HomeMy WebLinkAbout2020/06/02 - Regular Packet June 2.1
Pursuant to Proclamation by the Governor 20-28, in-person attendance to Commission
meetings is temporarily prohibited.
Our Commission meetings are live streamed at http://masonwebtv.com/ and we will accept
public comment via email — Mdrewry@co.mason.wa.us; or mail to Commissioners Office,
411 North 5th Street, Shelton, WA 98584; or call 360-427-9670 ext. 419. If you need to
listen to the Commission meeting via your telephone, please provide your telephone
number to the Commissioners' office no later than 4 p.m. the Friday before the meeting.
We intend to limit our meetings to discuss and/or take action on only necessary and
routine matters or matters necessary to respond to the COVID-19 outbreak and current
public health emergency.
BOARD OF MASON COUNTY COMMISSIONERS
DRAFT MEETING AGENDA
Commission Chambers— 9:00 a.m.
411 North Fifth Street, Shelton WA 98584
June 2, 2020
1. Call to Order
2. Pledge of Allegiance
3. Roll Call
4. Correspondence and Organizational Business
4.1 Correspondence
4.2 News Release- Permit Extensions Staff: Kell Rowen
5. Open Forum for Citizen Input
In response to the COVID-19 outbreak we are suspending Citizen Input at this time. We
will accept public comment via email — Mdrewry@co.mason.wa.us; or mail to
Commissioners Office, 411 North 5th Street, Shelton, WA 98584; or call 360-427-9670 ext.
419. We will revisit this suspension on a weekly basis.
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 — May 11, 2020 Briefing Minutes; May 5, 2020 Regular
Meeting Minutes; May 22, 2020 Special Meeting Minutes
8. Approval of Action Agenda: All items listed under the"Action Agenda" may be enacted
by one motion unless a Commissioner or citizen requests an item be removed from the
Action Agenda and considered as a separate item.
Agendas are subject to change,please contact the Commissioners'office for most recent version. This agenda was last
printed on 06/01/20 1:15 PM.
If special accommodations are needed,contact the Commissioners'office at ext.419,Shelton#360-427-9670;Belfair
#275-4467,Elma#482-5269.
MASON COUNTY COMMISSIONERS' MEETING AGENDA
June 2, 2020— PAGE 2
8.1 Approval of the January 2020 — December 2022 Collective Bargaining
Agreement (CBA) for Engineer's Guild representing Mason County Public
Works and Support Staff.
8.2 Approval of the Release and Hold Harmless Agreement between Mason,
County, Mason County Sheriff's Office, Mason County Sheriff's Office
Employees Guild Deputy Sheriffs, and MCSO Deputy David Willard.
8.3 Approval of the January 2020 — December 2022 CBA for AFSCME Local 1504
representing various departments within Mason County.
8.4 Approval to appoint Isaiah Johnston (term ending January 31, 2022), Timothy
Opiela (term ending January 31, 2022) and Joseph Myers (term ending
January 31, 2024) to the Planning Advisory Commission.
8.5 Approval of Warrants &Treasure Electronic Remittances
Claims Clearing Fund Warrant # 8072579-8072811 $ 1,414,429.37
Direct Deposit Fund Warrant # 68381-68771 $ 728,084.98
Salary Clearing Fund Warrant # 7005193-7005216 $ 508,059.74
8.6 Approval to call for a Request for Proposals to install an irrigation system for
MCRA Sports Fields.
8.7 Approval to allow Frank Pinter and Jennifer Beierle to sign Public Assistance
Grant #D20-201 for Presidential Disaster Declaration 4481-DR-WA relating to
COVID-19.
8.8 Approval of amendment#4 to contract CL:2019-2021.4 extending shelter
operations with Community Lifeline through September 30, 2020.
9. Other Business (Department Heads and Elected Officials)
10. 9:15 a.m. Public Hearings and Items Set for a Certain Time —No scheduled hearings
11. Board's Reports and Calendar
12. Adjournment
J:\AGENDAS\2020\2020-06-02 REG.doc
MASON COUNTY
TO: BOARD OF MASON COUNTY COMMISSIONERS Reviewed:
FROM: Ginger Kenyon Ext. 380
DEPARTMENT: Support Services Action Agenda
DATE: June 2, 2020 No. 4.1
ITEM: Correspondence
4.1.1 Sue Klemp sent in a letter re: Moving into Phase H.
4.1.2 Robert Edwards sent in an application for the Solid Waste Advisory Board .
4.1.3 Washington State Liquor and Cannabis Board sent in a change of liability
application for Toucan Farms.
4.1.4 Timothy Opiela sent in an application for the Planning Committee.
4.1.5 Washington State Liquor and Cannabis Board sent in a liquor license
application for Maddy's Old Town Flowers.
4.1.6 William and Dr. Arliene Zeigler sent in a letter re: reopen of Mason County
Sportsman's Association shooting range.
4.1.7 Joe Schmit sent in a letter thanking staff for the work on COVID 19.
4.1.8 Washington State Liquor and Cannabis Board sent in a change of Corporate
Officers for The Mason County Senior Activities Center.
Attachments: Originals on file with the Clerk of the Board.
Mail - .usCc:CMMRS Neotherlin. Shutty Trash
` [\�/' Disappointment
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7oGinger Kenyon <GKenyon@cumasonxv .us^;
Please add tocorrespondence.
Thank you,
Melissa
From:Sue K]emp<sueNennp@gnxaiicom>
Sent:Wednesday, May 13, 2O2O1U:5DAM
To: Melissa Drewry<MDrevvry@ co.nnason.wa.uu>
Subject: Disappointment in commission's choice
| wanted to express my disappointment in the action bvthe commissioners to try to move the county into Phase
2 early. I was especially disappointed to see the manipulation of numbers and the language used to try to get
around the requirement of three consecutive weeks of no positive cases. I know this is a hard time in many
ways, but I'd rather see the commission turn its time, energy and resources to keeping us all safe and healthy so
we don't see an upswing in cases as things do ease up. Many people travel to and through this county so that
can bring additional risk. Let's allow things to run the course per the best medical advice and keep people
healthy and safe.
Thank you,
3ueK|ennp
/om't-start repenting at my time of life. /Vnever get any work done.Anyway, /ain't sorryformcst of it.
-- NannyOgB (Ca/pe Jugulum,TenYPratchet1)
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Mason County Fax 360-427-8437; Voice 360-427-9670, Ext. 419;275-4467 or 482-5269
1854
Commissioners
I AM SEEKING APPOINTMENT TO -S.O L n V I f A d T ... fc-t S 4 Z)f-
NAME: j D0, 4zir--0 ., F.DIATA-RZ>
ADDRESS: PHONE: &CV — "
CITY/ZIP: VOTING PRECINCT: o-fo ( . ry .s ,(j. JWORK PHONE:
AU- U..F'.2(4, (OR AREA IN THE COUNTY YOU LIVE) E-MAIL:
COMMUNITY SERVICE EMPLOYMENT: (IF RETIRED, PREVIOUS EXPERIENCE)
(ACTIVITIES OR MEMBERSHIPS)-
l:O _COMPANY:—Cad,cd jVIA-42 "'aa
'T = .Y
0 Pg>ji�D --n#,c ,e_p, o -s POSITION: -��X �� /JI. �
kr -n-Pe pow- o fr T tnft.rselawir: , Vii-1-s W ri+ i L J :_ YRS
Anuo pA-s a 0uZLvici) J s : 6 _ 14-A-Ziv)it-T'.p-ikc r-e
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In your words, what do you perceive is tie role or purpose of the Board, ommittee or Council for which you are applying:
/442,, 2i-u-a- til a-A.4544a, ee-ti,..--/ at, LA.6-eii:e4...Le_, ar...k
C `per 1X .71--- (5D[) iiJ /c ,e # �.,;_.)/)
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WhgtinWes,ts, skills do you wish to offer the Board, Commi 'e�e, orr Council?
(1) Ti--�"tf .da) ?i A AW0c---ram, . c ,%444 o,0 S FixIIcam-.Cot ifraQ-a / c- i
CA✓1talge_e-A- 6`7`0) . e, in eA-a='. Yz-zrY ) Ld"Z ({'L�A) Po L GA S era_
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Please list any financial, professional, or voluntary affiliations which may influence or affect your position on this Board;saiPPOP--fx
(i.e. create.a potential conflict of interest) <
C ,,,,,t Cv3/ cL,-„ ( Lc._ 0-' A, 7 iz& f Ga2---2 ►J O fit, LT:5,
Your participation is dependent upon attending certain trainings made available by the County during regular business hours
(such as Open Public Meetings Act and Public Records).The trainings would be at no cost to you.Would you be
able to attend such trainings? Y��,,i/ Prf l Gs7--/
Realistically, how much time can you give to this position?
Quarterly Monthly Daily Office Use Only
ki,--/,41-- 8. c:6, zi-1 ,
Appointment Date
Signature Date
-Term Expire Date
Cc:CMMRS Neatherlin, Shutty, Trask
clerk;b of od em *. xq fee
K. Vxwcn
01`eTh Washington State Licensing and Regulation
I g PO Box 43098
Liquor and Cannabis Board Olympia WA 98504-3098
'""` Phone—(360)664-1600
Fax—(360)753-2710
May 19, 2020
AGROPACK, LLC
391 E EXPORT RD
SHELTON,WA 98584-8559
Re: TOUCAN FARMS
391 E EXPORT RD
SHELTON,WA 98584-8559
LICENSE#412741 - 7B
UBI603-351-400-001-0001
Your application for change in limited liability members has been approved. This approval is for:
Indiyidual/Entity Position Units
Juicier Extractions LLC Mgr/Mbr 33.4
Lucas K. Marthaler Mbr 53
Gunner L.W. Scott Mbr 47
Kylee D. Scott Spouse
Andrew M. Volk Mbr 33.3
Jessica Dymsza-Volk Spouse
Anthony D. Shapiro Mbr 33.3
Deborah P. Alexander Spouse
Total 100
AMM ZUaW2 WBAM
Marijuana Licensing Specialist
360-664-1649
cc: Enforcement Office
Mason County Commissioners
Business License Service
File
Decisions
PO BOX 43098,Olympia,WA 98504-3098—(360)664-1600 Option 1
Cc:CMMRS Neatherlin, Shutty, Trask
QI-0rk-, Jen
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-
c 1 °p MASON COUNTY COMMISSIONERS
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411 NORTH FIFTH STREET
MAY 19 2O?L SHELTON WA 98584
-Z � Fax 360-427-8437;Voice 360-427-9670,Exf. 419;275-4467 or 482-5269
Mason County
1854 ili
Commissioners
I AM SEEKING APPOINTMENT TO Planning Committee
NAME: Timothy Opiela Jr.
ADDRESS: PHONE: 206. •
CITY/ZIP: VOTING PRECINCT: WORK PHONE: 360.895.0896
98588 (OR AREA IN THE COUNTY YOUuvE)Tahuya E-MAIL: topiela@bjcgroup.com
COMMUNITY SERVICE EMPLOYMENT:(IF RETIRED. PREVIOUS EXPERIENCEI
(ACTIVITIES ORMEMBERSHIPS) COMPANY: BJC Group 1 Year YRS
None at Present
POSITION: Business Development/Project Manager
COMPANY; Katerra 1 Year YRS
POSITION; GM/Director of Manufacturing
In your words,what do you perceive Is the role or purpose of the Board,Committee or Council for which you are applying:
My thoughts are that the Planning Committee assists the hoard with its responsibilities for the organization's mission,
vision and strategic direction as it relates the planning&economic process, including development of a three to five
year strategic plan with measurable goals and time targets.
What interests,skills do you wish to offer the Board,Committee,or Council?
•20+ rs-of-Operationsi-greject-Managemer44100M-P 4{Manufacturing,Coastructioa-&-Corasultin0)
Diversified Approaches in Problem Solving
Consistent&.Collaborative I earn Builder
Please list any financial, professional, or voluntary affiliations which may influence or affect your position on this Board:
(i.e.create a potential conflict of interest)
NA
Your participation is dependent upon attending certain trainings made available by the County during regular business hours
(such as Open Public Meetings Act and Public Records).The trainings would be at no cost to you.Would you be
able to attend such trainings?
Realistically,how much time can . • ive to this posi •n?
Quarterly Monthly �X Weekly Daily -
Office Use Only
A` P ointment Date
.�� _ P ..
Si• a / Date
Term Expire Date
Si I41...rss.) •
CC:CMMRS Neatherlin, Shutty, Trask
Clerk
Washington State '`� Sea is
Liquor and Cannabis Board
NOTICE OF LIQUOR LICENSE APPLICATION
WASHINGTON STATE LIQUOR AND CANNABIS BOARD
License Division - P.O. Box 43098
Olympia,WA 98504-3098
Customer Service: (360) 664-1600
Fax: (360) 753-2710
Website: http://Icb.wa-gov
TO: MASON COUNTY COMMISSIONERS RETURN TO:Iocalauthority@sp.icb.wa.gov
RE: NEW APPLICATION DATE: 5/19/20
U B I:603-032-557-001-0001
License: 430246 -2N County:23
APPLICANTS:
Tradename:MADDY'S OLD TOWN FLOWERS KUGLER, DANA JOANN
Loc Addr: 23781 NE STATE ROUTE 3 STE 101 KUGLER, DANA JOANN
BELFAIR WA 98528-9814 1973-01-19
KUGLER, GREGORY DENNIS
Mail Addr: PO BOX 1954 (Spouse) 1970-07-17
ALLYN WA 98524-1954
Phone No.: 360-275-6062 DANA KUGLER
Privileges Applied For:
R E
DIRECT SHIPMENT RECEIVER-IN WA ONLY r�
BEERNVINE GIFT DELIVERY MAY 1. 9 2020
Mason County
Commissioners
As required by RCW 66.24.010(8), the Liquor and Cannabis Board is notifying you that the above has
applied for a liquor license. You have 20 days from the date of this notice to give your input on
this application. If we do not receive this notice back within 20 days,we will assume you have no
objection to the issuance of the license. If you need additional time to respond,you must submit a
written request for an extension of up to 20 days,with the reason(s)you need more time. If you
need information on SSN,contact our CHRI desk at(360)664-1724.
YES NO
1.Do you approve of applicant? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ❑ '❑
2.Do you approve of location? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ❑ ❑
3.If you disapprove and the Board contemplates issuing a license,do you wish to
request an adjudicative hearing before final action is taken?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ❑ ❑
(See WAC 314-09-010 for information about this process)
4.If you disapprove,per RCW 66.24.010(8)you MUST attach a letter to the Board
detailing the reason(s) for the objection and a statement of all facts on which your
objection(s)are based.
DATE SIGNATURE OF MAYOR,CITY MANAGER COUNTY COMMISSIONERS OR DESIGNEE
Cc:CMMRS Neatherlin, Shutty, Trask
C.Qlerk
William 8s Dr. Arliene Zeigler-
311 E. Gray Avenue
Shelton, WA 98584
Tel 360-427-9402
wmzeigler@msn.com
Hon. Randy Neatherlin
Mason County Commissioner
Hello Randy:
As a member of Mason County Sportsman's Assn., I have been
looking forward to the time when we can reopen our shooting range.
