The URL can be used to link to this page

Home My WebLink About2023/01/03 - Regular PacketBoard of Mason County Commissioners Draft Meeting Agenda Commission Chambers 411 N 5th St, Shelton, WA 98584 January 3, 2023 9:00 a.m. January 3.2 Commission meetings are live streamed at http://www.masonwebtv.com/ Effective May 10, 2022, regular Commission business meetings will be held in-person and via Zoom. Please click the Zoom meeting link posted on the Mason County homepage and use the “raise hand” feature to be recognized by the Chair to provide your comments and testimony. Public comment and testimony can be provided in-person, and you can also e-mail msmith@masoncountywa.gov; mail in to the Commissioners’ Office at 411 N 5th St, Shelton, WA 98584; or call (360) 427-9670 ext. 419. If you need to listen to the Commission meeting via telephone, please provide your telephone number to the Commissioners’ Office no later than 4:00 p.m. the Friday before the meeting. 1. Call to Order 2. Pledge of Allegiance 3. Roll Call 4. Correspondence and Organizational Business 4.1 Correspondence 4.2 Selection of Chair and Vice-Chair 4.3 Welcome New Elected Officials 5. Open Forum for Citizen Input Please see above options to provide public comment; 3 minutes per person, 15-minute time limit. 6. Adoption of Agenda Items appearing on the agenda after “Item 10. Public Hearings” may be acted upon before 9:15 a.m. 7. Approval of Minutes – 8. Approval of Action Agenda Items listed under “Action Agenda” may be enacted by one motion unless a Commissioner or citizen requests an item be removed from the Action Agenda and considered a separate item. 8.1 Approval of Warrants & Treasurer Electronic Remittances Claims Clearing Fund Warrant # 8092689-8093110 $4,094,571.32 Direct Deposit Fund Warrant # 92807-93214 $ 884,155.95 Salary Clearing Fund Warrant # 7007086-7007110 $ 582,320.52 Treasurer Electronic Remittance $ 166,901.74 8.2 Approval of the January 2022 – December 2026 Collective Bargaining Agreement (CBA) for Woodworkers Local Lodge W38 I.A.M representing Mason County Corrections and Support Staff. 8.3 Approval to purchase a 2023 Kenworth TT880 Chassis Roll-Off truck with hook lift from Pape off the Washington State DES Contract No 03920 for $301,158.84 and add to the 2023 U&W budget as an amendment. 8.4 Approval of the January 2022 – December 2025 Collective Bargaining Agreement (CBA) for Teamsters Union Local No. 252 Mason County General Services. 8.5 Approval for the Chair to sign the Letter of No Objection for a Special Occasion Liquor License application for the Mason County Association of Realtors to host an event on January 14, 2023 at the Alderbrook Golf and Yacht Club. 9. Other Business (Department Heads and Elected Officials) 10. 9:15 a.m. Public Hearings and Items Set for a Certain Time Please see above options to provide public testimony. No Public Hearings set for this time. 11. Board’s Calendar and Reports 12. Adjournment MASON COUNTY TO: Board of Mason County Commissioners Reviewed FROM: Cassidy Perkins Ext. 419 DEPARTMENT: Support Services Action Agenda DATE: January 3, 2023 No. 4.1 ITEM: Correspondence 4.1.1 Washington State Liquor and Cannabis Board sent in the following: Notice of Cannabis License Application for Wilber Industries LLC, and Urgent Special Occasion Liquor License Application for Mason County Association of Realtors. 4.1.2 Advisory Board Applications received from the following: Michael Hobbs for the Housing and Behavioral Health Board, and Becky Cronquist for the Lewis-Mason- Thurston Area agency on Aging Advisory Council. 4.1.3 2023 Budget Received from the Mason County Fire Protection District No. 11. 4.1.4 Received 2022 4th Quarter Report: Economic Development Council of Mason County. 4.1.5 Email notification received from Darren Eisele with Hood Canal Communications regarding Mason County Logo for Broadband Banner. Attachments: Originals on file with the Clerk of the Board. Caution: External Email Warning! This email has originated from outside of the Mason County Network. Do not click links or open attachments unless you recognize the sender, are expecting the email, and know the content is safe. If a link sends you to a website where you are asked to validate using your Account and Password, DO NOT DO SO! Instead, report the incident. From:Darren Eisele To:Mark Neary; McKenzie Smith; Kate Campbell Subject:Mason County Logo for Broadband Banner Date:Friday, December 30, 2022 10:31:20 AM Attachments:image001.png image002.png image003.png image004.png image005.png image006.png Mason Co ARPA banner 2022.pdf Hi McKenzie, Mark, Kate, I work with Mike Oblizalo at Hood Canal Communications. The Mason County Commissioners awarded HCC a grant to build fiber to the Eldon area. We have activated fiber to the Eldon store and have scheduled a ribbon cutting with the Shelton Chamber and the commissioners, on Thursday, January 5, 2022. I am putting together a banner to acknowledge and thank the county for their support. I would like to include the county’s logo as you can see on the attached. The low- resolution jpg I downloaded from the county website will not print well on a 6’ banner. Would you please provide me with a vector file (ai, eps, etc) of the logo to use on the banner? Darren Eisele Customer Experience & Marketing Director Hood Canal Communications - HCC P.O. Box 249 Union, WA 98592 360.898.2481 | 360.898.0630 direct darrene@hoodcanal.net www.hcc.net The content of this email is confidential and intended for the recipient specified in message only. It is strictly forbidden to share any part of this message with any third party, without a written consent of the sender. If you received this message by mistake, please reply to this message and follow with its deletion, so that we can ensure such a mistake does not occur in the future. Bringing fiber internet service to rural Mason County. Project funded in part with American Rescue Plan Act grant dollars from Mason County. HCC and the community express their gratitude for this infrastructure investment to help reduce digital inequality in Mason County!www.hcc.net | 360.898.2481 High speed internet service is coming to your neighborhood! Mason County Agenda Request Form To: Board of Mason County Commissioners From: Cassidy Perkins Ext. 419 Department: Support Services Briefing: ☐ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): Click or tap here to enter text. Agenda Date: January 3, 2023 Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: 8.1 Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Approval of Warrants & Treasurer Electronic Remittances Claims Clearing Fund Warrant # 8092689-8093110 $ 4,094,571.32 Direct Deposit Fund Warrant # 92807-93214 $ 884,155.95 Salary Clearing Fund Warrant # 7007086-7007110 $ 582,320.52 Treasurer Electronic Remittance $ 166,901.74 Background/Executive Summary: The Board approved Resolution no. 80-00 Payment of Claims Against County: Procedure Authorizing Warrant Issue and Release Prior to Board Claim Approval. Mason County Code 3.32.060(a) requires that the Board enter into the minutes of the County Commissioners the approval of claims listing warrant numbers. Claims Clearing YTD total $ 44,152,602.68 Direct Deposit YTD total $ 19,255,826.86 Salary Clearing YTD total $ 19,163,505.44 Approval of Treasurer Electronic Remittances YTD total $ 7,985,856.14 Requested Action: Approval of the aforementioned Claims Clearing Fund, Direct Deposit Fund, Salary Clearing Fund, and Treasurer Electronic Remittance warrants. Attachments: Originals on file with the Auditor/Financial Services; copies on file with the Clerk of the Board Mason County Agenda Request Form To: Board of Mason County Commissioners From: Mary Ransier Ext. 422 Department: Human Resources Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): December 19, 2022 Agenda Date: January 3, 2023 Internal Review: ☐ Finance ☒ Human Resources ☒ Legal ☐ Information Technology ☒ Risk (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: 8.2 Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: January 2022 – December 2026 Collective Bargaining Agreement for Woodworkers Local Lodge W38 I.A.M. Corrections/Support Staff Background/Executive Summary: The exclusive representatives of the Engineers Guild representing Woodworkers Local Lodge W38 I.A.M representing Mason County Corrections and Support Staff have reached a tentative agreement with Mason County for the 2022-2026 term. It is noted and commended to the Commissioner’s that the parties reached this Agreement through a very collaborative negotiations process. Budget Impact (amount, funding source, budget amendment): Supplemental, funded by Ending Fund Balance. Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval of the January 2022 – December 2026 Collective Bargaining Agreement (CBA) for Woodworkers Local Lodge W38 I.A.M representing Mason County Corrections and Support Staff. Attachments: CBA on file with Clerk of the Board Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 i AGREEMENT January 1, 2022 – December 31, 2024 BY AND BETWEEN MASON COUNTY SHERIFFS OFFICE AND WOODWORKERS LOCAL LODGE W38 I.A.M. CORRECTIONS/SUPPORT STAFF Collective Bargaining Agreement Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ii TABLE OF CONTENTS PREAMBLE ............................................................................................................................................. 1 ARTICLE 1 RECOGNITION .......................................................................................................... 1 ARTICLE 2 UNION SECURITY .................................................................................................... 1 ARTICLE 3 COMMITTEES ............................................................................................................ 2 ARTICLE 4 RIGHTS OF MANAGEMENT ................................................................................... 2 ARTICLE 5 DISCRIMINATION ...................................................................................................... 3 ARTICLE 6 HIRING ......................................................................................................................... 3 ARTICLE 7 SENIORITY ................................................................................................................. 3 ARTICLE 8 CURTAILMENT AND RECALL ................................................................................ 4 ARTICLE 9 EVALUATION AND DISCIPLINE ............................................................................ 5 ARTICLE 10 GRIEVANCES ........................................................................................................... 7 ARTICLE 11 WAGES AND ALLOWANCE ................................................................................... 9 ARTICLE 12 OVERTIME ................................................................................................................ 12 ARTICLE 13 EDUCATION COMPENSATION ............................................................................ 15 ARTICLE 14 ADDITIONAL COMPENSATION ........................................................................... 15 ARTICLE 15 VACATION ................................................................................................................ 17 ARTICLE 16 HOLIDAYS ................................................................................................................ 18 ARTICLE 17 SICK LEAVE ............................................................................................................. 20 ARTICLE 18 BEREAVEMENT LEAVE ........................................................................................ 21 ARTICLE 19 FAMILY & MILITARY LEAVE ................................................................................. 21 ARTICLE 20 INCLEMENT WEATHER ........................................................................................ 22 ARTICLE 21 SALARY AND SALARY NEGOTIATIONS ........................................................... 23 ARTICLE 22 INSURANCE ............................................................................................................. 23 ARTICLE 23 EMPLOYER RELATIONS ....................................................................................... 24 ARTICLE 24 USE OF RESERVES & VOLUNTEERS ............................................................... 25 ARTICLE 25 UNIFORM ALLOWANCE ........................................................................................ 25 ARTICLE 26 BULLETIN BOARD & PRESS RELEASES .......................................................... 26 ARTICLE 27 FALSE ARREST INSURANCE & CIVIL LIABILITY INSURANCE ................... 26 Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 iii ARTICLE 28 SAFETY COMMITTTEE ........................................................................................ 26 ARTICLE 29 SAVINGS CLAUSE .................................................................................................. 27 ARTICLE 30 DURATION AND TERMINATION .......................................................................... 27 SIGNATURE PAGE ............................................................................................................................. 28 ATTACHMENT A – WAGES .............................................................................................................. 29 ATTACHMENT “B” – GRIEVANCE FORM ...................................................................................... 30 Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 1 PREAMBLE This Agreement is entered into by and between the County of Mason, a political subdivision of the State of Washington, and the Mason County Sheriff’s Office, acting through the elected sheriff, hereinafter jointly referred to as the “County” and the Woodworkers Local Lodge W38 I.A.M. hereinafter referred to as the “Union”. The purpose of this Agreement is to provide and promote harmonious relations between the County and the Union, and to establish equitable and peaceful procedures for the resolution of differences and to establish salaries, wages, hours of work and other terms and conditions concerning employees and employment. Job duties of Corrections and Support Staff will be in keeping with the duties outlined in the appropriate published job description, subject to the right retained by the Sheriff to assign other duties as necessary in accordance with written policy. ARTICLE 1 RECOGNITION The County recognizes the Union as the sole and exclusive bargaining agent for the purpose of negotiations concerning salaries, hours, and other conditions of employment for all the corrections/support staff in the Sheriff’s Office, except the Sheriff’s appointed positions pursuant to RCW 41.56.030. ARTICLE 2 UNION SECURITY 2.1 Membership No employee in the bargaining unit shall be required to become a member of the Union as a condition of employment. It is recognized that the Union is required both under law and under this Agreement to represent all of the employees in the bargaining unit fairly and equally without regard to whether or not the employee is a member of the Union. 2.2 Union Dues and Fees The Employer shall make deductions for Union dues and/or service fees in the amount certified by the Union Secretary from the wages of each employee in the bargaining unit who executes a properly written authorization and such deductions shall be remitted each month to the Union. New employees other than provisional or emergency appointees shall be given thirty (30) days in which to authorize dues deductions. Union representatives shall be given time with each new employee to discuss Union membership, consistent with State Law. The Union agrees to supply the Employer, annually, with a statement of deduction to be withheld each month. The Employer shall make deductions for the current month's dues and/or service fees only and shall not be responsible for the collection of any dues or service fees that may be in arrears. Deductions shall be promptly transmitted to the Union by check payable to its order or EFT. Upon issuance and transmission of the check to the Union, the Employer's responsibility shall cease with respect to the deduction covered thereby. An employee may cancel their payroll deduction of dues and/or service fees by written notice to the Employer and/or the Union, either of whom will notify the other. The cancellation will become effective on the second payroll after receipt of the notice. 2.3 Maintenance The Union agrees to indemnify, defend and hold harmless the County from any and all claims and actions that arise as a result of actions taken by the County in administering this Article of the Agreement. The Union shall refund to the Employer any amounts paid in error on account of the check- Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 2 off provision upon presentation of proper evidence thereof. If a dispute arises, the mechanism for resolution provided under RCW 41.56 will be followed. ARTICLE 3 COMMITTEES 3.1 A Union official who is an employee in the bargaining unit shall be granted reasonable time off with pay while conducting contract negotiations or meetings with the County. No more than three (3) Union official/representatives shall be released from work at the same time, provided they are not all from the same scheduled shift, and an effort will be made in scheduling to minimize any operational impact on the County. 3.2 The County shall appoint a Negotiating Committee of one or more persons, which shall act on behalf of and under the guidance of the Board of County Commissioners. 3.3 The Union will appoint member to serve as a Shop Steward. Each steward will be expected to perform his/her duties as a representative of the Union Members on his/her own time. However, it is recognized that from time to time, it will be necessary for the steward activities relating to the investigation and processing of complaints, disputes, and grievances to be conducted during work hours when permission has been granted by their immediate salaried supervisor. The County retains sole discretion on whether permission will be granted and will be evaluated based on the operational needs of the County. 3.4 The parties have the right to communicate with each other and provide notice on matters of concern using e-mail, written correspondence, and telephonic communications. Notice is deemed served if communicated to a member of Command Staff or Human Resources for the Employer or the Business Representative, Sub Local Chairperson or Steward for the Union, who agree to ensure that their own constituents are notified and copied appropriately. The parties agree to respond within a reasonable timeframe. ARTICLE 4 RIGHTS OF MANAGEMENT Except as abridged by this contract, the Sheriff shall retain the exclusive right to exercise the customary functions of management, including, but not limited to: A. To determine the Mason County Sheriff’s Office mission, policies, and set forth all standards of service offered to the public. B. To plan, direct, control and determine the operations or services to be conducted by the employees. C. To utilize personnel, methods, and means in the most appropriate and efficient manner possible. D. To manage and direct the employees of the Sheriff’s Office. E. To hire, promote, transfer, train, evaluate performance and retain employees in positions of the Sheriff’s Office. F. To establish work rules and rules of conduct. G. To determine the size and composition of the work force and to lay off employees in the event of lack of work or funds. If a layoff is imminent, due to a lack of funds or work, the parties shall meet to discuss efforts to preserve the bargaining unit workforce and develop potential alternatives to curtailment. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 3 H. Determine the methods, maintenance, equipment, number and kinds of personnel, the job, work, or position content required to accomplish governmental operations and maintain the efficiency and safety of those operations. I. Determine and change the number and locations and types of operations, processes and materials to be used in carrying out all County functions. J. Control departmental budgets and financial policies, including accounting procedures. K. Take whatever actions are necessary in emergencies or exigent circumstances in order to ensure the proper function of the Sheriff’s Office. Exigent Circumstances are declared by the Sheriff or designee in writing and are circumstances which, through no fault of the employer, result in a situation that impacts safety or efficient operation. The Mason County Commissioners shall retain the authority to determine all items with budgetary impact, such as rates or pay, amount of vacation, sick leave and holidays, health insurance, life insurance, overtime rate, call back rate and uniform allowance. ARTICLE 5 DISCRIMINATION The County agrees not to discriminate against any member for his/her Union activity. It is the policy, intent, and purpose of both the County and the Union that there shall be no discrimination among employees as to color, race, religion, sex, age, national origin, physical disability, marital status, sexual orientation and/or sensory imperfection unless due to a bona fide occupational qualification. ARTICLE 6 HIRING 6.1 Process The County has the right to hire new employees from any source, and all new employees will serve a probationary period of 365 calendar days of regularly scheduled work on their job, which shall not include light duty jobs. During the probationary period, the employee may resign or be terminated without cause or notice. An employee will be classified as a “regular employee” upon successful completion of the probationary period. The County may request an extension of the probationary period and the Union will not unreasonably deny that request. 6.2 New Classifications If new classifications are established by the Employer and added to the bargaining unit, if the duties of existing classifications are substantially changed, or if an Employee is appointed to a position substantially different than the Employee’s classification, a proposed wage scale shall be assigned thereto, and the Employer shall forward the new or changed class and proposed wage to the Union for review. The contract will then be subject to reopening for the sole purpose of negotiating a wage for the class, and only if so requested by the Union. If either party disagrees with the designation of a new or reclassified position, the parties recognize that the determination as to whether the position is included within the bargaining unit may be reviewed by PERC, upon petition by either party or jointly. ARTICLE 7 SENIORITY 7.1 Definition Seniority, for purpose of this Agreement, is an employee’s length of continuous service with the County, dating from his/her date of hire into a regular position. Seniority within rank shall be determined by date of promotion to such rank. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 4 7.2 Seniority Preference The County recognizes the principles of seniority and qualifications considered for its employees. Unless otherwise stated herein, seniority will only be applied as the determining factor for: (a) shift bidding, (b) vacation bidding, (c) overtime preference within rank, and (d) computing layoff and reemployment rights. 7.3 Loss of Seniority Seniority and the employment relationship shall be considered severed and terminated if an employee: a. Resigns b. Is discharged for cause; c. Is absent from work for a period of three (3) consecutive days without prior notification; d. Is rehired after a break in service of more than thirty (30) days; e. Fails to report for work at the termination of a leave of absence or extension thereof; or f. Accepts gainful employment without permission while on leave of absence. Employees who are re-employed following the loss of their seniority shall be deemed a newly-hired employee for all purposes under this Agreement, except if an employee is recalled consistent with Article 8 and the time-lines therein, they shall regain the seniority that they had as of their last date of employment. The practice of allowing leave of absence returns with intact seniority will be administered under the same time frames provided for in Article 8. 7.4 Shift Bidding – Corrections Sergeants/Corporals/Deputies/CSOs Assigned to Control Room For the purposes of this section, a “work period” has been defined as a twenty-eight (28) day cycle under FLSA, section 7(k). Bidding shall commence on September 1 and close on September 30 of each year for the following year’s schedule assignment. Employees will bid either days or nights for the bid period, which would be one (1) bid per year. The schedule shall be posted by the employer for a period of two (2) weeks prior to the beginning of the bid period to allow employees ample time to consider bid options. Where operational needs or special circumstances necessitate, an employee may be temporarily assigned to a shift other than which he/she bid for, provided a minimum of a thirty (30) days’ notice has been given (if possible) and is seniority based. ARTICLE 8 CURTAILMENT AND RECALL 8.1 Notice In the event of a curtailment the County will give a minimum of two (2) weeks’ notice prior to the effective date of the curtailment. The County shall meet with the Union, upon request, to discuss possible alternatives to curtailment, but is not bound to adopt alternatives proposed. 8.2 Displacement Employees holding least seniority within a classification will be curtailed first. Curtailed employees will be able to displace the junior employee in inverse order of classifications previously held without loss of seniority. (E.g., if a SGT is curtailed due to lack of work or reduction in that classification, the SGT would be able to utilize his/her seniority to displace the junior Corrections Deputy. The SGT would assume seniority among Corrections Deputies where that employee would have been had they not promoted to SGT) Employees with no displacement opportunities within their classification will be able to displace junior employees in other classifications within the unit based upon seniority and qualifications. Qualifications shall be based upon the job description and the determination by the County as to whether the employee Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 5 could adequately assume the role and responsibilities associated with the position the employee seeks to move into. 8.3 Recall Employees must notify the County within three (3) calendar days of receipt of notice of recall whether they will return or not. Employees recalled will have up to seven (7) calendar days from notice of recall to return. No employee will be required to accept recall to a position not previously held. For recall to positions previously held, any employee that does not notify the County of intent to return or fails to return as scheduled will be considered a voluntary quit with loss of seniority for consideration in future openings. 8.4 Recall Seniority Employees will be recalled in seniority order, most senior first, to positions previously held or to any available opening which the employee is qualified to fill. The parties recognize the need to maintain an appropriate male/female officer ratio and will meet to discuss requirements that may be present at the time of recall. Employees accepting recall to a position, whether previously held or not, will retain rights to the initial vacancy curtailed should it become available for recall. Such rights shall be limited in duration to fourteen (14) months or expiration of certification(s), whichever is greater, required for the initial position from which the employee was curtailed. 8.5 Restoration of Benefits Employees recalled pursuant to Section 9.4, above, shall be placed at the same salary range and step, and time in step, in effect at the time of layoff. In addition, employees shall have the sick leave balance as of the date of layoff restored (unless the employee received a sick leave cash out at the time of layoff); shall accrue vacation leave at the same accrual rate in effect as of the date of layoff; and the number of years of continuous county service at the time of layoff shall be credited towards eligibility for the longevity benefit. Employees recalled into regular part-time positions shall be subject to pro-rated benefits as described in other articles of this Agreement. ARTICLE 9 EVALUATION AND DISCIPLINE 9.1 Evaluation The purpose of evaluation is to help an Employee to be successful in performance and to understand the standards and goals of their position and their Department. The evaluation will assess and focus on the Employee’s accomplishment of their job functions and the goals and standards of the position. Where the Employee does not meet the above, a plan for correction, training or support should be developed with the Employee. All regular Employees should be formally evaluated in writing by their immediate Supervisor and/or Office head or designee during the probationary or trial service period and at least annually (at date of hire or a common date) and, thereafter, in conjunction with Sheriff’s Policy in effect at the time of evaluation. Additionally, evaluation of job performance may occur at any time and on an ongoing basis. Evaluation may occur in various ways and may include coaching, counseling or written assessment. The evaluation process shall also include a review of the current job description. Evaluation shall not, by itself, constitute disciplinary action – disciplinary action must be specifically identified as such, in writing, consistent with Section 9.2. Employees will be given a copy of the evaluation. Employees will be required to sign the evaluation, acknowledging its receipt. Evaluations are not grieveable, however, Employees may elect to provide a Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 6 written response to the evaluation, which will be retained with the evaluation in the Employee’s personnel file and/or appeal any evaluation to review with their appropriate Command Staff Representative. 