HomeMy WebLinkAbout2019-2021 Collective Bargaining Agreement for Appraisers COLLECTIVE BARGAINING
AGREEMENT
January I, 2019 — December .3.1, 2021.
BETWEEN
TEAMSTERS UNION LOCAL NO. 252
o •+
AND
MASON COUNTY
A PPRA I,SER,S UNIT
TABLE OF CONTENTS
ARTICLE 1 -DEFINITIONS.........................................................................................................5
ARTICLE 2-RECOGNITION......................................................................................................6
2.1 RECOGNITION......................................................................................................................6
2.2 NEW CLASSIFICATIONS ..................................................................... ....6
..............................
ARTICLE 3--UNION SECURITY.................................................................................................7
3.1 UNION REPRESENTATION......................«...........................................................................-7
3.2 NONDISCRIMINATION-UNION ACTIVITY ..........................................................................8
ARTICLE 4-UNION/EMPLOYER RELATIONS ...................................................................8
4.1 UNION ACCESS.....................................................................................................................8
4.2 FACILITY USE. ......................................................................................................................8
4.3 STEWARDS................................................................................................................I...........8
4.4 ORIENTATION.......................................................................................................................9
4.5 BULLETIN BOARDS...............................................................................................................9
4.6 CONTRACT DISTRIBUTION...................................................................................................9
4.7 NEGOTIATIONS RELEASE TIME...........................................................................................9
4.8 GRIEVANCE RELEASE TIME................................................................................................9
4.9 UNION BUSINESS..................................................................................................................
4.10 BARGAINING UNIT RUSTER .........................................................................................10
ARTICLE 5-EMPLOYMENT....................................................................................................10
5.1 PROBATIONARY PERIODS..................................................................................................10
5.2 TYPES OF EMPLOYMENT ...............«...................................................................................10
5.3 CONTRACTORS...................................................................................................................11
5.4 STUDENTS/INTERNS..........................................................................................................11
ARTICLE 6-HOURS OF WORD AND OVERTIME. .., ......... .. ......................... .....12
6.1 WORKDAY/WORKWEEK..................................................................................................12
6.2 WORK SCHEDULES ............................................................................................................12
6.3 REST/MEAL BREAKS........................................................................................................13
6.4 OVERTIME..........................................................................................................................13
6.5 COMP TIME........................................................................................................................13
ARTICLE 7-EMPLOYMENT PRACTICES. ..........................................................................14
7.1 NONDISCRIMINATION ........................................................................................................14
7.2 JOB POSTING......................................................................................................................14
7.3 PROMOTIONS......................................................................................................................15
7A PERSONNEL FILE/POLICIES.............................................................................................15
7.5 EVALVATIONS....................................................................................................................16
7.6 DISCIPLINE/CORRECTIVE ACTION..................................................................................17
ARTICLE 8-SENIORITY...........................................................................................................18
8.1 DEFINITIONS ......................................................................................................................18
8.2 APPLICATION OF SENIORITY.............................................................................................19
8.4 Loss OF SENIORITY...........................................................................................................20
8.5 LAYOFFS.............................................................................................................................21
Teamsters Local No.252 Appraisers and Mason County 2019-2021 Collective Bargaining Agreement Page 2
8.6 NOTICE...............................................................................................................................22
8.7 MEETING WITH UNION .....................................................................................................22
8.8 AFFECTED GROUP .............................................................................................................22
8.9 VACANT POSITIONS ...............................................................................................I...........23
8.10 SENIORITY LIST.................................................................................................................23
8.11 ORDER Or LAYOFF............................................................................................................23
8.12 COMPARAmE EMPLOYMENT ...........................................................................................23
8.13 LAYOFF OPTIONS ..............................................................................................................23
8.14 REDUCTION HOURS t FTE.................................................................................................25
8.15 RECALL..................... ...,................................................................25
8.16 VACATION&LEAVE CASH OUTS J PAY............................................................................26
8..17 UNEMPLOYMENT CLAIMS.................................................................................................26
ARTICLE9-WAGES...................................................................................................................26
9.1 WAGE SCHEDULE. ........................................................................,..,.................................26
9.2 HIRE-IN RATES..................................................................................................................27
ARTICLE 10-OTHER COMPENSATION. .............................................................................27
10.1 CALL-BACK FAY ...............................................................................................................27
10.2 WORD IN A HIGHER CLASSIFICATION..............................................................................28
10.3 MILEAGE REIMBURSEMENT..............................:...............................................................28
10.4 LONGEVITY........................................................................................................................28
10.5 CLOTHING ALLOWANCE...................................................................................................28
ARTICLE11 -HOLIDAYS...........................................................................................................28
11.1 HOLIDAYS..........................................................................................................................28
11.2 RELIGIOUS HOLIDAYS.......................................................................................................29
11.3 HOLIDAY 013SERVANCE.........................................,..............................................I............29
11.4 HOLIDAY ON DAY OFF......................................................................................................29
11.5 HOLIDAY COMPENSATION ................................................................................................29
ARTICLE12 VACATION'..........................................................................................................30
12.1 VACATION ACCRUAL.........................................................................................................30
12,2 VACATION SCHEDULING ...................................................................................................31
12.3 VACATION PAY..................................................................................................................31
12.4 VACATION UPON TERM[NATION.......................................................................................31
ARTICLE13 - SICK LEAVE........................................................................................................32
13.1 SICK LEAVE ACCRUAL......................................................................................................32
13.2 SICK LEAVE USAGE...........................................................................................................32
13.3 SHARED LEAVE..................................................................................................................32
13.4 COORDINATION-WORKER'S COMPENSATION ..........................................................I.....32
13.5 FAMILY MEMBER..............................................................................................................33
13.6 SICK LEAVE CASH OUT.....................................................................................................33
ARTICLE 14--LEAVES OF ABSENCE.....................................................................................33
14.1 IN GENERAI........................................................................................................................33
14.2 JURY DUTY 1 COURT..........................................................................................................33
14.3 MILITARY LEAVE..............................,..,.............................................,..,...........................34
Teamsters Local No.252 Appraisers and Mason County 2019--2021 Collective 13argaining Agreement Page 3
14.4 BEREAVEMENT............................................... ................................................................34
14.5 MAINTENANCE OF SENIORITY ..........................................................................................34
14.6 LEAVE WITHOUT PAY......................................................................:................................34
14.7 FAMILY LEAVE-1FMLA........................................................... ..34
14.8 MATERNITY LEAVE...........................................................................................................35
14.9 INCLEMENT WEAK,THER......................................................................................................35
14.10 WASHINGTON STATE PAID LEAVE COMPLIANCE............................................................35
ARTICLE 15-HEALTH & WELFARE.....................................................................................35
15.1 HEALTH AND LIFE INSURANCE............................................................... ...................35
15.2 RETIREMENT AND TEAMSTERS PENSION...................................... ..............36
ARTICLE+ 16 -TRAINING.............................................................I..............................................36
16.1 TRAINING...........................................................................................................................36
16.2 TRAINING REIMBURSEMENT.............................................................................................37
ARTICLE 17-LABOR/MANAGEMENT COMMITTEES...................................................37
17.1 PURPOSE OF COMMITTEE .................................................................................................37
17.2 COMPOSITION OF COMMITTEE.........................................................................................37
1.7.3 COMPENSATION.................................................................................................................37
ARTICLE 18-HEALTH & SAFETY.........................................................................................37
18.1 SAFE WORKPLACE ............................................................ .......37
18.2 HEALTH&SAFETY PLAN..................................................................................................38
18.3 DRUG FREE WORKPLACE .................................................................................................38
18.4 WORKPLACE VIOLENCE..................................................................................................38
ARTICLE 19 - GRIEVANCE PROCEDURE ...........................................„................................38
19.1 GRIEVANCE DEFINED.................................................................................. .......38
...............
19.2 GRIEVANCE PROCEDURE ..................................................................................I..........I....39
19.3 UNION/EMPLOYER GRIEVANCE......................................................................................41
19.4 SCHEDULE OF MEETINGS..................................................................................................41
ARTICLE 20 - NO STRIKE/NO LOCKOUT...........................................................................41
20.1 No STRIKE/NO LOCI om................................................................................................41
ARTICLE 21-MANAGEMENT RIGHTS AND RESPONSIBILITIES................................42
21.1 MANAGEMENT RIGHT'S AND RESPONSIBILITIES...............................................................42
ARTICLE 22 - GENERAL PROVISIONS .................................................................................42
22.1 SAVINGS CLAUSE...............................................................................................................42
ARTICLE 23-ENTIRE AGREEMENT.....................................................................................43
23.1 DURATION CLAUSE................. ...............43
23.2 ENTIRE AGREEMENT.........................................................................................................43
SIGNATURES.................................................................................................................................44
APPENDIX1....................................................................................................................................45
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Collective Bargaining Agreement Page 4
PREAMBLE
Mason County, a political subdivision of the State of Washington, hereinafter referred to as the
"County„or"Employer,"and Teamsters Union Local No.252,hereinafter referred to as the"Union,"
do hereby enter-into this Agreement. The Employer and the Union agree that the effective, efficient
and uninterrupted performance of governmental service to the community is their common objective,
In order to assist them in achieving that objective, this Agreement represents the establishment of
fair and reasonable compensation and working conditions for the employees in this bargaining unit
through the collective bargaining process. The Employer and the Union recognize that the success
of these objectives depends upon the Employer's success in establishing the service, upon the ability
and creative contributions of the employees, and upon the joint efforts of both parties in improving
the service. Therefore, the Employer and the Union encourage, to the greatest degree possible,
friendly and cooperative relations between their respective representatives at all levels and among
all employees.