It was closed March 16th after the Governor's proclamation on
Covid-19 and remains closed as of today. The Phase two changes
do not include "indoor recreation" activities.
I am asking the County Commissioners to be aware that the 300
plus members of MCSA are eagerly awaiting some progress on being
allowed to enjoy their shooting range again soon. Each member
receives a key to the range front door and is allowed to shoot 24/7
unless scheduled activities are on the calendar. All scheduled
group activities have been canceled but we are eagerly awaiting the
time when we can resume informal individual shooting practice. As
you may know, the circulation fans in the range are industrial
grade and the air flow exceeds L&I requirements. We can easily
limit members in the range at any one time and we have always
strongly recommended that each participant wash their hands
frequently with special soap we provide.
MCSA is a charity giving non-profit corporation, which has it's
origins in 1947 and have been active in Mason County for over 70
years. If there is anything that can be done to expedite our limited
opening under Phase two, we would appreciate your assistance.
Respectfully,
Bill Zeigler RECEWED
Mason Goun±h
Commissioners
Cc:CMMRS Neatherlin, Shutty, Trask
Mail - GKenyon@co.mason.wa.us CClerk.'
FW: Public Comment
Melissa Drewry
Tue 5/26/2020 11:46 AM
TaGinger Kenyon <G Kenyon @co.masonma.us>;
Please add to correspondence.
Thank you,
Melissa
From:Joe Schmit<Jschmit@ci.sheiton.wa.us>
Sent:Tuesday, May 26, 2020 11:09 AM
To: Melissa Drewry<MDrewry@co.mason.wa.us>
Subject: Public Comment
I want to pass along my sincere appreciation to the County DOH staff and County Commission for their tireless
efforts throughout this crisis.These are trying times, and I appreciate their dedication towards scientific, data-
driven solutions that are in line with our County's true needs. While we are not out of the woods yet, I am
confident that the COVID pandemic will ultimately accelerate the appropriate changes needed to move Mason
County and the City of Shelton together towards a stable and prosperous future.
Regards,
Joe Schmit
Shelton City Councilmember Position 6
The City of Shelton is subject to the Washington Public Records Act, Chapter 42.56 RCW. This message and any
attachments may constitute records subject to public disclosure pursuant to the Act.
https://owa.co.mason.wa.us/owa/ 5/26/2020
Cc:CMMRS Neatherlin, Shutty, Trask
CI re k b:10lrldtM A,PQ.q&ee-
Washington State
Liquor and Cannabis Board
NOTICE OF LIQUOR LICENSE APPLICATION
WASHINGTON STATE LIQUOR AND CANNABIS BOARD
License Division - P.O. Box 43098
Olympia,WA 98504-3098
Customer Service: (360) 664-1600
Fax: (360) 753-2710
Website: http://Icb.wa.gov
TO: MASON COUNTY COMMISSIONERS RETURN TO: localauthority@sp.lcb.wa.gov
RE:CHANGE OF CORPORATE OFFICERS/STOCKHOLDERS APPLI(TT"ON DATE: 5/26/20
Ocil
U B I:600-443-448-001-0001
License: 419279 -2N County:23
Tradename:THE MASON COUNTY SENIOR ACTIVITIES CEN APPLICANTS:
Address: 190 W SENTRY DR MASON COUNTY SENIOR ACTIVITIES ASS
SHELTON WA 98584-8045
LONG, CLAYTON E
1946-07-01
LONG, BILLIE
(Spouse) 1943-06-21
Phone No: 360-426-7374 PATRICIA VERNIE BEZANSON,WILLIAM ALAN
1946-03-15
NELSON,TERRY
1949-10-13
OLSON, MARILYN
1936-08-27
Privileges Applied For:
SENIOR CENTER
As required by'RCW 66.24.010(8), the Liquor and Cannabis Board is notifying you that the above has
applied for a liquor license. You have 20 days from the date of this notice to give your input on
this application. If we do not receive this notice back within 20 days,we will assume you have no
objection to the issuance of the license. If you need additional time to respond,you must submit a
written request for an extension of up to 20 days,with the reason(s)you need more time. If you
need information on SSN,contact our CHRI desk at(360) 664-1724.
YES NO
1.Do you approve of applicant? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ❑ ❑
2.Do you approve of location?. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ❑ ❑
3.If you disapprove and the Board contemplates issuing a license, do you wish to
request an adjudicative hearing before final action is taken? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . El El
(See WAC 314-09-010 for information about this process)
4.If you disapprove,per RCW 66.24.010(8)you MUST attach a letter to the Board
detailing the reason(s) for the objection and a statement of all facts on which your
objection(s)are based.
DATE SIGNATURE OF MAYOR CITY MANAGER,COUNTY COMMISSIONERS OR DESIGNEE
NEWS RELEASE
June 2,2020
MASON COUNTY COMMISSIONERS
411 NORTH 5T"ST
SHELTON,WA 98584
(360)427-9670 EXT.419
TO: KMAS, KRXY,SHELTON-MASON COUNTY JOURNAL,THE OLYMPIAN,SHELTON CHAMBER OF
COMMERCE, NORTH MASON CHAMBER OF COMMERCE, CITY OF SHELTON, ECONOMIC
DEVELOPMENT COUNCIL,THE SUN
RE: Community Development Permit Extensions due to COVID-19
Mason County Department of Community Services recognizes that some building permit holders may
need an extension of the standard 180-day expiration term due to COVID-19.The Department is
automatically extending permit expiration dates another 180 days and will not cancel any permit that
was issued as of November 1, 2019, until at least one-year from the date of issuance or last progress
inspection.Any permit holder can contact the Permit Assistance Center for more information at(360)
427-9670 ext. 352 or send an email to permits@co.mason.wa.us.
BOARD OF MASON COUNTY COMMISSIONERS
Sharon Trask Randy Neatherlin Kevin Shutty
Chair Commissioner Commissioner
BOARD OF MASON COUNTY COMMISSIONERS'BRIEFING MINUTES
Mason County Commission Chambers,411 North 5th Street,Shelton,WA
Week of May 11,2020
Monday,May 11,2020
9:00 A.M. Zoom Meeting for County Offices/Departments
Commissioners Trask,Shutty and Neatherlin were in attendance for a Zoom meeting that included
elected officials and directors to share information on their path forward for their offices.
Public Defense—not open to public;staff is working from home
Sheriff—jail is operating with restrictions; office is open with limited public access;litter crew
has started;patrol is operating as normal
Superior Court—holding court hearings via Zoom;guided by State Supreme Court;in need of
masks
District Court—operating with safety restrictions;court hearings via Zoom
Prosecuting Attorney—open and limited use of lobby;use Zoom for court and meetings
Assessor—sent staff home first 2 weeks;all of staff are back in office and have barriers in
between desk stations;limited public access via appointments;appraisers going in the field with
no contact with public
Treasurer—staff is back in office;phones open 8 a.m.to 4:30 p.m.and public by appointment
Auditor—looking at a queue ticket system to manage public access;using more postage
Court Clerk—until today have been closed to the public;open 9 a.m.to 11 a.m.starting today;not
processing passports;have document drop off area by security;public can file electronically
Coroner—operating using normal process
Community Services—building open by appointment;several staff still telework;phones are
being answered;Public Health has worked the entire time
Public Works—most staff back in office;some staff telework;office remains closed to the public
except by appointment;they have two cubicles available if another office needs them;solid waste
transfer station has remained open as normal the entire time
WSU Extension.—County staff has been in office;WSU staff is teleworking;using Zoom; office
is closed to public;summer camps are canceled
Juvenile Services—operating by appointment;using Zoom and telework
Support Services—Frank continues to telework; office has remained open including the
switchboard but closed to public;Facilities has operated as normal;IT staff are back in office;
DEM has worked as normal;Parks&Trails are open with limitations
Discussion of supplying masks to the courtrooms;Tim Whitehead doesn't believe it would be a
gift of public funds;Windom will find a source of masks for the courts.
10:00 A.M. Support Services—Frank Pinter via teleconference
Commissioners Trask,Shutty and Neatherlin were in attendance
• Jenn reviewed the April Financial Statements. Current Expense cash balance is$13 AM.There is
about$200K in ER&R due back to Current Expense and Public Health and Frank noted the
Current Expense money can be used for up-fitting the Sheriff's vehicles.
• Jenn reviewed the 21 Quarter Budget Amendments. The impact to Current Expense ending fund
balance is about$200K.
• Staff is working with engineers and architects for Building 10 seismic retrofit with the intent to
complete the work using COVID funding.
• Frank provided information on the Pierce County lending program using CDBG funding that
Mason County may also do.
• Will resume BOE hearings via telephone.
• Frank provided an inventory update for Enterprise vehicles,mid to late July should see new
vehicles. May not sell current vehicles right away,depending on market. Discussion of the
process for Sheriff vehicle up-fitting.
• Discussion of a contract with North Mason Little League for storage of equipment at Sandhill
Park. Currently there is no contract and staff is suggesting a contract be developed. Cmmr.
Board of Mason County Commissioners'Briefing Meeting Minutes
May 11,2020
Neatherlin pointed out if this is allowed for one group,it should be allowed for others and the
County is not liable for the equipment.
• Public Assistance Grant for Presidential Disaster Declaration(COVID-19)was approved to place
on the agenda.
• Frank provided a Coronavirus Relief Act Fund update. This will be managed by Commerce and
more information will be coming forward.
• Cmmr.Neatherlin provided information on the price on Public Works property at Highway
101/102. Cmmr.Neatherlin's recommendation is to bring down the price to the appraised price.
Frank stated that Beckman's recommendation is to lower below appraised price;Loretta's
recommendation is to leave the price as is or take off market,no rush to sell. Cmmr. Shutty and
Trask agreed with Cmmr.Neatherlin's recommendation to lower the price and will talk to Loretta.
10:30 A.M. Community Services—Dave Windom
Commissioners Trask, Shutty and Neatherlin were in attendance
• Discussion of the Juvenile Detention Mental Health Coverage,Jail peer MAT/Re-entry program.
Olympic Health&Recovery Services(OHARS)will provide this program.
• Staff was directed to talk to Jennifer about including the LEAD funding to the June budget
hearing.
10:45 A.M. Public Works—Loretta Swanson
Utilities&Waste Management
Commissioners Trask, Shutty and Neatherlin were in attendance.
• Right of Way Acquisition Procedures approved to move forward for adoption.
• Agreed to move forward Amendment No. 1 extending the scrap metal and refrigeration collection
services with South Sound Steel&Recycling to July 30,2022.
• Grant application for Highway Crossing Program for railroad crossing upgrades at Cole and
Lynch Road approved to move forward.
• Establish CRP 2028,Agate Road Overlay will be placed on the agenda.
• Solid Waste recycle(Blue Box)contract and Drop Box contract are expected to increase 80%.
Staff is suggesting to move the contracts under the County's management. Staff will bring back
additional information for the cost,will need to purchase equipment and hire one FTE.
• Next week is a public hearing to amend the TIP.
• Cmmr.Neatherlin brought up some work on Clifton Road;Highway 101/102 real estate property
—informed Loretta the Board is dropping the front lots to$275K,back lots to$250K.
• Cmmr.Shutty asked Loretta to check with the Port of Hoodsport regarding their request to
purchase County property.
The meeting adjourned at 11:20 a.m.
Respectfully submitted,
Diane Zoren,Administrative Services Manager
BOARD OF MASON COUNTY COMMISSIONERS
Sharon Trask Randy Neatherlin Kevin Shutty
Chair Commissioner Commissioner
BOARD OF MASON COUNTY COMMISSIONERS' PROCEEDINGS
Mason County Commission Chambers,411 North 5t' Street, Shelton,WA
May 5, 2020
1. Call to Order—The Chairperson called the regular meeting to order at 9:00 a.m.
2. Pledge of Allegiance—Kevin Hanson led the flag salute.
3. Roll Call — Present: Commissioner District 1 - Randy Neatherlin; Commissioner District 2— Kevin
Shutty; Commissioner District 3—Sharon Trask.
4. Correspondence and Organizational Business
4.1 Correspondence
4.1.1 Washington State Liquor and Cannabis Board sent in a letter stating liquor license
number 406648 for North Shore Place, has been discontinued.
4.1.2 Pam Volz sent in an application for the Lodging Tax Advisory Committee Advisory
Board (LTAC).
4.1.3 Washington State Liquor and Cannabis Board sent in a Change of Corporate
Officers/Stockholders Application for Toucan Farms.
4.1.4 Washington State Liquor and Cannabis Board sent in a liquor license application for
Potlatch Brewing Company.
4.2 Proclamation— National Correctional Officers and Employees Week
4.3 Proclamation— National Police Week
4.4 Proclamation honoring Mason County High School 2020 Graduates
5. Open Forum for Citizen Input—no public comment received.
6. Adoption of Agenda - Cmmr. Shutty/Neatherlin moved and seconded to adopt the agenda
as published. Motion carried unanimously. N-aye; S-aye;T-aye.
7. Approval of Minutes—April 13, and April 21, 2020 Briefing Minutes; April 21, 2020 Regular Meeting
Minutes. Cmmr. Shutty/Neatherlin moved and seconded to adopt the April 13, and April
21, 2020 Briefing Minutes;April 21, 2020 Regular Meeting Minutes as presented. Motion
carried unanimously. N-aye; S-aye;T-aye.
8. Approval of Action Agenda:
8.1 Approval to extend lead pay for Jessica Koehn and Dawnell Arndt until the Public Works Finance
Manager position is filled.
8.2 Approval of an ordinance describing amendments to Title 17, relating to the Belfair Urban Growth
Area.This ordinance was originally adopted December 5, 2017 and was not properly updated in
Mason County Code. No changes have been made to the ordinance. (Ex.A—Res. 2020-35)
8.3 Approval of Warrants &Treasure Electronic Remittances
Claims Clearing Fund Warrant#s 8071709-8072292 $ 713,664.61
Direct Deposit Fund Warrant#s $
Salary Clearing Fund Warrant #s $
8.4 Approval of the Resolution amending Resolution 2020-30, Mason County Pandemic and Public
Health Emergency Response and Recovery for County Employees Policies and Procedures
Although the partial closure is continued until the Governor's Stay Home-Stay Healthy order is
expired, the County will no longer offer Closure Pay and Extra Duty Pay effective 12:01 a.m. on
May 5, 2020 to County employees. (Ex. B—Res. 2020-36)
8.5 Approval of a Resolution amending Resolution 43-16 authorizing Frank Pinter to sign Recreation
and Conservation Office Youth Athletic Facilities (RCW/YAC) contracts. (Ex. C— Res. 2020-37)
8.6 Approval of Mason County Best Practices for Employees Returning to Work.
8.7 Approval to extend the suspension of certain limitations in County code Chapter 2.88, Meetings
of Board of County Commissioners, regarding commissioner participation in Commissioner
BOARD OF MASON COUNTY COMMISSIONERS' PROCEEDINGS
May 5, 2020 - PAGE 2
meetings via conference call or video conference and requirement that two Commissioners be
physically present.This suspension is in until May 31, 2020.
