HomeMy WebLinkAbout5.257 Original Contract
5.~57
AGREEMENT BETWEEN
THE
CITY OF PORT ANGELES
AND
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORKERS
LOCAL #997, AFL-CIO
January 1 , 2005 thru December 31, 2007
IBEW LOCAL #997
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
Section B - Recognition
Section C - Savings Clause
Section D - Non-Discrimination
Paae No.
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ARTICLE 11- RIGHTS OF PARTIES
Section A - Management's Rights
Section B - Union Security
Section C - Seniority
Section D - Discipline Procedure
Section E - Labor\Management Committee
Section F - Vacancies
Section G - Notice of Changes to Work Rules
Section H - Personnel Records
Section I - Apprenticeship Program
Section J - Overnight Lodging for Travel
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ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work
Section B - Safety
Section C - Response Time
Section D - Meal Breaks When on Overtime
Section E - Work Stoppages
Section F - Layoff Procedures
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ARTICLE IV - COMPENSATION
Section A - Wages
Section B - Deferred Compensation
Section C - Overtime
Section D - Compensatory Time
Section E - High Time Pay
Section F - Call Back
Section G - Higher Class Pay
Section H- Tuition Reimbursement
Section I - Safety Glasses
Section J - Boot Allowance
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ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Section B - Holidays
Section C - Sick Leave
Section D - Injury Subsidization
Section E - Industrial Injury
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ARTICLE VI - HEALTH BENEFITS
Section A - Health Coverage
Section B - Life Insurance
Section C - Long Term Disability Coverage
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ARTICLE VII - GRIEVANCE PROCEDURE
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ARTICLE VIII - DURATION OF AGREEMENT
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ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
This Agreement, entered into by the City of Port Angeles, Washington, hereinafter
referred to as the City, and the International Brotherhood of Electrical Workers, AFL-
CIO, Local #997, hereinafter referred to as the Union, has as its purpose the setting
forth of the full and entire understanding of the parties regarding the matters set forth
herein, reached as the result of negotiations regarding wages, hours, and other terms
and conditions of employment of employees covered by this Agreement.
Section B - Recognition
The City recognizes the Union as the bargaining representative for purposes of
establishing wages, hours, and conditions of employment. The terms and conditions
set forth shall apply to regular full-time and regular part-time employees and approved
apprenticeship programs in the following classifications:
Lineman
Meterman
Equipment Operator
Groundman
Electrical Inspector
Warehouse/Storekeeper
Maintenance Technician
Serviceman
Traffic Signal Electrician
Line Foreman
Senior Meterman/Journeyman
Head Groundman
Senior Electrical Inspector
Fleet Maintenance Mechanic
Senior Fleet Maintenance Mechanic
Commercial and Institutional Energy Analyst
Energy Analyst/Inspector
Service Writer
Regular full-time employees are defined as an employee in a represented classification
who is budgeted to work full time (2,080 hours per year). Regular part-time employees
are defined as an employee in a represented classification who is regularly budgeted as
working half time or greater (1,040 hours per year).
The City may employ temporary help in the represented classifications who may work
up to ninety (90) consecutive days. Such employment beyond this period shall result in
the temporary employee being eligible for Union membership and the payment of
appropriate dues, assessments, and initiation fees, subject to the Union security
provisions of this Agreement.
This provision does not apply to work the City elects to subcontract.
In the event the City establishes a new classification assigned to perform operational,
technical, or maintenance work in the Electrical Utility, the City shall notify the Union of
the new class and negotiate to establish wages for the classification.
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Section C - Savinas Clause
It is the intention of the parties to comply with all applicable laws and believe that all
portions of this Agreement are lawful. All of this Agreement shall be complied with
unless provisions are declared invalid or inoperative by a court of final jurisdiction. In
such event, either party may request re-negotiation of the provision(s) declared invalid.
However, any new provisions shall have no effect on the remaining provisions of this
Agreement.
Section D - Non-Discrimination
The City and the Union agree that they will not discriminate against any employee by
reason of race, creed, age, color, sex, national origin, religion, handicapped status, or
marital status.
The City and the Union agree that if discrimination should happen inadvertently that
either party will actively cooperate with the other party to resolve the situation.
Wherever notations are used in the masculine gender, they are intended to apply
equally to either gender.
ARTICLE II - RIGHTS OF PARTIES
Section A - Manaaement's Riahts
The City and its management representatives shall retain all customary rights, powers,
functions, and authority normally reserved by management consistent with State law,
local ordinances, and Department rules and regulations. It is understood that the City
retains its right to manage and operate the Department except as may be limited by an
express provision of this Agreement. Management's Rights shall include but not be
limited to the following:
1. Determine the mission of the City and respective Departments, Commissions,
and Boards.
2. Set standards of service and performance standards, establish Department
policy/ procedures, work rules/regulations, safety procedures, and personnel
policies and procedures.
3. Select, increase, diminish or change equipment, vehicles, machinery, etc.,
including the introduction of any and all new, improved or automated methods or
equipment.
4. The exclusive right to assign work and establish work schedules.
5. Engage in all types of personnel transactions and disciplinary proceedings in
accordance with established ordinances, resolutions, and rules, and Department
Policies and Procedures.
6. Effect a reduction in authorized positions because of a lack of work, fiscal
limitations, organizational changes, or other legitimate reason.
7. Determine the number and classification of personnel.
8. Contract out any work as determined by the City.
9. Take any action necessary to carry out its mission in an emergency.
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Section B - Union Security
Employees of the Light Operations Division_and the Equipment Services Division
covered by this Agreement who are currently members of the Union shall, as a
condition of employment, continue as members in good standing during the term of this
Agreement.
New employees hired after the effective date of this Agreement shall, as a condition of
employment, become and remain members in good standing on the thirty-first (31 st)
day of employment and continuing through the term of this Agreement.
Exception: A waiver of this membership requirement will be granted to an employee,
providing the employee presents satisfactory proof to the City and the Union that the
obligation of Union membership is in conflict with the tenets of the employee's religion
and that the employee remits an amount equal to the regular initiation fee and monthly
dues to a non-religious charitable organization mutually agreed between the Union and
the employee. Failure of the parties to agree, PERC shall make the selection.
It is further understood that a probationary or temporary employee may be granted an
extension of time from the normal thirty-one (31) days to a maximum of one hundred
eighty (180) days by mutual consideration of the parties to this Agreement if such action
would be in the best interests of the employee, as determined by the Department
Director.