,ARTICLE 1 ——DEFINITIONS
As used herein, the following terms shall be defined as follows:
1.1 Bargaining Unit(Union) shall be Teamsters Union Local No. 252.
1.2 Employer shall mean the Board of Mason County Commissioners 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.
1A Executive, Administrative,and Professional Employees shall mean all employees as defined
in WAC 296-128-500.
1.5 Job classifications and salary steps are listed and categorized in Appendix A of this
Agreement.
1.6 "Immediate family"shall be defined as persons related by blood,marriage, or legal adoption
in the degree of relationship of grandparent, parent, wife, husband, brother, sister, child
biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing
in loco parentis who is under eighteen years of age; or eighteen years of age or older and
incapable of self-care because of a mental or physical disability,grandchild,domestic partner
(state registered), in compliance with WAC 296-130-030 and RCW 49.12.270 (or
subsequent statutes)and other persons with the approval of the Elected Official/Department
Head or designee.
1.7 Overtime shall mean all Employer-required work which has been performed in excess of
forty hours per week, consistent with Article 6.4.
1.8 Promotions, Transfers and Demotions defined and distinguished:
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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.
1.9 Vacation shall mean a scheduled work day or accumulation of scheduled work days on which
an employee may, by pre-arrangement, continue to receive the regular rate of compensation
although he or she does not work.
1.10 Day shall mean for the purpose of timelines associated with grievances, appeals and policy
issues, shall mean a calendar day.
ARTICLE 2—RECOGNITION
2.1 RECOGNITION
The Mason County Board of Commissioners for MASON COUNTY recognizes that the Teamster
Union Local No. 252, Centralia and Olympia, Washington, has the right to bargain for all full-time
and regular part-time employees of the Mason County departments of the Assessor's office including
Appraisers and GIS, Technicians, excluding: supervisory employees, confidential employees, and
employees participating in a job school program from Mason County high schools or, by mutual
agreement, from any accredited college or vocational school, which shall be coordinated with the
student's academic schedule, udder the conditions set forth in the Washington State Public
Employee's Collective Bargaining Act of 1967.
All collective bargaining with respect to wages,hours and working conditions shall be conducted by
authorized representatives of the Union and authorized representatives of the Employer. Agreements
reached between the parties of this Agreement shall become effective only when signed by the
authorized representatives of the Union and by the Board of Mason County Commissioners,
2.2 NEW CLASSIFICATIONS
When new regular or Temporary positions are created within the Departments represented or the
classifications listed in Article 9.1,the Union will be notified of the pending action prior to hire.
When existing classifications are substantially modified within the Departments represented or the
classifications listed in Article 9.1, the Union will be notified of the pending action within ten (10)
working days of the date that the position is first posted 1 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 rexn,ain within the
Teamsters Local No.252 Appraisers and Mason County 2019-2021 Collective Barpining Agreement Page 6
bargaining unit absent a mutual agreement by the patties or a decision by the Public Employment
Relations Commission (PERC).
If either party disagrees with the pay plan designation for a new or reclassified position, the parties
recognize the determination of whether the position is included within the bargaining unit may be
reviewed by PERC upon petition by either party or jointly. Should PERC determine the
classification to be included in the bargaining unit, the position shall be placed within the Union
salary schedule at the appropriate rate of pay and at a step arrived at either by mutual agreement/
negotiation or PERC ruling.
ARTICLE 3—UNION SECURITY
3.1 UNION REPRESENTATION
a, It is mutually agreed that only Union members of this unit shall engage in active
participation in Union affairs of this unit or serve in a role of leadership of the unit such as:
serving as a delegate or representative,serving on negotiating or other Union committees,
or participating in other similar activities to the interest of the unit.
b. The Union shall have up to a thirty (30) minute orientation with new employees' during
the employees regular work hours. The Union will explain that it is the designated as the
exclusive representative for all employees covered under the Collective Bargaining
Agreement. The Union shall inform each new employee that membership in the Union is
voluntary and only when an employee clearly and affirmatively consents to joining the
Union may the Union collect fees. In addition,the Union shall explain to the new employee
the rights and the benefits the employee would forgo by being a non-member.
c. The Union agrees to accept employees as members without discrimination asto race,color,
creed, sex, sexual orientation, national origin or physical, sensory or mental disabilityor
protected classes under the law.
d. The Employer will provide for payroll deduction of Union dues and initiation fees upon
authorization by the employee.Payroll deduction authorization cards must be received by
the County department by the 15th day of the month to be recognized as effective for that
month. The County will transmit to the duly designated officer of the Union the total
amount so deducted together with the list of names of the employees from whose pay
deductions were made.All refunds of such deductions which may be required to be made
to any employee shall be made by the Union, and the Union shall settle all questions, and
disputes between it and its members with reference to the deductions or refunds of the like
without recourse to the County.
e. The Employer will distribute one copy of this Agreement to each employee in the unit and
to each newly hired employee of the unit.The cost of printing this Agreement shall be equally
shared between the Department and the Union.
f. The Union agrees to supply the Employer with lists of officers of the Union and
representatives and to keep such lists current.The Employer will recognize the officer's and
representatives, or shop stewards.
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g. Signatory organization will indemnify,defend,or hold the Employer harmless against any
claims made and against any suit instituted against the County on account of any check-off
of dues for the Union organization. The Union agrees to refund to the County any amounts
paid to it in error on account of the check-off provisions upon presentation of proper
evidence thereof by the County.
3.2 NONDISCRIMINATION—UNION ACTIVITY
Neither party shall discriminate against any employee because of membership in or non-membership
in or activity on behalf of the Union. No employee shall be discharged or discriminated against for
upholding Union principles, fulfilling duties as a Steward in the Union or serving on a Union
committee.
ARTICLE 4—UNION I 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 skull 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 Steward shall use
Employer's equipment in the conduct of Union business.
The Union shall be permitted to use designated premises of the Employer for Union meetings, with
or without Union staff present,provided it is not disruptive to operations and space is available.
Use of Employer's premises for meetings shall be limited to the hours of 5pm to Sam and 12pm to
1pm, unless otherwise approved by the Employer,
4.3 STEWARDS
The Union may designate Shop Stewards and alternates in the ,appraiser's Office. Stewards shall be
allowed reasonable time during working hour's 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 OfficiaMepartment 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 Read 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. With
notice to the Employer, Stewards shall be allowed reasonable time during working hours to
investigate and process grievances, as defined in Article 4.8, 4.9 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.
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4.4 ORIENTATION
During the new employee orientation process, Human Resources provide a copy of the Collective
Bargaining Agreement and will notify new hire of their shop steward. Per RCW 41.56.037,each new
hire will receive a minimum of thirty (30) minutes within the first ninety (90) days from the date of
hire, and will take place at the employee's regular worksite or a mutually agreed upon location.
Human Resources will notify the shop steward and Union representative of each new hire within ten
(10) business days of the date of hire.
4.5 BULLETIN BOARDS
The Employer will provide a bulletin board for Union use. No materials shall be posted except
notices of meetings and elections,results of elections,changes in Union by-laws,notices of employee
social occasions, similar Union notices,letters, and memoranda. Union will limit the posting of any
material on the Employers' premises to its bulletin board.
4.6 CONTRACT DISTRIBUTION
The Union will provide access to a copy of this Agreement to each new and current employee in the
unit.
4.7 NEGOTIATIONS RELEASE TIME
The Employer will matte 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.
4.8 GRIEVANCE RELEASE TIME
Prior to any proposed investigation of grievance, Stewards provide notice to their and the grievant's
supervisor, which will be granted unless the Steward 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 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.
4.9 UNION BUSINESS
Compensable Union business shall be defined as meeting with an authorized Employer
representative who schedules a meeting during normal business hours when it is necessary for a duly
authorized Steward of the Union (who is also a member of the bargaining unit) to attend for the
purpose of resolving a grievance filed by a member of the bargaining unit,or other issues that require
the presence of a Union official. When reasonably possible, the Union representative will notify
their Supervisor or designee when they are requested to attend a Union meeting during regular
business hours. Consistent with Articles 4.3, 4.8 and 19.4, stewards and/or the Officers shall be
afforded reasonable time for the investigation of grievance and compliance issues dealing with this
Agreement. Other Union business will not be conducted on Employer time.
Any concerns by the Employer which indicate that a 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.
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• C C
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.
4.10 BARGAINING UNIT ROSTER
The Auditor's Office will provide the Union with a list of all employees within the bargaining unit on
an annual basis. The Auditor will also provide to the Union President/Shop Steward the name and
other pertinent information regarding new hires.
