HomeMy WebLinkAbout2019-2021 Collective Bargaining Agreement for General Services COLLECTIVE BARGAINING
AGREEMENT
January 1, 2019 - December 31, 2921
BETWEEN
TEAMSTERS UNION LOCAL NO. 252
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MASON COUNTY
GENERAL SERVICES
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TABLE OF CONTENTS
ARTICLE 1-DEFINITIONS............................................................................................................................................5
ARTICLE2-RECOGNITION..................................................................................................................I........................6
2.1 RECOGNITION.....................................................................................................................................................6
2,2 NEW CLASSIFICATIONS................................................................................... ......6
ARTICLE 3--UNION SECURITY.............................................................................................................,.......................7
3.1 UNION REPRESENTATION....................................................................................................................................7
3.2 NONDISCRIMINATION-UNION ACTIVITY................................................................................................................7
ARTICLE 4-UNION 1 EMPLOYER RELATIONS............................................................................................................8
4AUNION ACCESS..,...............................................................................................................................................8
4.2 FACILITY USE............................................................................,........................................................................8
4.3 STEWARDS........................................................................................................................................................8
4.4 ORIENTATION.....................................................................................................................................................8
4.5 BULLETIN BOARDS,.......................................................................................................... .....8
4.6 CONTRACT DISTRIBUTION....................................................................................................................................8
4.7 NEGOTIATIONS RELEASE TIME.............................................................................................................................9
4.8 GRIEVANCE RELEASE TIME.................................................................................................................................9
4.9 UNION BUSINESS...............................................................................................................................................9
4.10 BARGAINING UNIT ROSTER.............................................................................................I......................I......9
ARTICLE5-EMPLOYMENT...........................................................................................................................................9
5.1 PROBATIONARY PERIODS...................................................................................................................................9
5.3 CONTRACTORS..................................................................................................................................................11
5.4 STUDENTS I INTERNS......................................................................................................................................-11
ARTICLE 6-HOURS OF WORK AND OVERTIME.......................................................................................I...............11
6.1 WORKDAY I WORKWEEK....................................................................................................................................11
6.2 WORK SCHEDULES...................................................................................................................... ....11
..................
63 REST MEAL BREAKS........................................................................................................................................12
6.4 OVERTIME.........................................................................................................................................................12
6.5 CaMp TIME.......................................................................................................................................................12
ARTICLE 7--EMPLOYMENT PRACTICES...................................................................................................................13
7.1 NONDISCRIMINATION..........................................................................................................................................13
7.2 JOB POSTING....................................................................................................................................................13
7.3 PROMOTIONS...-..............................................................................................................................................13
7.4 PERSONNEL FILE I POLICIES...............................................................................................................................14
7.5 EVALUATIONS...................................................................................................................................................
14
7.6 DISCIPLINE I CORRECTIVE ACTION......................................................................................................................15
ARTICLE8-SENIORITY........................................................................................................................I...I...................16
8.1 DEFINITIONS...........................................................................................................,...................................
........16
8.2 ApPLICATION OF SENIORITY.................................................................................................................................17
9.3 PROBATIONARY PERIOD......................................................................................................................................18
8ALoss OF SENIORITY............................................................................................ .................18
8.5 LAYOFFS...........................................................................................................................................................18
8-6 NOTICE............................................................................................................................... ..19
............................
8.7 MEETING WITH UNION.........................................................................................................................................19
8.8 ArFECTED GROUP.................................................................................................... ..................................-19
8.9 VACANT POSITIONS............................................................................................................................................20
8.10 SENIORITY LIST..................................................................................................................................................20
8.11 ORDER OF LAYOFF................................................................ ...............20
8.12 COMPARABLE EMPLOYMENT................................................................................................................................20
8.13 LAYOFF OPTIONS...............................................................................................................................................20
8.14 REDUCTION HOURS I FTE...................................................................................................................................22
8.15 RECALL.............................................................................................................................................................22
8.16 VACATION&LEAVE CASH OUTS 1 PAY............................................................ ........ 23
8.17 UNEMPLOYMENT CLAIMS.....................................................................................................................................23
ARTICLE9-WAGES.....................................................................................................................................................23
9.1 WAGE SCHEDULE..............................................................................................................................................23
General Scrvices-Teamsters Union Local No.252 and Mgsan Coumy 2019-2021 Collective Bargaining Agreement Page 2 �
9.2 HIRE-IN RATES.........,................................,.......................................................................................................24
9.3 SHIFT DIFFERENTIAL..........................................................................................................................................24
ARTICLE 1 U-OTHER COMPENSATION.....................................................................................................................24
10.1 STANDBY I DUTY OFFICER STIPEND..............................................................................................................24
10.2 CALL-BACK PAY.........................................................................................................................................24
10.2 WORK IN A HIGHER CLASSIFICATION.............................................................................................................26
10.3 MILEAGE REIMBURSEMENT..........................................................................................................................25
10.4 LONGEVITY.................................................................................................................................................25
10.5 LEAD WORKER...........................................................................................................................................25
10.6 COMMERCIAL DRIVERS LICENSE(CDL)........................................................................................................25
10.7 CLOTHING................................................................................................ .....26
ARTICLE11 -HOLIDAYS............................................................................................................. ..26
11.1 HOLIDAYS...................................................................................................................................................26
11.2 RELIGIOUS HOLIDAYS..................................................................................................................................26
11.3 HOLIDAY OBSERVANCE................................................................................................................................26
11.4 HOLIDAY ON DAY OFF.................................................................................................................................27
11.5 HOLIDAY COMPENSATION............................................................................................................................27
ARTICLE12-VACATION.............................................................................................................................................27
12.1 VACATION ACCRUAL..............................................................._..............................................................27
12.2 VACATION SCHEDULING...............................................................................................................................28
12.3 VACATION PAY....................................................................._.............____.............................. ......18
12.4 VACATION UPON TERMINATION.....................................................................................................................28
ARTICLE13-SICK{LEAVE............................................................................................................................................29
13.1 SICK LEAVE ACCRUAL.................................................................................................................................29
13.2 SICK LEAVE USAGE.....................................................................................................................................29
13.3 SHARED LEAVE...........................................................................................................................................29
13.4 COORDINATION-WORKER'S COMPENSATION................................................................................................29
13.5 FAMILY MEMBER.........................................................................................................................................34
13.6 SICK LEAVE CASH OUT...............................................................................................................................30
ARTICLE 14--LEAVES OF ABSENCE..........................................................................................................................30
14.1 IN GENERAL................................................................................................................................................30
14.2 JURY DUTY I COURT....................................................................................................................................30
14.3 MILITARY LEAVE.........................................................................................................................................31
14.4 BEREAVEMENT_—......................................................................................................................................31
14.5 MAINTENANCE OF SENIORITY.......................................................................................................................31
14.6 LEAVE WITHOUT PAY..................................................................................................................................31
14.7 FAMILY LEAVE-FMLA...............................................................................................................................31
14.8 MATERNITY LEAVE......................................................................................................................................31
14.9 INCLEMENT WEATHER..................................................................................................................................32
14.10 PAID FAMILY&MEDICAL LEAVE COMPLIANCE...............................................................................................32
ARTICLE 15--HEALTH&WELFARE............................................................................................................................32
15.1 HEALTH AHD LIFE INSURANCE......................................................................................................................32
15.2 RETIREMENT AND TEAMSTERS PENSION........................................................................................................33
ARTICLE16-TRAINING.................................................................................................................................................33
16.1 TRAINING.................... ... .......... ..... .. ....... 33
..... ..... ........ ....... ............. ...............................................................
16.2 TRAINING REIMBURSEMENT..........................................................................................................................33
ARTICLE 17-LABOR 1 MANAGEMENT COMMITTEES....................................................,.........................................33
17.1 PURPOSE OF COMMITTEE.............................................................................................................................33
17.2 COMPOSITSON OF COMMITTEE.......................................................................................................................34
17.3 COMPENSATION..........................................................................................................................................34
ARTICLE 18-HEALTH&SAFETY................................................................................................................................34
16.1 SAFE WORKPLACE......................................................................................................................................34
18.2 HEALTH&SAFETY PLAN.............................................................................................................................34
18.3 DRUG FREE WORKPLACE............................................................................................................................35
18.4 WORK PLACE VIOLENCE..............................................................................................................................35
Cenral Services-Teamsters Union Local No.252 and Mason County 2019-2021 Collectivc Bargaining Agreement Pap 3
ARTICLE 19-GRIEVANCE PROCEDURE.....................................................................................................................35
19.1 GRIEVANCE❑EFINED.......................................................................................................................I...........35
19.2 GRIEVANCE PROCEDURE...............-............,....,....,...................................................................................35
19.3 UNION I EMPLOYER GRIEVANCE...................................................................................................................37
19.4 SCHEDL1LE OF MEETINGS.............................................................................................................................37
ARTICLE 20-NO STRIKE I NO LOCKOUT..................................................................................................................38
20.1 NO STRIKE I No LOCKCUT................................................................................ ........................--38
ARTICLE 21 -MANAGEMENT RIGHTS AND RESPONSIBILITIES..............................................................................38
21.1 MANAGENIFNT RIGHTS AND RESPONSIBILI VIES...............................................................................................38
ARTICLE 22-GENERAL PROVISIONS.......................................................................................................................1.39
22.1 SAVINGS CLAUSE................................................................................................. ..,..........................39
ARTICLE 23-ENTIRE AGREEMENT............................................................................................................................39
23ADURATION CLAUSE......................................................................................................................................39
23.2 ENTIRE AGREEMENT...................................................................................................................................39
SIGNATURES........-..............................-..........I..................................I.......... .....I....................................................40
APPENDIX1-2019 WAGE TABLES. ............................................................................................................................41
APP END IX II--2020 WAGE TABLES.............................................................................................................................42
APPENDIX III-2021 WAGE TABLES............................................................................................................................43
Crencral Services-Tcanislers Union Local No-252 and Mason Comity 21119-2021 Collective Snrgnining Agreement Payr 4
PREAMBLE
Mason County, a political subdivision of the State ❑f 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 ❑rder to assist them in achieving that objective, this Agreement represents the establishment of
fair and reasonable compensation and working conditions for the employees in this bargaining unit
through the collective bargaining process. The Employer and the Union recognize that the success
of these objectives depends upon the Employer's success in establishing the service, upon the
ability and creative contributions of the employees, and upon the joint efforts of both parties in
improving the service. Therefore, the Employer and the Union encourage, to the greatest degree
possible, friendly and cooperative relations between their respective representatives at all levels
and among all employees.
ARTICLE 1 —DEFINITIONS
As used herein, the following terms shall be defined as follows:
1.1 Bargaining Unit(Union)shall be Teamsters Union Local No. 252.
1.2 Employer shall mean the Board of Mason County Commissioners.
1.3 Employee shall mean a person occupying a position and paid a salary or wage by the
Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof)
covered by this Agreement, Employee shall not include any person retained by the
Employer under a written personal services or consultant contract or agreement.
1.4 Executive, Administrative, and Professional Employees shall mean ali 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 bloom, 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 parea[is who is under eighteen years ❑f 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 1
Department Head or designee.
1.7 ❑vertime shall mean all Employer-approved work which has been performed in excess of
their scheduled work-day or in excess of forty hours per week, consistent with Article 6.4.
1.8 Promotions, Transfers and Demotions defined and distinguished:
a. Promotion is a change of an employee from a job classification to a different job
classification which is compensated at a higher salary range.
b. Transfer is a change of an employee from a job classification to a different job
classification which is compensated at the same salary range.
GrnenI 5egvwes-Teamsiera Union Local No.252:Lnd Mason County 2019.2021 Ct711i!CtiVe aargaiaing Agreement Page 5
c. Demotion is a change of an employee from a job classification to a different job
classification which is compensated at a lower salary range.
