HomeMy WebLinkAbout5.261 Original Contract
5. ;2", I
AGREEMENT BETWEEN THE
CITY OF PORT ANGELES
AND
TEAMSTERS UNION LOCAL #589
COMMUNICATIONS & SUPPORT UNIT
January 1, 2009 thru December 31, 2010
TEAMSTERS LOCAL #589
NON-SWORN UNIT
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I - General Provisions
Page No.
Section A - Purpose ............................................................................................. 1
Section B - Full Understanding, Modification, and Waiver ..........................;.....1
Section C - Recognition.......................... ............................................................ 1
Section D - Savings Clause.................................................................................. 2
Section E - Non-Discrimination..................................... .................................;..... 2
ARTICLE II - Rights of Parties .
Section A - Management's Rights.. .......... ............. ....... ..................... ..................... 3
Section B - Union Security.............................................................................. .3-4
Section C - Payroll Deductions ..................... ................ ......................................4
Section D - Personnel Policy and Procedures .....................................................4
Section E - Record Keeping ................... ........... .............. ......... ........................... 4
Section F - Personnel Records .......................................... ............ ...................... 4
Section G - Labor-Management Committee ........ ........... .................................... 5
Section H - Police Department Employee Bill of Rights .................................5-6
Section I - Layoff Procedures .... .......;..... ....................................;:.......................6.
ARTICLE ill - Working Conditions
Section A - Hours of Work ............... .... ............. ................. ......... ....................... 7
Section B - Response Time .. ........................ .......~... ............. ......................... ....... 8
Section C - Relatives Working in the Police Department.................................... 8
Section D - Work Stoppage ............ ............................... .................. ........... ........ 8
Section E - Drug Testing Policy..... ............ ......................... ........................... 8-11
ARTICLE IV - Compensation
Section A - Wages ............................................................................................ 12
Section B - Overtime Compensation ................................................................12
Section C - Call-Back Compensation ........ ....... ................ .......................... ...... 13
Section D - Compensatory Time Accrual .........................................;..13
Section E - Tuition Reimbursement.... ....... ......... .................... .......................... 14
Section F - Uniforms............................ ........ ...... ..... ........................................... 14
Section G - Higher Class Pay ............................................................................14
Section H - Communications Officer Training Pay ..........................................14
Section I - Stand-By Pay ..............................................................................14-15
ARTICLE V - Paid Leave Time
Page No.
Section A - Vacation .......................................................................................... 16
Section B - Sick Leave ....... .................................. ...... ....................................... 17
Section C - Holidays .... .............................. ...... ...... ............................................ 18
Section D - Family Leave ............. .................. ~....... ..................................... .19-21 '
ARTICLE VI - Health Benefits
Section A - Medical, Dental, Vision Coverage .................................................22
Section B - Long Term Disability Insurance...................................... ...22
Section C - Life Insurance ...... ......................................................;.................... 23
Section D - Employee Assistance Program ........ ..............................................23
Section E - Retiree Medical Benefit RWT-Plus.................................. ...23
ARTICLE VII - Grievance Procedure ..........................................................24-26
ARTICLE VIII - Duration of Agreement ..........................................................27
TEAMSTERS LOCAL #589
COMMUNICATIONS AND SUPPORT UNIT
COLLECTIVE BARGAINING AGREEMENT
ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
This Agreement, entered into by the City of Port Angeles, hereinafter referred to as the City, and
the Teamsters Union, Local #589, 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 - Full Understandinl!. Modifications. and Waiver
1. This Agreement sets forth the full and complete agreement of the parties regarding the
matters set forth herein, and any other prior or existing agreement by the parties, whether
formal or informal, regarding any such matters are hereby superseded or terminated in
their entirety.
2. Except as specifically provided herein, it is agreed and understood that each party hereto
voluntarily and unqualifiedly waives its right and agrees that the other shall not be
required to negotiate with respect to any subject or matter covered herein, or with respect
to any other matters within the scope of negotiations, during the term of this Agreement.
3. No agreement, alteration, understanding, variation, waiver, or modification of any of the
terms or provisions of this Agreement shall be binding upon the parties unless made and
executed in writing by the parties hereto.
4. The waiver of any breach, term, or condition of this Agreement by either party shall not
constitute a precedent in future enforcement of terms and provisions of this Agreement.
5. The City may not enter into a separate agreement with an employee which is inconsistent
with this Agreement.
Section C - ReC01!Dition:
The City recognizes the union as the exclusive bargaining representative for purposes of
establishing wages, hours, and conditions of employment. The terms and conditions set forth
herein shall apply to regular full-time and regular part-time employees in the following
classifications:
* Animal Control Officer * Parking Enforcement Officer
* Communications Officer * Communications Supervisor
* Police Records Supervisor * Police Records Specialist
* Warrant Entry Clerk * Support Services Technician
Regular full-time is defined as a position authorized and budgeted to work 2,080 hours per year
and are eligible for benefits.
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Regular part-time is defined as a position authorIzed and budgeted to work less than full-time.
Excluded from this Agreement, and ineligible for any benefits, are temporary, seasonal, or other
part-time employees of the Police Department. Work performed by employees excluded from
the bargaining unit shall not be deemed to constitute bargaining unit work.
The Union agrees to provide, in writing, the name of the shop steward and such notice and any
changes thereto shall be provided to the Human Resources Manager.
Section D - Savin2s Clause
The City and the Union agree that should any portion of this Agreement be contrary to present or
future State or Federal laws, both parties agree to mutually resolve the conflicts. Neither the City
nor the Union shall be penalized or hold the other party responsible for conflicts which might
arise. 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, or marital status.
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ARTICLE II - RIGHTS OF PARTIES
Section A - Mana2:ement's Ri2:hts
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. This management rights section does not give Management
the right to change or modify the existing negotiated contractual language of the Agreement. The
Management rights shall include but not be limited to the following:
1. The City retains its rights to manage and operate the Department except as may be limited
by an express provision of this Agreement.