8.8 Approval to pay Kell Rowan and Alex Paysse at salary range 46, step 0, effective April 5, 2020 for
working in a higher class, due to the Director of Community Services absence in the office
because of Covid-19 Duty Officer assignment.This special pay shall be removed when the
Director of Community Services is no longer working at Emergency Management in response to
the COVID-19 health emergency.
8.9 Approval to request for qualifications (RFQ)for Grant Writer services.
8.10 Approval to establish the Leave-Sharing Board, pursuant to the Major Disaster Leave-Sharing
Plan, as the following three members: Chair of the Board of County Commissioners, Budget
Manager and Chief Deputy Prosecuting Attorney.
8.11 Approval of Amendment #3 with Community Lifeline, contract number CL:2019-2021.3, to
extend overnight shelter operations through May 31, 2020.
8.12 Approval of the contract with BERK Consulting for the Planned Action EIS for the Belfair Subarea
Plan.
8.13 Approval for the Auditor to purchase ballot sorter equipment in the amount of$65,000 via piggy
backing on Island County's RFQ. Mason County has an ILA with Island County. This is 100%
grant funded.
Cmmr. Shutty/Neatherlin umoved and seconded to approve action items 8.1 through 8.13.
Motion carried unanimously. N-aye; S-aye;T-aye.
9. Other Business (Department Heads and Elected Officials)-'No business.
10. 9:15 a.m. Public Hearings and Items set for a certain time— No hearings.
11. Board's Reports and Calendar-The Commissioners reported on meetings attended the past week
and announced their upcoming weekly meetings.
12. Adjournment—The meeting adjourned at 9:21 a.m.
BOARD OF COUNTY COMMISSIONERS
ATTEST: MASON COUNTY, WASHINGTON
Melissa Drewry, Clerk of the Board Sharon Trask, Chair
Kevin Shutty, Commissioner
Randy Neatherlin, Commissioner
BOARD OF MASON COUNTY COMMISSIONERS
SPECIAL MEETING AGENDA
411 North Fifth Street, Shelton WA 98584
10:45 a.m., Friday, May 22, 2020
1. Call to Order—The Chairperson called the special meeting to order at 10:47 a.m.
2. Roll Call Present: Commissioner District 1 - Randy Neatherlin; Commissioner District 2—
Kevin Shutty; Commissioner District 3—Sharon Trask.
3. Actions to Consider-Consider Adoption of Resolution Approving Application for COVID-19
Phase I to Phase 11.
Dave Windom explained that Board of Health just approved the application to move to Phase
11. He quickly briefed the application changes that were necessary for this second application.
Dave discussed all safety factors in place noting that Mason County is extremely prepared.
The current case criteria from the state to qualify for a variance is .71 cases per day per
100,000 people. Mason County is currently at .4.
Cmmr. Neatherlin moved and seconded to approve the resolution with technical
changes added to move from Phase I to Phase II. Motion carried unanimously. N-
aye; S-aye;T-aye.
4. Adjourn-The meeting adjourned at 10:57 a.m.
ATTEST: BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
Melissa Drewry, Clerk of the Board
Sharon Trask, Chair
Kevin Shutty, Commissioner
Randy Neatherlin, Commissioner
MASON COUNTY
AGENDA ITEM SUMMARY FORM
TO: BOARD OF MASON COUNTY COMMISSIONERS
From: Frank Pinter Action Agenda x
Public Hearing
Other
DEPARTMENT: Support Services EXT:530
COMMISSION MEETING DATE: 6/2/2020 Agenda Item# ,
(Commissioner staff to
complete)
BRIEFING DATE:5/18/2020
BRIEFING PRESENTED BY:
[ ] ITEM WAS NOT PREVIOUSLY BRIEFED WITH THE BOARD
Please provide explanation of urgency
ITEM: Approval of the January zozo — December 2022 Collective Bargaining
Agreement (CBA) for Engineer's Guild representing Mason County Public Works &
Support Staff.
BUDGET IMPACTS: Supplemental—Funded by Ending Fund Balance.
BACKGROUND: The exclusive representatives of Engineer's Guild representing
Mason County Public Works & Support Staff have reached a tentative agreement
with Mason County for the 2020-2022 term.
It is noted and commended to the Commissioner's that the parties reached this
Agreement through a very collaborative negotiations process.
RECOMMENDED OR REQUESTED ACTION: Approval of the January 2020 -
December 2022 Collective Bargaining Agreement (CBA) for Engineer's Guild
representing Mason County Public Works& Support Staff.
ATTACHMENTS: Collective Bargaining Agreement on file with Clerk of the Board.
COLLECTIVE BARGAINING
AGREEMENT
January, 2020— December, 2022
BETWEEN
MASON COUNTY ENGINEERS' GUILD
i
'ENGINEERS GUILD
AND
MASON COUNTY PUBLIC WORKS
MASON COUNTY SUPPORT SERVICES
CO
1854
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 1
TABLE OF CONTENTS
PREAMBLE.............................................................................................................................................5
ARTICLE1-DEFINITIONS........................................................................................................................5
ARTICLE2-RECOGNITION......................................................................................................................6
2.1 RECOGNITION........................................................................................................................................6
2.2 NEW CLASSIFICATIONS............................................................................................................................6
ARTICLE3-GUILD SECURITY...................................................................................................................7
3.1 GUILD REPRESENTATION.........................................................................................................................6
3.2 BARGAINING UNIT ROSTER .....................................................................................................................7
3.3 NONDISCRIMINATION-GUILD ACTIVITY...................................................................................................8
ARTICLE 4-GUILD/COUNTY RELATIONS................................................................................................8
4.1 GUILD ACCESS.......................................................................................................................................8
4.2 FACILITY USE................:........................................................................................................................8
4.3 STEWARDS............................................................................................................................................8
4.4 ORIENTATION........................................................................................................................................8
4.5 BULLETIN BOARDS..................................................................................................................................8
4.6 CONTRACT DISTRIBUTION .......................................................................................................................9
4.7 NEGOTIATIONS RELEASE TIME .................................................................................................................9
4.8 GRIEVANCE RELEASE TIME.....................................:.................................................................................9
J
4.9 GUILD BUSINESS.................................................................................:..................................................9
ARTICLE 5-EMPLOYMENT.....................................................................................................................9
5.1 PROBATIONARY PERIODS........................................................................................................................9
5.2 TYPES OF EMPLOYMENT........................................................................................................................10
5.3 CONTRACTORS..................................................................................................................................... 11
5.4 STUDENTS/INTERNS............................................................................................................................ 11
ARTICLE 6-HOURS OF WORK AND OVERTIME......................................................................................11
6.1 WORKDAY WORKWEEK...................................................................................................................... 11
6.2 WORK SCHEDULES...............................................................................................................................11
6.3 REST/MEAL BREAKS...........................................................................................................................12
6.4 OVERTIME ..........................................................................................................................................12
6.5 COMPENSATORY TIME....................................................:.....................................................................12
ARTICLE 7-EMPLOYMENT PRACTICES..................................................................................................13
7.1 NONDISCRIMINATION........................................................................................................................... 13
7.2 JOB POSTING...................................................................................................................:...................13
7.3 PROMOTIONS..................................................................................................................................... 13
7.4 PERSONNEL FILE/POLICIES...................................................................................................................13
7.5 EVALUATIONS.................................................:....................................................................................14
7.6 DISCIPLINE/CORRECTIVE ACTION.......................................................................................................... 15
ARTICLE8-SENIORITY.........................................................................................................................16
8.1 DEFINITIONS........................................................................................................................................16
8.2 APPLICATION OF SENIORITY...................................................................................................................17
8.3 PROBATIONARY PERIOD........................................................................................................................ 18
8.4 LOSS OF SENIORITY............................................................................................................................... 18
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 2
8.5 LAYOFFS..............................................................................................................................................19
8.6 NOTICE...............................................................................................................................................19
8.7 MEETING WITH GUILD ..........................................................................................................................19
8.8 AFFECTED GROUP.................................................................................................................................20
8.9 VACANT POSITIONS..............................................................................................................................20
8.10 SENIORITY LIST....................................................................................................................................20
8.11 ORDER OF LAYOFF................................................................................................................................21
8.12 COMPARABLE EMPLOYMENT.................................................................................................................21
8.13 LAYOFF OPTIONS ...................................:.............................................................................................21
8.14 REDUCTION HOURS/FTE.....................................................................................................................22
8.15 RECALL...............................................................................................................................................22
8.16 VACATION&LEAVE CASH OUTS/PAY....................................................................................................23
8.17 UNEMPLOYMENT CLAIMS......................................................................................................................23
ARTICLE9-WAGES..............................................................................................................................23
9.1 WAGE SCHEDULE.................................................................................................................................23
9.2 HIRE-IN RATES ....................................................................................................................................24
9.3 SHIFT DIFFERENTIAL..............................................................................................................................24
ARTICLE 10-OTHER COMPENSATION...................................................................................................24
10.1 BILINGUAL PAY..............................................................................................................................24
10.2 CALL-BACK PAY.............................................................................................................................24
10.3 WORK IN A HIGHER CLASSIFICATION AND LEAD WORKERS...................................................................24
10.4 MILEAGE REIMBURSEMENT.............................................................................................................25
10.5 LONGEVITY............................................................................................:.......................................25
10.6 BOOT ALLOWANCE.........................................................................................................................25
ARTICLE11-HOLIDAYS..........................................................................................................................26
11.1 HOLIDAYS .....................................................................................................................................26
11.2 RELIGIOUS HOLIDAYS......................................................................................................................26
11.3 HOLIDAY OBSERVANCE ...................................................................................................................26
11.4 HOLIDAY ON DAY OFF....................................................................................................................26
11.5 HOLIDAY COMPENSATION...............................................................................................................26
ARTICLE 12-VACATION.......................................................................................................................27
12.1 VACATION ACCRUAL.......................................................................................................................27
12.2 VACATION SCHEDULING..................................................................................................................27
12.3 VACATION PAY...........................................................................................,...................................28
12.4 VACATION UPON TERMINATION.......................................................................................................28
ARTICLE13-SICK LEAVE.......................................................................................................................28
13.1 SICK LEAVE ACCRUAL......................................................................................................................28
13.2 SICK LEAVE USAGE 28
.........................................................................................................................
13.3 COORDINATION-WORKER'S COMPENSATION................................... 28ERROR!BOOKMARK NOT DEFINED.
13.4 FAMILY MEMBER.........................................................................................................................299
13.5 SICK LEAVE PAYOUT.......................................................................................................................29
ARTICLE 14-LEAVES OF ABSENCE.........................................................................................................30
14.1 IN GENERAL...................................................................................................................................30
14.2 JURY DUTY/COURT.......................................................................................................................30
14.3 MILITARY LEAVE ............................................................................................................................30
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 3
14.4 BEREAVEMENT.............................................................................................t.................................30
14.5 MAINTENANCE OF SENIORITY ..........................................................................................................30
14.6 LEAVE WITHOUT PAY......................................................................................................................30
14.7 FAMILY LEAVE-FMLA...................................................................................................................31
14.8 MATERNITY DISABILITY LEAVE .........................................................................................................31
14.9 INCLEMENT WEATHER.....................................................................................................................31
ARTICLE 15-HEALTH&WELFARE.........................................................................................................31
15.1 HEALTH AND LIFE INSURANCE..........................................................................................................31
15.2 RETIREMENT..................................................................................................................................32
ARTICLE16-TRAINING.........................................................................................................................32
16.1 TRAINING......................................................................................................................................32
16.2 TRAINING REIMBURSEMENT............................................................................................................32
ARTICLE 17-LABOR/MANAGEMENT COMMITTEES.............................................................................33
17.1 PURPOSE OF COMMITTEE................................................................................................................33
17.2 COMPOSITION OF COMMITTEE.........................................................................................................33
17.3 COMPENSATION.............................................................................................................................33
ARTICLE18-HEALTH &SAFETY............................................................................................................33
18.1 SAFE WORKPLACE..........................................................................................................................33
18.2 HEALTH&SAFETY PLAN..................................................................................................................33
18.3 DRUG FREE WORKPLACE.................................................................................................................33
18.4 WORK PLACE VIOLENCE..................................................................................................................34
ARTICLE 19-GRIEVANCE PROCEDURE...................................................................................................34
19.1 GRIEVANCE DEFINED ......................................................................................................................34
19.2 GRIEVANCE PROCEDURE..................................................................................................................34
19.3 GUILD/COUNTY GRIEVANCE...........................................................................................................35
19.4 SCHEDULE OF MEETINGS.................................................................................................................35
ARTICLE 20-NO STRIKE/NO LOCKOUT................................................................................................36
20.1 NO STRIKE/NO LOCKOUT..............................................................................................................36
ARTICLE 21-MANAGEMENT RIGHTS AND RESPONSIBILITIES................................................................36
21.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES...................................................................................36
ARTICLE 22-GENERAL PROVISIONS......................................................................................................37
22.1 SAVINGS CLAUSE............................................................................................................................37
ARTICLE 23-ENTIRE AGREEMENT....................................................................:...................................37
23.1 DURATION CLAUSE.........................................................................................................................37
23.2 ENTIRE AGREEMENT.......................................................................................................................37
SIGNATURES ........................................................................................................................................38
APPENDIX A-SALARY TABLES..............................................................................................................39
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 4
PREAMBLE
This Agreement entered into by the Board of Mason County Commissioners,the Public Works Department and
the Support Services Department, hereinafter referred to as the "County," and the Mason County Engineers'
Guild, hereinafter, referred to as the "Guild," has as its purpose the promotion of constructive relations
between the County and Guild,as both provide services to the citizens of Mason County. It is also the intent of
both parties to establish equitable procedures for the purpose of resolving areas of difference.
The County and the Guild 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 County and the Guild
recognize that the success of these objectives depends upon the County'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 County and the Guild 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 (Guild) shall be Mason County Engineers Guild.
1.2 County shall mean the Board of Mason County Commissioners, and the Mason County Public Works
and Support Services Department, as identified in the Preamble to this Agreement. Correspondingly,
"Director" may refer to the Public Works Director or the Support Services Director or Designee is also
as appropriate to the authorizations within that respective Department.
1.3 Employee shall mean a person occupying a position and paid a salary or wage by the County 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 County under a written personal services or
consultant contract or agreement. Types of employment are defined in Article 5.
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 spouse, registered domestic partner, grandparent, parent (biological,
adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or employee's
spouse or registered domestic partner, or a person who stood in loco parentis when the employee
was a minor child), sibling, child (biological, adopted, or foster child, stepchild, or a child to whom
the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless or age or
dependency),grandchild,, in compliance with WAC 296-130-030 and RCW 49.12.270(or subsequent
statutes) and other persons with the approval of the Director or Designee.
1.7 "Overtime" shall mean all Employer-required work, which has been performed in excess of their,
regular scheduled workday, or forty (40) hours per week, consistent with Article 6.4.
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 5
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 "Working Day"shall mean for the purpose of timelines associated with grievances,appeals and policy
issues, an 8-hour working day, excluding holidays.
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 I"or the 16th of the month, depending on the date of the anniversary day(EG,
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 County recognizes the Guild as the sole bargaining agent for the purpose of negotiations on matters of
wages, hours and working conditions for those employees defined in the Public Employment Relations
Commission Decision No. 1236-PERC, and as provided in RCW 41.56,and WAC 391-25.
