HomeMy WebLinkAbout2020-2022 AFSCME Collective Bargaining Agreement - Effective: 1/1/2020 COLLECTIVE BARGAINING
AGREEMENT
January 2020 — December 2022
BETWEEN
LOCAL 1504
OF THE WASHINGTON STATE COUNCIL
OF COUNTY AND CITY EMPLOYEES
AND THE
AMERICAN FEDERATION OF STATE,
COUNTY AND MUNICIPAL EMPLOYEES
AFL-CIO
f +
COUNCIL .
Wnshinglon Stotc Council of County and City Empfoyeee
AND
MASON COUNTY
CO
ISS4
TABLE OF CONTENTS
PREAMBLE ......................................................................................................................................................5
ARTICLE 1 -DEFINITIONS.............................................................................................................................5
ARTICLE 2-RECOGNITION ..........................................................................................................................6
2.1 RECOGNITION......................................................................................................................................6
2.2 NEW CLASSIFICATIONS........................................................................................................................6
ARTICLE 3-UNION SECURITY......................................................................................................................7
3.1 MEMBERSHIP,DUES AND MAINTENANCE..............................................................................................7
3.2 NEW EMPLOYEE ORIENTATION.............................................................................................................7
3.3 UNION OFFICERS.................................................................................................................................7
3.4 NONDISCRIMINATION-UNION ACTIVITY................................................................................................7
ARTICLE 4-UNION/EMPLOYER RELATIONS...........................................................................................8
4.1 UNION ACCESS....................................................................................................................................8
4.2 FACILITY USE......................................................................................................................................8
4.3 STEWARDS..........................................................................................................................................8
4.4 BULLETIN BOARDS..............................................................................................................................8
4.5 CONTRACT DISTRIBUTION....................................................................................................................8
4.6 NEGOTIATIONS RELEASE TIME.............................................................................................................8
4.7 GRIEVANCE RELEASE TIME..................................................................................................................9
4.8 UNION BUSINESS.................................................................................................................................9
ARTICLE5-EMPLOYMENT..........................................................................................................................9
5.1 PROBATIONARY PERIODS ....................................................................................................................9
5.2 TYPES OF EMPLOYMENT....................................................................................................................10
5.3 CONTRACTORS..................................................................................................................................10
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 COMP TIME .......................................................................................................................................12
ARTICLE 7-EMPLOYMENT PRACTICES ..................................................................................................13
7.1 NONDISCRIMINATION..........................................................................................................................13
7.2 JOB POSTING....................................................................................................................................13
7.3 PROMOTIONS....................................................................................................................................14
7.4 PERSONNEL FILE/POLICIES..............................................................................................................15
7.6 EVALUATIONS....................................................................................................................................15
7.6 DISCIPLINE/CORRECTIVE ACTION.......................................................................................................16
ARTICLE 8-SENIORITY..............................................................................................................................17
8.1 DEFINITIONS......................................................................................................................................17
8.2 APPLICATION OF SENIORITY...............................................................................................................18
8.3 PROBATIONARY PERIOD....................................................................................................................19
8.4 LOSS OF SENIORITY..........................................................................................................................19
8.5 LAYOFFS...........................................................................................................................................20
8.6 NOTICE.............................................................................................................................................20
8.7 MEETING WITH UNION........................................................................................................................20
8.8 AFFECTED GROUP.............................................................................................................................20
8.9 VACANT POSITIONS...........................................................................................................................21
8.10 SENIORITY LIST.................................................................................................................................21
8.11 ORDER OF LAYOFF............................................................................................................................21
8.12 COMPARABLE EMPLOYMENT.............................................................................................................21
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 2
8.13 LAYOFF OPTIONS..............................................................................................................................22
8.14 REDUCTION HOURs/FTE...................................................................................................................23
8.15 RECALL............................................................................................................................................23
8.16 VACATION&LEAVE CASH OUTS/PAY................................................................................................24
8.17 UNEMPLOYMENT CLAIMS...................................................................................................................24
ARTICLE 9-WAGES....................................................................................................................................24
9.1 WAGE SCHEDULE..............................................................................................................................24
9.2 HIRE-IN RATES..................................................................................................................................25
ARTICLE 10-OTHER COMPENSATION.....................................................................................................25
10.1 STANDBY/DUTY OFFICER STIPEND...............................................................................................25
10.2 CALL-BACK PAY.........................................................................................................................25
10.3 WORK IN A HIGHER CLASSIFICATION............................................................................................26
10.4 MILEAGE REIMBURSEMENT..........................................................................................................26
10.5 LONGEVITY..................................................................................................................................26
10.6 BILINGUAL PAY ...........................................................................................................................27
10.7 EDUCATION PAY..........................................................................................................................27
ARTICLE11 -HOLIDAYS..............................................................................................................................27
11.1 HOLIDAYS ...................................................................................................................................27
11.2 RELIGIOUS HOLIDAYS..................................................................................................................28
11.3 HOLIDAY OBSERVANCE................................................................................................................28
11.4 HOLIDAY ON DAY OFF.................................................................................................................28
11.5 HOLIDAY COMPENSATION ............................................................................................................28
ARTICLE 12-VACATION.............................................................................................................................28
12.1 VACATION ACCRUAL....................................................................................................................28
12.2 VACATION SCHEDULING...............................................................................................................29
12.3 VACATION PAY............................................................................................................................29
12.4 VACATION UPON TERMINATION....................................................................................................30
ARTICLE13-SICK LEAVE...........................................................................................................................30
13.1 SICK LEAVE ACCRUAL.................................................................................................................30
13.2 SICK LEAVE USAGE.....................................................................................................................30
13.3 SHARED LEAVE...........................................................................................................................31
13.4 COORDINATION-WORKER'S COMPENSATION...............................................................................31
13.5 FAMILY MEMBER.........................................................................................................................31
13.6 SICK LEAVE CASH OUT................................................................................................................31
ARTICLE 14-LEAVES OF ABSENCE.........................................................................................................31
14.1 IN GENERAL................................................................................................................................31
14.2 JURY DUTY/COURT......................................................................................................................31
14.3 MILITARY LEAVE..........................................................................................................................31
14.4 BEREAVEMENT............................................................................................................................32
14.5 MAINTENANCE OF SENIORITY.......................................................................................................32
14.6 LEAVE WITHOUT PAY...................................................................................................................32
14.7 FAMILY LEAVE-FMLA...............................................................................................................32
14.8 MATERNITY DISABILITY LEAVE.....................................................................................................33
14.9 INCLEMENT WEATHER..................................................................................................................33
14.10 WASHINGTON STATE PAID LEAVE COMPLIANCE ...........................................................................34
ARTICLE 15-HEALTH &WELFARE...........................................................................................................34
15.1 HEALTH AND LIFE INSURANCE.....................................................................................................34
15.2 RETIREMENT................................................................................................................................35
ARTICLE 16- TRAINING..............................................................................................................................35
16.1 TRAINING.....................................................................................................................................35
16.2 TRAINING REIMBURSEMENT..........................................................................................................35
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 3
ARTICLE 17-LABOR/MANAGEMENT COMMITTEES.............................................................................35
17.1 PURPOSE OF COMMITTEE.............................................................................................................35
17.2 COMPOSITION OF COMMITTEE......................................................................................................35
17.3 COMPENSATION...........................................................................................................................35
ARTICLE 18-HEALTH &SAFETY..............................................................................................................36
18.1 SAFE WORKPLACE......................................................................................................................35
18.2 HEALTH&SAFETY PLAN .............................................................................................................36
18.3 DRUG FREE WORKPLACE ............................................................................................................36
18.4 WORK PLACE VIOLENCE..............................................................................................................36
ARTICLE 19 -GRIEVANCE PROCEDURE...................................................................................................36
19.1 GRIEVANCE DEFINED...................................................................................................................36
19.2 GRIEVANCE PROCEDURE.............................................................................................................37
19.3 UNION/EMPLOYER GRIEVANCE.....................................................................................................38
19.4 SCHEDULE OF MEETINGS.............................................................................................................38
ARTICLE 20 -NO STRIKE/NO LOCKOUT..................................................................................................39
20.1 NO STRIKE/NO LOCKOUT.............................................................................................................39
ARTICLE 21 -MANAGEMENT RIGHTS AND RESPONSIBILITIES ...........................................................39
21.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES..............................................................................39
ARTICLE22 -GENERAL PROVISIONS ......................................................................................................39
22.1 SAVINGS CLAUSE........................................................................................................................39
ARTICLE 23-ENTIRE AGREEMENT...........................................................................................................40
23.1 DURATION CLAUSE......................................................................................................................40
23.2 ENTIRE AGREEMENT....................................................................................................................40
SIGNATURES.................................................................................................................................................41
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 4
PREAMBLE
THIS AGREEMENT is made by and between the Board of Mason County Commissioners and Mason
County Elected Officials (except Sheriff, Superior Court Judge, Coroner, and Prosecuting Attorney),
hereinafter called the "Employer", and Mason County, Washington, Public Employees Local Union
No. 1504 of the American Federation of State, County and Municipal Employees, AFL-CIO, and its
Council 2,the Washington State Council of County and City Employees, hereinafter called the"Union,"
for the purpose of setting salaries, benefits and conditions of employment of those employees for
whom the Public Employment Relations Commission has certified the Union as the collective
bargaining representative.
The purpose of the Employer and the Union in entering into this Agreement is to set forth their entire
agreement with regard to wages, hours, and working conditions so as to promote uninterrupted
public service, efficient operations, and harmonious relations, giving full recognition to the rights and
responsibilities of the Employer and the Employees.
ARTICLE 1 — DEFINITIONS
As used herein, the following terms shall be defined as follows:
1.1 "Bargaining Unit" (Union) shall be Local 1504 Washington State Council of County and City
Employees of the American Federation of State, County and Municipal Employees, AFL-CIO.
1.2 "Employer" shall mean the Board of Mason County Commissioners and Mason County
Elected Officials as identified in the Preamble to this Agreement.
1.3 "Employee" shall mean a person occupying a position and paid a salary or wage by the
Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof) covered
by this Agreement. Employee shall not include any person retained by the Employer under a written
personal services or consultant contract or agreement.
1.4 Executive,Administrative, and Professional Employees shall mean all employees as defined
in WAC 296-128-500.
1.5 Job classifications and salary steps are listed and categorized in Attachment A and B 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 Employer.
1.7 "Overtime" shall mean all Employer-required work, consistent with Article 6.4.
1.8 Promotions, Transfers and Demotions defined and distinguished:
a. "Promotion" is a change of an employee from a job classification to a different job
classification which is compensated at a higher salary range.
b. "Transfer" is a change of an employee from a job classification to a different job
classification which is compensated at the same salary range.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 5
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.
1.9 "Vacation" shall mean a scheduled workday or accumulation of scheduled workdays 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" for the purpose of timelines associated with grievances, appeals and policy
issues, shall mean an eight (8) hour working day, excluding holidays, or as defined in Alternate
Work Schedules, under Article 6.2.
1.11 "Anniversary Day of Pay" shall mean the day of your step increase depending on the day of
hire or promotion that takes place within the same pay period of anniversary date. The actual day
of pay increase shall be the 1st or the 16th of the month, depending on the date of the anniversary
day (e.g., if an employee's anniversary date is on January 14, the pay increase will take effect
January 1).