1.9 Vacation shall mean a scheduled 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 Parks, Public Works/Utilities
and Waste, Community Devetoprnent, Health Services (excluding employees represented by the
Personal Health Services bargaining unit) and Buildings and Grounds Maintenance, excluding:
supervisory employees, confidential employees, and employees participating in a job school
program from Mason County high schools or, by mutual agreement, from any accredited college or
vocational school, which shall be coordinated with the student's academic schedule, under the
conditions set fortis 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 became 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
classi€!cations listed in Article 9.1, the Union will be notified of the pending action within ten (19)
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 rneet, upon request by either party, in order
to include or exclude new or modified positions in the bargaining unit consistent with the duties,
responsibilities, and organizational level of the classification.
The parties agree that new classification(s)designated and approved by the Employer to be within
the non-represented pay plans shall be excluded from the bargaining unit,absent a request to meet
within thirty (30) calendar days. Existing bargaining unit classifications shall remain within the
bargaining unit absent a mutual agreement by the parties or a decision by the Public Employment
Relations Commission (PERC).
If either party disagrees with the pay plan designation for a new or reclassified position, the parties
recognize the determination of whether the position is included within the bargaining unit may be
reviewed by PERC upon petition by either party orjointly. Should PERC determine the classification
to be included in the bargaining unit, the positlon shall he placed within the Union salary schedule
at the appropriate rate of pay and at a step arrived at either by mutual agreement I negotiation or
PERC ruling.
General Services-'reamso s Union Local No.252 and Mason C'owvy 2019-2021 Collcclivc Bargaining agreement Page 6
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 orserve in a role of leadership of the unit such as:
serving as a delegate or representative, serving an negotiating or other Union
committees, or palticipat}ng 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 al= employees covered under the Collective Bargaining
Agreement. The Union shall inform each new employee that membership in the Union is
voluntary and only when an employee clearly and affirmatively consents to joining the
Union may the Union collect fees. In addition,the Union shall explain to the new employee
the rights and the benefits the employee would forgo by being a non-member.
c. The Union agrees to accept employees as members without discrimination as to race,
color, creed, sex, sexual orientation, national origin or physical, sensory or mental
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 far
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 fists current. The Employer will recognize the officers
and representatives, or shop stewa rds.
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 NONDISCRIMINAT)ON—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.
ocnrrat services-'reamstcrs Union Local No.252 and Mason Coumy 2019-2021 Collwivc BirLmining Agreement Page 7
ARTICLE 4— UNION 1 EMPLOYER RELATIONS
4.1 UNION ACCESS
Employees shall have the right to Union representation.The Union's authorized staff representatives
shall have access to the Employer's premises where employees covered by this Agreement are
working for the purpose of investigating grievances and contract compliance, after notifying the
Employer. Access for other purposes shall not be unreasonably denied by the Employer, provided
however, that there is no serious or prolonged interruption of the Employer's working
schedule. Such visits shall not interfere with or disturb employees in the performance of their wort:
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. Stewards shall be allowed reasonable time
during working hours to investigate and process grievances. Prior to undertaking such grievance
duties, the Stewards shall inform his/her supervisor of the need to be away from his/her work. The
Department shall grant the Steward's request unless the Stewards cannot be spared at that particular
time. If such is the case, then Stewards shall be allowed time to perform his/her Stewards duties at
the earliest possible time.
The Union shall provide the Human Resources Department with a current list of all Stewards. With
notice to the Employer, Stewards shall be allowed reasonable time during working hours to
investigate and process grievances, as defined in Article 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. ketch or coffee breaks, before or after work, Employees shall attend Union meetings
on their own time.
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 Mire.
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 lit-nit the
posting of any material on the Employers' premises to its bulletin board,
4.6 CONTRACT DISTRIBUTION
Gcaeral Srrvices-Teamsters Union Local No.1,52 and Mosun Coumy 2019.202I CaueetM-B:,rgninirtg Agreemmnt Pug-c 8
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 make a good faith effort to assist in providing release time for Union negotiating
team members participating in contract negotiations if negotiations take place on work time,
provided that coverage can be arranged, and It will not create overtime.
4.8 GRIEVANCE RELEASE TIME
Prior to any proposed investigation of a grievance, Stewards provide notice to their and the
grievant's supervisor, which will be granted unless the Stewards or the grievant is working on
something that requires immediate attention. If permission cannot be immediately granted, the
Employer will arrange to allow investigation of the grievance at the earliest possible time. When it
Is necessary for Stewards to conduct Union business authorized by this Agreement in an area or
on a shift other than their own, they shall notify the supervisor of that area or shift of their presence
and of the nature of their business. No compensation shall be provided by the Employer for such
Stewards activities outside the employee's work shift, without express pre-authorization by the
Steward's Department Director or Human Resources.
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 unity 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 shall be afforded
reasonable time for the investigation of grievance and compliance issues dealing with this
Agreement. Other Union business will not be conducted on Employer time.
Any concerns by the Employer which indicate that a Stewards is spending an unreasonable amount
of time performing Union duties shall be referred to Human Resources for discussion and resolution
with the Staff Representative of the Union or their designee.
The Union and the Employer have the right to communicate on matters of concern using a-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 Auditorwill also provide to the Union President/Shop Stewards the name and other
pertinent information regarding new hires.
The Union agrees to supply Human Resources with current lists of Stewards. The Employer will
recognize the Stewards as soon as the list is received, in writing, by Human Resources.
ARTICLE 5—EMPLOYMENT
5.1 PROBATIONARY PERIODS
All newly hired employees will serve an initial probationary period of six(6)months. A probationary
period may be extended by the Employer with written notice to the employee and the Union. A
probationary employee does not have the right to grieve dismissal.
Genaral ScrAccs-Teamsterr Union Los aI No.252 and Masan County 2019-202$collective 13argnlning Agrerinent Page 9
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) imriths of work,
consistent with Article 7.3.
5.2 TYPES OF EMPLOYMENT"
NOTE: BENEFITS ELIGIBILITY MAY NEED REVISED PER ACA AND TEAMSTERS TRUST RULES
5.2,1 REGULAR FULL-TIME EMPLOYEES:
A regular full time employee is scheduled to worm 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 Par[-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 or project that has a duration of
employment and schedule that is anticipated to work one thousand and forty (1,040) hours
or more in a twelve (12) month period.
A temporary employee is eligible for the standard benefits package, prorated to match the
anticipated FTE percentage and adjusted by actual hours worked. Medical benefits are
consistent with Article 15.1 if Part-Time Temporary.
If a regular employee accepts an assignment of a temporary position, that employee will be
eligible for return rights to their former position upon completion of the specific assignment
or term of the temporary employment or upon twenty (20) calendar days' notice from the
Employer or 30 calendar days' notice from the emptoyee, whichever is earlier. The regular
employee shall continue to earn seniority as to their former position during the period of the
temporary position assignment. Any new-hire employee who is hired to fill the vacancy,
which was created by the regular employee accepting a temporary position,will also be hired
as a temporary employee and that employee will cease to have employment rights upon the
return of the regular employee to the former position.
Employees in temporary positions serve an anticipated but not guaranteed term. While a
term of employment is anticipated, the assignment/project may be terminated at any time
for any reason,with or without notice,
Temporary employees are not eligible for bumping, seniority and longevity.
5.2.4 EXTRA HELP/❑N-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.
General Services-TeiMS205 Union Local No.252 and Mason County 2019-2021 Collective Bargaining Agreemeni Page Its
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
Ag reement.
Should the Ernployer consider Subcontracting, the parties shalt meet to allow the Union an opportunity
to review the County's financial reasons for considering subcontracting and to present any alternative
means of cost-savings besides subcontracting for the County to consider, If the County determines
that subcontracting is necessary, the County shall negotiate with the Union the effects of
subcontracting upon members of the bargaining unit.
5.4 STUDENTS I 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 dISGuSS the impacts and benefits
of the program.
ARTICLE 6--HOURS OF WORK AND OVERTIME
6.1 WORKDAY I 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 clay period. Work hours for full-time employees covered by
this Agreement shall normally be $00 a-m, to 5:00 p.m., unless a County Office or Department
establishes an alternate work schedule as described below:
A. The regular workweek shall normally consist of five (5) consecutive workdays, Monday
through Friday.
B. The County may modify the regular workweek to support special purposes at specified
periods of time (for instance parks, facilities, utilities, health, etc.), provided employees
receive at least five (5)working days' notice of the schedule change.
C. The Employer may charge 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. flours shall be extended outside of normal business hours as necessary to
allow for the uninterrupted and efficient operation.
General Services-Teamsters Union Local No.152 and rulasun Coumy 2019-21121 Collective Bargaining Agreement Page I I
Flex Time: Flexible starling and/or quitting times may be adopted, on a case-by-case basis, with
mutual agreement between the employee and his/her Employer. These work schedule adjustments
shall not result in the application of the overtime provisions.
Alternate Worst Schedule: Workweeks and work shifts of different numbers of hours and/or workdays
may be established by the Department Head in order to meet business and customer service needs,
or in response to budgetary demands. Employees may be assigned to an 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 REST/MEAL BREAKS
Employees may be allowed up to a one (1) hour unpaid lunch period as approved and scheduled
by the Employer. Employees are entitled to take one (1) fifteen-minute break for every four (4)
hours worked. Breaks should be arranged so that they do not interfere with County business or
service to the public. Lunch periods and breaks shall not be combined and they may not be used
to shorten an employee's workday. Solid Waste Attendants assigned to remote work locations who
are not relieved for lunch shall be provided with a paid one-half (112) hour lunch period at
approximately midway through the workday. This meal period shall be scheduled so that service to
the public is not impaired.
6.4 OVERTIME
Any employee in a paid status for at least eight (8) hours and beyond their scheduled work-day, or
who works more than forty (40) hours in a workweek shall be compensated at the rate of one and
one-half 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 times their straight-time hourly rate for all hours
actually worked, in addition to any Holiday Benefit pay. All overtime must be pre-approved by the
Employer. If the workweek includes sick and/or vacation leave hours, no overtime will be paid,
unless the sick and/or vacation leave was preapproved.
Upon a request to work beyond the regular workday or workweek, by mutual agreement, the parties
may agree upon an adjusted work-week for that specific workweek, for purposes of employee
convenience and to avoid overtime,
6.5 COMP TIME
The Employer may authorize camp time in lieu of overtime compensation and, if so, the employee
shall receive comp time at the rate of one and one-half times their straight-time hourly rate for all
overtime hours worked. Comp time earned may not exceed eighty(80) hours at any point in time.
Employees shall receive overtime compensation whenever their accrued comp time reaches the
eighty (80) hours maximum. For employees hired on or after January 1, 2020, no rollover camp
time can be banked, and the allowed eighty (80) hours of accrued comp time must be used by the
end of each year. If the employee does not use all their accumulated comp time by the end of the
year, they will receive a payout for the unused comp time on the December 25 payroll check. Upon
approval by the County, the employee may be permitted to cash out all or part of the excess comp
time.
The scheduling of comp time off shall be requested and approved in the same manner as vacation
leave.
Compensation shall not be paid {nor camp time earned) more than once for the sairre 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.
Ccnaral Services-I conislers Union Lnrat fin,252 and Mason CossnIy 2019.2021 Col iecIive Bnrgaining Agreement Pace 13
Unless there are bon a fide work requirements, authorized overtime worst 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 J013 POSTING
When a job opening or vacancy in the bargaining unit occurs, notice of such position shall be posted
by the Human Resources Department for a period of no less than seven (7) calendar days before
the position is filled. The posting shall indicate the salary range for the position, the required or
preferred minimum qualifications and/or experience, the Department to whom the position will report
and the application process. Union positions will be identified as such.