9.2 Discipline/Corrective Action The County has the right and responsibility to assure corrective action when appropriate and, in doing so, agrees to act in good faith in the discipline, dismissal or demotion of any regular Employee and any such discipline, dismissal or demotion shall be made only for just cause. While the totality of the circumstances must be considered, generally “just cause” is defined as consistent with the “Seven Tests of Just Cause.” The parties recognize that just cause requires progressive discipline. Progressive discipline may include:  oral reprimands, which will be documented;  written reprimands;  disciplinary transfer;  suspension with or without pay;  demotion; or  discharge. The intent of progressive discipline is to assist the Employee with performance improvement or to correct misconduct. Progressive discipline shall not apply where the offense requires more serious discipline in the first instance. Both the sequencing and the steps of progressive discipline are determined on a case-by-case basis, given the nature of the problem. All disciplinary actions shall be clearly identified as such in writing. The Employee will be requested to sign the disciplinary action. The Employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline. Employees shall have the right to provide a written response to any written disciplinary action to be included in the personnel file, which, together with the action, will be retained in the personnel file, for so long as the disciplinary action is retained. A copy of all disciplinary notices shall be provided to the Employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident which gave rise to the grievance. The Employer will notify the Union in writing within three (3) calendar days after any notice of discharge. The failure to provide such notice shall not affect such discharge but will extend the period within which the affected Employee may file a grievance. Any suspension or discharge not made the basis of a grievance within three (3) calendar days from the time thereof shall be considered as waived. The Employer recognizes the right of an Employee who reasonably believes that an investigatory interview with a Supervisor may result in discipline to request the presence of a Union representative at such an interview, provided such is neither a material witness nor the subject of the investigation. Upon request, the Employee shall be afforded a Union representative. The Employer will delay the interview for a reasonable period of time in order to allow a Union representative an opportunity to attend. If a Union representative is not available or delay is not reasonable, the Employee may request the presence of a bargaining unit witness. (Weingarten rights) Employees shall also have a right to a notice and a determination meeting prior to any disciplinary action which may result in an economic loss or suspension. The Employer must provide a notice and statement in writing to the Employee identifying the performance violations or misconduct alleged, a Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 7 copy of the investigative file for review (if requested), and a finding of fact and the reasons for the proposed action. The Employee shall be given an opportunity to respond to the charges in a meeting with the Employer and shall have the right to Union representation during that meeting, upon request. (Loudermill rights) No Employee shall be compelled by the County to give self-incriminating information, either verbal or written, during any criminal investigation when such investigation involves allegations against the Employee nor in any internal investigation which could lead to a criminal charge against the Employee. Any refusal by an Employee to give self-incriminating information under these conditions will not result in the Employee’s termination, suspension, reprimand, transfer, or any other form of disciplinary action by the County. (Garrity rights) The Employer shall endeavor to correct Employee errors or misjudgments in private, with appropriate Union representation if requested by the Employee. Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such action (as to any post-probationary Employee) was for just cause. ARTICLE 10 GRIEVANCES 10.1 Purpose The purpose of this grievance procedure is to provide an equitable, orderly, and timely process for resolution of grievances without fear of discrimination and/or reprisal. 10.2 Election of Remedies Grievances concerning disciplinary matters governed by the Mason County Civil Service Rules may be processed as an appeal through the Civil Service Rules or as a grievance under this Agreement. The parties to this Agreement agree that a grievance cannot be processed through both the Civil Service appeal process and the grievance procedure under this Agreement. If the grievance is filed first as an appeal through Civil Service, it cannot be filed as a grievance under this Agreement. If the grievance is filed first as a grievance under this Agreement and is subsequently filed timely as an appeal under Civil Service procedures, the grievance shall be considered withdrawn and cannot be re-filed. 10.3 Definition The term “grievance” shall mean any dispute between the Employer and the Union or an employee covered by this Agreement, concerning the interpretation, application, claim, breach or violation of the terms of this Agreement. Either the Union or the Employer may initiate a grievance. The Employer may not grieve the acts of individual Employees, but rather, only orchestrated acts or actions of authorized representatives believed to be in conflict with this Agreement. An Employer grievance will not be subject to Arbitration and may go to mediation. The Union may initiate a Grievance at Step II anytime that it involves a group of Employees, as specified in Section 10.6. Such grievances may be referred to mediation services by mutual agreement prior to Arbitration. 10.4 Non-Retribution Employees will be unimpeded and free from restraint, interference, coercion, discrimination, or reprisal in seeking adjudication of their grievances. 10.5 Format Grievances shall be filed on a mutually agreed form (see Attachment “B”) which specifies: (a) the facts; (b) the issue; (c) the date of the violation alleged; (d) the controlling contract provision and the section of the Agreement alleged to be violated; and (e) the remedy or relief sought. In the event a form filed Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 8 is unclear or incomplete and not in compliance with this Section, the County shall make its best efforts to handle the grievance as it understands it. 10.6 Grievance Submissions Any employee of this bargaining unit or a Union representative/steward, with or without the aggrieved employee, may submit a grievance. The Union may in appropriate cases, submit an “institutional” or “general” grievance on its own behalf. A grievance of interest to several employees may be filed as a “Group Grievance”, directly to Step II of the grievance procedures, within the time limits set forth in Section 10.7. 10.7 Time Limits A grievance must be submitted pursuant to Step I of the grievance procedure as applicable herein, within fifteen (15) calendar days from the date of the occurrence of the alleged grievance or from the date that the grievant, any Union representative or steward knew, or through reasonable diligence should have known of the cause of the grievance. In the case of a grievance ripe for submission directly to Step II, the aforementioned time period will also apply. Upon mutual written agreement, the parties may extend any time limits stipulated in the grievance procedure for stated periods of time, with copies provided to the Union and the Employer. 10.8 Breach of Time Limits Failure by an employee or the union to comply with any time limitations of the procedures in this Article shall automatically constitute withdrawal of the grievance. Failure of the County to comply with any time limitations of a procedure of this Article shall automatically permit the aggrieved employee(s) to advance his/her grievance to the next step of this grievance procedure. 10.9 Grievance Procedure Step I (Supervisor): Before filing a written grievance, the grievant and/or the Union shall discuss the problem with the employee’s Division Chief or designee within the time period specified in Section 10.7. If the matter cannot be resolved verbally, the supervisor shall issue a written response within five (5) calendar days after such meeting, either granting or denying the grievance, and provide the written response to the employee and Union. If this resolves the grievance, then no further action is necessary. If the grievance is not resolved at Step I, it may be submitted to Step II. Step II (Sheriff): The grievant and/or Union may present the grievance in the format specified in Section 10.5 to the Sheriff or his/her designee within ten (10) calendar days of the supervisor’s written response in Step I or, in the case of a grievance ripe for submission directly to Step II, within the time period specified in Section 10.7. The Sheriff shall meet with all concerned parties including the Union representative(s) within ten (10) calendar days of receipt of the grievance. The Sheriff shall issue a written response within ten (10) calendar days after such meeting, either granting or denying the grievance, and provide the written response to the employee and Union. If the grievance is not resolved at Step II, it may be submitted to Step III. Step III (Human Resources Director): The grievance (as was previous set forth in writing under Step II) may be submitted to the Human Resources Director or designee within five (5) calendar days of the Sheriff’s written response in Step II. The Human Resources Director or designee shall meet with the Union within ten (10) calendar days of its receipt of the grievance. Within ten (10) calendar days of the meeting, the Human Resources Director or designee shall issue a written response to the Union regarding the grievance. Mediation: The parties may mutually agree to submit the matter to mediation. The moving party shall contact the proper authority, Public Employees Relations Commission (“PERC”) or Federal Mediation & Conciliation Services (“FMCS”), and request a mediator and hearing date to be conducted within 30 calendar days in attempt to resolve the matter. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 9 Should the mediator be unsuccessful in mediating a resolution s/he will provide an opinion as to what the likely outcome would be should the matter be pursued to arbitration. The mediator shall have no authority to modify the bargaining agreement or issue a binding resolution. Step IV: (Arbitration): If the grievance is not resolved at Step III, the grievance (as was previously set forth in writing under Step II), maybe submitted to PERC within five (5) calendar days of the written response in Step III. PERC shall provide a list of five (5) arbitrators and the Union and the County shall strike names until an arbitrator is selected. Within thirty (30) calendar days, the arbitrator shall schedule a hearing on the matter. In connection with any proceedings of the arbitration held pursuant to the Agreement, it is understood as follows: 1. The arbitrator shall have no power to render a decision that will add to, subtract from, alter, change, or modify the terms of this Agreement. 2. The decision of the arbitrator shall be final, conclusive and binding upon the County, the Union and the employee(s) involved. 3. The prevailing party shall be exempted from the costs of the arbitrator’s fees. Each party shall bear the cost of presenting its own case. 4. The arbitrator’s decision shall be made in writing and shall be issued to the parties within thirty (30) calendar days after the case is submitted. ARTICLE 11 WAGES AND ALLOWANC E 11.1 Wages Salaries for all uniformed employees of the Mason County Sheriff’s Office Corrections and Support Staff from date of ratification through December 31, 2024 shall be established as listed in the wage scale as set forth in Attachment A. The salary of the Corporal Step 1 will be five (5%) percent above the top step of the Corrections Deputy, and the salary of the Corrections Sergeant Step 1 will be five (5%) percent above the top step Corporal. Effective January 1, 2023, the wage rates in effect on December 31, 2022, shall be increased by 2.0% (1.75% plus 0.25%), in consideration of the adjustment in premium days. Plus, add a 6th Step at 2.0% for support staff. Effective January 1, 2024, the wage rates in effect on December 31, 2023, shall be increased by 2.0% (1.75%, plus 0.25%), in consideration of the adjustment in premium days. Plus, add 7th Step at 2.0% for support staff. All bargaining unit members who are active at the time of ratification shall receive a one-time $2500 retention bonus payment that will be payable on the same paycheck as the retroactive pay. 11.2 Hours of Labor The normal work schedule for employees of this bargaining unit shall begin at the beginning of the employee’s regular scheduled shift, after days off, as indicated herein: 1. Shifts: The normal work schedule shall be defined as: (a) Forty (40) hours of work, to consist of five (5) eight-hour (8) days, each day to consist of eight consecutive work hours in a twenty-four (24) hour period; or (b) Twelve (12) hour shift bid schedule broken down into thirteen (13), twenty-eight (28) day Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 10 cycles (2080 annual hours). The schedule for CSOs assigned to the Control Room, Corrections Deputies, Corporals, and Sergeants will be broken down into four (4) squads working twelve (12) hour shifts. i. Kelly Day: Each employee working the twelve (12) hour shift schedule is entitled to one (1) Kelly Day for each twenty-eight (28) day cycle. Kelly Days will be assigned by each squad supervisor and will not be assigned on days when it will take overtime to backfill. This excludes times when a squad only has the minimum number of employees to appropriately staff the shift (ex. Only four (4) employees on a squad). The Kelly Days shall be posted on the schedule no less than twenty-eight (28) days prior to the next twenty-eight (28) day work cycle. Scheduled Kelly Days will not be changed once scheduled except by mutual agreement between the Scheduler and Employee involved. Every effort will be made to accommodate employee requested day, providing no overtime is accrued by granting such accommodation. ii. Training: Each employee shall complete a four (4) hour training period each twenty- eight (28) day cycle. Training shall be contiguous with the employee’s regularly scheduled workday, unless the training is a make-up of a mandatory training session. Employees working the twelve (12) hour shift schedule shall be guaranteed a minimum of eight (8) hours off between a regular shift and training block. The employer will post training dates on the schedule sixty (60) days in advance of the training date. No training will occur on recognized holidays. 2. Sheriff’s Office Support Staff: (a) CLERICAL SUPPORT WORKDAY /WORKWEEK: The workweek shall normally consist of five (5) workdays within a seven (7) consecutive day period beginning Sunday at 12:00 a.m. through Saturday 11 :59 p.m. The assignment of workdays and work schedules shall be determined by the Employer in order to meet business and customer service needs. Changes in work schedule, which may include changes in the schedule or total hours, shall be consistent with 11.2.2(b) below. (b) CLERICAL SUPPORT WORK SCHEDULES: For regular full-time employees, the workweek shall normally consist of forty (40) hours of time scheduled within a seven (7) consecutive day period. Work hours for full-time employees covered by this Agreement shall normally be 8:00 a.m. to 5:00 p.m., unless the Employer establishes an alternate work schedule as described below: i. The regular workweek shall normally consist of five (5) consecutive workdays, Monday through Friday. ii. The County may modify the regular workweek to support special purposes during specified periods of time, provided employees receive at least five (5) working days' notice of the schedule change. iii. The Employer may change employee work schedules with fifteen (15) working days' notice to the employee and his/her Union representative. Less than fifteen (15) working days' notice may be given if mutually agreed between the employee and the Division Chief. iv. Hours shall be extended outside of normal business hours as necessary to allow for uninterrupted and efficient operation. (c) FLEX TIME: Flexible starting and/or quitting times may be adopted, on a case-by-case basis, with mutual agreement between the employee and his/her Division Chief. These work schedule adjustments shall not result in the application of the overtime provisions. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 11 (d) ALTERNATE WORK SCHEDULE: Workweeks and work shifts of different numbers of hours and/or workdays may be established by the Department Head in order to meet business and customer service needs. Employees may be assigned to an alternate work schedule with five (5) working days' notice from the Division Chief. An employee may request to work an alternate work schedule, which shall be subject to the approval of the Division Chief. The alternate work schedule shall not result in the application of the overtime provisions. 3. Community Service Officers/Evidence Technician/ASU Coordinator/Transport/ Animal Control Officers: The normal workweek shall consist of a forty (40) hour work schedule, with two (2) consecutive days off and holidays off. A 12-hour shift may be adopted for Community Service Officers upon approval of the Chief. 4. Control Room Operator: CSOs assigned to the Control Room and counted as minimum staff may be required to work weekends and holidays. 5. Alternate Shifts: Sheriff’s Office employees may be assigned to a 4-10 work schedule plan at the discretion of the Sheriff’s administration. This is a system whereby an employee works four (4), 10-hour shifts and then receives three (3) days off. Overtime shall be paid at the rate of time-and-one-half (1½) after the tenth (10th) hour of work. Time after the tenth (10th) hour shall be accounted for in increments of fifteen (15) minutes and paid at the rate of time-and-one-half (1½). By mutual agreement between the Sheriff and the Union, employees may be assigned to a 12-hour shift plan, or to a work plan, which the union may recommend due to exigent circumstances or for operational efficiency purposes. If either a 12-hour, or a union recommended plan is to be implemented, the parties agree to negotiate the particulars of how the plan will work prior to implementation. 11.3 Meal Periods Employees shall be entitled to lunch periods in accordance with State and Federal Labor Laws. (a) Corrections Deputies (CD), for 8-hour employees, Evidence Technicians, Community Service Officers (CSO), and Animal Control Officers (ACO) shall be entitled to a thirty (30) minute paid lunch period. The lunch period will occur at the approximate midpoint of their shift, but not later than the fifth (5th) hour from the start of shift. Unless out of the area on assignment, corrections employees shall remain on the premises of employment during their lunch period, and be able to respond to incidents and operational requirements. The County shall provide CD’s & CSO’s assigned to the jail, with one (1) free meal per shift from the jail kitchen. (b) Corrections Deputies on assignment away from the jail and out of the county during the authorized breakfast, lunch, and/or dinner period shall be entitled to re-imbursement at the per-diem rate for the meal purchased. Corrections Deputies on assignment at Mason General Hospital during the authorized breakfast, lunch, and/or dinner period shall be authorized a meal from the hospital kitchen. The Corrections Deputies shall call the hospital kitchen to request the meal and the hospital shall bill the County directly. (c) Clerical Support Staff employees shall be entitled to a one (1) hour non-paid lunch period or the employee may choose to take a half (1/2) hour non-paid lunch period and leave a half (1/2) hour earlier at the end of their shift with supervisor approval. Employees shall be considered to be off duty during their lunch period and may leave the premises of employment for their meals. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 12 11.4 Rest Periods Employees shall be entitled to paid rest breaks in accordance with State and Federal Labor Laws. Employees shall be permitted during the course of their shift, for eight (8) hour shift, to take two (2) fifteen (15) minute rest breaks, and for a twelve (12) hour shift, to take three (3) fifteen (15) minute rest periods. All breaks shall be taken as time permits, and with supervisor approval. ARTICLE 12 OVERTIME Any regular full-time employee who performs work authorized by the County, in excess of their regularly scheduled hours per day, or in excess of forty (40) hours per week, depending on their scheduled workweek and shift, shall be entitled to overtime compensation. Unless expressly stated to the contrary herein, all employees, including those on the probationary phase, are eligible to perform overtime and shall be covered under the Fair Labor Standards Act (FLSA). Premium or overtime pay in this article shall not be duplicated or pyramided. An ASU Coordinator will be considered a Corrections Deputy for overtime purposes. 12.1 Rate of Pay Overtime work will be compensated at one and one-half (1½) times the regular rate of pay. Overtime hours shall be paid at the applicable overtime rate, in units of quarter hours (15 minutes), for any part worked thereof. The twelve (12) hour shift schedule shall receive overtime when working in excess of one hundred and sixty (160) hours in the twenty-eight (28) day cycle, and the forty (40) hour FLSA threshold shall not apply per Fair Labor Standards Act & US Code Title 29, Chapter 8, Section 207(k). Any hours worked in excess of an employee’s regularly scheduled shift, will be paid overtime. 12.2 Comp Time In lieu of cash overtime payments, where mutually agreed between the employee and the Employer, an employee may receive comp time. Comp time will be calculated just as the monetary rate for overtime, at one and one-half (1 ½) times the regular rate of pay. Upon approval of the County, employees shall be permitted to cash out all or part of their accrued time in December of each year, which shall be paid at the employee’s applicable rate of pay. Correction’s staff shall be permitted to accrue up to 480 (four-hundred-eighty) hours of comp time. Support Staff employees shall be permitted to accrue up to 240 (two-hundred-forty) hours of comp time. The scheduling of comp time shall be done in the same manner as federal statute. Correction’s and Support Staff employees hired on, or after January 1, 2020, shall be permitted to accrue up to eighty (80) hours of comp time, and no rollover comp time can be banked, and the allowed eighty (80) hours of accrued comp time must be used by December 15, or be paid out. 12.3 Call-In Pay The call-in process is initiated to provide immediate incidental overtime coverage for operational requirements (i.e., hospital transports and staffing shortage, illness, injury, etc.) occurring on the on- duty shift. Employees called back to duty after completion of a regular shift, called-in on their off-duty hours, or called-in on their regular days off, shall be paid at the applicable overtime rate, and receive a minimum of two (2) hours overtime. Employees shall be paid at the overtime rate, from the time of their acknowledgement of the call to the start of their shift. The two (2) hours minimum overtime provision does not apply to employees who are called-in within two (2) hours of their regular starting time and work through their regular shift. In this case, employees shall be paid at the overtime rate from the time the call is acknowledged to the start of their regular shift. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 13 12.4. Court Appearance Time spent by on-duty employees required to attend a court hearing or proceeding emanating from performance of official duties, shall be considered as regular time worked. If the appearance requires the employee’s presence beyond his/her normal workday, all time beyond the normal workday shall be paid at the overtime rate. Individuals called in on their time off to attend a court hearing or proceeding emanating from performance of official duties, shall be guaranteed three (3) hours of overtime. If, however, the employee is called in for the court appearance within one-hour prior to their shift, the employee shall be paid from time the employee acknowledges receiving the call-out to the start of their shift at the overtime rate. 12.5 Overtime Sign-Up Sheet All employees wanting to work voluntary overtime will request that the shift supervisor place their name on the overtime sign-up sheet. An employee may also request that the shift supervisor remove his/her name from the overtime sign-up sheet. Removal from the overtime sign-up sheet does not relieve employees from the obligation to work overtime already assigned to them. Newly hired employees may be required to perform overtime in the course of their training, but will not be placed on the overtime call-up sheet until they have successfully completed the training phase. The overtime sign-up sheet will contain the employee’s name, seniority date and rank. 12.6 Overtime Contact Log The shift supervisor will use an overtime contact log to record the overtime offer made to employees on the overtime sign-up sheet. Employees on the overtime sign-up sheet will be contacted in descending order of seniority within rank. Management retains the right to only have one supervisor on shift at a time, except in an exigent circumstance. 12.7 Overtime Categories and Distribution When staffing levels fall below minimum staffing levels, the method of overtime distribution, overtime shall be defined in two (2) categories: 1. Incidental Overtime: This refers to unplanned and unscheduled work that becomes available with advance notice of one shift or less. If the vacancy is for a Sergeant, a Sergeant will be offered the position in descending order of seniority. The same process for a Corporal. If the Sergeant or Corporal positions cannot be filled by those of that perspective rank, then the position will be offered to employees on shift/going off shift in descending order of seniority. Vacancies for Corrections Deputies will be offered to employees on shift/going off shift in descending order of seniority. If the vacancy is voluntarily filled, the process stops. If no volunteers are found, employees on the overtime sign-up sheet are contacted in descending order of seniority and offered the overtime. If the vacancy remains unfilled after this step, the least senior Corrections Deputy or Qualified CSO on shift/going off shift shall be required to work the overtime. 2. Scheduled Overtime: This refers to available work that is anticipated and which could be scheduled with advance notice that is greater than one work shift. If the vacancy is for a Sergeant, a Sergeant will be offered the position in descending order of seniority. The same process for a Corporal. If the Sergeant or Corporal positions cannot be filled by those of that perspective rank, then the position will be offered to employees on the overtime sign-up sheet in descending order of seniority. For Corrections Deputies scheduled overtime will be offered first, to employees on the overtime sign-up sheet in descending order of seniority. If the vacancy is voluntarily filled, the process stops. If the vacancy remains unfilled with one shift or less remaining prior to the scheduled overtime date, the vacancy will be filled using the incidental overtime process. If a Kelly Day results in staffing below minimum staffing levels, the employee using the Kelly Day shall have first option to work it on overtime. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 14 Posting of Scheduled Overtime Coverage: When scheduled overtime is known with fifteen (15) days or less prior notice, employees on the overtime sign-up sheet will be contacted telephonically or in person. When scheduled overtime is known more than fifteen (15) days in advance, the overtime coverage will be posted in writing. Scheduled overtime will not be posted more than sixty (60) days in advance from the scheduled overtime date Limitation of Length of Consecutive Shift Assignments: No employee shall work more than sixteen (16) hours without eight (8) hours elapsing before working another shift. No employee will be ordered to work two (2) consecutive days of two (2) consecutive shifts, except in an emergency situation declared by the Sheriff or his/her designee. The Sheriff may require employees of the jail to begin each shift fifteen minutes early, dependent on operational requirements. In case of an emergency declared by the Sheriff or his/her designee, as set forth in the Sheriff’s Policy, any employee may be ordered to report for duty. Overtime Exclusion: The following employee categories are excluded from filling overtime vacancies unless otherwise stated herein: a. Employees on limited duty; the exception to this provision is when the following conditions simultaneously exist. Employees on limited duty status may fill overtime vacancies when; the vacancy remains unfilled after first contacting all physically capable (not on limited duty) employees on the overtime sign-up sheet, no other limited duty employee is scheduled to work on the shift where the vacancy exists, the employee can be effectively utilized to perform operational requirements without compromise to prescribed physical limitations, and officer safety. b. Employees on administrative leave (paid or unpaid). c. Employees on sick status. d. Employees on vacation status. Employees on vacation status may be called to fill overtime vacancies when the vacancy remains unfilled after first contacting all full duty status employees on the overtime sign-up sheet. Vacationing employees will be given first consideration over limited duty status employees if they are in the area. e. Employees requesting exclusion from voluntary overtime, if approved by the non- bargaining unit supervisor. 12.8 Jury Duty Employees called in for jury duty for any municipal, county, state, or federal court shall advise the County immediately. Employees scheduled for jury duty on their regular duty day shall be paid their regular rate of pay minus any compensation received from jury duty. Employees must provide documentation to the Mason County Sheriff’s Office Payroll Section detailing the amount of compensation received, if any, for jury duty. 12.9 On Call An off-duty employee who is required to remain on-call on the employer’s premises or at their place of residence or so close thereto that he/she cannot use the time effectively for their own purpose, is considered working and shall be compensated at the overtime rate for the hours on-call. An off-duty employee who is not required to remain on-call on the employer’s premises or at their place of residence, but is merely required to maintain telephonic communications with their employer is not considered working. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 15 ARTICLE 13 EDUCATION COMPENSATION 13.1 Compensation When an employee possesses a higher education degree, additional compensation will be added to base rate and shall be paid at the following premium rate: Associate Degree 1.5 % Baccalaureate Degree 3.0 % Master’s Degree 4.5 % In order to qualify, individuals must receive their degree from a nationally or regionally accredited institution as approved by the Sheriff. The above rates are not cumulative but will be paid at the single higher rate for which the employee qualifies. Any employee that would potentially see a reduction in stipend would be redlined until such time as the percent equals or becomes greater than current flat dollar amount – upon grandfathered employee’s request to revise to percent. ARTICLE 14 ADDITIONAL COMPENSATION 14.1 Longevity Pay Mason County Sheriff Correction and Support Staff shall receive longevity pay in addition to their base pay as set forth below: Continuous Years of Service Monthly Amount 6th through 10th year $65.00 11th through 14th year $90.00 15th through 19th year $130.00 20th through 24th year $150.00 25th year and over $165.00 14.2 Officer in Charge (OIC) An employee (including support staff) who is assigned for less than two (2) consecutive workweeks the responsibilities and duties of a position or rank above that which s/he normally holds, when no supervisor is assigned to the shift, shall be paid an officer-in-charge (OIC) shift differential in the amount of $3.00 per hour while working in that capacity. 