HomeMy WebLinkAbout5.257 Original Contract (2)
5.~57
AGREEMENT BETWEEN
THE
CITY OF PORT ANGELES
AND
INTERNATIONAL BROTHERHOOD
OF ELECTRICAL WORI<ERS
LOCAL #997, AFL-CIO
" ~.
.
April 1, 1999 - March 31, 2002
"
IBEW LOCAL #997
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
Page No.
ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
Section B - Recognition
Section C - Savings Clause
Section D - Non-Discrimination
1
1
2
2
ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights
Section B - Union Security
Section C - Seniority
Section D - Discipline Procedure
Section E - Labor\Management Committee
Section F - Vacancies
Section G - Notice of Changes to Work Rules
Section H - Personnel Records
Section I - Performance Reviews
Section J - Apprenticeship Program
Section K - Overnight Lodging for Travel
3
3
4
5
6
6
6
7
7
7
7
ARTICLE III - WORIGNG CONDITIONS
Section A - Hours of Work
Section B - Safety
Section C - Response Time
Section D - Meal Breaks When on Overtime
Section E - Work Stoppages
8
8
9
9
9
ARTICLE IV - COMPENSATION
Section A - Wages
Section B - Overtime Pay
Section C - Compensatory Time
Section D - High Time Pay
10
10
11
I 1
ARTICLE IV (Con't)
Page
Section E - Shift Differential
Section F - Call Back
Section G- Higher Class Pay
Section H - Tuition Reimbursement
11
12
12
12
ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Section B - Holidays
Section C - Sick Leave
Section D - Injury Subsidization
Section E - Industrial Injury
13
14
14
15
16
ARTICLE VI - HEALTH BENEFITS
Section A - Health Coverage
Section B - Life Insurance
Section C - Long Term Disability Coverage
17
17
17
ARTICLE VII - GRIEVANCE PROCEDURE
18
ARTICLE VIII - DURATION OF AGREEMENT
22
ARTICLE I - GENERAL PROVISIONS
Section A - Purpose
This Agreement, entered into by the City of Port Angeles, Washington, hereinafter
referred to as the City, and the International Brotherhood of Electrical Workers, AFL-
CIO, Local #997, hereinafter referred to as the Union, has as its purpose the setting
forth of the full and entire understanding of the parties regarding the matters set forth
herein, reached as the result of negotiations regarding wages, hours, and other terms and
conditions of employment of employees covered by this Agreement.
Section B - Recognition
The City recognizes the Union as the bargaining representative for purposes of
establishing wages, hours, and conditions of employment. The terms and conditions set
forth shall apply to regular full-time and regular part-time employees and approved
apprenticeship programs in the following classifications:
Lineman
Meterman
Equipment Operator
Groundman
Electrical Inspector
Warehouseman
Maintenance Technicrian
Serviceman
Line Foreman
Senior Meterman/]ourneyman
Head Groundman
Senior Electrical Inspector
Fleet Maintenance Mechanic
Senior Fleet Maintenance Mechanic
Commercial and Institutional Energy Analyst
Energy Analyst/Inspector
Regular full-time employees are defined as an employee in a represented classification
who is budgeted to wdrk full time (2,080 hours per year). Regular part-time employees
are defined as an em~loyee in a represented classification who is regularly budgeted as
working half time or kreater (1,040 hours per year).
The City may emPloJ temporary help in the represented classifications who may work
up to ninety (90) coJsecutive days. Such employment beyond this period shall result
in the temporary em~loyee being eligible for Union membership and the payment of
appropriate dues, aSSessments, and initiation fees, subject to the Union security
provisions of this Agreement.
This provision does not apply to work the City elects to subcontract.
-1-
Article I - General Provisions (Con't)
In the event the City establishes a new classification assigned to perform operational,
technical, or maintenance work in the Electrical Utility, the City shall notify the Union
of the new class and negotiate to establish wages for the classification.
Section C - Savings Clause
It is the intention of the parties to comply with all applicable laws and believe that all
portions of this Agreement are lawful. All of this Agreement shall be complied with
unless provisions are declared invalid or inoperative by a court of final jurisdiction. In
such event, either party may request re-negotiation of the provision(s) declared invalid.
