HomeMy WebLinkAbout5.254 Original Contract
CITY OF PORT ANGELES
321 EAST FIFTH ST , POBOX 1150 PORT ANGELES, WASHINGTON 98362
PHONE (206) 457-0411
COLLECTIVE BARGAINING AGREEMENT
BETWEEN
THE CITY OF PORT ANGELES AND
AFSCME LOCAL #1619
January 1, 1994 - December 31, 1995
AFSCME LOCAL #1619
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
PAGE
ARTICLE I - GENERAL PROVISIONS
Section A - Entire Agreement
1
B - Acknowledgements
1
C - Recognition. .
1
D - Savings Clause
2
E - Non-Discrimination
2
ARTICLE II - RIGHTS OF PARTIES
Section A - Management's Rights.
3
B - Employee Rights.
3
C - Union Security .
4
D - Labor-Management Committee .
5
E - Negotiating Committee.
F - Payroll Deductions . .
5
5
G - Notice of Work Rule Changes.
6
H - Personnel Records.
6
I - Vacancies. . . . .
6
J - Promotions/Transfers
7
K - Disciplinary Procedures. . .
8
L - Union Presence During Orientation
of New Employees . . . . . . . 9
ARTICLE III - WORKING CONDITIONS
Section A - Hours of Work.
10
B - Meal periods .
10
C - Shift Changes.
10
D - Work Stoppages
11
E - Layoff Procedures.
12
ARTICLE IV - COMPENSATION
section A - Wages. . . . . . . . . . .
B - Longevity Pay. ....
C - Night Shift Differential . . .
D - Overtime Compensation.
E - Call-Back Pay. . . . . . . . . . . .
F - On-Call Pay. ... . . .
G - Compensatory Time. . . .. ...
H - Temporary Assignments. . . .
I - Higher Class Pay ........
J - certifications . . . . . . . . .
K - Tuition Reimbursement. ...
L - Benefits for Temporary Employees
ARTICLE V - PAID LEAVE TIME
section A - Vacation .
B - sick Leave
C - Holidays .
PAGE
15
15
15
15
16
16
16
17
17
17
17
18
19
20
22
ARTICLE VI - HEALTH BENEFITS. . . . . . . . . . . .. 24
ARTICLE VII - GRIEVANCE PROCEDURE . . . . . . . . .. 25
ARTICLE VIII - DURATION OF AGREEMENT. . . . . . . .. 39
ARTICLE I - GENERAL PROVISIONS
Section A - Entire Aqreement
The Agreement expressed herein in writing constitutes the entire
Agreement between the parties, and no oral statement shall add to
or supersede any of its provisions.
section B - Acknowledqements
The parties acknowledge that each has had the unlimited right and
opportuni ty to make demands and proposals with respect to any
matter deemed a proper subj ect for collective bargaining. The
resul ts of the exercise of that right are set forth in this
Agreement. Therefore, except as otherwise provided in this
Agreement, each voluntarily and unqualifiedly agrees to waive the
right to oblige the other party to bargain with respect to any
subject or matter not specifically referred to or covered in this
Agreement.
section C - Recoqnition
The City agrees to recognize the Union as the sole collective
bargaining agent for all regular full-time, regular part-time, and
temporary employees who work at least 1/6th time, and excludes work
study and college intern programs, except employees of the Police
and Fire Departments, Equipment Services Division, and the
employees excluded pursuant to RCW 41.56.122 and 41.56.030.
A. position Types Defined. A description of types of
positions employed with the bargaining unit of this
Agreement are defined as follows:
Regular Employee - a person employed by the City in a
capaci ty which is on-going and for which no specific
termination point has been established and who has
successfully completed his/her six (6) months'
probationary period.
Temporary Employee - a person employed by the City on a
seasonal, cyclic, or short-term basis to accomplish a
short-term project, or hired to relieve an employee on
leave, or to assist during an unusually high work load
and where the job has an end in sight. These jobs will
not ,last more than twelve (12 ) consecutive months, unless
a mutual agreement is reached to extend the time period.
Probationary Employee - an employee working a test period
of six (6) months during which he/she is required to
demonstrate his/her abilities to perform the duties of
the position to which he/she is appointed by actual
performance of these duties. Newly-hired probationary
employees may be discharged for cause during this period,
without recourse to the grievance procedure, Article VII.
Probationary periods shall also apply to employees
laterally transferred or promoted to a new classification
in accordance with Article II, section J. Both regular
and temporary employees may be employed on a full-time or
part-time basis, therefore:
Full-Time, Emplovee - a person employed by the City whose
average work week is 40 hours.
Part-Time Emplovee - a person employed by the City whose
average work week is less than 40 hours.
Prior to employment of employees for the summer youth employment
program for 1989, the parties agree to develop guidelines in
establishing employment to assist college-bound students.
Summer youth employees hired during the summer youth employment
program will not be eligible for or considered for promotional
opportunities.
section D - Savings Clause
It is the intent of the parties to this Agreement to comply with
all applicable laws and believe that all portions of this Agreement
are lawful. All of this Agreement shall be complied with unless
any such provision shall be declared invalid or inoperative by a
court of final jurisdiction. In such event, either party may
request renegotiation of the provision(s) declared invalid. The
unaffected portions of the Agreement shall remain in full force and
effect for the duration of the Agreement. However, any new
provisions shall have no effect on the remaining provisions of this
Agreement.
section E - Non-Discrimination
The City and the Union agree that they will not discriminate
against any employee by reason of race, creed, age, color, sex,
national origin, religion, handicapped status, marital status, or
membership or non-membership in the Union.
Wherever notations are used in the masculine gender, they are
intended to apply equally to either gender.
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ARTICLE II - RIGHTS OF PARTIES
section A - Manaqement's Rights
The City and its management representative shall retain all
customary rights, powers, functions, and authority normally
reserved by management consistent with state law, local ordinance,
and Department rules and regulations, and shall include but not be
limited to the following:
1. Determine the mission of the city and respective
Departments, commissions, and boards.
2.
Set standards of service
establish Department
rules/regulations, safety
policies and procedures.
and performance standards,
policy/procedures, work
procedures, and personnel
3. Select, increase, diminish or change equipment, vehicles,
machinery, etc., including the introduction of any and
all new, improved or automated methods or equipment.
4. Assign work and establish work schedules.
5. Engage in all types of personnel transactions and
disciplinary proceedings in accordance with established
ordinances and rules, and Department Policies and
Procedures.
6. Effect a reduction in authorized positions because of a
lack of work, fiscal limitations, organizational changes,
or other legitimate reason.
7. Determine the number and classification of personnel.
8. Take any action necessary to carry out its mission in an
emergency.