14.3 Temporary Promotion An employee who has been specifically assigned to perform all of the significant duties of a higher level job classification by a Chief or designee, due to the absence of the employee who normally holds that position, and who performs such duties for five (5) or more consecutive days, shall be compensated on that step of the salary range of the higher job class that provides at least a five (5%) percent increase over their (the employee working out of class) current rate of pay. Pay for work in higher classification shall not be subject to the grievance procedure. 14.4 Assignment Pay Effective upon signing of this Agreement any Corrections Deputy who has been trained as a FTO and is assigned the duty of Field Training Officer to actively train, monitor, grade or evaluate Corrections Deputies shall be paid three percent (3%) per month while certified and eligible for assignment to work in that capacity. The FTO Coordinator will also be paid the 3% Assignment Pay. No other compensation shall be received for any FTO functions performed. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 16 14.5 Instructional Pay Any employee who is a certified instructor and assigned to train in the following areas: Defensive Tactics/Use of Force Tactics, EVOC, TD10 Spray, RIPP Restraints, Taser, First Aid/CPR and Firearms/Range shall receive an additional $1.50 per hour while conducting training. Note: County does not see the need for paying 3% Assignment Pay to the assignments listed by the Union and stacking on the above premiums while conducting training. 14.6 Specialty Pay Additional duty incentives will be provided for the following functions: Billing or Supply $ 75.00 per month Classification Deputy or Medical Liaison $ 75.00 per month Jail DUI Alternative Program Coordinator $100.00 per month TAC $125.00 per month FTO Training Coordinator $ 75.00 per month 14.7 Bilingual Pay Eligible employees that possess bilingual fluency in a County-approved non-English language, and who use their bilingual skills in the performance of official duties, shall receive bilingual incentive pay as indicated herein: Bilingual Language Fluency $ 75.00 per month Bilingual Medical Certification $100.00 per month Bilingual Legal/Court Certification $125.00 per month Eligibility requirements: (a) The County shall determine if bilingual pay shall be utilized, the language(s) bilingual is payable for and the number of employees eligible for bilingual pay. (b) Bilingual language fluency eligible employees are those who have taken and passed a language fluency test from an accredited institution and/or employee who have self-identified bilingual fluency that has been demonstrated on the job. Bilingual Medical and Legal/Court certification eligible employees are those who have their bilingual skills tested and certified by an accredited institution. The County at its discretion may choose which certification(s) is a required and acceptable substitute, such as certification from other states. 14.8 Alternative Sentencing Unit (ASU) Coordinator Pay ASU Coordinator will receive specialty pay that is five percent (5%) above their regular rate of pay. 14.9 Shift Differential Any employee working between 1800 and 0600 hours shall receive a shift differential at a rate of $0.50 (fifty cents) per hour for the hours worked between 1800 and 0600 hours. Effective on signing by both parties, the above shift differential shall be increase to a rate of seventy- five cents ($0.75) per hour. Effective January 1, 2023, the shift differential shall be further increased to a rate of one dollar ($1.00) per hour. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 17 ARTICLE 15 – VACATION 15.1 Definition For the purposes of Article 15, a “squad” is defined as Alternative Sentencing Unit and Transport/Custody. 15.2 Accrual Schedule Vacation leave shall accrue at the following rates: 1-3 years 96 hours per year 4-7 years 120 hours per year 8-9 years 144 hours per year 10-11 years 160 hours per year 12-14 years 176 hours per year 15-16 years 184 hours per year 17-19 years 192 hours per year 20+ years 200 hours per year 15.3 Probationary Employee Requirement Vacation leave accrued within the first twelve (12) months of employment cannot be utilized by an employee until they have successfully completed their appointment probationary requirements unless approved by the Sheriff. Any employee terminating employment with the County within the twelve (12) month probationary period shall not be paid for Vacation leave accrual. 15.4 Maximum Accrual Vacation leave may be accrued to a maximum of four-hundred (400) hours. No Vacation leave accrued will be added to an employee’s Vacation leave benefit when the maximum accrual has been obtained, unless for operational reasons the request for leave was denied by the Employer. In this instance, the employee may continue to accrue leave beyond the maximum so long as the employee utilizes enough leave to bring his or her leave accrual balance to equal or below the maximum accrual threshold within a timeframe mutually agreed to by the employee and his/her supervisor. 15.5 Vacation Bidding For purposes of vacation bidding, the transport unit shall bid as a separate squad with only one employee off on primary vacation. The year shall be considered January 1 through December 31. Vacation bids will be approved at the discretion of the Sheriff or designated representative. Vacation bidding will start with a primary bidding process, and once that process has completed, secondary leave requests will be accepted. Regularly scheduled days off will not be counted when computing the number of days bid for. Staff may include future accruals in their bid, but must have sufficient time accrued to cover the vacation at the time the leave is taken. All leave requests will be responded to in writing within two (2) weeks. Upon receipt of a leave request, the Supervisor will initial the request with the date and time received and staffing levels, in the comments section, approve or deny the request and return a copy to the employee. If no response is returned within two (2) weeks of receipt of the request, the leave time will be granted. After such leave time has been approved; the only reason for cancellation shall be if the Sheriff, or in his/her absence, specified designee, declares an emergency as set forth in the Sheriff’s Policy. 15.5.1 Corrections Staff Vacation Bidding: (a) Primary Vacation Bidding: Annual vacation “bidding windows” are established for the purpose of allowing employees to use their seniority to schedule seniority vacation leave for the year. There shall be two bidding windows, the bidding windows shall begin when the shift bidding has been completed. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 18 i. The first weekly bidding window shall allow each employee to bid for up to a maximum of two (2) weeks of vacation time consisting of either a single two (2) week vacation period or two (2) one (1) week vacation periods. Only one (1) employee per squad may be on leave at any given time for primary vacation bidding. When a holiday occurs during a bid vacation period, that day shall be taken as a holiday and will be included as part of the bid request. ii. The second daily bidding window shall allow an additional five (5) working days’ vacation time, and no more than two employees within the same classification or squad shall be off at any one time. Any workdays not bid during the second bidding window may be requested throughout the year, and as long as a maximum of two (2) employees per squad, with the exception of the Transport Squad which is limited to one (1) employee, shall not be off on annual vacation leave at any given time. (b) Secondary Leave Requests (beginning January 1 and ending December 31: Leave requests submitted after the seniority bid period, shall be granted such leave on a first come first serve basis, provided the requested leave does not put the squad with more than one off on vacation, personal holiday, Kelly day, pre-authorized sick day, floating holiday, banked holiday, comp time and/or Premium day. 15.6 Separation Payout Other than within the first twelve (12) months of probationary employment, upon separation of an employee by resignation, layoff, dismissal, or death; the employee or beneficiary thereof shall be paid for unused Vacation leave at the rate of pay being paid at the time of separation. Cash payment for unused accrued annual leave upon separation by retirement will not be allowed in excess of two- hundred and forty (240) hours. Vacation leave pay shall include any applicable shift differential for employees scheduled or assigned for thirty (30) calendar days or longer to swing, graveyard, or night shifts. 15.7 Leave Accrual Any employee working less than full-time shall receive Vacation leave on a prorated schedule based on the hours they have worked, plus they must also meet the qualification for PERS or LEOFF participation to have the annual leave accrual apply. An employee must work or be in a paid status a minimum of eighty (80) hours per month to receive Vacation leave accrual. Whereas, the Union and the County recognize the importance of employees utilizing earned Vacation leave to promote and enhance their mental and physical well-being, employees shall attempt to use annual leave during the year in which it is earned. 15.8 Workers Compensation Consideration Time missed from work due to worker’s compensation will be considered as time worked for vacation purposes for a maximum of twelve (12) months. ARTICLE 16 HOLIDAYS 16.1 Recognized Holidays The following is a list of the annual recognized holidays for employees of the Mason County Sheriff’s Office. New Year’s Day Veterans’ Day Martin Luther King Day Thanksgiving Day Presidents’ Day Day after Thanksgiving Memorial Day Christmas Eve Day Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 19 Juneteenth Christmas Day Independence Day Two (2) Floating Holidays Labor Day Two (2) Premium Days 16.2 Holiday Pay: (Effective upon ratification/contract signing) (a) Hours Worked on a Holiday: If an employee is scheduled to work on a contract holiday, the employee shall be paid their regular salary in addition to time and one half for all hours scheduled and worked. For hours worked beyond their scheduled shift, employees will be paid pursuant to Article 12.1. (b) Holiday Benefit Pay: Only applies when a contract holiday falls on an employee’s RDO (Regular Day Off). In which case, the employee shall be entitled to straight time hours equivalent to their regular scheduled shift at the time the holiday occurs. (c) Working on RDO on Contract Holiday: When an employee works on their RDO, which is also a contract holiday, all hours worked shall be paid at double time at the employee’s regular rate of pay. In addition to hours worked, the employee will receive holiday benefit pay. 16.3 Conflict Resolution Where there is a conflict or difference between either a federal or state designated holiday, the parties may agree to honor either one, but not both. 16.4 Observed Periods Recognized Holidays will be observed in the following manner: (a) Support Staff & Specialty Position Employees: When the holiday falls on a weekday, employees not required to work on a holiday, shall be given the holiday off, and receive their regular rate of pay for the day in which the holiday falls. When a holiday falls on Saturday, the preceding Friday shall be observed; when the holiday falls on a Sunday, the following Monday shall be observed as paid holidays. (b) Corrections Deputies: For Corrections Deputies not assigned to specialty positions, recognized holidays will be observed on the calendar date on which the holiday occurs. Employees hired before November 1, 2002 who are required to work a calendar holiday will be given the option of being paid time and one-half for hours worked or banking the hours worked as Holiday hours at the time and one-half rate. Employees hired November 1, 2002 or later, who are required to work on a calendar holiday will be paid time and one-half for hours worked. Upon separation of an employee by resignation, layoff, dismissal, or death; the employee or beneficiary thereof shall be paid for unused banked holiday hours at the rate of pay being paid at the time of separation. 16.6 Floating Holidays/Premium Time-Off In addition to the recognized holidays, employees are authorized two (2) paid floating holidays and two (2) days of paid premium time-off annually. No change for the 2022 year. Change will be effective January 1, 2023. (a) Floating holidays and premium time-off shall be scheduled at the discretion of the employee with the approval of the supervisor, requiring one week’s advance notice, which may be waived by the supervisor. (b) Floating holidays and premium time-off must be used or scheduled within the first three (3) quarters of the current calendar year, unless waived by the County, due to operational requirements preventing the employee from taking such days off. In such cases, the floating holidays and premium time-off must be used at the earliest time available. Employees will be given an Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 20 accounting of holiday and premium hours accrued on an annual basis, in time for utilization prior to potential loss. For those employees affected by minimum staffing requirements, floating holidays and premium days not used at the discretion of the employee, with approval of the supervisor, will be paid to the employee at the straight time rate of pay at the end of the calendar year within which they accrued. (c) On recognized holidays, minimum staffing levels will be maintained. Employees scheduled above minimum staffing levels on a recognized holiday shall be given the day off, first by volunteer and then by reverse seniority, and shall receive his/her regular salary only. ARTICLE 17 SICK LEAVE 17.1 Accrual Rate Per the Washington State Paid Sick Leave law, RCW 49.46, WAC 296-130 and Initiative 1433, please refer to the Sick Leave Policy, in the Mason County Personnel Policy. Each employee shall receive eight (8) hours of sick leave for each full month of employment in the calendar year in which s/he is first employed and thereafter will receive eight (8) hours of sick leave for each month of employment in each successive calendar year. Sick leave that is not used shall accumulate except that such accumulation may not exceed one-thousand-two hundred (1,200) hours. Leave does not accrue nor may it be used until the first day following the pay period in which it is earned (no “negative” leave use during the period in which it is earned). 17.2 Sick Leave Usage Per the Washington State Paid Sick Leave law, RCW 49.46, in accordance with WAC 296-130 and Initiative 1433, the County and the Union mutually agree to comply with all. Please see the Mason County Personnel Policy for authorized uses of Paid Sick Leave. 17.3 Sick Leave Payout For employees hired before January 1, 2011, payment for unused sick leave shall be made only in the following circumstances: (a) Upon termination of employment with fifteen (15) years of continuous service with the County; (b) Upon termination of employment with the County, when the termination is contemporaneous with retirement from the applicable Washington State Public Employees Retirement System; (c) Upon the death of an employee, in which case payment shall be made to his/her estate. Employees hired on or after January 1, 2011, shall not be entitled to receive any sick leave cash out. 17.4 Absence of Sick Leave Accumulation When sickness occurs and no sick leave is accumulated, the employee may choose to: (a) use vacation credits accrued to his/her credit in absence of sick leave; (b) take leave without pay; or (c) use accumulated compensatory time, if any. 17.5 Accrual Eligibility Any employee working a normal schedule, or any employee working fewer hours than a normal schedule but who maintains the eligibility requirement for PERS or PSERS, shall accrue sick leave. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 21 ARTICLE 18 BEREAVEMENT LEAVE The County shall provide regular, full-time and part-time employees with paid bereavement leave for up to three (3) days in the event of the death of an immediate family member. An additional two (2) days of sick leave may be taken if necessary for out of state travel, or other extensive travel upon approval by the Sheriff or designee. Immediate family for purposes of bereavement leave shall be as defined in Section 17.2 and also, inclusive of aunt, uncle, nephew or niece. ARTICLE 19 FAMILY & MILITARY LEAVE The County and the Union mutually agree to comply with all State and Federal Family Leave laws. For purposes of calculating leave availability, the twelve (12) month period is measured backwards from the date an employee is approved for FMLA leave. Each time the employee takes FMLA during the twelve (12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. If an employee has any questions regarding the State and Federal Family leave laws, they may contact the County’s Human Resource Department for guidance. 19.1 Military Leave In addition to benefits granted under USERRA, Employees shall be allowed military leave as required by RCW 38.40.060 and as interpreted by the Court. This provides for twenty-one (21) working days of military leave per year (October 1 through September 30). 19.2 Family Leave/FMLA & FLA Family Medical leave will be allowed consistent with State and Federal law and with existing County policies and is initiated by the employee having a qualifying event. Please refer to the Family Leave Policy, chapter 7.7, in the Mason County Personnel Policy, per the Washington State Family Medical Leave Act and RCW 49.78. The Employer shall maintain the Employee’s health benefits during this leave. If the Employee fails to return from leave for any reason other than the medical condition initially qualifying for the FMLA absence, the Employer may recover from the Employee the insurance premiums paid during any period of unpaid leave. If a leave qualifies under both federal and state law, the leave shall run concurrently. Ordinarily, the Employee must provide thirty (30) days written advance notice to the Employer when the leave is foreseeable. The Employee should report qualifying events as soon as known and practicable. The combination of FMLA and other types of leave(s) is not precluded and, in fact, leave utilizations are to be concurrent, with the intent that appropriate paid accruals are to be utilized first, consistent with other Articles of this Agreement. 19.2.1 Eligibility: Consistent with the federal Family and Medical Leave Act of 1993 (FMLA), and any amendments thereto, and the Washington State Family Leave Act of 2006 (WFLA), please refer to section 7.7, Family Leave, in the Mason County Personnel Policy for eligible uses. 19.2.2 Intermittent Leave: Personal medical leave, serious health condition leave, or serious illness or injury leave covered by family medical leave may be taken intermittently when certified as medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatments so as not to unduly disrupt the Employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Requests for intermittent leave to care for and/or bond with a newborn, foster, or adopted child will be considered on a case- by-case basis. Before such intermittent leave is taken, the appointing authority or designee must approve the schedule to be worked. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 22 19.3 Maternity Disability Leave Consistent with WAC 162-30-020, the Employer will grant a leave of absence for a period of temporary disability because of pregnancy or childbirth. This may be in addition to the leave entitlements of FMLA. This leave provides female Employees with the right to a leave of absence equivalent to the disability phase of pregnancy and childbirth. There is no eligibility requirement, however, the Employer has no obligation to pay for health insurance benefits while on this leave (unless utilized concurrent with FMLA or otherwise entitled under disability or sick leave paid status). Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is no limit to the length of the disability phase, except for the right for medical verification and the right of second opinion at the Employer’s expense. At the end of the disability leave, the Employee is entitled to return to the same job or a similar job of at least the same pay. Employees must use their accrued vacation and sick leave, if any, during the leave period and, at their election, any accrued comp time. Once this paid leave is exhausted, the Employee’s leave may be switched over to unpaid leave. 19.4 Washington State Paid Family Medical Leave Compliance The County and Union mutually agree to comply with all Washington State Paid Family & Medical Leave laws, per RCW 50A.04, and future amendments with the law. Eligible employees are covered by Washington’s Family and Medical Leave Program, RCW 50A.04. 19.5 Union Leave Once approved, any employee selected to attend union training necessitating leave without pay, shall be granted leave without pay by the County provided sufficient advance notice is given, and is subject to minimum staffing and does not create the need for overtime coverage. The duration of such leave without pay will be limited to one (1) week per calendar year and no more than one (1) employee may be on leave without pay at any one time. Annual cap of three (3) employees per calendar year attending training shall be strictly enforced. ARTICLE 20 INCLEMENT WEATHER This article shall apply to inclement weather, adverse natural conditions or other unusual situations. 20.1 Work Site Remains Open When an employee’s normal work site remains open during inclement weather, the following applies: (a) The day will be a normal workday. (b) The appointing authority will require employees who do not report to work, who report late to work or who leave early on their own initiative to use accrued leave or compensatory time or take leave without pay for the time they are absent. Employees may not use sick leave. (c) The amount of leave taken shall be based on the amount of time that the employee is absent from their normal workday. (d) The employee must give notice of intended absence and type of leave requested according to normal procedures. 20.2 Work Site is Closed for Non-Essential Personnel (as Defined by PERC) When the closure of their normal work site prevents an employee from working, the following rules apply for up to the first five (5) days of the closure: (a) Employees planning to work that day and prevented from doing so by the closure are not required to take leave. (b) Employees who report to work late or leave early due to the closure or due to the direction from their appointing authority are not required to take leave. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 23 (c) An employee who has pre-scheduled leave whose absence is unconnected with the closure of the work site shall take the time off as planned. The County shall not adjust the leave due to the work site closure. (d) The appointing authority may require an employee to work even though their work site is closed. If the appointing authority finds that the required work creates an undue hardship for the employee, the appointing authority may allow an employee required to work to take the time worked off at a later mutually agreed upon and convenient time. In cases where the closure lasts beyond five (5) working days, the Board of County Commissioners will determine what rules will govern. In extended situations, employees may be required to report to alternate work sites and may be assigned temporary duties in response to the extended closure. ARTICLE 21 SALARIES & SALARY NEGOTIATIONS 21.1 Bargaining All collective bargaining with respect to wages, hours, and working conditions, shall be conducted by authorized representatives of the Union and of the County in open public meetings as required by law. 21.2 Negotiations The County does hereby agree that its designated committee will meet with Union representatives to consider and negotiate in good faith by both parties all requests and recommendations of the Union prior to adopting any salary schedule or making any amendments to the same. 21.3 Civil Service Board Notification The County will notify the Union of any requested or received Civil Service action regarding any classification, or proposed classification falling under the jurisdiction of this Agreement. Such notification will be provided immediately upon request by the County for a modification or re- determination. In cases where the Civil Service Board initiates an unsolicited modification to a classification, notice shall be given immediately upon receipt of the Civil Service Board’s impending action. 21.4. No Strike/Lockout It is agreed by both parties that the right to strike for better wages and working conditions is not granted to uniformed employees (RCW 41.56.490). ARTICLE 22 INSURANCE 22.1 Employer Contribution The County shall contribute as below each month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. A. Effective January 1, 2022 the contribution shall be increased to one thousand four hundred and fourteen dollars ($1414) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. B. Effective January 1, 2023 the contribution shall be increased to one thousand four hundred and sixty-six dollars ($1466) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. C. Effective January 1, 2024 the contribution shall be increased to one thousand five hundred and eighteen dollars ($1518) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 24 If any other bargaining unit or group of employees receive contributions greater than the above amounts the members of this bargaining unit will also receive those increased amounts on the same effective dates. In the event the Employer is subject to carrier plan design change or a penalty, tax, fine or increased costs as a result of requirements or provisions of the ACA, not within the control of the Employer, the parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts and immediately bargain alternative provisions. Eligible employees are those working or compensated for eighty (80) man-hours (excludes vacation, sick, comp time payout upon separation) or more per month during the calendar year. Any monthly premium contribution required above the County’s contribution shall be paid by a reduction of the necessary amount from each employee’s salary. Time missed from work due to a worker’s compensation claim will be considered as time worked for employee group insurance and vacation purposes for a maximum of twelve (12) months. 22.2 Employer Contribution Priority Order In the event the County’s maximum monthly contribution is insufficient to provide 100% of the total employee group insurance premium as referenced above, the priority order of full County payment shall be as follows: (1) Vision, (2) Dental, and (3) Medical. 22.3 Employee Pay Deduction Any monthly premium contribution required above the County’s contribution shall be paid by a reduction of the necessary amount from each employee’s salary. 22.4 Workers Compensation Consideration Time missed from work due to worker’s compensation will be considered as time worked for employee group insurance purposes for a maximum of twelve (12) months. 22.5 Employee Assistance Program (EAP) The County shall provide an Employee Assistance Program (EAP) benefit for all employees. 22.6 Washington State Long Term Care Trust Act Compliance The County and the Union mutually agree to comply with all Long-term Services and Supports Trust Program laws, per RCW 50B.04, and future amendments to the statute. ARTICLE 23 EMPLOYER RELATIONS 23.1 Confidentiality The Employer and the Union recognize the interest of maintaining confidentiality to the employee’s personal information such as home address, home telephone numbers, personal wireless numbers, and identity of family members, therefore the Employer and the Union agree to take all reasonable lawful steps to assure confidentiality of these matters. 23.2 Written Policy The County has available for the Union a copy of its written policies and procedures on its website. The County agrees to bargain any policies and procedures, which affect wages, hours and working conditions of the employees. 23.3 Employer Cooperation The County agrees to permit Union Committee members to use the inter-office mail system and email for matters related to meeting notifications and contract negotiations. The Union acknowledges such information is subject to the Public Records Disclosure Act, thereby negating any confidentiality of the Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 25 correspondence or any transmittal between Union members through electronic means and the inter- office mail. 23.4 Mandatory School and Training Sessions The Sheriff is permitted to conduct or direct the attendance of employees, and each employee shall attend, any and all school and training sessions as directed by the Sheriff. As required in the policy manual, or mandated by Washington State Law, each employee shall be responsible for obtaining and maintaining certification for matters required in the policy manual and mandated by law. The school, training, or certification referred to in the above, shall be mandatory upon each employee requiring the attendance of such employee whether on their off-duty or on-duty time, depending upon when such classes occur. Attendance during actual class time shall be considered working time and shall result in compensation at the applicable rate of pay. ARTICLE 24 USE OF RESERVES & VOLUNTEERS Unless otherwise agreed, it is the Sheriff’s policy that reserve officers and volunteers will be used to support, but not supplant regular employees represented in this contract, in the performance of the mission of the Sheriff’s Office. It is further understood that Reserve Officers and Volunteers may be used to support, but not supplant represented employees at special events and on holidays. ARTICLE 25 UNIFORM ALLOWANCE 25.1 Uniforms & Equipment A quartermaster system of uniform acquisition will continue to be used by the County. Upon either completion of the academy, or upon lateral hire and acquisition from an outside agency or jurisdiction, members shall be issued the articles, which meets the Sheriff’s Office standards, in accordance with the Uniform Policies of the Sheriff’s Office. Management reserves the authority to revise the required uniform list as necessary and needed with the Sheriff retaining final decision-making authority on Office issued uniforms and equipment. Effective January 1, 2016, the County will provide a newly hired Corrections Deputy a County approved duty weapon or sidearm in accordance with County policy and procedures. All uniform items provided by the County to a member (including the weapon and/or sidearm issued under this provision and any accompanying magazines) shall be returned to the County upon separation from employment. A. Uniform Allowance: All Corrections and Support Staff employees shall receive a monthly uniform maintenance allowance of seventy-five dollars ($75.00). B. Replacement for Damaged Items: The County will replace County equipment, uniforms and/or authorized personal items damaged or destroyed while on duty upon request by the deputy and approval by the County. Requests for replacement of articles set forth in this Section will be made to the Deputy's supervisor who will review the request and condition of the articles and make a recommendation on replacement to the Chief Deputy. The Chief Deputy will make the final, binding decision on replacement of an article as established by County policy and procedure. The County shall also pay to replace soft body armor at intervals consistent with the manufacturer's instructions. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 26 For any new assignment requiring different uniforms, deputies may receive used clothing for use on a temporary basis. Uniform and/or equipment items that are seized pursuant to, or in furtherance of an official investigation, that will be held for an extended period of time for forensic examination, other testing, or in evidence, and where the need for immediate replacement of these items is essential to the return to duty of the deputy, will be replaced and/or provided on loan at the County's option with items of a like type and quality meeting office specifications by the County. 25.2 Optional Items The County shall not require employees to purchase, at employee expense, optional uniform or equipment items. Additionally, the County will not restrict or discourage employees from voluntarily purchasing and wearing optional equipment items authorized by Sheriff’s Policy. It is understood that optional items that do not meet appearance standards or serviceability requirements will be retired upon notice of failure to meet standards. 25.3 Basic Entry/Academy Items Newly hired Corrections Deputies attending the Criminal Justice Training Commission Academy (CJTC), will be provided, at the employer’s expense, all required uniform items (athletic wear etc.) required for attendance by the Academy. 25.4 Maternity Uniform Pregnant female employees will be provided appropriate maternity uniforms/apparel at county expense, or, at management’s discretion, will be allowed to wear appropriate personal maternity clothing/apparel for duty. ARTICLE 26 BULLETIN BOARD & PRESS RELEASES 26.1 Bulletin Board The County shall provide a portion of a bulletin board for Union notices. The Union agrees to keep the bulletin board in good order. 26.2 Press Releases All press releases are to be made by the Sheriff or his designated representative. ARTICLE 27 FALSE ARREST INSURANCE & CIVIL LIABILITY INSURANCE The County shall provide employees with liability coverage through the use of commercial insurance or self-insurance. In the event of self-insurance, the County agrees to provide legal representation to employees requiring such representation only for the acts or wrongful acts committed within the scope of their duties during the enforcement of their legal responsibilities; and to pay damages awarded against employees for acts or wrongful acts committed within the scope of their duties during the enforcement of their legal responsibilities. ARTICLE 28 SAFETY COMMITTTEE 28.1 Recognition and Duties The County and the Union recognize the desirability of reducing injuries arising out of employment to a minimum and further recognize that the problem can be solved only by cooperative effort. 28.2 Committee Allowances The Union shall elect bargaining unit members to a Safety Committee, which shall consist of not less than one (1) union member. The safety committee members will be appointed in writing, and a copy of the appointment sent to the County. The Joint Safety Committee shall meet monthly. The County is not obligated to compensate off-duty employees attending Safety Committee Meetings. The Safety Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 27 Committee member will be allowed to take approved time off from their regular work to conduct safety inspections, investigations, or to confer with County officials, without loss of pay. 28.3 Compliance The Safety Committee shall work with the Sheriff to insure that working conditions shall be made and kept safe and in compliance with the safety laws, rules and regulations of the State of Washington. 28.4 Dispute Resolution Process The County will make reasonable efforts to maintain working conditions in conformance with applicable Federal, State, and local health and safety laws and/or regulations. The bargaining unit representatives agree to bring to the attention of the County any conditions within the working environment deemed unsuitable under provisions of applicable laws or regulations. Should a dispute arise at the workplace regarding interpretation of applicable directives or the nature of working conditions, or when there is no applicable law or regulation, and a dispute arises, the issue shall be discussed with the Sheriff by the Safety Committee. If the issue remains unresolved, the matter will be referred to the Director of Human Resources. If the issue is not resolved at this step, the matter shall be referred to the Department of Labor and Industries for consultation, to ensure compliance with Washington Industrial Safety and Health Administration (WISHA) policy. ARTICLE 29 SAVINGS CLAUSE Should any clause of this Agreement be found to be in violation of any law, all other provisions shall remain in full force and effect. ARTICLE 30 DURATION AND TERMINATION Unless otherwise indicated, this Agreement shall be effective upon the signing of the Agreement and shall remain in full force and effect up to and including the 31st of December 2024. Either party may commence negotiations by filing written notice to the other party pursuant to the provisions of RCW 41.56. By mutual agreement, the Agreement may be extended for a period of one year. Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 28 SIGNATURE PAGE IN WITNESS WHEREOF, the parties hereto have executed this Agreement this day of ________________________________, 2023. BOARD OF COUNTY COMMISSIONERS WOODWORKERS LOCAL MASON COUNTY W38, I.A.M. _______________________________ ________________________________ Randy Neatherlin, Chair Larry Bickett, Union Representative _______________________________ ________________________________ Kevin Shutty, Commissioner Brad McQuade, W38 Local President _______________________________ Sharon Trask, Commissioner MASON COUNTY SHERIFF’S OFFICE _______________________________ Casey Salisbury, Mason County Sheriff Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 29 ATTACHMENT A – WAGES Note: Figures may vary slightly due to rounding once calculated in MUNIS Effective June 1, 2022 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 ACCOUNTANT $4,466.32 $4,562.35 $4,655.66 $4,744.78 $4,846.29 ANIMAL CONTROL OFFICER $3,677.61 $3,927.27 $4,184.11 $4,437.40 CLERK- SS1 $3,448.88 $3,644.24 $3,839.66 $4,030.90 $4,224.43 RECORDS SPECIALIST - SS2 $4,125.80 $4,213.73 $4,300.23 $4,384.01 $4,476.12 CIVIL CLERK - SS3 $4,336.56 $4,428.70 $4,519.40 $4,607.36 $4,702.23 FINANCIAL ASSISTANT $4,441.17 $4,624.04 $4,815.28 $5,009.31 $5,214.47 FOOD SERVICES COORDINATOR $3,554.00 $3,641.56 $3,725.62 $3,812.04 $3,900.85 EVIDENCE TECH $3,641.19 $3,805.87 $4,047.62 $4,304.69 $4,579.09 COMMUNITY SERVICES OFFICER $3,365.38 $3,547.65 $3,727.17 $3,908.03 $4,095.52 $4,281.71 $4,478.42 CORRECTIONS DEPUTY $4,664.53 $4,897.76 $5,142.65 $5,399.78 $5,669.77 CORRECTIONS CORPORAL $5,953.26 $6,072.32 CORRECTIONS SERGEANT $6,373.73 $6,501.21 $6,631.23 $6,763.85 $6,899.12 Effective January 1, 2023 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 ACCOUNTANT $4,555.65 $4,653.60 $4,748.77 $4,839.68 $4,943.22 ANIMAL CONTROL OFFICER $3,751.16 $4,005.82 $4,267.79 $4,526.15 CLERK- SS1 $3,517.86 $3,717.12 $3,916.45 $4,111.52 $4,308.92 RECORDS SPECIALIST - SS2 $4,208.32 $4,298.00 $4,386.23 $4,471.69 $4,565.64 CIVIL CLERK - SS3 $4,423.29 $4,517.27 $4,609.79 $4,699.51 $4,796.27 FINANCIAL ASSISTANT $4,529.99 $4,716.52 $4,911.59 $5,109.50 $5,318.76 FOOD SERVICES COORDINATOR $3,625.08 $3,714.39 $3,800.13 $3,888.28 $3,978.87 EVIDENCE TECH $3,714.01 $3,881.99 $4,128.57 $4,390.78 $4,670.67 COMMUNITY SERVICES OFFICER $3,432.69 $3,618.60 $3,801.71 $3,986.19 $4,177.43 $4,367.34 $4,567.99 CORRECTIONS DEPUTY $4,757.82 $4,995.72 $5,245.50 $5,507.78 $5,783.17 CORRECTIONS CORPORAL $6,072.33 $6,193.77 CORRECTIONS SERGEANT $6,501.20 $6,631.23 $6,763.85 $6,899.13 $7,037.10 Effective January 1, 2024 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 ACCOUNTANT $4,646.76 $4,746.67 $4,843.75 $4,936.47 $5,042.08 ANIMAL CONTROL OFFICER $3,826.19 $4,085.93 $4,353.15 $4,616.67 CLERK- SS1 $3,588.21 $3,791.47 $3,994.78 $4,193.75 $4,395.10 RECORDS SPECIALIST - SS2 $4,292.48 $4,383.96 $4,473.96 $4,561.12 $4,656.96 CIVIL CLERK - SS3 $4,511.76 $4,607.62 $4,701.98 $4,793.50 $4,892.20 FINANCIAL ASSISTANT $4,620.59 $4,810.85 $5,009.82 $5,211.69 $5,425.13 FOOD SERVICES COORDINATOR $3,697.58 $3,788.68 $3,876.14 $3,966.05 $4,058.44 EVIDENCE TECH $3,788.29 $3,959.63 $4,211.14 $4,478.60 $4,764.09 COMMUNITY SERVICES OFFICER $3,501.34 $3,690.98 $3,877.75 $4,065.91 $4,260.98 $4,454.69 $4,659.35 CORRECTIONS DEPUTY $4,852.98 $5,095.63 $5,350.41 $5,617.93 $5,898.83 CORRECTIONS CORPORAL $6,193.77 $6,317.64 CORRECTIONS SERGEANT $6,631.23 $6,763.86 $6,899.13 $7,037.11 $7,177.84 Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 30 ATTACHMENT “B” – GRIEVANCE FORM CORRECTIONS AND SUPPORT STAFF GRIEVANCE FORM Formal Process/Date: __________ STEWARD’S INFO: (Union Steward filing and representing grievant) Name: ___________________________________ Work Phone: ________________ Facility: _________________________________ Assigned Shift: ______________ ______________________________________________________________________ GRIEVANT’S INFO: (Member filing grievance) Name: ___________________________________ Work Phone: ________________ Facility: _________________________________ Assigned Shift: ______________ ______________________________________________________________________ GRIEVANCE INFO: Date of Incident: ______________________________________________ Contract Provision(s) Alleged Violated: (Article/Paragraph/ Policy):_____________ __________________________________________________________________________ __________________________________________________________________________ ______________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ Remedy/Relief Sought: _________________________________________________ __________________________________________________________________________ __________________________________________________________________________ ______________________________________________________________ ______________________________________________________________________ ______________________________________________________________________ Statement (Issue/Facts): ________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________ Corrections/Support MCSO Collective Bargaining Agreement 2022 - 2024 31 GRIEVANCE FORM CONTINUATION SHEET *Attach continuation sheet(s) and statement(s) to this form as needed __________________________________________________________________________ __________________________________________________________________________ ______________________________________________________________ __________________________________________________________________________ __________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________________________________________________________________ __________________ Employee Signature/Date: ____________________________ ______________________, 20_____ Supervisor Signature/Date: ____________________________ ______________________, 20_____ Mason County Agenda Request Form To: Board of Mason County Commissioners From: Richard Dickinson Ext. 652 Department: Utilities & Waste Management Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): December 19, 2022 Agenda Date: January 3, 2023 Internal Review: ☒ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Risk (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: 8.3 Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Purchase of 2023 Roll-Off Truck w/ Hooklift Background/Executive Summary: A replacement for the Solid Waste Roll off/Hook Truck has become available through the State purchasing contract in March 2023. The budget authority for this truck was included in the 2022 budget, but none were available until just recently. This piece of equipment has enabled us to take care of most of the Union and Hoodsport drop box stations hauling needs, as well as maintaining the small residential station located at Eells Hill. Due to the age and condition of our current truck, its usefulness is nearing its end Budget Impact (amount, funding source, budget amendment): Purchase will be from PAPE in Aberdeen, WA off of Washington State Contract No. 03920 for a price of $301,158.84 added to the 2023 budget as an amendment. Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval to purchase a 2023 Kenworth TT880 Chassis Roll-Off truck with hooklift from Pape off the Washington State DES Contract No 03920 for $301,158.84 and add to the 2023 U&W budget as an amendment. Attachments: Purchase Agreement Picture of Similar Truck DocuSign Envelope ID: 92538703-86EF-4911-8929-41CAA9989E8C Billing Address: Aberdeen (#21) 120 South Maple St. Aberdeen, WA 98520 360-533-3356 Mason County Public Works 100 West Public Works Drive Shelton, WA 98584 Prepared For: Pete Medcalf Dear Pete Medcalf, Purchase Agreement Quote Number: Today's Date: Quote Expiration: Payment Terms: AB-03223 June 29, 2022 September 27, 2022 Payment on Delivery Pape Kenworth is pleased to submit the following purchase agreement to Mason County Public Works for the items described below. Please also see our terms and conditions at the end of this document. Item No. Truck Description 0000810 2023 Kenworth T880 Chassis (specs attached) The Fab Shop Installed: SL-520 Hooklift State Sales Tax WA State DES Contract No. 03920 Unit Price - TOTAL NET AMOUNT Extended Price $190,483.00 $85,786.84 $24,889.00 $301,158.84 We will be pleased to firm up delivery times upon receipt of your purchase order. Please reference quote number AB-03223 when replying to us. We trust that this purchase agreement meets your needs and appreciate the opportunity to partner with Mason County Public Works. Please do not hesitate to call me if you have any questions. For Financing please contact Anne Grimstad at (206) 651-2031. Sincerely, [ DocuSigned by: ..A-� (J-....A...cA.., A307F3E3D0294D0 ... Austin Baker Territory Manager e: abaker@papekenworth.com p: (360) 660-5520 I accept this Purchase Agreement and acknowledge that this is a firm order. lnDocuSigned by: ��o�� Pete Medcalf Document delivered on June 29, 2022 Example of Kenworth T880 Chassis w/hook lift Mason County Agenda Request Form To: Board of Mason County Commissioners From: Mary Ransier Ext. 422 Department: Human Resources Briefing: ☐ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): Click or tap here to enter text. Agenda Date: January 3, 2023 Internal Review: ☐ Finance ☒ Human Resources ☒ Legal ☐ Information Technology ☒ Risk (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: 8.4 Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: January 2022 – December 2025 Collective Bargaining Agreement for Teamsters Union Local No. 252 Mason County General Services Background/Executive Summary: The exclusive representatives of the Teamsters Union Local No. 252 representing Mason County General Services have reached a tentative agreement with Mason County for the 2022-2025 term. It is noted and commended to the Commissioner’s that the parties reached this agreement through a very collaborative negotiations process. Budget Impact (amount, funding source, budget amendment): Supplemental – funded by Ending Fund Balance. Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval of the January 2022 – December 2025 Collective Bargaining Agreement (CBA) for Teamsters Union Local No. 252 Mason County General Services. Attachments: Collective Bargaining Agreement on file with Clerk of the Board Page 1 COLLECTIVE BARGAINING AGREEMENT January 1, 2022 – December 31, 2025 BETWEEN TEAMSTERS UNION LOCAL NO. 252 AND MASON COUNTY GENERAL SERVICES General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 2 TABLE OF CONTENTS ARTICLE 1 – DEFINITIONS ............................................................................................................................. 5 ARTICLE 2 – RECOGNITION .......................................................................................................................... 6 2.1 RECOGNITION ...................................................................................................................................... 6 2.2 NEW CLASSIFICATIONS ........................................................................................................................ 6 ARTICLE 3 –UNION SECURITY ...................................................................................................................... 7 3.1 UNION REPRESENTATION ..................................................................................................................... 7 3.2 NONDISCRIMINATION – UNION ACTIVITY ................................................................................................ 7 ARTICLE 4 - NO STRIKE / NO LOCKOUT ...................................................................................................... 8 ARTICLE 5 – MANAGEMENT RIGHTS AND RESPONSIBILITIES ............................................................... 8 ARTICLE 6 – UNION / EMPLOYER RELATIONS ........................................................................................... 8 6.1 UNION ACCESS.................................................................................................................................... 8 6.2 FACILITY USE ...................................................................................................................................... 9 6.3 STEWARDS .......................................................................................................................................... 9 6.4 ORIENTATION ...................................................................................................................................... 9 6.5 BULLETIN BOARDS .............................................................................................................................. 9 6.6 CONTRACT DISTRIBUTION .................................................................................................................... 9 6.7 NEGOTIATIONS RELEASE TIME ............................................................................................................. 9 6.8 GRIEVANCE RELEASE TIME .................................................................................................................. 9 6.9 UNION BUSINESS ............................................................................................................................... 10 6.10 BARGAINING UNIT ROSTER .......................................................................................................... 10 ARTICLE 7 – EMPLOYMENT ........................................................................................................................ 10 7.1 PROBATIONARY PERIODS .................................................................................................................. 10 7.3 CONTRACTORS .................................................................................................................................. 11 7.4 STUDENTS / INTERNS ......................................................................................................................... 12 ARTICLE 8 – HOURS OF WORK AND OVERTIME ...................................................................................... 12 8.1 WORKDAY / WORKWEEK .................................................................................................................... 12 8.2 WORK SCHEDULES ............................................................................................................................ 12 8.3 REST / MEAL BREAKS........................................................................................................................ 12 8.4 OVERTIME ......................................................................................................................................... 13 8.5 COMP TIME ....................................................................................................................................... 13 ARTICLE 9 – EMPLOYMENT PRACTICES .................................................................................................. 13 9.1 NONDISCRIMINATION .......................................................................................................................... 13 9.2 JOB POSTING .................................................................................................................................... 14 9.3 PROMOTIONS .................................................................................................................................... 14 9.4 PERSONNEL FILE / POLICIES .............................................................................................................. 14 9.5 EVALUATIONS.................................................................................................................................... 15 9.6 DISCIPLINE / CORRECTIVE ACTION ..................................................................................................... 15 ARTICLE 10 – SENIORITY ............................................................................................................................ 17 10.1 DEFINITIONS ................................................................................................................................ 17 10.2 APPLICATION OF SENIORITY ............................................................................................................. 18 10.3 PROBATIONARY PERIOD .................................................................................................................. 19 10.4 LOSS OF SENIORITY ........................................................................................................................ 19 10.5 LAYOFFS......................................................................................................................................... 19 10.6 NOTICE ........................................................................................................................................... 20 10.7 MEETING WITH UNION ...................................................................................................................... 20 10.8 AFFECTED GROUP........................................................................................................................... 20 10.9 VACANT POSITIONS ......................................................................................................................... 20 10.10 SENIORITY LIST ............................................................................................................................... 21 General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 3 10.11 ORDER OF LAYOFF .......................................................................................................................... 21 10.12 COMPARABLE EMPLOYMENT ........................................................................................................... 21 10.13 LAYOFF OPTIONS ............................................................................................................................ 21 10.14 REDUCTION HOURS / FTE ............................................................................................................... 22 10.15 RECALL .......................................................................................................................................... 22 10.16 VACATION & LEAVE CASH OUTS / PAY ............................................................................................ 23 10.17 UNEMPLOYMENT CLAIMS ................................................................................................................. 24 ARTICLE 11 – WAGES .................................................................................................................................. 24 11.1 WAGE SCHEDULE. ....................................................................................................................... 24 11.2 HIRE-IN RATES ............................................................................................................................ 24 11.3 SHIFT DIFFERENTIAL .................................................................................................................... 24 ARTICLE 12 – OTHER COMPENSATION ..................................................................................................... 24 12.1 STANDBY / DUTY OFFICER STIPEND .............................................................................................. 24 12.2 CALL-BACK PAY ......................................................................................................................... 25 12.3 WORK IN A HIGHER CLASSIFICATION ............................................................................................ 26 12.4 MILEAGE REIMBURSEMENT .......................................................................................................... 26 12.5 LONGEVITY .................................................................................................................................. 26 12.6 LEAD WORKER ............................................................................................................................ 26 12.7 COMMERCIAL DRIVER’S LICENSE (CDL) ....................................................................................... 27 12.8 CLOTHING ALLOWANCE ............................................................................................................... 27 ARTICLE 13 - HOLIDAYS .............................................................................................................................. 27 13.1 HOLIDAYS ................................................................................................................................... 27 13.2 RELIGIOUS HOLIDAYS .................................................................................................................. 27 13.3 HOLIDAY OBSERVANCE ............................................................................................................. 28 13.4 HOLIDAY ON DAY OFF ............................................................................................................... 28 13.5 HOLIDAY COMPENSATION .......................................................................................................... 28 ARTICLE 14 – VACATION ............................................................................................................................. 28 14.1 VACATION ACCRUAL .................................................................................................................... 28 14.2 VACATION SCHEDULING ............................................................................................................... 29 14.3 VACATION PAY ............................................................................................................................ 29 14.4 VACATION UPON TERMINATION .................................................................................................... 29 ARTICLE 15 - SICK LEAVE ........................................................................................................................... 30 15.1 SICK LEAVE ACCRUAL ................................................................................................................. 30 15.2 SICK LEAVE USAGE ..................................................................................................................... 30 15.3 SHARED LEAVE ........................................................................................................................... 30 15.4 COORDINATION - WORKER’S COMPENSATION ............................................................................... 31 15.5 FAMILY MEMBER ......................................................................................................................... 31 15.6 SICK LEAVE CASH OUT ................................................................................................................ 31 ARTICLE 16 – LEAVES OF ABSENCE ......................................................................................................... 31 16.1 IN GENERAL ................................................................................................................................ 31 16.2 JURY DUTY / COURT .................................................................................................................... 32 16.3 MILITARY LEAVE .......................................................................................................................... 32 16.4 BEREAVEMENT ............................................................................................................................ 32 16.5 MAINTENANCE OF SENIORITY ....................................................................................................... 32 16.6 LEAVE WITHOUT PAY ................................................................................................................ 32 16.7 FAMILY LEAVE – FMLA ............................................................................................................... 32 16.8 MATERNITY LEAVE ....................................................................................................................... 33 16.9 INCLEMENT WEATHER .................................................................................................................. 33 16.10 PAID FAMILY & MEDICAL LEAVE COMPLIANCE .............................................................................. 33 16.11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE ................................................ 33 ARTICLE 17 – HEALTH & WELFARE ........................................................................................................... 33 17.1 HEALTH AND LIFE INSURANCE ...................................................................................................... 33 General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 4 17.2 RETIREMENT AND TEAMSTERS PENSION ....................................................................................... 34 ARTICLE 18 - TRAINING ............................................................................................................................... 34 18.1 TRAINING ..................................................................................................................................... 34 18.2 TRAINING REIMBURSEMENT .......................................................................................................... 34 ARTICLE 19 – LABOR / MANAGEMENT COMMITTEES............................................................................. 35 19.1 PURPOSE OF COMMITTEE ............................................................................................................. 35 19.2 COMPOSITION OF COMMITTEE ...................................................................................................... 35 19.3 COMPENSATION ........................................................................................................................... 35 ARTICLE 20 – HEALTH & SAFETY .............................................................................................................. 35 20.1 SAFE WORKPLACE ...................................................................................................................... 35 20.2 HEALTH & SAFETY PLAN ............................................................................................................. 35 20.3 DRUG FREE WORKPLACE ............................................................................................................ 