ARTICLE 2 — RECOGNITION
2.1 RECOGNITION
The Employer recognizes the Union as the exclusive collective bargaining representative for all
employees within the Offices of the Auditor, Assessor, Treasurer, and County Clerk, the Division of
Emergency Management and District Court.
Excluded are appointed officials as pursuant to statute, employees represented by another bargaining
unit, confidential employees, as certified by the Public Employment Relations Commission, Extra Help
or Seasonal employees with a duration of less than 1040 hours within any 12 month period, the Chief
Accountant, Elections Superintendent and Chief Deputy in the Auditor's Office, the Administrative
Supervisor in the Treasurer's Office, the Chief Deputy and Chief Appraiser in the Assessor's Office,
Chief Deputy in the Clerk's Office, and the District Court Administrator. In unusual circumstances, the
parties may agree to extend the 1040 hours threshold for Extra Help or Seasonal employees.
All collective bargaining with respect to wages, hours and working conditions shall be conducted by
authorized representatives of the Union and authorized representatives of the Employer. Agreements
reached between the parties of this Agreement shall become effective only when signed by the
authorized representatives of the Union and by the Board of Mason County Commissioners and the
Elected Officials/Department Heads of the Offices and Departments named above.
2.2 NEW CLASSIFICATIONS
When new Regular or Temporary positions are created within the Departments represented, the
Union will be notified of the pending action prior to hire.
When existing classifications are substantially modified within the Departments represented, the
Union will be notified of the pending action within ten (10) working days of the date that the position
is first posted /advertised or the proposed effective date of the action that would change the status
of the classification.
It is mutually agreed that it is the intent of the parties to meet, upon request by either party, in order
to include or exclude new or modified positions in the bargaining unit consistent with the duties,
responsibilities, and organizational level of the classification.
The parties agree that new classification(s) designated and approved by the Employer to be within
the non-represented pay plans shall be excluded from the bargaining unit, absent a request to meet
within thirty (30) calendar days. Existing bargaining unit classifications shall remain within the
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 6
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 orjointly. Should PERC determine the classification
to be included in the bargaining unit, the position shall be placed within the Union salary schedule
at the appropriate rate of pay and at a step arrived at either by mutual agreement / negotiation or
PERC ruling.
ARTICLE 3—UNION SECURITY
3.1 MEMBERSHIP, DUES AND MAINTENANCE
For current Union members and those who choose to join the Union, the Employer shall deduct
once each month all Union dues and fees levied. The Employer shall transfer amounts deducted to
Council 2. Authorizations for Payroll Deduction are valid whether executed in writing or via facsimile.
The Employer and Union agree to comply with RCW 41.56.110 in regards to authorization for Union
membership and/or dues or other payroll deduction. The Employer shall provide an electronic copy
of the Authorization for Payroll Deduction and Representation via email to C2everett@council2.com
within ten (10) days of the employee executing the document. The Employer shall provide to the
Union, monthly, a complete list of all bargaining unit members that includes: employee name, work
address, home address, work phone, work email, birth date, hire date in current bargaining unit,job
classification, department, hours worked and monthly base wage. The Employer shall hand out an
approved Union packet at the time of signing new employee orientation paperwork. It is recognized
that this is for employee informational purposes only, comments will remain neutral, and questions
will be referred to the Union. The Employer shall remain neutral when communicating with
employees about Union membership. The Employer shall honor the terms set forward by Council 2
regarding the employee's payroll deduction. The Employer shall continue to deduct and remit Union
dues and fees to the Union until such time as the Union notifies the Employer that the dues
authorization has been properly terminated in compliance with the terms of the payroll deduction
authorization executed by the employee. The Union shall indemnify defend, and hold harmless the
Employer from any and all claims against the Employer arising out of administration of this article.
3.2 NEW EMPLOYEE ORIENTATION
The Employer agrees to notify the Union staff representative and Local Union President in writing
of any new positions and new employees, ten (10) full working days subsequent to the orientation
of the new employee. The Employer shall provide an electronic format list with the names of the
employees, corresponding job title, and Department. Within ninety(90) days of the new employee's
start date, the new employee and the Union official may, at no loss of pay, be granted no less than
thirty(30) minutes to present information about the Union, and will occur during the new employee's
regular work hours, at the employee's regular worksite, or a location mutually agreed upon by the
employer and the exclusive bargaining representative, pursuant to RCW 41.56.037.
3.3 UNION OFFICERS
The Union agrees to supply Human Resources with current lists of Officers and stewards. The
Employer will recognize the Officers and stewards as soon as the list is received, in writing, by
Human Resources.
3.4 NONDISCRIMINATION—UNION ACTIVITY
Neither party shall discriminate against any employee because of membership in or non-
membership in or activity on behalf of the Union. No employee shall be discharged or discriminated
against for upholding Union principles, fulfilling duties as an Officer in the Union or serving on a
Union committee.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 7
ARTICLE 4— UNION / EMPLOYER RELATIONS
4.1 UNION ACCESS
Employees shall have the right to Union representation. The Union's authorized staff representatives
shall have access to the Employer's premises where employees covered by this Agreement are
working for the purpose of investigating grievances and contract compliance, after notifying the
Employer. Access for other purposes shall not be unreasonably denied by the Employer. Such
visits shall not interfere with or disturb employees in the performance of their work during working
hours.
4.2 FACILITY USE
The conduct of Union business on Employer time and premises shall be subject to the limitations
set forth in this Article and with the understanding that no Union member or Officer shall use
Employer's equipment in the conduct of Union business.
The Union shall be permitted to use designated premises of the Employer for Union meetings, with
or without Union staff present, provided it is not disruptive to operations and space is available.
Use of Employer's premises for meetings shall be limited to the hours of 5pm to 8am and 12pm to
1 pm, unless otherwise approved by the Employer.
4.3 STEWARDS
The Union may designate one (1) Steward for each County Department, not to exceed seven (7)
Stewards and one (1) Chief Steward. 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 Elected
Official/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 Elected Official/Department Head shall allow the
Steward time to perform his/her Steward duties at the earliest possible time.
The Union shall provide the Human Resources Department with a current list of all Stewards and
Officers. With notice to the Employer, Stewards and/or the Officers shall be allowed reasonable
time during working hours to investigate and process grievances, as defined in Article 4.7, 4.8 and
19.4.
Union activities other than those provided for in this Article are to be conducted on the employee's
own time (e.g. lunch or coffee breaks, before or after work). Employees shall attend Union meetings
on their own time.
4.4 BULLETIN BOARDS
The Employer will provide a bulletin board for Union use. No materials shall be posted except
notices of meetings and elections, results of elections, changes in Union by-laws, notices of
employee social occasions, similar Union notices, letters, and memoranda. All material shall be
signed by an Officer of the Union. Union will limit the posting of any material on the Employers'
premises to its bulletin board.
4.5 CONTRACT DISTRIBUTION
The Union will provide access to a copy of this Agreement to each new and current employee in the
unit.
4.6 NEGOTIATIONS RELEASE TIME
The Employer will make a good faith effort to assist in providing release time for Union negotiating
team members participating in contract negotiations if negotiations take place on work time,
provided that coverage can be arranged.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 8
4.7 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
Employer will arrange to allow investigation of the grievance at the earliest possible time. When it
is necessary for stewards or Officers to conduct Union business authorized by this Agreement in an
area or on a shift other than their own, they shall notify the supervisor of that area or shift of their
presence and of the nature of their business. No compensation shall be provided by the Employer
for such steward activities outside the employee's work shift, without express pre-authorization by
the steward's Department Director or Human Resources.
4.8 UNION BUSINESS
Compensable Union business shall be defined as meeting with an authorized Employer
representative who schedules a meeting during normal business hours when it is necessary for a
duly authorized Officer of the Union (who is also a member of the bargaining unit) to attend for the
purpose of resolving a grievance filed by a member of the bargaining unit, or other issues that
require the presence of a Union official. When reasonably possible, the Union representative will
notify their Supervisor or Designee when they are requested to attend a Union meeting during
regular business hours. Consistent with Articles 4.3, 4.7 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 Union business will not be conducted on Employer time.
Any concerns by the Employer which indicate that a Union Officer or steward is spending an
unreasonable amount of time performing Union duties shall be referred to Human Resources for
discussion and resolution with the Staff Representative of the Union or their Designee.
The Union and the Employer have the right to communicate on matters of concern using e-mail,
written correspondence, and telephonic communications. The Parties agree to ensure that all
respective stakeholders are notified and copied appropriately. The parties agree to respond to
written and e-mail correspondence and telephonic messages as soon as reasonably possible.
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.
The Employer 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 Employer may extend the six (6) month probationary period for new employees up to an
additional six (6) months. The Employer shall provide a written notice to the Union 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 Union 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 - Employees who are transferred or promoted to another position and/or
classification in the bargaining unit shall serve a trial service period for six (6) months of work,
consistent with Article 7.3.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 9
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
Employer, or 30 calendar days' notice from the employee, whichever is earlier. The regular
employee shall continue to earn seniority as to their former position during the period of the
temporary position assignment. Any new-hire employee who is hired to fill the vacancy,
which was created by the regular employee accepting a temporary position,will also be hired
as a temporary employee and that employee will cease to have employment rights upon the
return of the regular employee to the former position.
Employees in temporary positions serve an anticipated but not guaranteed term. While a
term of employment is anticipated, the assignment/ project may be terminated at any time
for any reason, with or without notice.
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 Employer will make good faith efforts to limit bargaining unit work to employees covered by this
Agreement. "Contractors"who are not employees of the Employer 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.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 10
Should the Employer consider Subcontracting,the parties shall meet to allow the Union an opportunity
to review the County's financial reasons for considering subcontracting and to present any alternative
means of cost-savings besides subcontracting for the County to consider. 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 Union. If the County determines that subcontracting is
necessary, the County shall negotiate with the Union the effects of subcontracting upon members of
the bargaining unit.
5.4 STUDENTS/INTERNS
Student and Internship programs may be created by the employer provided such does not take
work away from budgeted classifications represented by the Union, the Union is provided notice
and, upon request by the Union, the Employer meets with the Union to discuss the impacts and
benefits of the program.
ARTICLE 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
For regular full-time employees, the workweek shall normally consist of forty (40) hours of time
scheduled within a seven (7) consecutive day period. Work hours for full-time employees covered by
this Agreement shall normally be 8:00 a.m. to 5:00 p.m., unless a County Office or Department
establishes an alternate work schedule as described below
A. The regular workweek shall normally consist of five (5) consecutive workdays,
Monday through Friday.
B. The Employer may modify the regular workweek to support special purposes at specified
periods of time (for instance, elections, April/October tax receipt collections, and annual
property revaluations), provided employees receive at least five (5) working days' notice
of the schedule change.
C. If the Employer makes a non-emergency change in the employee's work schedule, the
employee shall be given at least ten (10) working days' notice prior to the new schedule
going into effect.
D. Hours shall be extended outside of normal business hours as necessary to allow for the
uninterrupted and efficient operation of District and Superior Court as determined by the
sitting judge.
Flex Time: An earlier or later starting time may be adopted for any or all employees. Such starting
time shall be mutually agreeable with the Department Head/Elected Official and the employees, and
shall not result in the application of the overtime provision, but shall be paid at the regular rate for an
eight-hour work day.