However, any new provisions shall have no effect on the remaining provisions of this
Agreement.
Section D - Non-Discrimination
The City and the Union agree that they will not discriminate against any employee by
reason of race, creed, age, color, sex, national origin, religion, handicapped status, or
marital status.
The City and the Union agree that if discrimination should happen inadvertently that
either party will actively cooperate with the other party to resolve the situation.
Wherever notations are used in the masculine gender, they are intended to apply equally
to either gender.
-2-
ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights
The City and its management representatives shall retain all customary rights, powers,
functions, and authority normally reserved by management consistent with State law,
local ordinances, and Department rules and regulations. It is understood that the City
retains its right to manage and operate the Department except as may be limited by an
express provision of this Agreement. Management's Rights shall include but not be
limited to the following:
1. Determine the mission of the City and respective Departments, Commissions,
and Boards.
2. Set standards of service and performance standards, establish Department policy/
procedures, work rules/regulations, safety procedures, and personnel policies and
procedures.
3. Select, increase, diminish or change equipment, vehicles, machinery, etc.,
including the introduction of any and all new, improved or automated methods
or equipment.
4. The exclusive right to assign work and establish work schedules.
5. Engage in all types of personnel transactions and disciplinary proceedings in
accordance with established ordinances, resolutions, and rules, and Department
Policies and Procedures.
6. Effect a reduction in authorized positions because of a lack of work, fiscal
limitations, organizational changes, or other legitimate reason.
7. Determine the number and classification of personnel.
8. Contract out any work as determined by the City.
9. Take any action necessary to carry out its mission in an emergency.
Section B - Union Security
Employees of the Port Angeles City Light and the Equipment Services Division covered
by this Agreement who are currently members of the Union shall, as a condition of
employment, continue as members in good standing during the term of this Agreement.
-3-
Article II - Rights of Parties (Con't)
New employees hired after the effective date of this Agreement shall, as a condition of
employment, become and remain members in good standing on the thirty-first (31st)
day of employment and continuing through the term of this Agreement.
Exception: A waiver of this membership requirement will be granted to an employee,
providing the employee presents satisfactory proof to the City and the Union that the
obligation of Union membership is in conflict with the tenets of the employee's religion
and that the employee remits an amount equal to the regular initiation fee and monthly
dues to a non-religious charitable organization mutually agreed between the Union and
the employee. Failure of the parties to agree, PERC shall make the selection.
It is further understood that a probationary or temporary employee may be granted an
extension of time from the normal thirty-one (31) days to a maximum of one hundred
eighty (180) days by mutual consideration of the parties to this Agreement if such action
would be in the best interests of the employee, as determined by the Department
Director.
Section C - Seniority
The following seniority rules shall apply separately to each classification. When it is
found necessary to add new classifications to this Agreement, the City and the Union
shall meet to negotiate wages and conditions for said new classification.
Seniority in each classification shall be determined by continuous service in the
classification.
Seniority with the City shall be determined by length of continuous service with the
City.
It is understood and agreed that in all cases of promotion, the following factors shall be
considered. When and where factor (1) is relatively equal, factor (2) shall govern; and
where factors (1) and (2) are equal, factor (3) shall be used:
1. Knowledge, training, ability, physical fitness.
2. Length of employee service in classification.
3. Length of continuous service with the City.
-4-
Section II - Rights of Parties (Con't)
In cases where two (2) or more employees start to work on the same day, the date of
application for employment shall establish priority of position on the seniority list.
A seniority list shall be made and posted annually, beginning with the first day of this
Agreement. The list shall show length of service:
1. Service in present classification.
2. Continuous service with the City.
Seniority status shall terminate upon the following: Discharge, resignation, retirement,
failure to return from an approved leave of absence, layoff of more than eighteen (18)
consecutive months, or, if recalled from layoff, within fourteen (14) days from notice of
recall from layoff should the employee not return to work. Approved leaves of absence
and layoff beyond thirty (30) calendar days will not count toward the computation of
seniority.
Section D - Disciplinary Procedures
All discipline for employees covered under this Agreement shall be for just cause.
In the event of discipline (excluding verbal and written reprimand), the employee's
supervisor will provide the employee with written notice of such discipline, including
specific violations, prior to the imposition of disciplinary action, unless immediate action
is warranted.