35 20.4 WORK PLACE VIOLENCE .............................................................................................................. 36 ARTICLE 21 - GRIEVANCE PROCEDURE ................................................................................................... 36 21.1 GRIEVANCE DEFINED ................................................................................................................... 36 21.2 GRIEVANCE PROCEDURE ............................................................................................................. 36 21.3 UNION / EMPLOYER GRIEVANCE ................................................................................................... 38 21.4 SCHEDULE OF MEETINGS ............................................................................................................. 38 ARTICLE 22 - GENERAL PROVISIONS ....................................................................................................... 39 22.1 SAVINGS CLAUSE ........................................................................................................................ 39 ARTICLE 23 – ENTIRE AGREEMENT ........................................................................................................... 39 23.1 DURATION CLAUSE ...................................................................................................................... 39 23.2 ENTIRE AGREEMENT .................................................................................................................... 39 SIGNATURES ................................................................................................................................................. 40 APPENDIX I - WAGE TABLES ...................................................................................................................... 43 General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 5 PREAMBLE Mason County, a political subdivision of the State of Washington, hereinafter referred to as the “County” or “Employer,” and Teamsters Union Local No. 252, hereinafter referred to as the “Union,” do hereby enter into this Agreement. The Employer and the Union agree that the effective, efficient and uninterrupted performance of governmental service to the community is their common objective. In order to assist them in achieving that objective, this Agreement represents the establishment of fair and reasonable compensation and working conditions for the employees in this bargaining unit through the collective bargaining process. The Employer and the Union recognize that the success of these objectives depends upon the Employer’s success in establishing the service, upon the ability and creative contributions of the employees, and upon the joint efforts of both parties in improving the service. Therefore, the Employer and the Union encourage, to the greatest degree possible, friendly and cooperative relations between their respective representatives at all levels and among all employees. ARTICLE 1 – DEFINITIONS As used herein, the following terms shall be defined as follows: 1.1 Bargaining Unit (Union) shall be Teamsters Union Local No. 252. 1.2 Employer shall mean the Board of Mason County Commissioners. 1.3 Employee shall mean a person occupying a position and paid a salary or wage by the Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof) covered by this Agreement. Employee shall not include any person retained by the Employer under a written personal services or consultant contract or agreement. 1.4 Executive, Administrative, and Professional Employees shall mean all employees as defined in WAC 296-128-500. 1.5 Job classifications and salary steps are listed and categorized in Appendix A of this Agreement. 1.6 “Immediate Family” shall be defined as persons related by blood, marriage, or legal adoption in the degree of relationship of grandparent, parent, wife, husband, brother, sister, child biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis who is under eighteen years of age; or eighteen years of age or older and incapable of self-care because of a mental or physical disability, grandchild, domestic partner (state registered), in compliance with WAC 296-130-030 and RCW 49.12.270 (or subsequent statutes) and other persons with the approval of the Elected Official / Department Head or designee. 1.7 Overtime shall mean all Employer-approved work which has been performed in excess of their scheduled work-day or in excess of forty hours per week, consistent with Article 6.4. 1.8 Promotions, Transfers and Demotions defined and distinguished: a. Promotion is a change of an employee from a job classification to a different job classification which is compensated at a higher salary range. b. Transfer is a change of an employee from a job classification to a different job classification which is compensated at the same salary range. c. Demotion is a change of an employee from a job classification to a different job classification which is compensated at a lower salary range. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 6 1.9 Vacation shall mean a scheduled work day or accumulation of scheduled work days on which an employee may, by pre-arrangement, continue to receive the regular rate of compensation although he or she does not work. 1.10 Day shall mean for the purpose of timelines associated with grievances, appeals and policy issues, shall mean a calendar day. 1.11 “Anniversary Day of Pay” shall mean the day of your step increase depending on the day of hire or promotion that takes place within the same pay period of anniversary date. The actual day of pay increase shall be the 1st or the 16th of the month, depending on the date of the anniversary day (e.g. if an employee’s anniversary date is on January 14, the pay increase will take effect January 1). ARTICLE 2 – RECOGNITION 2.1 RECOGNITION The Mason County Board of Commissioners for MASON COUNTY recognizes that the Teamster Union Local No. 252, Centralia, Washington, has the right to bargain for all full-time and regular part-time employees of the Mason County departments of Parks, Public Works/Utilities and Waste, Community Development, Health Services (excluding employees represented by the Personal Health Services bargaining unit) and Buildings and Grounds Maintenance, excluding: supervisory employees, confidential employees, and employees participating in a job school program from Mason County high schools or, by mutual agreement, from any accredited college or vocational school, which shall be coordinated with the student’s academic schedule, under the conditions set forth in the Washington State Public Employee’s Collective Bargaining Act of 1967. All collective bargaining with respect to wages, hours and working conditions shall be conducted by authorized representatives of the Union and authorized representatives of the Employer. Agreements reached between the parties of this Agreement shall become effective only when signed by the authorized representatives of the Union and by the Board of Mason County Commissioners. 2.2 NEW CLASSIFICATIONS When new Regular or Temporary positions are created within the Departments represented or the classifications listed in Appendix I, the Union will be notified of the pending action prior to hire. When existing classifications are substantially modified within the Departments represented or the classifications listed in Appendix I, the Union will be notified of the pending action within ten (10) working days of the date that the position is first posted / advertised or the proposed effective date of the action that would change the status of the classification. It is mutually agreed that it is the intent of the parties to meet, upon request by either party, in order to include or exclude new or modified positions in the bargaining unit consistent with the duties, responsibilities, and organizational level of the classification. The parties agree that new classification(s) designated and approved by the Employer to be within the non-represented pay plans shall be excluded from the bargaining unit, absent a request to meet within thirty (30) calendar days. Existing bargaining unit classifications shall remain within the bargaining unit absent a mutual agreement by the parties or a decision by the Public Employment Relations Commission (PERC). If either party disagrees with the pay plan designation for a new or reclassified position, the parties recognize the determination of whether the position is included within the bargaining unit may be reviewed by PERC upon petition by either party or jointly. Should PERC determine the classification to be included in the bargaining unit, the position shall be placed within the Union salary schedule General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 7 at the appropriate rate of pay and at a step arrived at either by mutual agreement / negotiation or PERC ruling. ARTICLE 3 –UNION SECURITY 3.1 UNION REPRESENTATION a. It is mutually agreed that only Union members of this unit shall engage in active participation in Union affairs of this unit or serve in a role of leadership of the unit such as: serving as a delegate or representative, serving on negotiating or other Union committees, or participating in other similar activities to the interest of the unit. b. Within ninety (90) days of the new employee’s start date, the Union shall have no less than thirty (30) minutes during the employee’s work hours to present information about the Union. The Union will explain that it is the designated as the exclusive representative for all employees covered under the Collective Bargaining Agreement. The Union shall inform each new employee that membership in the Union is voluntary and only when an employee clearly and affirmatively consents to joining the Union may the Union collect fees. In addition, the Union shall explain to the new employee the rights and the benefits the employee would forgo by being a non-member. c. The Union agrees to accept employees as members without discrimination as to race, color, creed, sex, sexual orientation, national origin or physical, sensory or mental disability or protected classes under the law. d. The Employer will provide for payroll deduction of Union dues and initiation fees upon authorization by the employee. Payroll deduction authorization cards must be received by the County department by the fifteenth (15th) day of the month to be recognized as effective for that month. The County will transmit to the duly designated officer of the Union the total amount so deducted together with the list of names of the employees from whose pay deductions were made. All refunds of such deductions which may be required to be made to any employee shall be made by the Union, and the Union shall settle all questions, and disputes between it and its members with reference to the deductions or refunds of the like without recourse to the County. e. The Employer will distribute one copy of this Agreement to each employee in the unit and to each newly hired employee of the unit. The cost of printing this Agreement shall be equally shared between the Department and the Union. f. The Union agrees to supply the Employer with lists of officers of the Union and representatives and to keep such lists current. The Employer will recognize the officers and representatives, or shop stewards. g. Signatory organization will indemnify, defend, or hold the Employer harmless against any claims made and against any suit instituted against the County on account of any check- off of dues for the Union organization. The Union agrees to refund to the County any amounts paid to it in error on account of the check-off provisions upon presentation of proper evidence thereof by the County. 3.2 NONDISCRIMINATION – UNION ACTIVITY Neither party shall discriminate against any employee because of membership in or non- membership in or activity on behalf of the Union. No employee shall be discharged or discriminated General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 8 against for upholding Union principles, fulfilling duties as a Steward in the Union or serving on a Union committee. ARTICLE 4 - NO STRIKE / NO LOCKOUT The Union agrees that there shall be no strikes, slow-downs, or stoppage of work, or any interference with the efficient operation of the Department. Any such action shall be subject to disciplinary action, including termination and replacement of the involved employees. The Employer shall not lockout any employee during the life of this Agreement. ARTICLE 5 – MANAGEMENT RIGHTS AND RESPONSIBILITIES Except as specifically abridged, granted, delegated or modified by this Agreement, including amendments, the County reserves all customary management prerogatives including, but not limited to the right to: A. Establish, plan for and direct the work force toward the organizational goals of County government. B. Determine the organization and merits, necessity, and level of activity or service provided to the public. C. Determine the County budget and financial policies, including accounting procedures. D. Determine the procedures and standards for hiring, promotion, assignment, transfer, layoff, discipline, and retention. E. Discipline employees for just cause. F. Determine the methods, means, equipment, and kinds and number of personnel required to accomplish the governmental operations and maintain the efficiency thereof. G. Assign work and schedule employees. H. Establish work rules and rules of conduct. I. Evaluate employee performance. J. Reduce staff or reduce working hours due to a lack of work or lack of funds. K. Take all actions necessary to carry out the mission of the County in emergencies. The Parties recognize that RCW 41.56 may impose an obligation to negotiate changes in wages, hours and working conditions not covered by this Agreement. The Union recognizes the County's right to manage subject only to the terms and conditions of this Agreement. ARTICLE 6 – UNION / EMPLOYER RELATIONS 6.1 UNION ACCESS Employees shall have the right to Union representation. The Union’s authorized staff representatives shall have access to the Employer’s premises where employees covered by this Agreement are General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 9 working for the purpose of investigating grievances and contract compliance, after notifying the Employer. Access for other purposes shall not be unreasonably denied by the Employer, provided however, that there is no serious or prolonged interruption of the Employer’s working schedule. Such visits shall not interfere with or disturb employees in the performance of their work during working hours. 6.2 FACILITY USE The conduct of Union business on Employer time and premises shall be subject to the limitations set forth in this Article and with the understanding that no Union member or Steward shall use Employer’s equipment in the conduct of Union business. The Union shall be permitted to use designated premises of the Employer for Union meetings, with or without Union staff present, provided it is not disruptive to operations and space is available. Use of Employer’s premises for meetings shall be limited to the hours of 5pm to 8am and 12pm to 1pm, unless otherwise approved by the Employer. 6.3 STEWARDS The Union may designate Shop Stewards and alternates. Stewards shall be allowed reasonable time during working hours to investigate and process grievances. Prior to undertaking such grievance duties, the Stewards shall inform their supervisor of the need to be away from their work. The Department shall grant the Steward’s request unless the Stewards cannot be spared at that particular time. If such is the case, then Stewards shall be allowed time to perform their Stewards duties at the earliest possible time. The Union shall provide the Human Resources Department with a current list of all Stewards. With notice to the Employer, Stewards shall be allowed reasonable time during working hours to investigate and process grievances, as defined in Article 6.8, 6.9 and 21.4. Union activities other than those provided for in this Article are to be conducted on the employee's own time; e.g. lunch or coffee breaks, before or after work. Employees shall attend Union meetings on their own time. 6.4 ORIENTATION Human Resources will notify the shop steward and Union representative of each new hire within ten (10) business days of the date of hire. 6.5 BULLETIN BOARDS The Employer will provide a bulletin board for Union use. No materials shall be posted except notices of meetings and elections, results of elections, changes in Union by-laws, notices of employee social occasions, similar Union notices, letters, and memoranda. Union will limit the posting of any material on the Employers’ premises to its bulletin board. 6.6 CONTRACT DISTRIBUTION The Union will provide access to a copy of this Agreement to each new and current employee in the unit. 6.7 NEGOTIATIONS RELEASE TIME The Employer will make a good faith effort to assist in providing release time for Union negotiating team members participating in contract negotiations if negotiations take place on work time, provided that coverage can be arranged, and it will not create overtime. 6.8 GRIEVANCE RELEASE TIME Prior to any proposed investigation of a grievance, Stewards provide notice to their and the grievant’s supervisor, which will be granted unless the Stewards or the grievant is working on General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 10 something that requires immediate attention. If permission cannot be immediately granted, the Employer will arrange to allow investigation of the grievance at the earliest possible time. When it is necessary for Stewards to conduct Union business authorized by this Agreement in an area or on a shift other than their own, they shall notify the supervisor of that area or shift of their presence and of the nature of their business. No compensation shall be provided by the Employer for such Stewards activities outside the employee’s work shift, without express pre-authorization by the Steward’s Department Director or Human Resources. 6.9 UNION BUSINESS Compensable Union business shall be defined as meeting with an authorized Employer representative who schedules a meeting during normal business hours when it is necessary for a duly authorized Steward of the Union (who is also a member of the bargaining unit) to attend for the purpose of resolving a grievance filed by a member of the bargaining unit, or other issues that require the presence of a Union official. When reasonably possible, the Union representative will notify their Supervisor or designee when they are requested to attend a Union meeting during regular business hours. Consistent with Articles 6.3, 6.8 and 21.4, Stewards shall be afforded reasonable time for the investigation of grievance and compliance issues dealing with this Agreement. Other Union business will not be conducted on Employer time. Any concerns by the Employer which indicate that a Stewards is spending an unreasonable amount of time performing Union duties shall be referred to Human Resources for discussion and resolution with the Staff Representative of the Union or their designee. The Union and the Employer have the right to communicate on matters of concern using e-mail, written correspondence, and telephonic communications. The Parties agree to ensure that all respective stakeholders are notified and copied appropriately. The parties agree to respond to written and e-mail correspondence and telephonic messages as soon as reasonably possible. 6.10 BARGAINING UNIT ROSTER The Auditor's Office will provide the Union with a list of all employees within the bargaining unit on an annual basis. The Auditor will also provide to the Union President/Shop Stewards the name and other pertinent information regarding new hires. The Union agrees to supply Human Resources with current lists of Stewards. The Employer will recognize the Stewards as soon as the list is received, in writing, by Human Resources. ARTICLE 7 – EMPLOYMENT 7.1 PROBATIONARY PERIODS All newly hired employees will serve an initial probationary period of six (6) months. A probationary period may be extended by the Employer with written notice to the employee and the Union. A probationary employee does not have the right to grieve dismissal. Trial Service Period - Employees who are transferred or promoted to another position and/or classification in the bargaining unit shall serve a trial service period for three (3) months of work, consistent with Article 9.3. 7.2 TYPES OF EMPLOYMENT (NOTE: BENEFITS ELIGIBILITY MAY NEED REVISED PER ACA AND TEAMSTERS TRUST RULES) 7.2.1 REGULAR FULL-TIME EMPLOYEES: A regular full-time employee is scheduled to work forty (40) hours per week in a regularly budgeted, on-going position. Regular Full-Time employees are eligible to receive the standard benefit package. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 11 7.2.2 REGULAR PART-TIME EMPLOYEES: A regular part-time employee typically is scheduled to work a minimum of twenty (20) hours per week but no more than forty (40) hours per week in a regularly budgeted, on-going position. Regular Part-Time employees are eligible to receive the standard benefit package, prorated to match the FTE percentage and adjusted by actual hours worked. Medical benefits are consistent with Article 17.1. 7.2.3 TEMPORARY EMPLOYEES: A temporary employee is hired for a specific assignment or project that has a duration of employment and schedule that is anticipated to work one thousand and forty (1,040) hours or more in a twelve (12) month period. A temporary employee is eligible for the standard benefits package, prorated to match the anticipated FTE percentage and adjusted by actual hours worked. Medical benefits are consistent with Article 17.1 if Part-Time Temporary. If a regular employee accepts an assignment of a temporary position, that employee will be eligible for return rights to their former position upon completion of the specific assignment or term of the temporary employment or upon twenty (20) calendar days’ notice from the Employer or 30 calendar days’ notice from the employee, whichever is earlier. The regular employee shall continue to earn seniority as to their former position during the period of the temporary position assignment. Any new-hire employee who is hired to fill the vacancy, which was created by the regular employee accepting a temporary position, will also be hired as a temporary employee and that employee will cease to have employment rights upon the return of the regular employee to the former position. Employees in temporary positions serve an anticipated but not guaranteed term. While a term of employment is anticipated, the assignment / project may be terminated at any time for any reason, with or without notice. Temporary employees are not eligible for bumping, seniority and longevity. 7.2.4 EXTRA HELP / ON-CALL EMPLOYEES: An on-call / extra help employee works in a limited, but on-going capacity. They do not have a specific end date. Their schedule may consist of an intermittent or varying schedule per week on an as needed basis, and are anticipated to work fewer than one thousand and forty (1,040) hours within a twelve (12) month period. They are not eligible for the benefits package. 7.2.5 SEASONAL EMPLOYEES: A seasonal employee works for a specific amount of time and is not anticipated to meet or exceed one thousand and forty (1,040) accumulated hours in a twelve (12) month period. A seasonal employee is not eligible to receive the benefits package. 7.3 CONTRACTORS The Employer will make good faith efforts to limit bargaining unit work to employees covered by this Agreement. Should the Employer consider Subcontracting, the parties shall meet to allow the Union an opportunity to review the County’s financial reasons for considering subcontracting and to present any alternative means of cost-savings besides subcontracting for the County to consider. If the County determines that subcontracting is necessary, the County shall negotiate with the Union the effects of subcontracting upon members of the bargaining unit. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 12 7.4 STUDENTS / INTERNS Student and Internship programs may be created by the employer provided such does not take work away from budgeted classifications represented by the Union, the Union is provided notice and, upon request by the Union, the Employer meets with the Union to discuss the impacts and benefits of the program. ARTICLE 8 – HOURS OF WORK AND OVERTIME 8.1 WORKDAY / WORKWEEK The workweek shall normally consist of five (5) workdays within a seven (7) consecutive day period beginning Sunday at 12:00 a.m. through Saturday 11:59 p.m. The assignment of workdays and work schedules shall be determined by the Employer in order to meet business and customer service needs or in response to budgetary demands Changes in work schedule, which may include changes in the schedule or total hours, shall be consistent with Article 8.2. 8.2 WORK SCHEDULES For regular full-time employees, the workweek shall normally consist of forty (40) hours of time scheduled within a seven (7) consecutive day period. Work hours for full-time employees covered by this Agreement shall normally be 8:00 a.m. to 5:00 p.m., unless a County Office or Department establishes an alternate work schedule as described below: A. The regular workweek shall normally consist of five (5) consecutive workdays, Monday through Friday. B. The County may modify the regular workweek to support special purposes at specified periods of time (for instance parks, facilities, utilities, health, etc.), provided employees receive at least five (5) working days’ notice of the schedule change. C. The Employer may change employee work schedules with five (5) working days’ notice to the employee and their Union representative. Less than five (5) working days’ notice may be given if mutually agreed between the employee and the Employer. D. Hours shall be extended outside of normal business hours as necessary to allow for the uninterrupted and efficient operation. Flex Time: Flexible starting and/or quitting times may be adopted, on a case-by-case basis, with mutual agreement between the employee and their Employer. These work schedule adjustments shall not result in the application of the overtime provisions. Alternate W ork Schedule: Workweeks and work shifts of different numbers of hours and/or workdays may be established by the Department Head in order to meet business and customer service needs, or in response to budgetary demands. Employees may be assigned to an alt ernate work schedule with five (5) working days’ notice from the Department Head. An employee may request to work an alternate work schedule, which shall be subject to the approval of the Employer. The alternate work schedule shall not result in the application of the overtime provisions. 8.3 REST / MEAL BREAKS Employees may be allowed up to a one (1) hour unpaid lunch period as approved and scheduled by the Employer. Employees are entitled to take one (1) fifteen-minute break for every four (4) hours worked. Breaks should be arranged so that they do not interfere with County business or service to the public. Lunch periods and breaks shall not be combined and they may not be used to shorten an employee’s workday. Solid Waste Attendants assigned to remote work locations who General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 13 are not relieved for lunch shall be provided with a paid one-half (1/2) hour lunch period at approximately midway through the workday. This meal period shall be scheduled so that service to the public is not impaired. 8.4 OVERTIME Any employee in a paid status for at least eight (8) hours and beyond their scheduled work-day, or who works more than forty (40) hours in a workweek shall be compensated at the rate of one and one-half (1 ½) times their straight-time hourly rate for all such overtime hours worked. An employee assigned to work on a Sunday or on a Holiday, when it is not within the employee’s usual work schedule, shall be compensated at a rate of two (2) times their straight-time hourly rate for all hours actually worked, in addition to any Holiday Benefit pay. All overtime must be pre-approved by the Employer. If the workweek includes sick and/or vacation leave hours, no overtime will be paid, unless the sick and/or vacation leave was preapproved. Upon a request to work beyond the regular workday or workweek, by mutual agreement, the parties may agree upon an adjusted work-week for that specific workweek, for purposes of employee convenience and to avoid overtime. 8.5 COMP TIME The Employer may authorize comp time in lieu of overtime compensation and, if so, the employee shall receive comp time at the rate of one and one-half times their straight-time hourly rate for all overtime hours worked. Comp time earned may not exceed eighty (80) hours at any point in time. Employees shall receive overtime compensation whenever their accrued comp time reaches the eighty (80) hours maximum. For employees hired on or after January 1, 2020, no rollover comp time can be banked, and the allowed eighty (80) hours of accrued comp time must be used by the end of each year. If the employee does not use all their accumulated comp time by the end of the year, they will receive a payout for the unused comp time on the December 25 payroll check. Upon approval by the County, the employee may be permitted to cash out all or part of the excess comp time. The scheduling of comp time off shall be requested and approved in the same manner as vacation leave. Compensation shall not be paid (nor comp time earned) more than once for the same hours under any provision of this Article or Agreement. Premium or overtime pay shall not be duplicated or pyramided unless required by the Fair Labor Standards Act, in which case premium or overtime pay shall be based on the employee’s regular rate of pay. Unless there are bona fide work requirements, authorized overtime work opportunities shall be distributed as equally as possible, in inverse order of seniority within job classifications. Employees may decline voluntary overtime opportunities. ARTICLE 9 – EMPLOYMENT PRACTICES 9.1 NONDISCRIMINATION Under this Agreement, neither party will discriminate against employees on the basis of race, sex, age, marital status, color, creed or religion, national origin, political affiliation, veteran status, sexual orientation, or any real or perceived sensory, mental or physical disability, or because of participation in or lack of participation in union activities. Bona fide occupational qualifications based on the above traits do not violate this Section. Sexual harassment will be considered discrimination under this Article. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 14 Disputes involving this Article may be processed through an appropriate agency and/or the grievance procedure; however, use of the grievance procedure is encouraged prior to the initiation of any other official action involving such a dispute when the action is originated by the Union or members thereof. Whenever words denoting gender are used in this Agreement, they are intended to apply equally to either gender. 9.2 JOB POSTING When a job opening or vacancy in the bargaining unit occurs, notice of such position shall be posted by the Human Resources Department for a period of no less than seven (7) calendar days before the position is filled. The posting shall indicate the salary range for the position, the required or preferred minimum qualifications and/or experience, the Department to whom the position will report and the application process. Union positions will be identified as such. It is the Employer’s interest to fill positions with the most qualified individuals who apply. While qualified employees within the bargaining unit shall be given first consideration for a position. 