Alternate Work Schedule: Workweeks and work shifts of different numbers of hours and/or
workdays may be established by the Elected Official/Department Head in order to meet business and
customer service needs, or in response to budgetary demands. Employees may be assigned to an
alternate work schedule with five(5)working days' notice from the Elected Official/Department Head.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 1 l
Employees may request an alternate work schedule, which is subject to approval by the Elected
Official/Department Head.
Alternate work schedules may be mutually agreed upon by the employee and appropriate
supervisor/manager and approved by the Elected Official or Designee in writing with a term as long
as there is a fifteen (15) day review prior to the end of the term. Alternate work schedules may consist
of four (4) consecutive ten (10) hour days, eighty (80) hours worked in nine (9) days or other
appropriate schedules. Implementation of alternative work schedules shall comply with the provisions
of the Fair Labor Standards Act (FLSA). An employee and the Supervisor shall sign a written
document documenting an employee is working an alternate schedule which shall be made available
to the Union, upon the Union's request.
6.3 REST/MEAL BREAKS
Employees will be allowed up to a one (1) hour unpaid lunch period as approved and scheduled by
the Elected Official/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. The Employer and the Union agree that there is a mutual
and shared commitment to uninterrupted breaks. The Employer is responsible for creating a work
environment and processes under which employees are able and encouraged to take uninterrupted
breaks. Employees will notify their supervisor/Designee if the employee anticipates not being able to
take a meal or rest break. The supervisor/Designee will provide the employee with the break. Any
missed rest-break shall be paid on the next pay period.
6.4 OVERTIME
Any employee who works in excess of eight(8) hours in any one day(or beyond their scheduled work
day), or more than forty (40) hours in a workweek shall be paid one and one-half (1 '/2) times their
straight-time hourly rate for all such overtime hours worked. 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.
Time compensated shall be considered as time worked for purposes of this Article. Overtime shall be
compensated for and accounted for in six (6) minute increments (i.e. to the nearest one-tenth (1/10)
of the hour).
Any work required on a weekend (Saturday and/or Sunday) or holiday shall be paid at double the
straight-time hourly rate for all such hours worked, except Departments which require a five (5) day
week including a Saturday as a normal work day, i.e. Tuesday through Saturday. Christmas Eve is
not identified as a holiday on a weekday for the purposes of double time, as it is being identified as a
floating holiday option.
Any employee requesting to work overtime on a Saturday in lieu of working overtime during the regular
workweek shall do so at the time and one-half (1 '/2) rate. The employee shall make the request in
writing. If the requested overtime is approved, the Elected Official/Department Head may respond
orally. If denied, the Elected Official/Department Head shall respond in writing.
6.5 COMP TIME
The employee may receive comp time in lieu of overtime compensation and, if so, the employee shall
receive comp time at the time-and-one-half(1 '/2) rate. Employees hired before January 1, 2011, may
accrue up to two hundred forty(240) hours of comp time. All comp time after the limit of two hundred
forty (240) hours is reached shall be paid at time and one-half, or used by the employee as time off.
Employees hired on or after January 1, 2011, shall be permitted to accrue up to eighty (80) hours of
comp time. For employees hired on or after January 1, 2020, no rollover comp time can be banked,
and the allowed eighty (80) hours of accrued comp time must be used by the end of each year. If
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 12
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 the scheduling of comp time off shall be requested and
approved in the same manner as vacation leave. Upon such request, the Employer shall pay the
employee for the requested hours no later than the payday for the first full pay period following the
request.
Compensation shall not be paid (nor comp time earned) more than once for the same hours under
any provision of this Article or Agreement Premium or overtime pay shall not be duplicated or
pyramided unless required by Fair Labor Standards Act(FLSA), in which case premium or overtime
pay shall be based on the employee's regular rate of pay.
Unless there are qualified occupational requirements, authorized overtime work opportunities shall be
distributed as equally as possible, in inverse order of seniority within job classifications. Employees
may decline voluntary overtime opportunities.
ARTICLE 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. The Employer and the Union agree that they will not discriminate against any employee
by reason of race, color, creed, national origin, physical handicaps, physical characteristics, sexual
orientation, sex, age, place of residence and marital or family status as long as the employee is
capable of meeting the job requirements.
Disputes involving this Article may be processed through an appropriate agency and/or the grievance
procedure; however, use of the grievance procedure is encouraged prior to the initiation of any other
official action involving such a dispute when the action is originated by the Union or members thereof.
Whenever words denoting gender are used in this Agreement, they are intended to apply equally to
either gender.
7.2 JOB POSTING
When a job opening or vacancy in the bargaining unit occurs, notice of such position shall be posted
by the Human Resources Department for a period of no less than seven (7) calendar days before
the position is filled. The posting shall indicate the salary range for the position, the required or
preferred minimum qualifications and/or experience, the Department to whom the position will report
and the application process. Union positions will be identified as such.
The Elected Official/Department Head having the vacancy or new position which constitutes a
promotion will limit applications to bargaining unit employees of the affected Office or Department.
Employees on layoff and still on recall status from the affected Office or Department may apply at the
same time as active employees. The notice of such vacancy shall be posted for seven (7) calendar
days.
If the position is not filled it shall be posted again with applications limited to existing bargaining unit
employees, if qualified. Employees on layoff and still on recall status from a bargaining unit Office or
Department may apply at the same time as active employees. If a person on a recall list is selected
and takes the position, their name shall be removed from the recall list. The notice of such vacancy
shall be provided to the Union steward and be posted in a space made permanently available,without
obstruction, on each County employee Department bulletin board in each bargaining unit Department.
The notice shall be posted for seven (7) calendar days. The Elected Official/Department Head may
elect to post the promotional opportunity in his/her Office and bargaining unit wide concurrently. If
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 13
that occurs he/she shall consider applicants from the Office before considering applicants from other
Offices.
Qualified employees must apply for the posted position within the seven (7) calendar day posting
period in order to be considered. "Qualified" shall mean that the employee meets the qualifications
for the position as stated on the job description and has received a satisfactory rating in all areas of
the latest annual evaluation.
It is the Employer's interest to fill positions with the most qualified individuals who apply. While
qualified employees within the bargaining unit shall be given first consideration for a position, the
Employer may consider outside applicants if two or less qualified bargaining unit employees apply.
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.
Employees who promote, transfer or voluntarily demote to another job classification within their Office
or Department 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 the promotion, transfer or voluntary demotion. After this time, if
an employee fails to successfully complete the trial service period in the new job classification, the
employee may be returned to their previous position if it has not been either abolished or filled. If the
position was abolished or filled, such employee will be laid off and eligible for recall in accordance with
Article 8.15, except that the employee may not bump another employee. Employees on trial service
shall be paid the appropriate established salary for that position; and, if reverted, will return to their
previous salary(including any adjustments due; e.g. salary increase, step increase, etc.).
Employees who promote, transfer or voluntarily demote to a job classification outside of an Office or
Department shall serve a six (6) month trial service period in their new position. If they fail to obtain
Regular status in the new position, the employee may not return to their previous position, unless the
employee chooses to revert back within thirty (30) calendar days. In that case, the employee will be
returned to the same or similar classification and pay as held prior to promotion or transfer, including
any adjustment due (e.g., salary increases, step increases, etc.).
When an employee is promoted they will be placed on the step and range on the salary plan that gives
them at least a five percent(5%)wage increase. Step increases from that date will depend on where
the employee is placed.
When an employee is transferred, they shall retain their step placement and their step date.
When an employee voluntarily accepts a lower classification within the bargaining unit he/she shall be
placed on the same step in the new range (Example: 16 Step 5 to 14 Step 5).
Promotions for Appraisal Technician series require a three (3) year employment with Mason County
and other job related requirements as outlined on the job description to be eligible to move to the
senior position. Judicial Support Technicians must meet qualifications as outlined in the job
description to move to the next Salary Range.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 14
7.4 PERSONNEL FILE/POLICIES
Unless otherwise provided by the terms of this Agreement, the Employer Administrative and
Personnel Policies shall apply to members of this bargaining unit. Employees shall also refer to
Employer policies to resolve matters not covered by this Agreement or for clarification of matters
covered by this Agreement. However, where there is a conflict between Employer policies and any
provisions of this Agreement, the provision(s) of this Agreement shall govern.
The official personnel file for each employee shall be clearly identified as such and the Human
Resources Department shall be the custodian of such files. The files shall be locked, and access shall
be limited to the employee's Elected Official/Department Head or anyone designated by the Employer
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 Employer's failure to abide by this Article pertaining to personnel file access
shall not affect the Employer's ability to proceed with the merits of discipline or discharge but may
be a separate Union grievabce 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.
When an employee's information and/or documents about an employee are the subject of a public
records disclosure request in the Human Resources Department, Human Resources will make a
good faith effort to inform the employee prior to the release of the request.
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 anytime 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.
AFSCME Local No.1504 and Mason Canty 2020-2022 Collective Bargaining Agreement Page 15
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.
7.6 DISCIPLINE/CORRECTIVE ACTION
The Employer agrees to act in good faith in the discipline, dismissal or demotion of any regular
employee and any such discipline, dismissal or demotion shall be made only for just cause.
No employee shall be discharged except for just cause. The parties recognize that just cause
requires progressive discipline. Progressive discipline may include:
• oral warnings, which will be documented;
• written warnings — which may also include work performance improvement or corrective
action plan for poor work performance or misconduct,
• suspension without pay;
• demotion; or
• discharge.
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 Employer will notify the Union in writing within three (3) working days after any notice of
discharge. The failure to provide such notice shall not affect such discharge but will extend the
period within which the affected employee may file a grievance.
The Employer recognizes the right of an employee who reasonably believes that an investigatory
interview with a supervisor may result in discipline to request the presence of a Union representative
at such an interview. Upon request, they shall be afforded a Union representative. The Employer
will delay the interview for a reasonable period of time in order to allow a Union representative an
opportunity to attend. If a Union representative is not available or delay is not reasonable, the
employee may request the presence of a bargaining unit witness. (Weingarten rights)
Employees shall also have a right to a notice and a determination meeting prior to any disciplinary
action (except oral warning). The Employer must provide a notice and statement in writing to the
employee identifying the performance violations or misconduct alleged, a finding of fact and the
reasons for the proposed action. The employee shall be given an opportunity to respond to the
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 16
charges in a meeting with the Employer, and shall have the right to Union representation during that
meeting, upon request. (Loudermill rights)
The Employer shall endeavor to correct employee errors or misjudgments in private, with
appropriate Union representation if requested by the employee.
Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such
action as to any post-probationary employee was for just cause. Just cause shall be established if
the following has been shown by the Employer:
7.6.1 That the Employer did forewarn employee of possible consequences of conduct;
7.6.2 That the Employer policy, rule, or order involved reasonably related to the orderly,
efficient, or safe operation of the Employer;
7.6.3 That before administering discipline, the Employer did make an effort to discover
whether employee did, in fact, violate or disobey an Employer policy or rule;
7.6.4 That the Employer conducted its investigation objectively;
7.6.5 That, in the investigation, the Employer did obtain evidence or proof that the
employee violated such Employer policy or rule;
7.6.6 That the Employer 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
Office/Department Seniority: The service time spent in each individual Elected Official's Office or
Department within the bargaining unit.
Employer Seniority: The 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.