An employee disciplined, other than verbal, has the right to have a meeting with his
Department Head to address the facts of the incident. Such a meeting must be
requested by the employee within five (5) working days of the discipline imposed by the
employee's supervisor. The meeting is to provide the employee with the opportunity to
present his side of the matter. The Department Head, after the meeting, shall either
affirm, modify, or cancel the disciplinary action.
The employee is entitled to representation at all stages of the disciplinary process.
Verbal or written reprimands are not appealable through the grievance procedure.
However, if a written reprimand is placed in the employee's personnel file, the employee
may submit a written reply for placement in the personnel file.
-5-
Section E - Labor/Management Committee
In the interest of developing mutual trust and open communications 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 Director of City Light, and others as designated by the City
Manager.
The members of this Committee for the Union shall be the shop stewards and selected
Union representatives. Attendance by any employee is permitted, as long as staffing
needs are adequately met and with advanced approval of the Department Head.
Issues which are resolved through the labor/management process, and which affect the
application or interpretation of this Agreement, shall, by mutual agreement of the
parties, be put in writing in a letter of understanding as an addendum to this Agreement.
Section F - Vacancies
When a vacancy occurs in an IBEW position, the vacancy shall be posted on bulletin
boards within the Department for a period of five (5) working days. Any eligible
applicant absent during the posting because of vacation, sick leave, or industrial injury,
or who meets the qualifications for the position, shall be given the opportunity to apply
before permanent award is made.
Applications must be made before the close of the work day on the date specified in the
posting notice. Temporary assignment to the vacant position may be made during the
application period.
Employees promoted to a new classification shall be required to serve a six-month
probationary period during which he/she is required to demonstrate hisjher ability to
perform the duties of the position to which he/she is appointed. Should the person fail
to satisfactorily perform in the new position, he/she will revert to the position held prior
to the promotion or reclassification.
Section G - Notice of Changes to Work Rules
The City agrees to notify the Union in writing of any changes to work rules/regulations
at least fourteen (14) calendar days prior to implementation. At the request of the
Union during this time period, the City agrees to discuss the proposed changes to such
work rules/regulations.
-6-
Section H - Personnel Records
The City and the Union recognize that the employee's official personnel file relative to
any personnel actions (Le., promotion, disciplinary actions, performance evaluations, pay
status, etc.) shall be kept and maintained in the Human Resources Office.
Any employee may review his personnel file in the Human Resources Office or within
the Department upon request, with reasonable notice, and may have a copy of any
information contained in the file(s).
Whenever a Department Head places information concerning the employee in the
official personnel file, a copy will be provided to the employee. If such information is
the result of disciplinary action or an unsatisfactory performance evaluation, the
employee may submit a rebuttal, which shall be made part of the employee's personnel
file. Such a response by the employee, however, shall be within thirty (30) days of
receipt of the disciplinary action or performance evaluation.
Section I - Performance Reviews
The City agrees to provide annual performance evaluations on or about the employee's
annivers.ary date, on the appropriate evaluation form.
Section J - Apprenticeship Program
The City conditionally agrees to the establishment of an apprenticeship on-the-job
training program as provided within the Washington State statutes, Chapter 49.04
RCW and Chapter 296-04 WAC. The City reserves the right to review and approve the
Washington State Apprenticeship Council guidelines prior to implementation of the
program.
Section K - Overnight Lodging for Travel
If an employee is required to travel outside the Puget Sound! Seattle area in excess of two
hours travel time to attend job-related training, the Department Head will consider the
need for overnight lodging. The intent of this procedure is to provide a safe work
environment for employees traveling over long distances, when it may be advantageous
to provide lodging rather than have the employee attend a training workshop and travel
additional hours.
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ARTICLE III ,-. WORKING CONDITIONS
Section A - Hours of Work
The work schedule and hours of work shall be established by the City and shall consist
of five (5) consecutive 8-hour days on duty with two (2) consecutive days off duty.
The Union and the City agree that a 4-10 work schedule is an option for consideration,
subject to mutual agreement between the City and the Union. If such a work schedule
is agreed upon, a written Memorandum of Understanding will be attached to the
Agreement covering any conditions.