It is the Employer's interest to fill positions with/ the most qualified individuals who apply. While
qualified employees within the bargaining unit shall be given first consideration for a position.
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 service period of up to
three(3)months. Employees may elect to revert to their previous job classification and position within
thirty(30)calendar days of the effective date of their reclassification, promotion or transfer. After thirty
(30) days, if the employee is unsuccessful in the new position, the employee shall be returned to his
or her previous position only if it is vacant(i.e. an offer of employment has not been extended). if the
position is not vacant or if it has been abolished,the employee will be laid off in accordance with Article
8, Seniority except that the employee shall not be eligible to exercise the bumping provision.
Employees on trial service shall be paid the appropriate established salary for that position and if
reverted, either voluntarily or by the Employer, will return to their previous salary (including any
adjustments due, e.g„ salary increase, step increases, etc.).
General Services-'teamsters Union Local No.252 and Ntason County 2019-2021 Colleciivc BargAining Agreement I'agc I i
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(his 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 looked,and access shall
be limited to the employee's Department Head or anyone designated by the Employer to act on their
behalf, and staff in the Human Resources Department. An employee may examine his/her own
personnel file by making an appointment with Human Resources. Representatives of the employee
may be granted access with the written authorization of the employee, except as authorized by law.
Conditions of hiring, termination change in status, shift, evaluations, commendations and
disciplinary actions shall be in writing with a copy to the Employee prior to placement in their
personnel file. The Employer's failure to abide by this Article pertaining to personnel file access
shall not affect the Employer's ability to proceed with the merits of discipline or discharge but may
be a separate Union 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:
a. All regular employees should be formally evaluated in writing by their
immediate supervisor and/or Department head or designee during the probationary or trial
service period and at least annually (at date of Hire or a common date) thereafter.
b. Additionally, evaluation of job performance may occur at any time and
on an ongoing basis. Evaluation may occur in various ways and may Include coaching,
counseling or written assessment.
The evaluation process shall also include a review of the current job description.
Evaluation shall not, by itself, constitute disciplinary action—disciplinary action must be specifically
identified as such, in writing, consistent with Article 7.6.
Employees will be given a copy of the evaluation. Employees will be required to sign the evaluation,
acknowledging its receipt. Evaluations are not grievable, however, employees may elect to provide
a written response to the evaluation, which will be retained with the evaluation in the employee's
personnel file.
CiencoI Scrvices-Te-amsters Union Local No.252 and Masvn Counsy 2019.202r CWlccIive HurgnIMng AgrcemrnI Pat
gc 1.1
7.6 DISCIPLINE I CORRECTrvr-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
4 discharge.
The intent of progressive discipline is to assist the employee with performance improvement or to
correct misconduct. Progressive discipline shall not apply where the offense requires more serious
discipline in the first instance. Both the sequencing and the steps of progressive discipline are
determined on a case-by-case basis, given the nature of the problem.
All disciplinary actions shall be clearly identified as such in writing. The employee will be requested
to sign the disciplinary action. The employee's signature thereon shall not be construed as
admission of guilt or concurrence with the discipline, but rather shall be requested as an
acknowledgement of receipt, Employees shall have the right to review and comment on disciplinary
actions in their personnel file_
A copy of all disciplinary notices shall be provided to the employee before such material is placed
in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance
procedure. If, as a result of the grievance procedure utilization,just cause is not shown, personnel
records shall be cleared of reference to the incident, which gave rise to the grievance.
The Employer will notify the Union in writing within three (3) working days after any notice of
discharge. The failure to provide such notice shall not affect such discharge: but will extend the
period within which the affected employee may file a grievance.
The Employer recognizes the right of an employee who reasonably believes that an investigatory
interview with a supervisor may result in discipline to request the presence of a Union representative
at such an interview. Upon request, they shall be afforded a Union representative. The Employer
will delay the interview for a reasonable period of time in order to allow a Union representative an
opportunity to attend, if a Union representative is not available or delay is not reasonable, the
employee may request the presence of a bargaining unit witness. (Weingarten rights)
Employees shall also have a right to a notice and a determination meeting prior to any disciplinary
action {except oral warning). The Employer must provide a notice and statement in writing to the
employee identifying the performance violations or misconduct alleged, a finding of fact and the
reasons for the proposed action. The employee shall be given an opportunity to respond to the
charges in a meeting with the Employer,and shall have the right to Union representation during that
meeting, upon request. (Loudermill rights)
The Employer shall endeavor to correct employee errors or misjudgments in private, with
appropriate Union representation if requested by the employee.
Guncnd Services•Teamsters Union Lucul No.252 and Muson Crninly 2019.1021 C'ollcoive Sargalning Agrcemod Page 15
Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such
action as to any past-probationary employee was for just cause. Just cause shall be established if
the following has been shown by the Employer
I. Notice:That the Employer did forewarn employee of possible consequences of conduct;
Z. Reasonable Rule or Order: That the Employer policy, rule, or order involved reasonably
related to the orderly, efficient, or safe operation of the Employer;
3. Investigation: That before administering discipline, the Employer did make an effort to
discover whether employee did, in fact, violate or disobey an Employer policy or rule;
4. Fail-Investigation: That the Employer conducted its investigation objectively;
5. Proof: That, in the investigation, the Employer did obtain evidence or proof that the
employee violated such Emptoyer policy or rule;
6. Equal Treatment: That the Employer applied its rules, orders, and penalties
evenhandedly and without discrimination under the circumstances; and
7. Penalty: That the degree of discipline was reasonably related to the seriousness of the
offense and/or the employee's record.
ARTICLE 8—SENIORITY
8.1 DEFINITIONS
Office/Department Seniority: the service time spent in each individual Elected Official's Office or
Department within the bargaining unit.
Employer/County Seniority_: the total unbroken services with Mason County. An employee's County
seniority shall be established as the initial date of hire, upon completion of the original six (6) month
probationary period.
_Bargaining Unit Seniority: the total length of continuous calendar-based service with the Employer
and in the bargaining unit.
Senlority shall be established upon appointment to a regular fur[-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 frorn the original date of hire
into that classification.
The appointment date shall be adjusted for leaves of absence without pay, except when such leaves
are the result of federal or state legally protected leaves.
Other Definitions:
8.1.1 Application of Seniority
How an employee's years of contlnuous service are utilized to determine their respective rights
in regard to postings, promotions, reassignment, transfer, layoff, or recall.
GUrWraI ScrViCeN-TcaiwIers 011ian[_oral No-252 and Mason 0wrply 7019.2021 CaIICCtiVC Hargaioing AgreemeI1 Page 16
8.1.2 Continuous Service
Means uninterrupted employment with the Employer subject to the following provisions:
1. ContinLIGus 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 Payoff is identified as the anticipated and on-going or prolonged reduction in the number of
Full-tine equivalent (FTE) positions or in the number of partial FTEs within the Employer or-
within a job classification covered by this Agreement. A reduction in force in a classification
may occur for reasons of lack of funds, lack of work, efficiency or reorganization. Reductions
in force are identified by classification within the affected Office or Department.
8,1.4 Affected Group!Employees
An Affected Group would be any job classification that is subject to a layoff. An Affected
Employee would be the least senior employee(s)within an affected job classification which
are subject to lay-off or reduction in force and have certain rights as a result.
8.1,5 Layoff Alternatives
A number of alternatives exist for affected employees including.
1. Assume a vacant position - per Article 8.13.1
2, Bump- displacing a less senior employee
3. Recall-accepting unemployment and the option of future recall
8.1.6 Bumping
The displacement of a less senior regular employee by another regular employee with more
seniority in the classification.
8.2 APPLICATION OF SENIORITY
II) the event of reassignment, transfer, layoff, or recall, seniority shall be the determining factor
where employees are equally qualified to do the job.
Seniority shall be applied in the following manner:
For purpose of promotions and/or layoffs from within a department, seniority shall mean that time
spent in each individual department within the bargaining unit.
For all other purposes, seniority means total unbroken service with Mason County.
An employee's County seniority shall be established as the initial date of hire upon completion of the
original six(6)month probationary period.
8.21 Postings 1 promotions
I!n 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.
Cencrul Scrviccs-Tcwus(CT5 Union 1.ncol No.752 and Masm County 2019-2021 Collective 8argaiaing Agreernenl
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 employees). In the event of two
employees having the same Office / Department Seniority, bargaining unit seniority shall be
determinative. In the event of two employees having the same bargaining unit seniority,
Employer seniority shall be determinative. In the event of two employees having the same
bargaining unit seniority and Employer seniority, a coin will be flipped to determine the tie
breaker.
8.2.3 Bumping
As to bumping, the employee's "competence" and the ability to adequately perform the
unique functions of (lie 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 an the job, with a minimal period of orientation
and no material reduction in the efficiency of the operation or services, as determined by the
Employer.
8.2A Recall
Seniority shall be determinative in the identification of which employee is to be recalled,
when there are more than one who is qualified and/or have previously performed a
position, In the event that an employee is being recalled to a new position, the employee's
qualification and the ability to adequately perform the unique functions of the job assignment
will be the primary consideration, applied in accordance with seniority, consistent with Article
8.2.3.
8.3 PROBATIONARY PERIOD
Upon successful completion of the probationary period, the Employer seniority of the Regular
employee shall be established as the initial date of hire including the service during the probationary
period. Department seniority shall then be based on continuous service with the Department.
8.4 Loss of SENIORITY
Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided
that employees on lay-off status retain the Seniority they had at time of lay-off for eighteen(18)months
from date of layoff. An employee, therefore, will lose seniority rights by and/or upon:
4 Resignation.
Discharge,
Retirement.
Layoff/ Recall list of more than eighteen (18) consecutive months.
Failure to respond to two offers of recall to former or comparable employment.
Employees who are re-employed following the loss of their seniority, shall be deemed a newly-hired
employee for all purposes under this Agreement, except as provided in the following: if an employee
is laid off or resigns in good standing after working at least twelve (12) consecutive months, and is
thereafter re-employed within twelve (12) months, the employee will, upon successful completion of
the probationary period, regain the seniority that they had as of the effective date that[lie 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.
GuncrAl Services.1-cams[ers Limon Local No 252 and Macon County 2019-2021 Colicclivc Sarpining Agreement Page 18
For purposes of this article, layoff is further identified as any reduction in hours which results in a
reglllal- position tieing 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,
Layoff process:
A. The Employer may reduce the work force because of lack of work, lack of funds.
B. If a reduction in the work force becomes necessary, the Employer will first consider
reductions through normal attrition, (i.e., by not filling normally occurring vacancies).
C. It normal attrition is not feasible, the Department Head shall determine which
position(s) will be eliminated. The feast senior ernployee(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 sarne
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 AFFECTE❑GROUP
The following procedure shall apply to any layoff.-
8.8.1 Affected employees
The Ern ployer shall first determine by job classification the number of employees or FTEs to
be affected by the layoff. The employee(s) holding such FTEs, which are subject to layoff,
shall be the "affected employee(s)."
The least senior employee, by Office or Department seniority, within the affected job
classification shall be selected for layoff, consistent with Article 8.2,2. The exception would
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.
I cases where Office or Department seniority within a job classification is equal, bargaining
unit seniority will be the determining factor. to the event this is also equal, Classification
seniority will control, to the event this is also equal, Employer seniority will control. If all of
General Services-Tcanisfcrs Union Local No.252 and Musua County 2019.2021 Collective Bargaining Agreement l'agc!9
the seniorities are equal, then Management shall make the final decision based on
performance and jab skills.