Bargaining Unit Seniority: The total length of continuous calendar-based service with the Employer
and in the bargaining unit.
Seniority shall be established upon appointment to a regular full-time or part-time, budgeted position
within the bargaining unit. No seniority shall be established while an employee is employed in
Seasonal or Extra Help/On-Call position. Time in service in a Temporary position shall count for
leave accrual or step movement purposes only. A Temporary employee or a Regular employee in
a Temporary position who is hired without a break in service directly into a Regular position in the
same classification shall be credited for Office/ Department Seniority from the original date of hire
into that classification.
The appointment date shall be adjusted for leaves of absence without pay, except when such leaves
are the result of federal or state legally protected leaves.
Other Definitions:
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 17
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.
8.1.2 CONTINUOUS SERVICE
Means uninterrupted employment with the Employer subject to the following provisions:
1. Continuous calendar-based service shall include uninterrupted employment.
2. Continuous service is terminated by resignation, termination, retirement, layoff or
failure to respond to two offers of recall to former or comparable employment.
8.1.3 LAYOFF
A layoff is identified as the anticipated and on-going or prolonged reduction in the number of
full-time equivalent (FTE) positions or in the number of partial FTEs within the Employer or
within a job classification covered by this Agreement. A reduction in force in a classification
may occur for reasons of lack of funds, lack of work, efficiency or reorganization. Reductions
in force are identified by classification within the affected Office or Department.
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 least senior employee(s)within an affected job classification which
are subject to lay-off or reduction in force and have certain rights as a result.
8.1.5 LAYOFF 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
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 purpose of promotions and/or layoffs from within an Office or Department, seniority shall mean
that time spent in each individual Elected Official's Office or Department within the bargaining unit.
For all other purposes, seniority means total unbroken services with Mason County. An employee's
County seniority shall be established as the initial date of hire upon completion of the original six (6)
month probationary period.
8.2.1 POSTING/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.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 18
8.2.2 LAYOFFS
Total Office/Department Seniority shall determine who is to be laid off within the selected
classification (affected group) and within the Office or Department. The least senior regular
employee(s) within the classification shall be the affected employee(s). In the event of two
employees having the same Office/Department Seniority, bargaining unit seniority shall be
determinative. In the event of two (2) employees having the same bargaining unit seniority,
Employer 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
Employer.
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 Employer seniority of the Regular
employee shall be established as the initial date of hire including the service during the probationary
period. Department seniority shall then be based on continuous service with the Department.
8.4 LOSS OF SENIORITY
Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided
that employees on lay-off status retain the seniority they had at time of lay-off for fourteen (14)months
from date of layoff.
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 fourteen (14) consecutive 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 in good standing after working at least twelve (12) consecutive months, and is thereafter
re-employed within twelve(12) months(or fourteen (14) 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 was laid off.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 19
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 Employer or within a job
classification covered by this Agreement.
For purposes of this article, layoff is further identified as any reduction in hours which results in a
regular position being less than their budgeted FTE.
Total Office/Department Seniority shall determine who is to be laid off within the selected
classification. Bumping rights are determined by Office/Department seniority, consistent with Article
8.2.
Layoff process:
A. The Employer may reduce the work force because of lack of work, lack of funds, or
workflow reorganization.
B. If a reduction in the work force becomes necessary, the Employer will first consider
reduction through normal attrition, (i.e., by not filling normally occurring vacancies).
C. If normal attrition is not feasible, then the Elected Official or Department Head shall
determine which position(s) will be eliminated. The least senior employee(s) in the
affected job classification(s)within the affected Office or Department shall be laid off.
Before laying off any regular employee, all temporary and probationary employees within the same
Office or Department shall be laid off first, provided there is a regular employee qualified to do the
work of the position.
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 UNION
The Union shall also be notified in writing of any reduction in hours proposed by the Employer,
including the purpose, scope, and duration of the proposed reduction.
Upon the Union's request, the Employer and the Union shall meet promptly during the notice period
identified in Article 8.6 to discuss the reasons and the time-lines for the layoff and to review any
suggestions concerning possible alternatives to layoff. Union concerns shall be considered by the
Employer prior to implementation of any reduction in hours. This procedure shall not preclude the
Employer from providing notice to employees or requesting volunteers to take leaves of absence
without pay, provided the Employer notifies the Union of the proposed request.
8.8 AFFECTED GROUP
The following procedure shall apply to any layoff:
8.8.1 AFFECTED EMPLOYEES
The Employer shall first determine by job classification the number of employees or FTEs to
be affected by the layoff. The employee(s) holding such FTEs, which are subject to layoff,
shall be the "affected employee(s)".
The least senior employee, by Office or Department seniority, within the affected job
classification shall be selected for layoff, consistent with Article 8.2.2. The exception would
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 20
be only when the Employer determines that the position requires unique qualifications and
abilities necessary to perform the specialized and required functions of that position, which
would then become an overriding factor.
In cases where Office or Department seniority within a job classification is equal, bargaining
unit seniority will be the determining factor. In the event this is also equal, Classification
seniority will control. In the event this is also equal, Employer seniority will control. If all of
the seniorities are equal, then Management shall make the final decision based on
performance and job skills.
8.8.2 VOLUNTEERS
Simultaneous with implementing the provisions of the layoff procedure, the Employer may
first seek, by a five (5) working day posting process, volunteers for layoff or voluntary
resignation from among those employees who work within the same job classification as the
affected employees. If there are more volunteers than affected employees, volunteers will
be chosen by bargaining unit seniority. Employees who volunteer for layoff may opt for recall
rights as described in this article at the time of layoff.
If there are no or insufficient volunteers within the affected job classification, the remaining
affected employees who have received notice must choose promptly (within five (5) full
working days of receipt of the Notice) among the layoff options set forth in Article 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 Employer, 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 Employer shall update the seniority list and provide it to the Union annually or upon request,
consistent with Article 3.1. If a layoff is announced, a current ranked seniority list including job
classifications, names,job locations, and FTE or hours per week shall be provided to the Union and
posted in the affected Department.
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 workweek are substantially similar.
AFSCME Local No.1504 and Mason Canty 2020-2022 Collective Bargaining Agreement Page 21
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 Employer for which
the employee is qualified.
When a regular full-time or part-time employee is being laid off the Employer may offer a
temporary position if one is available and the employee has the ability to perform the work.
Laid off employees who accept these assignments will be provided the benefits and
provisions of the temporary assignment. Employee(s) accepting these assignments will be
subject to recall.
8.13.2 BUMP
Employees scheduled for layoff may bump into another employee's position within their Office
or Department in lieu of being laid off, if all of the following conditions are met:
1. They have more seniority than the employee they will bump;
2. The job classification they are bumping to is paid on a salary range that is equal
to or less than the salary range of their job classification; and
3. They previously held status in that job classification or they are determined by the
employer to be qualified and competent to perform the job within thirty (30)
calendar days.
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).
Laid off employees, including bumped employees, shall be allowed to bump less senior
employees (by Bargaining Unit Seniority) within their Department in lower classifications or
in classifications which the employees previously held and are still competent to perform the
work of the classification.
Regular Employees faced with a reduction of hours shall have the option of remaining in the
reduced position (if above the twenty (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 Employer.
An employee who has bumped shall move to the highest step of the new range that does
not exceed their current salary.
If there is no employee in the next lower classification who is less senior than the person
scheduled for layoff, that person may look progressively to the next lower classification for
such bumping rights.
The employee who is bumped by the affected employee shall have the same rights under
this Article.
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
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 22
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 Employer to modify its
position and classification structure in order to accommodate bumping or other re-employment
rights.
Salary placement rules shall apply to recall to regular positions and to employees who have
bumped. Employees bumping to another position shall retain their old anniversary date for
purposes of step increases. Persons recalled to the same salary range shall be placed in their
former step and time in step. The salary for non-regular positions not represented by the bargaining
unit shall be determined by the Employer.
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 within each
respective Office or Department for the classification he/she was laid off from, for any lower
classification in the same series, and for any other classification in which the employee has held
Regular status. The employee's name shall remain on the recall list(s) for a period of fourteen (14)
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
Office or Department and/or within the bargaining unit in accordance with Article 8.9.
It shall be the responsibility of each person on a recall list to keep the County informed of his/her
current address and telephone number. The layoff letter to the employee shall advise him/her of their
recall rights and of the name and address of the person in County government to whom the employee
must send notice of their current address or any subsequent changes. The County shall have the
right to remove the name of any person on the recall list if there is no response within fourteen (14)
calendar days after the County has mailed a certified letter(return receipt request)to the person's last
known address.
If an employee on recall accepts an opportunity to return to work in a lower classification than the one
laid off from, the employee's name may remain on the recall list for their previous higher classification
for the balance of the fourteen(14) 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 fourteen (14) 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 fourteen (14) months to the same or another job
classification, Office or Department 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 annual leave
at the same accrual rate in effect as of the date of layoff; and the number of years of continuous
County service at the time of layoff shall be credited towards eligibility for the longevity benefit.
Employees recalled into regular part-time positions shall be subject to pro-rated benefits as described
in other articles of this Agreement.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 23
As long as any employee remains on the recall list the Employer shall not newly employ by hiring
persons into the affected bargaining unit classification(s), within their Department, until all qualified
employees holding recall rights to that affected classification have been offered recall.
A copy of the recall list shall be provided to the Union, upon request.
There shall be no probationary requirement for persons returning to their former position if the initial
probationary period has been completed.
Employees shall not lose seniority original as a result of layoff for a period of up to fourteen (14)
months, per Article 8.4.4; provided, however, that no 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 Employer if the person
is recalled into a regular position from the recall list and the employee did not receive a sick leave
cash-out per Article 13.6. 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 Employer will not contest
the claim and will confirm that the employee was laid off.
ARTICLE 9 —WAGES
9.1 WAGE SCHEDULE.
Effective January 1, 2020 through December 31, 2022, each employee shall have his/her base wage
increased in each year as set forth in Attachment A:
1/1/2020 1.75%
1/1/2021 2.00%
1/1/2022 2.00%
Any additional economic consideration offered to employees of Mason County represented by a
union and in effect at any period during this contract,will trigger a"me too" provision for the members
of AFSCME 1504, thereby granting said members the same economic considerations.
Should it become necessary to establish a new job classification within the bargaining unit during
the life of this Agreement, the Employer may designate a job classification title and salary for the
classification. The salary for any new classification within the bargaining unit shall be subject to
negotiations, consistent with Article 2.2.
Each move within a range is determined by the employee's anniversary date. The anniversary date
is the day the employee started work within a range. Upon promotion of an employee placing him/her
in a higher range, the date of the promotion becomes the anniversary date that determines future step
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 24
increases within that range. The employee's actual date of hire with Mason County will always remain
the same (regardless of promotion)for purposes of vacation leave, sick leave, and retirement.
A reclassification is a change in the allocation of a position from its current job classification to a
different job classification. Reclassification will be considered when an employee has been
permanently assigned to perform the primary functions of a different job classification or has been
permanently assigned significantly different duties, which may warrant establishing a new job
classification.
An employee may request reclassification by submitting a written request, which includes a
justification, to their Elected Official/Department Head. The Elected Official/Department Head shall
respond to the employee in writing within thirty(30)working days.
