through December 31,2027..
23 r-4 DAY OF
SIGNED THIS 2024.
JEFFERSON COUNTY BOARD TEAMSTERS LOCAL 589
OF COMMISSIONERS
Ka Dean. Chair Bret Draven Business Agent
Date _
L/
HAidi El hour. Member
Robert A. Driskell Secretary/Treasurer
r ber Date
JEFFERSON COUNTY SHERIFF
Approved as to Form Only:
By: 11,4y for 12/19/2024
VIle. Sheriff Chief Civil Deputy Prosecuting Attorney
Date: 3,0
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•11\11111/11/r////
Clerk of the Board •r•• IEF ....
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Jefferson Count%Sheriffs Command Stitt Signature Doc 12118,*20-4 Paze I
ARTICLE 32 -TERMINATION
32.1 This agreement shall be effective upon adoption by the Board of County Commissioners
except when a provision has an effective date that effective date shall prevail.This
agreement shalt be effective through December 31, 2027.
SIGNED THIS DAY OF 2024.
JEFFERSON COUNTY BOARD TEAMSTERS LOCAL 589
OF COMMISSIONERS
Kate Dean,Chair 4Bt ve Business Agent
Date
Heidi Eisenhour, Member 3
o ert A. skell SecretarytTreasurer
Greg Brotherton, Member Date r 213() Z02y
JEFFERSON COUNTY SHERIFF
Approved as to Form Only:
--- By: -- ---- --
Joe Nole, Sheriff Chief Civil Deputy Prosecuting Attorney
Date:
Clerk of the Board
Carolyn Gallaway, CMC
signature Jc command staff docx
Jefferson County Shenffs Command staff Signature Doc 12 13.2024 PaRc 19
AGREEMENT
by and between
JEFFERSON COUNTY SHERIFF'S OFFICE
COMMISSIONED COMMAND STAFF
and
TEAMSTERS LOCAL UNION NO.589
OF THE INTERNATIONAL BROTHERHOOD OF TEAMSTERS
January 1,2025 through December 31,2027
APPENDIX A—WAGES& CLASSIFICATIONS
THIS APPENDIX is supplemental to the AGREEMENT by and between JEFFERSON
COUNTY, WASHINGTON, hereinafter referred to as the Employer and TEAMSTERS LOCAL
589,hereinafter referred to as the Union and shall apply to those employees in the following
listed classifications:
A.1 Effective January 1,2025,and for subsequent years as noted, for employees employed on
the date of ratification,or effectiveness, whichever is later,and/or employed thereafter,
the Pay Grades and rates of pay for each Pay Grade covered by this Agreement shall be
as follows .
The Wage Table effective January 1,2025, shall include a restructuring of the table and
shall be increased over the 2024 rate by 8%as follows:
• The first two Old Steps Entry and A shall be dropped.
• Old Steps B, C, D,E,&F shall be renumbered to New Steps Entry,A, B, C,D
• New Steps E and F shall be added to the Wage Table applying the same differential
as between C and D to Step E and the New Step F.
• Employees in dropped, Old Step Entry move to New Step Entry and are Paid Entry
wages until completion of the Academy.
• Employees in dropped Old Step A and B are moved to the New Step A; Employees in
Old Steps C, D,E, and F move to the New renumbered steps with the same wage rate.
• Employees who were moved into new,renumbered Steps B, C,D and E will receive a
one-step advancement.
• The anniversary date for the employees placed in new Steps A, B,C, D or E shall
remain the same as before the changes outlined above.
• Upon completion of above there shall be a general wage increase of 8%to all wages.
January 1,2026, the wage table shall be increased by 2%.
January 1,2027,the wage table shall be increased by 2%.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 20
11112025 8% 5% 5% 5% 5% 5% 5%
ENTRY/1 Step A/2 Step B/3 Step C/4 Step D/5 Step E/6 Step F/7
47.99 50.39 52.91 55.56 58.34 61.26 64.33
11112026 2% 5% 5% 5% 5% 5% 596
ENTRY/1 Step A/2 Step B/3 Step C/4 Step D/S Step E/6 Step F/7
48.95 51.40 53.97 56.67 59.51 62.49 65.62
11112027 2% 5% 5% 5% 5% 5% 5%
ENTRY/1 Step A/2 Step B/3 Step C/4 Step D/S Step E/6 Step F/7
49.93 52.43 55.06 57.82 60.72 63.76 66.95
A.2 Additional Compensation:
A.2.1 Detectives Pay: In addition to wages in A.1 employees classified by the Sheriff
as Detectives shall receive an additional $100.00 per month as an offset against incidental
expenses and for non-patrol duties.
A.3 New employees shall be paid Entry wages until completion of the Academy (not more
than 12 months) and shall be promoted to Step A the pay period following graduation.
Progression through the steps after completion of the Academy shall require a full 12
months in the step before moving to the next step.
A.3.1 Upon approval of the Sheriff and BOCC or their designee lateral entry officers
may begin at Step B or C,depending on experience credit given by the County.
A.3.2 Progression from Step A to B shall require a full 12 months in Step A and the date the
employee begins Step A shall be their progression anniversary for subsequent steps.