The Union agrees to supply Human Resources with current lists of Stewards. The Employer will
recognize the stewards as soon as the list is received, in writing, by Human Resources,
ARTICLE 5—EMPLOYMENT
5.1 PROBATIONARY PERIODS
All newly hired employees will serve an initial probationary period of six (b)months, with the option
of an extended education probationary period,and must complete one year in field training. Continued
employment will be based on successful completion of the required education. During this period, an
employee may be terminated for failure to pass the educational requirements or just cause. A
probationary period may be extended by the Employer with written notice to the employee and the
Union. A probationary employee does not have the right to grieve dismissal.
Trial Service Period - Employees who are transferred or promoted to another position and/or
classification in the bargaining unit shall serve a trial service period for three (3) months of work,
consistent with Article 7.3.
5.2 TYPES of EMPLOYMENT
NOTE: BENEFITS ELIGIBILITY MAY NEED REVISED PER ACA
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.
Teamsters Local No.252 Appraisers and Mason County 2019-2021 Collective Bargaining Agreement page 10
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-Tune 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 this 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.
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 alterative
means of cost-savings besides subcontracting for the County to consider. If the County determines
that subcontracting is necessary,the County shall negotiate with the Union the effects of subcontracting
upon members of the bargaining unit.
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.
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ARTICLE 6—HOURS OF WORK AND OVERTIME
6.1 'WORKDAv/WORKWEEK
The workweek shall normally consist of five(5)workdays within a seven(7)consecutive day period
beginning Sunday at 12:00 a.m.through Saturday 11:59 p.m. The assignment of workdays and work
schedules shall be determined by the Employer in order to meet business and customer service needs
or in response to budgetary demands.
Changes in work schedule, which may include changes in the schedule or total hours, shall be
consistent with Article 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 County may modify the regular workweek to support special purposes at
specified periods of time(for instance, April/October flax receipt collections, and
annual property revaluations), provided employees receive at least five (5)
working days' notice of the schedule change.
C. The Employer may change employee work schedules with five (5) working
days' notice to the employee and his/her Union representative. Less than five
(5) working days' notice may be given if mutually agreed between the
employee and the Employer.
D. Hours shall be extended outside of normal business hours as necessary to allow
for the uninterrupted and efficient operation of the Assessor's Office as
determined by the Assessor or designee.
Employees may continue to work 4-10 schedules, as allowed by the Assessor. The following shall
apply to employees working a 4-10 work-week schedule:
A. All hours compensated over ten(10)hours in a day or forty(40)hours in a weep
shall be paid at the rate of time and one-half(1 %2)the regular rate.
B. Any Holiday that falls on a scheduled work day of a four-tern work-week shall
be paid at eight (8) hours' pay. Employees shall have the opportunity to use
two (2) hours vacation/accrued comp time to supplement the eight hours' pay.
If the employee does not have accrued vacation time or comp time available,
the two hours shall be leave without pay.
C. Sick Leave accumulation and Vacation Leave accumulation shall remain the
same— one day accumulation shall mean eight (8) hours.
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D. Sick Leave and Vacation Leave will be charged by the number of hours taken,.
E. If a call-out is required on a scheduled day-off, it will be treated in the same
manner as any Saturday call-out.
As scheduled by the Supervisor, Rest Breaks and Meal Periods will remain the same.
Flex Time: Flexible starting and/or quitting times may be adopted, on a case-by-case basis, with
mutual agreement between the employee and his/hers Employer, These work schedule adjustments
shall not result in the application of the overtime provisions.
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 Department Head. An employee may request to
work an alternate work schedule, which shall be subject to the approval of the Employer. The
alternate work schedule shall not result in the application of the overtime provisions.
6.3 RLsi,/MEAL BREAKS
Employees may be allowed up to a one (I) hour unpaid lunch period as approved and scheduled by
the Employer. Employees are entitled to take one (1) fifteen-minute break for every four(4) hours
worked. Breaks should be arranged so that they do not interfere with County business or service to
the public. Lunch periods and breaks shall not be combined and they may not be used to shorten an
employee's workday.
6.4 OVERTIME
Any employee who works more than forty (40) hours in a workweek shall be compensated at the
rate of one and one-half times their straight-time hourly rate for all such overtime hours worked. An
employee assigned to work on a Sunday or on a Holiday,when it is not within the employee's usual
work schedule,shall be compensated at a rate of two tunes their straight-time hourly rate for all hours
actually worked, in addition to any Holiday Benefit pay. All overtime must be pre-approved by the
Employer.
Upon a request to work beyond the regular workday or workweek, by mutual agreement, the parties
may agree upon an adjusted work-week for that specific workweek, for purposes of employee
convenience and to avoid overtime
6.5 Comp TIME
The Employer may authorize comp time in lieu of overtime compensation and, if so, the employee
shall receive camp time at the rate of one and one-half times their straight-time hourly rate for all
overtime hours worked. Comp time earned may not exceed eighty (80) hours at any point in time.
Employees shall receive overtime compensation whenever their accrued comp time reaches the
eighty (80) hours maximum. Upon approval by the County, the employee may be permitted to cash
out all or part of the excess comp time. For employees hired on or after January 1, 2019, no rollover
comp time can be banked, and the allowed eighty (80)hours of accrued comp time must be used by
the end of each year. If the employee does not use all their accumulated comp time,they will receive
a payout for the unused comp time on the December 25 payroll check.
Teamsters local No.252 Appraisers and Mason County 2019—2021 Collective bargaining Agreement Page 13
The scheduling of comb time off shall be requested and approved in the same manner as vacation leave.
Compensation shall not be paid (nor comp time earned) more than once for the same hours under
any provision of this Article or Agreement. Premium or overtime pay shall not be duplicated or
pyramided unless required by the Fair Labor Standards Act, in which case premium or overtime pay
shall be based on the employee's regular rate of pay.
Unless there are bon a fide warp 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
Under this Agreement, neither party will discriminate against employees on the basis of race, sex,
age,marital status, color, creed or religion,national origin,political affiliation, veteran status, sexual
orientation,or any real or perceived sensory,mental or physical disability,or because of participation
in or lack of participation in union activities. Bona fide occupational qualifications based on the
above traits do not violate this Section.
Sexual harassment will be considered discrimination under this Article.
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 grange 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.
Job vacancies (or newly created positions) under this Agreement shall be posted as follows:
A. The posting of a vacant or new position shall begin in the department in which the
position exists, and shall be limited to bargaining unit employees within that
department. The notice shall be posted for seven(7)calendar days. Former bargaining
unit employees of the department who were laid off from another jab classification and
axe on the recall list shall be notified of such vacancies during their recall period. These
individuals may apply for internal jab openings and shall be considered at the same
time as active bargaining unit employees of the department.
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Collective Bargaining Agreement Pap 14
B. If a qualified candidate is not identified internally, the department head shall post the
position bargaining unit-wide for seven (7) calendar days. Bargaining unit employees
who were laid off and are on the recall list may apply for the position. A, Department
Head may elect to simultaneously post the position within his/her department and
bargaining unit-wide for seven (7) calendar days.
C. Qualified employees must apply for the posted position within the seven (7) calendar
day posting period(s) described above in order to be considered. If a qualified
candidate is not identified, the Department Head may post the position generally.
D. The term "qualified" shall mean that the applicant meets the qualifications for the
position as stated on the job description and, if the applicant is an employee, he/she
shall not currently be in a sustained disciplinary process.
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 are reclassified,promoted or transferred may serve a trial set-vice period of up to three
(3)months. Employees may elect to revert to their previous job classification and position within thirty
(30)calendar days of the effective date of their reclassification,promotion or transfer. After thirty(30)
days, if the employee is unsuccessful in the new position,the employee shall be returned to his or her
previous position only if it is vacant(i.e.an offer of employment has not been extended). If the position
is not vacant or if it has been abolished, the employee will be laid off in accordance with Article 8,
Seniority,except that the employee shall not be eligible to exercise the bumping provision. Employees
on trial service shall be paid the appropriate established salary for that position and if reverted, either
voluntarily or by the Employer, will return to their previous salary (including any adjustments due,
e.g., salary increase, step increases, etc.).
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
Teamsters Local No.252 Appraiscrs and Mason County 2019—2021 Colleetiye Bargaining Agreement Page 15
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 authoAzed
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 grievable matter and any grievance time-lines will be correspondingly
extended.
Employees shall have the right to provide a written response to any written evaluations or
disciplinary actions to be included in the personnel file. Upon approval of the Human Resources
Department, employees may add additional documents to their personnel file including, but not
limited to, certifications, degrees, and commendations.
Medical files shall be kept separate and confidential in accordance with state and federal law,
7.5 EVALUATIONS
The purpose of evaluation is to help an employee be successful in performance and to understand
the standards and goals of their position and their Department. The evaluation will assess and focus
on the employee's accomplishment of their job functions and the goals and standards of the
position. Where the employee does not meet the above, a plan for correction, training or support
should be developed with the employee.
Evaluation may occur in two forms:
7.5.1 All regular employees should be formally evaluated in writing by their
immediate supervisor and/or Department head or designee during the probationary or trial
service period and at least annually(at date of hire or a common date)thereafter.
7.5.2 Additionally, evaluation of job performance may occur at 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.
Evaluation shall not,by itself,constitute disciplinary action—disciplinary action must be specifically
identified as such, in writing, consistent with Article 7.5.
