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COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF PORT ANGELES AND
AFSCME LOCAL # 1619
January 1, 1997 - December 31, 1999
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AFSCME LOCAL # 1619
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
PAGE
ARTICLE I - GENERAL PROVISIONS
Section A - Entire Agreement
Section B - Acknowledgments
Section C - Recognition
Section D - Savings Clause
Section E - Non-Discrimination
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ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights 3
Section B - Employee Rights 3
Section C - Union Security 4
Section D - Labor-Management Committee 5
Section E - Negotiating Committee 5
Section F - Payroll Deductions 5
Section G - Notice of Work Rule Changes 6
Section H - Personnel Records 6
Section I - Vacancies 7
Section J - Promotionsffransfers 7
Section K - Disciplinary Procedures 9
Section L - Union Presence During Orientation of New Employees 9
Section M - Community Service Workers 10
ARTICLE III - WORIGNG CONDITIONS
Section A - Hours of Work and Work Days
Section B - Meal Periods
Section C - Shift Changes
Section D - Work Stoppages
Section E - Layoff Procedures
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ARTICLE IV - COMPENSATION
Section A - Wages
Section B - Longevity Pay
Section C - Night Shift Differential
Section D - Overtime Compensation
Section E - Call-Back Pay
Section F - On-Call Pay
Section G - Compensatory Time
Section H - Temporary Assignments
Section I - Higher Class Pay
Section J - Certifications
Section K - Tuition Reimbursement
Section L - Benefits for Temporary Employees
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ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Section B - Sick Leave
Section C - Holidays
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ARTICLE VI - HEALTH AND WELFARE BENEFITS
Section A - Health Benefits
Section B - Term Life Insurance
Section C - Long-Term Disability Coverage
Section D - Deferred Compensation
Section E - IRS 125 Account
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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 - Entire Agreement
The Agreement expressed herein in writing constitutes the entire Agreement between the
parties, and no oral statement shall add to or supersede any of its provisions.
Section B - Acknowledgments
The parties acknowledge that each has had the unlimited right and opportunity to make
demands and proposals with respect to any matter deemed a proper subject for collective
bargaining. The results of the exercise of that right are set forth in this Agreement.
Therefore, except as otherwise provided in this Agreement, each voluntarily and
unqualifiedly agrees to waive the right to oblige the other party to bargain with respect
to any subject or matter not specifically referred to or covered in this Agreement.
Section C - Recognition
The City agrees to recognize the Union as the sole collective bargaining agent for all
regular full-time, regular part-time, and temporary employees who work at least 1/6th
time, and excludes work study and college intern programs, except employees of the
Police and Fire Departments, Equipment Services Division, and the employees excluded
pursuant to RCW 41.56.122 and 41.56.030.
Position Types Defined. A description of types of positions employed with the
bargaining unit of this Agreement are defined as follows:
Regular Employee - a person employed by the City in a capacity which is on-going
and for which no specific termination point has been established and who has
successfully completed his/her six (6) months' probationary period.
Temporary Employee - a person employed by the City on a seasonal, cyclic, or
short-term basis to accomplish a short-term project, or hired to relieve an
employee on leave, or to assist during an unusually high work load and where the
job has an end in sight. These jobs will not last more than twelve (12)
consecutive months, unless a mutual agreement is reached to extend the time
period.
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Article I - Section C (Con't)
Probationary Employee - an employee working a test period of six (6) months
during which he/she is required to demonstrate his/her abilities to perform the
duties of the position to which he/she is appointed by actual performance of these
duties. Newly-hired probationary employees may be discharged without cause
during this period, without recourse to the grievance procedure, Article VII.
Probationary periods shall also apply to employees laterally transferred or
promoted to a new classification in accordance with Article II, Section J. Both
regular and temporary employees may be employed on a full-time or part-time
basis.
Full-Time Employee - a person employed by the City whose average work week
is 40 hours.
Part-Time Employee - a person employed by the City whose average work week
is less than 40 hours.
Summer youth employees hired during the summer youth employment program will not
be eligible for or considered for promotional opportunities.
Section D - Savings Clause
It is the intent of the parties to this Agreement 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 any such provision shall be declared invalid or inoperative by a
court of final jurisdiction. In such event, either party may request renegotiation of the
provision(s) declared invalid. The unaffected portions of the Agreement shall remain in
full force and effect for the duration of the Agreement. However, any new provisions
shall have no effect on the remaining provisions of this Agreement.
Section E - 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, marital
status, or membership or non-membership in the Union.
Wherever notations are used in the masculine gender, they are intended to apply equally
to either gender.
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ARTICLE II . RIGHTS OF PARTIES
Section A - Management's Rights
The City and its management representative shall retain all customary rights, powers,
functions, and authority normally reserved by management consistent with State law,
local ordinance, and Department rules and regulations, and 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. Assign work and establish work schedules.
5. Engage in all types of personnel transactions and disciplinary proceedings in
accordance with established ordinances 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. Take any action necessary to carry out its mission in an emergency.
Section B - Employee Rights
The Rights of Management may be limited and/or restricted by provisions of this labor
Agreement, Federal law, State law, or an appropriate judicial authority.
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Article II - Section B (Con't)
1. All changes, modifications, or additions to written City policies, work rules, or
regulations shall be posted for a minimum of thirty (30) calendar days.
2. All written City policies, work rules, or regulations will be uniformly applied.
3. Employees shall have the right to participate in opportunities for career
development through such avenues as orientations, training seminars, and related
activities. Additionally, continuing education for all employees is encouraged.
4. No undisclosed audio or video recordings shall be made of any employee on the
job covered by this contract without the written consent of the employee, except
in criminal investigation matters involving law enforcement agencies.
5. No employee will be required by the City to submit to a polygraph test or
personality test as a condition of continued employment.
Section C - Union Security
It shall be a condition of employment that all present employees of the City covered by
this Agreement who are members of the Union, or choose to become members, in good
standing on or after the effective date of this Agreement, shall remain members in good
standing. It shall also be a condition of employment that all employees covered by this
Agreement who are hired on or after the effective date of this Agreement, shall remain
members in good standing. It shall also be a condition of employment that all employees
covered by this Agreement who are hired on or after its effective date shall, on the first
pay period after submittal of dues authorization to Payroll, become and remain members
in good standing in the Union. For the purposes of this Section, the execution date of
this Agreement shall be considered as its effective date.