Section C - Seniority
The following seniority rules shall apply separately to each classification. When it is
found necessary to add new classifications to this Agreement, the City and the Union
shall meet to negotiate wages and conditions for said new classification.
Seniority in each classification shall be determined by continuous service in the
classification.
Seniority with the City shall be determined by length of continuous service with the City.
It is understood and agreed that in all cases of promotion, the following factors shall be
considered. When and where factor (1) is relatively equal, factor (2) shall govern; and
where factors (1) and (2) are equal, factor (3) shall be used:
1. Knowledge, training, ability, physical fitness.
2. Length of employee service in classification.
3. Length of continuous service with the City.
In cases where two (2) or more employees start to work on the same day, the date of
application for employment shall establish priority of position on the seniority list.
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A seniority list shall be made and posted annually, beginning with the first day of this
Agreement. The list shall show length of service:
1. Service in present classification.
2. Continuous service with the City.
Seniority status shall terminate upon the following: Discharge, resignation, retirement,
failure to return from an approved leave of absence, layoff of more than eighteen (18)
consecutive months, or, if recalled from layoff, within fourteen (14) days from notice of
recall from layoff should the employee not return to work. Approved leaves of absence
and layoff beyond thirty (30) calendar days will not count toward the computation of
seniority.
Section D - Disciplinary Procedures
All discipline for employees covered under this Agreement shall be for just cause.
In the event of discipline (excluding verbal and written reprimand), the employee's
supervisor will provide the employee with written notice of such discipline, including
specific violations, prior to the imposition of disciplinary action, unless immediate action
is warranted.
An employee disciplined, other than verbal, has the right to have a meeting with his
Department Head to address the facts of the incident. Such a meeting must be
requested by the employee within five (5) working days of the discipline imposed by the
employee's supervisor. The meeting is to provide the employee with the opportunity to
present his side of the matter. The Department Head, after the meeting, shall either
affirm, modify, or cancel the disciplinary action.
The employee is entitled to representation at all stages of the disciplinary process.
Verbal or written reprimands are not appealable through the grievance procedure.
However, if a written reprimand is placed in the employee's personnel file, the employee
may submit a written reply for placement in the personnel file.
Section E - Labor/ManaQement Committee
In the interest of developing and improving trust, communications, and employer-
employee relations between the Union and Management, the parties agree to establish
a Labor/Management Committee. This committee shall meet on an as-needed basis.
In order to determine whether a dispute is subject to the Labor Management Committee
or the grievance procedures, the Union President and the Human Resources Manager
will discuss the matter in dispute.
The members of the Labor/Management Committee shall be no more than four
members from the Union and four representatives from Management. The
Management personnel will be the Public Works/Utilities Director, the Deputy Director of
Public Works/Utilities, the Light Operations Manager, and the Human Resources
Manager.
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The City Manager may attend from time to time, depending on the issue discussed or if
the Union requests the City Manager's attendance at the meeting. The Union members
of this committee will be the Union shop steward and three others as selected by the
Union.
The parties shall submit their agenda issues to each other prior to the meeting. The
times and frequency of the meetings shall be by mutual agreement of the parties.
Issues which are resolved through the Labor/Management process wJ::HBl:l that affect this
labor contract will be put in writing in a letter of understanding as an addendum to the
contract, subject to approval by the Union.
Section F - Vacancies
When a vacancy occurs in a position represented by ISEW, the job posting will be
posted for three weeks (15 working days) before the recruitment period ends. A copy of
the posting notice will the sent to the Union Shop Steward. The City will attempt to
make the posting notice available to employees that may be on leave due to vacation,
sick leave, or an approved leave of absence, so they are aware of the opportunity to
complete the process before the interviews are conducted.
Applications must be submitted to the Human Resources Office prior to the closing
deadline in the job posting. Temporary assignment to the vacant position may be made
during the recruitment period, until the job is filled.
Employees promoted to a higher class shall be required to serve a 6-month
probationary period during which time; he/she is required to demonstrate his/her ability
to perform the duties of the higher-level position. Should the person fail the
probationary period, he/she will revert back to the position held prior to the promotion or
reclassification.
Section G - Notice of Changes to Work Rules
The City agrees to notify the Union in writing of any changes to work rules/regulations at
least fourteen (14) calendar days prior to implementation. At the request of the Union
during this time period, the City agrees to discuss the proposed changes to such work
ru les/regulations.
Section H - Personnel Records
The City and the Union recognize that the employee's official personnel file relative to
any personnel actions (Le., promotion, disciplinary actions, performance evaluations,
pay status, etc.) shall be kept and maintained in the Human Resources Office
Any employee may review his personnel file in the Human Resources Office or within
the Department upon request, with reasonable notice, and may have a copy of any
information contained in the file(s).
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Whenever a Department Head places information concerning the employee in the
official personnel file, a copy will be provided to the employee. If such information is the
result of disciplinary action or an unsatisfactory performance evaluation, the employee
may submit a rebuttal, which shall be made part of the employee's personnel file. Such
a response by the employee, however, shall be within thirty (30) days of receipt of the
disciplinary action or performance evaluation.
Section I - Apprenticeship ProQram
The City conditionally agrees to the establishment of an apprenticeship on-the-job
training program as provided within the Washington State statutes, Chapter 49.04 RCW
and Chapter 296-04 WAC. The City reserves the right to review and approve the
Washington State Apprenticeship Council guidelines prior to implementation of the
program.
Section J - OverniQht LodQinQ for Travel
If an employee is required to travel outside the Puget Sound/ Seattle area in excess of
two hours travel time to attend job-related training, the Department Head will consider
the need for overnight lodging. The intent of this procedure is to provide a safe work
environment for employees traveling over long distances, when it may be advantageous
to provide lodging rather than have the employee attend a training workshop and travel
additional hours.
ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work
The work schedule and hours of work shall be established by the City and shall consist
of five (5) consecutive 8-hour days on duty with two (2) consecutive days off duty. The
normal work week is Monday through Friday, with Saturday, Sunday and holidays as
scheduled days off duty. If the City or the Union wish to establish any other work
schedule, the parties may do so by mutual agreement, which shall be in writing as an
addendum to this contract.
The normal work day will be from 7 AM to 3:30 PM or 8 AM to 4:30 PM, with a 30-
minute lunch period, or 8 AM to 5 PM with a 60-minute lunch period, scheduled by the
supervisor at approximately mid-point in the work day.