The normal work week is Monday through Friday, with Saturday, Sunday and holidays
as scheduled days off duty.
The normal work day will run from 7 AM to 3:30 PM or 8 AM to 4:30 PM, with a 30-
minute lunch period, or 8 AM to 5 PM with a 60-minute lunch period, scheduled by the
supervisor at approximately mid-point in the work day.
When, in a non-emergency situation, it becomes necessary to schedule work shifts with
work hours other than the normal working day, the City shall notify affected employees
of such a work shift at least seven (7) days in advance of the scheduled shift change.
When a shift change as noted above is necessary, the City may establish special 8-hour
shifts on a straight time basis and pay shift differential per the applicable provision of
this Agreement. Such shifts shall be set for a minimum of five (5) days' duration.
An employee shall not work for more than twelve (12) consecutive hours (including meal
breal<s) without a rest period of no less than eight (8) consecutive hours before returning
to duty, without the express authorization of the supervisor.
Section B - Safety
The electrical safety rules of the Department of Labor and Industries of the State of
Washington, or any amendments thereto, is hereby adopted and incorporated as a part
of this Agreement, as if fully set forth herein. If the Washington State Safety Code does
not cover a situation, the national Safety Code will be used. The Line Foreman will be
responsible for the safety of his crews.
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Section C - Response Time
Employees hired after April 1, 1985, performing field operations in City Light, and
Service Garage mechanics shall reside within thirty (30) minutes response time from the
shop. Travel time is determined using normal driving conditions.
Section D - Meal Breaks When on Overtime Assignment
An employee will not be required to work more than six (6) consecutive hours without
a meal break. The supervisor shall determine the time for such a meal period, which
shall be non-paid time and shall be for 30 minutes in length. During an overtime
assignment in which the employee is entitled to a meal period as defined above, the City
will pay the cost of the meals based on City policy (IRS rate). Meal time shall be as
follows: Breakfast, 3 AM to 9 AM; Lunch, 9 AM to 3 PM; Dinner, 3 PM to 3 AM.
An employee is responsible for his/her own meal if overtime is scheduled in advance.
In the event an employee working overtime will complete the work within a reasonable
period of time after the six (6) hours qualifying for a meal period, in the judgment of the
supervisor, the project may be completed without the meal break and the employee will
be entitled to the cash payment for the meal, based upon the above meal rates.
Section E - Work Stoppages
During the term of this Agreement, employees shall not engage in any work actions,
induding a strike, work slow down, sick-out, or any interference with the efficient
operation of the Light Department or Service Garage.
It is further understood that employees who engage in any such actions as noted above
shall be subject to disciplinary action as may be determined by the City.
Employees who refuse to cross legal picket lines, except where the public safety and
welfare are in jeopardy, will not be in violation of this Section.
The City will not engage in a lock-out of employees during the term of this Agreement.
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ARTICLE IV - COMPENSATION
Section A - Wages
Effective April 1 , 1999, the City will provide a cost-of-living increase equal to 2.43% to
all classifications in the bargaining unit. In addition, a market increase of 4.4 7% (6.9%
total) will be applied to the Light Operations classifications, per the salary schedule
attached for 1999.
The COLA for April 1, 2000 and April 1,2001 will be equal to 90% of the Seattle-
Bremerton Consumer Price "W" Index, published in February each year.
The parties further agree to establish a list of comparable cities to use for wage survey
purposes for the classifications of Fleet Mechanic and Senior Fleet Mechanic. These
cities are Aberdeen, Lacey, Oak Harbor, Wenatchee, Mt. Vernon, Pasco, and Marysville.
Section B - Overtime Pay
1. Overtime hours are those hours which the employee is assigned to work in excess
of forty (40) compensable hours in the work week or eight (8) or ten (10) hours
in the work day, depending on the work schedule.
2. Overtime hours worked shall1?e paid at the rate of double the employee's current
rate of pay.
3. If an employee is called back to work in an overtime situation 4 hours or more
before their shift, and the work extends into the regular shift, the employee
remains on overtime while they are working, until an 8-hour rest period is
provided.
4. If an employee works on a holiday, the employee shall receive pay at the overtime
rate for those hours worked on the holiday.
5. Overtime pay shall not be compounded with any other forms of compensation
paid to the employee.
