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HomeMy WebLinkAbout5.254 Original Contract I I, DATE: To: FROM: SUBJECT: 1\ . " 'I' ull ~ 5.6l54 ~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 PAGE 1 1 1 2 2 3 3 4 4 5 5 5 5 6 6 8 8 8 10 10 10 11 12 13 15 15 15 15 16 16 16 PAGE Section H - Temporary Assignments Section I - Higher Class Pay Section J - Certifications Section K - Tuition Reimbursement Section L - Benefits for Temporary Employees 16 17 17 17 17 ARTICLE V - PAID LEAVE TIME Section A - Vacation Section B - Sick Leave Section C - Holidays 19 19 21 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 22 22 22 22 22 ARTICLE VII - GRIEVANCE PROCEDURE 23 ARTICLE VIII - DURATION OF AGREEMENT 27 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. 1 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. 2 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. I 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. 3 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. 4 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). 5 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 6 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. 7 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. 8 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. 9 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 10 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. 11 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-