The City agrees not to keep in its employ in the classification listed herein anyone whose
membership in the Union has been terminated because of failure to tender periodic dues
or initiation fees uniformly required as a condition of acquiring or retaining membership
in the Union.
All new employees failing or refusing to secure membership in the Union shall, as herein-
above provided, upon written demand of the Union, be released from the employ of the
City.
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Article II - Section C (Con't)
If an employee objects to joining the Union, based on bona fide religious tenets, the
employee shall pay an amount of money equivalent to initiation fees and Union dues to
a non-religious charitable organization mutually agreed upon by the employee and the
Union. The employee shall furnish written proof to the Union that such payment has
been made. If the employee and the Union do not reach agreement on the organization,
the Public Employment Relations Commission shall designate the charitable
organization.
It is understood and agreed that this clause on "Recognition" does not require the City
to violate any Federal or State law against discrimination in the hiring and firing of
personnel and the Union agrees to indemnify the City for any loss the City may suffer
from a charge of discrimination in carrying out its obligations under this clause.
Section D - Labor/Management Committee
In the interest of mutual trust and open communication between the parties and to
improve employee/employer relations, the parties agree to establish a Labor/Management
Committee to meet at times as mutually agreed upon. Prior to meeting, each party will
submit an agenda of items to be discussed.
Each party shall have the right to select a reasonable number of members for the Labor/
Management Committee.
Attendance by any employee is permitted as long as staffing needs are adequately met
and with advanced approval of the Supervisor.
Section E - Negotiating Committee
The Union Negotiating Committee shall consist of four (4) employees, chosen by its
members, who are regularly employed by the City, and the designated representative of
the Union's Council #2.
Section F - Payroll Deductions
1. Deductions: It is agreed that the City shall permit payroll deductions for Union
dues or other memberships, properly requested through payroll deduction
authorization procedures established by the City, on a bi-weeldy or monthly basis.
Additional requests are subject to any data processing limitations for space.
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Article II - Section F (Con't)
Remittance of the aggregate amount of all such Union-related deductions made
from employees' salaries shall be made to the Union within procedures established
by the City, normally within one week after the City pay day.
2. Indemnification Clause: The Union agrees to indemnify and hold the City
harmless from any errors or omissions which may arise as a result of the
application of this provision. Such errors or omissions will be corrected for the
next payroll period in which such withholdings occur.
Section G - Notice of Work Rule Changes
The City agrees to notify the Union in writing of any changes to work rules/regulations
at least ten (10) working 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
rules/regulations, prior to implementation.
Section H - Personnel Records
The City and the Union recognize that the employees' 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.
Departments may keep and maintain employee personnel files but such information in
the Department files shall not be used relative to taking personnel actions.
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).
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, however, by the employee shall be within thirty (30) calendar days
of receipt of the disciplinary action or performance evaluation and be of reasonable
length.
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Section I - Vacancies
1. A vacant position shall be filled within thirty (30) calendar days, provided a
qualified person is available, unless the Union and the City mutually agree to
extend the thirty (30) calendar day limit. When a regular position is no longer
required, the City will announce the abolishment of the position by notifying the
Union in writing.
2. All newly created jobs or vacated jobs to be filled shall be posted for twelve (12)
working days. Work days shall be Monday through Friday. Job postings shall
indicate the deadline to file applications with the Human Resources Office and
a statement that no application will be accepted after the closing deadline;
however, candidates may submit letters of reference, resumes, or other relevant
job-related information to accompany their application after the closing day.
3. All job postings shall state the job description, the necessary qualifications and to
whom application for the position must be made.
4. All job postings shall be on a suitable bulletin board in each City Department
covered by this Agreement. The bulletin boards may also be used by the Union
for official union business.
5. Individuals who worked as temporary/seasonal employees for the City, in
classifications represented by Local # 161 9, shall be eligible to compete as internal
applicants for vacancies. Temporary/seasonal employee's eligibility as internal
applicants shall be limited to 12 months from their last date of employment with
the City. Any temporary/seasonal employee discharged or who has an
unsatisfactory exit performance evaluation shall not be eligible for rehire or
compete as an internal applicant.
Section J - Promotions/Transfers
Promotions: In the event of a vacant position covered by this Agreement, the City shall
give first consideration to qualified internal applicants for promotion before external
recruitment. Internal consideration shall mean that qualified employees will be given an
interview and consideration for appointment prior to external posting and recruitment.
In review of internal candidates, the City will consider the following:
1. Qualifying experience and ability related to the position that the person is
applying for, within or outside City employment.
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Article II - Section J (Con't)
2. Education and training related to the position that the person is applying for,
within or outside City employment.
3. Supervisory experience, if applicable, within or outside City employment.
4. Performance evaluations and work performance.
An employee promoted into a higher classification will be required to serve a six-month
probationary period to demonstrate his/her ability to perform the duties and
responsibilities of the higher classification. In the event an employee fails to complete
the probationary period, excluding termination for cause, the employee shall be placed
into his/her classification held prior to the promotion, at the same salary step the
employee received before the promotion.
The Union recognizes that failure to complete the probationary period may result in a
layoff or termination of an employee to accommodate the return of an employee to his/
her previous position.
Evaluation of the above considerations made by the City will be performed by the
Human Resources Office and the ~fected Department Head, together with review of the
employee's prior performance evaluations, safety, and attendance records.
Transfers:
For purposes of this Agreement, a transfer is when an employee in a position in one
classification transfers to another position in the same classification.
In the event an employee is interested in a transfer, the employee shall submit a transfer
request to the affected Department Head( s). If the employee meets the qualifications
for the position in question, and the affected Department Head(s) agree to the transfer,
a Personnel Action Form will be processed to initiate the action. The transferred
employee shall remain at the salary range and step held prior to the transfer, without
adjustment of the anniversary date for the employee's step increase.
An employee transferring to another position within the same classification will not be
required to serve a probationary period.
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Section K - Disciplinary Procedures.
1. All discipline for employees covered under this Agreement shall be for just cause.
2. 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.
3. An employee disciplined, other than verbal, has the right to have a meeting with
his/her Department Head to address the facts of the incident. Such a meeting
must be requested by the employee within five (5) working days after having
knowledge of the discipline imposed by the employee's supervisor. The meeting
is to provide the employee with the opportunity to present his/her side of the
matter. The Department Head, after the meeting, shall either affirm, modify, or
cancel the disciplinary action. In instances of written reprimands, the employee
may appeal such actions to the City Manager.