6. Overtime work is a condition of emplOYment, when called upon to meet the
operational needs of the Department. However, the Department shall attempt
to assign overtime in a fair and equitable manner whenever possible.
-10-
Article IV - Compensation (Con't)
Section C - Compensatory Time Off
An employee assigned to work overtime may, at the option of the employee, receive cash
or compensatory time off for such overtime hours worked. Compensatory time shall be
earned at the rate of double time for each hour worked, calculated to the nearest 30
minutes. The maximum compensatory time accrual is eighty (80) hours.
Compensatory time taken off shall be scheduled by advanced supervisory approval and
such time off will not be permitted if it results in an overtime situation or affects the
operations of a crew because of manpower shortage.
All overtime worked in excess of the eighty (80) compensatory hours shall be paid in
cash at the overtime rate of pay.
Compensatory Time for Travel
If an employee is required to attend mandatory training and driving time extends beyond
the normal work day, such time shall be paid in the form of compensatory time at the
rate of straight time and credited to the employee's compensatory time bank accrual, per
procedure noted above.
Travel time for non-mandatory training shall not be compensable.
Section D - High Time Pay
All employees who work eighty (80) feet above ground, or higher, shall be paid at the
rate of double time while working at such height. This rule does not apply when
employees are working on the roofs of buildings where no exceptional hazards exist.
Section E - Shift Differential
The City agrees to pay shift differential of $0.40 per hour, for employees covered by this
Agreement if the work shift assigned is other than the normal work shift defined under
Hours of Work, Article III, Section A.
-11-
Article IV - Compensation (Con't)
Section F - Call Back
An employee called back to work, on other than his normal work schedule, shall be
compensated a minimum of two (2) hours at the overtime rate of pay (Le., double time).
Hours worked beyond the two-hour minimum shall continue to be paid at the overtime
rate until relieved of duty or the employee's regular shift begins.
Section G - Higher Class Pay
When an employee is temporarily assigned to work in a higher classification, the
employee shall receive the current rate of pay of the first step of the higher classification
for the duration of the assignment. If the first step of the higher rate of pay is the same
as or lower than the employee's current rate of pay, then he will receive the next higher
pay step of the temporarily assigned position.
Section H - Tuition Reimbursement
Any member covered by this Agreement is entitled to 80% reimbursement for tuition
and books costs for any course directly related to his job, provided the member has
gained the approval of the light Director prior to registration for the class of instruction.
All members requesting reimbursement for tuition and books will be expected to meet
the minimum standards for taking the course and must complete the course with a
passing grade or notification of course completion.
-12-
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
Maximum
Accrual Hours
1 - 5 continuous years
of City service
88
11
176
6 - 10 continuous years
of City service
128
16
256
II - IS continuous years
of City service
168
21
336
16 - 20 continuous years
of City service
208
26
416
21 and over continuous years
of City service
248
31
496
Vacation may be taken only after completion of the 6-month probationary period.
Thereafter, vacation credit earned may be taken upon proper authorization, per
Department procedures. A request for such leave shall be made in advance and is subject
to approval of the Department Head. The maximum accrual of vacation leave is twice
the employee's annual accrual rate (refer to preceding chart). Employees shall be paid
for unused vacation leave at their base hourly rate (Le., straight time) upon leaving City
service, except for terminations during the employee's initial probationary period.
An employee may request an extension of the vacation accrual maximum by submitting
a written request to the Department Head. The request shall provide justification for
the request and a reasonable time in which the accrual will be brought down below the
maximum limit. It is understood that an extension will not be authorized to increase
vacation payoff, if leaving the City.
-13-
Section B - Holidays
The following holidays will be observed during the term of this Agreement:
New Year's Day
Washington's Birthday
Memorial Day
Christmas Day
Two Floating Holidays
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving Day
The two floating holidays may be taken in 8-hour increments, subject to Supervisor
approval.
Whenever the above-named holidays (excluding floating holidays) fall on a Sunday, the
following Monday shall be observed as the holiday; when the holiday falls on a Saturday,
the preceding Friday shall be observed as the holiday.
Section C - Sick Leave
Purpose
The use of sick leave benefits is considered a privilege and not a right, and may only be
used in the event of actual illness or disability to the employee or family members as
provided for in this Agreement.