2. Set standards of service, 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 Policy and Procedures Manual.
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 classifications of personnel.
8. Take any action necessary to carry out its mission in an emergency.
Section B - Union Security
1. It shall be a condition of employment that all employees covered by this Agreement who
are members of the Union in good standing on the execution 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 and hired on or after its execution date shall by the
thirtieth (30th) day following initial hire, become and remain members in good standing
in the Union, or in lieu thereof, pay each month a service charge equivalent to initiation
fees and Union dues, paid to the Union, toward the administration of this Agreement.
If objections to joining the Union are based on bona fide religious tenets and the
employee objects to joining the Union because of such beliefs, the employee shall pay an
amount of money equivalent to initiation fees and Union dues to a non-religious charity
or to another 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.
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2. The Union agrees that membership in the Union will not be denied or terminated for any
reason other than the failure of the empioyee covered by this Agreement to tender the
initiation fee, Union dues, or service charge. The parties agree that if an employee fails to
fulfill the obligation in (1) above, the Union shall provide the employee and the City with
thirty (30) days' notification of the employee's failure to comply with this Section and
during this period, the employee shall make restitution in the amount which is due or the
City shall terminate employment.
3. The City shall notify the Union of new employees within thirty (30) days of employment.
4. Indemnification Clause: The Union agrees to indemnify and hold the City harmless from
any liabilities of any nature which may arise as a result of the application of this Article.
Section C - Payroll Deductions
1. Upon written authorization of an employee, the City shall deduct monthly dues from the
salary of each employee and shall transmit such amount to the Union, and will withhold
any other specified portion of an employee's salary for U.S. Savings Bonds, United Way
contributions, optional insurance coverage provided by the City, and D.R.I.V.E.
contributions.
2. The Union shall hold the . City harmless against any claims brought against the City
arising out of the City making a good faith effort to comply with this Section.
3. The employee shall be allowed to withdraw from automatic payroll deduction of Union
dues with thirty (30) days' notice in writing to the Human Resources Office.
4. Payroll deductions for other authorized withholdings, noted above, except Union dues,
shall be subject to data processing limitations.
Section D - Personnel Policy and Procedures
Except where this Agreement is different, wages, hours, holidays, sick leave, vacation and related
working conditions shall be in accordance with the current City Personnel Policies and
Procedures and Salary Ordinance. Personnel benefits in the Personnel Resolution shall not be
changed during the life of this Agreement, except changes in related working conditions which
shall be negotiated with the Union.
Section E - Record Keepin2
A time system shall be used in keeping a Departmental record of overtime and time off and the
data in the record system is to be available to the employees.
Section F - Personnel Records
The City and the Union recognize that the employee's official personnel file relative to any
personnel actions (i.e., 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, unless such information is also contained or referenced in the
official personnel file.
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Any employee may review his/her 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.
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 shall be within thirty (30) working days of receipt of the disciplinary action or
performance evaluation and be of reasonable length.
Section G - Labor-Mana!!ement Committee
In the interest of developing mutual trust and open communication between the parties and
improve employee/employer relations, the parties agree to establish a labor-management
committee to meet at times as mutually agreed upon.
The members of this Committee for the City shall be the City Manager, the Human Resources
Manager, the Police Chief, and others as needed.
The members of this Committee, for the Union shall be the respective business agent for the
Local and two employees from the bargaining unit, and others that may need to attend who are
affected by an issue under discussion. Attendance by other employees is permitted as long as
staffing needs are adequately met and with approval of the Department Head.
Section H - Police Deuartment Emulovee Bill of Ri!!hts
Employees covered by this Agreement shall be entitled to the protection of the Port Angeles
Police Department Employee Bill of Rights for disciplinary actions.
I. Prior to an employee being questioned relative to a possible disciplinary matter, the
employee will be apprised of the issue and the nature of the complaint or issue under
investigation. The employee shall be provided with written notice in advance of any
disciplinary actions (excluding verbal or written reprimands). The written notice shall
include specific charges, citing the alleged violation of a rule/regulation, etc., and an
opportunity to respond to the charges.
2. Any questioning of an employee shall be at a reasonable hour, preferably when the
employee is on duty, unless the circumstances of the investigation dictate otherwise.
When practicable, such questioning shall be scheduled during the day time.
3. The investigation and questioning of the employee (which shall not violate the employee's
constitutional rights) shall take place at the Port Angeles Police Department, except when
impractical. The employee shall be afforded an opportunity and facilities to contact and
consult privately with an attorney(s) or representative(s) of his/her own choosing before
being questioned, who may be present during questioning.
4. The questioning shall not be overly long and the employee shall be entitled to such
reasonable intermissions as he/she shall request for personal necessities, meals, telephone
calls, and rest periods.
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5. The employee shall not be subjected to offensive language nor be threatened as a guise to
attempt to obtain his/her resignation. No promises or rewards shall be made as an
inducement to answer questions.
6. No employee covered by this Agreement shall be required to take or be subjected to a lie
detector or similar test as a condition of continued employment.
7. This Police Department Bill of Rights applies to disciplinary actions and related
investigations and excludes cases of criminal investigations.
Section I - Layoff Procedures
The City may layoff employees where there are changes in service levels, reorganization, a
position is abolished, lack of funding, or other reason requiring a reduction in the work force as
determined by the City. An employee laid off shall receive a minimum of two calendar weeks'
written notice prior to the effective date of the lay-off.
Order of Lay-Off: The order of lay-off shall be by classification by Department. Temporary
employees followed by probationary employees will be laid off prior to regular full-time
employees.
Employees who have held status in the Police Records classifications and Communications
Officer class and are laid-off shall be on the reinstatement list for both classes. When any
employee is hired off a reinstatement list, he/she must meet the qualifications for the position.