Section B - Emplovee Riqhts
The Rights of Management may be limited and/or restricted by
provisions of this labor Agreement, Federal law, state law, or an
appropriate jUdicial authority.
1. All changes, modifications, or additions to written City
policies, work rules, or regulations shall be posted for
a minimum of thirty (30) calendar days.
2. All written City policies, work rules, or regulations
will be uniformly applied.
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3. Employees shall have the right to participate in
opportunities for career development through such avenues
as orientations, training seminars, and related
activities. Additionally, continuing education for all
employees is encouraged.
4. No undisclosed audio or video recordings shall be made of
any employee on the job covered by this contract without
the written consent of the employee, except in criminal
investigation matters involving law enforcement agencies.
5. No employee will be required by the City to submit to a
polygraph test or personality test as a condition of
continued employment.
Section C - union Security
It shall be a condition of employment that all present employees of
the City covered by this Agreement who are members of the Union, or
choose to become members, in good standing on or after the
effective date of this Agreement, shall remain members in good
standing. It shall also be a condition of employment that all
employees covered by this Agreement who are hired on or after the
effective date of this Agreement, shall remain members in good
standing. It shall also be a condition of employment that all
employees covered by this Agreement who are hired on or after its
effective date shall, on the first pay period after submittal of
dues authorization to Payroll, become and remain members in good
standing in the Union. For the purposes of this Section, the
execution date of this Agreement shall be considered as its
effective date.
The City agrees not to keep in its employ in the classification
listed herein anyone whose membership in the Union has been
terminated because of failure to tender periodic dues or initiation
fees uniformly required as a condition of acquiring or retaining
membership in the Union.
All new employees failing or refusing to secure membership in the
Union shall, as herein-above provided, upon written demand of the
Union, be released from the employ of the city.
If an employee objects to joining the Union, based on bona fide
religious tenets, the employee shall pay an amount of money
equivalent to initiation fees and Union dues to a non-religious
charitable organization mutually agreed upon by the employee and
the Union. The employee shall furnish written proof to the Union
that such payment has been made. If the employee and,the Union do
not reach agreement on the organization, the Public Employment
Relations Commission shall designate the charitable organization.
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It is understood and agreed that this clause on "Recognition" does
not require the City to violate any Federal or state law against
discrimination in the hiring and firing of personnel and the Union
agrees to indemnify' the City for any loss the City may suffer from
a charge of discrimination in carrying out its obligations under
this clause.
section D - Labor-Manaqement Committee
In the interest of mutual trust and open communication between the
parties and to i~prove employee/employer relations, the parties
agree to establish a Labor/Management Committee to meet at times as
mutually agreed upon. Prior to meeting, each party will submit an
agenda of items to be discussed.
The members of this Committee for the City shall be the City
Manager, Human Resources Manager, Public Works Director, Planning
Director, City Light Director, Director of Finance, and Parks and
Recreation Director, and others as designated by the City Manager.
The members of this Committee for the Union shall be the Union
business agent, Union officers and shop stewards. Attendance by
any employee is permitted as long as staffing needs are adequately
met and with advanced approval of the Department Head.
section E - Neqotiatinq Committee
The Union Negotiating Committee shall consist of four (4)
employees, chosen by its members, who are regularly employed by the
City, and the designated representative of the Union's Council #2.
section F - Payroll Deductions
1 Deductions: It is agreed that the City shall permit
payroll deductions for Union dues or other memberships,
properly requested through payroll deduction
authorization procedures established by the City, on a
bi-weekly or monthly basis. Additional requests are
sUbject to any data processing limitations for space.
Remittance of the aggregate amount of all such Union-
related deductions made from employees' salaries shall be
made to the Union within procedures established by the
City, normally within one week after the City pay day.
2. Indemnification Clause: The Union agrees to indemnify
and hold the City harmless from any errors or omissions
which may arise as a result of the application of this
provision. Such errors or omissions will be corrected
for the next payroll period in which such withholdings
occur.
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Section G - Notice of Work Rule Chanqes
The city agrees to notify the Union in writing of any changes to
work rules/regulations at least ten (10) working days prior to
implementation. At the request of the Union during this time
period, the City agrees to discuss the proposed changes to such
work rules/regulations, prior to implementation.
Section H - Personnel Records
The City and the Union recognize that the employees' official
personnel file relative to any personnel actions (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.
Any employee may review his personnel file in the Human Resources
Office or within the Department upon request, with reasonable
notice, and may have a copy of any information contained in the
file(s).
Whenever a Department Head places information concerning the
employee in the official personnel file, a copy will be provided to
the employee. If such information is the result of disciplinary
action or an unsatisfactory performance evaluation, the employee
may submit a rebuttal which shall be made part of the employee's
personnel file. Such a response, however, by the employee shall be
within thirty (30) calendar days of receipt of the disciplinary
action or performance evaluation and be of reasonable length.
Section I - Vacancies.
1. A vacant position shall be filled within thirty (30)
calendar days, provided a qualified person is available,
unless the Union and the city mutually agree to extend
the thirty (30) calendar day limit. When a regular
position is no longer required, the city will announce
the abolishment of the position by notifying'the Union in
writing.
2. All newly created jobs or vacated jobs to be filled shall
be posted for a minimum of five (5) working days, except
under emergency conditions.
3. All job postings shall state the job description, the
necessary qualifications and to whom application for the
position must be made.
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4. All job postings shall be on a suitable bulletin board in
each city Department covered by this Agreement. The
bulletin boards may also be used by the Union for
official union business.
5. Individuals who worked as temporary/seasonal employees
for the City, in classifications represented by Local
#1619, shall be eligible to compete as internal
applicants for vacancies. Temporary/seasonal employee's
eligibility as internal applicants shall be limited to 12
months from their last date of employment with the City.
Any temporary/seasonal employee discharged or who has an
unsatisfactory exit performance evaluation shall not be
eligible for rehire or compete as an internal applicant.
Section J - Promotions/Transfers.
Promotions.
In the event of a vacant position covered by this Agreement,
the City shall give first consideration to qualified internal
applicants for promotion before external recruitment.
Internal consideration shall mean that qualified employees
will be given an interview and consideration for appointment
prior to external posting and recrui tment. In review of
internal candidates, the City will consider the following:
1. Qualifying experience and ability related to the position
that the person is applying for, within or outside City
employment.
2. Education and training related to the position that the
person is applying for, within or outside City
employment.
3. Supervisory experience, if applicable, within or outside
City employment.
4. Performance evaluations and work performance.
An employee promoted into a higher classification will be
required to serve a six-month probationary period to
demonstrate his/her ability to perform the duties and
responsibilities of the higher classification. In the event
an employee fails to complete the probationary period,
excluding termination for cause, the employee shall be placed
into his/her classification held prior to the promotion, at
the same salary step the employee received before the
promotion.
