HomeMy WebLinkAbout5.254 Original Contract
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~ORTANGELES
WAS H I N G TON, U. S. A.
CITY COUNciL MEMO
APRIL 18,2000
MAYOR DOYLE AND CITY COUNCIL
Bob Coons, Human Resources Manager ~ ~
Labor Contract Between the City and AFSCME Local #1619
Summary: The City and AFSCME #1619 have reached a tentative agreement for a new labor
contract covering the period of January 1, 2000 through December 31, 2002 The financial terms of
the contract implement a wage survey plus a cost ofliving adjustment of2.88% in the year 2000 and
a COLA for 2001 and 2002 equal to 90% of the August Seattle-Bremerton CPI-W index, effective
January of each year. The combined COLA and survey is equal to 5,38% for this year.
Recommendation: Staff recommends that the City Council approve the attached labor contract
between the City and the American Federation of State, County, and Municpal Employees
(AFSCME) Local #1619 covering the period January 1, 2000 through December 31,2002, and
authorize the Mayor to sign the contract. The approval will also implement the wage increases
retroactive to January 1, 2000.
Background / Analysis:
The AFSCME bargaining unit is composed of72 employees including clerical, technical, professional,
and the maintenance classifications in the departments of Public W orks/Utilities, Finance, and Parks
and Recreation The prior labor contract expired December 31, 1999 The City and AFSCME have
been in negotiation for a new labor contract and the parties reached tentative agreement, with the
terms and conditions noted below
1. The new contract is for three years, covering 2000 through 2002
2. A wage survey was completed using seven Washington cities. Since the City and the Union had
not conducted a wage survey in over twelve years, we were low as much as 16% for some of the
benchmark maintenance classes However, the implementation will be staged-in over 3-5 years, with
existing employees moving into the new salary ranges close to their current rates. The City and the
Union agreed to this process to reduce the fiscal impact, yet over time, bring the wages up to the
average of the survey cities.
G IMASTFORM\COUNCIL. WPT
Last ReVised 6/29/99
Memo - Local # 1619
April 18,2000
Page -2-
3. The parties agreed to increase night shift premium pay from $.30 to $.40 per hour. This only
affects one employee who operates the street sweeper
4. There were several language changes in the contract including the following Modify the process
we use for internal versus external hiring procedures so the City has greater flexibility; better define
the seasonal and temporary hiring process, allow employees the option for selecting cash or
compensatory time off for overtime worked; change the meal allowance language to be consistent
within the labor contracts, and include the maximum amount oflife insurance at $50,000.
Fiscal Impact:
The fiscal impact of the first year of the labor contract is $73,500 for the wage survey portion plus
$84,400 for the 2.88% cost of living adjustment, for a total of$157,900 This is equal to 5 38% on
a wage/benefit base of $2,930,483. This contract settlement amount is budgeted for this year
When the City Council approves the labor contract, the salary schedule for 2000 is an attachment to
the contract Since the salary schedule is part of the labor contract, a separate salary ordinance is
not needed
Thank you
Attachment. Labor Contract
cc: AFSCME Local #1619
G \MASTFORM\COUNCIL WPT
Last RevIsed 6/29/99
AGREEMENT BETWEEN
THE CITY OF PORT ANGELES
AND
AFSCME LOCAL #1619
January 1, 2000 - December 31, 2002
5.015<1
AFSCME LOCAL #1619
COLLECTIVE BARGAINING AGREEMENT
TABLE OF CONTENTS
ARTICLE I - GENERAL PROVISIONS
Section A - Entire Agreement
Section B - Acknowledgments
Section C - Recognition
Section D - Savings Clause
Section E - Non-Discrimination
ARTICLE II - RIGHTS OF PARTIES
Section A - Management Rights
Section B - Employee Rights
Section C - Union Security
Section D - Labor-Management Committee
Section E - Negotiating Committee
Section F - Payroll Deductions
Section G - Notice of Work Rule Changes
Section H - Personnel Records
Section I - Vacancies
Section J - Hiring and Transfers
Section K - Disciplinary Procedures
Section L - Union Presence During Orientation of New Employees
Section M - Community Service Workers
ARTICLE III - WORI<ING CONDITIONS
Section A - Hours of Work and Work Days
Section B - Meal Periods and Rest Periods
Section C - Shift Changes
Section D - Work Stoppages
Section E - Layoff Procedures
Section F - Performance Evaluations
ARTICLE IV - COMPENSATION
Section A - Wages
Section B - Longevity Pay
Section C - Night Shift Premium Pay
Section D - Overtime Compensation
Section E - Call-Back Pay
Section F - On-Call Pay
Section G - Compensatory Time
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Section H - Temporary Assignments
Section I - Higher Class Pay
Section J - Certifications
Section K - Tuition Reimbursement
Section L - Benefits for Temporary Employees
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ARTICLE V - PAID LEAVE TIME
Section A - Vacation
Section B - Sick Leave
Section C - Holidays
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ARTICLE VI - HEALTH AND WELFARE BENEFITS
Section A - Health Benefits
Section B - Term Life Insurance
Section C - Long-Term Disability Coverage
Section D - Deferred Compensation
Section E - IRS 125 Account
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ARTICLE VII - GRIEVANCE PROCEDURE
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ARTICLE VIII - DURATION OF AGREEMENT
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ARTICLE I - GENERAL PROVISIONS
Section A - Entire Agreement
The Agreement expressed herein in writing constitutes the entire Agreement between the
parties, and no oral statement shall add to or supersede any of its provisions.
Section B - Acknowledgments
The parties acknowledge that each has had the unlimited right and opportunity to make
demands and proposals with respect to any matter deemed a proper subject for collective
bargaining. The results of the exercise of that right are set forth in this Agreement. Therefore,
except as otherwise provided in this Agreement, each voluntarily and unqualifiedly agrees to
waive the right to oblige the other party to bargain with respect to any subject or matter not
specifically referred to or covered in this Agreement.
Section C - Recognition
The City agrees to recognize the Union as the sole collective bargaining agent for all regular full-
time, regular part-time, and temporary employees who work at least 1/6th time, and excludes
work study and college intern programs, except employees of the Police and Fire Departments,
Equipment Services Division, and the employees excluded pursuant to RCW 41.56.122 and
41.56.030.