An employee's accrued vacation and comp time shall be paid off upon being laid off. Sick leave
accrual shall be held in abeyance and if the employee is reinstated, he/she shall retain the sick
leave accrual on the books when laid off. Also, the employee's service credit shall remain, less
the time spent on the lay-off list.
"Bumpinl! Ril!hts" shall apply' for employees holding regular status in the affected
classification. The least senior employee shall be laid off first. The reinstatement list shall be
used prior to the Civil Service eligible list for filling vacant positions.
If an employee refuses a job offer, his/her name shall be removed from the reinstatement list.
The employee's name on the reinstatement list shall be valid for a period of twenty-four (24)
months. An employee re-hired from the reinstatement list shall be placed at the salary range and
step held by the employee prior to being laid off, using the salary schedule in effect at the time of
re-hire. If re-hired into a different classification than when laid off, the salary shall be
determined by the Department Head within the established salary range for the class.
It shall be the responsibility of the laid off employee to keep his/her address current with the
City. If a position becomes available, the City will send notice to the employee at the last
address of record, and if the employee fails to respond to such notice within ten (10) calendar
days, the employee's name will be removed from the reinstatement list for future consideration,
unless a valid reason exists for such failure to respond, as determined by the City.
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ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work
1. Work Week: The work week shall be established for all bargaining unit employees as
Monday through Sunday.
The work schedule shall be 40 hours, consisting of five consecutive days on duty and two
consecutive days off duty, except during scheduled shift rotation when a 14-day
consecutive day transition period shall be established. The transition period will permit
schedules to be modified to accommodate the shift change. All full-time employees will
maintain a 40-hour work week during the transition period. Additionally, during the
transition period any employee who works 4 or 5 consecutive days with only I day off
shall receive overtime on the next working day.
Not withstanding the other sections of this article, the City may, following consultation
with the Union, implement a four (4) day, forty (40) hour work week, overtime shall be
paid for any hours worked in excess of ten (10) hours per day or forty (40) hours per
week. Employees working this schedule shall have three (3) consecutive days off.
2. Assignment of employees to shifts and the setting of starting times for all shifts shall
remain within the rights of the City.
3. Employees shall be assigned to either an eight (8) hour or nine (9) hour work shift. The
Communications Officers (excluding the Communications Supervisor) shall be assigned
to an eight (8) hour shift. The eight (8) hour shift shall be eight (8) hours on duty, to
include a half-hour on-call lunch break. The Supervisor shall determine the time during
the employee's shift when the meal period is granted.
4. Seven days' advance notice will be provided prior to an employee being assigned a
change in his/her regularly scheduled shift, except in cases of an emergency. Those hours
worked outside of the regularly scheduled shift, without 7 days advance notice, shall be
paid as overtime. Those hours worked during the regular scheduled shift shall be paid at
straight time.
5. The City shall allow two (2) 15-minute rest periods, one in the first half and one in the
second half of the work shift. Such rest periods may not be permitted if Departmental
operations would be affected.
Rest periods, if not taken as approved by the supervisor shall not be accrued and taken
beyond the current shift.
6. The City and the employees, through the Labor/Management Committee, shall continue
investigating the implementation of alternative work schedules, subject to available
funding.
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Section B - Response Time
An employee subject to call-back shall reside within an area from where he/she can drive to the
Police Department Building within thirty (30) minutes after being called. Computation of time
shall be made, considering the drive to be made within the normal speed limits.
Section C - Relatives Workine in the Police Department
If employees in the Police Department become related through marriage, or cohabitation, which
may result in a problematic, questionable, or preferential supervisor/subordinate relationship in
the judgment of the Police Chief, the City will make a reasonable effort to change shifts of the
individuals affected. However, the City reserves the exclusive right to terminate, transfer, or re-
assign one of the individuals involved, if necessary, to resolve operational or personnel problems
in managing the Department. Prior to terminating an employee because of this policy, the City
shall make reasonable effort to transfer the individual to another position. The Union reserves
the right to be consulted prior to any decision on this matter.
Section D - Work Stoppaees. Strikes. or Other Concerted Work Actions
The City and the Union agree that the public interest requires efficient and uninterrupted
municipal services, and to this end, pledge their support to avoid or eliminate any conduct
contrary to this objective. During the term of this Agreement, the Union and the employees
covered by this Agreement shall not engage in any work stoppage, strike, work slow-down, sick-
out, or any other concerted activity which may, in any manner, interfere with public safety,
municipal services, or be construed as contrary to the objective above.
It is further understood that employees who engage in any such actions as noted above shall be
subject to any disciplinary action as may be determined by the City. Employees shall be held
responsible for any financial losses suffered by the City as a result of such work actions.
Section E - Drue Testioe Policy
1. Policy:
Reporting to work under the influence of alcohol and/or illegal drugs, or the use, sale, or
possession by an employee of illegal drugs is strictly prohibited and may result in
disciplinary action, including immediate termination. For the purpose of this policy,
substances that require a prescription or other written approval from a licensed physician
or dentist for their use shall also be included when used other than as prescribed.
Each employee must advise the employer if they are using prescription or over the
counter drugs they know or reasonably should know may impair their ability to perform
job functions and/or operate machinery such as automobiles.
Under appropriate circumstances, the employer may request the employee provide written
medical authorization to perform various job functions from a physician while using such
drugs.
Any voluntary request by an employee for assistance with hislher own alcohol abuse
problem will remain confidential and shall not be used as the basis for any disciplinary
action provided that the request for assistance is initiated prior to being identified as
impaired through the procedures herein.
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The parties recognize the essential purpose of any law enforcement agency is to enforce
the criminal laws. Moreover, the parties recognize the courts have held it would
substantially impair law enforcement agencies if they were required to employ individuals
within their ranks who have violated the very laws said agencies are charged with
enforcing. Therefore, the employer reserves the right to refuse to employ or continue the
employment of individual,s who are or have been engaged in criminal conduct, whether
drug-related or not.