An Elected Official/Department Head may request reclassification of a position by submitting a written
request with justification to the Human Resources Director or Designee. The Human Resources
Director or Designee shall respond to the request in writing within thirty (30) working days of receipt
of the request. If approved or denied by the Human Resources Director or Designee,the request may
then be submitted to the Board of County Commissioners, with written justification from the Elected
Official/Department Head for their review. The Board of County Commissioners shall respond to the
request in writing within thirty (30) working days of their receipt of the request. If approved, the
reclassification shall be effective as of the date of the written request for reclassification. If the Board
denies the request, the matter is closed.
Step placement of an employee who has been reclassified shall be the same as if the employee had
been promoted, transferred, or demoted, whichever is applicable.
Job descriptions will be on file in each individual Department/Office within the Bargaining Unit and at
the Union Office.
9.2 HIRE-IN RATES
New regular employees shall normally be placed at Step 1 of the appropriate salary range, or placed
consistent with current personnel rules.
ARTICLE 10—OTHER COMPENSATION
10.1 STANDBY/DUTY OFFICER STIPEND
Employees whose duties require them to serve as a 24/7 point of contact for after business hours
and weekends (duty officer) shall be paid a stipend of two hundred and fifty dollars ($250) per week
of duty. The two hundred and fifty dollars ($250) will be adjusted for any pre-approved periods of
time not available for standby duty during that workweek. The employee may be paid overtime (or
offered comp time)for such hours as work is actually performed in the event of an incident, provided
such hours worked are consistent with the requirements of Article 6.4 and results in more than forty
(40) hours in a workweek which shall be paid one and one-half(1 '/2) times their straight-time hourly
rate, or any work required on a weekend (Saturday and/or Sunday), or a holiday shall be paid at
double the straight-time hourly rate for all such hours worked.
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. Pursuant to provisions of RCW
38.52 concerning Emergency Management, and Mason County Code 2.19.050, the Employer may
utilize personnel of any County Department or agency in a declared disaster.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 25
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. After working the call out shift, the
employee may have the option of working the next regularly scheduled shift, provided the supervisor
and the employee feel the employee can carry out the duties of the position safely. When the
employee does continue working, the time worked on the next regularly scheduled shift shall be
compensated at the normal straight time rate.
During periods of emergency, changes of shift can be made with eight (8) hours' notice, provided
the employee has eight (8) hours off between the two (2) shifts.
This provision shall apply to employees who are required to attend Employer scheduled meetings
on their regularly scheduled day(s) off.
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
No employee shall be reduced in salary or benefits because of being assigned by the Employer to
perform the work of a lower classification, except in the situation of lay off.
A supervisor may assign an employee to perform the primary duties of a higher classification, when
those duties are not part of the employee's current job classification, for the purpose of:
A. Providing work coverage during an authorized vacation period;
B. Providing work coverage during an authorized sick leave;
C. Providing work coverage for an authorized leave of absence; or
D. Providing work coverage for a currently vacant position.
If the employee is scheduled to work in the higher job classification for a minimum of three (3)
consecutive workdays, the employee shall be paid on the step of the salary range for the higher
classification that provides at least a five percent(5%) increase.
10.4 MILEAGE REIMBURSEMENT
All bargaining unit employees who are required to use their own vehicles for Employer business
shall be reimbursed at the mileage rate set by the current policy for all miles driven on such business.
10.5 LONGEVITY
The County shall provide additional monthly compensation above each eligible, regular full-time
employee's base salary to recognize continuous length of service as a County employee. Eligible,
regular part-time employees shall receive a pro-rated longevity benefit in proportion to the number of
hours the part-time employee is in pay status during the month as compared to that required for full-
time employment. The longevity benefit will be implemented in accordance with the following
schedule:
Beginning of 111 year of County service 1.5% of Base Pa
Beginning of 161 year of County service 3.0% of Base Pa
Beginning of 21st year of County service 4.5% of Base Pa
Beginning of 261h year of County service 6.0% of Base Pa
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 26
10.6 BILINGUAL PAY
Eligible employees that possess bilingual fluency in a County-approved non-English language, and
who use their bilingual skills in the performance of official duties, shall receive bilingual incentive
pay as indicated herein:
$75.00 per month for Bilingual Language Fluency
Eligibility requirements:
A. The County shall determine if bilingual pay shall be utilized, the language(s)that bilingual
is payable for and the number of employee's eligible for bilingual pay.
B. Bilingual language fluency eligible employees are those who have taken and passed a
language fluency test from an accredited institution and/or employees who have self-
identified bilingual fluency that has been demonstrated on the job.
10.7 EDUCATION PAY
In order to qualify, individuals must receive their degree from a nationally or regionally accredited
institution, approved by their Elected Official/Department Head and have a degree or transcripts
submitted to Human Resources.
Two (2) Year Associate Degree 1.5% of Base Pay
Four (4) Year Baccalaureate Degree 3.0% of Base Pa
Six (6) Year Master's Degree 4.5% of Base Pa
If there is an employee currently earning more than the above percentage, that employee will be
grandfathered at their rate until the percentage is equivalent or more than the percentage that begins
on January 1, 2020.
10.8 WEATHER CLOTHING& BOOT ALLOWANCE
Any employee represented by this bargaining unit that is assigned to work outside as part of their
duties during an inclement weather incident covered by the Inclement Weather Policy of the
Employer shall be eligible for a one time reimbursement towards a winter jacket and/or insulated
boots for up to two hundred fifty dollars ($250).
ARTICLE 11 - HOLIDAYS
11.1 HOLIDAYS
The following annual paid holidays are recognized for all employees:
New Year's Day Veteran's Da
Martin Luther King Day Thanksgiving Da
President's Day Day following Thanksgiving
Memorial Day Christmas Eve Day
Independence Day Christmas Da
Labor Da 2) Floating Holidays
If any Department under this agreement cannot accommodate Christmas Eve as an observed holiday,
the employee will schedule an alternate day. Employees must receive written approval at least one
week in advance of the date(s) in which they desire to utilize their floating holiday. All requests to use
a floating holiday must be made no later than the last working day of November. Floating holiday(s)
not used by the end of the calendar year will be forfeited, unless denied on the basis of the staffing
needs of the Office or Department. Except by mutual agreement, floating holidays shall be used in
half-day increments.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 27
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
When a recognized holiday falls on a Saturday, the proceeding Friday shall be considered the holiday.
When a recognized holiday falls on a Sunday, the following Monday shall be considered the holiday.
For those employees on a 4-10 work schedule, or other alternate schedule, when one of the listed
holidays falls on one of the employee's regularly scheduled days off, the holiday shall be observed
on a day mutually agreeable to the employee and the Employer within the same workweek.
11.4 HOLIDAY ON DAY OFF
Benefitted employees shall receive benefit pay for each holiday according to their own work
schedule in force at the time of the holiday and time-off for each holiday listed in Article 11.1.
11.5 HOLIDAY COMPENSATION
Regular employees shall receive holiday benefit pay for each holiday according to their own work
schedule in force at the time of the holiday. The holiday shall be pro-rated by FTE.
Should any work be performed by an employee on a holiday at the approval and/or direction of their
supervisor they shall be paid for time worked and overtime may result if, consistent with Article 6.4,
it results in over forty(40) hours worked for the workweek. No employee shall be called on a holiday
for less than four (4) hours, except those personnel serving Standby Duty.
ARTICLE 12—VACATION
12.1 VACATION ACCRUAL
Regular and Temporary full-time employees shall accrue paid vacation leave as follows:
Years of Continuous Service Hours per Year
1st through 31 96 hours
4th through 71h 120 hours
81h through 9th 144 hours
10th through 11th 160 hours
12th through 141h 176 hours
15th through 161h 184 hours
17th through 19th 192 hours
20th year and over 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.
With the exception of promoted employees, vacation leave accrued within the first six (6) months of
employment cannot be utilized by an employee until they have successfully completed their initial
appointment probationary requirements. An employee whose employment with Mason County
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 28
terminates within the six(6)month probationary period shall not be paid for any vacation leave accrued
during the probationary period.
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 Elected Official or Department Head.
Whereas the Union 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 vacation leave during the year in which it is earned.
12.2 VACATION SCHEDULING
Upon completion of six (6) months' continuous service in a Regular and Temporary position, an
employee shall be eligible for paid vacation. An employee's request for vacation leave will be
granted, provided that prior approval is given by the employer and provided that leave requested
does not prevent a Department or division thereof from providing efficient public service.
Vacation leave approval will be on the basis of meeting the workload requirements of the Mason
County service schedule where the employee is employed.
All requests to use vacation leave shall be submitted in writing. When an employee desires to use
five (5) or more consecutive vacation leave days he/she must submit a leave request at least fifteen
(15) calendar days in advance of the time off requested. Failure to request leave at least fifteen (15)
calendar days in advance may be cause for the denial of the requested leave. The Employer will
respond to leave requests within ten (10) calendar days of receipt.
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.
If an approved holiday occurs within the approved vacation leave period, such day shall be charged
as holiday leave rather than vacation leave.
Employees shall have the option of using compensatory time or vacation leave for approved paid
time off.
Each Department may not "block out" more than twenty-seven (27) days annually as restrictive
vacation and/or no vacation approval time and must identify the "blocked out" dates within two (2)
weeks prior to ratification of this contract, and the beginning of each annual year thereafter.
12.3 VACATION PAY
Vacation leave days shall be the same as the regular workday schedule for the Department wherein
the employee is employed. Vacation pay shall be the amount that the employee would have earned
if the employee had worked their regular position during the vacation period.
If an authorized holiday occurs within an employee's vacation period, that day will be paid as a
holiday and not deducted from the employee's vacation accruals. Employees cannot receive
vacation, sick leave or holiday pay simultaneously for the same days.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 29
12.4 VACATION UPON TERMINATION
Upon separation of a Regular and Temporary full-time or Regular and Temporary part-time employee
by resignation(with ten(10)working days' notice), retirement, layoff, dismissal or death,the employee
or beneficiary thereof, shall be paid for unused vacation leave at the employee's rate of pay at the
time of separation, provided that no employee may cash out more than four hundred (400) hours of
vacation leave.
Employees shall provide at least ten (10) working days written notice of their effective resignation
date. The time limit of the resignation may be waived at the discretion of the Elected Official of
Designee. Pay in lieu of unused vacation shall be forfeited if ten (10) working days written notice is
not provided or waived.
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 Union mutually agree to comply the with the laws.
Sick leave shall be accumulated for all Regular and Temporary full-time employees at the rate of eight
(8) hours per month for each month of employment.
Regular and Temporary full-time employees must work or be in a paid status at least eighty(80) hours
in a month to accrue sick 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 sick leave for that month.
Sick leave accrual may not exceed one thousand two hundred (1,200) hours.
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. An Elected Official or Designee 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.
Employees may use accrued sick leave for their own illness, injury, pregnancy and/or childbirth,
medical and dental appointments and prescribed treatment associated therefrom. Sick leave may be
used for the care of immediate family members who have a health condition that requires treatment
or supervision and to take immediate family members to medical and dental appointments. However,
two (2) workdays' advance notice is required when the medical/dental appointment is not due to an
emergency condition and the immediate family member is other than the employee's child.
For this Article, immediate family shall be defined as referenced in Article 1.6.