Position Types Defined. A description of types of positions employed with the bargaining unit
of this Agreement are defined as follows:
1. Regular Employee - a person employed by the City in a capacity which is on-going and
for which no specific termination point has been established and who has successfully
completed his/her six (6) months' probationary period.
2. Regular Part Time Employment is defined as a position with work assignments that
are on a continuous and re-occurring basis that is limited to less than full time and is
budgeted annually as a regular part time position. These positions may be half time,
three-quarters, or other portions of a year and are eligible to accrue pro-rated benefits.
The threshold for pro-rated benefits is regularly working at least 70 hours or more per
month during the calendar year. If the regular part time position is one-half time or
greater, the position is afforded medical, dental, and vision benefits the same as a regular
full time employee
3. Temporary Employment is defined as a position that is used in a full time or part time
status to cover a specific need for a defined period of time, such as a leave of absence,
injury, illness, or a similar situation which replaces a regular employee.
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ARTICLE I - GENERAL PROVISIONS (Con't)
4. Seasonal Employment is defined as a position that works from March through
October, either full time or part time and is laid off upon closure of the season. Seasonal
employment may run for the length of the employment season as defined in this section.
The pay range shall be Range 6, Step I of the salary schedule. Seasonal employees shall
not be placed on standby, called out, or work overtime unless regular part time or full
time employees within the division are offered the work and decline or are not available
for these assignments.
5. Probationary Employee - an employee working a test period of six (6) months during
which he/she is required to demonstrate his/her abilities to perform the duties of the
position to which he/she is appointed by actual performance of these duties. Newly-
hired probationary employees may be discharged without cause during this period,
without recourse to the grievance procedure, Article VII. Probationary periods shall
apply to employees 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.
Summer youth employees hired during the summer youth employment program will not be
eligible for or considered for promotional opportunities.
Section D - Savings Clause
It is the intent of the parties to this Agreement to comply with all applicable laws and believe
that all portions of this Agreement are lawfuL All of this Agreement shall be complied with
unless any such provision shall be declared invalid or inoperative by a court of final jurisdiction.
In such event, either party may request renegotiation of the provision(s) declared invalid. The
unaffected portions of the Agreement shall remain in full force and effect for the duration of the
Agreement. However, any new provisions shall have no effect on the remaining provisions of
this Agreement.
Section E - Non-Discrimination
The City and the Union agree that they will not discriminate against any employee by reason
of race, creed, age, color, sex, national origin, religion, handicapped status, marital status, or
membership or non-membership in the Union.
Wherever notations are used in the masculine gender, they are intended to apply equally to
either gender.
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ARTICLE II - RIGHTS OF PARTIES
Section A - Management 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.
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2. Set standards of service and performance standards, establish Department policy/
procedures, work rules/regulations, safety procedures, and personnel policies and
procedures.
3. Select, increase, diminish or change equipment, vehicles, machinery, etc., including the
introduction of any and all new, improved or automated methods or equipment.
4. Assign work and establish work schedules.
5. Engage in all types of personnel transactions and disciplinary proceedings in accordance
with established ordinances and rules, and Department Policies and Procedures.
6. Effect a reduction in authorized positions because of a lack of work, fiscal limitations,
organizational changes, or other legitimate reason.
7. Determine the number and classification of personnel.
8. Take any action necessary to carry out its mission in an emergency.
Section B - Employee Rights
The Rights of Management may be limited and/or restricted by provisions of this labor
Agreement, Federal law, State law, or an appropriate judicial authority.
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 writt~n City policies, work rules, or regulations will be uniformly applied.
3. Employees shall have the right to participate in opportunities for career development
through such avenues as orientations, training seminars, and related activities.
Additionally, continuing education for all employees is encouraged.
4. No undisclosed audio or video recordings shall be made of any employee on the job
covered by this contract without the written consent of the employee, except in criminal
investigation matters involving law enforcement agencies.
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ARTICLE II . RIGHTS OF PARTIES (Con't)
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.
^V 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.
It is understood and agreed that this clause on "Recognition" does not require the City to violate
any Federal or State law against discrimination in the hiring and firing of personnel and the
Union agrees to indemnify the City for any loss the City may suffer from a charge of
discrimination in carrying out its obligations under this clause.
Section D - Labor/Management Committee
In the interest of mutual trust and open communication between the parties and to improve
employee/employer relations, the parties agree to establish a Labor/Management Committee to
meet at times as mutually agreed upon. Prior to meeting, each party will submit an agenda of
items to be discussed.
Each party shall have the right to select a reasonable number of members for the Labor/
Management Committee.
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ARTICLE II - RIGHTS OF PARTIES (Con't)
Attendance by any employee is permitted as long as staffing needs are adequately met and with
advanced approval of the Supervisor.
Section E - Negotiating Committee
The Union Negotiating Committee shall consist of four (4) employees, chosen by its members,
who are regularly employed by the City, and the designated representative of the Union's
Council #2.
Section F - Payroll Deductions
1. Deductions: It is agreed that the City shall permit payroll deductions for Union dues
or other memberships, properly requested through payroll deduction authorization
procedures established by the City, on a bi-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.
Section G - Notice of Work Rule Changes
The City agrees to notify the Union in writing of any changes to work rules/regulations at least
ten (10) working days prior to implementation. At the request of the Union during this time
period, the City agrees to discuss the proposed changes to such work rules/regulations, prior to
implementation.
Section H - Personnel Records
The City and the Union recognize that the employees' official personnel file relative to any
personnel actions (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).
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ARTICLE II - RIGHTS OF PARTIES (Con't)
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. All vacant positions shall be posted internally for twelve (12) working days. Work days
shall mean Monday through Friday. Job postings shall indicate the deadline to file
applications with the Human Resources Office. The posting will state that no
applications will be accepted after the closing deadline, however applicants may submit
letters of reference, resumes, or other relevant job-related information to accompany
their application after the closing date. The job description shall be attached to the job
postings for information relative to the assigned duties and qualifications.
2. All job postings shall be posted on a suitable bulletin board in each City department
having employees covered by this agreement. These bulletin boards shall also have a
place for official Union business.
3. SeasonaVtemporary employees represented by the Union will be considered internal
applicants for entry level positions if they are currently working or for a one year period
following their date of separation.
4. When a regular position is no longer required, the City will notice the Union that the
position is being abolished or if the position is not being filled for a period of time. The
Human Resources Office will provide written notice to the Union President of this
action.