When a supervisory employee has a reasonable suspicion to believe an employee is under
the influence of alcohol or illegal drugs, or is using illegal drugs, the employee in
question will be asked to submit to discovery testing including breath tests, urinalysis
and/or a blood screen for the presence of alcohol or illegal drugs.
An employee who refuses to submit to discovery testing for alcohol and/or illegal drugs
shall be conclusively presumed to be under the influence of alcohol or an illegal drug for
the purpose of administering this Section.
If the results of the drug test are positive, and establish that the employee used an illegal
drug, or reported to work while under the influence of alcohol, the employee may be
subject to discipline including immediate discharge.
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2. Definitions:
For the purpose of administering this Section, the following definition of terms IS
provided:
Reasonable Suspicion - Reasonable suspicion is based on specific objective facts and
reasonable inferences from those facts in the light of experience, that discovery testing
will produce evidence of illegal drugs or improper alcohol use by that particular
employee.
Under the Influence - The following cut-off levels shall be used for the initial screening
of specimens to determine whether they are negative for these drugs or classes of drugs:
(ng/ml) Test Level
Amphetamines 1000
Barbiturates 300
Benzodiazepines. 300
Cannabinoids 100
Cocaine Metabolites' 300
Methadone 300
Methaqualone '300
Opiates (Codeine) 300
Opiates (Morphine) 300
Phencyclidine (PCP) 25
Propoxyphene 300
Level ofthe positive results for ethyl alcohol 0.05 grid!.
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Illegal Drugs - are defined as all forms of narcotics, depressants, stimulants,
hallucinogens, and cannabis, which sale, purchase, transfer, or unauthorized use or
possession is prohibited by law.
Over-the-Counter Drugs - are those which are generally available without a prescription
and are limited to those drugs which are capable of impairing the judgment of an
employee to safely perform the employee's duties.
Prescription Drugs - are defined as those drugs which are used in the course of medical
treatment and have been prescribed and authorized for use by a licensed practitioner/
physician or dentist.
3. Procedures:
If an employee is required to submit to a drug test, the following procedure shall be
followed:
The employee shall be given an opportunity' to confer with a union representative if one is
readily available and the employee has requested a representative.
The employee shall be given an opportunity to explain to the Medical Review Officer
(MRO) the reasons for the employee's conditions, such as reaction to a prescribed drug,
fatigue, exposure to toxic substances, or any other reasons known to the employee. The
employee, employer, and a union representative may be present during this discussion.
The employer may request urine and/or blood samples.
Urine and blood samples shall be collected at a local laboratory, hospital, or medical
facility. The employer shall transport the employee to the collection site. The employer
and/or union representative may be allowed to accompany the employee to the collection
site and observe the bottling and sealing of the specimen.
All specimen containers and vials and bags used to transport the specimen shall be sealed
to safeguard their integrity, in the presence of the employer, employee, and the union
representative to the extent they have elected to be present, and proper chain-of-custody
procedures shall be followed.
The collection and testing of the samples shall be performed only by a laboratory and by a
physician or health care professional qualified and authorized to administer and determine
the meaning of any test results. The laboratory performing. the test shall be one that is
certified by the National Institute of Drug Abuse (NIDA).
If a specimen tests positive in an immunoassay screen test, the results must be confirmed
by a gas chromatography/mass spectrometry test. The specimen must show positive
results at/within the following limits on the GC/MS (gas chromatography/mass
spectrometry) confirmatory test to be considered positive:
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If immunoassay is specific for free morphine, the initial test level is 25 ng/ml.
Confirmatory Test:
Marijuana metabolites
Cocaine metabolites
Opiates: Morphine
Codeine
Phencyclidine
Amphetamines: Amphetamine
Methamphetamine
15 ng/ml
150 ng/ml
300 ng/ml
300 ng/ml
25 ng/ml
500 ng/ml
500 ng/ml
At the employee's or the union's option, a sample of the specimen may be requisitioned
and sent to a laboratory chosen by the union for testing. The cost of this test will be paid
by the union or the employee. Failure to exercise this option may not be considered as
evidence in an arbitration or other proceeding concerning the drug test or its
consequences. The results of this second test shall be provided to the City.
The employee and the union shall be informed of the results of all tests and provided with
all documentation regarding the tests as soon as the test results are available.
The parties agree to use the Medical Review Officer (MRO) in the Virginia Mason DrugProof
facility to review all confirmed positive test results and communicate those results to the
employer. The MRO shall have the responsibility to determine when an individual has failed a
drug test in accordance with the standard enumerated herein.
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ARTICLE IV - COMPENSATION
Section A - Wa!!es
Effective January 1, 2009, wages shall be increased by 5.58%%. Retroactivity shall apply to
employees on the payroll at the time of Union ratification and City Council approval of the new
labor contract.
The cost ofliving increase effective January 1,2010 shall be 90% of the Seattle-Bremerton CPI-
sl
W index, using the June-June CPI, effective the following January 1 with a minimum of 2%
and a maximum of 5 %.
Section B - Overtime Compensation
1. Overtime hours are those hours which the employee is compensated in excess of forty
(40) hours in the work week,. or eight (8) hours in the work day, or 10 hours in a day if on
a 10/4 schedule. Employees working during the change to standard time shall receive
compensation for the extra hour worked if the hours actually worked exceed eight hours.
Employees working during the change to daylight savings time shall have one hour
deducted from the work day if the scheduled work day is less than eight hours
2. Overtime hours worked shall be paid at the rate of time and one-half the employee's
regular rate of pay for hours worked outside the regularly scheduled work shift. This
excludes part time employees, who shall receive overtime for hours worked over 8 in a
day or 40 hours in a work week.
3. Overtime pay shall not be compounded with any other form of premium compensation,
excluding higher class pay, paid to the employee.
4. Overtime work is a condition of employment when called upon to meet the operational
needs of the Department. Overtime shall be offered on the basis of descending seniority
and assigned on the basis of ascending seniority.