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.
Teamsters Local No,252 Appraisers and Mason County 2019—2021 CollecfiYe Bargaining Agreerocnt Page 16
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 mature 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 be acknowledgment of receipt. Employees
shall have the right to review and comment on disciplinary actions in their personnel file.
A copy of all disciplinary notices shall be provided to the employee before such material is placed
in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance
procedure. If, as a result of the grievance procedure utilization,just cause is not Shown, personnel
records shall be cleared of reference to the incident, which gave rise to the grievance.
The Employer will notify the Union in writing within three (3) working days after any notice of
discharge. The failure to provide such notice shall not affect such discharge but will extend the
period within which the affected employee may file a grievance.
The Employer recognizes the right of an employee who reasonably believes that an investigatory
interview with a supervisor may result in discipline to request the presence of a Union representative
at such an interview. Upon request, they shall be afforded a Union representative. The Employer
will delay the interview for a reasonable period of time in order to allow a Union representative an
opportunity to attend. If a Union representative is not available or delay is not reasonable, the
employee may request the presence of a bargaining unlit witness. ('Weingarten rights)
Employees shall also have a right to a notice and a determination meeting prior to any disciplinary
action (except oral warning). The Employer must provide a notice and statement in writing to the
employee identifying the performance violations or misconduct alleged, a finding of fact and the
reasons for the proposed action. The employee shall be given an opportunity to respond to the
charges in a meeting with the Employer, and shall have the right to Union representation during that
meeting, upon request. (Loudermill rights)
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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 S—SENIORITY
8.1 DEFINITIONS
Office/Department Serliori�: the service time spent in each individual Elected Official's Office or
Department within the bargaining unit.
Employer/Oo=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,
Teamsters Local No.252 Appraisers and Mason County 2019--2021 collective Bargni ping Agreement Page 18
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 leaven.
Other Definitions:
8.1.1 Application of Seniority
How an employee's years of continuous service are utilized to determine their respective rights
in regard to postings, promotions,reassignment, transfer, layoff, or recall.
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 j ob 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 the purpose of promotions and/or layoff,from within a department,seniority shall mean time spent
in a job classification within the bargaining unit.
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Collective Bargaining Agreement Page 19
For all other purposes, seniority means total unbroken service with Mason County.
An employee's County seniority shall be established as the initial date of hire upon completion of the
original six (b)month probationary period.
8.2.1 Postings/promotions
In regard to job postings, promotion and reassignment, "qualifications" and/or"ability"will
be the primary consideration, with such posting or promotion being consistent with Article 7
and this Article. Qualifications will include the minimum qualifications of education,
training and experience as set forth in the job description, as well as the job performance,
ability, employment record and contribution to the needs of the Department.
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 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 olientation
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 layoff status retain the seniority they had at time of lay-off for eighteen(18)months
from date of layoff.
Teamsters Local No.252 Apprakers and Mason County 2019—2021 Collective Bargaining Agreement Page 20
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 I Recall list of more than eighteen (1 S) 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 newIy-hired
employee for all purposes under this Agreement,except as provided in the following: if an employee
is laid off or resigns In good standing after wonting at least twelve (12) consecutive months, and is
thereafter re-employed within twelve (12) months (or eighteen (l 8) months in the event of recall),
the employee will, upon successful completion of the probationary period, regain the seniority that
they had as of the effective date that the employee resigned.
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 or Department seniority, consistent with
Article 8.2.
Employees scheduled for layoff may bump into another employee's position in Iieu 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;
3)They previously held status in that job classification or they are determined by the Employer
to be qualified to immediately perform the primary functions of the job; and
4) They provide at least five(5)working days' notice from the date of the layoff notice of their
intent to exercise their bumping right to the Employer.
Layoff process:
A. The Employer may reduce the work force because of lack of work, lack of funds, or
workflow reorganization.
1:3. 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).
Teamster&,Local No.252 Appraisers and Mason County 2019—2021 Collective Bargaining Agreement Page 21
C. If normal attrition is not feasible,then the Employer shall determine which positions(s)
will be eliminated. The least senior employee(s) in,the affected job classification(s)
within the affected department shall be laid off.
Before laying off any regular employee, all temporary and probationary employees within the same
Office or Department shall be laid off first, provided there is a regular employee qualified to do the
work of the position.
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 AFrIECTRn 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 IaTEs 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
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 ajob 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
Teamsters Local Na.252 Appraisers and Mason County 2019-2021 Collective Bargaining Agreement Page 22
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 S.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 3.3. If a layoff is announced, a current ranked seniority list including job
classifications, names,job locations, and F TE 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 Department Seniority) within the affected job classification and
affected Department shall be selected for layoff. No regular employee shall be laid off while another
employee in the same classification within the Department is employed on a probationary,extra help
or temporary basis, unless specialized skills are required to fill the position that are not possessed by
the regular staff member. This provision shall apply only to the classification where the initial layoff
occurs and not to the classification into which laid off employees have bumped.
8.12 COMPARABLE EMPLOYMENT
For purposes of this Article, "comparable employment,""comparable position" or vacancy shall be
defined to include a position which has the same salary pay range and, additionally, the educational
and experience qualifications,FTE and work-week are substantially similar.
8,13 LAYOFF OPTIONS
Affected employees who have completed their probationary period shall have the following options:
8.13.1 Assume a Vacant Position
On a bargaining unit seniority basis,to assume a vacant position in the same Department and
bargaining unit, for which they are qualified. On a bargaining unit seniority basis, the
employee shall also be considered for available job openings within the Employer for which
the employee is qualified.
Tcamslcrs Local No.252 Appraisers and Mason County 2019-2021 Collective Bargnining Agreement Page 23
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 notified for layoff may bump other employees in their own 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 into is paid on a salary range that is equal
to or less than the salary range of their job classification;
3) They previously held status in that job classification or they are determined by the
Employer to be able to immediately perform the primary duties of the position they are
requesting to bump into; and
4)They provide written notification to their department head of their intent to exercise
their bumping right within five (5)calendar days' of receiving their layoff notice.
Under no circumstances shall an employee's exercise of his/her bumping right result in a
greater benefit to the employee than previously held(e.g. a promotion or increase to full-time
if previously part-time), The employee bumping into another position shall be given an
orientation period to familiarize the employee with the practices and/or policies related to the
job, The employee who may be displaced by the more senior employee who is humping shall
be provided at least fourteen (14) calendar days' written notice of layoff; If this employee is
eligible to bump another employee pursuant to the conditions,outlined in this subsection,then
that thud employee identified for layoff shall be laid off,
It is understood that employees being laid off and/or recalled under this,Agreement must meet
the education, experience and, if applicable, license and/or certification requirements and be
able to immediately perform the primary duties of the position they are requesting to bump or
be recalled into.
Regular Employees faced with a reduction of hours shall have the option of remaining in the
reduced position, (if above the 20 hour threshold) or bumping to a lowcr 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.
Teamsters Local No.252 Appraisers and Mason County 2019-2021 Collective BBB-gaining Agreement Page 24
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 ofthe job assignment in assuming a vacant
or bumped position, then that employee will be placed on the recall list and will be eligible
for recall under Article 8.15.
Nothing contained in this layoff section shall be construed to require the Employe] 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 Houas/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 his/her
department for the classification he/she was laid off from, for any lower classification in the same
series, and for any other classification in which the employee has held regular status. The employee's
name shall remain on the recall list(s)for a period of eighteen(18)months from date of layoff: Persons
shall be recalled in inverse order of layoff to the classification held at the time of layoff. Employees
who were laid off may be considered for other positions in the Assessor's office that they are deemed
qualified to perform,
It shall he the responsibility of each person on a recall list to keep the County informed of his/her
current address and telephone number. The layoff letter to the employee shall advise him/her of their
recall rights and of the name and address of the person in County government to whom the employee
must send notice of their current address or any subsequent changes. The County shall have the right
to remove the name of any person on the recall list if there is no response within fourteen(14)calendar
days after the County has mailed a certified letter (return receipt request) to the person's last known
address.
If an employee on recall accepts an opportunity to return to work in a lower classification than the one
laid off from,the employee's name may remain on the recall list for their previous higher classification
for the balance of the eighteen(18)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.
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Collective Bargaining Agreement Page 25
Employees recalled to their former classification within eighteen(18)months of being laid off shall be
placed at the same salary range and step, and time in step, in effect at the time of layoff. In addition,
employees recalled to County service within eighteen (18) months to the same or another job
classification in the bargaining unit shall have the sick leave balance as of the date of layoff restored
(unless the employee received a sick leave cash out at the time of layoft), shall accrue vacation leave
at the same accrual rate in effect as of the date of layoff,and the number of years of continuous county
service at the time of layoff shall be credited towards eligibility for the longevity benefit. Employees
recalled into regular part-time positions shall be, subject to pro-rated benefits as described in other
articles of this Agreement.
As long as any employee remains on the recall list the Employer shall not newly employ by hiring
persons into the affected bargaining unit classifncation(s),within their Department,until all qualified
employees holding recall rights to that affected classification have been offered recall.
A copy of the recall list shall be provided to the Union, upon request.