The Guild hereby agrees and represents to the County that the Guild is duly authorized and empowered to
contract for and on behalf of all employees in the bargaining unit and represents that the Guild and its members
will faithfully and diligently abide by and be strictly bound to all of the provisions of this Agreement as herein
set forth.
There shall be no solicitation of employees for Guild membership during working hours. Any employee who
does so may be subject to disciplinary action.
2.2 NEW CLASSIFICATIONS
When new Regular or Temporary positions are created within the Department, the Guild will be notified of
the pending action within thirty(30)working days prior to hire.
When existing classifications are substantially modified within the Department, the Guild will be notified of
the pending action within thirty(30)working days prior to 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 County 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 Guild salary schedule at the appropriate rate of pay
and at a step arrived at either by mutual agreement/negotiation or PERC ruling.
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 6
ARTICLE 3—GUILD SECURITY
3.1 GUILD REPRESENTATION
a. It is mutually agreed that only Guild members of this unit shall engage in active participation in
Guild 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 orother Guild committees,or participating in othersimilar
activities to the interest of the unit.
b. The Guild shall have no less than a thirty (30) minute orientation with new employees' during
the employees regular work hours. The Guild will explain that it is designated as the exclusive
representative for all employees covered under the Collective Bargaining Agreement. The Guild
shall inform each new employee that membership in the Guild is voluntary and only when an
employee clearly and affirmatively consents to joining the Guild maythe Guild collect fees. In
addition,the Guild shall explain to the new employee the rights and the benefits the employee
would forgo bybeing a non-member.
c. The Guild agreesto accept employees as members without discrimination asto race,color, creed,
sex, sexual orientation, national origin or physical, sensory or mental disabilityor protected
classes under the law.
d. The Employer will provide for payroll deduction of Guild dues and initiation fees upon
authorization by the employee. Payroll deduction authorization cards must be received by the
County department by the 15th day of the month to be recognized as effective for that month.
The County will transmit to the duly designated officer of the Guild 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 Guild, and the Guild 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 Guild.
f. The Guild agrees to supply the Employer with lists of officers of the Guild and representatives
and to keep such lists current.The Employer will recognize the officers and representatives, or
shopstewards.
g. Signatory organization will indemnify, defend,or hold the Employer harmless against any claims
made and against anysuit instituted againstthe Countyon account ofanycheck-off of duesforthe
Guild organization. The Guild 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 BARGAINING UNIT ROSTER
The County will provide the Guild with a list of all employees within the bargaining unit on an annual basis. The
County will also provide to the Representative or Officer the name and other pertinent information regarding
new hires upon request.
The Guild agrees to supply Human Resources with current lists of Officers and stewards. The County will
recognize the Officers and stewards as soon as the list is received, in writing, by Human Resources.
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 7
3.3 NONDISCRIMINATION—GUILD ACTIVITY
Neither party shall discriminate against any employee because of membership in or non-membership in or
activity on behalf of the Guild. No employee shall be discharged or discriminated against for upholding Guild
principles,fulfilling duties as an Officer in the Guild or serving on a Guild committee.
ARTICLE 4—GUILD/COUNTY RELATIONS
4.1 GUILD ACCESS
Authorized representatives of the Guild shall have access to the County's establishment during working hours
for the purpose of adjusting disputes, investigating working conditions, and ascertaining that the Agreement
is being adhered to; provided, however,that there is no disruption of the County's business operations.
4.2 FACILITY USE
The conduct of Guild business on County time and premises shall be subject to the limitations set forth in this
Article and with the understanding that no Guild member or Officer shall use County's equipment in the
conduct of Guild business.
The Guild shall be permitted to use designated premises of the County for Guild meetings, with or without
Guild staff present,provided it is not disruptive to operations and space is available. Use of County's premises
for meetings shall be limited to the hours of 5pm to Sam and 12pm to 1pm, unless otherwise approved by
the County.
4.3 STEWARDS
,Stewards shall be allowed reasonable time during working hours to investigate and process grievances. Prior
to undertaking such grievance duties,the Steward shall inform his/her supervisor of the need to be away from
his/her work. The Department Head shall grant the Steward's request unless the Steward cannot be spared at
that particular time. If such is the case, then the Department Head shall allow the Steward time to perform
his/her Steward duties at the earliest possible time.
The Guild shall provide the Human Resources Department with a current list of all Stewards and Officers.
With notice to the County, Stewards and/or the Officers shall be allowed reasonable time during working
hours to investigate and process grievances, as defined in Article 4.8,4.9 and 19.4.
Guild 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 Guild meetings on their own time.
4.4 ORIENTATION
During the new employee orientation process, Human Resources will provide a copy of the Collective
Bargaining Agreement and will notify new hire of their shop steward. Per RCW 41.56.037, each new hire will
receive a minimum of thirty(30) minutes within the first ninety(90)days from the employee's start date and
will take place at the employee's regular worksite or a mutually agreed upon location. Human Resources will
notify the shop steward and Guild representative of each new hire within ten (10) business days of the date
of hire.
4.5 BULLETIN BOARDS
The County will provide a bulletin board for Guild use. No materials shall be posted except notices of
meetings and elections, results of elections, changes in Guild by-laws, notices of employee social occasions,
similar Guild notices, letters, and memoranda. All material shall be signed by an Officer of the Guild. Guild
will limit the posting of any material on the County's premises to its bulletin board.
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 8
4.6 CONTRACT DISTRIBUTION
The Guild will provide access to a copy of this Agreement to each new and current employee in the unit.
4.7 NEGOTIATIONS RELEASE TIME
The County will make a good faith effort to assist in providing release time for Guild negotiating team
members participating in contract negotiations if negotiations take place on work time, provided that
coverage can be arranged.
4.8 GRIEVANCE RELEASE TIME
Prior to any proposed investigation of a grievance, stewards or Officers provide notice to their and the
grievant's supervisor, which will be granted unless the steward, Officer or the grievant is working..on
something that requires immediate attention. If permission cannot be immediately granted,the County will
arrange to allow investigation of the grievance at the earliest possible time. When it is necessary for stewards
or Officers to conduct Guild 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 County for such steward activities outside the
employee's work shift, without express pre-authorization by the steward's Department Director or Human
Resources.
4.9 GUILD BUSINESS
Compensable Guild business shall be defined as meeting with an authorized County representative who
schedules a meeting during normal business hours when it is necessary for a duly authorized Officer of the
Guild (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 Guild official. When
reasonably possible, the Guild representative will notify their Supervisor or designee when they are
requested to attend a Guild meeting during regular business hours. Consistent with Articles 4.3,4.8 and 19.4,
stewards and/or the Officers shall be afforded reasonable time for the investigation of grievance and
compliance issues dealing with this Agreement. Other Guild business will not be conducted on County time.
Any concerns by the County which indicate that a Guild Officer or steward is spending an unreasonable
amount of time performing Guild duties shall be referred to Human Resources for discussion and resolution
with the Staff Representative of the Guild or their designee.
Time spent preparing for and attending meetings during the Guild representative's non-working hours shall not
be considered as time worked and shall not be subject to compensation. Additionally, time spent by Guild
representatives and/or employees in activities which do not concern the business of the Employer shall not
take place during working hours.
The Guild and the County 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.
ARTICLE 5—EMPLOYMENT
5.1 PROBATIONARY PERIODS
All newly hired employees will be placed on probationary status for a period of six (6) calendar months from
date of hire. New employees with prior related experience may be placed at a step in the salary range
equivalent to one (1)step for each two (2)years of experience, up to a maximum of three(3)steps.
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The County may discharge a probationary employee with a minimum of one (1) day written notice. A
probationary employee does not have the right to grieve termination of his or her employment during the
probationary period.
The County may extend the six (6) month probationary period for new employees up to an additional six
months.The County shall provide a written notice to the Guild no less than fourteen (14) calendar days prior
to the probationary period's expiration of his or her intent to extend a probationary period. The Guild may
request reconsideration of the decision and/or the length of the extension period within fourteen (14)
calendar days of the date of the notice. The employee will remain on probation until, such time, as a
resolution has been determined.
Trial Service Period: Reclassified and promoted employees shall serve a six (6) month trial service period in
their new position. Employees may elect to revert to their previous job classification and position within thirty
(30) calendar days of the effective date of their reclassification or promotion. After this time, if an employee
fails to obtain regular status in the higher position,the employee shall be returned to their previous position, if
it is vacant. If the position is not vacant or if it has been abolished, such employee will be laid off and shall be
eligible for recall, in accordance with Article XVI, except that the employee may not bump into the position of
another employee. Employees on trial service shall be paid the appropriate established salary for that position
and if reverted, either voluntarily or by assignment of their supervisor, will return to their previous salary
(including any adjustments due, e.g., salary increase, step increases, etc.). An employee who reverts back to
his/her former Guild bargaining unit position pursuant to this section may have his/her Guild seniority restored,
minus the time away from the employee's former bargaining unit position.
5.2 TYPES OF EMPLOYMENT
5.2.1 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.
5.2.2 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 15.1.
5.2.3 TEMPORARY EMPLOYEES:.
A temporary employee is hired for a specific assignment 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 15.1 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 County or thirty (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
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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.
5.2.4 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.
5.2.5 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.
5.3 CONTRACTORS
The County will make good faith efforts to assign bargaining unit work to employees covered by this
Agreement. "Contractors"who are not employees of the County will be permitted to do bargaining unit work
where both the need is occasional and temporary and when there are not regular staff either qualified or
available to do such work.
Should the County consider subcontracting, upon the request of the Guild Representative, the parties shall
meet to allow the Guild 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.
Although the County has the final decision on whether to subcontract,that decision must be based on economic
response after considering alternatives presented by the Guild. If the County determines that subcontracting
is necessary, the County shall negotiate with the Guild the effects of subcontracting upon members of the
bargaining unit.
5.4 STUDENTS/INTERNS
Student and Internship programs may be created by the County provided such does not take work away from
budgeted classifications represented by the Guild, the Guild is provided notice and, upon request by the
Guild,the County meets with the Guild to discuss the impacts and benefits of the program.
ARTICLE 6—HOURS OF WORK AND OVERTIME
6.1 WORKDAY/WORKWEEK
A regular full-time workweek shall consist of forty(40) hours of time actually worked or compensated within
a seven(7)day period(typically Sunday 12:00 a.m.through Saturday 11:59 p.m.). Changes in work schedule,
which may include changes in the schedule or total hours, shall be consistent with Article 6.2.
6.2 WORK SCHEDULES
Workday—Workweek. 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 eight (8) hours each workday between 6:00 a.m. to 6:00 p.m., as scheduled
by the Director or Designee, unless the Director establishes an alternate work schedule pursuant below. The
regular workweek shall normally consist of five (5) consecutive workdays, with two (2) consecutive days off.
Regular part-time employees normally are scheduled to work less than forty(40) hours per workweek.
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Flex Time: Flexible starting and/or quitting times may be adopted, on a case-by-case basis, with mutual
agreement between the employee and the Director or Designee. These work schedule adjustments shall not
result in the application of the overtime provisions.
Alternate Work Schedules: Workweeks and work shifts of different numbers of hours and/or workdays may
be established by the Director in order to meet business and customer service needs or in response to
budgetary demands. Employees may be assigned to an alternate work schedule (such as 4-10's or 9-80's)with
four (4) working days' notice from the Director or Designee. Less than four (4) working days' notice may be
given if mutually agreed between the employee and Director or Designee. Employees may request an alternate
work schedule,which is subject to approval by the Director or Designee.
6.3 REST/MEAL BREAKS
Employees will be allowed up to a one (1) hour unpaid lunch period as approved and scheduled by the
Department Head. Employees may 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.
6.4 OVERTIME
Any regular full-time employee in paid status more than eight(8) hours or their regularly scheduled workday
shall be paid for at the rate of time and one-half (1 %) hours for the work performed. All work performed
between midnight Saturday and midnight Sunday shall be paid for at the double-time rate. All overtime shall
be pre-approved by the Director or Designee. Overtime compensation shall not be paid more than once for
the same hours under any provision of this Article or Agreement. Overtime shall be paid to the nearest quarter
hour.
Time compensated shall be considered as time worked for purposes of this Article.
Any work on a Sunday that is required by the Manager and which falls outside of the employee's regular
workweek or work schedule shall be compensated at two times the employee's regular hourly rate of pay.
Upon a request to work beyond the regular workday, by mutual agreement, the parties may agree upon an
adjusted workweek for that specific workweek,for purposes of employee convenience and to avoid overtime.
6.5 Comp TIME
The Director or designee 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(1 1/2)their regular rate of pay 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 compensatory time reaches the eighty (80) hours maximum.
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, they will receive a
payout for the unused comp time on the December 25 payroll check.
Compensation shall not be paid (nor com 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.
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ARTICLE 7—EMPLOYMENT PRACTICES
7.1 NONDISCRIMINATION
Mindful of their legal and moral obligations,the parties agree that in their service to the public they will provide
equal treatment and respect for all including the public, as well as the parties to this Agreement.
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 Guild activities. Bona fide occupational qualifications based on the above traits do not violate this Section.
All references to gender in this Agreement are intended to refer equally to male and female.
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 Guild or members thereof.
7.2 JOB POSTING
Prior to public advertisement,all job vacancies within the bargaining unit shall be posted for seven(7)calendar
days to allow current Guild members the first opportunity to apply for the position. 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. Guild positions will be identified
as such.
Employees in the bargaining unit will be considered for a promotion or transfer subject to their capabilities and
qualifications to perform the work, before considering a candidate from outside the bargaining unit.
7.3 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.
Any employee who is promoted or reclassified into a higher-level-job classification will be placed at the step in
the new pay range (on the salary plan)that provides at least a five percent(5%)wage increase.
Employees who promote,transfer or voluntarily demote to another job classification within their Department
shall serve a six(6) month trial service period in their new position.
7.4 PERSONNEL FILE/POLICIES
Unless otherwise provided by the terms of this Agreement,the County Administrative and Personnel Policies
shall apply to members of this bargaining unit. Employees shall also refer to County 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 County policies and any provisions of this Agreement, the provision(s) of
this Agreement shall govern.
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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 County to act on their behalf,and staff in the Human
Resources Department. An employee may examine his/her 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 personnel file. The County's failure
to abide by this Article pertaining to personnel file access shall not affect the County's ability to proceed with
the merits of discipline or discharge but may be a separate Guild 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.
7.5 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:
7.5.1 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.
7.5.2 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 7.6.
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.
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7.6 DISCIPLINE/CORRECTIVE ACTION
The County 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, corrective action plan
for poor work performance, and/or misconduct,
• suspension 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, but rather shall be requested as an indication that they have seen and
comprehend the gravity of the disciplinary action. 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 County will notify the Guild 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 County 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 Guild representative at such an
interview. Upon request,they shall be afforded a Guild representative.The County will delay the interview
for a reasonable period of time in order to allow a Guild representative an opportunity to attend. If a Guild
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 County 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 County, and shall have the right to Guild representation during that meeting, upon request. (Loudermill
rights)
The County shall endeavor to correct employee errors or misjudgments in private, with appropriate Guild
representation, if requested by the employee.