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 Elected Official/Department Head written verification
that he/she has been under the care of a medical doctor, or other bona fide practitioner.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 30
13.3 SHARED LEAVE
The Employer may permit an employee to receive donation of vacation, sick or comp time consistent
with the then current Shared Leave policy.
13.4 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 Employer, Worker's Compensation Act or similar legislation by the State
of Washington or other governmental unit, the Employer 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 Employer
if able to work. In such event, the number of hours deducted from the employee's total accrued sick
leave shall be the hourly equivalent of the Employer's payment. The foregoing payment or
contribution by the employer shall be limited to the period of time that such employee has
accumulated sick leave credits as herein above specified.
13.5 FAMILY MEMBER
Authorized uses of sick leave may be utilized as referenced above in this article for immediate
family, as defined in Article 1.6.
13.6 SICK LEAVE CASH OUT
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 under
an appropriate 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, shall not be eligible (nor their estate) to receive any cash out of their accrued sick
leave upon separation from County service.
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 for the type of leave requested, paid leave accruals will be utilized prior to unpaid
leave, unless otherwise provided for in this Agreement.
Leave does not accrue nor may it be used until the first day of the following pay period in which it is
earned (no "negative" leave use during the period in which it is earned).
14.2 JURY DUTY/COURT
An employee, who is required to serve on a jury or as a result of official Employer duties is required
to appear before a court, legislative committee or quasi-judicial body as a witness in response to a
subpoena or other directive, shall be allowed authorized leave with pay less any amount received
for such duty.
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). Employees enlisting or entering the
military service of the United States, pursuant to the provisions of the Uniformed Services
Employment and Reemployment Rights Act of 1994 (USERRA) shall be granted all rights and
privileges provided by the ACT.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 31
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. Immediate family includes only persons related by blood or marriage
or legal adoption. For purposes of this Bereavement Article, these individuals are 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. A day of bereavement leave shall be in
accordance with the employee's regularly scheduled workday. Bereavement leave will not be
deducted from the accrued sick/vacation time. 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
vacation leave, as approved by the Elected Official/Department Head. Use of sick leave shall follow
Article 13, as well as any Federal or State laws.
14.5 MAINTENANCE OF SENIORITY
The Employer shall adjust the employee's anniversary date to reflect any period of unpaid
leave. Seniority shall continue to accrue and the employee's anniversary date shall not be adjusted
for periods of legally protected leave, such as FMLA or Military Leave.
14.6 LEAVE WITHOUT PAY
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 8.15.
An employee on leave of absence may be affected by a layoff 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
seniority for purposes of vacation accrual, promotion and layoff would be adjusted in the same amount
as the duration of the leave without pay. In the unlikely event an employee was granted a leave
without pay during his/her probationary period, the probationary period would be extended for the
same duration as the leave without pay.
14.7 FAMILY LEAVE—FMLA
The County and the Union mutually agree to comply with all State and Federal Family Leave Laws
(FMLA, RCW 49.78). All allowable leave balances must be exhausted prior to an employee taking
leave without pay.
Under the terms of the Family and Medical Leave Act of 1993 (FMLA) and the state law, upon the
completion of one(1)year of employment, any employee who has worked at least 1250 hours during
the prior twelve (12) months shall be entitled to up to twelve (12) weeks of leave per rolling year for
the birth, adoption or placement of a foster child; to care for a spouse or immediate family member
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 32
with a serious health condition; or when the employee is unable to work due to a serious health
condition. For purposes of this Article, the definition of"immediate family"will be found in Article 1.7.
The Employer shall maintain the employee's health benefits during this leave. If the employee fails
to return from leave for any reason other than the medical condition initially qualifying for the FMLA
absence, the Employer may recover from the employee the insurance premiums paid during any
period of unpaid leave.
If a leave qualifies under both federal and state law, the leave shall run concurrently. Ordinarily, the
employee must provide thirty (30) days written advance notice to the Employer when the leave is
foreseeable. The employee should report qualifying events as soon as known and practicable.
The combination of FMLA and other types of leave(s) is not precluded and, in fact, leave utilizations
are to be concurrent, with the intent that appropriate paid accruals are to be utilized first, consistent
with other Articles of this Agreement. The Employee may elect to retain up to forty (40) hours of
vacation (prorated by their FTE) for use upon return to work, consistent with the process identified
in the personnel policy. Upon the employee's election, any accrued comp time may be utilized prior
to any period of unpaid leave.
The Employer 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
contact the County's Human Resource Department, the Union or any other resource for guidance.
14.8 MATERNITY DISABILITY LEAVE
Consistent with WAC 162-30-020, the Employer will grant a leave of absence for a period of
temporary disability because of pregnancy or childbirth. This may be in addition to the leave
entitlements of FMLA.
This leave provides female employees with the right to a leave of absence equivalent to the disability
phase of pregnancy and childbirth. There is no eligibility requirement, however the Employer has
no obligation to pay for health insurance benefits while on this leave (unless utilized concurrent with
FMLA).
Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is no
limit to the length of the disability phase, except for the right for medical verification and the right of
second opinion at the employer's expense. At the end of the disability leave, the employee is
entitled to return to the same job or a similar job of at least the same pay as provided by
law. Employees must use their accrued vacation and sick leave, if any, during the leave period and,
at their election, any accrued comp time, consistent with the retention provision as provided in Article
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 Employer. The goal shall be to continue
to provide essential Employer services, consistent with public and employee safety and emergency
operations priorities. If an employee is expected to work during an inclement weather, emergency
closure, or early release while any other employee does not have to arrive/remain at work because
of a Department closure, the employee who must suffer work shall be credited the same amount of
time off of the Department closure and the amount of time the Department closed workers were
allowed to remain away from work.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 33
The parties agree, they will continue to meet to develop recommendations for Court and County
security issues which balance employee safety and continuity of operations and, particularly, the
Court's necessary discretion. Such will be a policy workgroup with representatives of key
stakeholders and with a goal of recommendations for the County and the Court and, upon adoption,
integrated into the County's Emergency Management and Inclement Weather/Emergency policies.
14.10 WASHINGTON STATE PAID LEAVE COMPLIANCE
The County and Union mutually agree to comply with all Washington State Paid Family & Medical
Leave laws, per RCW 50A.04, and future amendments with the law.
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
employee for medical, dental, vision, and life insurance coverage.
A. Effective January 1, 2020 the contribution shall be increased to one thousand three
hundred and ten dollars ($1,310) 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 ($1,362) 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 ($1,414) per month during the term of this Agreement for each
eligible employee for medical, dental, vision, and life insurance coverage.
D. Any additional health contributions offered to employees of Mason County represented
by a union and in effect as of the current contract will trigger a "me too" provision for the
members of AFSCME 1504, thereby granting said members the same health
contributions.
Eligible employees are those Regular and Temporary full-time and Regular and Temporary part-
time employees compensated for eighty (80) man-hours or more per month during the calendar
year. This excludes separated employees that are being paid out for vacation, sick and comp time.
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 Employer's Personnel Policy.
The above contribution is to be applied to premiums for Washington Teamsters Welfare Trust
Medical Plan without optional coverage, 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 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 wages.
The County shall provide an Employee Assistance Program (EAP) benefit for all bargaining unit
employees.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 34
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 Employer on official business shall
be consistent with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296-128-
500.
ARTICLE 17 —LABOR/ MANAGEMENT COMMITTEES
17.1 PURPOSE OF COMMITTEE
The Employer and the Union agree that a need exists for continuing cooperation between labor and
management, and to meet from time to time upon the request of either party concerning suggestions
and issues of a general nature affecting the Union and the Employer relations.
The parties therefore establish a Labor/Management Committee consisting of up to six (6) members
from the Bargaining Unit and the Union staff representative, and up to seven (7) members from the
Employer, including a representative from Human Resources. The committee will meet from time to
time during working hours to discuss matters of mutual interest or concern. The committee shall not
have the authority to change this Agreement, nor shall it substitute for the grievance procedure.
The above provision does not preclude and in fact encourages the parties to also meet informally
and expeditiously on an as needed basis on matters of mutual concern.
Policy Work Groups - The Union 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 Union regarding
employment policies that would impact wages, hours and working conditions.
17.2 COMPOSITION OF COMMITTEE
The Labor Management Committee meetings will include a minimum of three (3) representatives of
the employer and a minimum of three (3) representatives appointed by Local No.1504, 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 if during duty hours and will be paid at the appropriate regular rate of pay.
ARTICLE 18— HEALTH & SAFETY
18.1 SAFE WORKPLACE
The Employer is responsible for maintaining a safe and healthful workplace. The Employer shall
comply with all federal, state, and local laws applicable to the safety and health of its employees.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 35
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 Employer shall develop and follow written policies and procedures to deal with on-the-job safety
and shall conduct an ongoing site-specific safety and security plans in conformance with state and
federal laws.
18.3 DRUG FREE WORKPLACE
The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that
employers will provide a drug free workplace. This policy strictly prohibits the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled substance in the workplace.
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 shall consult with another supervisor, manager or
representative of Human Resources to ensure that adequate grounds for reasonable suspicion
exist. The consulted supervisor, manager or representative of Human Resources shall also
personally observe the employee before the employee is required to test for the presence of that
substance. At this time, the employee will also be notified of his or her Weingarten rights.
Employees removed from duty under such circumstances who test positive shall be required to
meet with the Employer's Substance Abuse Professional (SAP) and shall only be allowed to return
to work, if at all, in accordance with the return to work provisions of the Employer's substance abuse
policy.
18.4 WORK PLACE VIOLENCE
The Employer is committed to employee health and safety. Workplace violence, including threats
of violence by or against a County employee, will not be tolerated and should be immediately
reported whether or not physical injury occurs.
ARTICLE 19 - GRIEVANCE PROCEDURE
19.1 GRIEVANCE DEFINED
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 is an allegation by an employee, group of employees or the Union that there has been a
violation, misapplication or misinterpretation of this Agreement.
Employees will be unimpeded and free from restraint, interference, coercion, discrimination or reprisal
in seeking adjudication of their grievance.
Any grievance procedure time limit may be extended by mutual written agreement.
Failure by an employee and/or the Union to comply with any grievance time limitations shall constitute
withdrawal of the grievance. Failure of the County to comply with any grievance time limitations shall
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 36
automatically permit the Union or the employee to advance the grievance to the next step in the
grievance procedure.
A grievance of interest to several employees may be filed as a "group grievance."
The processing and adjudication of grievances shall be conducted during working hours.
19.2 GRIEVANCE PROCEDURE
In the event of a grievance, the following procedure shall be used:
Step 1. A grievance must be presented within ten (10) working days of the incident giving rise to the
grievance or the date the grievant knew or could reasonably have known of the incident to the
employee's immediate supervisor or manager if the grievance is not related to a salary issue.
However, if the incident is related to a salary issue, the employee and/or the Union Steward shall
submit a written grievance at Step 2 to the Elected Official/Department Head. If the grievance is not
resolved by the employee and the immediate supervisor/manager, then a formal grievance may be
filed at Step 2.
Step 2. The grievance shall be presented in writing on an official Union grievance form. This shall
include:
1. The specific details of the incident or issue giving rise to the grievance;
2. The Article(s) and Section(s) of the Agreement allegedly violated; and
3. The remedy sought.
The written grievance shall be submitted by the employee and/or the Union Steward to the Elected
Official/Department Head within seven (7)working days of the date of the discussion in Step 1 above.