Deferred Compensation Program
A.4 Effective January 1, 2025,employees may elect to make a contribution to the employee's
choice of one of the Deferred Compensation Plans currently offered by the County. The
Employer will match the employee's contributions, up to 1%of their monthly base wage.
A.5 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 Effective January 1, 2006,the Retirees Welfare Trust premium deducted from employee
pay shall be discontinued and the amount deducted from employee pay shall be added to
the deferral in A.4 above as additional employee deferral.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 21
APPENDIX B—EMPLOYEE BILL OF RIGHTS
B.1 All employees covered by this agreement shall be entitled to the following procedural
protection.
B.2 In criminal matters an employee shall be afforded those constitutional rights available to
any citizens.
B.3 In matters relating to job performance,the following guidelines shall be followed:
B.3.1 Before an interview the employee shall be informed of the nature of the matter in
sufficient detail to reasonably apprise him of the matter;
B.3.2 Any interrogation of an employee shall be at a reasonable hour preferably when
the employee is on duty unless the urgent need of the investigation dictates
otherwise. Where practicable, interrogations shall be scheduled for the daytime;
B.3.3 Any interview shall take place at the Jefferson County Sheriffs Department,
except when impractical. The employee shall be afforded an opportunity and
facilities to contact and consult privately with an attorney of his/her own
choosing. A representative of the Union may be present during the interrogation;
B.3.4 The questioning shall be reasonable in length and the employee shall be entitled
to reasonable intermissions as s/he shall request for personal necessities, meals,
telephone calls and rest periods;
B.3.5 The employee shall be interviewed in a professional manner and shall not be
threatened with dismissal,transfer or other disciplinary punishment as a guise to
attempt to obtain his/her resignation; and
B.3.6 The Employer shall not require any employee covered by this Agreement to take
or be subjected to a lie detector test as a condition of continued employment.
BA 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 apply to any routine, supervisory
contact with an officer for the purpose of counseling, instruction,or verbal reprimand.
Prior to the commencement of any formal disciplinary interview,the employee shall be
advised as follows:
You are about to be questioned as part of an administrative investigation being
conducted by the Jefferson County Sheriff's Office. You are hereby 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 for duties.
Your failure to cooperate with this investigation can be the subject of disciplinary
action in and of itself, including dismissal. The statements you make or evidence
gained as a result of this required cooperation may be used for administrative
purposes but will not be used or introduced into evidence in a criminal proceeding.
13.4.1 Constitutional Rights or Privileges: When the investigation becomes in
furtherance of the intent to prosecute for a criminal offense, the officer charged
Jefferson County Sheriffs Command Staff Signature Doc 12/1 V2024 Page 22
with or suspected of committing a criminal act shall be afforded the same
constitutional rights or privileges or guarantees enjoyed by any person. This
section shall not deprive the County of the right to pursue the investigation
administratively under Section B.3.
B.5 Use of Force—Employees involved in a"Use of Force" event shall, upon request, give a
statement immediately following an event, including a"walk through"and"public safety
statement' interview, designed and intended to enable a thorough and efficient processing
of the scene for evidence and detailed interviews of all other witnesses.
B.5.1 When an employee uses"deadly force"which results in the injury or death of a
person, the employee shall not be required to make a written statement for(72)
hours after the incident. An employee subject to the use of deadly force
investigation shall be advised of their rights to and shall be allowed to consult with
a union representative prior to being required to give a detailed oral or any written
statement about the use of force. This right to consult with a union representative
shall not unduly delay the giving of a statement immediately following an event,
including a"walk through"and"public safety statement'interview, designed and
intended to enable a thorough and efficient processing of the scene for evidence
and detailed interviews of all other witnesses.
B.5.2 Any investigation of the event will be conducted with due regard to the sensitivity
for the deputies emotional state following the traumatic incident, and investigators
will ensure that formal interview statements and written reports directly from
deputies engaged in the use of deadly force are obtained when the deputy
concerned has confidence in his/her ability to process and recall but not more than
72 hours after the event.
B.5.3 Nothing in this article,however, shall be construed as compelling a deputy to
provide a statement or prepare a response. Whether the deputy is ordered to do so
will depend upon the circumstances of the situation,including whether the deputy
is subject of a criminal investigation,and whether the deputy has requested and
granted a Garrity waiver.
B.5.4 Nothing in Section B.5 shall preclude a Deputy from making a voluntary statement
at any time.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 23
APPENDIX C—PERSONAL TIME OFF(PTO)
Effective January 1, 2025 following ratification of this Agreement, Article 19 Vacations and
Article 20 Sick Leave shall be void and all employees shall have Personal Time Off(PTO). PTO
shall be implemented as outlined below:
Section 1—Personal Time Off(PTO)
The personal leave benefit system is an alternative leave accrual system for employees to use for
vacation, illness or injury, and personal business. It combines the standard paid leave accrual
system (i.e. vacation, sick leave) into one flexible, personal time-off system. Employees will be
eligible to earn and use PTO as described in this policy.
Section 2—Purpose
The PTO system is established to provide greater flexibility to employees in managing their time
off benefits and to allow greater accumulation of paid time off.
Section 3—Affected Parties
All regular full time and part time Sheriff s Department employees under this Agreement shall be
enrolled in this personal time off benefit(PTO) system.