An employee shall not work for more than twelve (12) consecutive hours (including meal
breaks) without a rest period of no less than eight (8) consecutive hours before
returning to duty, without the express authorization of the supervisor.
Work hours for the part-time mechanic shall be Monday-Friday and the City shall
establish a regular schedule for this position. The part-time mechanic may be assigned
varying hours to fill in for vacancies and unexpected absences as needed. However,
the City will provide at least three days notice of any shift changes, unless an
emergency or unforeseen manpower shortage exists.
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Section B - Safety
The electrical safety rules of the Department of Labor and Industries of the State of
Washington, or any amendments thereto, is hereby adopted and incorporated as a part
of this Agreement, as if fully set forth herein. If the Washington State Safety Code does
not cover a situation, the national Safety Code will be used. The Line Foreman/Shop
Foreman will be responsible for the safety of his/her crews.
Section C - Response Time
Employees hired after April 1, 1985, performing field operations in City Light Division,
and Service Garage mechanics shall reside within thirty (30) minutes response time
from the shop. Travel time is determined using normal driving conditions.
Section 0 - Meal Breaks When on Overtime Assignment
An employee will not be required to work more than five (5) consecutive hours without a
meal break. The supervisor shall determine the time for such a meal period, which shall
be non-paid time and shall be for 30 minutes in length. During an overtime assignment
in which the employee is entitled to a meal period as defined above, the City will pay the
cost of the meals based on City policy (IRS rate). Meal time shall be as follows:
Breakfast, 3 AM to 9 AM; Lunch, 9 AM to 3 PM; Dinner, 3 PM to 3 AM.
An employee is responsible for his/her own meal if overtime is scheduled in advance.
In the event an employee working overtime will complete the work within a reasonable
period of time after the five (5) hours qualifying for a meal period, in the judgment of the
supervisor, the project may be completed without the meal break and the employee will
be entitled to the cash payment for the meal, based upon the above meal rates.
Section E - Work Stoppages
During the term of this Agreement, employees shall not engage in any work actions,
including a strike, work slow down, sick-out, or any interference with the efficient
operation of the Light Department or Service Garage.
It is further understood that employees who engage in any such actions as noted above
shall be subject to disciplinary action as may be determined by the City.
Employees who refuse to cross legal picket lines, except where the public safety and
welfare are in jeopardy, will not be in violation of this Section.
The City will not engage in a lockout of employees during the term of this Agreement.
Section F - Layoff Procedures
In the event. that a reduction in the workforce occurs due to af a shortage of work,
budgetary reasons, a reduction in budgeted work hours from full-time to part-time for a regular
full-time position, a reorganization resulting in reduced staffing levels, or other reasons of
business or organizational necessity layoff shall be in accordance with the following:
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1. Procedure for Layoff. The City shall determine which classifications and the number of
positions that will be affected.
The City shall provide employees subject to lay-off with a minimum of thirty (30) calendar
days written notice of the lay-off. The layoff letter shall advise aR the employee of the
effective date and his/her recall rights. Any correspondence between the employee and
the City shall be through the Human Resources Office.
Any regular full-time City employee who is laid off shall have his/her name placed on a
recall list for the classification that he/she was laid off from, and for any lower
classification in which the employee is qualified and has more seniority than another
employee on the list. If the employee has never held status in that classification, he/she
will serve a probationary period. The employee's name shall remain on the recalllist(s)
for a period of twenty-four (24) months from date of layoff. It shall be the responsibility of
each person on the layoff list(s) to keep the City informed of his/her current address and
telephone number. Persons shall be recalled in the inverse order of layoff. The City
shall have the right to remove any name from a layoff list if no response is received from
a person on such list within fourteen (14) calendar days after the City has mailed a
certified letter (return receipt requested) to the person's last known address.
2. Order of Layoff. The City shall first attempt to achieve the required reduction of the
workforce through attrition. If this is not possible, then:
a. Layoff shall be by classification for ISEW positions within the department. Prior
to a regular full-time employee being displaced within a department in the
affected classification, any volunteer (working without compensation in a
recognized classification), temporary, part-time, or seasonal position shall be laid
off first within the affected department. In the Parks Department, this includes
summer youth employment employees.
b. The least senior regular full-time employee in an affected classification shall be
subject to layoff, so defined in subsection 4 of this subsection. The employee
subject to layoff shall have the right to bump a less senior employee in a lower or
lateral classification for only those positions in which the employee meets the
minimum educational and technical skill qualifications for the position as indicated in
the job description and has experience in the lower and/or similar classification
sufficient such that technical on or off the job-site training, other than orientation,
shall not be required and assumption of the position shall not result in a loss of
productivity or interruption of work. Lateral transfers in lieu of layoffs shall not be
subject to an additional six-month probationary period.
c. Time served in a different classification: An employee may have had a title change
or been involved in a reclass or consolidation of classes during his employment with
the City. For purposes of layoff, classification seniority will include time served in
another class within the same occupational area and be added to his/her time in
his/her present classification.
d. In the event of a layoff, the City shall identify the position(s) scheduled for layoff and
then meet with the Union to review the seniority for the affected employees.
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3. Recall Rights: Any regular full time employee who is laid off shall have his/her name
placed on a recall list for the classification that he/she was laid off from, and for any
lower classification in which the employee is qualified and has more seniority than
another employee on the list. If the employee has never held status in that classification,
he/she will serve a probationary period. The employees name shall remain on the recall
Iist(s) for a period of twenty-four (24) months from the date of layoff. It shall be the
responsibility of each person on the layoff list(s) to keep the City informed of his/her
current address and telephone number. Persons shall be recalled in the inverse order of
layoff. The City shall have the right to remove any name form a layoff list if no response
is received from a person on such list within fourteen (14) calendar days after the City
has mailed a certified letter (return receipt requested) to the person's last known
address.
4. Service Time - Layoff: Employees who separated from City employment because of
budgetary reasons and returned to City employment within twenty-four (24) months, in
accordance with the Layoff Procedures, shall be entitled to count the length of time of
their prior City service for purposes of accrual of vacation, sick leave, and longevity pay.
ARTICLE IV - COMPENSATION
Section A - Wa~es
Effective January 1, 2005, the City will provide a cost-of-living increase equal to 4.0%;
January 1, 2006 a 3.5% COLA, and January 1, 2007 a 3.5% COLA to the classes
aligned as a percent of a Journeyman Lineman.