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 T - Hiring and Transfers
Entry Level Position: In the event of a vacancy in an entry level position, the City shall give
consideration to qualified internal applicants. The City will post internally before external
recruitment to evaluate current employees' qualifications. Mter review of the internal
candidates, based on their experience, qualifications, and work performance, the City will
determine if public recruitment is necessary or to hire from within the internal candidates. In
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ARTICLE II - RIGHTS OF PARTIES (Con't)
the event the City decides to post the job to the public, the City will first notice the Union
President prior to the public recruitment. Any changes in the qualifications for a position
covered under this contract will require the City to notify the Union prior to posting a
recruiting notice.
Promotional Positions: Promotional positions are those listed as an addendum to the contract.
These classifications will be filled from within the existing regular full time or regular part time
employees as long as the employees have a satisfactory performance rating and meet or exceed
the qualifications for the classifications.
An employee promoted into a higher classification will be required to serve a six-month
probationary period to demonstrate their ability to perform the duties and responsibilities of
the higher class. In the event the employee fails to complete the probationary period, excluding
termination for cause, the employee shall be placed back into the position held prior to the
promotion at the same salary step the employee received before the promotion.
The Union recognizes that failure to complete the probationary period may result in a layoff
or termination of an employee to accommodate the return of the promoted employee to their
former position.
In evaluating the qualifications of internal candidates for promotions, the City will consider the
following criteria and use education, training, and experience within and outside City
employment:
1. Work related experience and abilities.
2. Education and training related to the position.
3. Work performance as indicated in performance evaluations.
4. Supervisory experience, if applicable.
Transfers:
For purposes of this Agreement, a transfer is when an employee in a position in one
classification transfers to another position in the same classification.
In the event an employee is interested in a transfer, the employee shall submit a transfer request
to the affected Department Head(s). If the employee meets the qualifications for the position
in question, and the affected Department Head(s) agree to the transfer, a Personnel Action
Form will be processed to initiate the action. The transferred employee shall remain at the
salary range and step held prior to the transfer, without adjustment of the anniversary date for
the employee's step increase.
An employee transferring to another position within the same classification will not be required
to serve a probationary period.
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ARTICLE II - RIGHTS OF PARTIES (Con't)
Section K - Disciplinary Procedures.
1. All discipline for employees covered under this Agreement shall be for just cause.
2. In the event of discipline (excluding verbal and written reprimand), the employee's
supervisor will provide the employee with written notice of such discipline, including
specific violations, prior to the imposition of disciplinary action, unless immediate action
is warranted. -
3. An employee disciplined, other than verbal, has the right to have a meeting with his/her
Department Head to address the facts of the incident. Such a meeting must be
requested by the employee within five (5) working days after having knowledge of the
discipline imposed by the employee's supervisor. The meeting is to provide the
employee with the opportunity to present his/her side of the matter. The Department
Head, after the meeting, shall either affirm, modify, or cancel the disciplinary action.
In instances of written reprimands, the employee may appeal such actions to the City
Manager.
4. The employee is entitled to representation at all stages of the disciplinary process,
including the meeting with the Department Head.
5. Verbal or written reprimands are not appealable to the grievance procedure. However,
if a written reprimand is placed in the employee's personnel file, the employee may
submit a written reply for placement in the personnel file.
6. At the request of the employee, written reprimands, other than personal liability issues
(Le., accident reports), or more severe forms of disciplinary actions will be pulled from
the personnel file after eighteen (18) months if there is not a recurrence of any
disciplinary action.
Section L - Union Presence During Orientation of New Employees
A union representative will be allowed adequate opportunity to address new employees during
the Human Resources Office orientation process. The Human Resources Office shall provide
a list of all new employees, their classification, and hire date to the local union president on a
monthly basis.
Section M - Community Service Workers
The union agrees that the City has the right to use Community Service Workers. The City will
limit the number of Community Service Workers assigned to each employee from 1-5,
depending upon the type of work and size of the work project. Prior to employees being
assigned a Community Service Worker(s), employees will receive training on their
responsibilities, what to do in the event of a problem, and the name of someone to call in their
department if assistance is needed.
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ARTICLE II - RIGHTS OF PARTIES (Con't)
Community Service Workers will be assigned a variety of menial work, including but not
limited to vegetation control (manual, walk-behind mower, or weed-eater); litter control;
washing vehicles; painting and cleaning of buildings/grounds. Community Service Workers will
not operate City vehicles.
The City agrees that Community Service Workers will not displace City employees.
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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 and Rest Periods
An employee will not be required to work more than four (4) 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 thirty (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 rates). Meal time shall be as follows: breakfast, 3:00 am to
9:00 am; lunch 9:00 am to 3:00 pm; and dinner 3:00 pm to 3:00 am.
An employee is responsible for his/her own meal if overtime is scheduled four or more hours in
advance of the overtime shift.
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.
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 breaks or meal periods shall not be accrued for use at a later time. The
morning and afternoon breaks 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 take their morning and/or
afternoon break in a location other than at the job site.
Section C - Shift Changes
1. The City may, at its discretion, change an employee's work shift. In the event of a shift
change, the City shall provide a minimum of ten (10) calendar d,ays advance notice to
the employees affected. However, such advance notice is not required in an emergency
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ARTICLE III - WORKING CONDITIONS (Con't)
situation, as declared by the Department Head. An emergency is defined as an
unanticipated event or occurrence.
2. The City shall not pay overtime to employees resulting from a scheduled shift change,
unless the hours worked are in excess of those identified in Article IV, Section D.
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 without pay if re-assignment is not feasible. If the Union or employees refuse
to cross a primary picket line, the Union will provide notice immediately to the City so
arrangements may be made to provide continued public services.
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ARTICLE III - WORKING CONDITIONS (Con't)
Section E - Layoff Procedures
In the event that a reduction in the workforce may become necessary because of a shortage of
work or shortage of funds, the abolition of a position because of changes in the organization,
or other reasons outside the employee's control, which do not reflect discredit on the service of
the employee, layoff shall be in accordance with the following:
1. Procedure for Layoff. The City shall determine which position classifications and the
number of positions which will be affected.
The City shall provide those employees subject to lay-off with thirty (30) calendar days
written notice of the lay-off. The layoff letter shall advise an employee of his recall
rights and an address and contact person to direct all correspondence to.