Section 4—Accrual
4.1 The amount of PTO an employee receives each year increases with the length of their
employment as shown in the following schedule:
* PTO Yearly Maximum hours earned per
Completed Accrual straight time hour of PTO Bank
Months of Maximum employment.(PTO is Maximum
Employment Hours/(days) earned hourly and posted Hours/(days)
monthl .
0 thru 35 168/ 21 0.0808 280/ 35
36 thru 59 192/ 24 0.0923 320/ 40
60 thru 119 216/ 27 0.1038 360/ 45
120 thru 179 240/ 30 0.1154 400/ 50
180 thru 239 264/ 33 0.1269 440/ 55
240 thru 299 264/ 33 0.1269 480/ 60
300+ 264/(33) 0.1269 520/(65)
* Calculated based on a standard scheduled work week of 40 hours,maximum 2,080
hours yearly.
All employees shall receive two (2) floater PTO day of 8 hours each January 1" of the calendar
year. The floater PTO day must be used during the calendar year and cannot be carried over to the
next year. For an employee working less than full time, amount of floater PTO will be based on
FTE.
Employees working less than full time will accrue PTO on a prorated basis based on hours worked.
4.LA The following table applies to employees scheduled to work other than Monday
through Friday, and Article 18 shall not apply to these employees:
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 24
* PTO Holiday 2 (two) Yearly Max
Completed Yearly Total PTO PTO Accrual PTO Bank
Months of Accrual Hours Floating Maximum
Employment Maximum Holidays Hours/(days)
Hours
/(days)
0 thru 35 168/(21) 96 16 280/ 35 280/(35
36 thru 59 192/(24) 96 16 320/(40) 320/ 40
60 thru 119 216/ 27 96 16 360/ 45 360/(45)
120 thru 179 240/ 30 96 16 400/(50) 400/ 50
180 thru 239 264/ 33 96 16 440/(55) 440/(55)
240 thru 299 264/(33) 96 16 480/ 60 480/(60)
300+ 264/(33) 96 16 520/(65) 520/(65)
4.1. A.1 Employees scheduled to work on a holiday listed in Article 18 shall be paid time
and one-half for all hours worked.
4.1. A.2 Employees called in from a scheduled day off to work on a holiday listed in
Article 18 shall be paid double time for all hours worked.
B. The Parties combined Additional Annual Leave (AAL) Days with regular
Vacation days beginning with 2022. This merger results in additional potential
payout of vacation time when an employee is eligible for payout. On January 1,
2025 the Parties agreed to replace Vacation and Sick Leave with PTO; AAL will
include PTO, Holidays, and PTO Floater.
C. If practicable, as a convenience to Deputies and ease of reporting the Maximum
Column amounts will be reported on the paystub.
Section S —Procedures
5.1 PTO Use and Minimum Increment
PTO shall be used for all authorized leave provisions pursuant to the Collective
Bargaining Agreement(CBA).
5.2 Time Off Selection
Seniority order, as accrued under this Agreement, shall prevail for all employee time-off
selections (West End Deputies shall be included in this process, their shifts shall be
covered the same as any other Deputy) made during the "time-off selection period"
September lst through December 31st for time-off in the next calendar year.
PTO/vacation time not selected during the PTO selection period in excess of the PTO Bank
Maximum accrual shall be placed in an employee's Catastrophic Sick Leave bank if the
employee has had the contractual opportunity to select all eligible time off as provided
below.
All time off applied for after the time-off selection period will be on a space available
basis.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 25
5.3 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.
1. There shall be three rounds of PTO/vacation selection.
2. The first round employees,by seniority, shall choose their time off from
available weeks in one(1)continuous period to be selected in round one.
3. The second round employee,by seniority, shall choose their time off from
available weeks in one(1)continuous period to be selected in round two.
4. 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.
5. For purposes of accounting for days used during the calendar year the
order of"burn-off'shall be: Holidays(for employees using 4.LA),regular
PTO, and then scheduled unpaid time off.
6. The employer shall provide the employees with a schedule to select their
PTO/vacation from. That schedule shall state the minimum staffing levels
required by the department for the employees to select available days off.
7. Employees shall have two(2)workdays(not including weekends)to
complete their PTO selection once receiving notice. An Employee who
fails to make a selection during this time,shall forfeit their opportunity for
that respective round.
8. Employees shall have the right to submit any other PTO/vacation requests
for the respective year on January 1 st,or after, on a first come first serve
basis. If multiple employees submit their requests on the same day,
seniority shall prevail.
5.4 Employees may split their PTO into as many parts as is mutually agreed upon between
the employee and the supervisor and no third party shall enter into or influence this
decision.
5.5 Maximum carry over of PTO is based on Table 4.1 for employees working a Monday
through Friday schedule and Table 4.LA for all other employees. Accumulated PTO not
selected/scheduled during the PTO selection period and in excess of the PTO Bank
Maximum hours shall automatically be placed in the employee's Catastrophic Sick Leave
Bank on April 1 of each year.
If unable to take leave that has been previously scheduled because of employer required
workload,such scheduled but denied leave days may be carried into the next calendar
year but must be used within the first 3 months of the following year or it will be paid in
cash unless they are again scheduled and denied because of workload whereupon, at the
employee's option,the use of denied days shall be extended until July before they are
cashed out.