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The Union recognizes that failure to complete the probationary
period may result in a layoff or termination of an employee to
accommodate the return of an employee to his/her previous
position.
Evaluation of the above considerations made by the city will
be performed by the Human Resources Office and the affected
Department Head, together with review of the employee's prior
performance evaluations, safety, and attendance records.
Transfers.
For purposes of this Agreement, a transfer is when an employee
in a position in one classification transfers to another
position in the same classification.
In the event an employee is interested in a transfer, the
employee shall submit a transfer request to the affected
Department Head(s). If the employee meets the qualifications
for the position in question, and the affected Department
Head(s) agree to the transfer, a Personnel Action Form will be
processed to initiate the action. The transferred employee
shall remain at the salary range and step held prior to the
transfer, without adjustment of the anniversary date for the
employee's step increase.
An employee transferring to another position within the same
classification will not be required to serve a probationary
period.
Section K - Disciplinary Procedures.
1. All discipline for employees covered under this Agreement
shall be for just cause.
2. In the event of discipline (excluding verbal and written
reprimand), the employee's supervisor will provide the
employee with written notice of such discipline,
including specific violations, prior to the imposition of
disciplinary action, unless immediate action is
warranted.
3. An employee disciplined, other than verbal, has the right
to have a meeting with his/her Department Head to address
the facts of the incident. Such a meeting must be
requested by the employee within five (5) working days
after having knowledge of the discipline imposed by the
employee's supervisor. The meeting is to provide the
employee with the opportunity to present his/her side of
the matter. The Department Head, after the meeting,
shall either affirm, modify, or cancel the disciplinary
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action. In instances of written reprimands, the employee
may appeal such actions to the City Manager.
4. The employee is entitled to representation at all stages
of the disciplinary process, including the meeting with
the Department Head.
5. Verbal or written reprimands are not appealable to the
grievance procedure. However, if a written reprimand is
placed in the employee's personnel file, the employee may
submit a written reply for placement in the personnel
file.
6. At the request of the employee, written reprimands, other
than personal liability issues (i.e., accident reports),
or more severe forms of disciplinary actions will be
pulled from the personnel file after eighteen (18) months
if there is not a recurrence of any disciplinary action.
Section L - union Presence Durinq Orientation of New Employees
A union representative will be allowed adequate opportunity to
address new employees during the Human Resources Office orientation
process. The Human Resources Office shall provide a list of all
new employees, their classification, and hire date to the local
union president on a monthly basis.
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ARTICLE III - WORKING CONDITIONS
section A - Hours of Work and Work Days
For employees covered by this Agreement, the normal hours of work
shall consist of:
Work Week - The normal work week for regular full-time
employees shall be 40 working hours, consisting of five (5)
consecutive days on duty and two (2) days off, except where
employees are working a 10 4 work schedule. Other
alternative work schedules may be established by mutual
agreement. Regular part-time employees shall work hours as
assigned and the individual work week may vary.
Work Day The normal work day consists of eight (8)
consecutive working hours in a twenty-four (24) hour period.
The work shift shall be determined by the city.
section B - Meal Periods
Employees shall have as part of their regular work shift, a 30 or
GO-minute non-paid meal period, as scheduled by the Supervisor. If
an employee works overtime, a paid meal period of 30 minutes shall
be provided if such work period extends to four (4) hours or more.
Overtime meal periods shall be established by the supervisor and
the city shall reimburse the employee for meals according to the
City Personnel Policy and Procedures Manual.
section C - Shift Chanqes
1. The City may, at its discretion, change an employee's
work shift. In the event of a shift change, the city
shall provide a minimum of ten (10) calendar days advance
notice to the employees affected. However, such advance
notice is not required in an emergency situation, as
declared by the Department Head. An emergency is defined
as an unanticipated event or occurrence.
2. The City shall not pay overtime to employees resulting
from a scheduled shift change.
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Section D - Work Stoppages
1. The city and the Union agree that the public interest
requires the efficient and uninterrupted performance of
all City services, and to this end, pledge their best
efforts to avoid or eliminate any conduct contrary to
this objective. During the life of the Agreement, the
Union, its officials and representatives, shall not cause
or condone any work stoppage, strike, slowdown or other
interference with City functions by employees under this
Agreement, and should same occur, the Union agrees to
take appropriate steps to end such interference.
Employees shall not cause or engage in any work stoppage,
strike, slowdown or other interference with City
functions for the term of this Agreement. Any work
stoppage, strike, slowdown or other interference with
City functions by employees under this Agreement shall
constitute just cause for discharge or other disciplinary
action, in accordance with Article II, section A,
Management Rights. All wages and benefits of those
engaging in the work stoppage shall terminate immediately
upon the start of any work stoppage or interference.
2. Unauthorized Stoppages. In the event, however, that
there is a work stoppage or any other interference with
City functions which is not authorized by the Union, the
City agrees that there shall be no liability on the part
of the Union, its officers or representatives, provided
that in the event of such unauthorized action they first
meet the fOllowing conditions:
a. within not more than twenty-four (24) hours after
the occurrence of any such unauthorized action, the
Union shall publicly disavow the same by posting a
notice on the bulletin boards available, stating
that such action is unauthorized by the Union;
b. The Union, its officers and representatives shall
promptly order its members to return to work;
c. The Union, its officers and representatives, will,
in good faith, use every reasonable effort to
terminate such unauthorized action.
3. No Lockout. The employer agrees not to lock out
employees during the term of this Agreement.
4. Primary picket Line. Employees who refuse to cross a
local, primary picket line, as recognized by the Union,
shall not constitute a violation of this Agreement and
shall not be cause for discharge or disciplinary action,
provided such action by an employee shall be taken
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without pay if re-assignment is not feasible. If the
Union or employees refuse to cross a primary picke~ line,
the Union will provide notice immediately to the City so
arrangements may be made to provide continued public
services.
Section E - Layoff Procedures
In the event that a reduction in the workforce may become necessary
because of a shortage of work or shortage of funds, the abolition
of a position because of changes in the organization, or other
reasons outside the employee's control, which do not reflect
discredi t on the service of the employee, layoff shall be in
accordance with the following:
1. Procedure for Lavoff. The City shall determine which
position classifications and the number of positions
which will be affected.
The City shall provide those employees subject to lay-
off with fourteen (14) calendar days written notice of
the lay-off. The layoff letter shall advise an employee
of his recall rights and an address and contact person to
direct all correspondence to.
Any regular full-time City employee who is laid off shall
have his/her name placed on a recall list for the
classification which he/she was laid off from, and for
any lower classification in which the employee is
qualified and has more seniority than another employee on
the list. If the employee has never held status in that
classification, he/she will serve a probationary period.