9.3 PROMOTIONS Promotions, Transfers and Demotions defined - As used in this Article the following terms mean: A) Promotion is a change of an employee from a job classification to a different job classification which is compensated at a higher salary range. B) Transfer is a change of an employee from a job classification to a different job classification which is compensated at the same salary range. C) Demotion is a change of an employee from a job classification to a different job classification which is compensated at a lower salary range. Employees who are reclassified, promoted or transferred may serve a trial service period of up to three (3) months. Employees may elect to revert to their previous job classification and position within thirty (30) calendar days of the effective date of their reclassification, promotion or transfer. After thirty (30) days, if the employee is unsuccessful in the new position, the employee shall be returned to his or her previous position only if it is vacant (i.e. an offer of employment has not been extended). If the position is not vacant or if it has been abolished, the employee will be laid off in accordance with Article 8, Seniority except that the employee shall not be eligible to exercise the bumping provision. Employees on trial service shall be paid the appropriate established salary for that position and if reverted, either voluntarily or by the Employer, will return to their previous salary (including any adjustments due, e.g., salary increase, step increases, etc.). 9.4 PERSONNEL FILE / POLICIES Unless otherwise provided by the terms of this Agreement, the Employer Administrative and Personnel Policies shall apply to members of this bargaining unit. Employees shall also refer to Employer policies to resolve matters not covered by this Agreement or for clarification of matters covered by this Agreement. However, where there is a conflict between Employer policies and any provisions of this Agreement, the provision(s) of this Agreement shall govern. The official personnel file for each employee shall be clearly identified as such and the Human Resources Department shall be the custodian of such files. The files shall be locked, and access shall be limited to the employee’s Department Head or anyone designated by the Employer to act on their behalf, and staff in the Human Resources Department. An employee may examine their own personnel file by making an appointment with Human Resources. Representatives of the employee may be granted access with the written authorization of the employee, except as authorized by law. Conditions of hiring, termination change in status, shift, evaluations, commendations and disciplinary actions shall be in writing with a copy to the Employee prior to placement in their General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 15 personnel file. The Employer’s failure to abide by this Article pertaining to personnel file access shall not affect the Employer’s ability to proceed with the merits of discipline or discharge but may be a separate Union grievable matter and any grievance time-lines will be correspondingly extended. Employees shall have the right to provide a written response to any written evaluations or disciplinary actions to be included in the personnel file. Upon approval of the Human Resources Department, employees may add additional documents to their personnel file including, but not limited to, certifications, degrees, and commendations. Medical files shall be kept separate and confidential in accordance with state and federal law. 9.5 EVALUATIONS The purpose of evaluation is to help an employee be successful in performance and to understand the standards and goals of their position and their Department. The evaluation will assess and focus on the employee’s accomplishment of their job functions and the goals and standards of the position. Where the employee does not meet the above, a plan for correction, training or support should be developed with the employee. Evaluation may occur in two forms: a. All regular employees should be formally evaluated in writing by their immediate supervisor and/or Department head or designee during the probationary or trial service period and at least annually (at date of hire or a common date) thereafter. b. Additionally, evaluation of job performance may occur at any time and on an ongoing basis. Evaluation may occur in various ways and may include coaching, counseling or written assessment. The evaluation process shall also include a review of the current job description. Evaluation shall not, by itself, constitute disciplinary action – disciplinary action must be specifically identified as such, in writing, consistent with Article 9.6. Employees will be given a copy of the evaluation. Employees will be required to sign the evaluation, acknowledging its receipt. Evaluations are not grievable, however, employees may elect to provide a written response to the evaluation, which will be retained with the evaluation in the employee’s personnel file. 9.6 DISCIPLINE / CORRECTIVE ACTION The Employer agrees to act in good faith in the discipline, dismissal or demotion of any regular employee and any such discipline, dismissal or demotion shall be made only for just cause. No employee shall be discharged except for just cause. The parties recognize that just cause requires progressive discipline. Progressive discipline may include: • oral warnings, which will be documented; • written warnings – which may also include work performance improvement or corrective action plan for poor work performance or misconduct, • suspension without pay; • demotion; or • discharge. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 16 The intent of progressive discipline is to assist the employee with performance improvement or to correct misconduct. Progressive discipline shall not apply where the offense requires more serious discipline in the first instance. Both the sequencing and the steps of progressive discipline are determined on a case-by-case basis, given the nature of the problem. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline, but rather shall be requested as an acknowledgement of receipt. Employees shall have the right to review and comment on disciplinary actions in their personnel file. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. The Employer will notify the Union in writing within three (3) working days after any notice of discharge. The failure to provide such notice shall not affect such discharge but will extend the period within which the affected employee may file a grievance. The Employer recognizes the right of an employee who reasonably believes that an investigatory interview with a supervisor may result in discipline to request the presence of a Union representative at such an interview. Upon request, they shall be afforded a Union representative. The Employer will delay the interview for a reasonable period of time in order to allow a Union representative an opportunity to attend. If a Union representative is not available or delay is not reasonable, the employee may request the presence of a bargaining unit witness. (Weingarten rights) Employees shall also have a right to a notice and a determination meeting prior to any disciplinary action (except oral warning). The Employer must provide a notice and statement in writing to the employee identifying the performance violations or misconduct alleged, a finding of fact and the reasons for the proposed action. The employee shall be given an opportunity to respond to the charges in a meeting with the Employer, and shall have the right to Union representation during that meeting, upon request. (Loudermill rights) The Employer shall endeavor to correct employee errors or misjudgments in private, with appropriate Union representation if requested by the employee. Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such action as to any post-probationary employee was for just cause. Just cause shall be established if the following has been shown by the Employer: 1. Notice: That the Employer did forewarn employee of possible consequences of conduct; 2. Reasonable Rule or Order: That the Employer policy, rule, or order involved reasonably related to the orderly, efficient, or safe operation of the Employer; 3. Investigation: That before administering discipline, the Employer did make an effort to discover whether employee did, in fact, violate or disobey an Employer policy or rule; 4. Fair Investigation: That the Employer conducted its investigation objectively; 5. Proof: That, in the investigation, the Employer did obtain evidence or proof that the employee violated such Employer policy or rule; General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 17 6. Equal Treatment: That the Employer applied its rules, orders, and penalties evenhandedly and without discrimination under the circumstances; and 7. Penalty: That the degree of discipline was reasonably related to the seriousness of the offense and/or the employee’s record. ARTICLE 10 – SENIORITY 10.1 DEFINITIONS Office/Department Seniority: the service time spent in each individual Elected Official’s Office or Department within the bargaining unit. Employer/County Seniority: the total unbroken services with Mason County. An employee’s County seniority shall be established as the initial date of hire, upon completion of the original six (6) month probationary period. Bargaining Unit Seniority: the total length of continuous calendar-based service with the Employer and in the bargaining unit. Seniority shall be established upon appointment to a regular full-time or part-time, budgeted position within the bargaining unit. No seniority shall be established while an employee is employed in Seasonal or Extra Help/On-Call position. Time in service in a Temporary position shall count for leave accrual or step movement purposes only. A Temporary employee or a Regular employee in a Temporary position who is hired without a break in service directly into a Regular position in the same classification shall be credited for Office / Department Seniority from the original date of hire into that classification. The appointment date shall be adjusted for leaves of absence without pay, except when such leaves are the result of federal or state legally protected leaves. Other Definitions: 10.1.1 Application of Seniority How an employee’s years of continuous service are utilized to determine their respective rights in regard to postings, promotions, reassignment, transfer, layoff, or recall. 10.1.2 Continuous Service Means uninterrupted employment with the Employer subject to the following provisions: 1. Continuous calendar-based service shall include uninterrupted employment. 2. Continuous service is terminated by resignation, termination, retirement, layoff or failure to respond to two offers of recall to former or comparable employment. 10.1.3 Layoff A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full-time equivalent (FTE) positions or in the number of partial FTEs within the Employer or within a job classification covered by this Agreement. A reduction in force in a classification may occur for reasons of lack of funds, lack of work, efficiency or reorganization. Reductions in force are identified by classification within the affected Office or Department. 10.1.4 Affected Group / Employees An Affected Group would be any job classification that is subject to a layoff. An Affected Employee would be the least senior employee(s) within an affected job classification which are subject to lay-off or reduction in force and have certain rights as a result. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 18 10.1.5 Layoff Alternatives A number of alternatives exist for affected employees including: 1. Assume a vacant position - per Article 10.13.1 2. Bump - displacing a less senior employee 3. Recall - accepting unemployment and the option of future recall 10.1.6 Bumping The displacement of a less senior regular employee by another regular employee with more seniority in the classification. 10.2 APPLICATION OF SENIORITY In the event of reassignment, transfer, layoff, or recall, seniority shall be the determining factor where employees are equally qualified to do the job. Seniority shall be applied in the following manner: For purpose of promotions and/or layoffs from within a department, seniority shall mean that time spent in each individual department within the bargaining unit. For all other purposes, seniority means total unbroken service with Mason County. An employee’s County seniority shall be established as the initial date of hire upon completion of the original six (6) month probationary period. 10.2.1 Postings / promotions In regard to job postings, promotion and reassignment, “qualifications” and/or “ability” will be the primary consideration, with such posting or promotion being consistent with Article 7 and this Article. Qualifications will include the minimum qualifications of education, training and experience as set forth in the job description, as well as the job performance, ability, employment record and contribution to the needs of the Department. 10.2.2 Layoffs Total Office / Department Seniority shall determine who is to be laid off within the selected classification (affected group) and within the Office or Department. The least senior regular employee(s) within the classification shall be the affected employee(s). In the event of two employees having the same Office / Department Seniority, bargaining unit seniority shall be determinative. In the event of two employees having the same bargaining unit seniority, Employer seniority shall be determinative. In the event of two employees having the same bargaining unit seniority and Employer seniority, a coin will be flipped to determine the tie breaker. 10.2.3 Bumping As to bumping, the employee’s “competence” and the ability to adequately perform the unique functions of the job assignment will be the primary consideration, applied in accordance with seniority. Competence / Ability to adequately perform will be defined as the immediate, clear and full performance on the job, with a minimal period of orientation and no material reduction in the efficiency of the operation or services, as determined by the Employer. 10.2.4 Recall Seniority shall be determinative in the identification of which employee is to be recalled, when there are more than one who is qualified and/or have previously performed a position. In the event that an employee is being recalled to a new position, the employee’s qualification and the ability to adequately perform the unique functions of the job assignment General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 19 will be the primary consideration, applied in accordance with seniority, consistent with Article 10.2.3. 10.3 PROBATIONARY PERIOD Upon successful completion of the probationary period, the Employer seniority of the Regular employee shall be established as the initial date of hire including the service during the probationary period. Department seniority shall then be based on continuous service with the Department. 10.4 LOSS OF SENIORITY Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided that employees on lay-off status retain the seniority they had at time of lay-off for eighteen (18) months from date of layoff. An employee, therefore, will lose seniority rights by and/or upon: • Resignation. • Discharge. • Retirement. • Layoff / Recall list of more than eighteen (18) consecutive months. • Failure to respond to two offers of recall to former or comparable employment. Employees who are re-employed following the loss of their seniority, shall be deemed a newly-hired employee for all purposes under this Agreement, except as provided in the following: if an employee is laid off or resigns in good standing after working at least twelve (12) consecutive months, and is thereafter re-employed within twelve (12) months, the employee will, upon successful completion of the probationary period, regain the seniority that they had as of the effective date that the employee resigned. 10.5 LAYOFFS A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full- time equivalent (FTE) positions or in the number of partial FTEs within the Employer or within a job classification covered by this Agreement. For purposes of this article, layoff is further identified as any reduction in hours which results in a regular position being less than their budgeted FTE. Total Office/Department Seniority shall determine who is to be laid off within the selected classification. Bumping rights are determined by Office or Department seniority, consistent with Article 10.2. Layoff process: A. The Employer may reduce the work force because of lack of work, lack of funds. B. If a reduction in the work force becomes necessary, the Employer will first consider reduction through normal attrition, (i.e., by not filling normally occurring vacancies). C. If normal attrition is not feasible, the Department Head shall determine which position(s) will be eliminated. The least senior employee(s) in the affected job classification(s) within the affected department shall be laid off. Before laying off any regular employee, all temporary and probationary employees within the same Office or Department shall be laid off first, provided there is a regular employee qualified to do the work of the position. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 20 10.6 NOTICE Employees scheduled for layoff shall be given at least fourteen (14) calendar days’ written notice of the layoff. 10.7 MEETING WITH UNION The Union shall also be notified in writing of any reduction in hours proposed by the Employer, including the purpose, scope, and duration of the proposed reduction. Upon the Union’s request, the Employer and the Union shall meet promptly during the notice period identified in Article 10.6 to discuss the reasons and the time-lines for the layoff and to review any suggestions concerning possible alternatives to layoff. Union concerns shall be considered by the Employer prior to implementation of any reduction in hours. This procedure shall not preclude the Employer from providing notice to employees or requesting volunteers to take leaves of absence without pay, provided the Employer notifies the Union of the proposed request. 10.8 AFFECTED GROUP The following procedure shall apply to any layoff: 10.8.1 Affected employees The Employer shall first determine by job classification the number of employees or FTEs to be affected by the layoff. The employee(s) holding such FTEs, which are subject to layoff, shall be the “affected employee(s).” The least senior employee, by Office or Department seniority, within the affected job classification shall be selected for layoff, consistent with Article 10.2.2. The exception would be only when the Employer determines that the position requires unique qualifications and abilities necessary to perform the specialized and required functions of that position, which would then become an overriding factor. In cases where Office or Department seniority within a job classification is equal, bargaining unit seniority will be the determining factor. In the event this is also equal, Classification seniority will control. In the event this is also equal, Employer seniority will control. If all of the seniorities are equal, then Management shall make the final decision based on performance and job skills. 10.8.2 Volunteers Simultaneous with implementing the provisions of the layoff procedure, the Employer may first seek, by a five (5) working day posting process, volunteers for layoff or voluntary resignation from among those employees who work within the same job classification as the affected employees. If there are more volunteers than affected employees, volunteers will be chosen by bargaining unit seniority. Employees who volunteer for layoff may opt for recall rights as described in this article at the time of layoff. If there are no or insufficient volunteers within the affected job classification, the remaining affected employees who have received notice must choose promptly (within five (5) full working days of receipt of the Notice) among the layoff options set forth in Article 10.13. 10.8.3 Probationary Employees If the number of volunteers is not sufficient to meet the announced number of necessary layoffs, and if the affected employee is an initial probationary employee, then that employee shall be laid off and are ineligible to select among layoff options. 10.9 VACANT POSITIONS Positions will be filled in accordance with Article 10.2 and other sections of this Article. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 21 Within the bargaining unit and the Department, affected employees and employees on the recall list shall be given first opportunity for vacant bargaining unit positions for which they are qualified prior to outside hiring by the Employer, consistent with Article 10.13.1. Within other Departments affected employees will be given consideration for vacant positions for which they are qualified. 10.10 SENIORITY LIST The Employer shall update the seniority list and provide it to the Union annually or upon request, consistent with Article 3.3. If a layoff is announced, a current ranked seniority list including job classifications, names, job locations, and FTE or hours per week shall be provided to the Union and posted in the affected Department. 10.11 ORDER OF LAYOFF The least senior employee (by Department Seniority) within the affected job classification and affected Department shall be selected for layoff. No regular employee shall be laid off while another employee in the same classification within the Department is employed on a probationary, extra help or temporary basis, unless specialized skills are required to fill the position that are not possessed by the regular staff member. This provision shall apply only to the classification where the initial layoff occurs and not to the classification into which laid off employees have bumped. 10.12 COMPARABLE EMPLOYMENT For purposes of this Article, “comparable employment,” “comparable position” or vacancy shall be defined to include a position which has the same salary range and, additionally, the educational and experience qualifications, FTE and work-week are substantially similar. 10.13 LAYOFF OPTIONS Affected employees who have completed their probationary period shall have the following options: 10.13.1 Assume a Vacant Position On a bargaining unit seniority basis, to assume a vacant position in the same Department and bargaining unit, for which they are qualified. On a bargaining unit seniority basis, the employee shall also be considered for available job openings within the Employer for which the employee is qualified. When a regular full-time or part-time employee is being laid off the Employer may offer a temporary position if one is available and the employee has the ability to perform the work. Laid off employees who accept these assignments will be provided the benefits and provisions of the temporary assignment. Employee(s) accepting these assignments will be subject to recall. 10.13.2 Bump Employees notified for layoff may bump other employees in their own bargaining unit in lieu of being laid off, if all of the following conditions are met: 1. They have more seniority than the employee they will bump; 2. The job classification they are bumping into is paid on a salary range that is equal to or less than the salary range of their job classification; 3. They previously held status in that job classification or they are determined by the Employer to be able to immediately perform the primary duties of the position they are requesting to bump into; and 4. They provide written notification to their department head of their intent to exercise their bumping right within five (5) calendar days’ of receiving their layoff notice. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 22 Under no circumstances shall an employee’s exercise of their bumping right result in a greater benefit to the employee than previously held (e.g. a promotion or increase to full-time if previously part-time). The employee bumping into another position shall be given an orientation period to familiarize the employee with the practices and/or policies related to the job. The employee who may be displaced by the more senior employee who is bumping shall be provided at least fourteen (14) calendar days’ written notice of layoff. If this employee is eligible to bump another employee in their department pursuant to the conditions outlined in this subsection, then the third employee identified for layoff shall be laid off. It is understood that employees being laid off and/or recalled under this Agreement must meet the education, experience and, if applicable, license and/or certification requirements and be able to immediately perform the primary duties of the position they are requesting to bump or be recalled into. Regular Employees faced with a reduction of hours shall have the option of remaining in the reduced position (if above the 20-hour threshold) or bumping to a lower classification, if competent as defined in Article 10.2.3. Competent shall mean having demonstrated skills and required experience to perform the job; and in case of disputes, the final decision shall be made by the Employer. An employee who has bumped shall move to the highest step of the new salary range that does not exceed their current salary. If there is no employee in the next lower classification who is less senior than the person scheduled for layoff, that person may look progressively to the next lower classification for such bumping rights. The employee who is bumped by the affected employee shall have the same rights under this Article. 10.13.3 Recall If the affected employee elects not to take a vacant position, elects not to bump or cannot immediately and adequately perform the functions of the job assignment in assuming a vacant or bumped position, then that employee will be placed on the recall list and will be eligible for recall under Article 10.15. Nothing contained in this layoff section shall be construed to require the Employer to modify its position and classification structure in order to accommodate bumping or other re-employment rights. Salary placement rules shall apply to recall to regular positions and to employees who have bumped. Employees bumping to another position shall retain their old anniversary date for purposes of step increases. Persons recalled to the same job classification shall be placed in their former step and time in step. 10.14 REDUCTION HOURS / FTE An employee subject to an involuntary reduction in their FTE may elect to accept the reduction, may bump and/or may elect to be placed on recall in accordance with Article 10.13. If the reduction results in hours less than their budgeted FTE, it will be considered a layoff and the employee shall have the right to bump or recall list. 10.15 RECALL Any regular employee who is laid off shall have his/her name placed on a recall list within his/her department for the classification he/she was laid off from, for any lower classification in the same series, and for any other classification in which the employee has held regular status. The employee's name shall remain on the recall list(s) for a period of eighteen (18) months from date of layoff. Persons General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 23 shall be recalled in inverse order of layoff to the classification held at the time of layoff. Employees who were laid off shall be considered for other positions in their department and/or within the bargaining unit in accordance with Article 10. It shall be the responsibility of each person on a recall list to keep the County informed of his/her current address and telephone number. The layoff letter to the employee shall advise him/her of their recall rights and of the name and address of the person in County government to whom the employee must send notice of their current address or any subsequent changes. The County shall have the right to remove the name of any person on the recall list if there is no response within fourteen (14) calendar days after the County has mailed a certified letter (return receipt request) to the person's last known address. If an employee on recall accepts an opportunity to return to work in a lower classification than the one laid off from, the employee’s name may remain on the recall list for their previous higher classification for the balance of the eighteen (18), and shall be given an opportunity to accept such a position if it should become available. If an employee is recalled to return to the same classification from which he/she was laid off, and refuses the offer to return, his/her name shall be removed from the recall list and further return rights shall be forfeited. Employees recalled to their former classification within eighteen (18) months of being laid off shall be placed at the same salary range and step, and time in step, in effect at the time of layoff. In addition, employees recalled to County service within eighteen (18) months shall have the sick leave balance as of the date of layoff restored (unless the employee received a sick leave cash out at the time of layoff); shall accrue vacation leave at the same accrual rate in effect as of the date of layoff; and the number of years of continuous county service at the time of layoff shall be credited towards eligibility for the longevity benefit. Employees recalled into regular part-time positions As long as any employee remains on the recall list the Employer shall not newly employ by hiring persons into the affected bargaining unit classification(s), within their Department, until all qualified employees holding recall rights to that affected classification have been offered recall. A copy of the recall list shall be provided to the Union, upon request. There shall be no probationary requirement for persons returning to their former position if the initial probationary period has been completed. Employees shall not lose seniority original as a result of layoff for a period of up to eighteen (18) months, per Article 10.4.4; provided, however, that no benefits nor seniority shall be accrued during the period of layoff. 10.16 VACATION & LEAVE CASH OUTS / PAY Any regular employee who is laid off or terminated shall be cashed out for any unused vacation benefits or comp time with their final paycheck, to the extent of established maximums (per other Articles of this Agreement). Sick leave balances at the date of layoff shall be restored upon recall with the Employer if the person is recalled into a regular position from the recall list and the employee did not receive a sick leave cash-out per Article 15.1. No sick leave shall accrue during the period of layoff. If a person on the recall list is employed in a temporary position, only sick leave accrued during temporary employment may be used during temporary employment. Sick leave accrued during temporary employment may be added to any existing sick leave balance if the person is hired into a regular position from the recall list. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 24 10.17 UNEMPLOYMENT CLAIMS If laid off employees apply for unemployment compensation benefits, the Employer will not contest the claim and will confirm that the employee was laid off. ARTICLE 11 – WAGES 11.1 WAGE SCHEDULE. Effective January 1, 2022 through December 31, 2025, each employee shall have his/her base wage as set forth in Appendix I: INCREASE 1/1/2022 2.00% 1/1/2023 2.00% 1/1/2024 2.00% 1/1/2025 2.00% Should it become necessary to establish a new job classification within the bargaining unit during the life of this Agreement, the Employer may designate a job classification title and salary for the classification. The salary for any new classification within the bargaining unit shall be subject to negotiations, consistent with Article 2.2. Advancement from step to step occurs on the employee’s annual anniversary date. The anniversary date is the day the employee started work within a job classification. Upon promotion of an employee placing him/her in a higher range, the date of the promotion becomes the anniversary date that determines future step increases within that job classification. The employee's actual date of hire with Mason County will always remain the same (regardless of promotion) for purposes of vacation leave, sick leave, and retirement. The Employer shall make available information monthly which shall reflect all items covered by gross pay such as; sick leave, vacation time, straight time and overtime. 11.2 HIRE-IN RATES New regular employees shall normally be placed at Step 1 of the appropriate salary range in their job classification, or placed consistent with current personnel rules. 11.3 SHIFT DIFFERENTIAL Shift differential is not applicable to this bargaining unit. ARTICLE 12 – OTHER COMPENSATION 12.1 STANDBY / DUTY OFFICER STIPEND Employees whose duties require them to serve as a 24/7 point of contact for after business hours and weekends (duty officer) shall be compensated at the rate of two dollars ($2.00) per hour. Employees shall not be compensated for standby pay during normally scheduled work hours (i.e., when the Utilities are staffed) or normally scheduled work breaks (i.e., lunch) or when responding to a call out and receiving overtime and /or comp time. The employee will be paid overtime (or offered comp time) for such hours as work is actually performed in the event of an incident, provided such hours worked are consistent with the requirements of Article 10.4 and shall be paid one and one-half (1 ½) times their straight-time hourly rate except any work required on a holiday shall be paid at double the straight-time hourly rate for all such hours worked. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 25 All employees of each work group, if deemed qualified by their Operations Manager, may participate in the on-call rotation. For departments and divisions that require 24-hour coverage, an “on-call” roster will be created for a period of one (1) year beginning each January through December of the same year by soliciting volunteers annually. Should the number of volunteers not meet the operational need, as determined by the County; employees will be assigned on-call periods thirty (30) days in advance. An employee’s on-call period shall normally be one (1) week in duration and rotated among qualified employees. The on-call period generally shall be for non-working hours beginning each Wednesday after the normal shift ends, lasting through the following Wednesday morning at the start of the scheduled work shift. Temporary or intermittent standby hours will be assigned as required. Employees serving on-call must maintain fitness for duty to respond and shall be free from the effect of alcohol, marijuana and/or any controlled substance including prescribed narcotics, and in communications via radio or telephone, and so immediately available to work. Employees who are on-call shall be responsible for having reliable transportation available for call- out. No employee who is on-call should attempt any procedure which the employee considers unsafe. If additional help is required to perform a job, the employee shall notify their supervisor. On-call employees must contact their Supervisor for any calls involving problems or issues that they cannot solve or when a decision is needed outside of the scope of their responsibilities. Employees must also contact their Supervisor when any property damage has occurred or sewer has overflowed, and/or for other issues that may have an impact on any regulatory requirements. 12.2 CALL-BACK PAY Regular and Temporary full-time employees who are called back to work after leaving the job site (and not adjacent to the next regularly scheduled shift), shall receive a minimum of two and a half (2½) hours’ pay at the overtime rate. When an employee is called out between shifts, the time worked between shifts shall be paid at the rate of one and one-half (1½) times the regular rate. Employees called back to work on a holiday shall receive a minimum of two and a half (2½) hours pay at double the straight-time hourly rate for all work. De minimis phone contact does not constitute a call back. After working the call out shift, the employee may have the option of working the next regularly scheduled shift, provided the supervisor and the employee feel the employee can carry out the duties of the position safely. When the employee does continue working, the time worked on the next regularly scheduled shift shall be compensated at the normal straight time rate. An employee may receive the minimum call-back between shifts for each call-back that is not overlapping the minimum call-back period of two and a half (2½) hours. (For example, if an employee is called back to work after completing the minimum call-back period, the employee will receive another minimum call-back pay. Part time employees who are called back to work after leaving the job site shall receive a minimum of two (2) hours’ pay at the appropriate rate of pay. All employees will respond to emergency call-outs unless extenuating circumstances such as illness or other incapacitation prevent the employee from responding. Pursuant to provisions of RCW 38.52 concerning Emergency Management, and Mason County Code 2.19.050, the County may utilize personnel of any County Department or agency in a declared disaster. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 26 During periods of emergency, changes of shift can be made with eight (8) hours’ notice, provided the employee has eight (8) hours off between the two (2) shifts. This provision shall apply to employees who are required to attend Employer scheduled meetings on their regularly scheduled day(s) off. 12.3 WORK IN A HIGHER CLASSIFICATION No employee shall be reduced in salary or benefits because of being assigned by the Employer to perform the work of a lower classification, except in the situation of lay off. A supervisor may assign an employee to perform the primary duties of a higher classification, when those duties are not part of the employee’s current job classification, for the purpose of: A. Providing work coverage during an authorized vacation period; B. Providing work coverage during an authorized sick leave; C. Providing work coverage for an authorized leave of absence; or D. Providing work coverage for a currently vacant position. Employee(s) assigned to work at least three (3), eight (8) hour days within a twenty-one (21) calendar day period, in a higher classification will receive the first step salary of the appropriate classification that provides at least a five percent (5%) increase for all time spent in that higher classification. The employee must be performing most of the essential functions of the higher classification to have that time count toward the additional compensation. This section is not applicable to employees who are being trained to perform the work of the higher classification. 124 MILEAGE REIMBURSEMENT All bargaining unit employees who are required to use their own vehicles for Employer business shall be reimbursed at the mileage rate set by the current policy for all miles driven on such business. 12.5 LONGEVITY The County shall provide additional monthly compensation above each eligible, regular full-time employee’s base salary to recognize continuous length of service as a County employee. Eligible, regular part-time employees shall receive a pro-rated longevity benefit in proportion to the number of hours the part-time employee is in pay status during the month as compared to that required for full- time employment. The longevity benefit will be implemented in accordance with the following schedule: Beginning in 11th and continuing thru 15th years 1.5% above base Beginning in 16th and continuing thru 20th years 3.0% above base Beginning in 21st and continuing thru 25th years 4.5% above base Beginning in 26th year and continuing thereafter 6.0% above base 12.6 LEAD WORKER The County may designate an employee as a Lead Worker; such designation is not considered to be a “job vacancy” or “newly created position” as referenced in ARTICLE 10 – SENIORITY, Section 2. A Lead Worker will typically direct, oversee and/or organize the work of other employees, although the County reserves the exclusive right to make a Lead Worker designation based on other factors and rationale. The Lead Worker cannot hire, fire, or discipline other employees within the Teamsters bargaining unit. This job classification is used at the discretion of management (and with prior approval of the Human Resources). A Department Head will post within his/her Department a notice of intent to appoint a Lead Worker. He/she will give full consideration to all departmental applicants before going outside his/her department. Any employee who acts as Lead Worker will receive an additional ten percent (10%) salary for the period of time they perform that function. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 27 12.7 COMMERCIAL DRIVER’S LICENSE (CDL) When a CDL is required as a job classification prerequisite, the employee shall obtain and maintain such license. The employer shall reimburse the employee for the cost of the CDL endorsement renewal minus the cost of the driver’s license renewal, any other endorsements not required by the employer for the performance of the job, and any cost/fees incurred as a result of improper driver acts. The Employer shall also provide a reimbursement to the employee for the required CDL physician’s exam. Supervisor’s signature on the personal reimbursement form, signifies the supervisor has verified the renewed medical credentials. 12.8 CLOTHING ALLOWANCE The County shall provide an annual clothing allowance in the amount of two hundred and fifty dollars ($250), payable by the second payday in January to each employee regularly exposed to a specified field environment as set forth in the specific job classifications for the following classification series: CS&W Operator, Solid Waste, Building Inspector, Fire Marshall, Maintenance and Environmental Health. ARTICLE 13 - HOLIDAYS 13.1 HOLIDAYS The following designated annual paid Holidays shall be observed per County Policy (other than the Floaters), with the exception of Solid Waste employees whose observed Holiday schedule shall be set on an annual basis in consultation with the Union: New Year's Day Labor Day Martin Luther King Day Veterans' Day Presidents’ Day Thanksgiving Day Memorial Day Day After Thanksgiving* Juneteenth Christmas Eve Day July Fourth Christmas Day Two (2) Floating Holidays * For employees on 4-10s (Monday through Thursday), the ‘Day After Thanksgiving’ holiday shall be observed on Wednesday, the day before Thanksgiving. Eligible full-time employees shall receive eight (8) hours of holiday benefit pay. Part-time employees shall be paid pro rata holidays in accordance with the number of hours regularly compensated. For any Holiday to be paid, an employee must be in paid status the employee’s scheduled work- day before and the employee’s scheduled work-day after the Holiday. The floating holidays are to be at the discretion of the employee with the approval of the supervisor, requiring one week's advance notice, which may be waived by the supervisor. All requests to use a floating holiday must be made no later than the last working day of November. Floating holiday(s) not used by the end of the calendar year will be forfeited, unless denied on the basis of the staffing needs of the Office or Department. Except by mutual agreement, floating holidays shall be used in whole day increments. 13.2 RELIGIOUS HOLIDAYS Employees may also take other religious holidays off with their supervisor’s approval, with or without pay, through utilization of vacation or comp time or by making alternative work schedule arrangements. Such requests shall not be unreasonably denied. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 28 13.3 HOLIDAY OBSERVANCE When a recognized holiday falls on a Saturday, the proceeding Friday shall be considered the holiday. When a recognized holiday falls on a Sunday, the following Monday shall be considered the holiday. For those employees on a 4/10 work schedule or other alternate schedule, when one of the listed holidays falls on one of the employee's regularly scheduled days off, the holiday shall be observed on a day mutually agreeable to the employee and the Employer within the same workweek. 13.4 HOLIDAY ON DAY OFF Benefitted employees shall receive eight (8) hours’ holiday benefit pay and time-off for each holiday listed in Article 13.1 – Holidays. 13.5 HOLIDAY COMPENSATION Benefitted employees shall be paid no more than eight (8) hours of Holiday Benefit Pay for that day regardless of their work individual schedule. Part-time employees will receive a paid holiday in proportion to the number of hours they ordinarily would be scheduled to work (not to exceed eight (8) hours) on that day. Should any work be performed by an employee on a holiday at the approval and/or direction of their supervisor they shall be paid for time worked and overtime may result if, consistent with Article 8.4, it results in over forty (40) hours worked for the workweek. No employee shall be called on a holiday for less than four (4) hours, except those personnel serving Standby Duty. Solid Waste and Combined Sewer & Waster Operators: Solid Waste employees whose regular schedules include Martin Luther King Day, Presidents’ Day, Memorial Day, Labor Day, Veterans' Day, and Day After Thanksgiving shall receive time and one-half (1 ½) for all hours worked in addition to holiday pay. For work on other Holidays or for employees not regularly scheduled, see above. Combined Sewer & Wastewater employees whose regular schedules include any other County observed holiday as listed in 15.1 shall receive time and one half (1 ½) for all hours worked in addition to holiday pay. ARTICLE 14 – VACATION 14.1 VACATION ACCRUAL All Regular and Temporary full-time employees of the County coming under this Agreement after six (6) months' employment shall be entitled to and receive vacation leave with pay as follows: 1st through 3rd year of employment 96 hours 4th through 7th year of employment 120 hours 8th through 9th year of employment 144 hours 10th through 11th year of employment 160 hours 12th through 14th year of employment 176 hours 15th through 16th year of employment 184 hours 17th through 19th year of employment 192 hours 20 or more years of employment 200 hours Regular and Temporary part-time employees shall accrue vacation leave on a pro-rated basis in proportion to the number of hours the part-time employee is in pay status during the month as compared to that required for full-time employment, plus they must also meet the qualification for PERS participation to have vacation leave accrual apply. The first day of the month of hire shall be the effective date of subsequent increases in the vacation leave accrual rate for employees hired between the first and the fifteenth of the month. The first day General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 29 of the month following the month of hire shall be the effective date of subsequent increases in the vacation leave accrual for employees hired between the sixteenth and the last day of the month. Regular and Temporary full-time employees shall accumulate one-twelfth (1/12th) of their yearly accumulation total per month. The maximum amount of vacation leave that may be accrued at any point in time is four hundred (400) hours. No additional vacation leave will be accrued or added to an employee’s vacation leave benefit when the maximum accrual has been attained. Regular and Temporary full-time employees must work or be in a paid status at least eighty (80) hours in a month in order to accrue vacation leave for the month. Whereas the County recognizes the importance of employees utilizing earned vacation leave to promote and enhance their mental and physical well-being, employees should attempt to use vacation leave during the year in which it is earned. 14.2 VACATION SCHEDULING Upon completion of six (6) months’ continuous service in a Regular and Temporary position, an employee shall be eligible for paid vacation. An employee’s request for vacation leave will be granted, provided that prior approval is given by the employer and provided that leave requested does not prevent a Department or division thereof from providing efficient public service. Vacation leave approval will be on the basis of meeting the workload requirements of the Mason County service schedule where the employee is employed. All requests to use vacation leave shall be submitted in writing. When an employee desires to use five (5) or more consecutive vacation leave days he/she must submit a leave request at least fifteen (15) calendar days in advance of the time off requested. Failure to request leave at least fifteen (15) calendar days in advance may be cause for the denial of the requested leave. The Employer will respond to leave requests within ten (10) calendar days of receipt; except that leave requests submitted more than sixty (60) calendar days in advance of the time off requested shall be considered on a case-by-case basis. Regular and Temporary full-time employees must work or be in a paid status at least eighty (80) hours in a month in order to accrue vacation leave for the month. Regular and Temporary part-time employees must work or be in a paid status at least in the same proportion to the eighty (80) hours as their regular hours are to full-time employment to accrue vacation leave for that month. When a holiday occurs during an employee's approved vacation leave, the day on which the holiday occurs will be charged as holiday leave rather than vacation leave. Employees shall have the option of using comp time or vacation leave for approved paid time off. 14.3 VACATION PAY Vacation leave days shall be the same as the regular workday schedule for the Department wherein the employee is employed. Vacation pay shall be the amount that the employee would have earned if the employee had worked their regular position during the vacation period. If an authorized holiday occurs within an employee’s vacation period, that day will be paid as a holiday and not deducted from the employee’s vacation accruals. Employees cannot receive vacation, sick leave or holiday pay simultaneously for the same days. 14.4 VACATION UPON TERMINATION Upon separation of a Regular and Temporary full-time or Regular and Temporary part-time employee by resignation (with ten (10) working days' notice), retirement, layoff, dismissal or death, the employee General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 30 or beneficiary thereof, shall be paid at the employee’s rate of pay at the time of separation, provided that no employee may cash out more than four hundred (400) hours of accrued vacation leave. The cash-out of accrued leave or other accrued time off shall be paid and reported in accordance with the provisions of law regulated by the Washington State Department of Retirement Systems. An employee whose employment with Mason County terminates within the six (6) month probationary period shall not be paid for any vacation leave accrued during the probationary period. Employees shall provide at least ten (10) working days written notice of their effective resignation date. The time limit of the resignation may be waived at the discretion of the Director. Pay in lieu of unused vacation shall be forfeited if ten (10) working days written notice is not provided or waived. ARTICLE 15 - SICK LEAVE 15.1 SICK LEAVE ACCRUAL Per the Washington State Paid Sick Leave law, RCW 49.46, in accordance with WAC 296-130 and Initiative 1433, the County and the Union mutually agree to comply the with the laws. Sick leave shall be earned for all Regular and Temporary full-time employees, who have worked or been in a paid status at least eighty (80) hours, at the rate of eight (8) hours per month for each calendar month of continuous employment. Regular and Temporary part-time employees shall accrue sick leave on a pro-rated basis in proportion to the number of hours the part-time employee is in a paid status during the month as compared to that required for full-time employment. Sick leave accrual may not exceed one thousand two hundred (1,200) hours. 15.2 SICK LEAVE USAGE Usages of sick leave shall be consistent in accordance with the Washington State Paid Sick Leave law, RCW 49.46, WAC 296-130 and Initiative 1433, the County and the Council mutually agree to comply with the laws. 15.3 SHARED LEAVE The Human Resources Manager, or designee, may authorize employees, within this bargaining unit, to donate their accrued vacation or sick leave to another employee, within this bargaining unit, who is suffering from, or whose parent, spouse or child is suffering from an extraordinary or severe illness, injury, or physical or mental condition which has caused or is likely to cause the employee to take leave without pay or to terminate his/her employment. All donations of leave are strictly voluntary and are subject to all IRS regulations for the donor and recipient. The following conditions apply: 1. To be eligible to donate vacation leave, the employee who donates leave must have more than ten (10) days of accrued leave. In no event shall a leave transfer result in the donor employee reducing his/her vacation leave balance to less than ten (10) days. To be eligible to donate sick leave, the employee who donates leave must have more than thirty (30) days of leave. In no event shall a leave transfer result in the donor employee reducing his/her sick leave balance to less than thirty (30) days. Transfer of leave will be in increments of one day of leave; 2. The employee receiving donated leave shall have exhausted all his/her accumulated leave time. Donated vacation leave shall be converted to sick leave for the recipient; 3. While an employee is using shared leave, he or she will continue to receive the same treatment, in respect to salary and benefits, as the employee would otherwise receive if using vacation or sick leave; 4. The transfer of leave and the amount of leave shall be authorized by the Board in advance. 5. No employee shall receive more than two hundred and sixty (260) days of donated leave during their employment with the County; General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 31 Or may follow the Washington State Paid Family & Medical Leave law, RCW 50A.04. 15.4 COORDINATION - WORKER’S COMPENSATION Sick Leave Adjustment for Workers Compensation: A. For a period of absence from work due to injury or occupational disease resulting from County employment, the employee shall file an application for Worker's Compensation in accordance with state law. B. If the employee has accumulated sick leave credit, the County shall pay the sick leave difference between his/her time loss compensation and his/her full regular salary unless the employee elects not to use his/her sick leave. C. Should an employee receive Worker's Compensation for time loss and they also receive sick leave compensation, their sick leave accrual prior to the time loss will be reduced by the total number of hours he/she was on sick leave minus the number of hours at full salary for which he/she is paid to the nearest hour. D. Until eligibility for Worker's Compensation is determined by the Department of Labor and Industries, the County may pay full sick leave accumulated, provided that the employee shall return any subsequent over-payment to the County. E. Should an employee apply for time loss compensation and the claim is then or later denied, sick leave and vacation leave may be used for the absence in accordance with other provisions of this rule. F. Nothing herein pertains to a permanent disability award. G. If an employee has no sick leave accumulated, vacation leave or comp time may be substituted. 15.5 FAMILY MEMBER Authorized uses of sick leave may be utilized as referenced above in this article for immediate family, as defined in Article 1.6. 15.6 SICK LEAVE CASH OUT Employees hired before January 1, 2011, shall receive payment for accrued sick leave upon termination of employment with fifteen (15) years of continuous county service; or upon termination of employment with Mason County when the termination is contemporaneous with retirement from an applicable Washington State Public Employees Retirement System (PERS); or upon the death of the employee, in which case payment shall be made to his/her estate. For employees hired on or after January 1, 2011, neither they nor their estate shall be eligible to receive any cash out of the employee’s accrued sick leave upon separation from county service. ARTICLE 16 – LEAVES OF ABSENCE 16.1 IN GENERAL Leaves of absence requests shall not be unreasonably denied. All leaves are to be requested in writing as far in advance as possible. As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid leave, unless otherwise provided for in this Agreement. Leave does not accrue nor may it be used until the first day of the following pay period in which it is earned (no “negative” leave use during the period in which it is earned). General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 32 16.2 JURY DUTY / COURT An employee, who is required to serve on a jury or as a result of official Employer duties is required to appear before a court, legislative committee or quasi-judicial body as a witness in response to a subpoena or other directive, shall be allowed authorized leave with pay less any amount received for such duty. 16.3 MILITARY LEAVE All Regular and Temporary employees shall be allowed military leave as required by RCW 38.40.060 and as interpreted by the Court. This provides for twenty-one (21) working days of military leave per year (October 1 through September 30). Employees enlisting or entering the military service of the United States, pursuant to the provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) shall be granted all rights and privileges provided by the ACT 16.4 BEREAVEMENT Up to three (3) days of paid bereavement leave may be granted in case of death in the immediate family requiring the attendance of the employee (funerals are included). Two (2) additional days of sick leave may be granted at the employee's request. It is agreed that immediate family for purposes of bereavement leave includes only the following persons whether related by blood or marriage or legal adoption: spouse, parent, grandparent, brother, sister, child, grandchild, aunt, uncle, cousin, niece, nephew, grandmother-in-law, grandfather-in-law, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, or daughter-in-law of the employee. 16.5 MAINTENANCE OF SENIORITY The Employer shall adjust the employee’s anniversary date to reflect any period of unpaid leave. Seniority shall continue to accrue and the employee’s anniversary date shall not be adjusted for periods of legally protected leave, such as FMLA or military leave. 16.6 LEAVE WITHOUT PAY As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid leave. An employee on leave of absence may be affected by a lay-off in the same manner as if the employee were working. Leave of absence without pay is not creditable towards seniority and seniority related benefits, except as identified above in Article 16.5 for identified legally protected leave such as FMLA and Military. An employee who takes a leave of absence without pay shall have his/her date of hire for seniority purposes adjusted for the same duration of time as the period of leave without pay. Step increases are based on duration of employment and will be adjusted accordingly. General salary increases are not based upon duration of employment and will not be adjusted in this manner. The employee's seniority for purposes of vacation accrual, promotion and layoff would be adjusted in the same amount as the duration of the leave without pay. In the unlikely event an employee was granted a leave without pay during his/her probationary period, the probationary period would be extended for the same duration as the leave without pay. 16.7 FAMILY LEAVE – FMLA The County and the Union mutually agree to comply with all state and federal Family Leave laws (FMLA, RCW 49.78). The Employer will grant leave consistent with the FMLA and the adopted conditions and provisions of the state and federal law and are not intended to expand upon the rights thus set forth. If an employee has any questions regarding the State and Federal Family leave laws, they may contact the County’s Human Resource Department for guidance. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 33 16.8 MATERNITY LEAVE Consistent with WAC 162-30-020, the Employer will grant a leave of absence for a period of temporary disability because of pregnancy or childbirth. This may be in addition to the leave entitlements of FMLA. This leave provides female employees with the right to a leave of absence equivalent to the disability phase of pregnancy and childbirth. There is no eligibility requirement, however the Employer has no obligation to pay for health insurance benefits while on this leave (unless utilized concurrent with FMLA). Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is no limit to the length of the disability phase, except for the right for medical verification and the right of second opinion at the employer’s expense. At the end of the disability leave, the employee is entitled to return to the same job or a similar job of at least the same pay as provided by law. Employees must use their accrued vacation and sick leave, if any, during the leave period and, at their election, any accrued comp time, consistent with the retention provision as provided in Article 16.7. Once this paid leave is exhausted, the employee’s leave may be switched over to unpaid leave. 16.9 INCLEMENT WEATHER Employee rights and responsibilities during severe weather and emergency or disaster conditions are covered by the current Inclement Weather Policy of the Employer. The goal shall be to continue to provide essential Employer services, consistent with public and employee safety and emergency operations priorities. 16.10 PAID FAMILY & MEDICAL LEAVE COMPLIANCE The County and Union mutually agree to comply with all Washington State Paid Family & Medical Leave laws, per RCW 50A.04. 