All other represented classes will receive a 3% COLA effective January 1, 2005. For
2006 and 2007 the increase shall be equal to 90% of the August, Seattle-Bremerton
CPI-W Index, applied the following January 1 of each year, with a minimum of 2% and a
maximum of 6%.
The parties further agree to establish a list of comparable cities to use for wage survey
purposes for the classifications of Fleet Mechanic and Senior Fleet Mechanic. These
cities are Aberdeen, Lacey, Oak Harbor, Wenatchee, Mt. Vernon, Pasco, and
Marysville.
Section B - Deferred Compensation: The City and the Union members agree to
contribute into a deferred compensation program, as offered by the City. The City will
contribute an amount equal to one-half of the amount paid by the employee, up to a
maximum of $100 per month. This contribution will be effective January 2005.
Section C - Overtime Pay
1. Overtime hours are those hours which the employee is assigned to work in
excess of forty (40) compensable hours in the work week or eight (8) or ten (10)
hours in the work day, depending on the work schedule.
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2. Overtime hours worked shall be paid at the rate of double the employee's current
rate of pay.
3. If an employee is called back to work in an overtime situation 4 hours or more
before their shift, and the work extends into the regular shift, the employee
remains on overtime while they are working, until an 8-hour rest period is
provided.
4. If an employee works on a holiday, the employee shall receive pay at the
overtime rate of pay (double time) for those hours worked on a holiday, in
addition to the holiday pay.
5. Overtime pay shall not be compounded with any other forms of compensation
paid to the employee.
6. Overtime work is a condition of employment, when called upon to meet the
operational needs of the Department. However, the Department shall attempt to
assign overtime in a fair and equitable manner whenever possible.
Section D - Compensatory Time Off
An employee assigned to work overtime may, at the option of the employee, receive
cash or compensatory time off for such overtime hours worked. Compensatory time
shall be earned at the rate of double time for each hour worked, calculated to the
nearest 30 minutes.
The maximum compensatory time accrual is eighty (80) hours.
Compensatory time taken off shall be scheduled by advanced supervisory approval and
such time off will not be permitted if it results in an overtime situation or affects the
operations of a crew because of manpower shortage.
All overtime worked in excess of the eighty (80) compensatory hours shall be paid in
cash at the overtime rate of pay.
Compensatory Time for Travel
If an employee is required to attend mandatory training and driving time extends beyond
the normal work day, such time shall be paid in the form of compensatory time at the
rate of straight time and credited to the employee's compensatory time bank accrual,
per procedure noted above. Travel time for non-mandatory training shall not be
compensable.
Section E - Hiah Time Pay
All employees who work eighty (80) feet above ground, or higher, shall be paid at the
rate of double time while working at such height. This rule does not apply when
employees are working on the roofs of buildings where no exceptional hazards exist.
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Section F - Call Back
If an employee is called out to work and receives any combination of four hours or more
at the overtime rate, the employee will remain on overtime status until an eight (8) hour
rest period is provided. If the rest period is provided during the employee's regular shift
hours, the employee will be paid for their shift at the straight time rate. If the eight hour
rest period ends before the end of the regular shift, the employee will return to work for
the remaining hours or use vacation or compensatory time.
Employees called back for duty less than four (4) hours before the beginning of regular
working hours, or their shift hours, shall be paid at the overtime rate (except meal
breaks, which are non-paid time) from the time they are called until the beginning of
their regular working hours or shift.
A minimum of one (1) hour of overtime will be paid. Regular hours or shift hours
following shall be paid at straight time. If relieved from duty prior to the start of their
regular shift, the two (2) hour minimum of overtime (double time) shall apply.
Employees called back to work prior to the beginning of their regular shift, without
sufficient time to eat breakfast or prepare a lunch, shall receive compensation for the
breakfast and lunch period provided they continue to work. For the purpose of this
agreement, meal periods shall be 6:30 am, 12:00 (noon), 6:00 pm, and midnight.
Section G - Hiqher Class Pay
Due to WISHA requirements for a supervisor to be present in charge of a Line Crew,
when an employee is assigned by management to work in a higher class, the employee
will be paid at the salary of the higher class for those hours worked, calculated to the
nearest 30 minutes.
In the event an employee in the bargaining unit is assigned by management to work out
of class in a management position, the compensation shall be a flat 5% premium pay
based on the employees regular rate of pay. In order to receive this pay the assignment
must be for an 8-hour shift or longer.
Section H - Tuition Reimbursement
Any member covered by this Agreement is entitled to 80% reimbursement for tuition
and books costs for any course directly related to his job, provided the member has
gained the approval of the Supervisor prior to registration for the class of instruction.
All members requesting reimbursement for tuition and books will be expected to meet
the minimum standards for taking the course and must complete the course with a
passing grade or notification of course completion.
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Section I - Safety Glasses:
The City agrees to provide up to $100 per year for the purchase of approved safety
glasses, with receipt of purchase. Employees may bank this amount for one year and
use up to $200 every other year for safety glasses.
Section J - Boot Allowance:
The City agrees to provide $100 per year for a boot allowance, payable in January of
each year. The style of the work boot is subject to approval of the Light Operations
Manager.
ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Vacation leave shall accrue to each employee covered by this Agreement as follows:
Annual Hrs. Days per Maximum
Accrual Year Accrual Hours
1 - 5 continuous years
of City service 88 11 176
6 - 10 continuous years
of City service 128 16 256
11 - 15 continuous years
of City service 168 21 336
16 - 20 continuous years
of City service 208 26 416
21 and over continuous years
of City service 248 31 496
Vacation may be taken only after completion of the 6-month probationary period.
Thereafter, vacation credit earned may be taken upon proper authorization, per
Department procedures. A request for such leave shall be made in advance and is
subject to approval of the Department Head. The maximum accrual of vacation leave is
twice the employee's annual accrual rate (refer to preceding chart). Employees shall be
paid for unused vacation leave at their base hourly rate (Le., straight time) upon leaving
City service, except for terminations during the employee's initial probationary period.
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An employee may request an extension of the vacation accrual maximum by submitting
a written request to the Department Head. The request shall provide justification for the
request and a reasonable time in which the accrual will be brought down below the
maximum limit. It is understood that an extension will not be authorized to increase
vacation payoff, if leaving the City.