The employee's name shall remain on the recall list(s)
for a period of twenty-four (24) months from date of
layoff. It shall be the responsibility of each person on
the layoff list(s) to keep the City informed of his/her
current address and telephone number. Persons shall be
recalled in the inverse order of layoff. The City shall
have the right to remove any name from a layoff list if
no response is received from a person on such list within
fourteen (14) calendar days after the City has mailed a
certified letter (return receipt requested) to the
person's last known address.
2. Order of Lavoff. The City shall first attempt to achieve
the required reduction of the workforce through normal
attrition. If this is not possible, then:
a. Layoff shall be by classification within a
department. Prior to a regular full-time employee
being displaced within a department, any temporary,
part-time, seasonal or outside person (federal,
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state, or county) shall be laid off first within
the affected department. In the Parks Department,
this includes summer youth employment employees as
well.
b. The least senior regular full-time employee in an
affected classification shall be subject to layoff,
so defined in Subsection 4 of this Subsection. The
employee subject to layoff shall have the right to
bump a less senior employee in a lower or lateral
classification for only those positions in which
the employee meets the educational and technical
skill qualifications for the position and has
experience in the lower and/or similar
classification sufficient such that technical on or
off the jOb-site training, other than orientation,
shall not- be required and assumption of the
position shall not result in a loss of productivity
or interruption of work. Lateral transfers in lieu
of layoffs shall not be subject to an additional
six-month probationary period. Employees subj'ect
to layoff shall have the right to be placed into a
seasonal or temporary position, if they meet the
qualifications for the jOb, at the employee's
option. If the employee opts to take a seasonal or
temporary position, it shall not affect their
status on the layoff list for purposes of recall in
the event a job opening occurs.
3. Service Time - Lavoff Employees who separated from city
employment because of budgetary reasons and returned to
City employment within twenty-four (24) months, in
accordance with the Layoff Procedures, shall be entitled
to count the length of time of their prior City service
for purposes of accrual of vacation, sick leave, and
longevity pay.
4. Seniority.
a. Definition. Seniority shall commence from the most
recent date of regular full-time or regular part-
time employment with the City. Seniority shall not
apply until an employee has completed the
applicable probationary period. A break in
seniority shall be defined as a break in service
greater than thirty (30) working days while the
employee is on non-paid status. Upon the
completion of the probationary period, the employee
shall be credi ted with seniori ty from the most
recent date of hire. Time worked as a temporary or
project employee shall be considered as equal to
regular employment, provided there is no break in
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service. Seniority shall be computed upon actual
hours worked, excluding overtime.
b. Seniority status shall terminate upon the
following: discharge, resignation, retirement,
failure to return from an approved leave of
absence, layoff of more than twenty-four (24)
consecutive months, or, if recalled from layoff,
within fourteen (14) calendar days from notice of
recall from layoff, should the employee not return
to work.
c. Time on approved leaves of absence and layoff will
not count toward the computation of seniority.
d. The City Human Resources Manager will provide the
Union with a seniority list during the month of
June of each year. It shall be each member's
responsibility to verify the accuracy of the
calculation of his/her seniority.
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ARTICLE IV - COMPENSATION
Section A - Waqes.
1. Effective January 1, 1994, wages shall be increased over
1993 wages by 2.7% see Exhibit A, Salary Schedule of
Classifications, as an addendum to this Agreement for
1994 salary schedule.
2. Effective January 1, 1995, wages shall be increased based
upon 90% of the Seattle Consumer Price Index-U, January-
January.
section B - Lonqevitv Pay
Longevity premiums based upon the monthly salary shall be added to
salaries in accordance with the following schedule:
Completion of five (5) years' service
2%
Completion of ten (10) years' service, an
additional
2%
Completion of fifteen (15) years' service, an
additional 2%
Completion of twenty (20) years' service, an
additional 2%
Longevity premiums shall be paid beginning with the first full pay
period following the completion of the eligibility requirements.
For the purpose of determining eligibility for longevity premiums,
service shall be limited to time served in good standing as a full
paid regular employee of the City Departments covered by this
Agreement.
Section C - Niqht Shift Differential
Employees whose regular assignment is a night shift shall receive
additional compensation at the rate of $0.30 per hour for the time
worked on night shift.
Section D - Overtime compensation
1. Overtime hours are those hours which the employee is
assigned to work in excess of forty (40) hours in the
work week or eight (8) hours in the work day or ten (10)
hours if on a 4/10 work schedule.
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2. Scheduled overtime hours worked shall be paid at the rate
of time and one-half the employee's regular rate of pay.
3. If an employee works on a named holiday (excluding
floating holidays), the employee shall receive pay at the
overtime rate for those hours worked on the holiday.
4. Overtime pay shall not be compounded with any other form
of compensation paid to the employee.
5. Overtime work is a condition of emploYment, when called
upon to meet the operational needs of the Department.
However, the Department shall attempt to assign overtime
in a fair and equitable manner whenever possible.
section E - Call-Back Pay
An employee called back to work for non-scheduled overtime shall be
compensated a minimum of two (2) hours at double the employee's
regular rate of pay. Hours worked beyond the two (2) hour minimum
shall continue to be paid at this rate until relieved of duty or
the employee's regular shift begins.
Section F - On-Call Pay
Employees assigned to be "on-call" will be compensated during the
period of time they are lion-call". The compensation will be $10
per day, Monday through Friday, and $20 for Saturday, Sunday, and
holidays recognized in this contract. Additionally, all work
performed after the employee's regularly scheduled shift will be
paid at the time and one-half rate, with a one (1) hour minimum.
Work performed not related to the initial on-call duty, as directed
by the'supervisor, shall be paid at double time, less the first
hour, which is paid at time and one-half.
Section G - Compensatory Time
An employee assigned to work overtime may, at the discretion of the
Department Head or designee, receive compensatory time in lieu of
cash paYment for overtime or call back worked. Denial of
compensatory time shall not be made in an arbitrary or capricious
manner. Such compensatory time earned shall not exceed eighty (80)
hours and may be taken off, subject to supervisory approval. All
overtime hours worked in excess of the eighty (80) hours per
calendar year shall be paid in cash. Scheduling of compensatory
time may be taken in as little as one-hour increments, with prior
approval of the affected supervisor.
-16-
Compensatory time is earned at the rate of one and one-half hour of
compensatory time for each hour of overtime or call back worked,
calculated to the nearest thirty (30) minutes.
section H - Temporary Assignments
Temporary assignments will be filled by the qualified senior
employee in the Department or major Division, provided that (a) the
senior employee desires the temporary assignment, and (b) that
there are no other senior employees who have comparable time in
service~ in which case, temporary assignments would be rotated
among senior employees having comparable time in service.