8.8.2 Volunteers
Simultaneous with implementing the provisions of the layoff procedure, the Employer may
First seek, by a five (5) working day posting process, volunteers for layoff or voluntary
resignation from among those employees who work within the same job classification as the
affected employees. If there are more volunteers than affected employees, volunteers will
be chosen by bargaining unit seniority. Employees who volunteer for layoff may opt for recall
rights as described in this article at the time of layoff.
If there are no or insufficient volunteers within the affected job classification, the remaining
affected employees who have received notice must choose promptly (within five (5) full
working days of receipt of the Notice) among the layoff options set forth in Article 8,13.
8.8.3 Probationary Employees
If the number of volunteers is not sufficient to meet the announced number of necessary
layoffs, and if the affected employee is an initial probationary employee, then that employee
shall he 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.
8.18 SENIORITY LIST
The Employer shall update the seniority list and provide it to the Union annually or upon request,
consistent with Article 3.3. If a layoff is announced, a current ranked seniority list including job
classifications, names,job locations, and FTE or hours per week shall be provided to the Union and
posted in the affected Department.
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 shills 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 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;
BA 3.1 Assume a Vacant Position
❑n 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
Cientrel Sorvicrs-Tcatnsicrs Union Local No.252 ami.Mason Comity 2019-2021 Collective Bugaining Agreement Page 20
employee shall also be considered for available job openings within the Employer for which
the employee is qualified.
When a regular full-time or part-time employee is being laid off the Employer may offer a
temporary position if one is available and the employee has the ability to perform the work.
Laid off employees who accept these assignments will be provided the benefits and
provisions of the temporary assignment. Employee(s) accepting these assignments will he
subject to recall.
8.13.2 Bump
Employees notified for layoff may bump other employees in their own bargaining unit in lieu of
being laid off, if all of the following conditions are met.,
1. They have more seniority than the employee they will bump;
2. The job classification they are bumping into is paid on a salary range that is equal
to or less than the salary range of their jot?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 hump 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 skull be given an
orientation period to familiarize the employee with the practices and/or policies related to the
job. The employee who may be displaced by the more senior employee who is bumping shall
be provided at least fourteen (14) calendar days' written notice of layoff. If this employee is
eligible to bump another employee in his/her department pursuant to the conditions outlined
in this subsection, then the third employee identified for layoff shall he laid off.
It is understood that employees being laid off and/or recalled tinder 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 flours shall have the option of remaining in the
reduced position (if above the 20 hater threshold) or bumping to a lower classification, if
competent as defined in Article 8.2.3. Competent shall mean having demonstrated skills
and required experience to perform the job; and in case of disputes, the final decision shall
be made by the Employer.
An employee who Has bumped shall move to the highest step of the new salary range that
does not exceed their current salary,
If there is no employee in the next lower classification who is less senior than the person
scheduled for layoff, that person may look progressively to the next lower classification for
such humping rights.
The employee who is bumped by the affected employee shall have the same rights under
this Article.
GmicraI Services-'I ramstcrs Union Lacal No.252 and Masan Cou5ty 2019-2021 Collceim-Hw-gninink Agreenienl P:igt 21
8.13.3 Recall
If the affected employee elects not to take a vacant position, elects not to bump or cannot
immediately and adequately perform the functions of the jot) 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 Employer to modify its
position and classification structure iiz 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 jots classification shall be placed in their
former step and time in step.
8.14 REOUCTIoN HOURS/FTE
An employee subject to an involuntary reduction in their FTE may elect to accept the reduction, may
bump and/or may elect to be placed on recall in accordance with Article 8.13. If the reduction results
in hours iess than their budgeted FTE, it will be considered a layoff and the employee shall have
the right to bump or recall list.
8.15 RECAM
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/sire was laid off from, for any lower classification in tl+e 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 shall be considered for other positions in their department and/or within the
bargaining unit in accordance with Article XII -"Filling Positions."
It shall be the responsibility of each person on a recall list to keep the County informed of his/her
current address and telephone number. The layoff letter to the employee shall advise him/her of their
recall rights and of the name and address of the person in County government to whom the employee
must send notice of their current address or any subsequent changes. The County shall have the
right to remove the name of any person on the recall list if there is no response within fourteen (14)
calendar days after the County has mailed a certified letter(return receipt request)to the person's last
known address.
If an employee on recall accepts an opportunity to return to work in a lower classification than the one
laid off from, the employee's name may remain on the recall list for their previous higher classification
for the balance of the eighteen (18), and shall be given an opportunity to accept such a position if it
should become available. If an employee is recalled to return to the same classification from which
he/she was laid off, and refuses the offer to return, his/her name shall be removed from the recall list
and further return rights shall be forfeited.
Employees recalled to their former classification within eighteen (18) months of being laid off shall be
placed at the same salary range and step, and time in step, in effect at the time of layoff. In addition,
employees recalled to County service within eighteen (18)months shall have the sick leave balance
as of the date of layoff restored (unless the employee received a sick leave cash out at the time of
layoff); shall accrue vacation leave at the sarne accrual rate in effect as of the date of layoff; and the
Gondar Services-Teti ins crs Union Luca Nu.252 mid Mason Counwy 2014.202 1 Corrective Hnrgidning Agreement Pmuc?2
number of years of continuous county service at the time of layoff shall be credited towards eligibility
for the longevity benefit. Employees recalled into regular part-time positions
As long as any employee remains on the recall list the Employer shall not newly employ by hiring
persons into the affected bargaining unit classification(s), within their Department, until all qualified
employees holding recall rights to that affected classification have been offered recall.
A copy of the recall list shall be provided to the Union, upon request.
There shall be no probationary requirement for persons returning to their former position if the initial
probationary period has been completed.
Employees shall not lose seniority original as a result of layoff for a period of up to eighteen (18)
months, per Article 8.4.4; provided, however, that no benefits nor seniority shall be accrued during
the period of layoff.
8.16 VACATION &LEAVE CASH OUTS/PAY
Any regular employee who Is laid off or terminated shall be cashed out for any unused vacation
Benefits or comp time with their final paycheck, to the extent of established maximums (per other
Articles of this Agreement),
Sick leave balances at the date of layoff shall be restored upon recall with the Employer if the person
is recalled into a regular position from the recall list and the employee did not receive a sick leave
cash-out per Article 13.1. No sick leave shall accrue during the period of layoff,
If a person on the recall list is employed in a temporary position, only sick leave accrued during
temporary employment may be used during temporary employment. Sick leave accrued during
temporary employment may be added to any existing sick leave balance if the person is hired into
a regular position from the recall list.
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 July 1, 2019 through December 31, 2021, each employee shall have his/her base wage as
set forth in Appendix I, It and III;
INCREASE
1/1/2019 2.00%
1/1/2020 1.75%
1/1/2021 -1.50%
Should it become necessary to establish a new jots 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 shail be subject to
negotiations, consistent with Article 2,2.
Advancement from step to step occurs on the employee's annual anniversary date. The anniversary
date is the day the employee started work within a job classification. Upon promotion of an employee
placing him/her in a higher range, the date of the promotion becomes the anniversary date that
General Services-Teamslers Llnion Local No.252 and Magnn Cniiniy 2019.2021 Cniiccnvc Bstrgaining Agreement Page 23
determines future step increases within that jot,classification. The employee's actual date of hire with
Mason County will always remain the same(regardless of promotion)for purposes of vacation leave,
sick leave, and retirement.
The Employer shall make available information monthly which shall reflect all items covered by
gross pay such as; sick leave, vacation time, straight time and overtime.
9.2 HIRE-IN RAZES
New regular employees shall normally be placed at Step 1 of the appropriate salary range in their
job classification, or placed consistent with current personnel rules,
9.3 SHIFT DIFFERENTIAL
Shift differential is not applicable to this bargaining unit.
ARTICLE 10—OTHER COMPENSATION
10.1 STANDBY 1 DUTY OFFICER STIPEND
Employees whose duties require them to serve as a 2417 point of contact for after business hours
and weekends (duty officer)shall be paid a stipend of one hundred and fifty dollars ($150) per
week of duty. The$150 will be adjusted for any pre-approved periods of time not available for
standby duty during that workweek. The employee will be paid overtime (or offered camp time)for
such hours as work is actually performed in the event of an incident, provided such hours worked
are consistent with the requirements of Arlicle 6.4 and shall be paid one and one-half(1 112)times
their straight-time hourly rate except any work required on a holiday shall be paid at double the
straight-time hourly rate for all such hours worked.
10.2 CALL-HACK PAY
Regular and Temporary full-time employees who are called back to worst after leaving the job site
(and not adjacent to the next regularly scheduled shift), shall receive a minimum of two (2) hours'
pay at the overtime rate. When an employee is called out between shifts, the time worked between
shifts shall be paid at the rate of one and one-half (1'/2) times the regular rate. Employees called
back to work on a holiday shall be paid at double the straight-time hourly rate for all work. ❑e
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.
During periods of emergency, changes of shift can be made with eight (8) hours' notice, provided
the employee has eight(8) hours off between the two (2)shifts.
This provision shall apply to employees who are required to attend Employer scheduled meetings
on their regularly scheduled days)off.
General Services-Teamsleis Union Local No.252 and Mason Cnunq• 2019.2021 Collective Bargainh:g Agreement Pugs:24
10.2 WORK IN A HIGHER GLASSiFICATION
No employee shall be reduced in salary or benefits because of being assigned by the Employer to
perform the work of a lower classification, except in the situation of lay off.
A supervisor may assign an employee to perform the primary duties of a nigher classification, when
those dirties are not part of the employee's current job classification, for the purpose of:
A. Providing work coverage during an authorized vacation period;
B. Providing work coverage during an authorized sick leave;
C. Providing work coverage for an authorized leave of absence; or
D. Providing work coverage for a currently vacant position.
Employee(s) assigned to work at least three (3), eight (8) hour days within a twenty-one (21)
calendar day period, in a higher classification will receive the first step salary of the appropriate
classification that provides at least a five percent (5%) increase for all time spent in that higher
classification. The employee must be performing most of the essential functions of the higher
classification to have that time count toward the additional compensation. This section is not
applicable to employees who are being trained to perform the work of the higher classification.
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 monthly compensation above each eligible, regular full-time
employee's base salary to recognize continuous length of service as a County employee. Eligible,
regular part-time employees shall receive a pro-rated longevity benefit in proportion to the number of
hours the part-time employee is in pay status during the month as compared to that required for full-
time employment. The longevity benefit will be implemented in accordance with the following
schedule:
Beginning in 1 V and continuing thru 151°years 1.5% above base_
Beginning in 161h and continuing thru 20"years 3.0% above base
Beg in ning in 21 st and con tinuing thru 251"years 4.5% above base
Beginning in 26th year and continuing thereafter 6.0% above base
10.5 LEAD WORKER
The County may designate an employee as a Lead Worker; such designation is not considered to
be a "job vacancy" or"newly created position"as referenced in ARTICLE 8—SENIORITY, Section
2. A Lead Worker will typically direct, oversee and/or organize the work of other employees,
although the County reserves the exclusive rig[it to make a Lead Worker designation teased on other
factors and rationale. The Lead Worker cannot hire, fire, or discipline other employees within the
Teamsters bargaining unit. This job classification is used at the discretion of management(and with
prior approval of the Board of County Commissioners), A Department Head will post within his/her
Department a notice of intent to appoint a Lead Worker, He/she will give full consideration to all
departmental applicants before going outside his/her department. Any employee who acts as Lead
Worker will receive an additional ten percent (10%) salary for the period of time they perform that
function.