Sick Leave Accrual
Sick leave shall accrue at the rate of 8 hours per month for all regular full-time employees
covered by this Agreement. The accrual of sicl( leave shall be unlimited, however, payoff
shall be limited to 120 days (960 hours).
Notification Requirements
An employee requesting sick leave usage must provide the proper notice as established
by the Department Head. When the Department Head has reasonable cause to believe
an employee has misused his/her sick leave benefits, the employee may be required to
provide proof of illness from a medical doctor. Any misuse of sick leave shall be
considered cause for disciplinary action.
-14-
Article V - Paid Leave Time (Con't)
Use of Sick Leave
Sick leave may be used for the following:
1. Illness or injury to the employee, on or off the job, resulting in an inability of the
employee to perform his/her work.
2. Sick leave may be used, with advance approval of the supervisor or Department
Head, to care for members of his/her immediate family, or for funeral leave. Use
of sick leave for funeral leave or family care is limited to three (3) days per
incident unless additional time is approved by the Department Head.
For purposes of sick leave usage, immediate family member includes spouse,
children, parents, grandparents, step-children, brothers, sisters, and other
dependent relatives or legally adopted children.
Sick leave for family members is limited to care which is medically necessary, with
verification required from the attending physician, if requested by the supervisor,
to verify proper sick leave usage.
3. Maternity Leave and Family Leave shall be pursuant to City Policy Section 7.05
and 7.06.
4. Sick Leave Benefit
If the employee has ten (10) or more years of service with the City, twenty-five
(25) percent of the value of the employee's accumulated sick leave will be paid
upon regular retirement or death.
,
Section D - Injury Subsidization - Applies only to Light Operations and Mechanic
classifications
Any regular employee having six (6) months continuous service with the City who is
injured on the job and is unable to return to work, shall be compensated by the City an
amount equal to the difference between the employee's regular salary and those moneys
paid through the City's Worker's Compensation Plan. However, the combination of the
two shall not exceed the employee's regular salary. The first three days of time loss shall
-15-
Article V - Paid Leave Time (Con't)
be charged to sick leave. Time loss thereafter, up to ninety (90) days, shall be paid by
the City at the employee's regular salary. This section shall apply only to full 8-hour
days or longer periods of time lost. It shall not apply to sporadic periods of disability or
medical appointments of less than a full day.
Section E - Industrial Injury
When an employee is injured on the job and there is time loss, the employee shall go on
the City's Industrial Insurance program and draw Worker's Compensation time loss
benefits, which is equal to the State of W ashington's Worker's Compensation Plan. For
employees with less than six (6) months City service who qualify, that portion of sick
leave paid shall be deducted from accumulated sick leave.
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ARTICLE VI - HEALTH BENEFITS
Section A - Health Coverage
During the term of this Agreement, the City agrees to provide family medical coverage
under the Awe Plan "B". Specific areas identified below will be made equal to Plan "A"
through reimbursement of co-payments (see attachment B for Plan A and Plan B
comparison). These areas include:
. Hospital in-patient and out-patient
. Newborn care
. In-patient rehabilitation services
. In-patient mental health
. Ambulance charges
. Chiropractic services - reimbursed once per year
. Organ transplants
The City agrees to provide family dental and vision coverage for the term of this
Agreement. The dental coverage is through the self-insured plan of the City, and the
vision benefits is the $25 deductible plan offered through A WC.
The City reserves the right to select carriers for health benefits as long as the benefits are
not reduced.
The terms and conditions of such health benefits, eligibility requirements, plan benefits
and limitations are provided in the Plan summary, provided to each employee.
Section B - Term Life Insurance:
The City agrees to provide term life insurance for regular full-time employees, equal to
one times annual salary with a maximum of $50,000, rounded to the nearest thousand.
Additional optional life insurance is available, paid for by the employee through payroll
deduction.
Section C - Long-Term Disability Coverage:
The City agrees to provide long-term disability coverage for regular full-time employees.
-17 -
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 meanings:
Grievance: A complaint by an employee concerning the interpretation or application of
this Agreement. A grievance may be filed when the employee believes an injustice has
been done because of unfair application of a City policy or an alleged violation of any
term or condition of this Agreement.