5.5.1 The inability of the Sheriff to allow the employee to take previously scheduled
PTO leave shall be documented by the Sheriff at the time of denial and be
forwarded to the Payroll Division of the Auditor's Office.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 26
5.6 PTO/Leave requests for PTO not scheduled during the vacation selection period shall be
submitted fourteen(14)days in advance and be signed by management then returned to
Employee within five(5) days or will be deemed approved.
5.7 Employees who transfer from one department to another shall retain their original hire date
for purposes of annual PTO eligibility.
5.8 The County may administer PTO to meet the requirements of the Washington Sick-Leave
law provided employees do not receive a benefit that is less than as provided in this CBA.
5.9 PTO Banking and Cash Out
The employee may bank and carry forward any accrued PTO up to the Maximum PTO
Bank(see the schedule in the tables in Section 4).Upon separation of employment for any
reason,the employee will be cashed out for unused PTO not to exceed the PTO maximum
pursuant to the tables in Section 4, except that in the event an employee's accrued PTO
balance exceeds the Maximum PTO Bank due to extenuating circumstances,an employee
may submit to the Sheriff a written request to be cashed out for the excess PTO, with a
statement documenting the extenuating circumstances. If all or a portion of the request is
recommended for approval by the Sheriff, the request and the Sheriff's written
recommendation will then be submitted to the County Administrator for possible approval.
In no event shall the PTO cash out exceed the sum of the PTO Bank Maximum plus the
PTO Yearly Accrual Maximum, both as listed in the tables in Section 4.
5.9.1 Advance Notification: An employee who, except for an emergency (defined as an
unforeseeable event), fails to provide a two (2) weeks advance notification of intent to
resign shall forfeit rights to two (2) weeks of currently accrued PTO. The two (2) week
notice may be waived by the County Administrator or designee.
5.10 PTO Catastrophic Sick Leave Bank
Accrued PTO shall be 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 PTO bank will begin again.
5.11 PTO Catastrophic Sick Leave Bank Usage
An employee's Catastrophic Sick Leave Bank shall only be accessible to the employee
accruing the bank,and access shall only be allowed when all other paid leave,compensatory
time or other Employer provided financial benefits are exhausted.
1. Maximum Accrual -The maximum accrual in the employee's catastrophic sick
leave bank is 960 hours (120 days.)
2. County Sick Leave Bank-Days accrued in the employee's catastrophic sick
leave bank may be donated to the County Sick Leave Bank per Resolution 79-94.
3. Separation from Employment: Upon separation from employment any accrual
left in the employee's catastrophic sick leave bank is forfeited.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 27
5.12 PTO Cash Out
PTO is paid at the employee's base pay rate(computed as an hourly rate)at the time of use
or cash out,consistent with Section 5.9- PTO Banking and Cash Out, above.
5.13 PTO Use During Illness or Injury or Workplace Injury
The use of PTO due to illness, injury or workplace injury shall follow the sick leave
provisions of the CBA and the Jefferson County Personnel Administration Manual
Chapter 6, Section 3.0 Personal Time Off(PTO).
5.14 Conversion from Standard Paid Leave Accrual System to PTO
When an employee converts to the PTO System their paid leave balances will be handled
as follows:
5.14.1 Unused Sick Leave: Any sick leave an employee accrued under the standard sick
leave system before enrolling in the PTO system will be banked in a separate Sick Leave
account for the employee's benefit. When an employee is sick they may use their accrued
PTO or their unused sick leave in their sick leave bank. Sick leave shall be used as follows:
a. To receive sick leave,an employee must be sick or disabled or have a scheduled
health care appointment or meet any other qualifying reason under Washington
State Paid Sick Leave Law.
b. Upon request by the Sheriff or designee, an employee must be able to furnish
proof, including documentation from the attending health care provider.
Falsification or misuse of sick leave shall be grounds for disciplinary action.
c. Sick leave is appropriate for illness or disability caused or contributed to by
pregnancy,miscarriage,abortion,childbirth,adoption,and recovery there from.
Accrued sick leave is appropriate to care for a family member with a health
condition that requires treatment and/or supervision. (RCW 49.12) Other
appropriate uses include for minor children,child care when school or daycare
is closed by order of the Board of Health or a Public Health Officer, and an
absence that qualifies for leave under the Domestic Violence Leave Act,
Chapter 49.76 RCW. Accrued sick leave, not leave of absence, must be used
for illness, injury,or disability.
d. 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:
1. Upon an employee's death, the employee's estate shall be paid one
hundred per cent(100%)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.
5.14.2 Unused Vacation Leave: Any vacation leave an employee accrued under the
standard system will be converted to PTO when the employee enters the PTO
system.
Jefferson County Sheriffs Command Staff Signature Doe 12/18/2024 Pare 29
5.15 Light Duty:
1. No employee shall be put in the position of being on shift by themselves. Light duty
shall be for the purpose of temporary assignment while a disabled employee becomes
able to resume full duties.
2. Light duty to be determined by the Sheriff, with concurrence of the physician.
3. The Employer shall give letter of request to physician of duties to be performed on light
duty so physician may verify what the Employee may or may not perform.