4. The employee is entitled to representation at all stages of the disciplinary process,
including the meeting with the Department Head.
5. Verbal or written reprimands are not appealable to 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.
6. At the request of the employee, written reprimands, other than personal liability
issues (Le., accident reports), or more severe forms of disciplinary actions will be
pulled from the personnel file after eighteen (18) months if there is not a
recurrence of any disciplinary action.
Section L - Union Presence During Orientation of New Employees
A union representative will be allowed adequate opportunity to address new employees
during the Human Resources Office orientation process. The Human Resources Office
shall provide a list of all new employees, their classification, and hire date to the local
union president on a monthly basis.
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Section M - Community Service Workers
The union agrees that the City has the right to use Community Service Workers. The
City will limit the number of Community Service Workers assigned to each employee
from 1-5, depending upon the type of work and size of the work project. Prior to
employees being assigned a Community Service Worker(s), employees will receive
training on their responsibilities, what to do in the event of a problem, and the name of
someone to call in their department if assistance is needed.
Community Service Workers will be assigned a variety of menial work, including but not
limited to vegetation control (manual, walle-behind mower, or weed-eater); litter control;
washing vehicles; painting and cleaning of buildings/grounds. Community Service
Workers will not operate City vehicles.
The City agrees that Community Service Workers will not displace City employees. The
City and the union will meet in August, 1997, to review the Community Service Worker
program to be sure parties are informed and if necessary, make adjustments in program
administration.
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ARTICLE III . WORKING CONDITIONS
Section A - Hours of Work and Work Days
For employees covered by this Agreement, the normal hours of work shall consist of:
Work Week - The normal work week for regular full-time employees shall be 40 working
hours, consisting of five (5) consecutive days on duty and two (2) days off, except where
employees are working a 10 - 4 work schedule. Other alternative work schedules may
be established by mutual agreement. Regular part-time employees shall work hours as
assigned and the individual work week may vary.
Work Day - The normal work day consists of eight (8) consecutive working hours in a
twenty-four (24) hour period. The work shift shall be determined by the City.
Section B - Meal Periods
Employees shall have as part of their regular work shift, a 30 or 60 minute non-paid meal
period, as scheduled by the Supervisor. If an employee works overtime, a paid meal
period of 30 minutes shall be provided if such work period extends to four (4) hours or
more.
Overtime meal periods shall be established by the supervisor and the City shall reimburse
the employee for meals according to the City Personnel Policy and Procedures Manual,
Chapter 11.01 (d).
Section C - Shift Changes
1. The City may, at its discretion, change an employee's work shift. In the event of
a shift change, the City shall provide a minimum of ten (10) calendar days
advance notice to the employees affected. However, such advance notice is not
required in an emergency situation, as declared by the Department Head. An
emergency is defined as an unanticipated event or occurrence.
2. The City shall not pay overtime to employees resulting from a scheduled shift
change, unless the hours worked are in excess of those identified in Article IV,
Section D.
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Section D - Work Stoppages
1. The City and the Union agree that the public interest requires the efficient and
uninterrupted performance of all City services, and to this end, pledge their best
efforts to avoid or eliminate any conduct contrary to this objective. During the
life of the Agreement, the Union, its officials and representatives, shall not cause
or condone any work stoppage, strike, slowdown or other interference with City
functions by employees under this Agreement, and should same occur, the Union
agrees to take appropriate steps to end such interference. Employees shall not
cause or engage in any work stoppage, strike, slowdown or other interference with
City functions for the term of this Agreement. Any work stoppage, strike,
slowdown or other interference with City functions by employees under this
Agreement shall constitute just cause for discharge or other disciplinary action, in
accordance with Article II, Section A, Management Rights. All wages and benefits
of those engaging in the work stoppage shall terminate immediately upon the start
of any work stoppage or interference.
2. Unauthorized Stoppages. In the event, however, that there is a work stoppage or
any other interference with City functions which is not authorized by the Union,
the City agrees that there shall be no liability on the part of the Union, its officers
or representatives, provided that in the event of such unauthorized action they
first meet the following conditions:
a. Within not more than twenty-four (24) hours after the occurrence of any
such unauthorized action, the Union shall publicly disavow the same by
posting a notice on the bulletin boards available, stating that such action
is unauthorized by the Union;
b. The Union, its officers and representatives shall promptly order its
members to return to work;
c. The Union, its officers and representatives, will, in good faith, use every
reasonable effort to terminate such unauthorized action.
3. No Lockout. The employer agrees not to lock out employees during the term of
this Agreement.
4. Primary Picket Line. Employees who refuse to cross a local, primary picket line,
as recognized by the Union, shall not constitute a violation of this Agreement and
shall not be cause for discharge or disciplinary action, provided such action by an
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Article III - Section D (Con't)
employee shall be taken without pay if re-assignment is not feasible. If the Union
or employees refuse to cross a primary picket line, the Union will provide notice
immediately to the City so arrangements may be made to provide continued
public services.
Section E - Layoff Procedures
In the event that a reduction in the workforce may become necessary because of a
shortage of work or shortage of funds, the abolition of a position because of changes in
the organization, or other reasons outside the employee's control, which do not reflect
discredit on the service of the employee, layoff shall be in accordance with the following:
1. Procedure for Layoff. The City shall determine which position classifications and
the number of positions which will be affected.
The City shall provide those employees subject to lay-off with thirty (30) calendar
days written notice of the lay-off. The layoff letter shall advise an employee of his
recall rights and an address and contact person to direct all correspondence to.
Any regular full-time City employee who is laid off shall have his/her name placed
on a recall list for the classification which 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 wi thin
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 normal attrition. If this is not possible, then:
a. Layoff shall be by classification within a department. Prior to a regular
full-time employee being displaced within a department, any temporary,
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Article III - Section E (Con't)
part-time, seasonal or outside person (federal, state, or county) shall be laid
off first within the affected department. In the Parks Department, this
includes summer youth employment employees as well.
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 educational and technical skill qualifications
for the position 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. Employees subject to layoff shall have the right to be placed into
a seasonal or temporary position, if they meet the qualifications for the job,
at the employee's option. If the employee opts to take a seasonal or
temporary position, it shall not affect their status on the layoff list for
purposes of recall in the event a job opening occurs.