Once the least senior employee has worked 12 overtime hours, per pay period, it shall no
longer be a requirement that this employee work any additional overtime during that pay
period and the reverse seniority requirement to work the overtime shall pass to the next
person in seniority. This requirement to work overtime may be reinstated in the event of
an emergency, but only in the event that there is a general recall of staff.
5. Time or service on the employee's scheduled days off, with no change in the work
schedule, shall constitute overtime.
6. If an employee is required to report to a shift with less than twelve (12) hours rest, the
employee shall earn pay at the overtime rate until such a rest period is granted. This
subsection shall not apply whenever an employee is deprived of the twelve (12) hours rest
period as a result of a change of work hours at hislher own request.
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7. Personal requests for a change or trade of shift must be approved by the Communications
Manager. The City shall not be obligated to provide overtime or additional compensation
to the affected employees for. overtime incurred resulting from a requested change or
trade of shift for personal reasons nor shall the City be obligated to pay for time not
worked in a normal work week as a result of such change or trade of shift.
Section C - Call-Back Compensation
An employee on off-duty status who is called back to duty will be credited with a minimum of
two (2) hours of overtime and paid at the rate of time and one-half for his/her regular rate of pay.
If employees are required to work longer than two hours, the employee will be paid overtime for
the hours worked.
Court attendance shall be considered "call-back" for the purposes of application of this Section,
unless such times falls within the employee's normal work schedule.
Section D - Compensatory Time Accrual
1. An employee who is assigned to work overtime may, at the option of the employee,
receive either cash or compensatory time for such overtime hours, subject to the
conditions of this Section. An employee will be allowed to accumulate and maintain up
to sixty (60) hours in his/her comp time bank for overtime hours worked. If an employee
uses a portion of this comp time accrual, he/she may re-accumulate back to sixty (60)
hours. Overtime hours worked in excess of this amount will be paid for in cash at the
overtime rate of pay.
Employees assigned to work overtime may request compensatory time in lieu of pay at
the rate of time and one-half for the overtime hours worked, calculated to the nearest 30
minutes.
2. An employee on compensatory time off shall be deemed to be on leave with pay status.
3. Any compensatory time credits which have been actually taken by an employee shall be
included in computing the hours of his /her work week.
4. An employee who notifies the Police Chief or his designee promptly and substantiates to
the satisfaction of the Police Chief that he/she was sick on a scheduled day of
compensatory time off, may request that a day of sick leave be taken rather than the
previously scheduled comp time.
5. Use of compensatory time shall be by mutual agreement between the employee and the
supervisor, with the understanding that the employee will not be allowed to use comp
time if a replacement employee would be on scheduled overtime.
6. The Department Head or employee's supervisor shall make reasonable efforts to
accommodate a request for compensatory time off when made at least seven days, but not
more than thirty days, in advance. The thirty day limitation shall not apply if the
compensatory time is to be used in conjunction with vacation time or involves a
minimum of five consecutive compensatory days off.
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Section E - Tuition Reimbursement
1. To encourage and improve proficiency of the employees, the City encourages the taking
of job-related educational courses with the approval of the Department Head.
2. The City will reimburse 75% of the tuition, fees, and book costs of courses that have been
successfully completed. If partial assistance is furnished by another agency, the City shall
provide 75% of the un-funded portion remaining. In any case, the City's share will not
exceed 75% of the total schooling costs. In itemizing costs, an employee shall not
include his/her time as a reimbursable expense.
3. Nothing in this Section will interfere with the responsibility of the Department Head to
require attendance at training seminars or other job-oriented training courses necessary to
perform their duties. These shall be paid in full by the City.
Section F - Uniforms
1. The Police Records Specialists/Supervisor and Parking Enforcement Officer are required
to wear a uniform as determined by the City, provided by a quartermaster system. The
specific uniform is provided for in the Police Department Policy and Procedures Manual.
2. For the Communications Officers and Communication Supervisors, the City agrees to
provide up to 6 approved-style shirts and emblem as determined by the Police Chief.
3. The employee agrees to maintain and repair his/her uniform and have all items available
for inspection upon reasonable notice.
4. All articles purchased by the City will be the property of the City and will be returned
prior to leaving City service (i.e., retirement, termination, etc.).
Section G - Hieher Class Pay
When an employee is assigned to work in a higher classification for two (2) or more consecutive
hours, the employee shall be paid higher class pay at the "A" step of the higher class, unless the
pay is less than 5%, in which case the employee shall go to "B" step of the range for the duration
of the assignment, calculated to the nearest 30 minutes. An employee may be assigned to a
higher classification or Relief Supervisor position in accordance with the Police Department's
Policy and Procedures Manual.
Section H - Communications Officer Trainine Pay
When a Communications Officer is assigned to train a new Communications Officer, the
employee shall receive $12.00 training pay for each eight-hour shift involved in familiarizing the
new employee with the job.
Section I - Stand-By Pay
1. Stand-by hours are those hours in which the Police Department requires an employee to
remain "on-call" for possible work outside his/her normal work schedule, when assigned
by a supervisor.
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The employee on stand-by shall be required to wear a paging device or carry a portable
radio (as determined by the City) to be reached when needed, and/or remain within the
range of the pager/radio or telephone.
2. Stand-by Compensation: An employee assigned to be on stand-by shall receive $7 per
24-hour day or $50 for a full week (7 days of stand-by).
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ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Vacation leave shall accrue to each employee covered by this Agreement, as follows:
Annual Hrs.
Accrual
Days Per
Year
Max. Accrual
Hours
1 - 5 continuous years
of City service
80
10
248
6 - 10 continuous years
of City service
120
15
328
11 - 15 continuous years
of City service
160
20
408
16 - 20 continuous years
of City service
200
25
488
21 and over continuous years
of City service
240
30
568
Vacation may not be taken until completion of six months' service. Thereafter, accrued vacation
may be taken upon proper authorization, per Department procedures. Requests for vacation shall
be made in advance, subject to Supervisory approval. The maximum accrual of vacation is noted
in the chart above, based upon years of City service. Employees shall be paid for unused accrued
vacation at their final base hourly rate (i.e., straight time) upon leaving City service. Vacation
shall not be paid for if a probationary employee fails the probationary period.