Comparable time in service is defined to be when the hiring date of
an employee is within one (1) year of the hiring date of the senior
employee. provisions for temporary assignments apply only to
positions covered by this Agreement.
Section I - Hiqher Class Pay
When an employee is assigned to work in a higher classification for
four or more consecutive hours, the employee shall be paid higher
class pay at a salary level for the higher class which reflects a
typical one-step increase above the current base wage, for the
duration of the assignment, calculated to the nearest thirty (30)
mi}1utes.
Section J - certifications
The City agrees to provide the cost of obtaining and retaining jOb-
related certificates or licenses, including tuition, books, time
with pay if necessary to attend seminars/workshops. The city also
agrees to pay for the certification, maintenance and annual renewal
fee.
An employee interested in obtaining a job-related certificate or
license must provide a written request to the employee's supervisor
and subject to Department Head approval.
Section K - Tuition Reimbursement
The City shall reimburse employee expenses for books and college
tuition for approved jOb-related course work per established City
procedures, on the basis of 75% of such costs paid by the City and
25% paid by the employee. However, if funding is provided by
another agency or source, the City's liability is 75% of the
unfunded portion.
-17-
Section L - Benefits for Temporary Employees
1. Holiday Pay. Any full-time temporary employee who
completes six (6) months continuous service with the city
shall receive time and one-half for work on a holiday.
Any full-time temporary employee whose service is
unbroken and who becomes a regular employee, shall have
sick leave and vacation accumulation computed from date
of employment, subject to the following rules:
a. sick Leave accrual shall begin with the date of
full-time employment as a temporary employee;
however, the accrued sick leave may not be used
until the first month in which a temporary employee
becomes a regular employee.
b. Vacation Leave accrual shall begin with the date of
full-time employment of a temporary 'employee;
however, the maximum accrual of vacation days as a
temporary full-time employee shall be in accordance
with Article V, section A, Vacation, and may not be
used until the temporary full-time employee becomes
a full-time regular employee and has completed his/
her 6 month probationary period.
2. Retirement contributions for Temporary Employees
Regular part-time or temporary employees who work ninety
(90) hours or more per month for five months in a twelve
(12) month period shall contribute into the Public
Employees Retirement System, in accordance with the law.
3. Medical Benefits shall be available to full-time
temporary employees according to the following rules:
a. six (6) months of consecutive full-time employment-
medical benefits available at employee expense.
b. Eighteen (18) months of consecutive full-time
employment - City pays medical premiums.
-18-
ARTICLE V - PAID LEAVE
Section A - vacation
Annual leave with pay shall accrue to each full-time employee of
the City at the following rates:
1. Effective January 1, 1988, annual leave with pay will
accrue at the following rate:
Upon Completion of:
Hours
Work Days
1 through 5 years 88 hours 11
6 through 10 years 128 hours 16
11 through 15 years 168 hours 21
16 through 20 years 208 hours 26
21 through 25 years 248 hours 31
2. Annual leave will be granted full-time regular employees
only after the completion of the 6-month probationary
period. Thereafter, the leave credited for any month of
service may be taken in any subsequent month; provided,
however, application for such leave will be made in
advance and approved by the Department Head.
3. No employee shall be permitted to accumulate annual leave
in excess of the amount earned over a two (2) year period
and such leave is subject to provision "2" stated above.
4. Upon retirement for PERS I employees, excess compensation
beyond 240 hours for accrued but not used vacation/sick
leave will be used to purchase "COBRA" medical benefits.
The purpose of this section is to eliminate the
ballooning effect to the employer caused by pay-off of
sick leave/vacation accrual in excess of 240 hours, per
HB 843 legislation.
vacation and sick leave accrual up to 240 hours will be
paid in cash upon retirement.
The City will calculate the amount of excess compensation
notify the employee in writing, and place the funds in an
interest-bearing account. These funds will be used to
purchase medical coverage on a monthly basis for the
retired employee and eligible dependents, if requested.
Prior to expiration of these funds, but no sooner than
one (1) year after separation, the employee - will be
notified if any funds remain in the account, and these
will be paid in cash to the employee.
-19-
Section B - Sick Leave
The use of sick leave benefits is considered a privilege and not a
right, and may only be used in the event of actual illness or
disability to the employee or family member as provided for in this
Agreement. In the event of a serious illness to an employee who
has exhausted his/her sick leave accrual, the City Manager may
advance sick leave credits. However, approval or denial of such a
request is at the discretion of the City Manager without the right
to grieve the decision.
1. sick Leave Accrual. Sick leave shall accrue at the rate
of 3.69 hours per pay period for all regular full-time
employees covered by this Agreement. Regular part-time
employees shall accrue sick leave on a prorated basis,
based upon the budgeted allocation of hours for the
position. The maximum sick leave accrual is unlimited
for employees eligible to accrue sick leave. sick leave
shall continue to accrue while the employee is on
authorized paid leave.
2. Notification Requirements. An employee requesting sick
leave usage must provide the proper notice as established
by the Department Head. When a Department Head has
reasonable cause to believe that an employee has misused
his/her sick leave benefits, the Department Head may
require the employee to provide proof of illness from a
medical doctor.
3.
Use of Sick Leave.
following:
sick leave may be used for the
a. Illness or injury to the employee, on or off the
job, resulting in an inability of the employee to
perform his/her work.
b. Illness/injury to the employee's immediate family
requiring the attendance of the employee to
medically care for the family member. Proof of
this medical need may be requested by the city in
the form of a doctor's verification.
Immediate family, for purposes of sick leave
benefits, is defined as follows: Spouse, child, or
other dependent relative living in the employee's
household. Use of sick leave is limited to three
(3) days per incident, unless additional time is
approved by the Department Head, or the employee
qualifies under the Family Leave benefits.
-20-
For dependent children covered by the state Family
Leave Law, the following shall apply:
(1) Any health condition affecting a covered
employee's child under the age of 18 years
which requires treatment or supervision
including:
(a) medical conditions requiring medication
which cannot be self-administered;
(b) medical or mental health conditions which
would endanger the child's safety or
recovery without the presence of a parent
or guardian;
(c) any condition warranting preventive
heal th care, such as physical, dental,
optical, or immunization services when a
parent must be present to authorize;
(d)
any other circumstance
constitute a permissible
leave for the employee.
which would
use of sick
c. Funeral Leave. Sick leave may be used for purposes
of attending a funeral of a family member. Use of
sick leave for such reason shall be three (3) work
days in anyone instance. Upon request of an
employee, additional days shall be granted if
he/she encounters extenuating circumstances or must
travel great distanc~s.
d. Maternitv Leave. Illness/disability resulting from
pregnancy, miscarriage, or childbirth shall be
charged to sick leave and then, if necessary, to
vacation accrual. Upon expiration of paid leave
(sick leave, vacation, compensatory time, etc.), an
employee may request a maternity leave of absence
without pay. The duration of a maternity leave of
absence shall be based upon medical evidence
provided to the employer.