3. 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.
4. Seniority.
a. Definition: Seniority shall commence from the most recent date of regular
full-time or regular part-time employment with the City. Seniority shall
not apply until an employee has completed the applicable probationary
period. A break in seniority shall be defined as a break in service greater
than thirty (30) working days while the employee is on non-paid status.
Upon the completion of the probationary period, the employee shall be
credited with seniority, vacation and sick leave accrual, from the adjusted
date of hire. Time worked as a temporary or project employee shall be
considered as equal to regular employment, provided there is no break in
service. Seniority shall be computed upon the adjusted hire date.
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Article III - Section E (Con't)
b. Seniority status shall terminate upon the following: discharge, resignation,
retirement, failure to return from an approved leave of absence, layoff of
more than twenty-four (24) consecutive months, or, if recalled from layoff,
within fourteen (14) calendar days from notice of recall from layoff, should
the employee not return to work
c. Time on approved leaves of absence and layoff will not count toward the
computation of seniority.
d. The City Human Resources Manager will provide the Union with a
seniority list upon request. It shall be each member's responsibility to
verify the accuracy of the calculation of his/her seniority.
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ARTICLE IV - COMPENSATION
Section A - Wages.
1. Effective January 1, 1997 through December 31, 1998, wages shall be increased
over 1996 wages by 2.5% (see Exhibit "A" salary schedule). The City and union
agree that no cost-of-living increase will occur for 1998.
2. Effective January 1, 1999, wages for the bargaining unit classifications shall be
increased based upon 90% of the Seattle Consumer Price Index-W; January-
January, published in March.
The City and the union agree to conduct a wage survey in 1999. The survey process,
criteria, and comparable agencies, will be established through negotiations in the spring
of 1999. Implementation will be subject to negotiations during subsequent contract
discussions.
Section B - Longevity Pay
Longevity premiums based upon the monthly salary shall be added to salaries in
accordance with the following schedule:
. Completion of five (5) years' service 2%
. Completion of ten (10) years' service, an additional 2%
. Completion of fifteen (15) years' service, an additional 2%
. Completion of twenty (20) years' service, an additional 2%
Longevity premiums shall be paid beginning with the first full pay period following the
completion of the eligibility requirements. For the purpose of determining eligibility for
longevity premiums, service shall be limited to time served in good standing as a full paid
regular employee of the City Departments covered by this Agreement.
Section C - Night Shift Differential
Employees whose regular assignment is a night shift shall receive additional
compensation at the rate of $0.30 per hour for the time worked on night shift.
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Section D - Overtime Compensation
1. Overtime hours are those hours which the employee is assigned to work in excess
of forty (40) hours in the work week or eight (8) hours in the work day or ten
(10) hours if on a 4/1 0 work schedule.
2. Scheduled overtime hours worked shall be paid at the rate of time and one-half
the employee's regular rate of pay.
3. If an employee works on a named holiday (exduding floating holidays), the
employee shall receive pay at the overtime rate for those hours worked on the
holiday, in addition to their holiday pay.
4. Overtime pay shall not be compounded with any other form of compensation paid
to the employee.
5. 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 E - Call-Bad, Pay
An employee called back to work for non-scheduled overtime shall be compensated a
minimum of two (2) hours at double the employee's regular rate of pay. Hours worked
beyond the two (2) hour minimum shall continue to be paid at this rate until relieved
of duty or the employee's regular shift begins.
Section F - On-Call Pay
Employees assigned to be lIon-callll will be compensated during the period of time they
are on-call. The compensation will be $10 per day, Monday through Friday, and $20
for Saturday, Sunday, and holidays recognized in this Agreement. Additionally, all work
performed after the employee's regularly scheduled shift will be paid at the time and one-
half rate, with a one (1) hour minimum.
Work performed not related to the initial on-call duty, as directed by the supervisor,
shall be paid at double time, less the first hour, which is paid at time and one-half.
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Section G - Compensatory Time
An employee assigned to work overtime may, at the discretion of the Department Head
or designee, receive compensatory time in lieu of cash payment for overtime or call back
worked. Denial of compensatory time shall not be made in an arbitrary or capricious
manner. Such compensatory time earned shall not exceed eighty (80) hours and may
be tal(en off, subject to supervisory approval. All overtime hours worked in excess of the
eighty (80) hours per calendar year shall be paid in cash. Scheduling of compensatory
time may be tal(en in as little as one-hour increments, with prior approval of the affected
supervisor.
Compensatory time is earned at the rate of one and one-half hour of compensatory time
for each hour of overtime or call back worked, calculated to the nearest thirty (30)
minutes.
Section H - Temporary Assignments
Temporary assignments will be filled by the qualified senior employee in the Department
or major Division, provided that (a) the senior employee desires the temporary
assignment, and (b) that there are no other senior employees who have comparable time
in service; in which case, temporary assignments would be rotated among senior
employees having comparable time in service. Comparable time in service is defined to
be when the hiring date of an employee is within one (1) year of the hiring date of the
senior employee. Provisions for temporary assignments apply only to positions covered
by this Agreement.
Section I - Higher Class Pay
When an employee is assigned to work in a higher classification for four or more
consecutive hours, the employee shall be paid higher class pay at a salary level for the
higher class which reflects a typical one-step increase above the current base wage, for
the duration of the assignment, calculated to the nearest thirty (30) minutes.
When employees are assigned to work in a classification outside of the contract for four
(4) or more consecutive hours, their compensation shall be determined by first adding
their base wage and longevity (if eligible) and then either placing them at Step A of the
higher scale or providing them a five (5) percent wage adjustment, whichever is greater.
18
Section J - Certifications
The City agrees to provide the cost of obtaining and retaining job-related certificates or
licenses, including tuition, books, time with pay if necessary to attend seminars/
workshops. The City also agrees to pay for the certification, maintenance and annual
renewal fee.
An employee interested in obtaining a job-related certificate or license must provide a
written request to the employee's supervisor and subject to Department Head approval.
Section K - Tuition Reimbursement
The City shall reimburse employee expenses for books and college tuition for approved
job-related course work per established City procedures, on the basis of 75% of such
costs paid by the City and 25% paid by the employee. However, if funding is provided
by another agency or source, the City's liability is 75% of the unfunded portion.