There shall be no probationary requirement for persons returning to their former position if the initial
probationary period has been completed.
Employees shall not lose seniority original as a result of layoff for a period of up to eighteen (18)
months, per.Article 8.4.4; provided, however, that no benefits nor seniority shall be accrued during
the period of layoff.
8.16 VACATION &LEAVE CASFI OUTS I 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 13.1. No sick leave shall accrue during the period of layoff.
I
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 fiom 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, 2019 through December 31, 2021, each employee shall have his/her base wage
as set forth in Appendix 1 and adjusted by an across the board increase as set forth below :
Teamgterg local No.252 Appraisers and Mason County 2019—2021 Collective Bargaining Agreement Page 26
INCREASE
1/l/2019 1.50%
1/1/2020 1.75%
1/1/2021 2,00%
Should it become necessary to establish a new job classification within the bargaining unit during
the life of this Agreement, the Employer may designate a job classification title and salary for the
classification. The salary for any new classification within the bargaining unit shall be subject to
negotiations, consistent with Article 2.2,
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
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,
The Employer shall make available information monthly which shall reflect all items covered by
gross pay such as; sick leave, vacation time, straight time and overtime.
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 CALL-BACK PAY
Regular and Temporary full-time employees who are called back to work after leaving the job site
(and not adjacent to the next regularly scheduled shift), shall receive a minimum of two (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(11/2) times the regular rate. De minimis phone
contact does not constitute a call back. After working the call out shift, the employee may have the
option of working the next regularly scheduled shift,provided the supervisor and the employee feel
the employee can carry out the duties of the position safely. When the employee does continue
working, the time worked on the next regularly scheduled shift shall be compensated at the normal
straight time rate.
Part time employees who are called back to work after leaving the job site shall receive a minimum
of two (2) hours' pay at the appropriate rate of pay.
All employees will respond to emergency call-outs unless extenuating circumstances such as illness
or other incapacitation prevent the employee from responding. Pursuant to provisions of RCW 38.52
concerning Emergency Management, and Mason County Code 2.19.050, the County may utilize
personnel of any County Department or agency in a declared disaster.
]wring 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.
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Collective BargainiuK Agreement Page 27
• • L
This provision shall apply to employees who are required to attend Employer scheduled meetings on
their regularly scheduled day(s) off.
10.2 WORK IN A HIGHER CLASSIFICATION
No employee shall be reduced in salary or benefits because of being assigned by the Employer to
per•fonn 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 dusting an authorized vacation period;
B. Providing work coverage during an authorized sick leave;
C. Providing work coverage for an authorized leave of absence; or
D. Providing work coverage for a currently vacant position.
Employee(s) assigned to work at least three(3),eight(8)hour days within a twenty-one (21) calendar
day period, in a higher classification will receive the first step salary of the appropriate classification
that provides at least a five percent (5%) increase for all time spent in that higher classification. The
employee must be performing most of the essential functions of the higher classification to have that
time count toward the additional compensation. This section is not applicable to employees who are
being trained to perfonn the work of the higher classification,
10.3 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.
10.4 LONGEVITY
The County shall provide additional compensation above each eligible,regular full-time employee's
base salary(or base hourly rate, if applicable) to recognize continuous length of service as a County
employee. Eligible,, regular part-time employees shall receive pro rated longevity benefit in
proportion to the number of hours the regular part-time employee is in pay status during the month
as compared to that required of full-time employment. The longevity benefit will be implemented in
accordance with the following schedule:
Beginning in 111" and continuing thru 15tr"years 1.5%above base
Beginning in 1611' and continuing thru 20th years 3.0%above base
Beginning in 21"and continuing thru 25i1' years 4.5%above base
Beginning in 261h year and continuing thereafter 6.0%above base
10.5 CLOTHING ALLOWANCE
The County shall provide an annual clothing allowance to each bargaining unit employee in the
amount of Two Hundred Dollars ($200), payable by the second payday in July.
ARTICLE 11 -HOLIDAYS
11..1 HOLIDAYS
The following designated annual paid Holidays shall be observed per County Policy (other than the
Floaters).
Teamsters Local N9,252 Appraisers and Mason County 2019--2021 Collective Bargaining Agreement Page 28
New Year's Day Labor Da
Martin Luther King Day Veteran's Da Armistice Da
Presidents' Day Thanksgiving Da
Memorial Day Day After Thanksgiving*
July Fourth Christmas Da
Two 2 Floating Holidays
* For employees on 4-1 Os(Monday through Thursday),the `Day after Thanksgiving' holiday shall
be observed on Wednesday,the day before Thanksgiving.
Eligible full-time employees shall receive eight(8) hours of holiday benefit pay. Regular part-time
employees shall be paid pro rata holidays in accordance with the number of hours regularly
compensated.
For any Holiday to be paid, an employee must be in paid status the employee's scheduled work-day
before and the employee's scheduled work-day after the Holiday.
The floating holidays are to be at the discretion of the employee with the approval of the supervisor,
requiring one week's advance notice, which may be waived by the supervisor. All requests to use a
floating holiday must be made no later than the last working;day of November. FIoating holiday(s)not
used by the end of the calendar year will be forfeited, unless denied on the basis of the staffing needs
of the Office or Department. Except by mutual agreement, floating holidays shall be used in whole
day increments.
11.2 RTa,iGEO[Js HOLIDAYS
Employees may also take other religious holidays off with their supervisor's approval, with or
without pay, through utilization of vacation or camp time or by making alternative work schedule
arrangements. Such requests shall not be unreasonably denied,
11.3 HOLIDAY OBSERVANCE
Holidays shall be observed per County policy; typically when a recognized Holiday falls on a
Saturday,the preceding 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 4/1 D 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 HomDAY ON DAY OFF
Benefitted employees shall receive eight(8)hours' holiday benefit pay and time-off for each holiday
listed in Article 11.1 —Holidays.
11.5 HOLIDAY COMPENSATION
Benefitted employees shall be paid no more than eight (8) hours of holiday benefit pay for that day
regardless of their work individual schedule. Pant-time employees will receive a paid holiday in
proportion to the number of how's they ordinarily would be scheduled to work (not to exceed eight
(8) hours) on that day.
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1f any employee is requested to work on a Holiday, the employee shall receive two (2) turtles their
regular rate of pay,plus holiday benefit pay. 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 '
All regular and temporary Ul-tirne employees of the County coming under this Agreement after six
(6) months' employment shall be entitled to and receive vacation leave with pay as follows;
I"through 3,d year of earn to meat 96 hours
41h through 7"'year of=Ioyment 120 hours
8th through 9th year of employment 144 hours
1011 through 1111 year of em to ment 160 hours
12th through 14th year of employment 176 hours
15th through 16th year of employment 184 hours
17th through 19th year of employment 192 hours
20 or more years of employment 200 hours
Regular and temporary part-time employees shall accrue vacation leave on a pro-rated basis in
proportion to the number ofhours 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.
Regular and temporary full-time employees shall accumulate one-twelfth (1/12th) of their yearly
accumulation total per month. The maximum amount of vacation leave that may be accrued at any
point in time is four hundred (400) hours. No additional vacation leave will be accrued or added to
an employee's vacation leave benefit when the maximum accrual has been attained.
Vacation that would be denied do to workload issues that results in an employee's accrual exceed
four hundred hours, shall have those hours converted to comp time which shall be used within 90
days or shall be forfeited. This Vacation provision shall be in effect until December 31,2017. After
such date, no longer available. This is to provide ample opportunity for employee's to manage their
workload and vacation schedule to reduce their vacation hours.
Regular and temporary full-time employees must work or be in a paid status at Ieast eighty(80) hours
in a month in order to accrue vacation leave for the month. Regular 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.
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With the exception of promoted employees, vacation leave accrued within the first six (6) months of
employment cannot be utilized by an employee until he/she has successfully completed the initial
appointment probationary requirements
Whereas the County recognizes the importance of employees utilizing earned vacation leave to
promote and enhance their mental and physical well-being,employees should attempt to use vacation
leave during the year in which it is earned
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 granted on the basis of the employee meeting workload.
requirements.
All requests to use vacation leave shall be submitted in writing. When an employee desires to use five
(5) or more consecutive vacation leave days he/she must submit a leave request at least fifteen (15)
calendar days in advance of the time;off requested. Failure to request leave at least fifteen(15)calendar
days in advance may be cause for the denial of the requested leave, The Employer will respond to
leave requests within ten(10)calendar days of receipt; except that leave requests submitted more than
sixty (60) calendar days in advance of the time off requested shall be considered on a case-by-case
basis.
Regular and temporary full-time employees must work or be in a paid status at least eighty (80)hours
in a month in order to accrue vacation leave for the month. Regular and Temporary part-time
employees must work or be in a paid stags 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.
Employees shall have the option of using camp time or vacation leave for approved paid time off.
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.
When a holiday occurs during an employee's approved vacation leave,the day on which the holiday
occurs will be charged as holiday leave rather than vacation leave. Employees cannot receive
vacation, sick leave or holiday pay simultaneously for the same days.