10.6 COMMERCIAL DRIVERS LiCENSE(CDL)
The County shall pay for all required medical examinations including employees who are required
to possess a Commercial Driver's License, and also reimburse such CDL holders for the costs
above the basic Washington State Driver's License that are unique to maintaining their CDL
General$erviees-Teamsters Union Luc:aI No.252 quid Mmon County 2019.1021 CoIlective Bnrgaining AgreetuenI Page 25
(excluding any cost/fees Caused by improper driver acts). This benefit shall be for current
employees only; it excludes the cost(s)of any certificatioii/testinglexamination required to meet the
conditions of employment for the prospective employee's position. Should an employee seek to
transfer to a new position requiring certification/testing/examination to meet the minimum
requirements for the position, the cost shall be borne by the employee,
10.7 CLOTHING
The County shall provide an annual clothing allowance to each CS&W Operator OIT, I, II, or Ill
and each Solid Waste Attendant I, Il, and III employee in the amount of One Hundred dollars
($100,00), 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), with the exception of Solid Waste employees whose observed Holiday schedule shall be
set on an annual basis in Consultation with the Union-
New Year's Da Labor Da
Martin Luther Kin Da Veterans' Da
Presidents' Da ThanksgivingDa
Memorial Day Da After Thanksgiving*
July Fourth Christmas Eve ❑a
Two Floating Holidays Christmas Da
" For employees on 4-10s (Monday through Thursday), the 'Day After Thanksgiving'
holiday shall be observed an Wednesday, the day before Thanksgiving.
Eligible full-time employees shall receive eight(8)hours of holiday benefit pay. Part-time employees
shall be paid pro rat@ 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. Ail requests to use a
floating holiday must be made no later than the last working day of November. Floating holiday(s) not
used by the end of the calendar year will be forfeited, unless denied on the basis of the staffing needs
of the Office or Department. Except by mutual agreement, floating Holidays shall be used in whole
day increments,
11.2 RELIGIous HOLIDAYS
Employees may also take other religious holidays off with their supervisor's approval, with or without
pay, thrarlgh utilization of vacation or comp time or by making alternative work schedule
arrangements. Such requests shall not be unreasonably denied.
11.3 HOLIDAY OBSERVANCE
When a recognized holiday falls on a Saturday,the proceeding Friday shall be considered the holiday.
When a recognized holiday falls on a Sunday, the following Monday shall be considered the holiday.
For those employees on a 4110 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.
General Services-Teasnslcrs Union Lgcal No.252 tmd Mos[ut County 2019.2021 Callcclive Burgulning Apeement Pagc 26
11.4 HOLIDAY ON DAY OFF
Benefitted employees shall receive eight(8) hours' holiday benefit pay and time-off for each holiday
listed in Article 11.1 — 1-1ofidays.
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. Part-time employees will receive a paid holiday in
proportion to the number of hours they ordinarily would be scheduled to work (not to exceed eight
(8)hours)on that day.
Solid waste facilities: Solid Waste employees whose regular schedules include Martin Luther Icing
Day, Presidents' Day, Memorial Day, Labor Day, Veterans' Day, and Day After Thanksgiving shall
receive time and one-half(1 V2)for all hours worked in addition to holiday pay. For work on other
Holidays or for employees not regularly scheduled, see above.
Should any work be performed by an employee on a holiday at the approval and/or direction of their
supervisor they shall be paid for time worked and overtime may result if, consistent with Arficie 6.4,
it results in over forty(40)hours worked for the workweek. No employee shall be called on a holiday
for less than four(4) hours, except those personnel serving Standby Duty.
ARTICLE 12—VACATION
12.1 VACATION ACCRUAL
All Regular and Temporary full-time employees of the County coming under this Agreement after
six(6) months'employment shall be entitled to and receive vacation leave with pay as follows:
1 st th ro ug In 3rd year of em ployment 96 hours
4th through 7th year of employment 120 hours
8th through 9th year of em la meet 144 hours
1 ath through 11 th year of employment 160 hours
12th through 14th year of employment 176 hours
15th through 16th year of employment 184 hours
17th through 19th year of employment 192 hours
20 or more years of employment 200 hours
Regular and Temporary part-time employees shall accrue vacation leave on a pro-rated basis in
proportion to the number of hours the part-time employee is in pay status during the month as
compared to that required for full-time employment, plus they must also meet the qualification for
PERS participation to have vacation leave accrual apply.
The first day of the month of hire shall be the effective date of subsequent increases in the vacation
leave accrual rate for employees hired between the first and the fifteenth of the month. The first day
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 (1112(h) of their yearly
accumulation total per month. The maximum amount of vacation leave that may be accrued at any
point in time is flour hundred (400) hours. No additional vacation leave will be accrued or added to
an employee's vacation leave benefit when the maximum accrual has been attained.
Regular and Temporary full-time employees must work or be in a paid status at least eighty(80)hours
in a month in order to accrue vacation leave for the month.
i
Gcn;roI Serviccs-'teamsters Union Loral Nn.252 ajid A9asrm CouIIty 2019.2021 Cu4ecttvc Bargaining Agreement Page 27
Whereas the County recognizes the importance of employees utilizing earried 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 on the basis of meeting the workload requirements of the Mason
County service schedule where the employee is employed.
All requests to use vacation leave shall be submitted in writing. When an employee desires to use
five (5) or more consecutive vacation leave days he/she must submit a leave request at least fifteen
(15)calendar days In advance of the time off requested. Failure to request leave at least fifteen (16)
calendar days in advance may be cause for the denial of the requested leave. The Employer will
respond to leave requests within ten (10) calendar days of receipt; except that leave requests
submitted more than sixty(60)calendar days in advance of the time off requested shall be considered
on a case-by-case basis.
Regular and Temporary full-time employees must work or be in a paid status at least eighty(80)hours
in a month in order to accrue vacation leave for the month. Regular and Temporary part-time
employees must work or be in a paid status at least in the same proportion to the eighty(80)hours as
their regular hours are to full-time employment to accrue vacation leave for that month,
When a Holiday occurs during an employee's approved vacation leave, the day on which the holiday
occurs will be charged as holiday leave rather than vacation leave.
Employees shall have the option of using comp time or vacation leave for approved paid time off.
12.3 VACATION PAY
Vacation leave days shall be the same as the regular workday schedule for the Department wherein
the employee is employed. Vacation pay shall be the amount that the employee would have earned
if the employee had worked their regular position during the vacation period.
If an authorized holiday occurs within an employee's vacation period, that clay will be paid as a
holiday and not deducted from the employee's vacation accruals. Employees cannot receive
vacation, sick leave or holiday pay simultaneously for the same days,
12.4 VACATION UPON TERMINATION
When a regular full-time or regular part-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
four hundred (400)hours of accrued vacation leave. The cash-out of accrued leave or other accrued
time off shall be paid and reported in accordance with the provisions of law regulated by the
Washington State Department of Retirement Systems.
An employee whose employment with Mason County terminates within the six(6)month probationary
period shall not be paid for any vacation leave accrued during the probationary period.
Employees shall provide at least ten (10) working days written notice of their effective resignation
date. The time limit of the resignation may be waived at the discretion of the Director. Pay in lieu
of unused vacation shall be forfeited if ten (1 D)working days written notice is not provided or waived.
CienClal Services-Teamstcrs Union Loral No.252 and Mason County 2019.2021 Collccflw Bnrgahsing Agre MMM Page 2S
ARTICLE 13-SICK LEAVE
13.1 SICK LEAVE ACCRUAL
Per the Washington State Paid Sick Leave law, RCW 40.46, in accordance with WAG 296-130 and
Initiative 1433, the County and the Union mutually agree to comply the with the laws. Sick leave
shall be earned for all Regular and Temporary full-time employees, who have worked or been in a
paid status at least eighty(80)hours, at the rate of eight(8)hours per month for each calendar month
of continuous employment. Regular and Temporary part-time employees shall accrue sick leave on
a pro-rated basis in proportion to the number of hours the part-time employee is in a paid status during
the month as compared to that required for full-time employment. Sick leave accrual may not exceed
one thousand two hundred (1,200) hours.
13.2 SIcK LEAVE USAGE
Usages of sick leave snail be consistent in accordance with the Washington State Paid Sick Leave
law, RCW 49.46, WAG 296-130 and Initiative 1433, the County and the Council mutually agree to
comply with the laws.
113 SHARED LEAVE
The Human Resources Manager, or designee, may authorize employees, within this bargaining
unit, to donate their accrued vacation or sick leave to another employee, within this bargaining unit,
who is suffering from, or whose parent, spouse or child is suffering from an extraordinary or severe
illness, injury, or physical or mental condition which has caused or is likely to cause the employee
to take leave without pay or to terminate his/her employment. All donations of leave are strictly
voluntary and are subject to all IRS regulations for the donor and recipient. The following conditions
apply:
I, To be eligible to donate vacation leave, the employee who donates leave must have more
than ten (10) days of accrued leave, In no event shall a leave transfer resrdt in the donor
employee reducing his/her vacation leave balance to less than ter;(10) days. To be eligible
to donate sick leave, the employee who donates leave must have more than thirty (30)days
of leave. In no event shall a leave transfer result in the donor employee reducing his/her sick
leave balance to less than thirty(30)days.Transfer of leave will be in increments of one day
of leave;
2. The employee receiving donated leave shall have exhausted all his/her accumulated leave
time. Donated vacation leave shall be converted to sick leave for the recipient;
3. While an employee is using shared leave, he or she will continue to receive the same
treatment, in respect to salary and benefits,as the employee would otherwise receive if using
vacation or sick leave;
4. The transfer of leave and the amount of leave shall be authorized by the Board in advance.
5. No employee shall receive more than two hundred and sixty (260) days of donated leave
during their employment with the County;
Or may follow the Washington State Paid Family & Medical Leave law, RCW 50A.04.
13.4 COORI)INATION-WORKER'S COMPENSATION
Sick Leave Adjustment for Workers Compensation:
Gcnuat Services-Teamsters Usv(pn Local No.252 and Mason Coijuay 2019-2021 Collective Bargaining Agreemenl Page 29
A. For a period of absence from work due to injury or occupational disease resulting from
County employment, the employee shall file an application for Worker's Compensation
in accordance with state law.
B. If the employee has accumulated sick leave credit, the County shall pay the sick leave
difference between his/her time loss compensation and his/her full regular salary unless
the employee elects not to use his/her sick leave.
C. Should an employee receive Worker's Compensation for time loss and lie/she also
receives sick leave compensation, his/her sick leave accrual prior to the time loss will be
reduced by the total number of hours he/she was on sick leave minus the number of
hours at full salary for which he/she is said to the nearest hour.
D. Until eligibility for Worker's Compensation is determined by the Department of Labor and
Industries, the County may pay full sick leave accumulated, provided that the employee
shall return any subsequent over-payment to the County.
E. Should an employee apply for time loss compensation and the claim is then or Eater
denied, sick leave and vacation leave may be used for the absence in accordance with
other provisions of this rule,
F. Nothing herein pertains to a permanent disability award.
G. If an employee has no sick leave accumulated, vacation leave or comp time may be
substituted.
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 accrued sick leave upon
termination of employment with fifteen(15)years of continuous county service;or upon termination of
employment with Mason County when the termination is contemporaneous with retirement from all
applicable Washington State Public Employees Retirement System; or upon the death of the
employee, in which case payment shall be made to his/her estate. For employees hired on or after
January 1,2011,neither they nor their estate shall be eligible to receive any cash out of the employee's
accrued sick leave upon separation from county service.
ARTICLE 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, (said 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 requires/ 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
General Services-Tea msim Union LucaI Nu.252 and Mason County 2019.2021 Collcclivc Bargaining Agreement Pagc 31.1
subpoena or other directive, shall be allowed authorized leave with pay less any amount received
for such duty.