Section L - Benefits for Temporary Employees
1. Holiday Pay. Any full-time temporary employee who completes six (6) months
continuous service with the City shall receive time and one-half for work on a
holiday. Any full-time temporary employee whose service is unbroken and who
becomes a regular employee, shall have sick leave and vacation accumulation
computed from date of employment, subject to the following rules:
a. Sick Leave accrual shall begin with the date of full-time employment as a
temporary employee; however, the accrued sick leave may not be used until
the first month in which a temporary employee becomes a regular
employee.
b. Vacation Leave accrual shall begin with the date of full-time employment
of a temporary employee; however, the maximum accrual of vacation days
as a temporary full-time employee shall be in accordance with Article V,
Section A, Vacation, and may not be used until the temporary full-time
employee becomes a full-time regular employee and has completed his/ her
6 month probationary period.
19
Article IV - Section L (Con't)
2. Retirement Contributions for Temporary Employees
Regular part-time or temporary employees shall contribute into the Public
Employees Retirement System, in accordance with the law.
3. Medical Benefits shall be available to full-time temporary employees according to
the following rules:
a. Six (6) months of consecutive full-time employment - medical benefits
available at employee expense.
b. Eighteen (18) months of consecutive full-time employment - City pays
medical premiums.
20
ARTICLE V - PAID LEAVE
Section A - Vacation
Annual leave with pay shall accrue to each full-time employee of the City at the
following rates:
1. Effective January 1, 1988, annual leave with pay will accrue at the following rate:
Upon Completion of: Hours Work Days
1 through 5 years 88 hours 1 1
6 through 10 years 128 hours 16
11 through 15 years 168 hours 21
16 through 20 years 208 hours 26
21 through 25 years 248 hours 31
2. Annual leave will be granted full-time regular employees only after the completion
of the 6-month probationary period. Thereafter, the leave credited for any month
of service may be taken in any subsequent month; provided, however, application
for such leave will be made in advance and approved by the Department Head.
3. No employee shall be permitted to accumulate annual leave in excess of the
amount earned over a two (2) year period and such leave is subject to provision
"2" stated above.
Section B - Sick Leave
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 member as
provided for in this Agreement. In the event of a serious illness to an employee who has
exhausted his/her sick leave accrual, the City Manager may advance sick leave credits.
However, approval or denial of such a request is at the discretion of the City Manager
without the right to grieve the decision.
21
Article V - Section B (Con't)
1. Sick Leave Accrual: Sick leave shall accrue at the rate of 3.69 hours per pay
period for all regular full-time employees covered by this Agreement. Regular
part-time employees shall accrue sick leave on a prorated basis, based upon the
budgeted allocation of hours for the position. The maximum sick leave accrual
is unlimited for employees eligible to accrue sick leave. Sick leave shall continue
to accrue while the employee is on authorized paid leave.
2. Notification Requirements: An employee requesting sick leave usage must
provide the proper notice as established by the Department Head. When a
Department Head has reasonable cause to believe that an employee has misused
his/her sick leave benefits, the Department Head may require the employee to
provide proof of illness from a medical doctor.
3. Use of Sick Leave: Sick leave may be used for the following:
a. Illness or injury to the employee, on or off the job, resulting in an inability
of the employee to perform his/her work.
b. Illness/injury to the employee's immediate family requiring the attendance
of the employee to medically care for the family member. Proof of this
medical need may be requested by the City in the form of a doctor's
verification.
Immediate family, for purposes of sick leave benefits, is defined as follows:
Spouse, child, or other dependent relative living in the employee's
household. Use of sick leave is limited to three (3) days per incident,
unless additional time is approved by the Department Head, or the
employee qualifies under the Family Leave benefits.
For dependent children covered by the State Family Leave Law, the following
shall apply:
Any health condition affecting a covered employee's child under the age of 18
years which requires treatment or supervision including:
(aa) medical conditions requiring medication which cannot be self-
administered;
22
Artide V - Section B (Con't)
(bb) medical or mental health conditions which would endanger the
child's safety or recovery without the presence of a parent or
guardian;
(cc) any condition warranting preventive health care, such as physical,
dental, optical, or immunization services when a parent must be
present to authorize;
(dd) any other circumstance which would constitute a permissible use of
sick leave for the employee.
c. Funeral Leave: Sid, leave may be used for purposes of attending a funeral
of a family member. Use of sick leave for such reason shall be three (3)
work days in anyone instance. Upon request of an employee, additional
days shall be granted if he/she encounters extenuating circumstances or
must travel great distances.
d. Maternity Leave: Illness/disability resulting from pregnancy, miscarriage,
or childbirth shall be charged to sick leave and then, if necessary, to
vacation accrual. Upon expiration of paid leave (sick leave, vacation,
compensatory time, etc.), an employee may request a maternity leave of
absence without pay. The duration of a maternity leave of absence shall
be based upon medical evidence provided to the employer.
e. Family Leave: Employees are covered by FederaVState Family Leave
legislation which provides for leave of absence to care for a newborn child,
adopted child or a child terminally ill. See the City of Port Angeles
Personnel Policy and Procedure Manual, Chapter 7, Leaves of Absence.
f. Donation of Paid Leave Time for Catastrophic Illness/lnjury: An employee
may donate sick leave, vacation, compensatory time, or holiday time to
another employee who has exhausted all paid leave time resulting from a
catastrophic illness/injury. See the City's Personnel Policy and Procedures
Manual, Chapter 7, Leaves of Absence, for specific conditions and
eligibility procedures.
23
Article V - Section B (Con't)
g. Worker's Compensation: An employee injured on the job, receIvmg
workers compensation benefits, may use accrued sick leave, compensatory
time, vacation, and floating holiday credits to supplement the difference in
worker's compensation benefits and the employee's regular wages. The
total of worker's compensation benefits and sick leave credits shall not
exceed the employee's normal take-home pay.
4. Sick Leave Cash-Out: Twenty-five percent (25%) of accumulated sick leave, to
a maximum of 960 hours, will be paid to the employee upon retirement, death or
resignation in good standing when the employee has ten (10) years or more of
regular full-time service with the City. An employee leaving City service not in
good standing or terminated for just cause is not eligible for this benefit.