Vacation and holiday time shall be recorded together for purposes of paid leave and bidding of
time off. Time taken first shall be considered holiday time until 96_hours are used, and
thereafter, the paid leave shall be considered vacation. This method is used in the event an
employee leaves City service to reconcile holiday and vacation time.
Requests for VacationlHoliday Time:
The Police Department shall establish bidding procedures for vacation and holidays, per
Department policies or internal memorandum. City employees on the payroll as of May 1, 1991,
shall, by seniority, have first pass bid privilege for the 96_hours of holiday time. Then the
employees on the dovetailed seniority list formed by consolidation shall commence vacation
bidding.
For purposes of bidding vacation time off, total seniority shall apply, with City and County
employees' total years of service merged into one seniority list. The parties further agree that the
maximum number of vacation hours an employee under PERS I may be paid off upon retirement
(normal or disability) shall be 240 hours.
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,
Any vacation hours accrued but unused beyond the 240 hours shall be scheduled prior to such
retirement.
If an employee has prior approval for vacation and is called back to work once his/her vacation
has started, the employee will be compensated at the overtime rate of pay for the time which
interfered with scheduled vacation.
Section B - Sick Leave
1. 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.
2. Sick Leave Accrual. Sick leave shall accrue at the rate of 3.69 hours per pay period for
all employees covered by this Agreement, except LEOFF I covered employees, who shall
accrue at the rate of 1.85 hours per pay period. The maximum accrual of sick leave
credits shall be limited to 150 days (1,200 hours).
3. Notification Requirements. An employee requesting sick leave usage must provide the
proper notice as established in the Police Department Policy and Procedures Manual.
When sick leave extends to three or more consecutive days, the employee may be
required to provide proof of illness from a medical doctor if the request is made before
the employee returns to work. Misuse of sick leave shall be considered cause for
disciplinary action.
4. 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. Such sick
leave is limited to three days per incident, unless specifically approved by the
Police Chief. "Immediate family" for sick leave and bereavement leave benefits
shall include only persons related by blood or marriage or legal adoption, which
includes parent, wife, husband, brother, sister, child, grandparents or grandchild,
and any relative living in the employee's household.
Employees on approved sick leave will continue to accrue sick leave.
c. Bereavement Leave: Sick leave may be used for purposes of grieving the
death of a family member. Bereavement leave shall be limited to not more than
three consecutive days per instance, unless specifically approved by the Police
Chief.
d. Maternity Leave: Medical disabilities resulting from pregnancy, miscarriage,
childbirth, or recovery from childbirth, shall be eligible for maternity leave of
absence. Such leave of absence shall not exceed the actual period of disability.
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Prior to utilizing any unpaid leave without pay, the affected employee shall first
use accumulated paid leave (comp time, vacation, sick leave, and floating
holidays ).
e. PaYment of Unused Sick Leave: The City shall pay 20% of accumulated
sick leave upon retirement (normal or disability) or death of the employee after
completion of ten (10) or more consecutive years of service. PaYment of such
sick leave shall be calculated at the employee's base rate of pay.
Section C - Holidavs
1. PenCom Employees:
a. Each employee shall, on January 1st of each calendar year, receive 96
hours of holiday time eleven holidays and one floating holiday). Holiday time is
credited to the vacation accrual for the purpose of record-keeping. Employees
hired during the year shall receive a pro-ration of the 96 hours of holiday time
based upon the number of holidays remaining in the calendar year.
b. Each employee shall, on the first pay period in December, receive a
"holiday paYment" consisting of forty-eight (48) hours of straight time pay at the
employee's current rate of pay, representing the overtime portion of the eleven
contractual holidays, excluding the floating holiday.
c. Employees who terminate during the calendar year shall have their holiday
time and holiday pay reconciled, if necessary, from a vacation payoff and/or final
compensation. Holidays may not be cashed out if unused.
d. Use of holiday time shall be by mutual agreement between the employee
and the supervisor.
e. If an employee has prior approval from the supervisor for holiday time and
is called back to work once hislher holiday time has started, the employee will be
compensated at the overtime rate of pay for the time which interfered with
scheduled holiday time.
2. Employees in Records, Warrant Entry Clerk, Animal Control, and Parking Enforcement:
a. Employees who are assigned to Records, Animal Control, or Parking
Enforcement shall observe the following contractual holidays:
New Year's Day
Martin Luther King Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
One Floating Holiday
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b. When a holiday falls on a Saturday, the preceding Friday shall be observed as
the holiday. When a holiday falls on a Sunday, the following Monday shall be
observed as the holiday.
c. If an employee works on a holiday named above, the employee will be paid at
the overtime rate of payor comp time for the hours worked on the holiday.
Section D - Familv Leave
An eligible employee may take up to twelve (12) work weeks of family leave during any
consecutive twelve (12) month period for:
1. The birth of a child and to care for a newborn child; or
2. Placement with the employee of a child for adoption or foster care; or
3. Care for a spouse, child under the age of 18 years, or parent, but not including parent-in-
law, who has a serious health condition; or
4. To care for self, if the employee has a serious health condition that makes the employee
unable to perform the essential functions of the employee's job.
Family leave shall include unpaid leave, paid leave, compensatory time and paid legal holidays,
if any. Leave for childbirth, adoption or placement for foster care shall be completed within
twelve (12) months after the birth or placement for adoption, as applicable.
Family leave shall be charged to accrued sick leave, accrued compensatory time, and floating
holidays. Unpaid leave as family leave shall be authorized only after the exhaustion of all forms
of available paid leaves above. Vacation may also be used for family leave.