12.4 VACATION UPON TERMINATION
When a regular full-time or regular park-time employee's employment terminates,the employee shall
be paid in full for all accrued vacation leave. The vacation leave cash out shall be paid at the
employee's rate of pay at the time of separation,provided that no employee may cash out more than
tout'hundred (400) hours of accrued vacation leave. The cash-out of accrued leave or other accrued
time off shall be paid and reported in accordance with the provisions of law regulated by the
Washington State Department of Retirement Systems.
Teamsters Local No.252 Appraisers and Mason County 200-2021 Collective Bargaining Agreement Page 31
An employee whose employment with Mason County terminates within the six(6)month probationary
period shall not be paid for any vacation leave accrued during the probationary period.
Employees shall provide at least ten (10) working days written notice of their effective resignation
date. The time limit of the resignation may be waived at the discretion of the Director. Pay in lieu
of unused vacation shall be forfeited if ten (10) working days written notice is not provided or
waived.
ARTICLE 13 -SICK LEAVE
13.1 SICK LEAVE Ar-cR J,AL
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,who have worked or been in
a paid status at least eighty (80) hours at the rate of eight (8) hours per month for each month of
employment. Regular and Temporary part-time employees shall accrue sick leave on a pro-rated basis
in proportion to the number of hours the part-time employee is in a paid status during the month as
compared to that required for full-time employment. Sick leave accrual may not exceed one thousand
two hundred (1,200)hours.
13.2 Stec 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.
13.3 SHARED LEAVE
Employees are eligible to participate in the County's Shared Sick Leave Policy.
13.4 COORDINATION-WORKER'S COMPENSATION
In the event an employee shall be entitled to benefits or payments under any prograrn 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 haul's 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.
A. For a period of absence from work due to injury or occupational disease resulting from
County employment, the employee shall file an application for Worker's Compensation in
accordance with State Law.
B. If the employee has accumulated Sick Leave credit, the County shall pay the Sick Leave
difference between his/her time loss compensation and his/her full regular salary unless the
employee elects not to use his/her Sick Leave.
Tearnstws L.ocai No.252 Appraisers and Masan County 2019—2021 Collective Bargaining Agreement ?Age 32
C. Should an employee receive Worker's Compensation for time loss and he/she also receives
sick leave compensation, his/her sick leave accrual prior to the time loss will be reduced by
the total number of hours he/she was on sick Ieave minus the number of hours at full salary
for which he/she is paid to the nearest hour.
D. Until eligibility for Worker's Compensation is determined by the Department of Labor and
Industries,the County may pay full sick leave accumulated,provided that the employee shall
return any subsequent overpayment to the County.
E. Should an employee apply for time loss compensation and the claim is then or later denied,
sick leave and annual leave may be used for the absence in accordance with other provisions
of this rule.
F. Nothing herein pertains to a permanent disability award.
G. If any employee has no sick leave accumulated, the words vacation leave or comp time may
be substituted for"sick leave" above.
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.
ARTJCLE 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.
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Coltectivc Bargaining Agreement Page 33
14.3 MILITARY LEAVE
All Regular and Temporary employees skull be allowed military leave as required by RC:W
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,
14.4 BEREAVEMENT
Up to three (3) days' funeral leave may be taken in case of death in the immediate family requiring
the attendance of the employee (funerals are included), Two (2) additional days sick leave may be
taken at the employee's request. Immediate family includes only persons related by blood or
marriage or legal adoption and is limited to the following relations: wife, husband, parent,
grandparent, brother, sister, child, grandchild, aunt, uncle, cousin, niece, nephew, grandmother-in-
law, grandfather-in-law, mother-in-law, father-in-law, sister-in-law,brother-in-law, son-in-law, and
daughter-in-law of the employee.
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
As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid
leave. An employee on leave of absence may be affected by a lay-off in the same manner as if the
employee were working.
Leave of absence without pay is not creditable towards seniority and seniority related benefits,except
as identified above in Article 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 QNLA, RCW 49.78). The Employer will grant leave consistent with the FMLA and
the adopted conditions and provisions of the state and federal law and are not intended to expand
upon the rights thus set forth.
If an employee has any questions regarding the State and Federal Family leave laws, they may
contact the C:ounty's Human Resource Department for guidance
Teamsters Local N6.252 Appraisors and Mason County 2019—2021 Collective$argaining Agreement Page 34
14.8 MATERNITY LEAVE
Consistent with WAC 162-30-020, the Employer will grant a leave of absence for a period of
temporary disability because of pregnancy or childbirth, This may be in addition to the leave
entitlements of FMLA.
This leave provides female employees with the right to a leave of absence equivalent to the disability
phase of pregnancy and childbirth. There is no eligibility requirement, however the Employer has
no obligation to pay for health insurance benefits while on this leave(unless utilized concurrent with
FMLA).
Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is
no limit to the length of the disability phase,except for the right for medical verification and the Fight
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.
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 identified below per employee, per month, towards the premiums
for Health and Welfare benefits for each employee, including their eligible dependents,compensated
eighty (80) man-hours (excludes, vacation, sick and comp time payouts, upon separation) or more
per month. This contribution is to be applied to premiums for Washington Teamsters Welfare Trust
Medical Plan B (with the$100 per week time loss option) and current County dental,vision, and life
insurance plans or other carriers as designated by written notice by the bargaining unit.
The County contribution for Health & Welfare Insurance shall be;
A. Effective January 1,2019 the contribution shall be increased to one thousand and two
hundred and fifty eight dollars($1,258)per month during the term of this Agreement for each
eligible employee for medical,dental,vision,and life insurance coverage.For Teamsters nine
(9) Month Waiver, the employer shall pay $11.40 per month.
B. Effective January 1, 2020 the contribution shall be increased to one thousand and
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.For Teamsters nine
Teamsters Local No.252 Appraisers and Mason County 2019-2021 Collective Bargaining Agreement Page 35
(9) Month Waiver,the employer shall pay$1 1.40 per month.
C. Effective January 1, 2021 the contribution shall be increased to one thousand and three
hundred and sixty two dollars ($1,352)per month during the term of this Agreement for each eligible
employee for medical, dental, vision, and life insurance coverage. For Teamsters nine (9) Month
Waiver, the employer shall pay $11.40 per month.
In the event the County's maximum monthly contribution is insufficient to provide all of the total
Health and Welfare premiums as referenced in Section 1 above, the priority order for full County
payment shall be as follows:
(1) Life Insurance; (2) Vision; (3) Dental; and (4) Medical,.
Any monthly premium contribution required above the County's maximum contribution shall be
paid by a reduction of the necessary amount from the employee's salary.
In the event the Employer is subject to carrier plan design change or a penalty,tax,fine or increased
costs as a result of requirements or provisions of the ACA, not within the control of the Employer,
the parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts
and immediately bargain alternative provisions.
Employee Assistance Program(EAP): The County shall provide an Employee Assistance Program
(EAP)benefit for all bargaining unit employees.
15.2 RETIREMENT AND TEAMSTERS PENSION
Pensions for employees and contributions to pension funds will be governed by the Washington State
statutes in relation thereto in existence during the contract period.
The County shall continue to pay an amount equal to sixty-five cents ($.65) per hour for each hour
for which compensation is paid to him/her into the Western Conference of Teamsters Pension Trust
Fund on account of each member of the bargaining unit, said amounts to be computed monthly. The
total amount due for each calendar month shall be remitted in a lump sum not later than ten(10)days
after the last business day of such month. The COUNTY agrees to abide by such rules as may be
established by the Trustees of said Trust Fund to facilitate the determination of the hours for which
contributions are due,the prompt and orderly collection of such amounts,the accurate reporting and
recording of such hours and such amounts paid on account of each member of the Teamster
bargaining unit. Failure to make all payments herein provided for, within the time specified, shall
be a breach of this Agreement. Further, the Employer and Union accept as their representatives for
the purpose of such Trust Funds,the present Employer and Union Trustees and their duly elected or
appointed successors.
ARTICLE 16 -TRAINING
16.1 TRAININr.
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.
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Collcetive Bargaining Agreement Page 36
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 COMMITTE,ES
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 1fiom 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 Duman
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 COMMITTEC
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 the Union.,unless otherwise
mutually agreed upon. Said committee shall attempt to meet for the purpose of discussing and
facilitating the resolution of issues which may arise between the parties other than those for which
another procedure is provided by law or other provisions of this Agreement.
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.
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,
Teamsters Local No.252 Appraisers and Mason County 2019—2021 collective Bargaining Agreement Page 37
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.
Safety Equipment;Protective Gear; Appropriate Supplies: The County may-utilize a'quarterrnaster
System' to supply employees with appropriate safety equipment, protective gear, and other
appropriate supplies on an as-needed basis. When such time as any or all of such equipment wears
out, the County shall replace such items, free of charge to the employee, so long as it can be shown
that the items were no longer functional due to standard `wear and tear' and not due to the negligence
or intentional misconduct by the employee to damage such equipment items. One example is that
the County shall continue to provide appropriate rain gear to each employee on an as-need basis.
18.3 DRUG FRrM 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
be under any influence of, or unpaired 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 GR[EVANCE DEFINED
The purpose of the grievance procedure is to promote harmony and efficiency between employees and
the County by providing timely settlement of grievances without fear of discrimination or reprisal.