Any regular full-time City employee who is laid off shall have his/her name placed on a
recall list for the classification which he/she was laid off from, and for any lower
classification in which the employee is qualified and has more seniority than another
employee on the list. If the employee has never held status in that classification, he/she
will serve a probationary period. The employee's name shall remain on the recalllist(s)
for a period of twenty-four (24) months from date of layoff. It shall be the responsibility
of each person on the layoff list(s) to keep the City informed of his/her current address
and telephone number. Persons shall be recalled in the inverse order of layoff. The City
shall have the right to remove any name from a layoff list if no response is received from
a person on such list within fourteen (14) calendar days after the City has mailed a
certified letter (return receipt requested) to the person's last known address.
2. Order of Layoff. The City shall first attempt to achieve the required reduction of the
workforce through 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, 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
12
ARTICLE III - WORKING CONDITIONS (Con't)
probationary period. Employees subject to layoff shall have the right to be
placed into a seasonal or temporary position, if they meet the qualifications for
the job, at the employee's option. If the employee opts to take a seasonal or
temporary position, it shall not affect their status on the layoff list for purposes
of recall in the event a job opening occurs.
3. Service Time - Layoff Employees who separated from City employment because of
budgetary reasons and returned to City employment within twenty-four (24) months,
in accordance with the Layoff Procedures, shall be entitled to count the length of time
of their prior City service for purposes of accrual of vacation, sick leave, and longevity
pay.
4. Seniority.
a. Definition: Seniority shall commence from the most recent date of regular full-
time or regular part-time employment with the City. Seniority shall not apply
until an employee has completed the applicable probationary period. A break in
seniority shall be defined as a break in service greater than thirty (30) working
days while the employee is on non-paid status. Upon the completion of the
probationary period, the employee shall be credited with seniority, vacation and
sick leave accrual, from the adjusted date of hire. Time worked as a temporary
or project employee shall be considered as equal to regular employment, provided
there is no break in service. Seniority shall be computed upon the adjusted hire
date.
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 towards the
computation of seniority.
d. The City Human Resources Manager will provide the Union with a seniority list
upon request. It shall be each member's responsibility to verify the accuracy of
the calculation of his/her seniority.
Section F - Performance Evaluations
This section applies to regular full time and regular part time employees. Seasonal or temporary
employees are considered "at will" employees and may be terminated with or without cause
during their employment and are not provided with performance evaluations on a regular basis.
13
ARTICLE III - WORKING CONDITIONS (Con't)
For new hires, performance evaluations will be conducted on probationary employees at 3
months and at 6 months. After completion of the probationary period, performance evaluations
will be conducted on an annual basis. Special evaluations may be conducted at any time for
performance related issues that may arise.
Employees that are eligible for a merit step increase will have their performance evaluations
completed and the personnel action form processed within 30 days of the employee's
anniversary date. Exceptions to this time period is for reasons that may be related to the
employee requiring additional time for their comments or similar situations that delay the
processing of the evaluation or personnel action form.
,
14
ARTICLE IV - COMPENSATION
Section A - Wages.
1. Effective January 1,2000, wages shall be increased by 2.88% (see Exhibit "A", 2000
salary schedule, and represented classifications).
2. Effective January, 2001 and 2002, wages shall be increased by a cost of living adjustment
(COLA) equal to 90% of the Seattle-Bremerton CPI-W index, using the August CPI,
effective the following January I st.
3. The parties agree to the results of the wage survey, Exhibit "C", listing the benchmark
survey classes. Implementation of the survey results and classification changes will be
effective retroactive to January 1, 2000.
Section B - Longevity Pay
Longevity premiums based upon the monthly salary shall be added to salaries in accordance
with the following schedule:
. Completion of five (5) years' service 2%
. Completion of ten (10) years' service, an additional 2%
. Completion of fifteen (15) years' service, an additional 2%
. Completion of twenty (20) years' service, an additional 2%
Longevity premiums shall be paid beginning with the first full pay period following the
completion of the eligibility requirements. For the purpose of determining eligibility for
longevity premiums, service shall be limited to time served in good standing as a full paid
regular employee of the City Departments covered by this Agreement.
Section C - Night Shift Premium Pay
Employees whose regular assignment is a night shift shall receive night shift premium pay equal
to $.40 per hour. Night shift shall be defined as hours that begin between 11 :00 pm and 4:00
am and continue for 8 consecutive working hours.
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.
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, in addition
to their holiday pay.
15
r
ARTICLE IV - COMPENSATION (Con't)
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 on-
eall. The compensation will be $10 per day, Monday through Friday, and $20 for Saturday,
Sunday, and holidays recognized in this Agreement. Additionally, all work performed after the
employee's regularly scheduled shift will be paid at the time and one-half rate, with a one (1)
hour minimum.
Work performed not related to the initial on-call duty, as directed by the supervisor, shall be
paid at double time, less the first hour, which is paid at time and one-half.
Section G - Compensatory Time
An employee assigned to work overtime may, at the option of the employee, receive
compensatory time in lieu of cash payment for overtime or call back worked. 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 a little as one-
hour increments, with prior approval of the affected supervisor.
Compensatory time is earned at the rate of one and one-half hour of compensatory time for
each hour of overtime or call back worked, calculated to the nearest thirty (30) minutes.
Section H - Temporary Assignments
Temporary assignments will be filled by the qualified senior employee in the Department or
major Division, provided that (a) the senior employee desires the temporary assignment, and
(b) that there are no other senior employees who have comparable time in service; in which
case, temporary assignments would be rotated among senior employees having comparable time
in service. Comparable time in service is defined to be when the hiring date of an employee is
16
ARTICLE IV - COMPENSATION (Con't)
within one (1) year of the hiring date of the senior employee. Provisions for temporary
assignments apply only to positions covered by this Agreement.
Section I - Higher Class Pay
When an employee is assigned to work in a higher classification for four or more consecutive
hours, the employee shall be paid higher class pay at a salary level for the higher class which
reflects a typical one-step increase above the current base wage, for the duration of the
assignment, calculated to the nearest thirty (30) minutes.
When employees are assigned to work in a classification outside of the contract for four (4) or
more consecutive hours, their compensation shall be determined by first adding their base wage
and longevity (if eligible) and then either placing them at Step A of the higher scale or providing
them a five (5) percent wage adjustment, whichever is greater.