Eligibility: To be eligible for family leave, an employee must have been employed by the City
for at least 12 consecutive months prior to the date family leave is to begin and have been
compensated for at least 1,250 hours during the same 12-month period. Family leave is available
to all regular full-time and regular part-time employees.
Maintenance of Benefits: During periods of family leave, the City will maintain employee and
dependent coverage under the health plan under which the employee was enrolled at the time
leave commenced and shall make premium payments at the same level as were made prior to
leave commencement.
Should the employee fail to return to work at the conclusion of authorized family leave, the City
shall recover any premiums paid for maintaining health coverage under this section, unless the
reason is the continuation, onset, or recurrence or a serious health condition, or other
circumstances beyond the employee's control.
Spouses employed by the City are entitled to a combined total of 12 work weeks of family leave
for the birth or placement of a child for adoption or foster care, or to care for a child or parent,
but excluding a parent-in-law, who has a serious health condition.
Medical Certification Required: Each employee requesting family leave shall make application
on an approved City application form and provide a certification from the attending physician.
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Submission of the medical certification should be made at the time of application but shall be
submitted no later than 15 calendar days after application is made. Failure to provide the medical
certification within the required 15 days after application, when the leave was foreseeable, shall
be cause to deny family leave until such time as an acceptable medical certificate is provided to
the City.
If the validity of the claim is disputed or unclear, the City may require the employee to obtain a
second opinion by a provider of the City's choice and at the City's expense. In the event of a
dispute between the two providers, the City may require an opinion of a third provider jointly
selected by the employer and the employee, the cost of which shall be borne by the City. The
opinion of the third party shall be binding.
Approval of Family Leave: All requests for family leave require the approval of the employee's
Department Head and the Human Resources Manager. An employee planning to take family
leave shall complete the request for a leave of absence and provide their Department Head and
immediate supervisor with written notice thirty (30) days in advance of the anticipated date of
delivery or placement for adoption or foster care, stating the dates the employee intends to take
family leave, unless exempted as follows:
1. The birth is premature;
2. The mother is incapacitated due to birth so that she is unable to care for the child;
3. The employee takes custody of the newly adopted child or child placed for foster care at
an unanticipated time and is unable to give thirty (30) days advance notice.
4. The Department Head, employee's supervisor, and employee agree to notice of less than
thirty (30) days.
Subject to #1 below, an employee who exercises any right provided under this section shall be
entitled, upon return from leave or during any reduced leave schedule:
1. To the same or equivalent position and salary as was held by the employee when the
leave commenced; or
2. If the department's circumstances have so changed that the employee cannot be reinstated
to the same position, or a position of equivalent pay and benefits, the employee shall be
reinstated in any other position which is vacant and for which the employee is qualified.
The entitlements above are subject to bona fide changes in compensation or work duties, and do
not apply if:
1. The employee's' position is eliminated by a bona fide restructuring, or reduction-in-force;
or
2. An employee on family leave takes another job.
The City may elect to designate up to ten percent (10%) of its "highly compensated" salaried
personnel to be exempt from reinstatement from the FMLA, and the employer shall notify the
affected employee of this action and its consequences at the time the employee makes a request
for the leave of absence.
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Family leave for birth, or adoption or placement for foster care, may only be used in full work
week units and may not be used on an hourly basis or on a single day usage basis unless
intermittent leave is requested by the employee and approved by both the Department Head and
Human Resources Manager. Only the actual number of hours taken will be subtracted from the
employee's annual family leave entitlement. Legal holidays occurring during the week of family
leave will not extend the total number of weeks of family leave available.
Family leave for serious health conditions may be used either as full work week units or on an
intermittent or reduced leave schedule if medically necessary. Legal holidays occurring during a
week of family leave will of hours taken will be subtracted from the employee's annual family
leave entitlement.
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ARTICLE VI - HEALTH BENEFITS
Section A - Medical. Dental. Vision Covera2e
Medical: Effective July 1, 2009, based on June 2009 hours and for the life of the
agreement, the City shall pay the monthly premium payment into the Washington
Teamsters Welfare Trust for Medical Plan A, Dental Plan B, and the Teamsters Vision
plan, on behalf of each employee who is compensated for eighty (80) hours or more in
the preceding month.
Effective July 2009, the employee will contribute 9% of the premiums necessary to
provide the benefits noted in paragraph one of Article VI, 1, Medical Benefits and for the
life of the agreement.
Effective July 2009, the employer will contribute 91% of the premiums necessary to
provide the benefits noted in paragraph one of Article VI, 1, Medical Benefits, and for the
life of the agreement.
Dental: The City shall pay the monthly premium for the Teamsters Dental Plan B for the
life of the agreement.
Vision: The City shall pay the monthly premium for the Teamsters vision plan.
Maintenance of Benefits: The Trust may modify benefits or eligibility of any plan for the
purpose of cost containment, cost management, or changes in medical technology and treatment..
If increases are necessary to maintain the current benefits or eligibility as may be modified by the
Trustees during the Life of the Agreement, the Employer shall pay, subject to the Premium cost
sharing formula in Article 3, Section 6, Sub-Sections a., b. and c., such increases as determined
by the Trustees
All medical premiums necessary to maintain coverage under Teamster Medical Plan A which are
above 88%ofthe A WC Plan B rate, will be borne by the employees thru payroll deduction.
Payments: Payments are required under any of the foregoing provisions shall be made on or
before the tenth (loth) day of the month. Upon Union Request, copies of all transmittals,
pertaining to benefits under this Article, shall be posted on the bulletin board.
Trust Agreement: The Trust Agreement shall be known as Supplement "A" and, by this
reference, same is incorporated herein and deemed a part hereof as though fully set forth.
Section B - Lon2- Term Disabilitv Insurance:
The City agrees to provide long-term disability insurance coverage for regular employees that
work 30 hours or more per week. The coverage shall have a 90-day waiting period and benefits
are subject to the terms and conditions of the plan booklet, provided to each employee.