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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 County:
7.6.1 That the County did forewarn employee of possible consequences of conduct;
7.6.2 That the County policy, rule,or order involved reasonably related to the orderly,efficient, or
safe operation of the County;
7.6.3 That before administering discipline, the County did make an effort to discover whether
employee did, in fact,violate or disobey an County policy or rule;
7.6.4 That the County conducted its investigation objectively;
7.6.5 That,in the investigation,the County did obtain evidence or proof that the employee violated
such County policy or rule;
7.6.6 That the County applied its rules, orders, and penalties without discrimination under the
circumstances; and
7.6.7 That the degree of discipline was reasonably related to the seriousness of the offense and/or
the employee's record.
ARTICLE 8—SENIORITY
8.1 DEFINITIONS
The County recognizes the principal of seniority within the Guild. Seniority within the Guild,byjob classification,
shall be one of several factors considered for hiring, promotion, layoff,and any other appropriate application.
Classification Seniority:The service time spent in a job classification within the bargaining unit.
County Seniority: The total unbroken services with Mason County. An employee's County service date shall be .
established as the initial date of hire upon completion of the original six(6) month probationary period.
Guild Seniority: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 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:
8.1.1 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.
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8.1.2 Continuous Service
Means uninterrupted employment with the County 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.
8.1.3 Lavoff
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 County 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 Department.
8.1.4 Affected Group/Employees
An Affected Group would be any job classification that is subject to a layoff. An Affected Employee
would be the leapt 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.
8.1.5 LaVoff Alternatives
A number of alternatives exist for affected employees including:
1. Assume a vacant position-per Article 8.13.1
2. Bump-displacing a less senior employee
3. Recall-accepting unemployment and the option of future recall
8.1.6 Bumping
The displacement of a less senior regular employee by another regular employee with more Guild
seniority as defined by this Article.
8.2 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 the purpose of layoff,seniority shall mean time spent in a job classification 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
8.2.1 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.
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8.2.2 Layoffs
Classification Seniority shall determine who is to be laid off within the selected classification(affected
group) and within the 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,County seniority shall be determinative.
8.2.3 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 County.
8.2.4 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 will be the primary consideration,
applied in accordance with seniority, consistent with Article 8.2.3.
8.3 PROBATIONARY PERIOD
Upon successful completion of the probationary period, the County seniority of the Regular employee shall
be established as the initial date of hire, including the service during the probationary period. Classification
seniority shall then be based on continuous service with the Department in that classification.
8.4 Loss OF SENIORITY
Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided that
employees on layoff status who are recalled within eighteen (18) months of the date they were laid off shall
have their original seniority date adjusted by the period of time in layoff status.
An employee,therefore,will lose seniority rights by and/or upon:
8.4.1 Resignation.
8.4.2 Discharge.
8.4.3 Retirement.
8.4.4 Layoff/Recall list of more than eighteen (18) months.
8.4.5 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(or eighteen(18)months in the event of recall),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.
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Except as provided in the preceding paragraph,an employee who voluntarily accepts a regular position outside
of the Guild shall lose all bargaining unit seniority with the Engineers'Guild should the employee be rehired into
a bargaining unit position at a later date.
8.5 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 County or within a job classification
covered by this Agreement.
For purposes of this article, a layoff is further identified as an involuntary reduction in force by termination of
employment or a temporary or permanent involuntary reduction of hours below an employee's normal
workweek or work month (i.e.any reduction in hours which results in a regular position being less,than their
budgeted FTE). The County may reduce the work force because of lack of work or lack of funds.
Total Classification Seniority shall determine who is to be laid off within the selected classification. Bumping
rights are determined by Guild seniority, consistent with Article 8.2.
Layoff process:
A. The County may reduce the work force because of lack of work, lack of funds, or workflow
reorganization.
B. If a reduction in the workforce becomes necessary,the County will first consider reduction through
normal attrition, (i.e., by not filling normally occurring vacancies.)
C. If normal attrition is not feasible, then the County shall determine which position(s) will be
eliminated. The least senior employee(s) in the affected job classification(s)shall be laid off.
Before laying off any regular employee,all temporary and probationary employees within the same Department
shall be laid off first, provided there is a regular employee qualified to do the work of the position and unique
skills are not required.
8.6 NOTICE
Employees scheduled for layoff shall be given at least fourteen (14)calendar days'written notice of the layoff.
8.7 MEETING WITH GUILD
The Guild shall also be notified in writing of any reduction in hours proposed by the County, including the
purpose,scope, and duration of the proposed reduction.
Upon the Guild's request,the County and the Guild shall meet promptly during the notice period identified
in Article 8.6 to discuss the reasons and the time-lines for the layoff and to review any suggestions concerning
possible alternatives to layoff. Guild concerns shall be considered by the County prior to implementation of
any reduction in hours. This procedure shall not preclude the County from providing notice to employees or
requesting volunteers to take leaves of absence without pay, provided the County notifies the Guild of the
proposed request.
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8.8 AFFECTED GROUP
The following procedure shall apply to any layoff:
8.8.1 Affected employees
The County 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 Classification seniority, within the affected job classification shall be
selected for layoff, consistent with Article 8.2.2. The exception would be only when the County
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 Classification seniority within a job classification is equal, County seniority will be the
determining factor. If all of the seniorities are equal,then Management shall make the final decision
based on performance and job skills.
8.8.2 Volunteers
Simultaneous with implementing the provisions of the layoff procedure, the County 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 8.13.
8.8.3 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.
8.9 VACANT POSITIONS
Positions will be filled in accordance with Article 8.2 and other sections of this Article.
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 County, consistent with Article 8.13.1. Within other Departments affected employees will be given
consideration for vacant positions for which they are qualified.
8.10 SENIORITY LIST
The County shall update the seniority list and provide it to the Guild 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 Guild and posted in the affected
Department.
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8.11 ORDER OF LAYOFF
The least senior employee (by Office / 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.
8.12 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 pay range and, additionally,the educational and experience
qualifications, FTE and work-week are substantially similar.
8.13 LAYOFF OPTIONS
Affected employees who have completed their probationary period shall have the following options:
8.13.1 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 County for which the employee is qualified.
When a regular full-time or part-time employee is being laid off the County 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.
8.13.2 Bump
Employees scheduled for layoff may bump into another employee's position in lieu of being laid off, if
all of the following conditions are met:
1) They have more Guild 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 County
to be qualified to immediately perform the primary functions of the job; and
4) They provide at least five(5)working days'notice from the date of the layoff notice of their
intent to exercise their bumping right to the County.
Under no circumstances shall an employee's exercise of his/her 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 the layoff. If the employee is eligible to bump another employee pursuant to the
conditions in Subsection D,above,then that third employee identified for layoff shall be laid off.
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 8.2.3. 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 County.
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An employee who has bumped shall move to the highest step of the new range that does not exceed
their current salary.
8.13.3 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 8.15.
Nothing contained in this layoff section shall be construed to require the County 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 salary range shall be placed in their former step and time instep. The
salary for non-regular positions not represented by the bargaining unit shall be determined by the County.
8.14 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 8.13. 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.
8.15 RECALL
Any Regular employee who is laid off shall have his/her name placed on a recall list 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 permanent status. The employee's name shall remain on the recall list(s) for a period of
eighteen(18)months from date of layoff. Persons 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 that they are qualified to perform.
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 afterthe 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) months, 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 to the same or another job classification in the bargaining unit
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
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 22
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.
As long as any employee remains on the recall list the County 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 Guild, upon request.
Employees shall not lose seniority original as a result of layoff for a period of up to eighteen (18) months, per
Article 8.4.4; provided, however, that neither benefits nor seniority shall be accrued during the period of
layoff.
8.16 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 County 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
13.5. 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.
8.17 UNEMPLOYMENT CLAIMS
If laid off employees apply for unemployment compensation benefits,the County will not contest the claim
and will confirm that the employee was laid off.
ARTICLE 9—WAGES
9.1 WAGE SCHEDULE.
Effective upon ratification of this Agreement through December 31, 2022, each employee shall be
compensated as set forth in Appendix A.
1/1/2020 1.75%.
1/1/2021 2.00%
1/1/2022 2.00%
Each move within a position's salary range is determined by the employee's Annual Performance Review given
by the employee's supervisor on or before the employee's anniversary. It will be the responsibility of the
employee's supervisor to notify, schedule and carry out the evaluation during the above time period. The
anniversary date is defined as the employee's actual date of appointment to their currentjob classification. The
employee's actual date of hire with Mason County will always remain the same (regardless of promotion) for
purposes of annual leave,sick leave, and retirement.
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9.2 HIRE-IN RATES
New regular employees shall normally be placed at Step 1 of the appropriate salary range (Appendix A) or
placed consistent with current personnel rules. However, Management shall have the right to place new
employees on the salary schedule based on management's determination of the new employee's experience
level.
9.3 SHIFT DIFFERENTIAL
Shift differential is not applicable to this bargaining unit.
ARTICLE 10—OTHER COMPENSATION
10.1 BILINGUAL PAY
Eligible employees shall receive Bilingual pay for the certification level authorized by the Employer:
Seventy-five dollars($75.00) per month for the General certification
Eligibility requirements:
a. The County shall determine if Bi-Lingual pay shall be utilized, the language(s) that Bi-Lingual is
payable for and the number of employees eligible for Bi-lingual pay.
b. Bilingual general certification through DSHS or other pre-approved accredited institution. The
County, at its discretion, may choose which certification(s) are required and acceptable substitutes,
such as certification from other states.
10.2 CALL-BACK PAY
All employees will respond to emergency call-outs unless extenuating circumstances such as illness or other
incapacitation prevent the employee from responding.
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 (2) 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(1%)times the regular rate, unless an adjusted work week is mutually agreed upon per Article 6.4.
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.
10.3 WORK IN A HIGHER CLASSIFICATION AND LEAD WORKERS
A supervisor may assign an employee to perform the majority of the primary duties of a higher job 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.
If the employee.is scheduled to work in the higher job classification for ten(10)consecutive workdays or more,
the employee shall be paid at the step of the salary range for the higher classification that provides at least a
five percent(5%)increase. The pay adjustment shall commence on the first day of the work out of classification
assignment.
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A supervisor may temporarily assign the duties of a higher level job classification to one employee or to several
employees for cross-training purposes, so long as the assignment is for fewer than ten (10) consecutive
workdays. There shall be no adjustment in pay during the cross-training assignment(s). However,the County
may not utilize this cross-training provision in order to avoid paying for work performed outside of an
employee's regularjob classification(e.g.assigning multiple rotations of"cross-training"totaling more than ten
(10) consecutive workdays).
No employee shall be reduced in salary or benefits when temporarily assigned by the County to perform the
work of a lower classification,except in the event of a disciplinary demotion.
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."A Lead Workerwill 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 Bargaining Unit. This job classification is used at the discretion of management (and
with prior approval of the Board of County Commissioners). 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.
10.4 MILEAGE REIMBURSEMENT
All bargaining unit employees who are required to use their own vehicles for County business shall be
reimbursed at the mileage rate set by the current policy for all miles driven on such business.
10.5 LONGEVITY
The County shall provide additional monthly compensation above each eligible employee's base salary to
recognize continuous length of service as a County employee, as follows:
Total Years of Service Completed Additional Pay Increment
1-10 Years 0
11-15 Years 1.5
16-20 Years 3.0
21-25 Years 4.5
26 or more Years 6.0
Eligible regular part-time employees shall receive longevity pro-rated in proportion to the hours the part-time
employee is in pay status during the month as compared to that required of full-time employment.
10.6 BOOT ALLOWANCE
All field employees to include only Environmental Coordinator, Engineering Technicians, Survey Staff, Right of
Way Technician and Road Utility Specialist shall receive an annual boot allowance in the amount of Two
Hundred Dollars ($200.00).
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I
10.7 EDUCATION INCENTIVE
Any employee who received a college degree shall receive an additional compensation at the following rates:
Associates Degree 1.5%
Baccalaureate Degree E45
%
Master's Degree %
In order to qualify, individuals must receive their degree from a regionally accredited instruction,Approved by
their Elected Official or Department Head and have a degree or transcripts submitted to Human Resources
ARTICLE 11-HOLIDAYS
11.1 HOLIDAYS
The following is a listing of the County's recognized paid holidays:
New Year's Day Labor Day
Martin Luther King Day Veterans' Day(Armistice Day)
President's.Day Thanksgiving Day
Memorial Day Day After Thanksgiving
July Fourth Christmas Eve
Two (2) - Floating Holidays Christmas Day
For any holiday to be paid an employee must be in paid status the employee's scheduled workday before and
the employee's scheduled workday after the holiday.
Use of a floating holiday is to be at the discretion of the employee with the approval of the Supervisor in advance
of the absence. Floating holiday(s) must be used by December 15, or will be forfeited, unless denied on the
basis of staffing needs by the County. Floating holidays shall be used in whole hour increments. Christmas Eve
Day may be taken off based on the operational needs of the County and Public Works, and if this cannot be
accommodated,the employee will schedule an alternate date with their supervisor's approval.
11.2 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.
11.3 HOLIDAY OBSERVANCE
Should the holiday fall on a Saturday,the Friday preceding the holiday shall be observed as the official holiday.
Should the holiday fall on a Sunday,the Monday following the holiday shall be observed as the official holiday.
11.4 HOLIDAY ON DAY OFF
When a holiday falls on a day that an employee is ordinarily scheduled to be off work,an alternate day off within
the same workweek shall be designated as the employee's"holiday."
11.5 HOLIDAY COMPENSATION
Effective upon ratification of this agreement, eligible benefitted employees shall be paid based on the
employee's (daily) normal weekly work schedule (i.e.,4-10 schedule is 10 hours holiday pay; 5-8 schedule is
8 hours holiday pay, 9-80 schedule is 9 hours pay). If an employee is requested to work on Holiday, the
employee shall receive two (2) times their regular rate of pay, plus Holiday Benefit pay. No employee shall
be called on a Holiday for less then four(4) hours.
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Regular part-time employees shall receive paid holidays 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.
ARTICLE 12—VACATION
12.1 VACATION ACCRUAL
All regular and temporary full-time employees of the County coming under this Agreement after six (6)
months of employment shall be entitled to and receive vacation leave with pay as follows:
15t through 3rd year of employment 96 hours
4th through 71h year of employment 120 hours
8th through 9th year of employment 144 hours
101h through 11th year of employment 160 hours
121h through 14th year of employment 176 hours
15'through 16th year of employment 184 hours
17th through 19th year of employment 192 hours
20th year or more 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 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.
Employees shall accumulate one-twelfth (1/12th) of their yearly accumulation total per month.
For regular and temporary full-time or regular and temporary part-time employees, the maximum amount of
vacation leave that may be accrued at any point in time is four hundred (400) hours. No vacation leave accrued
will be added to an employee's vacation leave benefit when the maximum accrual has been attained, except
that the four hundred (400) hours maximum may be exceeded in any given month with prior written approval
of the Director.
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.
12.2 VACATION SCHEDULING
Vacation leave must be requested in writing, in advance, and is subject to the written approval of the
Department Head or designee.
Vacation leave approval will be on the basis of meeting the workload requirements of the Mason County service
schedule where the employee is employed.
Vacation leave accrued within the first six (6) months of employment cannot be utilized by an employee until
he/she has successfully completed the initial appointment probationary requirements. An employee whose
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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.