A copy of the grievance will be filed with the Human Resources Department. Within seven (7)working
days after the receipt of the official written grievance, the Elected Official/Department Head shall
schedule a meeting with the employee and Shop Steward and/or Union Representative to hear and
seek to resolve the grievance. The Elected Official/Department Head shall provide a written answer
to the Employee and the Union Steward/Union Representative within ten (10) working days of the
meeting. If the grievance is not resolved at Step 2, the grievance may be advanced to Step 3.
Step 3. The written grievance shall be submitted to the Human Resources Director or Designee
within seven (7)working days of the date of the written response at Step 2. Within seven (7)working
days of receipt of the grievance, the Human Resources Director or Designee shall schedule a
meeting with the employee and Shop Steward and/or Union Representative to hear and seek to
resolve the grievance. The Human Resources Director or Designee shall provide a written answer
to the Employee and the Union Steward/Union Representative within ten (10) working days of the
meeting. If the grievance is not resolved at Step 3, the grievance may be advanced to Step 4.
Step 4. The Union may refer the grievance, in writing, to the Public Employment Relations
Commission (PERC), Federal Mediation and Conciliation Services(FMCS)or a mutually agreed upon
arbitration service for arbitration and to request a list of seven (7)qualified arbitrators. If a list of seven
arbitrators is requested, both parties will attempt to agree upon an arbitrator from this list. If they
cannot agree within ten (10) working days from the receipt of the list, a flip of the coin will determine
which party strikes the first name from the list. This striking of names will alternate between the parties
until one name remains. This person shall be the arbitrator. The written referral to arbitration must
be made within thirty (30) calendar days after the decision of the Human Resources Director or
Designee, and a copy of the referral provided to the Elected Official/Department Head and the Human
Resources Director or Designee. The referral to arbitration will contain the following:
1. The specific details of the incident or issue giving rise to the grievance;
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 37
2. Article(s) and Section(s) of the Agreement allegedly violated;
3. Copies of the Step 2 and 3 responses to the grievance; and
4. Remedy sought.
Grievance Arbitration. A hearing shall be scheduled at a date,time and location mutually convenient
for all parties. In connection with any arbitration proceeding held pursuant to this Article, it is
understood as follows:
A. The arbitrator shall have no power to render a decision that will add to, subtract from or alter,
change, or modify the terms of this Agreement, and his/her power shall be limited to
interpretation or application of the terms of this Agreement, and all other matters shall be
excluded from arbitration.
B. The decision of the arbitrator shall be final, conclusive and binding upon the Employer, the
Union and the employee involved.
C. The cost of the arbitrator shall be borne equally by the Employer and the Union, and each
party shall bear the cost of presenting its own case.
D. The arbitrator's decision shall be made in writing and shall be issued to the parties within a
reasonable timeframe after the date of the arbitration hearing or after receipt of the parties'
post hearing briefs are submitted to the arbitrator.
19.3 UNION/EMPLOYER GRIEVANCE
Either the Union or the Employer may initiate a grievance at Step 2 if the grievance is submitted in
writing within ten (10) business days from the date the Employer / employees became aware or
reasonably should have known that the grievance existed. The Employer may not grieve the acts
of individual employees, but rather, only orchestrated acts or actions of authorized representatives
believed to be in conflict with this Agreement. An Employer grievance will not be subject to
Arbitration and may only go to mediation upon mutual agreement.
The Union may initiate a Grievance at Step 2 anytime that it involves a group of employees involving
different supervisors or from different Departments. Such grievances may be referred to mediation
services by mutual agreement prior to Arbitration.
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 it can be properly presented in
accordance with the grievance procedure.
19.4.2 Attend meetings with the Director or other Employer representatives when such
meetings are necessary to adjust grievances or disputes. Meetings with designated
personnel will be by appointment and held without delay when possible.
19.4.3 Confer with a staff representative of the Union and/or employees on Employer
premises, at such time and places as may be authorized by the Director or Designee in
advance of the intended meetings.
For the purposes of this Article and Article 4.3, obtaining coverage to insure minimum staffing levels
shall not be considered an unnecessary delay. The Employer shall not be obligated to provide
coverage immediately if the use of overtime is the only means of providing that coverage.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 38
ARTICLE 20 - NO STRIKE / NO LOCKOUT
20.1 NO STRIKE/NO LOCKOUT
The Union agrees that there shall be no strikes, slow-downs, or stoppage of work, or any
interference with the efficient operation of the Department. Any such action shall be subject to
disciplinary action, including termination and replacement of the involved employees. The Employer
shall not lockout any employee during the life of this Agreement.
ARTICLE 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 acting through the Board of Commissioners on issues regarding financial
matters, and the Elected Officials acting individually retains all legal and inherent exclusive rights with
respect to matters of legislative and managerial policy. Furthermore, the elected official and County
reserve all customary management prerogatives including, but not limited to the right to:
A. Establish, plan for and direct the work force toward the organizational goals of
County government.
B. Determine the organization and merits, necessity, and level of activity or service provided
to the public.
C. Determine the County budget and financial policies, including accounting procedures.
D. Determine the procedures and standards for hiring, promotion, assignment, transfer,
layoff, discipline, and retention.
E. Discipline employees for just cause.
F. Determine the methods, means, equipment, and kinds and number of personnel required
to accomplish the governmental operations and maintain the efficiency thereof.
G. Assign work and schedule employees.
H. Establish work rules and rules of conduct.
I. Evaluate employee performance.
J. Layoff or reduce any employee from duty due to lack of work, insufficient funds or workflow
reorganization. Layoff means 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.
K. Take all actions necessary to carry out the mission of the County in emergencies.
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.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 39
If an article of this Agreement or any addenda thereto should be held invalid by operation of law or by
any tribunal of competent jurisdiction, or if compliance with or enforcement of any article should be
restrained by such tribunal, the remainder of this Agreement and addenda shall not be affected
thereby, and the parties shall enter into immediate collective bargaining negotiations for the purpose
of arriving at a mutually satisfactory replacement for such article or addenda.
ARTICLE 23— ENTIRE AGREEMENT
23.1 DURATION CLAUSE
This Agreement shall become effective upon the signing of the Agreement and shall remain in effect
through December 31, 2022.
Either party may request negotiations of a successor agreement within ninety (90) days of the
expiration of this Agreement.
This Agreement may be modified during its term by mutual agreement of both parties concerned.
Such mutual agreement shall be reduced in writing and shall be incorporated as a part of this
Agreement.
23.2 ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire agreement between the parties and
no oral statement shall add to or supersede any of its provisions. The Employer agrees not to enter
into any Agreement or contract with any covered employee(s), either individually or collectively, which
is inconsistent with the terms of this Agreement.
The existing contract shall remain in effect until a successor contract is signed, or until one (1) year
from the termination of this Agreement.
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 40
SIGNATURES
DATED this day of , Ari-k _ , 2D ZJ .
BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
ATTEST
Melis ry Sharon Trask
Clerk of the Board Chair
Approved as to form: �� ,
Randy l�leatherl.►n
Comm/. sioner
Timothy Whitehead
Chief Deputy Prosecuting Attorney Kevin Shutty
Commissioner
AFSC E LOCAL 1504
Aaron Cold' Tammi Wright
Staff Representative President, Local No. 1504
ELECTED 0FIGIALS
Paddy McGuire Sharon Fogo
Audit Clerk
atti McLean George
Assessor, District Court Judge
r Ifc
�1d
lisabeth Frazier
Treasurer
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 41
ATTACHMENT A
AFSCME 2020 SALARY WAGE TABLE
AFSCME Salary Step
Table 2020 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 10
Assessor
Administrative Data
Technician 4,166.24 4,377.43 4,598.37 4,835.15 5,076.87 5,202.59 5,335.68 5,469.07 5,605.80 5,745.94
Levy/Personal Property
Technician 3,679.94 3,869.28 4,064.57 4,270.65 4,486.20 4,596.96 4,717.23 4,835.16 4,956.04 5,079.94
Real Property Technician 3,587.10 3,775.27 3,964.54 4,165.85 4,375.45 4,486.20 4,596.96 4,711.88 4,829.68 4,950.42
Senior Appraisal Technician 3,587.10 3,775.27 3,964.54 4,165.85 4,375.45 4,486.20 4,596.96 4,711.88 4,829.68 4,950.42
Appraisal Technician 3,252.39 3,416.74 3,587.10 3,775.27 3,964.54 4,064.57 4,165.85 4,269.99 4,376.74 4,486.16
Clerk 3,095.21 3,252.39 3,416.74 3,587.10 3,775.27 3,869.28 3,964.54 4,063.65 4,165.24 4,269.37
Auditor
Financial Analyst 4,270.38 4,486.83 4,713.29 4,956.04 5,203.79 5,332.66 5,469.07 5,605.80 5,745.94 5,889.59
Recording Manager/Archive
Specialist 4,166.24 4,377.43 4,598.37 4,835.15 5,076.87 5,202.59 5,335.68 5,469.07 5,605.80 5,745.94
Licensing Manager 3,869.28 4,064.57 4,270.65 4,486.20 4,717.23 4,829.17 4,953.02 5,076.85 5,203.77 5,333.86