Dav: Calendar day, exclusive of Saturday, Sunday, and legal holidays.
Emplovee: A regular full-time or regular part-time employee covered by this Agreement.
Immediate Supervisor: The Division Manager who assigns, reviews, or directs the work of
an employee.
Representative: 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 or State and/or Federal Safety Regulations.
2. Work performance evaluations, except where disciplinary actions occur.
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Article VII - Grievance Procedure (Con't)
3. Grievances filed after twenty (20) days from the conclusion of the Labor/
Management Committee discussion of the issue.
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. A party to the grievance shall have the right to record a formal grievance meeting
at the expense of the requesting party.
2. An employee may have representatives present at all steps of the grievance
procedure.
3. Reasonable time in processing a grievance will be allowed during regular working
hours for the shop steward, with advanced supervisory approval.
4. Only a person(s) selected by the 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.
5. Nothing within this grievance procedure shall be construed as limiting the right
of management to manage the affairs of the City.
6. Grievances of an identical nature, involving an alleged violation of the same
Article, Section, etc., concerning the same subject matter, may be consolidated.
-19-
Article VII - Grievance Procedure (Con't)
7. The Union, as an organization, may file a grievance alleging that the City has
violated specific rights afforded the organization in the Agreement. Such
grievance shall be filed directly at the Department Head level.
Section F - Labor Management Committee
If an employee or the Union has a dispute which has not been resolved through
discussion within the Department, the matter shall be brought before the next Labor/
Management Committee following the occurrence or knowledge of the occurrence for
discussion in an effort to resolve the issue. Such discussion shall precede the affected
employee or the Union utilizing the formal grievance procedures. If the issue(s) in
dispute is not resolved through this informal process and the matter is a valid grievance,
the formal grievance procedures may be used.
Section G - Formal Grievance Procedure
Step I - 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 City grievance form or similar form from the Union, 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.
Step 2 - City Manager
If the employee is not satisfied with the decision of the Department Head, he/she may
appeal the decision to the City Manager within ten (10) days from receipt of the
Department Head's decision.
-20-
Article VII - Grievance Procedure (Con't)
The City Manager or his designee will hold a meeting with the concerned parties within
ten (10) days of receipt of the grievance or a mutually agreeable time, with all supporting
documents, the Department Head's response, and the remedy requested, and issue a
written decision within ten (10) work days after the close of the meeting.
Step 3 - Binding Arbitration
If the employee is not satisfied with the decision of the City Manager or designee, the
employee may submit the grievance to binding arbitration, by written request to the City
Manager within ten (10) days of receipt of the City Manager's decision.
If the grievance is submitted to binding arbitration, the grievant, or his/her
representative, and the City's representative shall, within ten (10) days of receipt of the
grievant's request, set a date for a meeting to:
1. Agree to any stipulations.
2. Attempt to agree upon an issue statement.
3. Jointly request from the American Arbitration Association, Federal Mediation and
Conciliation Service, or other mutually agreed upon source, a list of five (5)
arbitrators, and upon receipt of this list, the parties will toss a coin to see who
strikes the first name, and then each shall alternately strike a name, to arrive at
an arbitrator who will hear the grievance. The parties may, however, mutually
agree to an arbitrator without using the above arbitration selection process, or
may request another list of arbitrators if both parties are not satisfied with the
initial list of arbitrators.
The parties agree that the grievance shall be heard before the arbitrator selected at the
earliest possible date. The decision of the arbitrator shall be final and binding upon the
parties. The arbitrator shall not have the ability to alter, amend, or modify any portion
of the Labor Agreement, City policies, or regulations.
The cost of the arbitration process shall be shared equally between the parties. Any cost
or fees related to the presentation of the case for each respective party shall be the
responsibility of that party and shall not be shared as part of the arbitrator's expenses.
-21-
ARTICLE VIII - DURATION OF AGREEMENT
This Agreement shall be effective April 1, 1999, and shall continue in full force and
effect to and including March 31, 2002. Should either party desire to modify or
terminate this Agreement, it shall serve written notice upon the other party at least sixty
(60) days prior to the expiration of this Agreement.