Section C - Holidays
The following named days shall be holidays to be observed at a time provided under
State law:
New Year's Day
Veteran's Day
Washington's Birthday
Memorial Day
Independence Day
Two (2) floating holidays, to be taken in eight (8) hour increments, at a time
mutually agreeable between the employee and the City.
Labor Day
Thanksgiving
Day after Thanksgiving
Christmas
Whenever any of the above-named holidays falls on a Sunday, employees who generally
do not work on Sunday shall have Monday as a holiday; and whenever any holiday falls
on a Saturday, employees who generally do not work on Saturday shall have the previous
Friday as a holiday. For those employees who do not work on a normal Monday through
Friday shift, and their holiday falls on their scheduled day off, the holiday( s) shall be
observed on the next following work day(s). Employees must work th~ scheduled day
before and after a holiday in order to be paid for holidays. This does not apply to
personnel on an authorized sick leave or annual leave.
24
ARTICLE VI - HEALTH AND WELFARE BENEFITS
Section A - Health Benefits
During the term of this Agreement, the City agrees to provide medical, dental, vision,
and prescription drug coverage for regular full-time and regular part-time employees and
their eligible dependents who are budgeted to work 20 hours or more per week.
The City agrees to provide AWC medical Plan B effective 7/1/97 and vision coverage
($25 deductible) through the Association of Washington Cities Trust, paid for by the
City for employees and eligible dependents for the duration of this Agreement. The City
agrees to reimburse employees for certain co-paYments (identified in Exhibit B) to make
Plan B equal to Plan A coverage. Reimbursement of these co-pays shall be by procedures
established by the City. The dental coverage for employees and eligible dependents shall
remain the City's self-funded dental plan for the period of this labor contract. The City
reserves the right to change insurance carriers as long as the benefits are equal to or
greater than the plans noted above. If the City considers changing insurance carriers, the
City shall notice the union prior to any change to meet and discuss the proposed action.
Section B - Term Life Insurance:
The City agrees to extend life insurance coverage to regular full-time employees
represented by Local # 1619 equal to one times their annual salary rounded to the
nearest thousand. Amounts beyond the annual salary coverage or for spouses will be at
the employee's expense through payroll deduction procedures.
Section C - Long Term Disability Coverage (LTD):
The union agrees to delete LTD coverage for the bargaining unit in exchange for the
added PERS I benefit.
Section D - Deferred Compensation:
The City agrees to allow continued employee participation in a deferred compensation
plan through payroll deduction.
Section E - IRS 125 Account
The City shall provide an IRS 125 account for each employee who chooses to participate
in the program. Any cost associated with the implementation or maintenance shall be
paid by the City.
25
ARTICLE VII - GRIEVANCE PROCEDURE
Section A - 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; and to resolve grievances at the Departmental
level before appeal to higher levels.
Section B - Definitions
The following terms, as used in this Article, shall have the following meaning:
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.
Emplqyee: A regular full-time or regular part-time employee covered by this Agreement.
Immediate Supervisor: The Division Head who assigns, reviews, or directs the work of an
employee.
Representative: A person who appears on behalf of the employee.
Department Head: The employee reporting to the City Manager, having direct
responsibility over a City Department.
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, City policy, or State law.
26
Article VII - Section C (Con't)
2. Work performance evaluations.
3. Impasses in collective bargaining.
4. Grievances filed after ten (l0) work days from date of occurrence, or after ten
(10) work days from the date the employee had knowledge of an occurrence.
Section D - Time Limits
Time limits are established to settle grievances quicldy. 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' Rights and Restrictions.
1. An employee may have representatives present at all steps of the grievance
procedure.
2. Reasonable time in processing a grievance will be allowed during regular working
hours for the shop steward, with advance supervisory approval.
3. Only a person selected by the employee and made known to management prior
to a scheduled grievance meeting shall have the right to represent or advocate as
an employee's representative.
4. Nothing within this grievance procedure shall be construed as limiting the right
of management to manage the affairs of the City, except as specified in this
Agreement.
5. Grievances of an identical nature, involving an alleged violation of the same
Article, Section, etc., concerning the same subject matter, may be consolidated.
27
Article VII - Section E (Con't)
6. Confidential communication. Any communications between a member of the
Union and any recognized Union representative regarding a potential or actual
employee grievance will be defined as confidential.
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 Step 1 (Department Head level), and shall be
bound by the time limitations and procedures set forth in the grievance
procedure.
Section F - Informal Grievance Disposition
Within the time limits specified above, the employee will promptly and verbally meet
to discuss the complaint with his/her Division Manager. In those circumstances where
the nature of the complaint involves the Division Manager, the employee may proceed
to Step 1 of the formal grievance process, the Department Head. If the Division
Manager fails to reply to the employee within five (5) days of the meeting, or if the
employee is not satisfied with the decision, the employee may, within five (5) days,
utilize the formal grievance procedure. Prior to initiating the formal grievance procedure,
the employee shall submit the matter to the Union Grievance Committee for review and
authorization. If approved by this Committee, the grievance may proceed.
Section G - Formal Grievance Procedure
Step 1 - Department Head: The grievance procedure shall be initiated by the employee
stating the nature of the grievance, the alleged violation by section or number, and the
desired solution, in writing on the Union grievance form, together with any supporting
documents.
The grievance form and supporting documents shall be delivered to the Department
Head within the time frames specified in the grievance procedure.
The Department Head shall hold a meeting with the employee and his/her
representative, if requested, within ten (10) days from the date the grievance is received,
and attempt to settle the grievance.
A decision shall be made, in writing, on the original grievance form, to the employee by
the Department Head within ten (10) days from the close of the meeting.
28
Article VII - Section G (Con't)
Step 2 - City Manager: If the employee is not satisfied with the decision of the
Department Head, he may appeal the decision to the City Manager within five (5) days
from receipt of the Department Head's decision.
The City Manager or his designee will hold a meeting with the concerned parties within
ten (10) days of receipt of the grievance, all supporting documents, the Department
Head's response, and the remedy requested, and issue a written decision within ten (10)
days after the close of the meeting.
Step 3 - Binding Arbitration: If the grievance is submitted to binding arbitration, the
grievant, or his representative, and the Human Resources Manager shall, within five (5)
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.
3. Jointly request from the American Arbitration Association, Federal Mediation and
Conciliation Service, or other mutually agreed-upon source, a list of nine (9)
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. However, the parties may mutually
agree upon an arbitrator without using the above arbitration service, or agree to
request another list of names if both parties are not satisfied with the names on
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 or amend 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.