Accounting Technician 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Sr. Office Technician 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Assistant Elections
Administrator 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Sr. Elections Technician 3,252.39 3,416.74 3,587.10 3,775.27 3,964.54 4,064.57 4,165.85 4,269.99 4,376.74 4,486.16
Office Technician 3,095.21 3,252.39 3,416.74 3,587.10 3,775.27 3,869.28 3,964.54 4,063.65 4,165.24 4,269.37
Elections Technician 3,095.21 3,252.39 3,416.74 3,587.10 3,775.27 3,869.28 3,964.54 4,063.65 4,165.24 4,269.37
CountV Clerk
Jury Manager/Records
Manager 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Deputy Clerk III 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Deputy Clerk II 3,252.39 3,416.74 3,587.10 3,775.27 3,964.54 4,064.57 4,165.85 4,269.99 4,376.74 4,486.16
Court Collector 3,172.62 3,335.77 3,503.73 3,679.94 3,869.28 3,964.54 4,064.57 4,166.19 4,270.34 4,377.10
Deputy Clerk 1 3,095.21 3,252.39 3,416.74 3,587.10 3,775.27 3,869.28 3,964.54 4,063.65 4,165.24 4,269.37
District Court
District Court Administrative
Assistant 4,064.57 4,270.65 4,486.20 4,717.23 4,953.02 5,075.71 5,205.52 5,335.65 5,469.05 5,605.77
Judicial Support Specialist III 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Judicial Support Specialist II 3,252.39 3,416.74 3,587.10 3,775.27 3,964.54 4,064.57 4,165.85 4,269.99 4,376.74 4,486.16
Judicial Support Specialist 1 3,095.21 3,252.39 3,416.74 3,587.10 3,775.27 3,869.28 3,964.54 4,063.65 4,165.24 4,269.37
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 42
Emergency Mana ement Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Senior Emergency
Management Coordinator 4,166.24 4,377.43 4,598.37 4,835.15 5,076.87 5,202.59 5,335.68 5,469.07 5,605.80 5,745.94
Emergency Management
Training/Exercise Coordinator 3,869.28 4,064.57 4,270.65 4,486.20 4,717.23 4,829.17 4,953.02 5,076.85 5,203.77 5,333.86
Treasurer
Finance Accounting Deputy-
Investments-Bankin 3,775.27 3,964.54 4,165.85 4,375.45 4,596.96 4,717.23 4,829.17 4,949.90 5,073.65 5,200.49
Finance Accounting Deputy-
IT-Billing Specialist 3,775.27 3,964.54 4,165.85 4,375.45 4,596.96 4,717.23 4,829.17 4,949.90 5,073.65 5,200.49
Cashier Deputy-Foreclosure 3,775.27 3,964.54 4,165.85 4,375.45 4,596.96 4,717.23 4,829.17 4,949.90 5,073.65 5,200.49
Finance Accounting Deputy 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Cashier Deputy-Collections 3,416.74 3,587.10 3,775.27 3,964.54 4,165.85 4,270.65 4,375.45 4,484.84 4,596.96 4,711.88
Senior Cashier 3,252.39 3,416.74 3,587.10 3,775.27 3,964.54 4,064.57 4,165.85 4,269.99 4,376.74 4,486.16
Cashier 3,095.21 3,252.39 3,416.74 3,587.10 3,775.27 3,869.28 3,964.54 4,063.65 4,165.24 4,269.37
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 43
ATTACHMENT A
AFSCME 2021 SALARY WAGE TABLE
AFSCME Salary Table
2021 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Assessor
Administrative Data
Technician 4,249.56 4,464.97 4,690.34 4,931.85 5,178.41 5,306.64 5,442.39 5,578.45 5,717.91 5,860.86
Levy/Personal Property
Technician 3,753.54 3,946.66 4,145.87 4,356.06 4,575.92 4,688.90 4,811.57 4,931.86 5,055.16 5,181.54
Real Property Technician 3,658.84 3,850.78 4,043.83 4,249.17 4,462.96 4,575.92 4,688.90 4,806.12 4,926.27 5,049.43
Senior Appraisal Technician 3,658.84 3,850.78 4,043.83 4,249.17 4,462.96 4,575.92 4,688.90 4,806.12 4,926.27 5,049.43
Appraisal Technician 3,317.44 3,485.07 3,658.84 3,850.78 4,043.83 4,145.87 4,249.17 4,355.39 4,464.28 4,575.89
Clerk 3,157.11 3,317.44 3,485.07 3,658.84 3,850.78 3,946.66 4,043.83 4,144.92 4,248.55 4,354.76
Auditor
Financial Analyst 4,355.79 4,576.57 4,807.56 5,055.16 5,307.86 5,439.32 5,578.45 5,717.91 5,860.86 6,007.38
Recording Manager/Archive
Specialist 4,249.56 4,464.97 4,690.34 4,931.85 5,178.41 5,306.64 5,442.39 5,578.45 5,717.91 5,860.86
Licensing Manager 3,946.66 4,145.87 4,356.06 4,575.92 4,811.57 4,925.75 5,052.08 5,178.38 5,307.84 5,440.54
Accounting Technician 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Sr. Office Technician 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Assistant Elections
Administrator 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Sr. Elections Technician 3,317.44 3,485.07 3,658.84 3,850.78 4,043.83 4,145.87 4,249.17 4,355.39 4,464.28 4,575.89
Office Technician 3,157.11 3,317.44 3,485.07 3,658.84 3,850.78 3,946.66 4,043.83 4,144.92 4,248.55 4,354.76
Elections Technician 3,157.11 3,317.44 3,485.07 3,658.84 3,850.78 3,946.66 4,043.83 4,144.92 4,248.55 4,354.76
County Clerk
Jury Manager/Records
Manager 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Deputy Clerk III 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Deputy Clerk II 3,317.44 3,485.07 3,658.84 3,850.78 4,043.83 4,145.87 4,249.17 4,355.39 4,464.28 4,575.89
Court Collector 3,236.07 3,402.48 3,573.80 3,753.54 3,946.66 4,043.83 4,145.87 4,249.51 4,355.75 4,464.64
Deputy Clerk 1 3,157.11 3,317.44 3,485.07 3,658.84 3,850.78 3,946.66 4,043.83 4,144.92 4,248.55 4,354.76
District Court
District Court Administrative
Assistant 4,145.87 4,356.06 4,575.92 4,811.57 5,052.08 5,177.22 5,309.63 5,442.37 5,578.43 5,717.89
Judicial Support Specialist III 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Judicial Support Specialist II 3,317.44 3,485.07 3,658.84 3,850.78 4,043.83 4,145.87 4,249.17 4,355.39 4,464.28 4,575.89
Judicial Support Specialist 1 3,157.11 3,317.44 3,485.07 3,658.84 3,850.78 3,946.66 4,043.83 4,144.92 4,248.55 4,354.76
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 44
Emergency Management Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Senior Emergency
Management Coordinator 4,249.56 4,464.97 4,690.34 4,931.85 5,178.41 5,306.64 5,442.39 5,578.45 5,717.91 5,860.86
Emergency Management
Training/Exercise Coordinator 3,946.66 4,145.87 4,356.06 4,575.92 4,811.57 4,925.75 5,052.08 5,178.38 5,307.84 5,440.54
Treasurer
Finance Accounting Deputy-
Investments-Bankin 3,850.78 4,043.83 4,249.17 4,462.96 4,688.90 4,811.57 4,925.75 5,048.90 5,175.12 5,304.50
Finance Accounting Deputy-
IT-Billing Specialist 3,850.78 4,043.83 4,249.17 4,462.96 4,688.90 4,811.57 4,925.75 5,048.90 5,175.12 5,304.50
Cashier Deputy-Foreclosure 3,850.78 4,043.83 4,249.17 4,462.96 4,688.90 4,811.57 4,925.75 5,048.90 5,175.12 5,304.50
Finance Accounting Deputy 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Cashier Deputy-Collections 3,485.07 3,658.84 3,850.78 4,043.83 4,249.17 4,356.06 4,462.96 4,574.53 4,688.90 4,806.12
Senior Cashier 3,317.44 3,485.07 3,658.84 3,850.78 4,043.83 4,145.87 4,249.17 4,355.39 4,464.28 4,575.89
Cashier 3,157.11 3,317.44 3,485.07 3,658.84 3,850.78 3,946.66 4,043.83 4,144.92 4,248.55 4,354.76
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 45
ATTACHMENT A
AFSCME 2022 SALARY WAGE TABLE
AFSCME Salary Table 2022 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Assessor
Administrative Data
Technician 4,334.55 4,554.27 4,784.14 5,030.49 5,281.97 5,412.77 5,551.24 5,690.02 5,832.27 5,978.08
Levy/Personal Property
Technician 3,828.61 4,025.60 4,228.78 4,443.18 4,667.44 4,782.67 4,907.80 1 5,030.50 5,156.26 5,285.17
Real Property Technician 3,732.02 3,927.79 4,124.70 4,334.15 4,552.22 4,667.44 4,782.67 4,902.24 5,024.80 5,150.42
Senior Appraisal Technician 3,732.02 3,927.79 4,124.70 4,334.15 4,552.22 4,667.44 4,782.67 4,902.24 5,024.80 5,150.42
Appraisal Technician 3,383.79 3,554.77 3,732.02 3,927.79 4,124.70 4,228.78 4,334.15 4,442.50 4,553.57 4,667.40
Clerk 3,220.26 3,383.79 3,554.77 3,732.02 3,927.79 4,025.60 4,124.70 4,227.82 4,333.52 4,441.85
Auditor
Financial Analyst 4,442.91 4,668.10 4,903.71 5,156.26 5,414.02 5,548.10 5,690.02 5,832.27 5,978.08 6,127.53
Recording Manager/Archive
Specialist 4,334.55 4,554.27 4,784.14 5,030.49 5,281.97 5,412.77 5,551.24 5,690.02 5,832.27 5,978.08
Licensing Manager 4,025.60 4,228.78 4,443.18 4,667.44 4,907.80 5,024.27 5,153.12 5,281.95 5,414.00 5,549.35
Accounting Technician 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Sr. Office Technician 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Assistant Elections
Administrator 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Sr. Elections Technician 3,383.79 3,554.77 3,732.02 3,927.79 4,124.70 4,228.78 4,334.15 4,442.50 4,553.57 4,667.40
Office Technician 3,220.26 3,383.79 3,554.77 3,732.02 3,927.79 4,025.60 4,124.70 4,227.82 4,333.52 4,441.85
Elections Technician 3,220.26 3,383.79 3,554.77 3,732.02 3,927.79 4,025.60 4,124.70 4,227.82 4,333.52 4,441.85
County Clerk
Jury Manager/Records
Manager 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Deputy Clerk III 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Deputy Clerk II 3,383.79 3,554.77 3,732.02 3,927.79 4,124.70 4,228.78 4,334.15 4,442.50 4,553.57 4,667.40
Court Collector 3,300.79 3,470.53 3,645.28 3,828.61 4,025.60 4,124.70 4,228.78 4,334.50 4,442.87 4,553.94
Deputy Clerk 1 3,220.26 3,383.79 3,554.77 3,732.02 3,927.79 4,025.60 4,124.70 4,227.82 4,333.52 4,441.85
District Court
District Court Administrative
Assistant 4,228.78 4,443.18 4,667.44 4,907.80 5,153.12 5,280.76 5,415.82 5,551.21 5,689.99 5,832.24
Judicial Support Specialist III 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Judicial Support Specialist II 3,383.79 3,554.77 3,732.02 3,927.79 4,124.70 4,228.78 4,334.15 4,442.50 4,553.57 4,667.40
Judicial Support Specialist 1 3,220.26 3,383.79 3,554.77 3,732.02 3,927.79 4,025.60 4,124.70 4,227.82 4,333.52 4,441.85
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 46
Emergency Management Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Senior DEM Coordinator 4,334.55 4,554.27 4,784.14 5,030.49 5,281.97 5,412.77 5,551.24 5,690.02 5,832.27 5,978.08
DEM Training Coordinator 4,025.60 4,228.78 4,443.18 4,667.44 4,907.80 5,024.27 5,153.12 5,281.95 5,414.00 5,549.35
Treasurer
Finance Accounting Deputy-
Banking 3,927.79 4,124.70 4,334.15 4,552.22 4,782.67 4,907.80 5,024.27 5,149.88 5,278.62 5,410.59
Finance Accounting Deputy-
Specialist 3,927.79 4,124.70 4,334.15 4,552.22 4,782.67 4,907.80 5,024.27 5,149.88 5,278.62 5,410.59
Cashier Deputy-Foreclosure 3,927.79 4,124.70 4,334.15 4,552.22 4,782.67 4,907.80 5,024.27 5,149.88 5,278.62 5,410.59
Finance Accounting Deputy 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Cashier Deputy-Collections 3,554.77 3,732.02 3,927.79 4,124.70 4,334.15 4,443.18 4,552.22 4,666.02 4,782.67 4,902.24
Senior Cashier 3,383.79 3,554.77 3,732.02 3,927.79 4,124.70 4,228.78 4,334.15 4,442.50 4,553.57 4,667.40
Cashier 3,220.26 3,383.79 3,554.77 3,732.02 3,927.79 4,025.60 4,124.70 4,227.82 4,333.52 4,441.85
AFSCME Local No.1504 and Mason County 2020-2022 Collective Bargaining Agreement Page 47