5.16 LEOFF-II employees unable to perform their normal duties and working Light Duty
assignments where the pay rate is less than the officer's normal wage or if an officer is
denied requested light duty assignment shall be able to "make up" any deficiency in full
straight time monthly earnings through the use of PTO/sick leave. And when PTO/sick
leave is so used the required supplemental amount shall be charged against the officer's
PTO/sick leave account only on the basis of '/z of the amount required for the wage
supplement for work related disability or illness (i.e.: for each hour used to supplement
compensation only %2 hour will be deducted from the employee's PTO/sick leave account).
Use of PTO/Sick Leave shall be communicated to Payroll in order to utilize the correct
time.
5.17 - PTO for Current Employees
Once an employee enters the PTO system the employee will not be authorized to return to
the standard paid leave accrual/use system unless the PTO system is no longer offered.
5.18 PTO for New Employees
The PTO system shall be applied to all new employees hired.
5.19 PTO for Probationary Employees
A probationary employee shall be allowed to schedule forfeitable leave from their holiday
and PTO upon approval of the Sheriff or Designee. If the employee is unable to take
scheduled time off, the employee shall be: 1) scheduled off by the Sheriff, or 2) allowed to
take scheduled time off, or 3)cashed out at the sheriff's discretion.
Section 6—Responsibilities
Employees under the PTO System will be responsible for managing the use of their PTO accrual
to ensure that they have paid leave time available for all appropriate time off uses. Employees will
need to be mindful of their PTO balance to assure that they have a balance available to cover
traditional sick leave uses including their own illness/injury,medical or dental care,as well as the
same uses for their dependents and employee's immediate family member,which includes,spouse,
parent, child(including adult child), siblings, in-law parents, in-law siblings,domestic partners or
anyone who is financially dependent upon a public official or employee.
Section 7—Provisions of Chapter 6,Section 5.0 and 6.5 Apply
All of the provisions of the currently adopted Chapter 6, Section 5.0 and Section 6.5 of the
Personnel Manual or any future version of these sections that is adopted by the County regarding
the use of accrued sick leave and Family Medical Leave, shall apply to the use of PTO when it is
used for illness, injury or medical reasons.
7.1 PTO Designated as Family Medical Leave(FMLA):
Employees and their Supervisors must identify and report in a timely manner the nature of
the use of any PTO hours to be designated as FMLA for a qualified illness,injury,maternity
leave,or other qualified use.
Jefferson County Sheriffs Command Staff Signature Doc 12/18/2024 Page 29
7.2 Time Sheets:
For appropriate codes to be used from a PTO Bank or for time that is eligible to be Family
Medical Leave(FMLA) on County time sheets contact the Auditor's Office/Payroll.
Section 8-Catastrophic Sick Leave Bank Balances
When an employee's accrued PTO hours reach the maximum allowed, further accrual will be
credited to the employee's Catastrophic Sick Leave Bank at the end of each year,unless carry over
has been granted pursuant to Section 5.5. The Payroll Services Manager in the Auditor's Office
will be responsible for oversight of the accrual, use, and tracking all individual employee
Catastrophic Sick Leave Bank balances.
Section 9-Application and Interpretation of this Appendix C-Personal Time Off
(PTO)
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.
Jefferson County Sheriffs Command Staff Signature Doc 12/1 V2024 Page 30
APPENDIX D- SUBSCRIPTION AGREEMENT
Jefferson County Sheriffs Command Staff Signature Doc 1211 al2024 Page 31
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT
COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR PARTICIPATION IN TRUST
The Employer and Labor Organization below are parties to a Collective Bargaining Agreement providing for participation in the
above Trust.An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust.
Jefferson County Sheriffs Office(Command Staff) Teamsters Local Union No.589
Employer Name Labor Organization(Union)Name
P.O. BOX 2070 P.O. BOX 4043
Address Address
Port Townsend WA 98368 Port Angeles WA 98363
City State Zip Code City State Zip Code
COLLECTIVE BARGAINING AGREEMENT
The parties'Collective Bargaining Agreement is in effect from: 1/1/2025 to: 12t31i27
❑New Account ✓]Renewal--Account No. Approximate No.of Covered Employees: 5__-_
INFORMATION CONCERNING EMPLOYER'S BUSINESS
Employer EIN(Tax ID No.)
Employer is: ❑✓ Public Entity ❑Corporation- State of Partnership Sole Proprietorship 0 I.LC
If Partnership or Sole Proprietorship,provide names of the owner or partners:
BENEFIT PLANQ DESIGNATED IN COLLECTIVE BARGAINING AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for whom
the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such employees and
their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a copy of the Trust
Operating Guidelines which by this reference are made a part hereof.)
COVERAGE IN BARGAINING AGREEMENT (For renewals,list all coverages,not just changes) Monthly Rate
Medical Plan A ,/ B Z $1,509.00
A-$30,000 Employee/$3,000 Dependent $4.40
Life/AD&D Q B-$15,000 Employee/$1,500 Dependent
C:]C-$5,000 Employee/$500 Dependent
Weekly Time Loss E-$500 A-$400 B.$300 C-$200 D-$100 $18.00
Disability Waivers Addiwnal 9 months Disability Waiver of Contributions-Medical only $11.40
Domestic Partners Domestic Partners Medical $
Dental Plan A Z/ B C $87.50
Domestic Partners Domestic Partners -Dental $
Vision Plas EXT $17.10
Domestic Partners Domestic Partners Vision $
Will there be any coverage changes before the Collective Bargaining Agreement's expiration? ❑Yes 0 No.