Due to the enrollment process, this benefit will become effective the month following ratification
by the membership and approval by the City.
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Section C - Life Insurance
The City agrees to extend life insurance coverage to regular full time employees represented by
Local 589 equal to one times their annual salary, rounded to the nearest thousand, to a maximum
of $50,000. Amounts beyond the annual salary coverage or for spouses will be at the employee's
expense through payroll deduction procedures.
Section D - Emplovee Assistance Pro2ram:
The City agrees to provide an Employee Assistance Program for the term of the Agreement.
Section E - Retiree Medical Benefits Premiums - RWT -Plus
Effective January 1, 2009, through 2010, the employer shall pay into the Retiree's Welfare Trust
the amount listed below $ per month on behalf of each employee performing work of the
bargaining unit, in a represented classification, who is compensated for 80 hours or more in the
previous month, to provide the RWT-Plus Retiree Medical Plan.
In the application of the terms of this article of the Labor Agreement by and between Teamsters
Local Union No. 589 and the City of Port Angeles, it is understood that the contributions to the
Retirees Welfare Trust, (RWT-Plus) Plan, shall be as follows:
Effective Date
01-01-09
01-01-10
Contribution Rate (monthly)
$74.85
$84.85
It shall be the responsibility of the employees to cover, through a payroll diversion, all
contributions associated with providing and maintaining this Retiree's Welfare Trust, RWT-Plus
Plan, for the life of the agreement.
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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; 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 or a Union representative concerning the interpretation
or application of this Agreement. A grievance may be filed when the employee believes an
injustice has been done because of unfair application of a policy or an alleged violation of any
term or condition of this Agreement.
Working Day: Exclusive of Saturday, Sunday, and legal holidays.
Employee: Any employee of the classified service of the City of Port Angeles Police
Department.
Immediate supervisor: The person who assigns, reviews, or directs the work of an employee.
Division Manager: The person to whom an immediate supervisor reports.
Representative: A person who appears on behalf of the employee.
Department Head: The Police Chief of the City of Port Angeles.
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.
2. Appeals involving demotions, dismissals, incremental denials, suspensions, promotions,
separations, and examining procedures. (These matters are within the Civil Service
Commission's authority.) Dismissals pursuant to Article ill, Section C, are subject to this
grievance procedure if Civil Service Commission denies hearing the employee's appeal.
3. Work performance evaluations.
4. Impasses in collective bargaining.
5. Grievances filed after twenty (20) working days from date of occurrence, or after twenty
(20) working days from the date the employee had knowledge of an occurrence.
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Section D - 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' Riehts and Restrictions
1. A party to the grievance shall have the right to record a formal grievance meeting at the
expense of the requesting party.
2. An employee may have a representative present at all steps of the grievance procedure.
3. Reasonable time in processing a grievance will be allowed during regular working hours
for the shop steward, with advanced supervisory approval.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the City.
5. Grievances of an identical nature, involving an alleged violation of the same Article,
Section, etc., concerning the same subject matter, may be consolidated.
6. Confidential Communication. Any communication between a member of the Union and
any recognized Union representative regarding a potential or actual employee grievance
will be defined as confidential.
7. The Union, as a representative, may file a grievance alleging that the City has violated
specific rights afforded the employees covered by the Agreement. Such grievance shall
be filed directly at Step 2 (Department Head level), and shall be bound by the time
limitations and procedures set forth in the grievance procedure.
Section F - Formal Grievance Procedure
Step 1
The formal 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
City grievance form, together with any supporting documents attached to the grievance form.
The grievance form may not be used as long as the pertinent information is submitted by letter.
The grievance form and any supporting documents shall be delivered to the first level of
management no later than Twenty (20 ) working days from the date of the incident or knowledge
of the incident. The manager shall hold a meeting with the employee to review the facts, gather
all supporting documents, discuss the complaint and desired solution, and discuss the proper
appeal procedure. The Manager will issue a written decision on the original grievance form
within five (5) days of the close of the meeting.
25
Step 2
If the employee feels the Manager has not resolved the grievance, the employee may appeal to
the Department Head. At this time, all supporting documents and evidence relative to the
grievance shall be included with the appeal. The Department Head shall hold a formal meeting
with the employee and hislher representative, if requested, within ten (10) days from the date of
the appeal receipt, 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 formal meeting.
Step 3
If the employee is not satisfied with the decision of the Department Head, he/she may appeal the
decision to the City Manager within five (5) working days from receipt of the Department Head's
decision. In hislher appeal to the City Manager, all supporting documents must be attached to the
grievance form, together with the grievant's reason for appeal and stated remedy requested.
The City Manager or his designee will review the original grievance, all supporting documents,
the Department Head's response, and the remedy requested, and issue a written decision within
ten (10) days of receipt of the grievance.
Step 4 - Bindin2 Arbitration
If the grievant is not satisfied with the decision of the City Manager, within five (5) days after
receipt of the decision, the grievant may submit the grievance to binding arbitration. For
purposes of arbitration, the parties agree to use the Federal Mediation & Conciliation Service and
request a list of seven names. The selection of the arbitrator shall be by each side striking a name
from the list, with the first party to strike a name determined by a coin toss, until only one name
remains. In the event the initial list is not satisfactory to either party, a second list of names may
be requested.
The cost of the arbitrator shall be divided equally between the City and the Union. Cost for
witnesses, court reporter, or other individual expenses shall be borne by the requesting party.
The arbitrator shall not have the power to alter, amend, or change any contractual language of the
Labor Agreement.
26
ARTICLE VIII - DURATION OF AGREEMENT
CITY OF PORT ANGELES
TEAMSTERS UNION LOCAL #589
~e*r
Teamsters Local #589
Bob Coons,
Human Resources Manager
);:J~~ ~ ~,~~
Gary Braun, ayor
" ,
. ~; ,./;I .
27