Section T - Certifications
The City agrees to provide the cost of obtaining and retaining job-related certificates or licenses,
including tuition, books, time with pay if necessary to attend seminars/ workshops. The City
also agrees to pay for the certification, maintenance and annual renewal fee.
An employee interested in obtaining a job-related certificate or license must provide a written
request to the employee's supervisor and subject to Department Head approval.
Section K - Tuition Reimbursement
The City shall reimburse employee expenses for books and college tuition for approved job-
related course work per established City procedures, on the basis of 75% of such costs paid by
the City and 25% paid by the employee. However, if funding is provided by another agency
or source, the City's liability is 75% of the unfunded portion.
Section L - Benefits for Temporary Employees
1. Holiday Pay: Any full time temporary employee who completes six (6) months
continuous service with the City shall receive time and one-half for work on a holiday
2. Accrual of Sick Leave and Vacation Credit: Full time temporary or seasonal employees
hired into a regular full time City position shall be pursuant to the following procedures:
. Accrual of sick leave and vacation shall be credited to the employee from their
initial date of hire as long as there is not a break in service of 30 calendar days
or longer. If such a break in service has occurred, the date for crediting the
employee with sick leave and vacation credits shall be the date the employee was
re-hired following the break in service.
17
ARTICLE IV - COMPENSATION (Con't)
. An employee shall not receive any sick leave or vacation credit for any work week
of less than full time in determining the retroactive accrual credits.
. Sick Leave credits may be used by the employee immediately per City policy.
Vacation may not be used or accrued until the employee has completed their
probationary period, and the contract provisions governing vacation shall apply.
2. Retirement Contributions for Temporary Employees
Regular part-time or temporary employees shall contribute into the Public Employees
Retirement System, in accordance with the law.
3. Medical Benefits shall be available to full-time temporary employees according to the
following rules:
a. Six (6) months of consecutive full-time employment - medical benefits available
at employee expense.
b. Eighteen (18) months of consecutive full-time employment - City pays medical
premiums.
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.
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.
19
ARTICLE V - PAID LEAVE (Con't)
3. Use of Sick Leave: Sick leave may be used for the following:
a. Illness or injury to the employee, on or off the job, resulting in an inability of the
employee to perform his/her work.
b. Illness/injury to the employee's immediate family requiring the attendance of the
employee to medically care for the family member. Proof of this medical need
may be requested by the City in the form of a doctor's verification.
Immediate family, for purposes of sick leave benefits, is defined as follows:
Spouse, child, or other dependent relative living in the employee's household.
Use of sick leave is limited to three (3) days per incident, unless additional time
is approved by the Department Head, or the employee qualifies under the Family
Leave benefits.
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 distances.
d. Maternity Leave: Illness/disability resulting from pregnancy, miscarriage, or
childbirth shall be charged to sick leave and then, if necessary, to vacation
accrual. Upon expiration of paid leave (sick leave, vacation, compensatory time,
etc.), an employee may request a maternity leave of absence without pay. The
duration of a maternity leave of absence shall be based upon medical evidence
provided to the employer.
e. Family Leave: Employees are covered by FederaVState Family Leave legislation
which provides for leave of absence to care for a newborn child, adopted child or
a child terminally ill. See the City of Port Angeles Personnel Policy and
Procedure Manual, Chapter 7.06, Family Leave.
f. Donation of Paid Leave Time for Catastrophic Illness/Injury: 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 benefits and the employee's regular wages. The total of worker's
compensation benefits and sick leave credits shall not exceed the employee's
normal take-home pay.
20
ARTICLE V - PAID LEAVE (Con't)
4. Sick Leave Cash-Out: Twenty-five percent (25%) of accumulated sick leave, to a
maximum of 960 hours, will be paid to the employee upon retirement, death or
resignation in good standing when the employee has ten (10) years or more of regular
full-time service with the City. An employee leaving City service not in good standing
or terminated for just cause is not eligible for this benefit.
Section C - Holidays
The following named days shall be holidays to be observed at a time provided under State law:
New Year's Day
Veteran's Day
Washington's Birthday
Memorial Day
Independence Day
Two (2) floating holidays, to be taken in eight (8) hour increments, at a time mutually
agreeable between the employee and the City.
Labor Day
Thanksgiving
Day after Thanksgiving
Christmas
Whenever any of the above-named holidays falls on a Sunday, employees who generally do not
work on Sunday shall have Monday as a holiday; and whenever any holiday falls on a Saturday,
employees who generally do not work on Saturday shall have the previous Friday as a holiday.
For those employees who do not work on a normal Monday through Friday shift, and their
holiday falls on their scheduled day off, the holiday(s) shall be observed on the next following
work day(s). Employees must work 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.
21
ARTICLE VI - HEALTH AND WELFARE BENEFITS
Section A - Health Benefits
During the term of this Agreement, the City agrees to provide medical, dental, vision, and
prescription drug coverage for regular full-time and regular part-time employees and their
eligible dependents who are budgeted to work 20 hours or more per week.
The City agrees to provide AWC medical Plan B effective 7/1/97 and vision coverage ($25
deductible) through the Association of Washington Cities Trust, paid for by the City for
employees and eligible dependents for the duration of this Agreement. The City agrees to
reimburse employees for certain co-payments (identified in Exhibit B) to make Plan B equal to
Plan A coverage. Reimbursement of these co-pays shall be by procedures established by the
City. The dental coverage for employees and eligible dependents shall remain the City's self-
funded dental plan for the period of this labor contract. The City reserves the right to change
insurance carriers as long as the benefits are equal to or greater than the plans noted above. If
the City considers changing insurance carriers, the City shall notice the union prior to any
change to meet and discuss the proposed action.
Section B - Term Life Insurance:
The City agrees to extend life insurance coverage to regular full time employees represented by
Local # 161 9 equal to one times their annual salary, rounded to the nearest thousand, to a
maximum of $50,000. Amounts beyond the annual salary coverage or for spouses will be at the
employee's expense through payroll deduction procedures.
Section C - Long Term Disability Coverage (LTD):
The union agrees to delete L TD coverage for the bargaining unit in exchange for the added
PERS I benefit.
Section D - Deferred Compensation:
The City agrees to allow continued employee participation in a deferred compensation plan
through payroll deduction.