16.11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE The County and Union mutually agree to comply with all Washington State Long Term Services Trust Act laws, in accordance with RCW 50B.04. ARTICLE 17 – HEALTH & WELFARE 17.1 HEALTH AND LIFE INSURANCE The County shall contribute as identified below per employee, per month, towards the premiums for Health and Welfare benefits for each employee, including their eligible dependents, compensated eighty (80) man-hours (excludes vacation, sick, comp time payout upon separation) or more per month. This contribution is to be applied to premiums for Washington Teamsters Welfare Trust Medical Plan B (with the $100 per week time loss option) and current County dental, vision, and life insurance plans or other carriers as designated by written notice by the bargaining unit. The County contribution for Health & Welfare Insurance shall be: A. Effective January 1, 2022 the contribution shall be increased to $1414 per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. B. Effective January 1, 2023 the contribution shall be increased to $1466 per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. C. Effective January 1, 2024 the contribution shall be increased to $1518 per month during the term of this Agreement for each eligible employee for medical, dental, General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 34 vision, and life insurance coverage. D. Effective January 1, 2025 the contribution shall be increased to $1570 per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. In the event the County’s maximum monthly contribution is insufficient to provide all of the total Health and Welfare premiums as referenced in Section 1 above, the priority order for full County payment shall be as follows: (1) Life Insurance; (2) Vision; (3) Dental; and (4) Medical. Any monthly premium contribution required above the County’s maximum contribution shall be paid by a reduction of the necessary amount from the employee’s salary. In the event the Employer is subject to carrier plan design change or a penalty, tax, fine or increased costs as a result of requirements or provisions of the ACA, not within the control of the Employer, the parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts and immediately bargain alternative provisions. Employee Assistance Program (EAP): The County shall provide an Employee Assistance Program (EAP) benefit for all bargaining unit employees. 17.2 RETIREMENT AND TEAMSTERS PENSION Pensions for employees and contributions to pension funds will be governed by the Washington State statutes in relation thereto in existence during the contract period. The COUNTY shall continue to make payments to the Western Conference of Teamsters Pension Trust Fund to the account of each member of this bargaining unit based on monthly computations. Monthly computations are based upon an amount equal to fifty cents ($0.50) per hour for each hour for which compensation is paid to individual employees of the bargaining unit. Payment is remitted in a lump sum not later than ten (10) days after the last business day of such month. The COUNTY agrees to abide by such rules as may be established by the Trustees of said Trust Fund to facilitate the determination of the hours for which contributions are due, the prompt and orderly collection of such amounts, the accurate reporting and recording of such hours and such amounts paid on account of each member of the bargaining unit. Failure to make all payments herein provided for, within the time specified, shall be a breach of this Agreement. Further, the Employer and Union accept as their representatives for the purpose of such Trust Funds, the present Employer and Union Trustees and their duly elected or appointed successors. Members of this bargaining unit may have the option to divert up to twenty-five cents ($0.25) per hour from base wage schedule to pension beginning January 1, 2023. ARTICLE 18 - TRAINING 18.1 TRAINING Approval for attendance at training, the hours intended to be compensated and the reimbursement for travel and expenses shall be established by the supervisor prior to the training, consistent with the current policy. 18.2 TRAINING REIMBURSEMENT Compensation associated with training or representation of the Employer on official business shall be consistent with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296-128- 500. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 35 ARTICLE 19 – LABOR / MANAGEMENT COMMITTEES 19.1 PURPOSE OF COMMITTEE The Employer and the Union agree that a need exists for continuing cooperation between labor and management, and to meet from time to time upon the request of either party concerning suggestions and issues of a general nature affecting the Union and the Employer relations. The above provision does not preclude and in fact encourages the parties to also meet informally and expeditiously on an as needed basis on matters of mutual concern. 19.2 COMPOSITION OF COMMITTEE The Labor Management Committee meetings will include a minimum of three (3) representatives of the employer, to include a representative from Human Resources and a minimum of three (3) representatives appointed by the Union, unless otherwise mutually agreed upon. Said committee shall attempt to meet for the purpose of discussing and facilitating the resolution of issues which may arise between the parties other than those for which another procedure is provided by law or other provisions of this Agreement. 19.3 COMPENSATION All meeting time spent by members of the joint Labor-Management Committee will be considered time worked if during duty hours and will be paid at the appropriate regular rate of pay. ARTICLE 20 – HEALTH & SAFETY 20.1 SAFE WORKPLACE The Employer is responsible for maintaining a safe and healthful workplace. The Employer shall comply with all federal, state, and local laws applicable to the safety and health of its employees. Employees shall not be required to perform work if they have a reasonable basis for believing the assignment would constitute a danger to their health and safety. The employee shall immediately contact a supervisor who shall make a determination with regard to safety. Upon the supervisor’s review and liability, the employee will perform the work but may refer the matter to the safety committee or risk management. All on-the-job injuries, no matter how slight, must be reported. Employees must immediately notify their supervisor if they are unable to work because of a work-related injury or illness. 20.2 HEALTH & SAFETY PLAN The Employer shall develop and follow written policies and procedures to deal with on-the-job safety and shall conduct an ongoing site-specific safety and security plans in conformance with state and federal laws. Safety equipment; protective gear; appropriate supplies: The County may utilize a ‘quartermaster system’ to supply employees with appropriate safety equipment, protective gear, and other appropriate supplies on an as-needed basis. When such time as any or all of such equipment wears out, the County shall replace such items, free of charge to the employee, so long as it can be shown that the items were no longer functional due to standard ‘wear and tear’ and not due to the negligence or intentional misconduct by the employee to damage such equipment items. 20.3 DRUG FREE WORKPLACE The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that employers will provide a drug free workplace. This policy strictly prohibits the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the workplace. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 36 Fitness For Duty – If a supervisor or manager reasonably suspects, through observation, that an employee may physically be incapable of performing the essential functions of the job and/or may be under any influence of, or impaired by, a substance, the employee shall be removed from duty immediately and undergo substance testing for the suspected substance. Except in emergency situations, the supervisor or manager shall consult with another supervisor, manager or representative of Human Resources to ensure that adequate grounds for reasonable suspicion exist. The consulted supervisor, manager or representative of Human Resources shall also personally observe the employee before the employee is required to test for the presence of that substance. At this time the employee will also be notified of his or her Weingarten rights. Employees removed from duty under such circumstances who test positive shall be required to meet with the Employer’s Substance Abuse Professional (SAP) and shall only be allowed to return to work, if at all, in accordance with the return to work provisions of the Employer’s substance abuse policy. 20.4 WORK PLACE VIOLENCE The Employer is committed to employee health and safety. Workplace violence, including threats of violence by or against a County employee, will not be tolerated and should be immediately reported whether or not physical injury occurs. ARTICLE 21 - GRIEVANCE PROCEDURE 21.1 GRIEVANCE DEFINED The purpose of the grievance procedure is to promote harmony and efficiency between employees and the County by providing timely settlement of grievances without fear of discrimination or reprisal. A grievance is an allegation by an employee, group of employees or the Union that there has been a violation, misapplication or misinterpretation of this Agreement. Employees will be unimpeded and free from restraint, interference, coercion, discrimination or reprisal in seeking adjudication of their grievance. Any grievance procedure time limit may be extended by mutual written agreement. Failure by an employee and/or the Union to comply with any grievance time limitations shall constitute withdrawal of the grievance. Failure of the County to comply with any grievance time limitations shall permit the Union or the employee to advance the grievance to the next step in the grievance procedure. A grievance of interest to several employees may be filed as a "group grievance." The processing and adjudication of grievances shall be conducted during working hours. 21.2 GRIEVANCE PROCEDURE In the event of a grievance, the following procedure shall be used: Step 1. A grievance must be presented within ten (10) calendar days of the incident giving rise to the grievance or the date the grievant knew or reasonably could have known of the incident to the employee’s immediate supervisor or manager if the grievance is not related to a salary issue. The supervisor or manager may schedule a meeting with the employee and his/her Union representative or he/she may respond to the grievance when presented. In either case, the supervisor shall respond to the grievance within seven (7) calendar days of the employee raising the issue. If the grievance is not resolved informally, then a written grievance may be filed at step 2. However, if the incident is related to a salary issue, the employee and/or the Union Steward General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 37 shall submit a written grievance at Step 2 to the Department Head within ten (10) calendar days of the incident giving rise to the grievance. Step 2. The grievance shall be presented in writing on an official Union grievance form. This shall include: 1. The specific details of the incident or issue giving rise to the grievance; 2. The Article(s) and Section(s) of the Agreement allegedly violated; and 3. The remedy sought. The written grievance shall be submitted by the employee and/or the Union Steward/Union Representative to the Department Head within ten (10) calendar days of the date of the discussion in Step 1 above. A copy of the grievance will be filed concurrently with the Human Resources Department. Within ten (10) calendar days after the receipt of the official written grievance, the Department Head (or designee) shall schedule a meeting with the employee and Shop Steward and/or Union Representative to hear and seek to resolve the grievance. The Department Head shall provide a written response to the Employee and the Union Steward/Union Representative within fourteen (14) calendar days of the meeting. A copy of the grievance response shall be provided to the Human Resources Department. If the grievance is not resolved at Step 2, the grievance may be advanced to Step 3. Step 3. The written grievance shall be submitted to the Human Resources Director within ten (10) calendar days of the date of the written response at Step 2. Within ten (10) calendar days of receipt of the grievance, the Human Resources Director or designee shall schedule a meeting with the Employee, Union Steward/Union Representative, and the Department Head to hear and seek to resolve the grievance. The Human Resources Director shall provide a written answer to the Employee, Union Steward/Union Representative, and Department Head within fourteen (14) calendar days of the meeting. If the grievance is not resolved at Step 3, the grievance may be advanced to Step 4. Step 4. The Union may choose to submit the grievance to arbitration and in such case will deliver written notification of its intent to arbitrate to the Employer within fourteen (14) calendar days. The Union’s request for arbitration shall be in writing and may be filed with the Public Employment Relations Commission (PERC), Federal Mediation and Conciliation Service (FMCS), or a mutually agreed upon arbitrator or arbitration service within thirty (30) calendar days of submitting its notice to the Employer of its intent to arbitrate. In addition, the Union shall request the arbitration service supply a list of seven (7) qualified arbitrators. If a list of seven arbitrators is requested, both parties will attempt to agree upon an arbitrator from this list. If they cannot agree within fourteen (14) calendar days from the receipt of the list, a flip of the coin will determine which party strikes the first name from the list. This striking of names will alternate between the parties until one name remains. This person shall be the arbitrator. The referral to arbitration shall contain the following: 1. Question or questions at issue; 2. Statement of facts and position of each respective party; and 3. Copy of the grievance and related correspondence. GRIEVANCE ARBITRATION: A hearing shall be scheduled at a date, time and location mutually convenient for all parties. In connection with any arbitration proceeding held pursuant to this Article, it is understood as follows: A. The arbitrator shall have no power to render a decision that will add to, subtract from or alter, change, or modify the terms of this Agreement, and his/her power shall be limited to interpretation or application of the terms of this Agreement, and all other matters shall be excluded from arbitration. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 38 B. The decision of the arbitrator shall be final, conclusive and binding upon the Employer, the Union and the employees involved, provided the decision does not involve action by the Employer which is beyond its jurisdiction. C. Each party may call such witnesses as may be necessary in the order in which their testimony is to be heard. Such testimony shall be sworn and shall be limited to the matters set forth in the written statement of the grievance, and shall be subject to cross examination. The arguments of the parties may be supported by oral comment and rebuttal. Either or both parties may submit post hearing briefs within a time mutually agreed upon. Such arguments of the parties, whether oral or written, shall be confined to and directed at the matters set forth in the written statement of the grievance. D. Either party may request that a stenographic record of the hearing be made. The party requesting such record shall bear the cost thereof; provided, however, if the other party requests a copy, such cost shall be shared equally. E. The cost of the arbitrator shall be borne equally by the Employer and the Union, and each party shall bear the cost of presenting its own case. 21.3 UNION / EMPLOYER GRIEVANCE Either the Union or the Employer may initiate a grievance at Step 2 if the grievance is submitted in writing within ten (10) business days from the date the Employer / employees became aware or reasonably should have known that the grievance existed. The Employer may not grieve the acts of individual employees, but rather, only orchestrated acts or actions of authorized representatives believed to be in conflict with this Agreement. An Employer grievance will not be subject to Arbitration and may only go to mediation upon mutual agreement. The Union may initiate a Grievance at Step 2 anytime that it involves a group of employees involving different supervisors or from different Departments. Such grievances may be referred to mediation services by mutual agreement prior to Arbitration. 21.4 SCHEDULE OF MEETINGS Upon request, and without unnecessary delay, a steward’s immediate supervisor or designee shall allow the steward during normal work hours without loss of pay, reasonable time to: a. Investigate any grievance or dispute so that same can be properly presented in accordance with the grievance procedure. b. Attend meetings with the Director or other Employer representatives when such meetings are necessary to adjust grievances or disputes. Meetings with designated personnel will be by appointment and held without delay when possible. c. Confer with a staff representative of the Union and/or employees on Employer premises, at such time and places as may be authorized by the Director or designee in advance of the intended meetings. For the purposes of this Article and Article 6.3, obtaining coverage to insure minimum staffing levels shall not be considered an unnecessary delay. The Employer shall not be obligated to provide coverage immediately if the use of overtime is the only means of providing that coverage. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 39 ARTICLE 22 - GENERAL PROVISIONS 22.1 SAVINGS CLAUSE It is understood that the parties hereto are governed by the provisions of applicable Federal and State Law, which provisions shall prevail over this Agreement. Where there may be conflict between County ordinances or resolutions and this Agreement, the Articles of the Agreement shall prevail. Should any part thereof or any provisions herein be rendered or declared invalid by reason of any existing or any subsequently enacted legislation, or by a decree of a court of competent jurisdiction, the invalidation of such part or portion of this Agreement shall not invalidate the remaining portions hereof and they shall remain in full force and effect. In such event, the parties shall meet within thirty (30) days for renegotiation of such invalid provisions for the purpose of adequate and lawful replacement thereof and to preserve the intent of the entire Agreement as negotiated by the parties. . ARTICLE 23 – ENTIRE AGREEMENT 23.1 DURATION CLAUSE This Agreement shall be in full force and effect from the date of ratification by the parties through December 31, 2025. Either party may request negotiations of a successor agreement at least sixty (60) days before the annual expiration date. This Agreement may be modified during its term by mutual agreement of both parties concerned. Such mutual agreement shall be reduced in writing and shall be incorporated as a part of this Agreement. 23.2 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. The Employer agrees not to enter into any Agreement or contract with any covered employee(s), either individually or collectively, which is inconsistent with the terms of this Agreement. Any retroactive application of provisions of this agreement shall apply only to those eligible employees under this bargaining unit who are actively employed by Mason County on the date of ratification. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 40 SIGNATURES IN WITNESS WHEREOF, the parties hereto have executed this Agreement this ____________ day of _________________, 2023. TEAMSTERS LOCAL NO. 252 BOARD OF COUNTY COMMISSIONERS MASON COUNTY, WASHINGTON ______________________________ ______________________________ Brian Blaisdell; Secretary-Treasurer Kevin Shutty, Chair, District #2 ______________________________ ______________________________ Jim Jack; Business Agent Randy Neatherlin, Commissioner, District #1 __________________ ______________________________ Date Sharon Trask, Vice-Chair, District #3 ATTEST _______________________________ McKenzie Smith, Clerk of the Board Page 41 APPENDIX I – 2022 WAGE TABLES • Advancement from step to step occurs on annual anniversary date. • No step increases to step 6 until annual anniversary date in 2023. • All bargaining unit employees who were at step 5 on or before 12/31/2021 will receive their step increase to step 6 on 1/1/2023 and their anniversary date for step increases will change to January 1, all other eligible employees will move to step 6 on their regular anniversary date in 2023. Note: Figures are rounded and will vary slightly in MUNIS because it calculates out four (4) decimal places. *Upon successful succession to top step, will automatically move to Senior Classification. Effective 1/1/2022 - 2.00% ATB Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 JOB TITLE / CLASSIFICATION OFFICE SPECIALIST 22.15 22.71 23.27 23.86 24.45 25.06 DATA BASE TECHNICIAN 25.52 26.16 26.81 27.48 28.17 28.87 ACCOUNTING TECHNICIAN 23.94 24.54 25.15 25.78 26.42 27.08 SENIOR ACCOUNTING TECHNICIAN 26.32 26.98 27.65 28.35 29.05 29.78 PROGRAM SUPPORT TECHNICIAN 28.94 29.67 30.41 31.17 31.95 32.75 PERMIT SPECIALIST * 22.58 23.14 23.72 24.31 24.92 25.54 PERMIT SPECIALIST SENIOR * 25.54 26.18 26.84 27.51 28.19 28.90 BUILDING INSPECTOR I 26.72 27.39 28.07 28.77 29.49 30.23 BUILDING INSPECTOR II 29.70 30.45 31.21 31.99 32.79 33.61 BUILDING INSPECTOR III 34.21 35.07 35.94 36.84 37.76 38.71 BUILDING INSPECTOR IV 37.71 38.65 39.62 40.61 41.62 42.66 CODE ENFORCEMENT OFFICER I 29.70 30.45 31.21 31.99 32.79 33.61 CODE ENFORCEMENT OFFICER II 34.21 35.07 35.94 36.84 37.76 38.71 CODE ENFORCEMENT OFFICER III 37.71 38.65 39.62 40.61 41.62 42.66 FIRE MARSHAL 33.94 34.78 35.65 36.55 37.46 38.40 EHS * 24.25 25.50 26.94 28.34 29.92 30.67 EHS SENIOR * 30.67 31.43 32.22 33.02 33.85 34.70 PARKS & FACILITIES SCHEDULER 21.84 22.39 22.95 23.52 24.11 24.71 SOLID WASTE ATTENDANT 19.42 20.33 20.84 21.36 21.90 22.44 SOLID WASTE OPERATOR 23.54 24.71 25.32 25.96 26.61 27.27 MAINTENANCE I 18.19 18.65 19.12 19.59 20.08 20.58 MAINTENANCE II 22.88 23.46 24.04 24.64 25.26 25.89 MAINTENANCE III 25.17 25.80 26.45 27.11 27.79 28.48 MAINTENANCE IV 28.95 29.67 30.41 31.18 31.95 32.75 CS&W OPERATOR OIC 21.89 22.43 22.99 23.57 24.16 24.76 CS&W OPERATOR I 26.93 29.60 30.34 31.10 31.88 32.68 CS&W OPERATOR II 29.95 33.28 34.11 34.96 35.84 36.73 CS&W OPERATOR III 33.85 37.27 38.20 39.15 40.13 41.14 WATER QUALITY TECHNICIAN 17.95 18.40 18.86 19.33 19.82 20.31 LABORATORY SPECIALIST 25.29 25.93 26.58 27.24 27.92 28.62 PLANNER ASSOCIATE 27.42 28.11 28.81 29.53 30.27 31.03 PLANNER SENIOR 31.26 32.04 32.84 33.66 34.50 35.37 PLANS EXAMINER 34.21 35.07 35.94 36.84 37.76 38.71 SEASONAL MAINTENANCE WORKER 15.74 General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 42 APPENDIX I – 2023 WAGE TABLES (**) Includes a one-time market adjustment: Office Specialist (Clerical Sr.) – 10%, EHS, EHS SR. – 7%, Planner Associate – 2%, Planner Sr. – 8% Advancement from step to step occurs on annual anniversary date. Note: Figures are rounded and will vary slightly in MUNIS because it calculates out four (4) decimal places. 1/1/2023 - 2.00% ATB Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 JOB TITLE / CLASSIFICATION OFFICE SPECIALIST (**) 24.85 25.48 26.11 26.77 27.43 28.12 DATA BASE TECHNICIAN 26.03 26.68 27.35 28.03 28.73 29.45 ACCOUNTING TECHNICIAN 24.42 25.03 25.65 26.30 26.95 27.63 SENIOR ACCOUNTING TECHNICIAN 26.85 27.52 28.21 28.91 29.64 30.38 PROGRAM SUPPORT TECHNICIAN 29.52 30.26 31.02 31.79 32.59 33.40 PERMIT SPECIALIST * 23.03 23.60 24.19 24.80 25.42 26.05 PERMIT SPECIALIST SENIOR * 26.05 26.71 27.37 28.06 28.76 29.48 BUILDING INSPECTOR I 27.25 27.93 28.63 29.35 30.08 30.83 BUILDING INSPECTOR II 30.30 31.06 31.83 32.63 33.44 34.28 BUILDING INSPECTOR III 34.89 35.77 36.66 37.58 38.52 39.48 BUILDING INSPECTOR IV 38.46 39.43 40.41 41.42 42.46 43.52 CODE ENFORCEMENT OFFICER I 30.30 31.06 31.83 32.63 33.44 34.28 CODE ENFORCEMENT OFFICER II 34.89 35.77 36.66 37.58 38.52 39.48 CODE ENFORCEMENT OFFICER III 38.46 39.43 40.41 41.42 42.46 43.52 FIRE MARSHAL 34.62 35.48 36.37 37.28 38.21 39.16 EHS * (**) 26.46 27.83 29.40 30.93 32.65 33.47 EHS SENIOR * (**) 33.47 34.31 35.16 36.04 36.94 37.87 PARKS & FACILITIES SCHEDULER 22.28 22.84 23.41 23.99 24.59 25.21 SOLID WASTE ATTENDANT 19.81 20.74 21.26 21.79 22.34 22.89 SOLID WASTE OPERATOR 24.01 25.20 25.83 26.48 27.14 27.82 MAINTENANCE I 18.56 19.02 19.50 19.98 20.48 21.00 MAINTENANCE II 23.34 23.93 24.52 25.14 25.77 26.41 MAINTENANCE III 25.68 26.32 26.98 27.65 28.34 29.05 MAINTENANCE IV 29.53 30.27 31.02 31.80 32.59 33.41 CS&W OPERATOR OIC 22.32 22.88 23.45 24.04 24.64 25.26 CS&W OPERATOR I 27.47 30.19 30.95 31.72 32.52 33.33 CS&W OPERATOR II 30.55 33.94 34.79 35.66 36.55 37.47 CS&W OPERATOR III 34.53 38.01 38.96 39.94 40.94 41.96 WATER QUALITY TECHNICIAN 18.31 18.77 19.24 19.72 20.21 20.72 LABORATORY SPECIALIST 25.80 26.45 27.11 27.78 28.48 29.19 PLANNER ASSOCIATE * (**) 28.53 29.25 29.98 30.73 31.49 32.28 PLANNER SENIOR * (**) 34.11 34.97 35.84 36.74 37.66 38.60 PLANS EXAMINER 34.89 35.77 36.66 37.58 38.52 39.48 SEASONAL MAINTENANCE WORKER 16.05 Upon successful succession to top step, will automatically move to Senior Classification. General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 43 APPENDIX I – 2024 WAGE TABLES Advancement from step to step occurs on annual anniversary date. Note: Figures are rounded and will vary slightly in MUNIS because it calculates out four (4) decimal places. 1/1/2024 - 2.00% ATB Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 JOB TITLE / CLASSIFICATION OFFICE SPECIALIST - proposed 25.35 25.99 26.63 27.30 27.98 28.68 DATA BASE TECHNICIAN 26.55 27.22 27.90 28.59 29.31 30.04 ACCOUNTING TECHNICIAN 24.91 25.53 26.17 26.82 27.49 28.18 SENIOR ACCOUNTING TECHNICIAN 27.39 28.07 28.77 29.49 30.23 30.98 PROGRAM SUPPORT TECHNICIAN 30.11 30.87 31.64 32.43 33.24 34.07 PERMIT SPECIALIST * 23.49 24.08 24.68 25.29 25.93 26.57 PERMIT SPECIALIST SENIOR * 26.58 27.24 27.92 28.62 29.33 30.07 BUILDING INSPECTOR I 27.80 28.49 29.21 29.94 30.68 31.45 BUILDING INSPECTOR II 30.90 31.68 32.47 33.28 34.11 34.97 BUILDING INSPECTOR III 35.59 36.48 37.39 38.33 39.29 40.27 BUILDING INSPECTOR IV 39.23 40.21 41.22 42.25 43.31 44.39 CODE ENFORCEMENT OFFICER I 30.90 31.68 32.47 33.28 34.11 34.97 CODE ENFORCEMENT OFFICER II 35.59 36.48 37.39 38.33 39.29 40.27 CODE ENFORCEMENT OFFICER III 39.23 40.21 41.22 42.25 43.31 44.39 FIRE MARSHAL 35.31 36.19 37.09 38.02 38.97 39.95 EHS * 26.99 28.38 29.99 31.55 33.31 34.14 EHS SENIOR * 34.14 34.99 35.87 36.76 37.68 38.63 PARKS & FACILITIES SCHEDULER 22.73 23.29 23.88 24.47 25.09 25.71 SOLID WASTE ATTENDANT 20.20 21.16 21.68 22.23 22.78 23.35 SOLID WASTE OPERATOR 24.49 25.70 26.35 27.01 27.68 28.37 MAINTENANCE I 18.93 19.40 19.89 20.38 20.89 21.42 MAINTENANCE II 23.81 24.40 25.01 25.64 26.28 26.94 MAINTENANCE III 26.19 26.84 27.52 28.20 28.91 29.63 MAINTENANCE IV 30.12 30.87 31.64 32.43 33.25 34.08 CS&W OPERATOR OIC 22.77 23.34 23.92 24.52 25.13 25.76 CS&W OPERATOR I 28.02 30.80 31.57 32.36 33.17 34.00 CS&W OPERATOR II 31.16 34.62 35.49 36.37 37.28 38.22 CS&W OPERATOR III 35.22 38.77 39.74 40.74 41.75 42.80 WATER QUALITY TECHNICIAN 18.68 19.15 19.63 20.12 20.62 21.13 LABORATORY SPECIALIST 26.32 26.97 27.65 28.34 29.05 29.78 PLANNER ASSOCIATE * 29.10 29.83 30.58 31.34 32.12 32.93 PLANNER SENIOR * 34.80 35.67 36.56 37.47 38.41 39.37 PLANS EXAMINER 35.59 36.48 37.39 38.33 39.29 40.27 SEASONAL MAINTENANCE WORKER 16.38 Upon successful succession to top step, will automatically move to Senior Classification. APPENDIX I – 2025 WAGE TABLES General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement Page 44 Advancement from step to step occurs on annual anniversary date. Note: Figures are rounded and will vary slightly in MUNIS because it calculates out four (4) decimal places. 1/1/2025 - 2.00% ATB Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 JOB TITLE / CLASSIFICATION OFFICE SPECIALIST - proposed 25.86 26.50 27.17 27.85 28.54 29.26 DATA BASE TECHNICIAN 27.08 27.76 28.45 29.17 29.89 30.64 ACCOUNTING TECHNICIAN 25.40 26.04 26.69 27.36 28.04 28.74 SENIOR ACCOUNTING TECHNICIAN 27.93 28.63 29.35 30.08 30.83 31.60 PROGRAM SUPPORT TECHNICIAN 30.72 31.48 32.27 33.08 33.90 34.75 PERMIT SPECIALIST * 23.96 24.56 25.17 25.80 26.45 27.11 PERMIT SPECIALIST SENIOR * 27.11 27.78 28.48 29.19 29.92 30.67 BUILDING INSPECTOR I 28.35 29.06 29.79 30.53 31.30 32.08 BUILDING INSPECTOR II 31.52 32.31 33.12 33.95 34.80 35.66 BUILDING INSPECTOR III 36.30 37.21 38.14 39.10 40.07 41.08 BUILDING INSPECTOR IV 40.02 41.02 42.04 43.09 44.17 45.28 CODE ENFORCEMENT OFFICER I 31.52 32.31 33.12 33.95 34.80 35.66 CODE ENFORCEMENT OFFICER II 36.30 37.21 38.14 39.10 40.07 41.08 CODE ENFORCEMENT OFFICER III 40.02 41.02 42.04 43.09 44.17 45.28 FIRE MARSHAL 36.01 36.91 37.84 38.78 39.75 40.75 EHS * 27.53 28.95 30.59 32.18 33.97 34.82 EHS SENIOR * 34.82 35.69 36.58 37.50 38.44 39.40 PARKS & FACILITIES SCHEDULER 23.18 23.76 24.35 24.96 25.59 26.23 SOLID WASTE ATTENDANT 20.61 21.58 22.12 22.67 23.24 23.82 SOLID WASTE OPERATOR 24.98 26.22 26.87 27.55 28.23 28.94 MAINTENANCE I 19.31 19.79 20.29 20.79 21.31 21.84 MAINTENANCE II 24.29 24.89 25.51 26.15 26.81 27.48 MAINTENANCE III 26.71 27.38 28.07 28.77 29.49 30.22 MAINTENANCE IV 30.72 31.49 32.28 33.08 33.91 34.76 CS&W OPERATOR OIC 23.23 23.81 24.40 25.01 25.64 26.28 CS&W OPERATOR I 28.58 31.41 32.20 33.01 33.83 34.68 CS&W OPERATOR II 31.79 35.31 36.20 37.10 38.03 38.98 CS&W OPERATOR III 35.92 39.55 40.54 41.55 42.59 43.65 WATER QUALITY TECHNICIAN 19.05 19.53 20.02 20.52 21.03 21.56 LABORATORY SPECIALIST 26.84 27.51 28.20 28.91 29.63 30.37 PLANNER ASSOCIATE * 29.69 30.43 31.19 31.97 32.77 33.59 PLANNER SENIOR * 35.49 36.38 37.29 38.22 39.18 40.16 PLANS EXAMINER 36.30 37.21 38.14 39.10 40.07 41.08 SEASONAL MAINTENANCE WORKER $ 16.70 Upon successful succession to top step, will automatically move to Senior Classification. Mason County Agenda Request Form To: Board of Mason County Commissioners From: McKenzie Smith Ext. 589 Department: Support Services Briefing: ☐ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): Click or tap here to enter text. Agenda Date: January 3, 2023 Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Risk (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: 8.5 Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Letter of No Objection for Special Occasion Liquor License Application for Mason County Association of Realtors Background/Executive Summary: The Washington State Liquor and Cannabis Board provides notice of Liquor License applications for establishments in Mason County to the Board of County Commissioners as required by RCW 66.24.010 (8). The Commissioners may voice objections to the applications within 20 days of the date of notice. Budget Impact (amount, funding source, budget amendment): N/A Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval for the Chair to sign the Letter of No Objection for a Special Occasion Liquor License application for the Mason County Association of Realtors to host an event on January 14, 2023 at the Alderbrook Golf and Yacht Club. Attachments: Liquor License Application Letter of No Objection MASON COUNTY BOARD OF COMMISSIONERS 1ST District RANDY NEATHERLIN 2nd District KEVIN SHUTTY 3rd District SHARON TRASK Mason County Building 1 411 North Fifth Street Shelton, WA 98584-3400 (360) 427-9670 ext. 419 Fax (360) 427-8437 January 3, 2023 Washington State Liquor and Cannabis Board License Services 1025 Union Avenue SE PO Box 43075 Olympia, WA 98504 Re: Special Occasion Liquor License for Mason County Association of Realtors To Whom It May Concern, Please accept this as a Letter of No Obligation to allow Mason County Association of Realtors to sell alcohol at the following location: Alderbrook Golf & Yacht Club January 14, 2023 5:00 p.m. to 9:00 p.m. 330 E Country Club Drive E Union, WA 98592 Thank you on behalf of the Board of Mason County Commissioners. Sincerely, Kevin Shutty, Chair