Section B - Holidavs
The following holidays will be observed during the term of this Agreement:
New Year's Day Independence Day
Washington's Birthday Labor Day
Memorial Day Veteran's Day
Christmas Day Thanksgiving Day
Two Floating Holidays Day after Thanksgiving Day
Martin Luther King Birthday
The two floating holidays may be taken in 8-hour increments, subject to Supervisor
approval.
Whenever the above-named holidays (excluding floating holidays) fall on a Sunday, the
following Monday shall be observed as the holiday; when the holiday falls on a
Saturday, the preceding Friday shall be observed as the holiday.
Section C - Sick Leave
Purpose
The use of sick leave benefits is considered a privilege and not a right, and may only be
used in the event of actual illness or disability to the employee or family members as
provided for in this Agreement.
Sick Leave Accrual
Sick leave shall accrue at the rate of 8 hours per month for all regular full-time
employees covered by this Agreement. The accrual of sick leave shall be unlimited,
however, payoff shall be limited to 120 days (960 hours).
Notification Requirements
An employee requesting sick leave usage must provide the proper notice as established
by the Department Head. When the Department Head has reasonable cause to believe
an employee has misused his/her sick leave benefits, the employee may be required to
provide proof of illness from a medical doctor. Any misuse of sick leave shall be
considered cause for disciplinary action.
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Use of Sick Leave:
Sick leave may be used for the following:
1. Illness or injury to the employee, on or off the job, resulting in an inability of the
employee to perform his/her work.
2. Sick leave may be used, with advance approval of the supervisor to care for
members of his/her immediate family, or for funeral leave. Use of sick leave for
funeral leave is limited three (3) days per incident unless additional time is
approved by the employee's supervisor.
For purposes of sick leave usage, immediate family member includes spouse,
children, parents, grandparents, step-children, brothers, sisters, and other
dependent relatives or legally adopted children.
Sick leave for family members is limited to care which is medically necessary,
with verification required from the attending physician, if requested by the
supervisor, to verify proper sick leave usage.
3. Family Leave shall be pursuant to City Personnel Policy and Procedures Manual
Section 7.05 and 7.06.
4. Sick Leave Benefit
If the employee has ten (10) or more years of service with the City, twenty-five
(25) percent of the value of the employee's accumulated sick leave will be paid
upon regular retirement or death.
Section D . Iniury Subsidization - Applies only to Light Operations and Mechanic
classifications.
Any regular employee having six (6) months continuous service with the City who is
injured on the job and is unable to return to work, shall be compensated by the City an
amount equal to the difference between the employee's regular salary and those
moneys paid through the City's Worker's Compensation Plan. However, the
combination of the two shall not exceed the employee's regular salary. The first three
days of time loss shall be charged to sick leave. Time loss thereafter, up to ninety (90)
days, shall be paid by the City at the employee's regular salary. This section shall apply
only to full 8-hour days or longer periods of time lost. It shall not apply to sporadic
periods of disability or medical appointments of less than a full day.
14
Section E - Industriallniurv
When an employee is injured on the job and there is time loss, the employee shall go on
the City's Industrial Insurance program and draw Worker's Compensation time loss
benefits, which is equal to the State of Washington's Worker's Compensation Plan.
For employees with less than six (6) months City service who qualify, that portion of sick
leave paid shall be deducted from accumulated sick leave.
ARTICLE VI - HEALTH BENEFITS
Section A - Health Coveraae
During the term of this Agreement, the City agrees to provide family medical coverage
under the AWC Plan "8". Specific areas identified below will be made equal to Plan "A"
through reimbursement of co-payments (see attachment 8 for Plan A and Plan 8
comparison). These areas include:
· Hospital in-patient and out-patient
· Newborn care
· In-patient rehabilitation services
· In-patient mental health
· Ambulance charges
· Chiropractic services
· Organ transplants
Effective with the May 2005 premium, employees shall begin paying 12% of the
monthly medical premium for the AWC Plan 8 medical plan.
The City agrees to provide family dental and vision coverage for the term of this
Agreement. The dental coverage is through the self-insured plan of the City, and the
vision benefit is the $25 deductible plan offered through AWC.
The City reserves the right to select carriers for health benefits as long as the benefits
are not reduced.
The terms and conditions of health benefits, eligibility requirements, plan benefits and
limitations are provided in the Plan summary, provided to each employee.
Section B - Term Life Insurance:
The City agrees to provide term life insurance for regular full-time employees, equal to
one times annual salary with a maximum of $50,000, rounded to the nearest thousand.
Additional optional life insurance is available, paid for by the employee through payroll
deduction.
15
Section C - Lona-Term Disabilitv Coveraae:
The City agrees to provide long-term disability coverage for regular full-time employees.
The coverage shall have a gO-day waiting period and benefits are subject to the terms
and conditions of the plan booklet, provided to each employee.
ARTICLE VII - GRIEVANCE PROCEDURE
Section A - Obiectives
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; and to resolve
grievances at the departmental/evel before appeal to higher levels.
Section B - Definitions
The following terms, as used in this Article, shall have the following meanings:
Grievance: A complaint by an employee 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 City policy or an alleged violation of any
term or condition of this Agreement.
Dav: Calendar day, exclusive of Saturday, Sunday, and legal holidays.
Emp/ovee: A regular full-time or regular part-time employee covered by this Agreement.
Immediate Supervisor. The Division Manager who assigns, reviews, or directs the work
of an employee.
Representative:
President.
The Union Shop Steward or designee appointed by the Union
Department Head: The employee reporting to the City Manager, having direct
responsibility over a City Department.
16
Section C - Exclusions
1. Work assignments, unless the complaint arises out of an allegation that the
employee was required to work in violation of applicable sections of this
Agreement or State and/or Federal Safety Regulations.
2. Work performance evaluations, except where disciplinary actions occur.
3. Grievances filed after Twenty-five (25) days from the incident or when the
employee had knowledge of the incident.
Section 0 - 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 City to respond
within the time limits specified will allow the grievant to submit the grievance to the next
higher step of the grievance procedure.
Section E - The Parties' Riahts 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 representatives 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. Only a person(s) selected by the Union and made known to management prior to
a scheduled grievance meeting shall have the right to represent or advocate as
an employee's representative.
5. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the City.
6. Grievances of an identical nature, involving an alleged violation of the same
Article, Section, etc., concerning the same subject matter, may be consolidated.
7. The Union, as an organization, may file a grievance alleging that the City has
violated specific rights afforded the organization in the Agreement. Such
grievance shall be filed directly at the Department Head level.