Whereas the Guild and the Employer recognizes the importance of employees utilizing earned vacation leave
to promote and enhance their mental and physical well-being,employees shall attempt to use leave during the
year in which it is earned.
12.3 VACATION PAY
Vacation leave days shall be the same as the regular workday schedule for the Division 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.
12.4 VACATION UPON TERMINATION
At the time of employment termination with Mason County, other than within the first six (6) months of
probationary employment,each Regular and Temporary employee will be paid for any unused vacation leave,
provided that no employee may receive payment for more than four hundred (400) hours.
ARTICLE 13-SICK LEAVE
13.1 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 Guild mutually agree to comply the with the laws. Sick leave shall be accumulated
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 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 sick leave for that month,
and shall accrue sick 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. May not carryover
more than one thousand two hundred (1,200) hours of accrued sick leave annually.
13.2 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.
Employees are expected to be on the job unless excused by Supervisor or Department Director because of
illness. Sick leave shall be considered as a type of insurance and not as a benefit. Abuse of sick leave shall
be grounds for disciplinary action. A Department Head may require an employee to provide a written notice
from the employee's health care provider when a pattern of excessive absence and/or sick leave abuse is
indicated.
When an employee's sick leave necessitates more than three (3) consecutive days of leave from work, the
employee may be requested to provide the written verification that he/she has been under the care of a
medical doctor or other bona fide practitioner.
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An employee may be required to provide a written notice from the employee's health care provider when a
pattern of excessive absence and/or sick leave abuse is indicated. Abuse of sick leave shall be grounds for
disciplinary actions.
Sick Leave cannot be taken before it is actually earned.
13.3 COORDINATION-WORKER'S COMPENSATION
In the event an employee shall be entitled to benefits or payments under any program of disability insurance
furnished by the County, Worker's Compensation Act or similar legislation by the State of Washington or
other governmental unit,the County shall pay to the employee only the difference between the benefits and
payments received under such insurance or act by such employee and the regular rate of compensation that
he/she would have received from the County if able to work.
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 he/she also receives sick
leave compensation, his/her 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 any employee has no sick leave accumulated,vacation leave may be substituted.
13.4 FAMILY MEMBER
Authorized uses of sick leave may be utilized as defined in Article 1.6.
13.5 SICK LEAVE PAYOUT
Employees hired before January 1, 2011, shall receive payment for unused 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;or upon the death of the employee, in which case payment shall
be made to his/her estate. 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.
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ARTICLE 14—LEAVES OF ABSENCE
14.1 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 forthe 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).
14.2 JURY DUTY/COURT
An employee, who is required to serve on a jury or as a result of official County 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.
14.3 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).
14.4 BEREAVEMENT
Employees will be provided up to three (3) days of paid bereavement leave in the event of the death of an
immediate family member. A day of bereavement leave shall be in accordance with the employee's regularly
scheduled workday. Immediate family includes only persons related by blood or marriage or legal adoption.
These individuals are,for purposes of this article: wife, husband, parent,grandparent, brother,sister,child or
grandchild,grandmother-in-law,grandfather-in-law,mother-in-law,father-in-law,sister-in-law,brother-in-law,
son-in-law, daughter-in-law, nieces, nephews,cousins,aunts,and uncles of the employee. Other relationships
may be approved at the discretion of the Director or designee. Upon request,two(2)days of accrued sick leave
shall be granted. Additional time off may be requested and charged to comp time, floating holiday or annual
leave, as approved by the Director or designee.
14.5 MAINTENANCE OF SENIORITY
The County 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.
14.6 LEAVE WITHOUT PAY
An employee may request a leave of absence without pay for up to a period of (1) year to accommodate
recovery from a long-term illness or injury. Other leave of absence requests are limited to six(6) months. As
appropriate for the type of leave requested, all allowable leave balances must be exhausted prior to taking a
leave of absence without pay, except for using vacation leave during an employee's probationary period.
If a medical leave of absence without pay is granted,the employee shall have return rights to his/her previously
held position. Return rights for any other leave of absence shall be limited to three(3)months. If the previously
held position has been abolished during the leave of absence, then the employee shall have return rights to a
similar position(a position in the same classification at the same salary level) if there is a vacancy. If there is no
vacant similar position,the employee shall be placed on the recall list, pursuant to Article XVI,Seniority, Layoff
and Recall.
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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 14.5 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 seniorityfor 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.
14.7 FAMILY LEAVE—FMLA
The County and the Guild mutually agree to comply with all State and Federal Family Leave Laws(FMLA, RCW
49.78).All allowable leave balances must be exhausted prior to an employee taking leave without pay.
For purposes of this Article,the definition of"immediate family"will be found in Articles 1.6.
The County will grant leave consistent with state and federal law. Family leave shall be 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 directly contact
the County's Human Resource Department for guidance.
14.8 MATERNITY DISABILITY LEAVE
Consistent with WAC 162-30-020,the County 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 County 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 County'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 14.7. Once this paid leave is exhausted, the employee's leave
may be switched over to unpaid leave.
14.9 INCLEMENT WEATHER
Employee rights and responsibilities during severe weather and emergency or disaster conditions are covered
by the current Inclement Weather Policy of the County. The goal shall be to continue to provide essential
County services, consistent with public and employee safety and emergency operations priorities.
ARTICLE 15—HEALTH &WELFARE
15.1 HEALTH AND LIFE INSURANCE
The County shall contribute as below each month during the term of this Agreement for each eligible
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 31
employee for medical, dental,vision, and life insurance coverage. Eligible employees are those regular full-
time and regular part-time employees compensated for eighty (80) hours or more per month during the
calendar year.
A. Effective January 1,2020 the contribution shall be increased to one thousand three hundred and
ten dollars ($1310) per month during the term of this Agreement for each eligible employee for
medical, dental,vision, and life insurance coverage.
B. Effective January 1, 2021 the contribution shall be increased to one thousand three hundred
sixty-two dollars($1362)per month during the term of this Agreement for each eligible employee
for medical,dental,vision, and life insurance coverage.
C. Effective January 1, 2022 the contribution shall be increased to one thousand four hundred
fourteen dollars($1414) per month during the term of this Agreement for each eligible employee
for medical, dental,vision,and life insurance coverage.
Eligible benefitted employees are those Regular and Temporary full-time and Regular and Temporary part-
time employees compensated for eighty (80) man-hours (excludes vacation, sick and comp time payouts
upon separation) or more per month during the calendar year. Part-time employees hired after January 1,
2014 will have the benefits of this Article prorated to FTE and adjusted by actual hours worked effective upon
the date of such language being approved under the County's Personnel Policy.
Absent other written notice by the Guild, this contribution is to be applied to premiums for Washington
Teamsters Welfare Trust Medical Plan B, and current County vision, dental, and life insurance plans.
In the event the County's maximum monthly contribution is insufficient to provide 100% of the total Health
and Welfare premiums as referenced in Section 1, above, the priority of 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 contribution shall be paid by a reduction of
the necessary amount from the employee's salary.
The County shall provide an Employee Assistance Program benefit for all bargaining unit employees.
15.2 RETIREMENT
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.
ARTICLE 16-TRAINING
16.1 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.
16.2 TRAINING REIMBURSEMENT
Compensation associated with training or representation of the County on official business shall be consistent
with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296-128-500.
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 32
ARTICLE 17—LABOR/MANAGEMENT COMMITTEES
17.1 PURPOSE OF COMMITTEE
In order to facilitate effective communication between the County and the Guild,the parties may form a Labor
Management Committee (LMC) to meet during working hours at a time that is mutually agreeable to the
parties. Matters discussed at these meetings shall be general in nature, affecting the Employer and the
bargaining unit. The meetings shall not be used to supplant the grievance procedure,circumvent the collective
bargaining process, or to air individual employee concerns. Participation in the LMC shall not unduly disrupt
the Employer's operation.
Policy Work Groups-The Guild will be given an opportunity to designate participants to Policy Work Groups
related to employment policies. Policy Work Groups will be chaired by Human Resources. Policy Work Group
participants will not negotiate on behalf of the Guild regarding employment policies that would impact
wages, hours and working conditions.
17.2 COMPOSITION OF COMMITTEE
The Labor Management Committee meetings will include representatives of the County and representatives
appointed by the Guild, 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.
17.3 COMPENSATION
All meeting time spent by members of the joint Labor-Management Committee will be considered time
worked and will be paid at the appropriate regular rate of pay.
ARTICLE 18—HEALTH &SAFETY
18.1 SAFE WORKPLACE
The County is responsible for maintaining a safe and healthful workplace. The County 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.
18.2 HEALTH&SAFETY PLAN'
The County 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.
18.3 DRUG FREE WORKPLACE
The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that County 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.
Fitness For Duty: If a supervisor or manager reasonably suspects, through observation, that an employee
may physically 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
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 33
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 County'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 County's substance abuse policy.
18.4 WORK PLACE VIOLENCE
The County is committed to employee health and safety. Workplace violence, including threats of violence
by or against a City employee, will not be tolerated and should be immediately reported whether or not
physical injury occurs.
ARTICLE 19-GRIEVANCE PROCEDURE
19.1 GRIEVANCE DEFINED
A grievance is an allegation by an employee, group of employees or the Guild that there has been a violation,
misapplication or misinterpretation of this Agreement. The purpose of this 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 of interest to several employees may be filed as a "group grievance."
19.2 GRIEVANCE PROCEDURE
The commitment of the County and the Guild is to resolve any grievance at the lowest possible level of
supervision. References to the Director or Designee shall mean the individual to whom the employee's work
unit and manager(s) report, or the person designated to act in his/her capacity. Any time limits stipulated in
this grievance procedure may be extended for stated periods of time by the appropriate parties by mutual
agreement, in writing,with copies to the County,the Guild and the aggrieved employee(s).
Failure by an employee and/or the Guild 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 Guild or the employee to advance the grievance to the next step in the grievance procedure.
The processing and adjudication of grievances shall be conducted during working hours.
Grievance Procedure:
Step 1. Before filing a written grievance, the employee and/or a representative of the Guild shall discuss the
problem with the employee's immediate supervisor within five (5)working days from the date of the incident
giving rise to the grievance or the date the employee or representative knew or reasonably could have known
of the alleged incident. If the grievance is not able to be resolved informally,then a formal grievance may be
filed at Step 2.
Step 2. A written grievance must be filed with the Director or Designee within seven (7) calendar days of the
meeting between the supervisor and employee/Guild representative,as described in Step 1 above. The written
grievance shall include the following:
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
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 34
3. The remedy sought.
Within ten (10) calendar days of receiving the written grievance, the Director or Designee shall schedule a
meeting with the employee and Guild representative to hear and seek to resolve the grievance. The Director
or Designee shall provide a written response to the employee and the Guild Representative within fourteen
(14) calendar days of the meeting. A copy of the grievance and written response also shall be filed with the
Human Resources Department.
If the grievance is not resolved at Step 2,the Guild may advance the grievance 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 shall schedule a meeting with the employee,Guild Representative,and Director
or Designee to hear and seek to resolve the grievance. The Human Resources Director shall provide a written
response to the grievance within fourteen (14) calendar days of the meeting. The written response shall be
provided to the employee,Guild representative and the Director or Designee.
If the grievance is not resolved at Step 3,the grievance may be advanced to Step 4.
Step 4. If the grievance is not resolved as provided in Step 3, above,the Guild representative may submit the
grievance to a grievance committee. The committee shall consist of one member appointed by the Guild and
one member appointed by the County. The two members shall then select a third impartial member. The
Grievance Committee shall hear the grievance within fourteen (14) calendar days of the decision rendered in
Step 3.The Grievance Committee shall confer in executive session following presentation by the parties of the
arguments in the grievance and shall render a decision either affirming or denying the grievance. A member of
the Grievance Committee shall issue a written decision to the parties within fourteen (14) calendar days of
these proceedings. A copy of the written decision,which shall be binding upon the Guild and the County,shall
be provided to the aggrieved employee(s),Guild representative,Director or Designee and the Human Resources
Director.
19.3 GUILD/COUNTY GRIEVANCE
Eitherthe Guild orthe County may initiate a grievance at Step 2 if the grievance is submitted in writing within
ten (10)business days from the date the County/employees became aware or reasonably should have known
that the grievance existed. The County 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. A
County grievance will not be subject to Arbitration and may only go to mediation upon mutual agreement.
The Guild may initiate a Grievance at Step 2 anytime that it involves a group of employees involving different
supervisors orfrom different Departments. Such grievances may be referred to mediation services by mutual
agreement prior to Arbitration.
19.4 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:
19.4.1 Investigate any grievance or dispute so that same can be properly presented in accordance
with the grievance procedure.
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 35
19.4.2 Attend meetings with the Director or other County 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.
19.4.3 Confer with a staff representative of the Guild and/or employees on County 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 4.3,obtaining coverage to insure minimum staffing levels shall not
be considered an unnecessary delay. The County shall not be obligated to provide coverage immediately if
the use of overtime is the only means of providing that coverage.
ARTICLE 20-NO STRIKE/NO LOCKOUT
20.1 NO STRIKE/NO LOCKOUT
The Guild 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 County shall not lockout any employee during
the life of this Agreement.
ARTICLE 21—MANAGEMENT RIGHTS AND RESPONSIBILITIES
21.1 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 the right to:
A. Establish,plan for and direct the workforce 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. Layoff 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.
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 36
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 or any provision in this Agreement 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, such invalidation or
such part or portion of this Agreement shall not invalidate the remaining portions of the Agreement,which shall
remain in full force and effect throughout the term of the Agreement. The County and the Guild may meet
within thirty (30) calendar days for re-negotiation 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 become effective January 1, 2020 and shall remain in full force and effect through
December 31,2022.
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.
The existing contract shall remain in effect until a successor contract is signed, or until one year from the
termination of this Agreement.