14.3 MILITARY LEAVE
All Regular and Temporary employees shall be allowed military leave as required by RCW
38.40.060 and as interpreted by the Court. This provides for twenty-one (2,1) 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) shaft be
granted all rights and privileges provided by the ACT
14.4 BEREAVEMENT
Up to three (3) days' of paid bereavement leave may be granted in case of death in the immediate
family requiring the attendance of the employee (funerals are included). Two (2) additional days'of
sick leave may be granted at the employee's request. It is agreed that immediate family for purposes
of bereavement feave includes only the following persons whether related by blood or marriage or
legal adoption; spouse, parent, grandparent, brother, sister, child, grandchild, aunt, untie, cousin,
niece, nephew, grandmother-in-law, grandfather-in-law, mother-in-law, father-in-law, sister-in-law,
brother-in-law, son-in-law, or daughter-in-law of the employee.
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 fn Article 14.5 for identified legally protected leave such as FMLA and Military. An
employee who takes a leave of absence without pay shall have his/her date of hire for seniority
purposes adjusted for the same duration of time as the period of leave without pay. Step increases
are based on duration of employment and will be adjusted accordingly. General salary increases are
not based upon duration of employment and will not be adjusted in this manner. The employee's
seniority for purposes of vacation accrual, promotion and layoff would be adjusted in the same amount
as the duration of the leave without pay. In the unlikely event an employee was granted a leave
without pay during his/her probationary period, the probationary period would be extended for the
same duration as the leave without pay.
14.7 FAMILY LEAVE—FMLA
The County and the Union mutually agree to comply with all state and federal Family Leave laws
(FMLA, RCW 49.78]. The Employer will grant leave consistent with the FMLA and the adopted
conditions and provisions of the state and federal law and are not intended to expand upon the
rights thus set forth.
If an employee has any questions regarding the State and Federal Family leave laws, they may
contact the County's Human Resource Department for guidance
14.8 MATERNITY LEAVE
General Services-Tc=isoer Union Local No.252 and Mason County 2019.2021 collective}Bargaining Agreernern Pagc 31
Consistent with VVAC 152-30-020,,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 E►rlployer has
no obligation to pay for health insurance benefits while on this leave(unless utilized concurrent with
FMLA).
Leave for temporary disability clue to pregnancy or childbirth will be medically verifiable. There is no
limit to the length of the disability phase, except for the right for medical verification and the right of
second opinion at the employer's expense. At the end of the disability leave, the employee is
entitled to return to the same job ❑r a similar jots of at least the same pay as provided by
law. Employees must use their accrued vacation and sick leave, it 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 PAID FAMILY&MEDICAL LEAVE COMPLIANCE
The County and Union mutually agree to comply with all Washington State Paid Family & Medical
Leave laws, per RCW 50A.04.
ARTICLE 15— HEALTH &VVELFARE
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, comp tirne payout upon separation) or more per
month. This contribution is to be applied to premiums For Washington Teamsters Welfare Trust
Medical Plan 8 (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
two hundred and fifty-eight dollars ($1258) per month during the term of this
Agreement for each eligible employee for medical, dental, vision, and life insurance
coverage.
B. Effective January 1, 2020 the contribution shall be increased to one thousand
three hundred and ten dollars($1310)per month during the term of this Agreement for
each eligible employee for medical, dental, vision, and life insurance coverage.
C, Effective January 1, 2021 the contribution shall be increased to one thousand
three hundred and sixty-two dollars ($1302) per month during the term of this
Agreement for each eligible employee for medical, dental, vision, and life insurance
coverage.
Gcneral Scrvires-Teamsters Union Local No.252:md Mugon County 2019-2Q21 Collective Bargaining Agreement Page 32
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(EAK 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
Skate statutes in relation thereto in existence during the contract period.
The COUNTY shall continue to make payments to the Western Conference of Teamsters Pension
Trust Fund to the account of each member of this bargaining unit based on monthly computations.
Monthly computations are based upon an amount equal to fifty cents($0.50) per hour for each hour
for which compensation is paid to individual employees of the bargaining unit. Payment is remitted
in a lump sum not later than ten (10)days after the last business day of such month. Tile 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 oil
account of each member of the bargaining unit. Failure to make all payments herein provided for,
within the time specified, shall be a breach of this Agreement. Further, the Employer and Union
accept as their representatives for the purpose of such Trust Funds, the present Employer and
LJnion Trustees and their duly elected or appointed successors.
ARTICLE 16 -TRAINING
16.1 TRAINING
Approval for attendance at training, the hours intended to be compensated and the reimbursement
for travel and expenses shall be established by the supervisor prior to the training, consistent with
the current policy.
16.2 TRAINING REIMBURSEMENT
Compensation associated with training or representation of the Employer on official business shall
be consistent with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296--I28-
580.
ARTICLE 17 — LABOR/ MANAGEMENT COMMITTEES
17,1 PURPOSE OF COMMITTEE
The Employer and the Union agree that a need exists for continuing cooperation between labor and
managernent,and to meet from time to time upon the request of either party concealing 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 six (6) members from the
Cerncial Services-TainisIm thi1on local No.252 and A7ason County 2019-202)1 CoIlcctive BnrgainIng Agreement Page 33
Employer, including a representative from Human Resources. The committee will meet upon mutual
agreement during working hours to discuss matters of mutual interest or concern.The committee shall
not have the authority to change this Agreement, nor shall it substitute for the grievance procedure,
The above provision does not preclude and in fact encourages the parties to also meet informally
and expeditiously on an as needed basis on matters of mutual concern.
Policy Work Groups: The Union will be given an opportunity to designate participants to Policy Work
Groups related to employment policies. Policy Work Groups will be chaired by Human Resources.
Policy Work Group participants will not negotiate on behalf of the Union regarding employment
policies that would impact wages, hours and working conditions.
17,2 COMPOSITION of COMMITTEE
The Labor Management Committee meetings will include a mininlurn 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 small 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 focal laws applicable to the safety and health of its employees.
Employees shall not be required to perform work if they have a reasonable basis for believing the
assignment would constitute a danger to their health and safety. The employee shall immediately
contact a supervisor who shall make a determination with regard to safety. Upon the supervisor's
review and liability, the employee will perform the work but may refer the matter to the safety
committee or risk management.
All on-the-job injuries, no matter how slight, must be reported. Employees must immediately notify
their supervisor if they are unable to work because of a work-related injury or illness,
18.2 HEALTH&SAFETY PLAN
The Employer shall develop and follow written policies and procedures to deal with an-the-job safety
and shall conduct an ongoing site specific safety and security plans in conformance with state and
federal laws.
Safety equipment; protective gear; appropriate supplies;
The County may utilize a 'quartermaster system' to supply employees with appropriate safety
equipment, protective gear, and other appropriate supplies on an as-needed basis. When such
time as any or all of such equipment wears out, the County shall replace such items,free of charge
to the employee, so long as it can be shown that the items were no longer functional due to standard
'wear and tear'and not due to the negligence or intentional misconduct by the employee to damage
such equipment items.
I
CpCIIL'fa1 Srrvieu-Tramswrs Union Loral No.252 and hlasun Cmulq• 2019.2021 C011CC[IYc Bargaining Agreemcni Pjjec 31
18.3 DRUG FREE WORKPLACE
The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that
employers will provide a drug free workplace. This policy strictly prohibits the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled substance in the workplace.
Fitness For Duly — If a supervisor or manager reasonably suspects, through observation, that an
employee may physically be Incapable of performing the essential functions of the job and/or may
be under any influence of, or impaired by, a substance, the employee shall be removed from duty
Immediately and undergo substance testing for the suspected substance. Except in emergency
situations, the supervisor or manager shall consult with another supervisor, manager or
representative of Human Resources to ensure that adequate grounds for reasonable suspicion
exist. The consulted supervisor, manager or representative of Human Resources shall also
personally observe the employee before the employee is required to test for the presence of that
substance. At this time the employee will also be notified of his or her Weingarten rights.
Employees removed from duty under such circumstances who test positive shall be required to
meet with the Employer's Substance Abuse Professional (SAP)and shall only be allowed to return
to work, if at all, in accordance with the return to work provisions of the Employer's substance abuse
policy,
18.4 WORK PLACE VIOLENct=
The Employer is committed to employee health and safety. Workplace violence, including threats
of violence by or against a County employee, will not be tolerated and should be immediately
reported whether or not physical injury occurs.
ARTICLE 19 -GRIEVANCE PROCEDURE
19.1 GRIEVANCE DEFINED
The pul-pose of the grievance procedure is to promote harmony and efficiency between employees
and the County by providing timely settlement of grievances without fear of discrimination or reprisal.
A grievance is an allegation by an employee, group of employees or the Union that there has been a
violation, misapplication or misinterpretation of this Agreement.
Emptoyees 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 (10) calendar days of the incident giving
rise to the grievance or the date the grievant knew or reasonably could have known of the
incident to the employee's immediate supervisor or manager if the grievance is not related to
Central Services-Tcammcrs Union Locul No.252 and Mason County 2019.2021 ColluctM!Bargaining Agrcemenl S'agc 35
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
Department Head within ten (10)calendar days of the incident giving rise to the grievance.
Step 2. The grievance shall be presented in writing on an official Union grievance form.This
shall include:
1. The specific details of the Incident or issue giving rise to the grievance;
2. The Article(s)and Section(s)of the Agreement allegedly violated;and
3. The remedy sought.
The written grievance shall be submitted by the employee and/or the Union Steward/Union
Representative to the Department Head within tern (10) calendar days of the date of the
discussion in Step 1 above. A copy of the grievance will be filed concurrently with the Human
Resources Department. Within ten (10) calendar days after the receipt of the official written
grievance, the Department Head (or designee) shall schedule a meeting with the employee
and Shop Steward and/or Union Representative to hear and seek to resolve the grievance.
The Department Head shall provide a written response to the Employee and the Union
StewardlUnion Representative within fourteen (14)calendar days of the meeting. A copy of
the grievance response shall be provided to the Human Resources Department. If the
grievance is not resolved at Step 2,the grievance may be advanced to Step 3.
Step 3. The written grievance shall be submitted to the Human Resources Director within ten
(10)calendar days of the date of the written response at Step 2. Within ten(10)calendar days
of receipt of the grievance, the Human Resources Director or designee shall schedule a
meeting with the Employee, Union StewardlUnion Representative, and the Department Head
to near and seek to resolve the grievance. The Human Resources Director shall provide a
written answer to the Employee, Union Steward/Union Representative, and Department Head
within fourteen (14) calendar days of the meeting. If the grievance is not resolved at Step 3,
the grievance may be advanced to Step 4.
Step 4. The Union may choose to submit the grievance to arbitration and in such case will
deliver written notification of its intent to arbitrate to the Employer within fourteen (14)calendar
days. The Union's request for arbitration shall be in writing and may be filed with the Public
Employment Relations Commission (PERC), Federal Mediation and Conciliation Service
(FMCS), or a mutually agreed upon arbitrator or arbitration service within thirty(30)calendar
days of submitting its notice to the Employer of its intent to arbitrate. In addition, the Union
shall request the arbitration service supply a list of seven (7) qualified arbitrators. If a list of
seven arbitrators is requested, both parties will attempt to agree upon an arbitrator from this
list. If they cannot agree within fourteen (14)calendar days from the receipt of the list, a flip of
the coin will determine which party strikes the first name from the list. This striking of names
will alternate between the parties until one name remains. This person shall be the arbitrator.
The referral to arbitration shall contain the following:
1. Question or questions at issue;
2. Statement of facts and position of each respective party; and
3. Copy of the grievance and related correspondence.
General Services-Teamsters Union Local Na.252 and Masrnt Cuunty 2019-2021 Collce ivc Bargaining Agreement Page 36
GRIIEVANCE ARBITRATION: A hearing shall be scheduled at a date, time and location mutually
convenient for all parties. In connection with any arbitration proceeding held pursuant to this Article,
it is understood as follows:
A. The arbitrator shall have no power to render a decision that will add to, subtract from or after,
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 ju(sdiction.