17
Section F - Grievance Procedure
Step 1 - Division Manaaer: If an employee or the Union wishes to file a grievance,
they may do so by completing the grievance form (Union or City grievance form) and
submitting the completed form to their Division Manager within the time limits specified
above. Any documentation in support of the grievance should be attached to the
grievance form. The Division Manager shall meet with the employee and the Union
representative to hear the complaint or allegation and provide a written response to the
employee/Union within five (5) working days after close of the meeting(s) to discuss the
matter. Failure of the Division Manager to respond to the employee/Union within this
time period shall automatically elevate the grievance to the next level of the grievance
procedure, the Department Head, the Public Works/Utilities Director.
A grievance, whether submitted by an employee or directly from the Union, must have a
signature of the Union President to be valid.
Step 2 - Department Head
If the employee/Union is not satisfied with the decision of the Division Manager, they
may request that the grievance be advanced to Step 2, the Department Head, within
five (5) working days after receipt of the Division Manager's decision.
The Department Head shall hold a meeting with the employee and the Union
representative within ten (10) days from the date the grievance is received and attempt
to settle the grievance.
A decision shall be made, in writing, to the employee and the Union representative by
the Department Head within ten (10) days from the close of the meeting.
Step 3 - City Manaaer
If the employee/Union is not satisfied with the decision of the Department Head, the
Union may appeal the decision to the City Manager within ten (10) days from receipt of
the Department Head's decision.
The City Manager will hold a meeting with the Union President and the employee within
ten (10) days of receipt of the grievance or a mutually agreeable time, with all
supporting documents, the Department Head's response, and the remedy requested,
and issue a written decision within ten (10) work days after the close of the meeting.
Step 4 - Bindina Arbitration
If the Union is not satisfied with the decision of the City Manager, the Union may submit
the grievance to binding arbitration, by written request to the City Manager within ten
(10) days of receipt of the City Manager's decision.
If the grievance is submitted to binding arbitration, the grievant, Union representative,
and the City's Human Resources Manager shall, within ten (10) days of receipt of the
grievant's request, set a date for a meeting to:
1. Agree to any stipulations.
2. Attempt to agree upon an issue statement.
18
3. Jointly request from the American Arbitration Association, Federal Mediation and
Conciliation Service, or other mutually agreed upon source, a list of five (5)
arbitrators, and upon receipt of this list, the parties will toss a coin to see who
strikes the first name, and then each shall alternately strike a name, to arrive at
an arbitrator who will hear the grievance. The parties may, however, mutually
agree to an arbitrator without using the above arbitration selection process, or
may request another list of arbitrators if both parties are not satisfied with the
initial list of arbitrators.
The parties agree that the grievance shall be heard before the arbitrator selected at the
earliest possible date. The decision of the arbitrator shall be final and binding upon the
parties. The arbitrator shall not have the ability to alter, amend, or modify any portion of
the Labor Agreement, City policies, or regulations.
The cost of the arbitration process shall be shared equally between the parties. Any
cost or fees related to the presentation of the case for each respective party shall be the
responsibility of that party and shall not be shared as part of the arbitrator's expenses.
19
ARTICLE VIII- DURATION OF AGREEMENT
This Agreement shall be effective January 1, 2005, and shall continue in full force and
effect through December 31, 2007. Should either party desire to modify or terminate this
Agreement, it shall serve written notice upon the other party at least sixty (60) days prior
to the expiration of this Agreement.
IN WITNESS WHEREOF, we attach our signatures this Jf t:L
day of May 2005.
CITY OF PORT ANGELES
~aMl
Richard Headrick, Mayor
~~
Michael Quinn, y Manager
ISEW. LOCAL #997
~~
Giles Cobb, President
-
~&~
Sob Coons, Human Resources
Manager
Dave O'Donnell, Team Member
20
4.00% effective 01-01-05 for
Operations
3.00% effective 01-01-05 for all
Others
Date 5/4/2005
2005 IBEW Grade/Step Table
% of
Lnmn
112.0
100.0
75.0
78.0
81.0
84.0
87.0
90.0
95.0
89.5
82.5
100.0
87.0
100.0
105.0
105.0
Position Position GRADE Grade Step Hourly Bi-Weekly Monthly Annual Salary
Number Title DESCRIPTION Rate Amount Salary
4000 LINE FOREMAN IBEW RANGE 401 IOl 1 34.2850 2,742.80 5943 71313
4001 LINEMAN IBEW RANGE 402 I02 1 30.4740 2,437.92 5282 63386
4002 APPRENTICE LINEMAN IBEW RANGE 403 103 1 22.8560 1,828.48 3962 47540
2 23.7700 1,901.60 4120 49442
3 24.6840 1,974.72 4279 51343
4 25.5990 2,047.92 4437 53246
5 26.5130 2,121.04 4596 55147
6 27.4270 2,194.16 4754 57048
7 28.9510 2,316.08 5018 60218
4003 EQUIPMENT OPERATOR IBEW RANGE 404 I04 1 27.2740 2,181.92 4727 56730
4004 HEAD GROUNDMAN IBEW RANGE 405 I05 1 25.1410 2,011.28 4358 52293
4008 METERMAN IBEW RANGE 409 109 1 30.4740 2,437.92 5282 63386
4009 WAREHOUSE/STOREKEEPER IBEW RANGE 410 110 1 26.5130 2,121.04 4596 55147
4010 FLEET MAINT MECHANIC IBEW RANGE 411 111 1 23.4390 1,875.12 4063 48753
4011 SR FLEET MAINTENANCE MECHANI' IBEW RANGE 412 112 1 24.8350 1,986.80 4305 51657
4013 TRAFFIC SIGNAL/ELEC INSPECTOR IBEW RANGE 414 114 1 31.9980 2,559.84 5546 66556
4021 SERVICEMAN 1 31.9980 2,559.84 5546 66556
4019 COMM/INDUSTRIAL ANALYST IBEW RANGE 415 115 1 21.2200 1,697.60 3678 44138
2 21.8580 1,748.64 3789 45465
3 22.5020 1,800.16 3900 46804
4 23.1580 1,852.64 4014 48169
5 23.7770 1,902.16 4121 49456
6 24.4400 1,955.20 4236 50835
7 25.1730 2,013.84 4363 52360
4014 SERVICE WRITER IBEW RANGE 416 116 1 15.9650 1,277.20 2767 33207
2 16.7630 1,341.04 2906 34867
3 18.0250 1,442.00 3124 37492
Page 1
Association of Washington Cities
2005 Medical Plan Comparison
(Plans underwritten by Regence BlueShieldl Asuris Northwest Health)
A rr~oA~t'''/T
", 8"' J
Benefits PlanA PlanB
Employee & Dependents Employee & Dependents
Lifetime Maximum $2,000,000 $2,000,000
Basic Benefits No Deductible N/A
Paid 100 %
Major Medical
Annual Per Person Deductible $50 $100 - Subject to all services listed
below.
r
MaXimum deductible per $150 $300
family/year
Out-of-Pocket MaXimum (per $375 per person plus deductible. $375 per person plus deductible
calendar year) Please see Max of $1,125 plus deductible. Max of $1,125 plus deductible
NOTE at end of spreadsheet
In Your Physician's Office
Outpatient BaSIC Benefits for employee, major 100%
medical deductible for family, then
paId at 100%.