23.2 ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire agreement between the parties and any past
practice or past agreement between the parties prior to the effective date of this Agreement—whether written
or oral—is null and void unless specifically preserved in this Agreement.
i
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 37
SIGNATURES
DATED this day of
MASON COUNTY BOARD OF COUNTY COMMISSIONERS
ENGINEERS GUILD MASON COUNTY, WASHINGTON
Jessica Koehn Sharon Trask
Representative Commissioner, Chair
rn Rhoades Randy Neatherlin
Representative Commissioner
Kevin Shutty
Commissioner
Approved as to form:
Timothy Whitehead
Chief Deputy Prosecuting Attorney
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 38
APPENDIX A-SALARY TABLES
Reflects 1.75%General Wage Increase Note numbers may vary slightly due to rounding in MUNIS
2020 Salary Table STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
Administrative Assistant Senior 4,115.14 4,218.02 4,323.47 4,431.56 4,542.34 4,655.90 4,772.30
Administrative Assistant
3,461.93 3,548.47 3,637.19 3,728.11 3,821.32 3,916.85 4,014.77
Financial Analyst Senior 5,028.32 5,154.03 5,282.88 5,414.95 5,550.33 5,689.08 5,831.31
Financial Analyst
4,230.15 4,335.91 4,444.30 4,555.41 4,669.30 4,786.03 4,905.68
Network Engineer 6,103.77 6,256.36 6,412.77 6,573.09 6,737.42 6,905.85 7,078.50
Systems Administrator
5,430.68 5,566.45 5,705.61 5,848.25 5,994.46 6,144.32 6,297.93
Information Services Tech
4,527.28 4,640.46 4,756.47 4,875.38 5,250.25 5,122.20 5,250.25
Environmental Coordinator Senior 5,403.34 5,538.43 5,676.89 5,818.81 5,964.28 6,113.39 6,266.22
Environmental Coordinator
4,545.65 4,659.29 4,775.77 4,895.16 5,017.54 5,142.98 5,271.56
Engineering Construction Technician
Senior 5,403.34 5,538.43 5,676.89 5,818.81 5,964.28 6,113.39 6,266.22
Engineering Construction Technician
4,545.65 4,659.29 4,775.77 4,895.16 5,017.54 5,142.98 5,271.56
Road Utility Specialist Senior 5,403.34 5,538.43 5,676.89 5,818.81 5,964.28 6,113.39 6,266.22
Road Utility Specialist 4,545.65 4,659.29 4,775.77 4,895.16 5,017.54 5,142.98 5,271.56
Right of Way Agent Senior
5,403.34 5,538.43 5,676.89 5,818.81 5,964.28 6,113.39 6,266.22
Right of Way Agent 4,545.65 4,659.29 4,775.77 4,895.16 5,017.54 5,142.98 5,271.56
Senior Party Chief Tech 5,403.34 5,538.43 5,676.89 5,818.81 5,964.28 6,113.39 6,266.22
Party Chief Tech 4,545.65 4,659.29 4,775.77 4,895.16 5,017.54 5,142.98 5,271.56
GIS Analyst Senior 5,403.34 5,538.43 5,676.89 5,818.81 5,964.28 6,113.39 6,266.22
GIS Analyst 4,545.65 4,659.29 4,775.77 4,895.16 5,017.54 5,142.98 5,271.56
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 39
APPENDIX A-SALARY TABLES
Reflects 2.00%General Wage Increase Note numbers may vary slightly due to rounding in MUNIS
2021 Salary Table STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
Administrative Assistant Senior 4,197.44 4,302.38 4,409.94 4,520.19 4,633.19 4,749.02 4,867.75
Administrative Assistant 3,531.16 3,619.44 3,709.93 3,802.68 3,897.74 3,995.19 4,095.07
Financial Analyst Senior
5,128.89 5,257.11 5,388.54 5,523.25 5,661.33 5,802.87 5,947.94
Financial Analyst
4,314.76 4,422.63 4,533.19 4,646.52 4,762.68 4,881.75 5,003.79
Network Engineer
6,225.84 6,381.49 6,541.03 6,704.55 6,872.17 7,043.97 7,220.07
Systems Administrator 5,539.30 5,677.78 5,819.72 5,965.22 6,114.35 6,267.21 6,423.89
Information Services Tech
4,617.82 4,733.27 4,851.60 4,972.89 5,355.26 5,224.64 5,355.26
Environmental Coordinator Senior 5,511.41 5,649.20 5,790.43 5,935.19 6,083.57 6,235.65 6,391.55
Environmental Coordinator 4,636.56 4,752.47 4,871.29 4,993.07 5,117.89 5,245.84 5,376.99
Engineering Construction Technician
Senior 5,511.41 5,649.20 5,790.43 5,935.19 6,083.57 6,235.65 6,391.55
Engineering Construction Technician
4,636.56 4,752.47 4,871.29 4,993.07 5,117.89 5,245.84 5,376.99
Road Utility Specialist Senior 5,511.41 5,649.20 5,790.43 5,935.19 6,083.57 6,235.65 6,391.55
Road Utility Specialist 4,636.56 4,752.47 4,871.29 4,993.07 5,117.89 5,245.84 5,376.99
Right of Way Agent Senior 5,511.41 5,649.20 5,790.43 5,935.19 6,083.57 6,235.65 6,391.55
Right of Way Agent 4,636.56 4,752.47 4,871.29 4,993.07 5,117.89 5,245.84 5,376.99
Senior Party Chief Tech 5,511.41 5,649.20 5,790.43 5,935.19 6,083.57 6,235.65 6,391.55
Party Chief Tech 4,636.56 4,752.47 4,871.29 4,993.07 5,117.89 5,245.84 5,376.99
GIS Analyst Senior 5,511.41 5,649.20 5,790.43 5,935.19 6,083.57 6,235.65 6,391.55
GIS Analyst
4,636.56 4,752.47 4,871.29 4,993.07 5,117.89 5,245.84 5,376.99
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 40
APPENDIX A-SALARY TABLES
Reflects 2.00%General Wage Increase Note numbers may vary slightly due to rounding in MUN/S
2022 Salary Table STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
Administrative Assistant Senior 4,281.39 4,388.43 4,498.14 4,610.59 4,725.85 4,844.00 4,965.10
Administrative Assistant 3,601.79 3,691.83 3,784.13 3,878.73 3,975.70 4,075.09 4,176.97
Financial Analyst Senior
5,231.47 5,362.25 5,496.31 5,633.72 5,774.56 5,918.92 6,066.90
Financial Analyst
4,401.05 4,511.08 4,623.85 4,739.45 4,857.94 4,979.39 5,103.87
Network Engineer 6,350.36 6,509.12 6,671.85 6,838.64 7,009.61 7,184.85 7,364.47
Systems Administrator 5,650.08 5,791.34 5,936.12 6,084.52 6,236.63 6,392.55 6,552.36
Information Services Tech
4,710.18 4,827.93 4,948.63 5,072.35 5,462.36 5,329.13 5,462.36
Environmental Coordinator Senior 5,621.64 5,762.18 5,906.23 6,053.89 6,205.24 6,360.37 6,519.38
Environmental Coordinator 4,729.29 4,847.52 4,968.71 5,092.93 5,220.25 5,350.76 .5,484.53
Engineering Construction Technician
Senior' 5,621.64 5,762.18 5,906.23 6,053.89 6,205.24 6,360.37 6,519.38
Engineering Construction Technician
4,729.29 4,847.52 4,968.71 5,092.93 5,220.25 5,350.76 5,484.53
Road Utility Specialist Senior
5,621.64 5,762.18 5,906.23 6,053.89 6,205.24 6,360.37 6,519.38
Road Utility Specialist 4,729.29 4,847.52 4,968.71 5,092.93 5,220.25 5,350.76 5,484.53
Right of Way Agent Senior 5,621.64 5,762.18 5,906.23 6,053.89 6,205.24 6,360.37 6,519.38
Right of Way Agent 4,729.29 .4,847.52 4,968.71 5,092.93 5,220.25 5,350.76 5,484.53
Senior Party Chief Tech 5,621.64 5,762.18 5,906.23 6,053.89 6,205.24 6,360.37 6,519.38
Party Chief Tech 4,729.29 4,847.52 4,968.71 5,092.93 5,220.25 5,350.76 5,484.53
GIS Analyst Senior 5,621.64 5,762.18 5,906.23 6,053.89 6,205.24 6,360.37 6,519.38
GIS Analyst 4,729.29 4,847.52 4,968.71 5,092.93 5,220.25 5,350.76 5;484.53
Engineers Guild and Mason County 2020-2022 Collective Bargaining Agreement Page 41
MASON COUNTY
AGENDA ITEM SUMMARY FORM
TO: BOARD OF MASON COUNTY COMMISSIONERS
From: Travis Adams Action Agenda _X
Public Hearing
Other
DEPARTMENT: Sheriff's Office EXT: 636
COMMISSION MEETING DATE: June 2, 2020 Agenda Item #
Commissioner staff to complete)
BRIEFING DATE: May 18, 2020
BRIEFING PRESENTED BY: Travis Adams
[] ITEM WAS NOT PREVIOUSLY BRIEFED WITH THE BOARD
Please provide explanation of urgency:
ITEM:
Deputy Separation
BACKGROUND:
Deputy will be resigning/retiring from the MCSO.
RECOMMENDED ACTION:
Approve agreement between the parties.
BUDGET IMPACTS:
None
ATTACHMENT(S):
Agreement page one.
C:\Users\dlz.MASON\AppData\Local\Microsoft\Windows\INetCache\Content.0utlook\XJ48NAGT\Willar
d resignation.doc
SEPARATION,RELEASE AND HOLD HARMLESS AGREEMENT
BY AND BETWEEN
MASON COUNTY, MASON COUNTY SHERIFF'S OFFICE, MASON COUNTY
SHERIFF'S OFFICE EMPLOYEES GUILD DEPUTY SHERIFFS, AND MCSO DEPUTY
DAVID WILLARD
THIS SEPARATION AND RELEASE AGREEMENT(the"Agreement")is entered
Into by and between Mason County/Mason County Sheriff's Office(MCSO) (the
"Employer"), Mason County Sheriffs Office Employees Guild Deputy Sheriffs ("Guild"),
and Deputy David Willard ("Deputy Willard"), collectively referred to as"the Parties."
The Parties enter Into this Agreement to resolve all actual and potential disputes or
claims between them, including without limitation those relating to Deputy Willard
employment with the Employer and/or the separation of his employment, except as
expressly provided for herein.
In summary, FOR AND IN CONSIDERATION.of the agreed resignation and retirement
date of June 30, 2020 less all required deductions,this Separation, Release and Hold
Harmless Agreement("Agreement") is made and entered this 2°d day of June,2020 by
and between Mason County and MCSO Deputy David Willard(including his successors,
assigns, heirs and estate collectively referred to as"Vuillard")does hereby release and
forever discharge Mason County and Its officers, agents, employees, agencies and
departments from any and all existing and future claims, damages and causes of action
of any nature whatsoever arlsing out of Deputy Willard's employment, employment
resignation, retirement,and public records requests submitted before the execution of
this Agreement. i
RECITALS
i
• I
A. Whereas Deputy David Willard served Mason County in the position of Sheriffs
Deputy from May 15, 2012 until June 30, 2020. MCSO Deputy Willard Is ,
scheduled to voluntarily retire and submit a resignation letter with an effective
date June 30, 2020.
B. Mason County and Deputy Willard wish to resolve their differences and fully
settle and resolve any and all known and unknown, foreseen and unforeseen
claims or potential claims.
C. The Guild and Counsel has been representing MCSO Deputy Willard on matters
that were being investigated relating to allegations of violations of MCSO Polley.
D. The Parties have mutually agreed to terminate their employment relationship and
have reached an agreed resolution to the dispute, the terms of which are set
forth herein.
AGREEMENT
The Parties agree as follows:
1. Recitals A through D above are incorporated herein.
MCSO Deputy David Willard Separation,
Release and Hold Harmless Agreement
Page 1 of 2
MASON COUNTY
AGENDA ITEM SUMMARY FORM
TO: BOARD OF MASON COUNTY COMMISSIONERS
From: Frank Pinter Action Agenda x
Public Hearing
Other
DEPARTMENT: Support Services EXT: 530
COMMISSION MEETING DATE: 6/2/2020 Agenda Item# � j
(Commissioner staff to
complete)
BRIEFING DATE: 6/1/2020
BRIEFING PRESENTED BY: Frank Pinter
[ ] ITEM WAS NOT PREVIOUSLY BRIEFED WITH THE BOARD
Please provide explanation of urgency
ITEM: Approval of the January zozo — December 2022 Collective Bargaining
Agreement (CBA) for AFSCME Local 1.504 representing various departments within
Mason County.
BUDGET IMPACTS: Supplemental—Funded by Ending Fund Balance.
BACKGROUND: The exclusive representatives of AFSCME Local 1.504 representing
various departments within Mason County have reached a tentative agreement with
Mason County for the zozo-zozz term.
It is noted and commended to the Commissioner's that the parties reached this
Agreement through a very collaborative negotiations process.
RECOMMENDED OR REQUESTED ACTION: Approval of the January zozo —
December zozz Collective Bargaining Agreement (CBA) for AFSCME Local 3.504
representing various departments within Mason County.
ATTACHMENTS: Collective Bargaining Agreement on file with Clerk of the Board.
MASON COUNTY
AGENDA ITEM SUMMARY FORM
TO: BOARD OF MASON COUNTY COMMISSIONERS
From: Diane Zoren Action Agenda x
Public Hearing
Other
DEPARTMENT: Commissioners EXT: 380
COMMISSION MEETING DATE: June 2, 2020 Agenda Item #
Commissioner staff to complete)
BRIEFING DATE: May 26, 2020
BRIEFING PRESENTED BY:
[ ] ITEM WAS NOT PREVIOUSLY BRIEFED WITH THE BOARD
Please provide explanation of urgency
ITEM: Approval to appoint Isaiah Johnston (term ending January 31, 2022),
Timothy Opiela (term ending January 31, 2022) and Joseph Myers (term ending
January 31, 2024) to the Planning Advisory Commission.
Background: The Mason County Planning Advisory Commission is a seven
member citizen board appointed to advise the Board of Commissioners on policy
related to the county comprehensive plan and on land use issues. The Planning
Advisory Commission members help set the long-term direction or vision for the
community's future. The Planning Advisory Commission considers and makes
recommendations on many issues, including:
• amendments to the Mason County Comprehensive Plan, Shoreline Master
Program and land use regulations
Recommended Action: Approval to appoint Isaiah Johnston (term ending
January 31, 2022), Timothy Opiela (term ending January 31, 2022) and Joseph
Myers (term ending January 31, 2024) to the Planning Advisory Commission.
5/27/2020
MASON COUNTY
AGENDA ITEM SUMMARY FORM
TO: BOARD OF MASON COUNTY COMMISSIONERS
From: Ginger Kenyon Action Agenda X_
Public Hearing
Other
DEPARTMENT: Support Services EXT: 380
DATE: June 2, 2020 Agenda Item # g.5
(Commissioner staff to complete)
BRIEFING DATE:
BRIEFING PRESENTED BY:
[X] ITEM WAS NOT PREVIOUSLY BRIEFED WITH THE BOARD
Please provide explanation of urgency
ITEM:
Approval of Warrants &Treasure Electronic Remittances
Claims Clearing Fund Warrant # 8072579-8072811 $ 1,414,429.37
Direct Deposit Fund Warrant # 68381-68771 $ 728,084.98
Salary Clearing Fund Warrant#s 7005193-7005216 $ 508,059.74
Background: 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 $ 10,319,222.00
Direct Deposit YTD Total $ 7,235,657.83
Salary Clearing YTD Total $ 7,605,540.48
Approval of Treasure Electronic Remittances YTD Total $ 3,727,338.09
RECOMMENDED ACTION:
Approval to: Move to approve the following warrants:
Claims Clearing Fund Warrant # 8072579-8072811 $ 1,414,429.37
Direct Deposit Fund Warrant #s 68381-68771 $ 728,084.98
Salary Clearing Fund Warrant #s 7005193-7005216 $ 508,059.74
Attachment(s): Originals on file with Auditor/Financial Services (Copies on file with Clerk of
the Board)
Attachment A
MASON COUNTY
AGENDA ITEM SUMMARY FORM
TO: BOARD OF MASON COUNTY COMMISSIONERS
From: Ross McDowell Action Agenda X
Public Hearing
Other
DEPARTMENT: Parks &Trails Department EXT: 806
COMMISSION MEETING DATE: 06/02/2020 Agenda Item # r�
Commissioner staff t 6o lete
BRIEFING DATE: 05/04/2020
BRIEFING PRESENTED BY: Ross McDowell
[] ITEM WAS NOT PREVIOUSLY BRIEFED WITH THE BOARD
Please provide explanation of urgency:
ITEM:
RFP for MCRA Irrigation System Replacement RCO Grant 18-1269D
BACKGROUND:
In March of 2019 Mason County received information that Mason County would
be award the grant of $325,000 grant (RCO 18-1269D) for the MCRA Irrigation
system replacement project. On 04/23/2019 The BOCC approved Ross
McDowell to sign the Certification of Sponsor for the 50% match ($325,000).