Teamsters Local No.252 Appraisers and Masan County 2019-2021 Collective Bargaining rlgrerment Page 38
A grievance is an allegation by an employee, group of employees or the Union that there has been a
violation,misapplication or misinterpretation of this Agreement.
Employees will be unimpeded and free from restraint,interference,coercion,discrimination or reprisal
in seeking adjudication of their grievance.
Any grievance procedure time limit may be extended by mutual written agreement.
Failure by an employee and/or the Union to comply with any grievance time limitations shall constitute
withdrawal of the grievance. failure of the County to comply with any grievance time limitations shall
permit the Union or the employee to advance the grievance to the next step in the grievance procedure.
A grievance of interest to several employees may be filed as a "group grievance."
The processing and adjudication of grievances shall be conducted during working hours.
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(lU)calendar days of the incident giving rise
to the grievance or the date the grievant knew or reasonably could have known of the incident
to the employee's immediate supervisor or manager if the grievance is not related to a salary
issue. The supervisor or manager may schedule a meeting with the employee and his/her Union
representative or he/she may respond to the grievance when presented. In either case, the
supervisor shall respond to the grievance within seven(7)calendar days of the employee raising
the issue. If the grievance is not resolved informally, then a written grievance may be filed at
step 2. However, if the incident is related to a salary issue, the employee and/or the Union
Steward shall submit a written grievance at Step 2 to the Mason County Assessor within ten
(10) calendar days of the incident giving rise to the grievance.
Step 2. The grievance shall be presented in writing on an official Union grievance form. This
shall include:
1. The specific details of the incident or issue giving rise to the grievance;
2. The Article(s) and Section(s) of the Agreement allegedly violated; and
3, The remedy sought.
The written grievance shall be submitted by the employee and/or the Union Steward/Union
Representative to the Mason County Assessor within ten (10) calendar days of the date of the
discussion in Step 1 above. A copy of the grievance will be filed concurrently with the Duman
Resources Department. Within ten (10) calendar days after the receipt of the official written
grievance, the Mason County Assessor (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 Mason County Assessor shall provide a written response to the Employee and
the Union Steward/Union Representative within fourteen(14)calendar days of the meeting. A
copy of the grievance response shall be provided to the Human Resources Department. If the
grievance is not resolved at Step 2,the grievance may be advanced to Step 3.
Teamsters Local No.252 Appraisers and Mason County 2019-2021 Collertive Bargaining Agreement Page 39
' ' Y
Stets 3. The written grievance shall be submitted to the Human Resources Director within tern
(10) calendar days of the date of the written response at Step 2. Within ten(10)calendar days
of receipt of the grievance,the Human Resources Director or designee shall schedule a meeting
with the Employee,Union StewardlUnion Representative, and the Mason County Assessor(or
designee) to hear and seek to resolve the grievance. The Human Resources Director shall
provide a written answer to the Employee, Union Steward/Union Representative, and Mason
County Assessor within fourteen (14) calendar days of the meeting. If the grievance is not
resolved at Step 3,the grievance may be advanced to Step 4.
Stems. The Union may choose to submit the grievance to arbitration and in such case will
deliver written notification of its intent to arbitrate to the Employer within fourteen (14)
calendar days. The Union"s request for arbitration shall be in writing and may be filed with the
Public Employment Relations Commission (PERC), Federal Mediation and Conciliation
Service (FMCS), or a mutually agreed upon arbitrator or arbitration service within thirty (30)
calendar days of the Union's notice to the Employer of its intent to arbitrate. In addition, the
Union shall request the arbitration service supply a list of seven (7) qualified arbitrators. If a
list of seven arbitrators is requested, both parties will attempt to agree upon an arbitrator from
this list. If they cannot agree within fourteen (14) calendar days from the receipt of the list, a
flip of the coin will determine which party strikes the first name from the list. This stlildng of
names will alternate between the parties until one name remains. This person shall be the
arbitrator, The referral to arbitration shall contain the following:
1. Question or questions at issue;
2. Statement of facts and position of each respective party; and
3. Copy of the grievance and related correspondence.
GRIEVANCE ARBITRATION: A hearing shall be scheduled at a date, time and location mutually
convenient for all parties. In connection with any arbitration proceeding held pursuant to this Article,
it is understood as follows:
A. The arbitrator shall have no power to render a decision that will add to, subtract fi-om 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 employees involved, provided the decision does not involve action by the
Employer which is beyond its jurisdiction.
C. Each party may call such witnesses as may be necessary in the order in which their testimony
is to be beard, Such testimony shall be sworn and shall be limited to the matters set forth in the
written statement of the grievance, and shall be subject to cross examination. The arguments
of the parties may be supported by oral comment and rebuttal. Either or both parties may
submit post hearing briefs within a time mutually agreed upon. Such arguments of the parties,
whether oral or written, shall be confined to and directed at the matters set forth in the written
statement of the grievance.
Teamsters Local Na.252 Appraisers and Mason County 2019-2021 Collective BarRaiaing Agreement Page 40
D. Either party may request that a stenographic record of the hearing be made. The party
requesting such record shall bear the cost thereof,provided,however,if the other party requests
a copy,such cost shall be shared equally.
E. The cost of the arbitrator shall be borne equally by the EmpIoyer and the Union,and each party
shall bear the cost of presenting its own case.
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:
1.9.4.1 Investigate any grievance or dispute so that same 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.
ARTICLE 20 -NO STRIKE/NO LOCKOUT
20.1 No STRIKE 1 No LOCKOUT
The Union agrees that there shall be no strikcs,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.
Teamsters Local Mo.252 Appraisers and Mason County 2019--2021 Coliective Bargaining Agreement Page 41
ARTICLE 21 —MANAGEMENT RIGHTS AND RESPONSIBILITIES
21.1 MANAGEMENT RIGHTS AND RESPoNSIH1LITIES
Except as specifically abridged, granted, delegated or modified by this Agreement, including
amendments, the County reserves all customary management prerogatives including, but not limited
to the right to:
A. Establish,plan for and direct the work force toward the organizational goats of County
government.
B. Determine the organization and merits, necessity, and level of activity or service
provided to the public,
C, Detennine the County budget and financial policies, including accounting procedures.
D. Determine the procedures and standards for hiring, promotion, assignment, transfer,
layoff, discipline,and retention.
B. 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.
1. Evaluate employee performance.
J. Reduce staff or reduce working hours due to a lack of work or lack of funds.
K. Take all actions necessary to carry out the mission of the County in emergencies.
The Parties recognizes that RCW 41.56 may impose an obligation to negotiate changes in wages,
hours and working conditions not covered by this Agreement.
The Union recognizes the County's right to manage subject only to the terms and conditions of this
Agreement.
ARTICLE 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,
Teamsters Local No.252 Appraisers and Mason Caunty 2019—2D21 Collectivc Bargaining Agreement Page 42
Should any part thereof or any provisions herein be rendered or declared invalid by reason of any
existing or any subsequently enacted legislation, or by a decree of a court of competent jurisdiction,
the invalidation of such part or portion of this Agreement shall not invalidate the remaining portions
hereof and they shall remain in full force and effect. In such event, the parties shall meet within
thirty (30) days for renegotiation of such invalid provisions for the purpose of adequate and lawful
replacement thereof and to preserve the intent of the entire Agreement as negotiated by the parties.
ARTICLE 23—ENTIRE AGREEMENT
23.1 DURATION CLAUSE
This Agreement shall be in full force and effective upon ratification by the parties and shall remain
in effect t1irough December 31,2021.
Either party may request negotiations of a successor agreement at least sixty (60) days before the
annual expiration date.
This Agreement may be modified during its term by mutual agreement of both parties concerned,
such mutual agreement to be in writing and to be incorporated as part of this Agreement.
23.2 ENTIIty,AGREEWN'T'
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.
Teamsters Local No.252 Appraisers and Mason County 2019-2021 Cotirclivc Bargaining Agreement Page 43
SIGNATURES
IN RUNESS WHEREOF, the Parties hereto have executed this Agreement
this I(X 0' day Of
, 2019,
TEA AISTERS LOCAL NO. 252 BOA R D OF COUNTY COMMISSIONERS
e4 J�f f
fry i
barren p er ;,Secretary-Treasurer Randy Neat erlin; Commissioner
District#1
evin Sher ; Co missioner
District #2
''Sharon Tars , Commissioner
District #3
MASON COUNTYASSESSOR
Patti McLean
Teamsters Local No.252 Appraisers and Mason County 2019—2021 Collective Bargaining Agreement Page 44
APPENDIX I
SALARY SCHEDULE:
Note,
Unless otherwise spec ied above, step increases shall be granted annually.