IN WITNESS WHEREOF, we attach our signatures this 3rd
1999.
day of August,
CITY OF PORT ANGELES
IBEW, LOCAL #997
Q~~~>
Gary ~raun~ayor
,
eI'I'Y 0 a
V N otiafmg Team Member
,):/JL~.L [UL-
George Drake
Negotiating Team Member
Mike Quinn,
City Manager
~~
Robert Coons
Human Resources Manager
~~
Dennis McBride
Negotiating Team Member
(;lc{/4:J d'
Dave O'Donnell
Negotiation Team Member
-22-
IBEW #997 SALARY SCHEDULE
1999 - 2000
(Effective 04/0 1/99)
243% COlA + 447% rrunket
survey for Lineman classes
Occupation Percent
Code Classification of Lineman Hourly Rate
4000 Line Foreman 112.5% $ 28.49
4001 Lineman 100% $ 25.32
4002 Apprentice Lineman! Step 1 75% $ 18.99
Meterman Step 2 78% $ 19.75
Step 3 81 % $ 20.51
Step 4 84% $ 21.27
Step 5 90% $ 22.79
Step 6 95% $ 24.05
4003 Equipment Operator 89.5% $ 22.66
4004 Head Groundman 82.5% $ 20.89
4005 Groundman 69% $17.47
4006 Electrical Inspector 100% $ 25.32
4007 Sr. Meterman!Journey 105% $ 26.59
4008 Meterman 100% $ 25.32
4009 Warehouseman 87% $ 22.03
4101 Fleet Maintenance Mechanic $ 19.66
4011 Sf. Fleet Maint. Mechanic $ 20.83
4012 Maintenance Technician 100% $ 25.32
4013 Sr. Electrical Inspector 105% $ 26.59
4021 Serviceman 105% $ 26.59
Bi- Weekly and Monthly Rates
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
4015 Energy Analyst/Insp.
1,156.50 1,192.78 1,227.33 1,266.00 1,303.45 1,342.69 1,381.34
2,506 2,584 2,659 2,743 2,824 2,909 2,993
4019 Commercial and Instit.
Energy Analyst
1,424.09 1,466.82 1,510.16 1,554.06 1,595.63 1,640.15 1,689.35
3,086 3,178 3,272 3,367 3,457 3,554 3,660
Note: Monthly salaries are approximate and are displayed for informational purposes only. The official
salaries are calculated on bi-weekly rates.
ibew.sal
Association of Washington Cities Employee Benefit Trust
Attachment B
1997 Medical Plan Comparison
I
Annual Deduc.tible
Max. Annual Out-of-Pocket E)(p./lndividu~1
*
Hospital
Outpatient
Inpatient
Maternity Care :
I
*
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
$SO/individual; $lS0/family
For major medical benefits only.
$100/individual; $300/family
All benefits payable after deductible is met.
$42S/person; $1,21S/family
$41S/person; $1,42S/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%
80% to a max. of 30 days per dl,:mJ"". ,,_at.
Paid in full to max. of 30 days per condit'
80% to age 1; subject to deductible.
80% to age 1; 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 $l,OOO/year.
I
AWClWPS Plan B
Not covered under medical plan. Paid in full-
fUFldiAg provided by Wellness PrOgcanL
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 $l,OOO/year.
Home Health Care J
100% to 130 visitslyear.
100% to 130 visits/year.
Hospice Care :
100% to $10,000 or 6 months max.
100% to $10,000 or 6 months max.
Prescription Drugs I
$7 copay-brandname; $4 copay-generic.
$7 copay-brandname; $4 copay-generic.
*
,
Organ Transplants ,
Paid in full to $200,000 per organ
lifetime max.
80% until max. out-of-pocket expense, then
paid In full to $200,000 per organ.
~
Chiropractic ,
*
$20/call; 20 calls per year; $100 for x-rays.
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).
NOTE: This :Ileal Plan Comparison- Is presented In summary form and should be
rate Inform_ .oJn on the conditions, exclusions, limitations anc;l cove~ag.: benefits.
Paid in full to $200 per calendar year
80%
80%
80%
Not covered.
.
75% to $500 lifetime max.; prescriptions for
I '
nicotine withdrawal covered under drug
program (90 day limit).
for general purposes only. Please consult the contra,:ts. for complete
accu-