/
e.
Familv Leave. Employees are covered by Federal/
State Family Leave Legislation which provides for
leave of absence to care for a newborn child,
adopted child or a child terminally ill. See the
City of Port Angeles Personnel Policy and Procedure
Manual, Chapter 7, Leaves of Absence.
-21-
f. Donation of Paid Leave Time for Catastrophic
Illness/Iniurv. An employee may donate sick leave,
vacation, compensatory time, or holiday time to
another employee who has exhausted all paid leave
time resulting from a catastrophic illness/injury.
See the City's Personnel Policy and Procedures
Manual, Chapter 7, Leaves of Absence, for specific
conditions and eligibility procedures.
g. Worker's Compensation. An employee injured on the
job, receiving workers compensation benefits, may
use accrued sick leave, compensatory time,
vacation, and floating holiday credits to
supplement the difference in worker's compensation
benefi ts and the employee's regular wages. The
total of worker's compensation benefits and sick
leave credits shall not exceed the employee's
normal take-home pay.
4. Sick Leave Cash-Out. Twenty-five percent (25%) of
accumulated sick leave, to a maximum of 960 hours, will
be paid to the employee upon retirement death or
resignation in good standing when the employee has ten
(10) years or more of regular full-time service with the
city. An employee leaving City service not in good
standing or terminated for just cause is not eligible for
this benefit.
Payment of this benefit to PERS I employees shall be
limited by the provisions of Subsection 4 of section A of
this Article of the Agreement.
section C - Holidays
The following named days shall be holidays to be observed at a time
provided under State law:
New Year's Day
Veteran's Day
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Thanksgiving
Day after Thanksgiving
Christmas
Two (2) floating holidays, to be taken in eight (8) hour
increments, at a time mutually agreeable between the
employee and the city.
-22-
Whenever any of the above-named holidays falls on a Sunday,
employees who generally do not work on Sunday shall have Monday as
a holiday; and whenever any holiday falls on a Saturday, employees
who generally do not work on Saturday shall have the previous
Friday as a holiday. For those employees who do not work on a
normal Monday through Friday shift, and their holiday falls on
their scheduled day off, the holiday(s) shall be observed on the
next following work day(s). Employees must work the scheduled day
before and after a holiday in order to be paid for holidays. This
does not apply to personnel on an authorized sick leave or annual
leave.
-23-
ARTICLE VI - HEALTH BENEFITS
During the term of this Agreement, the City agrees to provide
medical, dental, vision, and prescription drug coverage for regular
full-time and regular part-time employees and their eligible
dependents who are budgeted to work 20 hours or more per week.
The City agrees to provide medical (Plan A) and vision coverage
($25 deductible) through the Association of Washington Cities
Trust, paid for by the City for employees and eligible dependents
for the duration of this Agreement.
The dental coverage for employees and eligible dependents shall
remain the City's self-funded dental plan for the period of this
labor contract.
The City reserves the right to change insurance carriers as long as
the benefits are equal to or greater than the plans noted above.
If the city considers changing insurance carriers, the City shall
notice the union prior to any change to meet and discuss the
proposed action.
Term Life Insurance:
The City agrees to extend life insurance coverage to regular full-
time employees represented by Local #1619 equal to one times their
annual salary rounded to the nearest thousand. Amounts beyond the
annual salary coverage or for spouses will be at the employee's
expense through payroll deduction procedures.
Lonq Term Disability Coveraqe (L.T.D.):
The City agrees to provide Long Term Disability coverage for
regular full-time employees. The coverage shall be 60% of salary
with a 90-day waiting period. The specific benefits and
limitations are defined in the booklet distributed to employees.
Deferred Compensation:
The City agrees to allow continued employee participation in a
deferred compensation plan through payroll deduction.
-24-
ARTICLE VII - GRIEVANCE PROCEDURE
Section A - Objectives
To informally settle disagreements at the employee-supervisor
level; to provide an orderly procedure to handle the grievance
through each level of supervision; to correct if possible, the
cause of the grievance to prevent future complaints; to promote
harmonious relations among employees, their supervisors, and
departmental administrators; to assure fair and equitable treatment
of employees; and to resolve grievances at the Departmental level
before appeal to higher levels.
Section B - Definitions
The following terms, as used in this Article, shall have the
fOllowing meaning:
Grievance: A complaint by an employee concerning the
interpretation or application of this Agreement. A grievance
may be filed when the employee believes an injustice has been
done because of unfair application of a City policy or an
alleged violation of any term or condition of this Agreement.
Dav: Calendar day, exclusive of Saturday, Sunday, and legal
holidays.
Employee: A regular full-time or regular part-time employee
covered by this Agreement.
Immediate Supervisor: The Division Head who assigns, reviews,
or directs the work of an employee.
Representative:
employee.
A person who appears on behalf of the
Department Head: The employee reporting to the City Manager,
having direct responsibility over a city Department.
Section C - Exclusions.
1. Work assignments, unless the complaint arises out of an
allegation that the employee was required to work in
violation of applicable sections of this Agreement, City
policy, or State law.
2. Work performance evaluations.
3. Impasses in collective bargaining.
-25-
4. Grievances filed after ten (10) work days from date of
occurrence, or after ten (10) work days from the date the
employee had knowledge of an occurrence.
Section D - Time Limits
Time limits are established to settle grievances 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
submi t the grievance to the next higher step of the grievance
procedure.
Section E - The Parties' Riqhts and Restrictions.
1. An employee may have representatives present at all steps
of the grievance procedure.
2. Reasonable time in processing a grievance will be allowed
during regular working hours for the shop steward, with
advance supervisory approval.
3. Only a person selected by the employee and made known to
management prior to a scheduled grievance meeting shall
have the right to represent or advocate as an employee's
representative.
4. Nothing within this grievance procedure shall be
construed as limiting the right of management to manage
the affairs of the city, except as specified in this
Agreement.
5. Grievances of an identical nature, involving an alleged
violation of the same Article, Section, etc., concerning
the same subject matter, may be consolidated.
6. Confidential Communication. Any communications between
a member of the Union and any recognized Union
representative regarding a potential or actual employee
grievance will be defined as confidential.
7. The Union, as an organization, may file a grievance
alleging that the City has violated specific rights
afforded the organization in the Agreement. Such
grievance shall be filed directly at Step 1 (Department
Head level), and shall be bound by the time limitations
and procedures set forth in the grievance procedure.