If yes,attach a Subscription Agreement for each change.
EFFECTIVE DATE OF CONTRIBUTIONS-A Subscription Agreement must be submitted in advance of the effective date below.
Contributions above are effective(month,year)January 2025 based on employment in the prior month.
Important:Coverasre is elhective in the month following the month in which the contributions are due based on the Trust's eligibility
lag month.For example,contributions effective April based on March employment will provide coverage in May.
EXPIRATION OF COLLECTIVE BARGAINING AGREFAYENT
Upon expiration of the above-referenced Collective Bargaining Agreement,the Employer agrees to continue to contribute to the
Tnist in the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer and the
Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trust Operating
Guidelines,or one party notifies the other in writing(with a copy to the Trust)of its intent to cancel such obligation five(5)days
after receiving notice, whichever occurs first. The Trust reserves the right to immediately terminate participation in the Trust
upon the failure t execute this or any future Subscription Agreement or t amply wit the Trust Operating Guidelines as
amended by the T titc s m hm to time.
LJ
For Employer ' Z For Union iq,CU/X/
Title:Assn WY►`ik-TCY 0-�- Date �J11M Title Secretary Treasurer Date I43,b&q4
F.l_IGIBILITY TO PARTICIPATE IN TR 1ST
Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement
provided such requirements are consistent with the Trust guidelines.To establish eligibility for benefits,Trust guidelines require
that eligible employees must have the required number of hours in a month and have the contractually required contributions paid
on their behalf.Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility continues as long as the
employee remains eligible,has the contractually required number of hours per month, and has the required contributions made.
The Trust,however,will not recognize any contractual provision that conditions continued eligibility on having less than 40 or
more than 80 hours in a month. Eligibility will end according to the Trust's policy for employees who do not have the required
number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility,if any.
Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in
the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to
recover any and all benefits provided to ineligible individuals from either the ineligible individual receiving the benefits or the
employer responsible for misreporting them(if applicable).
REPORTING.OBLI,ATION M CONSF,Q 1 .N . .S OF'D _LINO IF_N Y
Employer contributions are due no later than ten(10)days after the last day of each month for which contributions are due. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of liquidated
damages,interest,attorney fees,and costs incurred in collecting the delinquent amounts.
TRUSTEES'AUTHORITY TO DE_TFRMIN£TF.R.IfS OF PLANS
The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their
dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the
terms of the governing Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and
authority to interpret the terms of the Trust's benefit plans, the plans' eligibility requirements,and other matters related to the
administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for
the purpose of cost containment,cost management,or changes in medical technology and treatment.
MECHANMI FOR HAND LING CONTRIBUTION ItY F__4SFS
The Trustees'authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust and
to maintain adequate reserves to cover any extended eligibility and the Trust's contingent liability_
The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any such
plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated benefit plans, the
Board of Trustees may substitute a plan then available that is fully supported by the employer's contribution obligations. The
disposition of any excess employer contributions will be subject to the collective bargaining process.
ACCEPTA OF TRUST AGREEMENT
The Employer and the Labor Organization accept and agree to be bound by the terms of the Trust Agreement governing the
Trust, and any subsequent amendments to the Trust Agreement. The parties accept as their representatives for purposes of
participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors.
Provided, however, that in the event that either Section 2 or 3 of Article Vlll of the Trust Agreement is amended to change or
modify an Employer's liability as specified therein,such amendment will not be deemed applicable to an Employer until such
time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current
Collective Bargaining Agreement.
APPROVAL OF TRUSTEES
This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust.
Date
Administrative Agent
Washington Teamsters Welfare Trust
SA 28(REV 10)18)
WASHINGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AGREEMENT GUIDELINES
To participate in the Washington Teamsters Welfare Trust,the bargaining parties must complete a Subscription Agreement and file it
with the Trust Administrative Office. Additionally, the bargaining parties are advised of the following general participation and
benefit information.See Trust Operating Guidelines for more detailed information.
1. The Subscription Agreement language may not be modified or altered.
2. A Subscription Agreement must be submitted to the Trust Administrative Office for each new or renewed collective bargaining
agreement,which provides for participation under the Trust.
3. For new accounts, an enforceable collective bargaining agreement, with contribution requirements and eligibility thresholds for
benefits consistent with Trust guidelines,must be submitted prior to the activation of the account.
4. Contributions for changes in plan benefits or new accounts are effective the first of the month following the date the Trust
Office receives the documents in Ill and q3.Trust policy does not allow retroactive changes in contributions or benefits.
5. A new Subscriotieg Agreement is required for each change in benefits. If a collective bargaining agreement provides for benefit
changes subsequent to those listed on the Subscription Agreement submitted to the Trust Office for the new or renewed agreement
and the changes take effect prior to the termination of the collective bargaining agreement,the bargaining parties are responsible
for formally notifying the Trust Administrative Office of the changes; this may be done by completing and submitting another
Subscription Agreement,either with the initial agreement or anytime prior to the effective date of the contribution rate changes for
the new benefits.Submission of a collective bargaining agreement by itself does not constitute formal notification of changes.