Lab, x-ray & diagnostic BaSIC Benefits for employee, major 100%
medical deductible for family, then
paid at 100%.
Allergy testmg BaSIC Benefits for employee; major 100%
medIcal deductible for fanuly, then
paid at 100%.
Prevent Care Services
Well Child Care & lnunurnzatlons Not covered. Not covered.
Well Adult Care & lnunurnzatlons Not covered Not covered
Medical Plan Comparison (continued)
if'
Benefits Plan A PlanB
Employee & Dependents Employee & Dependents
Preventive Care Services (cont.)
Gynecological Exam BasIc Benefits for employee, major 100% for employee & spouse
medical deductible for spouse, then
paid at 100%
Mammogram BaSIC Benefits for employee, major 100% for employee & spouse.
medical deductible for spouse, then
paid at 100 % .
Prostate Antigen Screemng BaSIC Benefits for employee, major 100 % for employee & spouse
medical deductible for spouse, then
nald at 100%
In the Hospital
Seml-pnvate room BaSIC Benefits-lOO % 80%
Diagnostic services BaSIC Benefits-l00% 80%
PrescnptIon medlcatIons- mpatlent BaSIC Benefits-l00% 80%
Intensive & coronary care umts Basic Benefits-lOO% 80%
Use of operatmg & recovery room BaSIC Benefits-lOO % 80%
AnestheSIa BaSIC Benefits-lOO% 80%
Inpatient radIOtherapy services BaSIC Benefits-lOO % 80%
Emergency room - faCIlity charges BaSIC Benefits-lOO % 90%
Professional Services - Hospital
PhYSICian, surgeons & BaSIC Benefits- 100 % 100%
anesthesIOlogists
Skilled Nursing Facility BaSIC Benefits- 100% to 365 days 80% to 365 days lifetime maximum
lifetime maximum.
Maternity Care
PhYSICian services for mother BaSIC Benefits -100% 100%
Hospital servIces for mother BaSIC Benefits -100% 80%
Note: Routine newborn care
covered for 72 hours. If mother is
enrolled, newborn covered for 21
days.
Worldwide Care Yes Yes
Medical Plan Comparison (continued)
Benefits Plan A PlanB
Employee & Dependents Employee & Dependents
Chemical Dependency Treatment
Inpatient
BasIc Benefits - 100% 80%
Outpatient 100% - PhysIcian
BasIc Benefits - 100%
(Benefit maximum $12,500 every 2 90% - FacIlIty
calendar years - no lIfetime
maximum)
Hospice Care 100% to 6 months. 100 % to 6 months.
~ Ambulance Major MedIcal - 100% up to $50; 80%
then major med deductible,
remammg paId at 80 %.
Rehabilitative Therapy
Inpatient 100% to a maximum of 30 days 100% to a maximum of 30 days
Outpatient BaSIC Benefits for employee, paId at 80%
Must have prescription for Massage 100%; Major Medical for family,
and Physical Therapy paId at 80%.
ProstheticslDurable Medical Major Medical - $50 ded/80 % 80%
Equipment
"* Mental Health/Psychiatric Managed Mental Health Managed Mental Health
Inpatient EAP Approval - PaId at 100%. EAP Approval - Paid at 100% -
No EAP Approval - Paid at 60% Prof; 80% -FacilIty
No EAP Approval - Paid at 60%
EAP Approval - PaId at 80%.
EAP Approval - Paid at 80%.
"* Outpatient No EAP Approval - PaId at 50%, No EAP Approval - PaId at 50%,
lImIted to 25 Visits/year
lImited to 25 VISIts/year
Medical Plan Comparison (continued)
'*
Benefits PlanA Plan B
Employee & Dependents Employee & Dependents
Home Health Care 100 % to 130 VISits per calendar year 100 % to 130 VISitS per calendar year
Prescription Drugs
Pharmacy (34-day supply) $4 copay for genenc $4 copay for genenc.
$15 copay for name brand $15 copay for name brand
MaIl Order (90-day supply) $8 copay for genenc $8 copay for genenc
$30 copay for name brand $30 copay for name brand
Alternative Care
Naturopathic Doctor PaId the same as physICIan VISit PaId the same as physIcIan VISit
(MD). (MD)
Massage TherapIst PrescnptlOn reqUired Then pays PrescnptlOn required Then pays
under the rehab outpatient benefit. under the rehab outpatient benefit
Acupuncture LImited to 12 VISItS per year. LImited to 12 VIsits per year.
Spmal MarnpulatIons 25 marnpulatIons yearly maximum, 20 marnpulatIons yearly maXimum,
paid at 100 % paId at 100%
1\OTE: Your maximum out-of-pocket costs insurance coverage provision (see summary by plan for this amount), is basically an "insurance on top of your
insurance". What that means is that once you pay your deductible, you may also have out-of-pocket amounts if your Insurance does not pay 100% for certain
coverage, e.g. under Plan B - Semi-private hospital room covered at 80%. Thus, once your out-of-pocket percentage payments on covered items hits the co-
insurance limit ($375, $375, $1000, $5,000 depending on the Plan), all remaining claims (on covered items) will be paid at 100% for the remainder of the
calendar year rather than at the percentage listed on this benefit summary. Certain limitations do apply, however. Prescription co-pays and counseling, and where
otherwise noted in the benefit booklet, are not subject to the co-insurance, and are paid as specifically stated in the Plan summary. **
Caution: Do not use this "Medical Plan Comparison" as a complete description of the Regence benefit plans. The informatlOn is presented III summary form and should be used
for general comparison purposes only. Consult the Employee Benefit Handbook for Complete and accurate information on the conditions, exclusion, limitations and coverage of
benefits.