C. Each party may call such witnesses as may be necessary in the order in which their testimony
Is to be heard. Such testimony shall be sworn and shall be limited to the matters set forth in
the written statement of the grievance, and shall be subject to cross examination. The
arguments of the parties may be supported by oral comment and rebuttal. Either or both
parties may submit post hearing briefs within a time mutually agreed upon. Such arguments
of the parties,whether oral or written, shall be confined to and directed at the matters set forth
in the written statement of the grievance.
D. Either party may request that a stenographic record of the hearing be made. The party
requesting such record shall bear the cost thereof; provided, however, if the other party
requests a copy, such cost shalt be shared equally.
E. The cost of the arbitrator shall be borne equally by the Employer and the Union, and each
party shall bear the cost of presenting its own case.
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 arts
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:
a. Investigate any grievance or dispute so that same can be properly presented in
accordance with the grievance procedure.
f). Attend meetings with the Director or other Employer representatives when such
meetings are necessary to adjust grievances or disputes. Meetings with designated
personnel will be by appointment and held without delay when possible.
c. Confer with a staff representative of the Union and/or employees on Employer premises,
at such time and places as may be authorized by the Director or designee in advance of
the intended meetings.
General Services-Teamsters LfHiOn Local No.252 mid Mm'-w)C'owity 2U19.2021 Coll cow 6argiJaing Agreement Page 37
I
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 f NO LOCKOUT
20.1 No STRIKE 1 No LOCKOUT
The Union agrees that there shall be no strikes, slow-downs, or stoppage of work, or any
interference with the efficient operation of the Department. Any such action shall be subject to
disciplinary action, including termination and replacement of the involved employees.The Employer
shall not lockout any employee during the life of this Agreement.
ARTICLE 21 — MANAGEMENT RIGHTS AND RESPONSIBILITIES
21A MANAGEMENT RIGHTS AND RESPONSIBILITIES
Except as specifically abridged, granted, delegated or modified by this Agreement, including
amendments, the County reserves all customary management prerogatives including, but not limited
to the right to:
A. Establish, plan for and direct the work force toward the organizational goals of County
government.
B. Determine the organization and merits, necessity, and level of activity or service
provided to the public.
C. Determine the County budget and financial policies, including accounting procedures
D, Determine the procedures and standards for hiring, promotion, assignment, transfer,
layoff, discipline, and retention.
E. Discipline employees for just cause.
F. Determine the methods, means, equipment, and kinds and number of personnel
required to accomplish the governmental operations and maintain the efficiency
thereof.
G. Assign work and schedule employees.
H. Establish work miles and rules of conduct.
L Evaluate employee performance.
J. Reduce staff or reduce working hours due to a lack of work or lack of funds.
K. Take all actions necessary to carry out the mission of the County in emergencies.
The Parties recognize that RCW 41.55 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.
General Services-Tearnmets Union Lacai Na.252 and Masan County 20i4-202I Col iective Bargaining Agreement Page 3S
ARTICLE 22 _GENERAL PROVISIONS
22.1 SAVINGS CLAUSE
It is understood that the parties hereto are governed by the provisions of applicable Federal and State
Law,which provisions shall prevail over this Agreement. Where there may be conflict between County
ordinances or resolutions and this Agreement, the Articles of the Agreement shall prevail.
Should any part thereof or any provisions herein be rendered or declared invalid by reason of any
existing or any subsequently enacted legislation, or by a decree of a court of corn petent 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 small meet within
thirty (30) days for renegotiation of such invalid provisions for the purpose of adequate and lawful
replacement thereof and to preserve the intent of the entire Agreement as negotiated by the parties.
ARTICLE 23 — ENTIRE AGREEMENT
23.1 DURATION CLAUSE
This Agreement shall be in full force and effect from the date of ratification by the parties through
December 31, 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.
Stich mutual agreement shall be reduced in writing and shalt be incorporated as a part of this
Agreement,
23.2 ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire agreement between the parties and
no oral statement shall add to or supersede any of its provisions. The Employer agrees not to enter
into any Agreement or contract with any covered employees), either individually or caIlectively,which
is inconsistent with the terms of this Agreement.
iicncraI Scrviccs--1cain sic.rs union Local No.252 and NInsan Conrily ?.019-2021 Col teetive BargainIag Agreerirent Page 19
SIGNATURES
IN WITNESS WHEREOF, the parties hereto have executed this Agreement
this day of �f�1qU _ 2020.
TEAMSTERS LOCAL NO. 252 BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
Rus Walpole; Secrolet easurer ~Sharon Trask,
l Chair, District#3
lR Y C
ndi Cardin;Business Agent Ra y Neath rlin,
CoMmissioner, District#
_B 11b 110U) "fsean�
Date Kevin Shutty,
Commissioner, District#
ATTEST
•Diar3e-L6 ►a i\ l-SV n4N
Clerk of the Board
Approved as to form:
Timothy ead,
Chief Deputy Prosecuting Attorney
General Services-Teamsters Union Local No-252 and Masan County 2019-2021 Collective Bargaining Agreement Page 40
APPENDIX 1 -2019 WAGE TABLES
With 2.00%General Increase
Step 1,2 and 3 occur on annual ann#versary date in 2019.
No step Increases to step 4 and 5 until annual anniversary date in 2020
Note;Fi ures are rounded and will vary slightly in MUNIS as Munis calculates out four 4 decimal places.
EFFECTIVE: January 1,2019 Step-1 I Step 2 I Step 3 Step 4 1 Step 5
JOB TITLE 1 CLASSIFICATION
CLERICAL` $3,384,81 $3,469.43 $3,556.16
CLERICAL SENIOR` $3,645.07 $3,736.20 $3.829.60 $3,925.34 $4.023.47
ADDRESSING TECHNICIAN $3,642.81 $3.733.87 $3,827.22 $3,922.90 $4,020.97
DATA BASE TECHNICIAN $4.199.44 $4,304.42 $4,412.03 $4,522.33 $4,635.39
ACCOUNTING TECHNICIAN $3,939.18 $4,037.65 $4,138.59 $4,242.06 $4,348.11
SENIOR ACCOUNTING TECHNICIAN $4,331.27 $4,439.55 $4,550.54 $4,664.30 $4,780.91
PROGRAM SUPPORT TECHNICIAN $4.762.83 $4,881.90 $5,003.95 $5,129.05 $5,257.28
PERMIT SPECIALIST" $3,714,94 $3,807.82 $3,903,01 $4,000,59 $4,100.60
PERMIT SPECIALIST SENIOR* $4,203.12 $4,308.19 $4,415.90 $4.526.30 $4.639A5
BUILDING INSPECTOR 1 $3,861.39 $3,957.93 $4,056.87 $4,158.30 $4,262.25
BUILDING INSPECTOR II $4,396.63 $4,506.64 $4,619.21 1 $4,734.69 $4,853.05
BUILDING INSPECTOR 111 $4,687.88 $5,010.08 $5,135.33 $5.263.71 $5,395.30
BUILDING INSPECTOR IV $5,629.32 $5,770.06 $5,914.31 $6,062A7 $6,213.72
BUILDING INSPECTOR V $6.205.09 $6,360.21 $6,519.22 $6,682.20 $6,849.25
CODE ENFORCEMENT OFFICER t $4,396.63 $4,506.54 $4,619.21 $4.734.69 $4,853,05
CODE ENFORCEMENT OFFICER 11 $4,887.88 $5,010.08 $5,135.33 $5,263.71 $5,395.30
CODE ENFORCEMENT OFFICER 111 $5,629.32 $5,770.06 $5,914.31 $6,062.17 $6,213.72
CODE ENFORCEMENT OFFICER IV $6.205.09 $6.360.21 $6,519.22 $6.682.20 $6,849.25
FIRE MARSHAL $5,584.23 $5,723.83 $5,866.93 $6,013.60 $6,163.94
ENVIRONMENTAL HEALTH SPECIALIST $3,990.03 $4,195.45 $4,433.36 $4,663.19 $4.923.13
EHS SENIOR"(`*) $5,046.21 $5,172.37 $5,301.68 $5,434.22 $5,570,07
PARKS&FACILITIES SCHEDULER $3,594.38 $3,684.24 $3,776.35 $3.870.76 $3,967.52
SOLID WASTE ATTENDANT 1 1**) $2,404.68 $2,555.61 $2,619.48 $2,684.97 $2,752.09
SOLID WASTE ATTENDANT 11 $3,195.06 $3,345.93 $3,429.58 $3,515,32 $3,603.20
SOLID WASTE ATTENDANT 111 *`) $3,872.83 $4,065.46 $4,167.10 $4,271.28 $4,378.06
SOLID WASTE ATTENDANT IV I*`) $4,252.28 $4,477.45 $4,589.40 $4.704.13 $4,821.74
MAINTENANCE 1 $2,993.82 $3,068.67 $3,145.39 $3,224.02 $3,304.62
MAINTENANCE 11 $3,765.64 $3.859.78 $3,956.28 $4,055.18 $4,156.56
MAINTENANCE III $4.142.22 $4,245.77 $4,351.91 $4,460.71 $4,572.23
MAINTENANCE IV $4,763.58 $4,882.68 $5,004.75 $5,129.86 $5,258.11
CS&W OPERATOR OIC $3,601.35 $3,691,28 $3,783.56 $3,878.15 $3,975.10
CS&W OPERATOR I $4,431.25 $4,871.13 $4,992.91 $6,117.73 $5,245.68
CS&W OPERATOR 11 $4,974.05 $5,475.69 $5,612,58 1 $5,752.89 $5,896.72
CS&W OPERATOR III $5,569.95 $6,132.26 $6,285.57 $6,442.71 $6,603.77
WATER QUALITY TECHNICIAN $2,954.39 $3,026.25 $3,103.96 $3.181.55 $3.261.09
LABORATORY SPECIALIST $4,162.27 $4,266.33 $4,372.99 $4,482.32 $4,594.37
PLANNER* $4,512.68 $4,625.50 $4,741.14 $4,859.67 $4,981.16
PLANNER SENIOR* $5,143.43 $5,272.01 $5,403.81 $5,538.91 $5,677.38
PLANS EXAMINER $5,629.32 $5,770,06 $5,914.31 1 $6,062.17 $6,213.72
SEASONAL MAINTENANCE WORKER $13.81
*Upon successful succession to top step,will automatically move to Senior Classification,
("*)Includes an additional 3%
APPENDIX II -- 2020 WAGE TABLES
With 1.75%General Increase
Advancement from step to step occurs on annual anniversary date,
Nate: Figures are rounded and will vary slithiv in MUNIS as Munis calculates out four 4 decimal elaces.