Section E - IRS 125 Account
The City shall provide an IRS 125 account for each employee who chooses to participate in the
program. Any cost associated with the implementation or maintenance shall be paid by the
City.
22
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.
Day: Calendar day, exclusive of Saturday, Sunday, and legal holidays.
Emp1o.yee: A regular full-time or regular part-time employee covered by this Agreement.
Immediate Supervisor: The Division Head who assigns, reviews, or directs the work of an
employee.
Representative: A person who appears on behalf of the employee.
Department Head: The employee reporting to the City Manager, having direct responsibility
over a City Department.
Section C - Exclusions.
1. Work assignments, unless the complaint arises out of an allegation that the employee
was required to work in violation of applicable sections of this Agreement, City policy,
or State law.
2. Work performance evaluations.
3. Impasses in collective bargaining.
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.
23
ARTICLE VII - GRIEVANCE PROCEDURES (Con't)
Section D - Time Limits
Time limits are established to settle grievances quickly. Time limits may be extended by
agreement of the parties. If the grievant is not satisfied with the decision rendered, it shall be
the grievant's responsibility to initiate the action which submits the grievance to the next level
of review within the time limits specified. Failure of the employee to submit the grievance
within the time limits imposed shall terminate the grievance process, and the matter shall be
considered resolved. Failure of the City to respond within the time limits specified will allow
the grievant to submit the grievance to the next higher step of the grievance procedure.
Section E - The Parties' Rights and Restrictions.
1. An employee may have representatives present at all steps of the grievance procedure.
2. Reasonable time in processing a grievance will be allowed during regular working hours
for the shop steward, with advance supervisory approval.
3. Only a person selected by the employee and made known to management prior to a
scheduled grievance meeting shall have the right to represent or advocate as an
employee's representative.
4. Nothing within this grievance procedure shall be construed as limiting the right of
management to manage the affairs of the City, except as specified in this Agreement.
5. Grievances of an identical nature, involving an alleged violation of the same Article,
Section, etc., concerning the same subject matter, may be consolidated.
6. Confidential Communication: Any communications between a member of the Union
and any recognized Union representative regarding a potential or actual employee
grievance will be defined as confidential.
7. The Union, as an organization, may file a grievance alleging that the City has violated
specific rights afforded the organization in the Agreement. Such grievance shall be filed
directly at Step 1 (Department Head level), and shall be bound by the time limitations
and procedures set forth in the grievance procedure.
Section F - Informal Grievance Disposition
Within the time limits specified above, the employee will promptly and verbally meet to discuss
the complaint with his/her Division Manager. In those circumstances where the nature of the
complaint involves the Division Manager, the employee may proceed to Step 1 of the formal
grievance process, the Department Head. If the Division Manager fails to reply to the employee
within five (5) days of the meeting, or if the employee is not satisfied with the decision, the
employee may, within five (5) days, utilize the formal grievance procedure. Prior to initiating
24
ARTICLE VII - GRIEVANCE PROCEDURES (Con't)
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 Manager: If the employee is not satisfied with the decision of the Department
Head, he may appeal the decision to the City Manager within five (5) days from receipt of the
Department Head's decision.
The City Manager or his designee will hold a meeting with the concerned parties within ten
(10) days of receipt of the grievance, all supporting documents, the Department Head's
response, and the remedy requested, and issue a written decision within ten (10) days after the
close of the meeting.
Step 3 - Binding Arbitration: If the grievance is submitted to binding arbitration, the grievant,
or his representative, and the Human Resources Manager shall, within five (5) days of receipt
of the grievant's request, set a date for a meeting to:
1. Agree to any stipulations.
2. Attempt to agree upon an issue statement.
3. Jointly request from the American Arbitration Association, Federal Mediation and
Conciliation Service, or other mutually agreed-upon source, a list of nine (9) arbitrators
and upon receipt of this list, the parties will toss a coin to see who strikes the first name,
and then each shall alternately strike a name, to arrive at an arbitrator who will hear the
grievance. However, the parties may mutually agree upon an arbitrator without using
the above arbitration service, or agree to request another list of names if both parties are
not satisfied with the names on the initial list of arbitrators.
25
ARTICLE VII - GRIEVANCE PROCEDURES (Con't)
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.
26
ARTICLE VIII - DURATION OF AGREEMENT
This Agreement shall be effective January 1, 2000, and continue through December 31, 2002.
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
2000.
I gtA... day of April,
CITY OF PORT ANGELES:
AFSCME LOCAL #1619:
;t~
~~
Mike Quinxr."City Manager
R ecca Veldhouse, President
AFSCME Local # 1619
K n Ridout, Deputy D ector,