Effective January1, 2019
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Appraiser Trainee $3,511.27 $3,599.05 $3,689.02 $3,781.25 $3,875.78 $3,972.67
Appraiser $4,071.99 $4,173.79 $4,278.14 $4,385.09 $4,494,72 $4,607.08
Senior Appraiser $4,722.26 $4,840.32 $4,961.3.3 $5,085.36 $5,212.49 $5,342.81
Appraiser Analyst $4,958.37 $5,082.33 $5,209.39 $5,339.63 $5,473.12 $5,609.95
GIS Technician $3,951.27 $4,153.06 $4,256.88 $4,363.30 $4,472.39 $4,584.20
Effective January1,2020
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Appraiser Trainee $3,572.71 $3,662.03 $3,753.58 $3,847.42 $3,943.61 $4,042.20
Appraiser $4,143.25 $4,246.83 $4,353.00 $4,461.83 $4,573.37 $4,687.71
Senior Appraiser $4,804.90 $4,925,02 $5,048.15 $5,174.35 $5,303.71 $5,436.30
Appraiser Analyst $5,045.15 $5,171.28 $5,300.56 $5,433.07 $5,568.90 $5,708.12
GIS Technician $4,020.42 $4,225.73 $4,331.38 $4,439.66 $4,550.65 $4,664.42
Effective January1,2021
Classification Step x Step 2 Step 3 Step 4 Step 5 Step 6
Appraiser Trainee $3,644.17 $3,735.27 $3,828.65 $3,924.37 $4,022.48 $4,123.04
Appraiser $4,226.12 $4,331.77 $4,440.06 $4,551.07 $4,664.84 $4,781.46
Senior Appraiser $4,901.00 $5,023.52 $5,149.11 $5,277.84 $5,409.79 $5,545.03
Appraiser Analyst $5,146.05 $5,274.70 $5,406.57 $5,541.73 $5,680.28 $5,822.28
GIS Technician $4,100.83 $4,310.25 $4,418.00 1 $4,528.45 $4,641.67 $4,757.71
Teamsters Laeal No.252 Appraisers and Masan County 2019—2021 Collective Bargaining Agreement Page 46
WASMNGTON TEAMSTERS WELFARE TRUST
SUBSCRIPTION AG•REEM ENT
,r `OL LEG'TIVE BARG ININGAGREEMENT'PR4YIDING FOR PrIRTICIPATION 11V 77111W
The Employer and Labor Organization below rite parties to a Collective Bargaining Agreement providing for participation in the
above Trust.•An enforceable Collective Bargaining Agreement must exist as a condition precedent to participation in the Trust.
Masora Cou nly Appraisers Teamsters Local Union No.252
Employer Name Labor Organization(Union)Name !'
P. D. Box 400 217 East Main Street _
Address Address
Shelton WA 98584 Centralia WA _985_31
City State Zip Code City State Zip Code
COLLECTIVE BAR GA LNING AGREEMENT
The parties' Collective Bargaining Agreement is in effect from: 9J1119 to: 12131/21
❑New Account ❑Renewal—Account No. 106432 Approximate No.of Covered Ewployees 10
MFORMATION CONCERNING TYPU OF'.Is IM0YER'S-8USINESS
Employer is: ❑Public Entity ❑Corporation-State of WA ❑Partnership ❑ Sole Proprietorship ❑LLC
If Partnership or Sole Proprietorship,provide uarlae/s of the owner or partners:
BgNEFIT PLAN(S)_DESIGNATED LV COLLECM E BAR GAVVEVG AGREEMENT
The Collective Bargaining Agreement provides that contributions will be made to the Trust on behalf of all employees for
whom the Employer is required to contribute under the Trust Operating Guidelines for the purpose of providing such
employees'and their dependents with the following benefit plan(s): (The undersigned parties acknowledge the receipt of a
copy of the Trust Operating Guidelines which by this reWffaoe are made a part hereof)
COVERAGE,IN BAR GAMTVG A GREEMBNT (For rene►uals,list all coverages,not just changes) Monthly Rate
Medical Plan ❑A ®B ❑C $$at 229.50
• Life/ADB&D ❑A-$30 000 ❑B-$15 00D C-$5,000 $
Time Loss ❑A-$400/week ❑B-$300/week ❑C-$200/week ,gD-$100/week $3.00
Disability Waivers Additional 9 months Disability Waiver of Contributions-Medical only $11.A0
Domestic Partners Domestic Partners—Medical $
Dental Plan ❑A El B ❑ C $
Domestic Partners ❑Domestic Partners—Dental $
Vision Plan EXT $
Domestic Partners F1 Domestic Partners—Vision $
Will there be airy coverage changes before the Collective Bargaining Agreement's expiration?❑'Yes❑No. If yes,attach
a Subscription Agreement for each chauge.
EFFEC.?`I W DATE OF CONTRMUTIONS-A Subscription Agr'eemeni must be submitted in advance of the effeedve date belarv.
Conteibutions above are effective(Month,yea?)January,2Q99based on employment in the prior month.
rii orient: Cuverrr a is e}iective in the month following the month In which the eontribatlons are due based on the Trrlst's
wligibility lag month. For example,cont►dbutlorts effective April based on March employment will provide coverage in Afay.
fi,X .TRATION OF COLT i'3CTIVE BARG.4LNING AGREEMENT
Upon expiratiorx of the above-referenced Collective Bargaining Agreement,the Employer agrees to continue to contribute to
the Trust ih�the same amount and manner as required in the Collective Bargaining Agreement until such time as the Employer
-aftd the-Labor Organization either enter into a successor Collective Bargaining Agreement, which conforms to the Trost
Operating Guidelines,or one party notifies the other in w,ritiug(with a copy to the Trust)of its intent to cancel such obligation
' five-(5)days after receiving notice,whichever occurs first. The Trust reserves the right to immediately terminate participation
in the Trust upon the failur xecute this or any futuro u c ' tion Agreement or#a oonaply with the Trust Operating
ijew"'r-y.
Guidelines as amended b e T es om time to t'
• . For Employer Far UnionA k
Title/Assn c.— Date Title Me Alaj4q Date �
ELIGIBILITY TO PARTIC'.�.rPATE IN TB UST
Eligibility for benefits is determined in accordance with the requirements established in the Collective Bargaining Agreement
provided such requirements are consistent with the Trust guidelines. To establish eligibility for benefits,Trust guidelines require
that eligible employees must have the required number of hours in a month and have the contractually required contributions paid
on their behalf. Eligibility will commence according to the Trust's lag month eligibility rule. Eligibility.continues as long.�s the
employee remains eligible, has the contractually required number of hours per month, Arid bas the required contributions made.•-
The Trust, however,will not recognize any contractual provision that oonditions continued eligibility on having less than 40 or,.
more than 80 hours iax a month. Eligibility will end according to the Trust's policy for employees who do not have the required
number of hours and contributions in a month and who do not qualify for an applicable extension of eligibility,if-any.
Employees of a participating employer not performing work covered by the Collective Bargaining Agreement may participate in,
the Trust only pursuant to a written special agreement approved in writing by the Trustees. The Trustees reserve the right to
recover any and all benefits provided to ineligible individuals froze either the ineligible individual receiving the benefits or the
employer responsible for misreporting them(if applicable),
REPORTING OB.L.TGATION AND CONSEO U.ENCES OF DELINAUENCY
Employer contributions are due no later than ten(10)days after the last day of each month for which contributions are dice. The
Employer acknowledges that in the event of any delinquency, the Trust Agreement provides for the payment of.hquidated.
damages,interest,attorney fees,and costs incurred in collecting the delinquent amounts,
TRUSTEEPAUTHORTTYTO DETERMWE TERMS OF PLANS
The parties recognize that the detail of the benefit plans provided by the Trust and the rules under which employees and their
dependents shall be eligible for such benefits is determined solely by the Board of Trustees of the Trust in accordance with the
terms of the governing ,Agreement and Declaration of Trust (Trust Agreement). The Trustees retain the sole discretion and
authority to interpret the tuns of the Trust's benefit plans, the plans' eligibility requirements, and other matters related,to the
administration and operation of the Trust and its benefits plans. The Trustees may modify benefits or eligibility of any plan for
the purpose of cost containment cost management,or changes in medical technology and treatment.
MECHA.MS'NI FOR HANDLING•CONTRIEMONINCREASES '
The Trustees'authority shall include the right to adjust the contribution rates to support the benefit plans offered by the Trust.and .
to maintain adequate reserves to cover any extended eligibility and the Trust's coatiangent'liability.
The parties recognize that it is the intent of the Trust not to provide employee benefit plans for less than the full cost of any'such
plan. If the Collective Bargaining Agreement does not provide a mechanism for fully funding the designated ben6fxtpldns, the,..
Board of Trustees may substitute a plan them available that is fully supported by the employer's contribution obligations.. -The
disposition of any excess employer'eontributions will be subject to the collective bargaining process.
ACCEPTANCE OF TR USIA GREE'MENT
The Employer and the Labor Organization accept and agree to be bowad by the terms of the Trust Agreement governing the
Trust, and any subsequent amendments to the Trust Agreement, The parties accept as their representatives for purposes of
participating in the Trust the Trustees serving on the Board of Trustees and their duly appointed successors.
provided, however, that in the event that either Section 2 or 3 of Article VM of the Trust Agreement is amended to change or
modify an Employer's liability as specified therein, such amendment will not be deemed applicable-to an Employer until such
time as the Employer enters into a successor Collective Bargaining Agreement after the expiration of the Employer's then current
Collective Bargaining Agreement.
APPROVAL., OF TRUSTEES
This Agreement has been approved by the Board of Trustees of the Washington Teamsters Welfare Trust.
Date
Administrative-Agent -
Washington Teamsters Welfare Trust
SA29(REV 04/09)