EFFECTIVE: January 1,2020 Step 1 Step 2 Step 3 Step 4 Step 5
JOB TITLE 1 CLASSIFICATION
CLERICAL' $3,444.04 $3,530.14 $3,618.40
CLERICAL SENIOR* $3,708.86 $3,801.58 $3,896.62 $3,994.03 $4.093.88
ADDRESSING TECHNICIAN $3,706,56 $3,799.22 $3,894.20 $3,991,55 $4.091.34
DATA BASE TECHNICIAN $4.272.93 $4,379.75 $4.489.24 $4,601,47 $4,716.51
ACCOUNTING TECHNICIAN $4,008.11 $4,108.31 $4,211.02 $4,316.29 $4,424.20
SENIOR ACCOUNTING TECHNICIAN $4,407.06 $4,517.24 $4,630.17 $4,745,93 $4,864.58
PROGRAM SUPPORT TECHNICIAN $4,846,18 $4,967.34 $5,091.52 $5,218.81 $5,349.28
PERMIT SPECIALIST" $3,779.95 $3,874.45 $3,971.31 $4,070.60 $4.172.36
PERMIT SPECIALIST SENIOR* $4,276.67 $4,363.59 $4,493.18 $4,605.51 $4,720.64
BUILDING INSPECTOR 1 $30928.97 $4,027.19 $4,127.87 $4,231.07 $4,336.84
BUILDING INSPECTOR li $4,473.57 $4,585.41 $4.700.04 $4.817.54 $4.937,98
BUILDING INSPECTOR III $4,973.42 $5,097.75 $5.225.20 $5,355.83 $5,489.72
BUILDING INSPECTOR IV $5,727.83 $5,871.03 $6,017.81 $6,16B.26 $6,322.46
BUILDING INSPECTOR V $6.313.68 $6,471.51 $6,633.30 $6,799.13 $6,969.11
CODE ENFORCEMENT OFFICER I $4,473.57 $4,585.41 $4,700.04 $4,817.54 $4,937.98
CODE ENFORCEMENT OFFICER Il $4,973.42 $5,097.75 $5,225.20 $5,355.83 $5,489.72
CODE ENFORCEMENT OFFICER III $5,727.83 $5,871,03 $6.017,81 $6,168.26 $6.322.46
CODE ENFORCEMENT OFFICER IV $6.313.68 $6,471.51 $6,633.30 $6,799.13 $6,969.11
FIRE MARSHAL $5,6B1.96 $5,824.00 $5,969.60 $6,118.84 $6,271.81
ENVIRONMENTAL HEALTH SPECIALIST" $4,059.86 $4.268,87 $40510.95 $4,744.80 $5.009,29
EHS SENIOR* $5,134.52 $5,262.88 $5,394.45 $5,529.32 $5,667.55
PARKS&FACILITIES SCHEDULER $3,657.28 $3,748.71 $3,842.43 $3,938.49 $4.036.96
SOLID WASTE ATTENDANT 1 $2,446,76 $2,600.33 $2,665.32 $2.731.96 $2,800.25
SOLID WASTE ATTENDANT 11 $3,250.98 $3,404.48 $3,489.60 $3,576.84 $3,666.26
SOLID WASTE ATTENDANT lit $3,940.60 $4,136.61 $4,240.02 $4,346.02 $4,454.6B
SOLID WASTE ATTENDANT IV $4,326.70 $4,555.80 $4,669.71 $4.786,46 $4,9013.12
MAINTENANCE 1 $3,046.21 $3,122.37 $3,200.43 $3,280.44 $3.362.45
MAINTENANCE II $3,831.53 $3,927.33 $40025.51 $4,126,15 $4.229.30
MAINTENANCE 111 $4,214.71 $4,320.07 $4,428.07 $4,538.77 $4.652.24
MAINTENANCE IV $4,846.95 $4,968.13 $5,092.33 $5.219.64 $5,350.13
CS&W OPERATOR OIC $3,664.38 $3,755.88 $3,849.77 $3,946.02 $4,044.67
CS&W OPERATOR 1 $4.508.79 $4,956.38 $5.080.29 $5,20T29 $5,337.48
CS&W OPERATOR II $5,061.10 $5,671.51 $5,710.80 $5,853,57 $5,999.91
CS&W OPERATOR 111 $5,667.43 $6,239.57 $6,395.56 $6,555.45 $6,719.34
WATER QUALITY TECHNICIAN $3,006.09 $3,081.24 $3,158,27 $3,237.23 $3,318.16
LABORATORY SPECIALIST $4,235.11 $4,340.99 $4,449.52 $4,560.76 $4,674.78
PLANNER" $4,591.66 $4.706.45 $4,824.11 $4,944.71 $6,068.33
PLANNER SENIOR $5,233.44 $5,364,27 $6.498.38 $5,635.84 $5,776.74
PLANS EXAMINER $5,727.83 $5,871.03 $6.017.81 $6,168.26 $6,322.46
SEASONAL MAINTENANCE WORKER $14.06
"Upon successful succession to top step,will automatically move to Senior Classification.
APPENDIX III — 2021 WAGE TABLES
Crcncmi Services-Teamsters Union Local No.252 and Ht:12�an['rruruy 2019-2021 Collective Bargaining Agreement Page 42
With 1,50%n General Increase
Advancement from step to step occurs on annual anniversary date.
Nate: Figures are rounded and will vary slithly n MUNIS as Munis calculates out four 4 decimal elaces.
EFFECTIVE: January 1,2021 Step 1 Step 2 1 Step 3 Step 4 Step 5
JOB TITLE /CLASSIFICATION
CLERICAL" $3,495.70 $3,583-10 $3.672.67
CLERICAL SENIOR` $3,764.49 $3,858.60 $3.955.07 $4,053.94 $4.155.29
ADDRESSING TECHNICIAN $3,762.16 $3,856.20 $3,952.61 $4,051.42 $4,152.71
DATABASE TECHNICIAN $4,33703 $4,445.44 $4,556.58 $4.670.49 $4,787.26
ACCOUNTING TECHNICIAN $4,068.24 $4,169.93 $4,274.18 $4.381.04 $4,490.56
SENIOR ACCOUNTING TECHNICIAN $4,473.17 $4,585.00 $4,699.63 $4,817.12 $4,937.54
PROGRAM SUPPORT TECHNICIAN $4,918,87 $5,041.85 $5,167.89 $5,297.09 $5,429,52
PERMIT SPECIALIST" $3,836.65 $3,932.57 $4,030.88 $4,131.66 $4,234.95
PERMIT SPECIALIST SENIOR* $4,340.82 $4,449.34 $4,560.57 $4,674.59 $4,791.45
BUILDING INSPECTOR 1 $3,987.90 $4,087.60 1 $4,189.79 $4,294.53 $4.401.90
BUILDING INSPECTOR II $4,640.67 $4,654.19 $4.770.54 $4,889.81 $5,012.05
BUILDING INSPECTOR 111 $5,048.02 $5,174.22 $5,303.57 $5,436.16 $5.572.07
BUILDING INSPECTOR IV $5,813.75 $5,959.10 $6,108.08 $6,260.78 $6,417.30
BUILDING INSPECTOR V $6,408.38 $6,568.59 $6,732.80 $6,901.12 $7,073.65
CODE ENFORCEMENT OFFICER 1 $4,540.67 $4,654.19 $4,770.54 $4,889.81 $5,012.05
CODE ENFORCEMENT OFFICER 11 $5,048.02 $5,174.22 $5,303.57 $5.436.16 $5,572.07
CODE ENFORCEMENT OFFICER III $5,813.75 $5,959.10 $6,108,08 $6,260.78 $6,417.30
CODE ENFORCEMENT OFFICER IV $6,408.38 $6,568.59 $6,732.80 $6,901.12 $7,073.65
FIRE MARSHAL $5,767.19 $5,911.36 $6,059.14 $6,210.62 $6.365,89
ENVIRONMENTAL HEALTH SPECIALIST $4,120.76 $4.332.90 $4.578.61 $4,815.97 $5,084.43
EHS SENIOR* $5,211.54 $5,341,83 $5,475,37 $5,612.26 $5.752.56
PARKS&FACILITIES SCHEDULER $3,712.14 $3,804.94 $3,900.07 $3,997.57 $4,097.51
SOLID WASTE ATTENDANT 1 $2,483.46 $2.639,33 $2,705.30 $2,772.94 $2,842.26
SOLID WASTE ATTENDANT 11 $3,299.74 $3,455.56 $3,541.94 $3,630A9 $3,721.25
SOLID WASTE ATTENDANT ill $3,999.71 $4,198.66 $4,303.62 $4,411.22 $4,521.50
SOLID WASTE ATTENDANT IV $4.391.60 $4,624.14 $4.739.76 $4.858.25 $4,979,71
MAINTENANCE I $3,091,91 $3,169.21 $3,248.44 $3.329.65 $3,412.89
MAINTENANCE 11 $3.889.01 $3,986.24 $4,085.89 $4.188.04 $4,292.74
MAINTENANCE III $4,277.93 $4,384.87 $4,494.49 $4,606.86 $4,722.03
MAINTENANCE IV $4,919.65 $5,042.65 $6,168.71 $5,297.93 $5,430.38
CS&W OPERATOR OIC $3,719.34 $3,812.21 $3,907.52 $4,005.21 $4,105.34
CS&W OPERATOR) $4,576.43 $5,030.72 $5,156,49 $5,285.40 $5,417.54
CS&W OPERATOR II $5,137.01 $5.655.08 $5,796.46 $5,941.37 $6,089.91
CS&W OPERATOR Ili $5,752.44 $6,333.17 $6,491.50 $6,65179 $6,820,13
WATER QUALITY TECHNICIAN $3,051.1 B $3,127.46 $3,205.65 $3.285.79 $3,367.93
LABORATORY SPECIALIST $4,298.64 $4,40611 $4,516.26 $4,629.17 $4.744.90
PLANNER' $4,660.53 $4.777.04 $4,896.47 $5.018.88 $5,144.35
PLANNER SENIOR' $5,311.94 $5.444.74 $5,580.86 $5,720.38 $5,863.39
PLANS EXAMINER $5,813.75 $5,959.10 1 $6,108,08 $6,260.78 $6,417.30
SEASONAL MAINTENANCE WORKER $14.27
"Upon successful succession to top step,witl automatically move to Senior Classification.
General Services-Teamsters Uninn Local ND.252 and Mason Counsy 2(1)9-2021 CulleCtive 8nrgnlniug Agreement Page 43
MEMORANDUM or UNDERSTANDING
between the
TEAMSTERS LOCAL,UNION#252
and
MASON COUNTY GENERAL SERVICES
Teamsters Local No. 252 and Mason County agree to correct Scriveners errors to the
current Collective Bargaining Agreement (2019-2021) as shown below.
Whereas; The parties are In a current Collective Bargaining Agreement with a term
expiring December 31, 2021. it is further acknowledged that the parties Currently and
collaboratively negotiated for the terms and conditions of this .January 1, 2019 to
December 31, 2021 Collective Bargaining Agreement,
Now, therefore, the parties agree to modify the terms of the 2019-2021 collective
bargaining agreement as follows:
15. HEALTH AND WELFARE
15.1 HEALTH ANt] 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, camp time i
payout upon separation)or more per month. This contribution 1s to be applied to premiums
for Public Employees Benefit Board (PEBB) and current County dental, vision, and IifP ;
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 .July 1, 2019 the contribution shall be increased to one
thousand two hundred and fifty eight dollars ($1258) per month during the
term of this Agreement for each eligible employee for medical, dental, vision,
and life insurance coverage.
B_ Effective January 1, 2020 the contribution shall be increased to ono
thousand three hundred and ten dollars ($1310) per month during the term
of this Agreement for each eligible employee for medical, dental, vision, and
life insurance coverage,
C. Effective January 1, 2021 the contribution shall be increased to one
thousand three hundred and sixty two dollars ($1362) per month during the
term of this Agreement for each eligible employee for medical, dental, vision,
and life insurance coverage.
In the event the County's maximum monthly contribution is insufficient to provide all of the
total Health and Welfare premiums as references!in Section 1 above, the priority order for
fufl County payment shall be as follows:
(1 y Life Insurance; (2)Vision; (3) Dental; and toy Medical,
Teamsters Local Union 42521Mason County General Serviaos
Memorandurn of Understanding(2019.2021) 1
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, tine
or increased costs as a result of requirements or provisions of the AGA, 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 Pro ram (EAP): The County shall provide an Employee
Assistance Program {EAP} benefit for all bargaining unit employees.
Executed this ra day of October, 2020
Teamsters Union Local No. 252 Mason County '
Phandfliardin, Business Agent6-�FDPWF, Director of Support Services
i
i
i
I
Teamsters Lneal Union 025VIWason County General Rervines
Memorandum of Understandino(2019-2021) 2