5.~57
Memorandum of Understanding Between The City of Port Angeles
And the International Brotherhood of Electrical Workers, #997
The City and the Umon have a collective bargaining agreement covering the period of
January 1, 2005 through December 31, 2007. The City wishes to discontmue the self-
insured dental plan, covered under Article VI, Health Benefits, Section A, to change
insurance carriers to the AssocIation of Washington Cities (A WC) Plan F Dental Plan,
effective January 1,2006.
The City and the Union agree to make this change in dental plans, which provides
enhanced dental benefits, and agree to proceed with enrollment of employees.
The City will continue to pay the full premium for this new dental plan, as indIcated m
the labor contract, for the duration of the agreement.
For the City
For the Union
~~
Giles Cobb, IBEW #997 President
Pi/'"! /7____-
Ji~hay, IBEW Shop Steward
Date: ,j / ~ J?_ .- L.U (O!;
~a~
Bob Coons, Human Resources Mgr.
Date: 11- 7- tJ )"
.
.
.
,..
..
5.~57
Memorandum of Understanding Between
The City of Port Angeles
And The
International Brotherhood of Electrical Workers (IBEW #997)
The City and the Union agree that it is a priority to hire and retain qualified Journeyman
Lineman. In an effort to meet this objective, the City has approved a new apprentice
Lineman position.
Because the City expends considerable time, opportunity, and expense in training an
apprentice to become a Journeyman, the City finds it advantageous to secure an
employment contract requiring one month of employment obligation as a lineman
following completion of the apprentice program for each month of apprenticeship
provided by the City, or repayment of training costs pro-rated by the amount of time
employed as a linemen.
The parties hereby agree that this MOU is a one-time agreement for a condition of
employment, applicable only to the new Apprentice position represented by the IBEW to
be filled by Mr. Brent Robinson. This agreement only applies to this position and any
future apprentice agreements will need to be negotiated with the IBEW.
A copy of the pre-employment agreement with the employee is attached to this MOU.
For the City of Port Angeles
For the Union, IBEW #997
~ &"L
Bob Coons, Human Resources Manager
~~/
J Shay, IBEW VIce-PresIdent
Date: tP -/...J-CJr
Date: 6-/3 - oS-
.;
.
.
.
'.
c:~~
sJflU ~
APPRENTICE AGREEMENT
This is an agreement between the City of Port Angeles (hereinafter the "City) and
(hereinafter the "Apprentice").
The City and Apprentice hereby agree and covenant, for good and valuable consideration set forth herein, as
follows:
1.
Training: The Apprentice will diligently work, study, and progress through trammg to become a
journeyman lineman. The City will provide training to the Apprentice during the full term of his/her
apprenticeship. The training program will be the City's Standards of Apprenticeship as registered with the
State of Washington. The Apprenticeship Committee for the City shall determine the training costs and
administer this agreement.
2.
Cost of Training. The City and Apprentice hereby agree the cost of the training, includes but not limited to
materials, necessary equipment, travel expenses, lodging, employee wages during classroom training paid
by the City, and tuition. The costs of training will be determined yearly.
3.
Obligation of the Apprentice: The Apprentice agrees that on completion of the apprenticeship he/she will
not accept employment from an employer, other than the City, engaged in, or become an employer engaged
in the Transmission & Distribution Construction and Maintenance or Power Line Construction and
Maintenance Industry for a period to equal the number of months of apprenticeship required to complete
the program once formal classroom training has commenced, (e.g:, completing the apprentice program in
24 months would require a 24 month obligation).
4.
Breach of the Agreement: It will constitute an immediate breach of the Agreement if the Apprentice:
Violates the obligation stated in paragraph 3 above,
Is discharged from his/her employment for cause, or
Fails to complete the training program.
5. All Amounts Due and Payable if Breach Occurs' The Apprentice understands and agrees that the City will
expend significant sums of money for his/her training in the Transmission & Distribution Line
Construction and Maintenance Industry that will result in a substantial direct benefit, as well as substantial
indirect and intangible benefit, to the Apprentice. Subsequent to completion of the Apprentice's
probationary period and barring any injury or illness determined by an independent medical examiner to
permanently prohibit continued employment as a lineman with the City, if the Apprentice breaches the
Agreement, the Apprentice agrees to repay to the City all amounts paid by the City for the cost of training
the Apprentice, together with interest at the prime rate then prevailing. Anv repayment shall be calculated
on a prorated amount of time emploved based on the months of obligation as defined in paragraph 3.
Interest will begin to accrue from the date the breach occurred. In addition, the Apprentice will be liable
for all costs of collection, including reasonable attorney's fees. The Apprentice hereby agrees and
covenants to accept the jurisdiction and venue of any competent court selected by the City.
6. Notices: All notices under this Agreement will be sent to the City of Port Angeles Light Operations
Division Apprenticeship Committee and the Apprentice as follows:
Apprentice:
City of Port Angeles:
.
.i .
.
.
.
City of Port Angeles
Light Operations Division
Apprenticeship Committee
321 East Fifth Street
Port Angeles, W A 98362
Name
Address
City
Zip
State
The Apprentice hereby agrees to promptly notify the City of any change in the Apprentice's address.
7. Definitions: As used herein, the term "Power Line Construction and Maintenance Industry" means (1) any
and all types of work covered by Outside Line Construction and Maintenance collective bargaming
agreements to which the IBEW and NECA is a party; (2) any and all types of work under the trade
jurisdiction of the IBEW as set forth in its Constitution for the outside branch; or (3) any other work to
which a lineman has been assigned, referred or can perform by virtue of possessing the skills and training
of a lineman employee.
The term "Transmission & Distribution Construction and Maintenance" means (1) any and all types of
work covered by a Public or Private Agency under a collective bargaining agreements to which the IBEW
and NECA is a party; (2) any and all types of work under the trade jurisdiction of the IBEW as set forth in
its Constitution for the outside branch; or (3) any other work to which a lineman has been assigned, referred
or can perform by virtue of possessing the skills and training of a lineman employee.
SIGNED AND AGREED this _ day of
,200_.
Apprentice:
Citv of Port Angeles:
Human Resources Director
321 East Fifth Street
Port Angeles, W A 98362
C \Documents and Settmgs\ckochane\My Documents\IBEW apprentice K wpd
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