Public Works Department
27
Occupation
Code
2002
2058
2001
2005
2004
2003
2051
2007
2050
2047
2046
2000
2013
2008
2010
2017
2014
2015
2016
2018
2049
2052
2025
2024
2021
2022
2026
2045
2020
2006
2048
2011
2042
2034
2023
2027
2056
2028
2031
2035
2033
2036
2038
2037
2039
2041
Numerical Order by Occupation Code
Occupation Codes/Classification/Salary Schedule
AFSMCE Local #1619
REVISED 01-01-00
Classification
CIVII/Utlhty Engineer
Systems Coordinator
Englneenng Speclahst
Water Maintenance Supervisor
SW Collections/Disposal Supervisor
Street Maintenance Supervisor
Systems Analyst
Laboratory Speciahst
WW Treatment Plant Operator III
Recychng Coordinator
CADD System Speclahst
Associate Planner/Electncal Englneenng Speclahst II
PW/Utlhty Services Leadworkers
Pubhc Works Inspector
Senior Maintenance Carpenter
Englneenng Survey Technician
GIS CADD Speclahst
Customer Service Representative
Accountant
Englneenng CADD TechniCian
WW Treatment Plant Operator II
Collections/Pre-Treatment Coordinator
Water Quahty TechniCian 1111
Parks Facility Caretaker
Utlhty Worker II
Community Service Coordinator
Payroll Speclahst
Permit Coordlnator/Englneenng Permit Speciahst
Field Service Representative
Pre-Treatment Coordinator
WWTP OIT/Operator I
Gardener
Maintenance Carpenter
Parks Caretaker
Utlhty Worker I (MM I)
Accounting TechniCian II
Accounting TechniCian I
Utlhty Bllhng Speclahst
Meter Reader
Custodian
Senior Cashier
ClerklTYPlst
Laborer/Seasonal Caretaker
Cashier
Landfill Scale Attendant
SWitchboard Operator
04/05/2000
1431 19
Salary
RanQe
28
26
26
23
23
23
22
21
21
20
20
20
20
20
20
19
18
18
18
18
18
17
17
17
17
17
16
16
16
16
15
14
14
14
14
14
12
12
12
10
09
07
06
06
06
04
Exhibit A
AFSCME #1619 Salary Schedule (Bi-weekly/Monthly Rates) Updated
+2 88 COLA effective 01-01-00 2000 04/05/2000
Pay Grade Step
2 3 4 5 6 7
768 75 792 02 81576 840 45 865 62 891 73 918.32
1,666 1,716 1,768 1,821 1,876 1,932 1,990
2 792 02 81576 840.45 865.62 891 73 91832 945 86
1,716 1,768 1,821 1,876 1,932 1,990 2,049
3 81576 840 45 865 62 891 73 918 32 945 86 974.35
1,768 1,821 1,876 1,932 1,990 2,049 2,111
4 840 45 865 62 891 73 91832 945 86 97435 1003 79
1,821 1,876 1,932 1,990 2,049 2,111 2,175
5 865 62 891 73 918.32 945 86 97435 1003 79 103371
1,876 1,932 1,990 2,049 2,111 2,175 2,240
6 891 73 918.32 945 86 97435 1003 79 103371 1064 57
1,932 1,990 2,049 2,111 2,175 2,240 2,307
7 91832 945 86 97435 1003 79 103371 106457 1096.38
1,990 2,049 2,111 2,175 2,240 2,307 2,376
8 945 86 97435 1003 79 103371 1064 57 1096 38 112915
2,049 2,111 2,175 2,240 2,307 2,376 2,447
9 974.35 1003 79 103371 1064 57 1096 38 112915 116286
2,111 2,175 2,240 2,307 2,376 2,447 2,520
10 1003 79 103371 106457 109638 112915 116286 1197.52
2,175 2,240 2,307 2,376 2,447 2,520 2,595
11 103371 1064 57 1096.38 112915 1162 86 119752 123361
2,240 2,307 2,376 2,447 2,520 2,595 2,673
12 106457 1096 38 112915 116286 119752 1233 61 1270 65
2,307 2,376 2,447 2,520 2,595 2,673 2,753
13 1096 38 112915 116286 119752 1233.61 1270 65 1308 63
2,376 2,447 2,520 2,595 2,673 2,753 2,835
14 112915 116286 1197 52 123361 1270 65 1308 63 1348.04
2,447 2,520 2,595 2,673 2,753 2,835 2,921
15 116286 119752 123361 1270 65 1308 63 1348 04 1388.41
2,520 2,595 2,673 2,753 2,835 2,921 3,008
16 1197.52 123361 1270 65 1308.63 1348.04 1388 41 143019
2,595 2,673 2,753 2,835 2,921 3,008 3,099
17 123361 1270.65 1308 63 1348 04 1388 41 1430.19 147293
2,673 2,753 2,835 2,921 3,008 3,099 3,191
18 1270.65 1308 63 134804 138841 143019 1472.93 1517.08
2,753 2,835 2,921 3,008 3,099 3,191 3,287
19 1308 63 1348 04 138841 143019 1472 93 151708 1562.67
2,835 2,921 3,008 3,099 3,191 3,287 3,386
20 1348 04 138841 1430 19 147293 151708 1562 67 1609.68
2,921 3,008 3,099 3,191 3,287 3,386 3,488
21 138841 1430 19 147293 1517 08 1562 67 1609 68 1658.11
3,008 3,099 3,191 3,287 3,386 3,488 3,593
22 143019 147293 1517.08 1562.67 1609 68 165811 170797
3,099 3,191 3,287 3,386 3,488 3,593 3,701
23 1472.93 151708 1562 67 1609 68 1658.11 1707 97 175925
3,191 3,287 3,386 3,488 3,593 3,701 3,812
24 1517.08 1562 67 1609 68 1658 11 1707 97 1759 25 1811 95
3,287 3,386 3,488 3,593 3,701 3,812 3,926
25 1562.67 1609 68 1658 11 170797 1759 25 1811 95 1866.08
3,386 3,488 3,593 3,701 3,812 3,926 4,043
26 1609 68 165811 1707.97 175925 1811 95 1866 08 1922.11
3,488 3,593 3,701 3,812 3,926 4,043 4,165
27 1658 11 1707.97 1759 25 1811.95 1866.08 192211 1979 57
3,593 3,701 3,812 3,926 4,043 4,165 4,289
28 170797 1759 25 1811.95 1866 08 1922.11 1979 57 2038 92
3,701 3,812 3,926 4,043 4,165 4,289 4,418
29 175925 1811 95 1866.08 1922.11 1979.57 2038 92 210018
3,812 3,926 4,043 4,165 4,289 4,418 4,550
30 1811 95 1866 08 192211 1979 57 2038.92 2100.18 2163.33
3,926 4,043 4,165 4,289 4,418 4,550 4,687
31 1866.08 1922 11 1979 57 2038 92 2100 18 216333 2228 38
4,043 4,165 4,289 4,418 4,550 4,687 4,828
32 1922.11 1979 57 2038.92 210018 216333 2228 38 2295 33
4,165 4,289 4,418 4,550 4,687 4,828 4,973
Association of Washington Cities Employee Benefit Trust
. Exhibit "B"
1997 Medical Plan Comparison
I
Annual Deductible
Max. Annual Out-of-Pocket Exp./lndividu~1
*
Hospital
Outpatient
Inpatient
Maternity Care "
*
Newborn Care
Physical Therapy (Outpatient)
*
Inpatient Rehabilitative Services :
Neurodevelopmental Therapy :
Chemical Dependency .
,
AWOWPS Plan A
AWOWPS Plan B
$1,000,000
$1,000,000
$5,000
$5,000 .
$SO/individual; $150/family
For major medical benefits only.
$100/individual; $300/family
All benefits payable after deductible is met.
$425/person; $1,275/family
$475/person; $1,425/family
100% for employee; annual deductible,
then 100%for dependents.
100%
100% including x-ray and lab.
100%
100%
100%
90%
80%
Paid as an illness for employee/spouse only.