-26-
Section F - Informal Grievance Disposition
within the time limits specified above, the employee will promptly
and verbally meet to discuss the complaint with his/her Division
Manager. In those circumstances where the nature of the complaint
involves the Division Manager, the employee may proceed to Step 1
of the formal grievance process, the Department Head. If the
Division Manager fails to reply to the employee within five (5)
days of the meeting, or if the employee is not satisfied with the
decision, the employee may, within five (5) days, utilize the
formal grievance procedure. Prior to initiating the formal
grievance procedure, the employee shall submit the matter to the
Union Grievance Committee for review and authorization. If
approved by this Committee, the grievance may proceed.
Section G - Formal Grievance Procedure
Step 1 - Department Head. The grievance procedure shall be
initiated by the employee stating the nature of the grievance,
the alleged violation by section or number, and the desired
solution, in writing on the Union grievance form, together
with any supporting documents.
The grievance form and supporting documents shall be delivered
to the Department Head within the time frames specified in the
grievance procedure.
The Department Head shall hold a meeting with the employee and
his/her representative, if requested, within ten (10) days
from the date the grievance is received, and attempt to settle
the grievance.
A decision shall be made, in writing, on the original
grievance form, to the employee by the Department Head within
ten (10) days from the close of the meeting.
Step 2 - city Manaqer. If the employee is not satisfied with
the decision of the Department Head, he may appeal the
decision to the City Manager within five (5) days from receipt
of the Department Head's decision.
The City Manager or his designee will hold a meeting with the
concerned parties within ten (10) days of receipt of the
grievance, all supporting documents, the Department Head's
response, and the remedy requested, and issue a wri tten
decision within ten (10) days after the close of the meeting.
Step 3 - Binding Arbitration. If the grievance is submitted
to binding arbitration, the grievant, or his representative,
and the Human Resources Manager shall, within five (5) days of
receipt of the grievant's request, set a date for a meeting
to:
-27-
1. Agree to any stipulations.
2. Attempt to agree upon an issue statement.
3. Jointly request from the American Arbitration
Association, Federal Mediation and Conciliation Service,
or other mutually agreed-upon source, a list of nine (9)
arbitrators and upon receipt of this list, the parties
will toss a coin to see who strikes the first name, and
then each shall alternately strike a name, to arrive at
an arbitrator who will hear the grievance. However, the
parties may mutually agree upon an arbitrator without
using the above arbitration service, or agree to request
another list of names if both parties are not satisfied
with the names on the initial list of arbitrators.
The parties agree that the grievance shall be heard before the
arbitrator selected at the earliest possible date. The
decision of the arbitrator shall be final and binding upon the
parties. The arbitrator shall not have the ability to alter
or amend any portion of the labor Agreement, city policies, or
regulations.
The cost of the arbitration process shall be shared equally
between the parties. Any cost or fees related to the
presentation of the case for each respective party shall be
the responsibility of that party and shall not be shared as
part of the arbitrator's expenses.
The arbitrator shall issue a written decision to the parties
within thirty (30) calendar days of the close of the hearing.
-28-
Occupation
Code
2000
2001
2002
2003
2004
2005
2008
2009
2045
2046
2010
2011
2050
2006
2007
2013
2014
2016
2017
2018
2019
2020
2042
2047
2021
2049
2022
2023
2024
2025
2027
2028
2030
2048
2031
2032
2033
2034
2035
2036
2044
2037
2038
2039
2040
2041
Occupation Codes/Classification/Salary Schedule
AFSCME Local #1619
Classification
Salary Range
Associate Planner
Engineering Specialist - Field
Engineering Specialist - Office
Street Maintenance supervisor
Treatment Plant supervisor
Water Maintenance Supervisor
Building Inspector
Public Works Inspector
Permit Coordinator
CADD System Specialist
Senior Maintenance Carpenter
Gardener
WW Treatment Plant Operator III
Pre-Treatment Coordinator
Laboratory Specialist
Leadworker
Water Quality Maintenance Tech II
Accountant
Engineering Survey Technician
Engineering CADD Technician
Permit Technician
Field Service Representative
Maintenance Carpenter
Recycling Coordinator
Equipment Operator II
WW Treatment Plant Operator II
Community Service Coordinator
Maintenance Worker II
Parks Facility Caretaker
Water Quality Maintenance Tech I
Accounting Technician
Computer Operator
Equipment Operator I
WWTP Operator in Training/Operator I
Meter Reader
Maintenance Worker I.
Senior Cashier
Parks Caretaker
Custodian
Clerk/Typist
Customer Service Clerk
Cashier
Laborer
Landfill Scale Attendent
Data Entry Clerk
switchboard Operator
20
19
19
19
19
19
18
18
18
18
16
16
16
16
16
16
16
16
15
15
15
15
14
14
14
14
12
12
12
12
12
12
12
12
10
10
10
10
9
7
6
6
6
6
3
1
AFSCME #1619 Salary Schedule (Bi -weekly/MonthlyRates)
1994
Range Step
1 2 3 4 5 6 7
672.73 693.55 714.38 735.23 757.57 779.93 804.32
1,458 1,503 1,548 1,593 1,641 1,690 1,743
2 693.55 714.38 735.23 757.57 779.93 804.32 827.18
1,503 1,548 1,593 1,641 1,690 1,743 1,792
3 714.38 735.23 757.57 779.93 804.32 827.18 853.10
1,548 1,593 1,641 1,690 1,743 1,792 1,848
4 735.23 757.57 779.93 804.32 827.18 853.10 8n.99
1,593 1,641 1,690 1,743 1,792 1,848 1,902
5 757.57 779.93 804.32 827.18 853.10 8n.99 904.42
1,641 1,890 1,743 1,792 1,848 1,902 1,960
6 779.93 804.32 827.18 853.10 8n.99 904.42 931.35
1,690 1,743 1,792 1,848 1,902 1,960 2,018
7 804.32 827.18 853.10 8n.99 904.42 931.35 959.28
1,743 1,792 1,848 1,902 1,960 2,018 2,078
8 827.18 853.10 8n.99 904.42 931.35 959.28 987.74
1,792 1,848 1,902 1,960 2,018 2,078 2,140
9 853.10 8n.99 904.42 931.35 959.28 987.74 1018.22
1,848 1,902 1,960 2,018 2,078 2,140 2,206
10 8n.99 904.42 931.35 959.28 987.74 1018.22 1048.21
1,902 1,960 2,018 2,078 2,140 2,206 2,271
11 904.42 931.35 959.28 987.74 1018.22 1048.21 1080.21
1,960 2,018 2,078 2,140 2,206 2,271 2,340
12 931.,35 959.28 987.74 1018.22 1048.21 1080.21 1112.23
2,018 2,078 2,140 2,206 2,271 2,340 2,410
13 959.28 987.74 1018.22 1048.21 1080.21 1112.23 1145.76
2,078 2,140 2,206 2,271 2,340 2,410 2,482
14 987.74 1018.22 1048.21 1080.21 1112.23 1145.76 1180.31
2,140 2,206 2,271 2,340 2,410 2,482 2,557
15 1018.22 1048.21 1080.21 1112.23 1145.76 1180.31 1215.37
2,206 2,271 2,340 2,410 2,482 2,557 2,633
16 1048.21 1080.21 1112.23 1145.76 1180.31 1215.37 1251.95
2,271 2,340 2,410 2,482 2,557 2,633 2,713
,
17 1080.21 1112.23 1145.76 1180.31 1215.37 1251.95 1289.54
2,340 2,410 2,482 2,557 2,633 2,713 2,794
18 1112.23 1145.76 1180.31 1215.37 1251.95 1289.54 1328.17
2,410 2,482 2,557 2,633 2,713 2,794 2,878
19 1145.76 1180.31 1215.37 1251.95 1289.54 1328.17 1368.30
2,482 2,557 2,633 2,713 2,794 2,878 2,965
20 1180.31 1215.37 1251.95 1289.54 1328.17 1368.30 1408.96
2,557 2,633 2,713 2,794 2,878 2,965 3,053
v
ARTICLE VIII - DURATION OF AGREEMENT
This Agreement shall be effective January 1, 1994" and continue
through December 31, 1995. Should either party desire to modify
this Agreement, it shall serve written notice to the other party
within six (6) months prior to the expiration' date of this
Agreement.