The arbitrator shall issue a written decision to the parties within thirty (30) calendar
days of the close of the hearing.
29
ARTICLE VIII - DURATION OF AGREEMENT
This Agreement shall be effective January 1, 1997, and continue through December 31,
1999. Should either party desire to modify this Agreement, it shall serve written notice
to the other party within six (6) months prior to the expiration date of this Agreement.
IN WITNESS WHEREOF, we hereunto attach our signatures this /..3~
June, 1997.
day of
AFSCME LOCAL #1619:
DOYl~~!:~
~CH5' ~
Bob Coons
Human Resour~es Manager
I~ n Ridout:- Deputy Director,
P 1ic Works Department
30
Occupation
Code
2041
2040
2043
2037
2038
2044
2039
2036
2035
2034
2033
2031
2032
2028
2024
2030
2025
2023
2022
2029
2048
2026
2047
2021
2042
2049
2027
2020
2017
2019
2018
2011
2016
2006
2014
2012
2050
2007
2052
2010
2053
2013
2054
2015
2009
2045
2046
2008
2003
2055
2005
2001
2002
2000
2051
2004
Numerical Order by Salary Range
Occupation Codes/Classification/Salary Schedule
AFSMCE Local #1619
Classification
Switchboard Operator
Data Entry ClerklPT Clerk
Seasonal Caretaker
Cashier
Laborer/Program Assistant
Financial Services Technician
Landfill Scale Attendant
Clerk/Typist
Custodian
Parks Caretaker
Senior Cashier
Meter Reader
Maintenance Worker I
Computer Operator
Parks Facility Caretaker
Equipment Operator I
Water Quality Technician
Maintenance Worker II
Community Service Coordinator
Building Permit Technician
WWTP OIT/Operator I
Drafting Technician
Recycling Coordinator
Equipment Operator II
Maintenance Carpenter
WW Treatment Plant Operator II
Accounting Technician
Field Service Representative
Engineering Survey Technician
Permit Technician
Engineering CADD Technician
Gardener
Accountant
Pre-Treatment Coordinator
Water Quality Technician II
Treatment Plant Operator
WW Treatment Plant Operator III
Laboratory Specialist
Collections/Pre-Treatment Coordinator
Senior Maintenance Carpenter
Solid Waste Disposal Supervisor
Leadworker
Water Quality Technician III
Customer Service Representative
Public Works Inspector
Permit Coordinator
CADD System Specialist
Public Works Inspector
Street Maintenance Supervisor
SW Collections Supervisor
Water Maintenance Supervisor
Engineering Specialist - Field
Engineering Specialist - Office
Associate Planner
Systems Analyst
Treatment Plant Supervisor
54
Exhibit A
06/13/97
10:25:05
Salary
Range
01
03
06
06
06
06
06
07
09
10
10
10
10
12
12
12
12
12
12
12
12
12
14
14
14
14(1 )
15
15
15
15
15
16
16
16
16
16
16(1 )
16(1 )
17
17
17
17
17
18
18
18
18
18
19
19
19
19
19
20
21
21 (1)
AFSCME #1619 Salary Schedule (Bi-weekly/Monthly Rates) Updated
2.50 1997 06-03-97
Range Step
2 3 4 5 6 7
729.62 752 20 774.78 797 40 821 63 845 88 872 33
1,581 1,630 1,679 1,728 1,780 1,833 1,890
2 752 20 77478 797.40 821 63 845 88 872 33 89712
1,630 1,679 1,728 1,780 1,833 1,890 1,944
3 77478 797.40 821 63 845.88 872 33 89712 925.23
1,679 1,728 1,780 1,833 1,890 1,944 2,005
4 797.40 821.63 845 88 872 33 89712 925.23 952 23
1,728 1,780 1,833 1,890 1,944 2,005 2,063
5 821 63 845 88 872.33 897 12 925.23 952 23 980 89
1,780 1,833 1,890 1,944 2,005 2,063 2,125
6 845 88 872 33 89712 925 23 952 23 980 89 1010 10
1,833 1,890 1,944 2,005 2,063 2,125 2,189
7 872.33 89712 925.23 952 23 980.89 1010 10 1040 40
1,890 1,944 2,005 2,063 2,125 2,189 2,254
8 897 12 925.23 952 23 980 89 1010 10 1040 40 1071.26
1,944 2,005 2,063 2,125 2,189 2,254 2,321
9 925 23 952 23 980 89 1010.10 1040 40 1071.26 110431
2,005 2,063 2,125 2,189 2,254 2,321 2,393
10 952 23 980 89 1010 10 1040 40 1071 26 1104 31 113684
2,063 2,125 2,189 2,254 2,321 2,393 2,463
11 980 89 1010 10 1040 40 1071 26 110431 113684 1171 55
2,125 2,189 2,254 2,321 2,393 2,463 2,538
12 101010 1040.40 1071 26 110431 113684 1171 55 1206 27
2,189 2,254 2,321 2,393 2,463 2,538 2,614
13 1040 40 1071 26 110431 113684 1171 55 1206 27 1242 64
2,254 2,321 2,393 2,463 2,538 2,614 2,692
14 1071 26 1104.31 113684 1171.55 1206 27 1242 64 128011
2,321 2,393 2,463 2,538 2,614 2,692 2,774
14(1 ) 114625 1181 62 1216 42 1253.56 129071 1329 62 1369 72
2,484 2,560 2,636 2,716 2,797 2,881 2,968
15 110431 113684 1171 55 1206 27 1242 64 128011 1318 14
2,393 2,463 2,538 2,614 2,692 2,774 2,856
16 1136.84 1171 55 1206 27 1242 64 128011 1318 14 135781
2,463 2,538 2,614 2,692 2,774 2,856 2,942
16(1 ) 1216 42 1253 56 1290 71 1329 62 1369 72 141041 1452 86
2,636 2,716 2,797 2,881 2,968 3,056 3,148
17 1171.55 1206 27 1242 64 128011 1318 14 135781 1398 57
2,538 2,614 2,692 2,774 2,856 2,942 3,030
18 1206.27 1242 64 1280 11 1318 14 135781 1398 57 144047
2,614 2,692 2,774 2,856 2,942 3,030 3,121
19 1242 64 1280.11 131814 1357.81 1398.57 1440.47 1484.00
2,692 2,774 2,856 2,942 3,030 3,121 3,215
20 128011 131814 1357.81 1398 57 144047 1484.00 1528 10
2,774 2,856 2,942 3,030 3,121 3,215 3,311
21 1296 65 1350 52 1404 59 1458 64 1512.71 1566 76 1620.32
2,809 2,926 3,043 3,160 3,278 3,395 3,511
21 (1 ) 1366 90 1408.12 1449 95 1493 59 1538 43 1584 52 1632 39
2,962 3,051 3,142 3,236 3,333 3,433 3,537
Bxhibit B
Association of Washington Cities Employee Benefit Trust
1997 Medical Plan Comparison
I
. .