Paid as an illness for employee/spouse only.
100% for 48 hours for normal birth; up to 96
hours for ceasarean birth.
80% to out-of-pocket max.; 48 hours for normal
birth; 96 hours for ceasarean birth.
Paid in full for employee; 80% for dependents.
80%
80% to a max. of 30 days per <;ah,,,J,,,, l-al.
Paid in full to max. of 30 days per condit'
80% to age 7; subject to deductible.
80% to age 7; subject to deductible.
Paid in full to $5,000 per 24-month period;
$10,000 lifetime max.
80% to $5,000 per 24-month period;
$10,000 lifetime max.
*
AWClWPS Plan A
Not covered under medical plan. Paid-in-full
funding provided by Wellness Program.
Not covered
Paid in full. Subject to deductible for spouse.
Paid in full. Subject to deductible for spouse.
Paid in full for employee only. Additional
coverage for exams and materials available
through separate vision plan.
100% for employee; 100% to $10,000 lifetime
maximum for dependents.
50% to Sl,OOO/year.
I
AWClWPS Plan B
Not covered under medical plan. Paid in full
funaiAg prouidGld by 'Mel1ness PrograoL
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 Sl,OOO/year.
Home Health Care '
100% to 130 visits/year.
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. J
*
i
Organ Transplants
$7 copay-brandname; $4 copay-generic.
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.
~
*
$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).
Paid in full to $200 per calendar year
80%
80%
80%
Not covered.
,
75% to $500 lifetime max.; prescriptions for
nicotine withdrawal covered under drug
program (90 day limit).
NOTE: This "Medical Plan Comparison" is presented in summary form and should be used for general purposes only. Please consult the contracts for complete and accu-
rate information on the conditions. exclusions. limitations and coverage benefits.
afssuv
11/15/99
FINAL
Parks Caretaker
Pk.Fac. Caretaker
Acct. Tech II
Meter Reader
Cashier
Equip.Oper.1I
Maint.Wkr. II
Eng. Specialist
Eng.Survey Tech.
Permit Coord.
System Analyst
WWTP Op. II
W.Qual. Tech. II
Typist Clerk
Salary Survey for AFSCME #1619 Benchmark Classifications
Top step of salary range
Exhibit "e"
Aberdeen Marysville (3) Oak Harbor Mt. Vernon Wenatchee (2) Pasco Lacey P.A. (1) Ave. %Diff.
$3,195 $2,746 $2,825 $3,027 $3,119 $3,196 $3,340 $2,633
$3,195 $2,746 $2,825 $3,027 $3,119 $3,196 $3,340 $2,879
$2,896 $3,021 $2,998 $2,675 $2,965 $2,825 $3,026 $3,042
$2,755 $2,450 $2,754 N/C $2,995 N/C $2,742 $2,624
N/C $2,199 $2,587 $2,225 $2,586 $2,139 $2,424 $2,332
$3,353 $3,293 $3,180 $3,150 $3,196 $2,955
$3,353 $3,021 $3,180 $3,150 $3,287 $3,196 $3,340 $2,784
$4,494 $3,931 $4,272 $3,603 $4,097 $4,117 $4,382 $3,969
$3,195 $3,638 N/C $3,235 $3,646 $3,244 $3,509 $3,425
$3,046 $2,746 N/C $2,662 $3,167 N/C $3,026 $3,325
N/C $3,931 N/C $3,183 $3,735 $3,244 $4,070 $3,740
$3,523 $3,293 $3,276 $3,270 $3,380 $3,284 N/C $3,162
N/C $3,021 N/C N/C $3,380 $3,284 $3,339 $3,134
N/C $2,336 N/C $2,225 N/C $2,411 $2,424 $2,401
$3,064 -16.4%
$3,064 -6.4 %
$2,915 4.2%
$2,739 -4.4 %
$2,360 -1.2%
$3,234 -95%
$3,218 -15.6%
$4,128 -4.0%
$3,411 0.4%
$2,929 11.9%
$3,633 29%
$3,338 -5.6%
$3,256 -3.9%
$2,349 2.2%
(1) Port Angeles wage has 4% longevity Pay calculated into the rate.
(2) Wenatchee has 4% in the monthly rates; 2% for longevity pay and 2% for matching deferred compensation.
(3) Marysville has $47.50 added to the monthly rates for longevity pay for a 10 yr. employee.
ADDENDUM TO AFSCME
LABOR CONTRACT
List of Entry Level Classifications:
Switchboard Operator
Landfill Scale Attendant
Parks Caretaker
Accounting Technician I
Engineering CADD Tech
Engineering Survey Tech
Electrical Eng. Specialist
Cashier
Clerk Typist
Maintenance Worker I
Drafting Technician
Permit Technician
Associate Planner
Systems Coordinator
Financial Services Tech
Custodian
Building Permit Tech
Electrical Engineer
Systems Analyst
Utility Engineer
Engineering Specialist
List of Promotional Classifications
WWTP Operator I
Accountant
Maintenance Worker II
Parks Facility Caretakers
Lab Specialist
Pre-Treatment Coordinator
Public Works Inspector
Street Supervisor
GIS/CADD Specialist
Senior Cashier
Water Quality Techs
Sr. Maint. Carpenter
Field Service Rep
Leadworker
Water Maint. Superv.
Accounting Tech II
Meter Reader
Comm. Service Coord.
Equipment Operators
WWTP Operator II/III
Recycling Coordinator
Customer Service Rep
Solid Waste Superv.
.
.
.
5.~5<1
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF PORT ANGELES
AND AFSCME LOCAL # 1619
This memorandum of understanding supplements the labor contract between the City of Port
Angeles and AFSCME #1619 concerning Article III, Working Conditions, Section A, Hours of
Work and Work Days.
The parties agree that the City may assign two employees at the Landfill a work week which
includes split days off. The two employees are the Scale Attendants. The regular days off shall be
Sunday and one additional day (Tuesday-Friday). The City will allow the employees to select the
second day off, subject to management approval. The day off may be changed by employee request,
with management approval. There shall not be any additional premium pay for having a work
schedule that includes split days off.
For the City:
~ r/2"~-J
Mike Quiffu, City Manager
~Y6~
Bob Coons, H.R. Manager
Date: ..1-I'1-t1tiL
Date: 5..../9-0 Z-