IN WITNESS WHEREOF, we hereunto attach our signatures this
~JAt- day of
<::;;)o~.o JY\~Oh/
, 1993.
AFSCME LOCAL #1619
hn Cole, Union Representative
( (L ff1~'
Doyle JcGinley, re/:ddent
A. Pomeranz
Manager
~~~
Robert Coons
Human Resources Manager
.,'
I
" ~,
,\
-29-
5.d.S</
Memorandum
o~~
/l"., AtAN~G~
December 21, 1993
TO:
Mayor Hallett and City Council Members
FROM:
Bob Coons, Human Resources Manager
RE:
LABOR AGREEMENT BETWEEN THE CITY AND AFSCME #1619
ISSUE:
Should the City Council approve the attached labor agreement between the City of Port
Angeles and AFSCME Local #1619 for the contract period covering January 1, 1994
through December 31, 1995?
BACKGROUND/ANALYSIS:
The City recently concluded contract negotiations between the City of Port Angeles and
AFSCME Local #1619. The proposed agreement is attached for the City Council's
consideration. The agreement provides for a cost-of-living increase of 2.7%, effective
January 1, 1994. The second year of the agreement provide for a cost-of-living increase
based upon 90% of the Seattle Consumer Price Index. The economic proposal also includes
maintenance of health benefits and a slight increase in stand-by pay. This is a two-year
labor contract.
FISCAL IMPACT:
The cost-of-living adjustment for the 1994 contract year represents $83,290. The funds for
this labor agreement are budgeted within the 1994 proposed budget.
RECOMMENDATION:
It is recommended the City Council approve the labor agreement between the City of Port
Angeles and AFSCME Local #1619 for the contract duration of January 1, 1994 through
December 31, 1995.
~/J~
Bob Coons, Human Resources Mgr.
Attachments
cc: City Manager
Doyle McGinley, President, Local #1619
5, ,;;(5</
CITY OF PORT ANGELES
o~q.
/)-y AfAN~G~
321 EAST FIFTH ST , POBOX 1150 PORT ANGELES, WASHINGTON 98362
PHONE (360) 457-0411
MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF PORT ANGELES
AND
AFSCME LOCAL #1619
This Memorandum of Understanding is entered into as a one-year extension to the
1994-95 labor contract between the City of Port Angeles and AFSCME Local #1619. The
parties agree to extend the terms and conditions of the existing contract with the following
changes:
1. The duration of the contract will be extended from January 1, 1996 through
December 31, 1996;
2. The City shall continue paying for maintenance of existing health benefits
through 1996;
3. The 1996 cost-of-living increase shall be 90% of the Seattle CPI-U Index,
second half (annualized, published in February). The minimum COLA shall
be 2.0%, with a maximum of 6.0%.
FOR THE CITY OF PORT ANGELES:
FOR THE UNION:
~OA
.0 n Sargent, Mayo
J~~~' ---
ff 0 ~, City Manager
rJ:~ a~
Bob Coons, Human Resources Mgr.
5. dS<j
CITY OF PORT ANGELES
o~~
/)-'1' MAN~~~
321 EAST FIFTH ST , POBOX 1150 PORT ANGELES, WASHINGTON 98362
PHONE (206) 457 0411
LETTER OF UNDERSTANDING
BETWEEN
THE CITY OF PORT ANGELES AND
AFSCME LOCAL # 1619
Letter of Understanding between the City of Port Angeles and AFSCME Local
#1619 amending the City's Personnel Policy and Procedures Manual, Section 6.02, Rest
Periods/Meal Periods, as follows:
6.02 REST PERIODS/MEAL PERIODS
Employees working 8-hour shifts shall be entitled to two (2) IS-minute rest periods; one
during the first half of the 8-hour shift, and one during the second half of an 8-hour
shift. Break times are scheduled by the supervisor per department/division needs as to
not interfere with City business and such breal<.s or meal periods shall not be accrued for
use at a later time. The morning and afternoon breal<.s shall be taken in the field at the
crew's current work site, unless the type of work being performed is not compatible due
to efficiency, safety or other legitimate reasons with a break in the field. The supervisor
shall, at the beginning of the day when assigning the work, determine if it is appropriate
for the crew to talee their monling and/or afternoon break in a location other than at the
job site.
For the City of Port Angeles:
For the Union:
5.;;<5<1
CITY OF PORT ANGELES
321 EAST FIFTH ST , POBOX 1150 PORT ANGELES, WASHINGTON 98362
PHONE (206) 457-0411
Letter of Understanding between the city of Port Angeles and AFSCME
Local #1619 to amend the labor agreement, Article II, Rights of
Parties, section B, Employee Rights, I, Vacancies. The amended
language shall read:
#2. All newly created jobs or vacated jobs to be filled
shall be posted for 12 working days. Work days shall be
Monday through Friday. Job postings shall indicate the
deadline to file applications with the Human Resources
Office and a statement that no application will be
accepted after the closing deadline, however, candidates
may submit letters of reference, resumes, or other
relevant job-related information to accompany their
application after the closing date.
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FOR THE CITY:
FOR THE UNION:
~ arHA
Bob Coons
Human Resources Manager
Date "I-/?- 9y
Date
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