Annual Deductible
Max. Annual Out-of-Pocket Exp./lndividu~1
*
Hospital
Outpatient
Inpatient
Maternity Care :
*
Newborn Care
Physical Therapy (Outpatient)
*
Inpatient Rehabilitative Services .
Neurodevelopmental Therapy ~
Chemical Dependency
AWc/wPS Plan A
AWc/wPS Plan B
$1,000,000
$1,000,000
$5,000
$5,000
$50/individual; $150/family
For major medical benefits only.
$100/individual; $300/family
All benefits payable after deductible is met.
$425/person; $1,275/family
$475/person; $1,425/family
100% for employee; annual deductible,
then 100%for dependents.
100%
100% including x-ray and lab.
100%
100%
100%
90%
80%
Paid as an illness for employee/spouse only.
Paid as an illness for employee/spouse only.
100% for 48 hours for normal birth; up to 96
hours for ceasarean birth.
80% to out-of-pocket max.; 48 hours for normal
birth; 96 hours for ceasarean birth.
Paid in full for employee; 80% for dependents.
80%
Paid in full to max. of 30 days per condit'
80% to a max. of 30 days per
80% to age 7; subject to deductible.
80% to age 7; subject to deductible.
Paid in full to $5,000 per 24-month period;
$10,000 lifetime max.
80% to $5,000 per 24-month period;
$10,000 lifetime max.
*
AWClWPS Plan A
Not covered under medical plan. Paid-in-full
funding provided by Wellness Program.
Not covered
Paid in full. Subject to deductible for spouse.
Paid in full. Subject to deductible for spouse.
, , ,
Paid in full for employee only. Additional
coverage for exams and materials available
through separate vision plan.
100% for employee; 100% to $10,000 lifetime
maximum for dependents.
50% to $1,000/year.
I
AWClWPS Plan B
Not covered under medical plan. Paid in full
fUAEling prgYidfild by wellness Prnaf::tm
Not covered
100%-Physician
90%-Facility
100%-Physician
100% for employee only. Additional coverage
for exams and materials available through
separate vision plan.
80% for employee; 80% to $10,000 lifetime
maximum for dependents.
50% to $1,000/year.
Home Health Care I
100% to 130 visits/year.
100% to 130 visits/year.
Hospice Care ;
100% to $10,000 or 6 months max.
L'.
100% to $10,000 or 6 months max.
Prescription Drugs "
$7 copay-brandname; $4 copay-generic.
$7 copay-brandname; $4 copay-generic.
*
I
Organ Transplants i
i
Paid in full to $200,000 per organ
lifetime max.
80% until max, qut-of-pocket expense, then
paid in full to $200,000 per organ.
Chiropractic ,
$20/call; 20 calls per year; $100 for x-rays.
Paid in full to $200 per calendar year
*
80%
80%
First $50 paid in full, then 80%.
Not covered.
75% to $500 lifetime max.; prescriptions for
nicotine withdrawal covered under drug
program (90 day limit).
80%
80%
80%
Not covered.
75% to $500 lifetime max.; prescriptions for
nicotine withdrawal covered under drug
program (90 day limit).
NOTE: This "Medical Plan Comparison" is presented in summary form and should be used for general purposes only. Please consult the contracts for complete and accu-
rate information on the conditions, exclusions, limitations and coverage benefits.
- ~
, ,
LETTER OF UNDERSTANDING
BETWEEN THE CITY OF PORT ANGELES
AND
AFSCME LOCAL # 1619
This Letter of Understanding is an addendum to the 1997-99 labor contract between the
City and AFSCME Local # 1619.
The City agrees that for 1997 and 1998, if another union or the Management!
Administrative unit receives a general cost-of-living increase, then Local # 1619 would
receive the same cost-of-living adjustment. This excludes the COLA for the Sworn
Officers unit because of a multi-year contract in place for 1997. This does not apply to
any arbitration process for the Police or Fire Departments.
Additionally, this clause also applies to A WC Plan "A" for 1998 as well.
This restriction does not apply to general reclassifications or organizational changes
resulting in salary or classification adjustments.
FOR THE CITY:
~~ 6-1:1-9?
Bob Coons, Human Resources Mgr.
5.a.s1
MEMORANDUM OF UNDERSTANDING
BETWEEN TiG Cl'rY OF _RT ANGELES
AND AFSCME LOCAL # 1619
This Memorandum of Understanding will be an addendum to the contract
between the City of Port Angeles and AFSCME # 1619.
The parties mutually agree to add the classifications listed below to the bargaining
unit:
Electrical Engineering Specialist I, Salary Range 19
Electrical Engineering Specialist II, Salary Range 20
GIS/CADD Specialist, Salary Range 18
Gail McLain, the incumbent in the Electrical Engineering Specialist I position, will
be placed in Range 19, Step 7, with longevity at 6%, based on her original hire date of
March 5, 1979.
Billy McCurdy, the incumbent in the GIS/CADD Specialist position, will be
placed in a "Y" rated salary level of$3,337 per month. The classification is assigned to
Range 18 of the Local # 1619 salary schedule. Billy's salary upon entering the bargaining
unit is above the established range, therefore the "Y" rate until his salary fits into Range
18. Billy's original hire date is December 5, 1983.
Seniority for longevity pay and vacation accrual will be from the employee's hire
date above. Seniority for layoff begins when the employees enter the bargaining unit.
The effective date of this action is June 1, 1998.
FOR THE UNION:
61~ ~ 7/~/fJ>
Bob Coons, Human Resources Manager
J Co e, Director of Staff Svcs.
~LoCal#1619 .
'. fy;1L
Doyle Mc inley, President
AFSCME Local # 1619