RETIREE'S WELFARE TRUST
SUBSCRIPTION AGREEMENT
COLLECTIVE BARGAINING AGREEMENT
THE UNDERSIGNED EMPLOYER AND LABOR ORGANIZATION CONFIRM,AS A CONDITION PRECEDENT TO PARTICIPATION IN THE
RETIREE'S WELFARE TRUST, THAT THEY ARE PARTIES TO A COLLECTIVE BARGAINING AGREEMENT PROVIDING FOR
CONTRIBUTIONS TO BE MADE TO THE TRUST ON BEHALF OF ALL BARGAINING UNIT EMPLOYEES FOR WHICH THE EMPLOYER IS
REQUIRED TO CONTRIBUTE. UPON EXPIRATION OF THE CURRENT OR ANY SUBSEQUENT BARGAINING AGREEMENT REQUIRING
CONTRIBUTIONS,THE EMPLOYER AGREES TO CONTINUE TO CONTRIBUTE TO THE TRUST IN THE SAME MANNER AND AMOUNT
AS REQUIRED IN THE MOST RECENT EXPIRED BARGAINING AGREEMENT UNTIL SUCH TIME AS THE UNDERSIGNED EITHER
NOTIFIES THE OTHER PARTY IN WRITING(WITH A COPY TO THE TRUST FUND)OF ITS INTENT TO CANCEL SUCH OBLIGATION FIVE
DAYS AFTER RECEIPT OF NOTICE OR ENTER INTO A SUCCESSOR BARGAINING AGREEMENT WHICH CONFORMS TO THE TRUST
POLICY ON ACCEPTANCE OF EMPLOYER CONTRIBUTIONS,WHICHEVER OCCURS FIRST. THE PARTIES AGREE TO PROVIDE THE
TRUST OFFICE WITH A COPY OF THE CURRENT AND ALL FUTURE COLLECTIVE BARGAINING AGREEMENTS.
RETIREE PLAN(Check one): ❑ RWT-PLUS ®RWT-XL
EFFECTIVE DATES OF CURRENT BARGAINING AGREEMENT: 01101r25 to 12/91/27
If a new Bargaining Agreement, first payment is due the Trust based on hours worked effective 01/01/25
ACCEPTANCE OF TRUST AGREEMENT
THE UNDERSIGNED ACKNOWLEDGE RECEIPT OF A COPY OF THE TRUST AGREEMENT AND TRUST POLICY ON ACCEPTANCE OF
EMPLOYER CONTRIBUTIONS(SEE THE BACK OF THIS FORM FOR THE POLICY ON ACCEPTANCE OF EMPLOYER CONTRIBUTIONS),
AND ACCEPT AS THEIR REPRESENTATIVES FOR PURPOSES OF PARTICIPATING IN THE TRUST, THE JOINT LABOR AND
MANAGEMENT TRUSTEES SERVING ON THE BOARD OF TRUSTEES AND THEIR DULY APPOINTED SUCCESSORS. THE
UNDERSIGNED EMPLOYER AND LABOR ORGANIZATION, BY EXECUTION OF THIS SUBSCRIPTION AGREEMENT,CONSENT TO BE
BOUND BY THE TERMS OF THE TRUST AGREEMENT GOVERNING THE RETIREE'S WELFARE TRUST,INCLUDING ANY SUBSEQUENT
AMENDMENTS THERETO. THE UNDERSIGNED FURTHER ACKNOWLEDGE THAT WITH EACH SUCCESSIVE COLLECTIVE
BARGAINING AGREEMENT TO THE ONE IDENTIFIED ABOVE THAT PROVIDES FOR CONTRIBUTIONS TO CONTINUE TO BE MADE
TO THE RETIREE'S WELFARE TRUST, THE PARTIES AGREE TO CONTINUE TO BE BOUND BY THE TERMS OF THE TRUST
AGREEMENT AND ANY SUBSEQUENT AMENDMENTS THERETO. THIS SUBSCRIPTION AGREEMENT WILL AUTOMATICALLY
CONTINUE UNTIL SUCH TIME AS CONTRIBUTIONS ARE NO LONGER REQUIRED TO BE MADE TO THE TRUST UNDER A COLLECTIVE
BARGAINING AGREEMENT BETWEEN THE PARTIES;HOWEVER,THE TRUST RESERVES THE RIGHT TO DISALLOW OR TERMINATE
PARTICIPATION IN THE TRUST UPON FAILURE TO EXECUTE THIS SUBSCRIPTION AGREEMENT OR TO COMPLY WITH THE TRUST
AGREEMENT OR POLICY ON ACCEPTANCE OF EMPLOYER CONTRIBUTIONS.