On 02/19/2020 the BOCC appointed Frank Pinter as the signature for the RCO-
YAC contract. On 04/20/2020 Frank Pinter signed the contract #18-1269D with
RCO for the MCRA Irrigation project.
As part of the contractual process, a request for proposal (RFP) for designing
and replacing the failed irrigation system at MCRA. The RFP sets up the
minimum requirements to receive a contract from Mason County for the design
and installation for irrigation system for the seven ballfields in MCRA.
BUDGET IMPACTS:
50% Match funding for the MCRA Irrigation System replacement project from REET 2
funding (up to $325,000).
RECOMMENDED ACTION:
Recommend approval of and posting of the Mason County MCRA Sports Fields
Irrigation System RFP.
ATTACHMENT(S):
Mason County MCRA Sports Fields Irrigation System RFP
H:\Parks and Trails\Parks\YAF-RCO\YAF MCRA Irrigation 2018\Commission Agenda Item Summary
RFP 05-19-2020.doc
Mason County MCRA Sports Fields Irrigation System
Request for Proposals
I. Introduction and Summary
Mason County has issued the Request for Proposals (RFP) seeking proposals from
qualified firms interested in providing an irrigation system design and installation at
Mason County Recreational Area (MCRA) ball fields. The complex consists of
seven baseball /softball fields, four of which are synthetic turfed infields. The RFP
includes engineering/design and installation of a new 2-line control system to
replace the existing irrigation system.
A. Provide engineering plans and design for irrigation all fieldsand grass areas
in MCRA to include irrigation piping, sprinklers heads, connections and
electrical wiring.
B. Provide pump station at location identified on plans./Contractors work shall
include: ;-
1. 'Connecting the existing booster pump to meet system pressure
requirements and provide a minimum of 220 gallons per minute.
2. RPZ to meet backflow requirements. Installed per County specifications.
3. Blowout connection for winterization.
4. Lockable weatherproof housing-.for all elements of both the pump station.
5. Connection to service riser./F'
6. Connection of power to pump motor, VFD and system controls
C. Provide system controller with ET sensor and 120V power outlet to be
installed in a separ t'lockable weatherproof housing adjacent to the pump
station location.
i
D. Provide Variable Frequency Drive (VFD) for pump controls installed with
system controller.
E. This system should be zoned appropriately to allow for on-demand usage.
Connections should be at grade inside lockable valve box or equivalent.
F. Restoration of all disturbed areas to include topsoil and turf seeding.
G. System provides a minimum of 220 gallons per minute and should operate to
allow for fields to be ready for play by 12:00 p.m. each day.
H. After a pre-application conference with the Mason County Building
Department, apply for all needed County permits and, SEPA/NEPA reports if
needed.
H. Costs for all material and labor to be itemized in the final amount.
I. Work may commence after August 15th and all installation will be completed
by January 31, 2021 for the spring system start-up completed by March 1,
2021.
J. Providing a detailed sketch of the proposed irrigation system with the
proposal.
II. Purpose
1. Statement of Need
The County is in need of a vendor to provide engineering/design plans and
installation of a Hunter or Rain Bird 2-line irrigation system for MCRA's seven
baseball/softball fields and grass areas of the park. The existing field irrigation
system will be abandoned but the booster pump and electrical connection will
be utilized.
III. Vendor Qualifications and Requirements
1. The following minimum qualifications and licensing requirements are
mandatory to submit a compliant proposal. The County has sole
responsibility and authority to determine compliance and may use the RFP
response or any other sources to determine compliance. Proposals that
aren't responsive to each shall be rejected by the County without further
consideration:
• Company proposing must have at least seven (7) years of
consecutive experience in the field irrigation industry
• Vendor must be Licensed Landscape Professional in the
State of Washington
Vendor,is not debarred, suspended, proposed for
f
debarment, or declared ineligible for award of contracts by
any governmental agency
r
2. Consultant,'Insurance Requirements
All insurance provided shall be primary and non-contributory.
Comprehensive General Liability (Certificate of Insurance)-$1,000,000
combined single limit per occurrence for bodily injury, personal injury and
/property damage, $2,000,000 general aggregate. Workers'
Compensation-Workers' compensation limits as required by the Workers'
Compensation Act of Washington.
3. Independent Contractor
It is the intention and understanding of the County that Vendor shall be an
independent contractor and that the County shall be neither liable for nor
obligated to pay sick leave, vacation pay or any other benefit of
employment, nor to pay any social security or other tax that may arise as
an incident of employment. Vendor shall pay all income and other taxes as
due.
4. Prevailing Wage
If required by RCW 39.12, prevailing wages shall be paid. Vendor
specifically agrees to comply with RCW 39.12 and to file all required
forms, certifications, and affidavits necessary to comply with Federal and
State laws before final payment shall be made to the Vendor. The latest
prevailing wage rate information is available per the State of Washington,
Department of Labor and Industries, Industrial Relations Division.
5. Licensing and Business Tax Requirements
The Vendor must meet all licensing requirements that apply to their
business prior to or immediately after contract award or the County may
reject the Vendor. Companies must license, report and pay/r'evenue taxes
for applicable Washington State business license(s) (UBI##) and city of
Shelton business license, if required to hold such a license by these
jurisdictions. The Vendor should carefully consider those costs prior to
submitting their offer, as the County will not separately pay or reimburse
those costs to the Vendor.
f
IV. Specifications and Scope-of-Work
The Vendor shall:
1. Have at least seven (7) years/of consecutive experience in the
landscaping / irrigation systems installation under the current company
name.
2. Obtain or prepare irrigation-engineering plans of the proposed
irrigation system to obtain the proper permitting for the project.
3. Supply and install all the components required for an automatic
irrigation system to provide supplemental water to the intended
landscape;efficiently and uniformly. Preference given for experience in
irrigations systems for sports complexes consisting of a minimum 3 to
7 sport fields with 2-line control system using a decoder.
4. Restore all disturbed areas to include topsoil and turf seeding from
installing piping and sprinklers.
V. Proposal
Requirements providing the information as detailed below:
Summary
1. Provide a brief statement describing the company submitting the
proposal.
2. Provide a summary of the company's history and general business
experience as it pertains to this RFP.
Experience
1. Provide a minimum of three (3) references for which the company has
provided similar services in the past 24 months that include name and
type of entity; primary contact's name, title and phone number; a brief
description of the services provided; and the duration of the contract.
Performance Capabilities
1. Provide a description of how the company proposes to meet the
specifications and scope-of-work as detailed in in section IV.
Specifications and Scope-of-Work Requirements.
Proposal Deadline
i
Deadline for receipt of proposals is 4 p.m. Tuesday, June 23, 2020. Proposal
should be prepared according with this RFP and mailed to:
Ross McDowell
Mason County Parks & Trails Manager
411 N. 5th Street
Shelton, WA 98584
(360) 427-9670 ext. 806
RMcDoweKi)-co.mason.wa.us
i
Three (3) hard copies of the submittals must be received by the deadline
indicated above. Postmarks will not be accepted.
The County reserves the right to modify, re-let and /or withdraw the RFP as well
as to not make an award.,The County, at its own digression, can request
additional information from individual responders as well as require on-site
interviews.
Proposal E a cation Process
Proposals will be evaluated by an Evaluation Committee and respondents may
be interviewed by members of the Committee. The Committee will make
recommendation for contract award to the Mason County Board of
Commissioners who will make final selection. Respondents should not lobby
committee members or the Board of Commissioners. Respondents should
contact Ross McDowell by phone or email for additional information. All
proposals are public records. The committee reserves the right to request
additional information from respondents. The County reserves the right to reject
all submittals. The anticipated award date is June 29, 2020.
Evaluation Criteria:
• Demonstrated level of experience with public sector agencies and
facilities with a preference for proposals that reflect experience-
providing services for a sports complex with a multi-field irrigation
system.
• Company's experience and capabilities quality of trained and
experienced that support the RFP objectives, specifications and
scope-of-work.
• References.
• Competitive costs.
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/
Attachment A
MASON COUNTY
AGENDA ITEM SUMMARY FORM
TO: BOARD OF MASON COUNTY COMMISSIONERS
From: Ross McDowell Action Agenda _X
Public Hearing
Other
DEPARTMENT: Emergency Management EXT: 806
COMMISSION MEETING DATE: 06-02-2020 Agenda Item #
Commissioner staff to complete)
BRIEFING DATE: 05-18-2020
BRIEFING PRESENTED BY: Ross McDowell
[] ITEM WAS NOT PREVIOUSLY BRIEFED WITH THE BOARD
Please provide explanation of urgency:
ITEM: Public Assistance Grant #D20-201 for Presidential Disaster Declaration 4481-
DR-WA (COVID-19 January 20, 2020 to March 22, 2024)
BACKGROUND:
A Presidential Disaster Declaration was issued.(# FEMA-4481-DR-WA-Washington) for
COVID-19 Pandemic outbreak for all Washington counties. To provide funds to Mason
County (the SUBRECIPIENT) for response to the pandemic approved by FEMA in
project worksheets describing eligible scopes of work and associated funding.
State EMD is the Recipient and Pass-through Entity of the Presidential Disaster
Declaration # FEMA-4481-DR-WA- Washington's response to the pandemic and FEMA
State Agreement, which are incorporated by reference, and makes a sub-award of
Federal award funds to the SUBRECIPIENT pursuant to this Agreement. Public
Assistance Grant Agreement was reviewed by Mason County Prosecuting Attorney's
Office and is approved to form.
BUDGET IMPACTS:
Amount to be received is still to be determined, based upon approved project
worksheets.
RECOMMENDED ACTION:
Approve Frank Pinter and Jennifer Beierle to sign the Public Assistance Grant
Agreement D20-201
ATTACHMENT(S):
Face sheet Public Assistance Grant Agreement of D20-201
J:\Grant Information\COVID-I Mommission Agenda Item Summary COVID-19 D20-201 06-02-
2020.doc
Washington State Military Department
PUBLIC ASSISTANCE GRANT AGREEMENT FACE SHEET
1. SUBRECIPIENT Name and Address: 2. Grant Agreement Amount: 3. Grant Number:
Mason County To be determined, based upon
100 W Public Works Dr approved project worksheets D20-201
Shelton,WA 98584
4. SUBRECIPIENT, phone/email: 5. Grant Agreement Start Date: 6. Grant Agreement End Date:
360-427-7535/rmcdowell@co.mason.wa.us January 20,2020 March 22, 2024
7. DEPARTMENT Program Manager, phone/email: 8. Data Universal Numbering System 9. UBI#(state revenue):
Gerard Urbas, (253)512-7402 (DUNS): 069580751
Gary.urbas@mil.wa.gov
10. Funding Authority:
Washington State Military Depart ent the"DEPARTMENT"), and Federal Emergency Management A enc FEMA
11. Funding Source Agreement#: 12. Program Index# 13. Catalog of Federal Domestic Asst. (CFDA) 14. Federal EIN#:
FEMA-4481-DR-WA 704UC(Federal)/702UE #&Title: 97.036, Public Assistance
State /704UD Admin
15.Total Federal Award Amount: N/A 16. Federal Award Date: N/A
17. Service Districts: 18. Service Area by County(ies): 19. Women/Minority-Owned,State
(BY LEGISLATIVE DISTRICT): - th Certified?: X N/A El NO
(BY CONGRESSIONAL DISTRICT): � th Mason County ❑ YES, OMWBE#
20. Contract Classification: 21. Contract Type(check all that apply):
❑ Personal Services ❑ Client Services X Public/Local Gov't ❑ Contract X Grant X Agreement
❑ Research/Development ❑ A/E ❑ Other ❑ Intergovernmental (RCW 39.34) ❑ Interagency
22. Contractor Selection Process: 23. Contractor Type(check all that apply)
X "To all who apply&qualify" ❑ Competitive Bidding ❑ Private Organization/Individual ❑ For-Profit
❑ Sole Source ❑ A/E RCW ❑ N/A X Public Organization/Jurisdiction X Non-Profit
❑ Filed w/OFM? ❑ Advertised? ❑YES ❑NO ❑ VENDOR ❑ SUBRECIPIENT X OTHER
24. BRIEF DESCRIPTION:
Presidential Disaster Declaration # FEMA-4481-DR-WA COVID-19. To provide funds to the SUBRECIPIENT for the emergency
protective measures taken in response to the COVID-19 pandemic outbreak as approved by FEMA in project worksheets
describing eligible scopes of work and associated funding. The DEPARTMENT is the Recipient and Pass-through Entity of the
Presidential Disaster Declaration # FEMA-4481-DR-WA COVID-19, and FEMA State Agreement, which are incorporated by
reference,and makes a subaward of Federal award funds to the SUBRECIPIENT pursuant to this Agreement. The SUBRECIPIENT
is accountable to the DEPARTMENT for use of Federal award funds provided under this Agreement and the associated matching
funds.
IN WITNESS WHEREOF, the DEPARTMENT and SUBRECIPIENT acknowledge and accept the terms of this Agreement, references and
attachments hereto and have executed this Agreement as of the date and year written below. This Agreement Face Sheet, Special Terms
and Conditions(Attachment 1), General Terms and Conditions (Attachment 2), Project Worksheet Sample(Attachment 3),Washington State
Public Assistance Applicant Manual dated March 22, 2020 (Attachment 4), and all other documents, exhibits and attachments expressly
referenced and incorporated herein contain all the terms and conditions agreed upon by the parties and govern the rights and obligations of
the parties to this Agreement. No other understandings, oral or otherwise, regarding the subject matter of this Agreement shall be deemed to
exist or to bind any of the parties.
In the event of an inconsistency in this Agreement, unless otherwise provided herein, the inconsistency shall be resolved by giving
precedence in the following order:
1. Applicable Federal and State Statutes and Regulations 5. Special Terms and Conditions
2. DHS Standard Terms and Conditions 6. General Terms and Conditions,and,
3. Presidential Declaration,FEMA State Agreement, 7. Other provisions of the contract incorporated by reference.
and other Documents
4. Statement of Work and/or Project Description as outlined in FEMA approved Project Worksheet(s)
WHEREAS,the parties hereto have executed this Agreement on the day and year last specified below.
FOR THE DEPARTMENT: FOR THE SUBRECIPIENT:
Signature Date Signature Date
Stacey McClain, Governor's Authorized Representative print or type name:
Washington State Military Department
APPROVED AS TO FORM:
SUBRECIPIENT's Attorney Date
Public Assistance Grant Agreement Page 1 of 21 Mason County, D20-201