EMPLOYER(Name and Address) LABOR ORGANIZATION(Name and Address)
Jefferson County Sheriffs Office(Command Staff) Teamsters Local Union No. 589
P.O. BOX 2070 P.O. BOX 4043
Port Townsend,WA 98368 Port Angeles, WA 98363
B ZAI By:
Title: S "11,4 Date: Title: Secretary Treasurer Date. 4�;i4
APPROVAL OF TRUSTEES This subscription agreement has been accepted by the Retiree's Welfare Trust:
By: Title: Date: _--
RETIREE'S WELFARE TRUST
POLICY ON ACCEPTANCE OF EMPLOYER CONTRIBUTIONS
It is hereby declared to be the policy of the Retiree's Welfare Trust to accept as Employer contributions
only payments made in accordance with a Collective Bargaining Agreement and/or Written Agreement,
which is not detrimental to the Plan.
Accordingly, a Collective Bargaining Agreement and/or Written Agreement which:
• Does not require monthly contributions to be made on behalf of all persons who
perform work in the classifications or categories covered in such Collective Bargaining
Agreement; or
• Requires a minimum waiting period of employment before contributions are owing;or
• Limits employees on whose account monthly contributions are to be made to those who
are compensated for more than eighty(80)hours per month,
will be deemed to be detrimental to the Retiree's Welfare Trust and said contributions will not be
acceptable.
The foregoing is only an illustration of Collective Bargaining Agreement and/or Written Agreement
provisions,which the Trustees have deemed to be detrimental to the Plan and should not be considered as
an all-inclusive list of all such types of provisions.
The determination of whether or not a Collective Bargaining Agreement and/or Written Agreement is
detrimental to the Plan shall be made by the Trustees in their sole discretion.
NOTE: There is a separate policy on acceptance of employer contributions in the Food Processing
Industry. A copy may be obtained from the Trust Administrative Office.
Retiree's Welfare Trust
2323 Eastlake Avenue East
Seattle, WA 98102
(206)329-4900
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: December 23,2024
SUBJECT: AGREEMENT And SUBSCRIPTION AGREEMENT re:Collective Bargaining
Agreement and Trust Participation for Jefferson County Sheriffs Office Command Staff;
January I,2025 through December 31,2027;Teamsters Local No 589 and Teamsters
Welfare Trust
STATEMENT OF ISSUE:
The Teamster's Collective Bargaining Agreement covering Jefferson County Sheriffs Commissioned Command Staff
will expire December 31, 2024. A new Agreement was negotiated with the Teamster's. In addition to the Collective
Bargaining Agreement,a subscription agreement is included for employees to participate in the Washington Teamsters
Welfare Trust in order to receive health care benefits as well a subscription agreement for employees to participate in
Teamsters Retirees Medical.
ANALYSIS:
As a result of negotiations with the Teamsters Union,the attached agreement was ratified on December 11,2024 by
employees represented by Teamsters Local No 589.
FISCAL IMPACT:
- 12%general wage increase over three years
- Wage scale adjustment,dropping first two steps and adding two steps
- Longevity pay for completing the following years of service:
• Five years of employment$800
• Ten years of employment$1,200
• Fifteen years of employment$1,600
• Twenty years of employment$2,000
• Twenty-five years of employment$2,400
• Thirty years of employment$3,400
- Change in Call Back pav from two hours worked/paid to three hours plus hours worked/paid
- Add Juneteenth Holiday and total vacation/holiday hour increase(eight hours)
- Upon employee's death,estate paid 100%of accumulated sick leave
- Increase in Uniform allowance from $1,000 to$1,400 for deputies,from$500 to$700 detectives
- Deferred Compensation from flat amount to equivalent County contribution 1.0%base pay
- Retiree's Medical
- Change to Personal Time Off(PTO)system benefit
RECOMMENDATION:
Approve and sign the Collective Bargaining Agreement and the Subscription Agreements.
REVIEW BY: 001,
Mark McCaule ounty Administrator Date
Page 1 of 1
CONTRACT REVIEW FORM Clear Forrr
(INSTRUCTIONS ARE ON THE NEXT PAGE)
CONTRACT WITH: Teamsters Local No 589 Contract No: TCCS- 122024
Contract For: CBA for Sheriffs Commissioned Command Staff Term: Jan 1, 2025- Dec 31, 2027
COUNTY DEPARTMENT: Human Resources
Contact Person: S"Melsmmn
Contact Phone: -0-3e5-e133
Contact email: serrvelamonClico lenerson wa us
AMOUNT: Na PROCESS: Exempt from Bid Process
Revenue: rva Cooperative Purchase
Expenditure: rva Competitive Sealed Bid
Matching Funds Required: rva Small Works Roster
Sources(s)of Matching Funds rva 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: a N/A:� aA, AIWwc'' zE, i)(L ;�'4
Signature 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: ❑H N/A: `
Date
STEP 3: RISK MANAGEMENT REVIEW(will be added electronically throolgh Laserficbe):
STEP+: PROSECUTING ATTORNEY REVIEW(H ill he addetl electrunicall� throu;;h Laserftche►:
Electronically approved by Risk Management on 12/19/2024.
STEP S: DEPARTMENT MAKES REVISIONS dt RESUBMITS TO RISK MANAGEMENT AND
PROSECUTING ATTORNEY(IF REQUIRED).
STEP6: CONTRA CT0RSIGNS
STEP?: SUBMIT To BOCC FOR APPROVAL
Electronically approved as to form by PAO on 12/19/2024.
Negotiated through collective bargaining agreement for
command staff.