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2022/09/12 - Briefing Packet
MASON COUNTY COMMISSIONER BRIEFING INFORMATION FOR THE WEEK OF September 12, 2022 In the spirit of public information and inclusion, the attached is a draft of information for Commissioner consideration and discussion at the above briefing. This information is subject to change, additions and/or deletion, and is not all inclusive of what will be presented to the Commissioners. Please see draft briefing agenda for schedule. Briefing Agendas are subject to change, please contact the Commissioners’ office for the most recent version. Last printed 09/08/22 at 2:31 PM If special accommodations are needed, contact the Commissioners' office at Shelton (360) 427 -9670 ext. 419 Our Commission meetings are live streamed at http://www.masonwebtv.com/ and we will accept public comment via email msmith@masoncountywa.gov; or mail to Commissioners Office, 411 North 5th Street, Shelton, WA 98584; or call 360-427-9670 ext. 419. If you need to listen to the Commission meeting via your telephone, please provide your telephone number to the Commissioners’ office no later than 4 p.m. the Friday before the meeting. BOARD OF MASON COUNTY COMMISSIONERS DRAFT BRIEFING MEETING AGENDA 411 North Fifth Street, Shelton WA 98584 Week of September 12, 2022 Monday, September 12, 2022 Commission Chambers Times are subject to change, depending on the amount of business presented 9:00 A.M. Closed Session – RCW 42.30.140(4) Labor Discussion 9:45 A.M. WSU Extension – Dan Teuteberg 9:55 A.M. Public Works – Loretta Swanson Utilities & Waste Management 10:05 A.M. Coroner’s Office – Jaime Taylor 10:10 A.M. Community Services – Dave Windom 10:15 A.M. Support Services – Mark Neary Commissioner Discussion – as needed Mason County Agenda Request Form To: Board of Mason County Commissioners From: Dan Teuteberg Ext. 686 Department: WSU Extension Briefing: ☒ Action Agenda: ☐ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: Click or tap here to enter text. Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Summer 2022 Report on Washington State University Extension Mason County’s Accomplishments Background/Executive Summary: N/A Budget Impact (amount, funding source, budget amendment): N/A Public Outreach (news release, community meeting, etc.): N/A Requested Action: N/A Attachments: Summer 2022 Report Washington State University Serving Mason County for more than 100 years Dan Teuteberg, County Director & 4-H Youth Development Specialist dan.teuteberg@wsu.edu 360-427-9670 Ext. 686 WSU Extension Mason County 303 N 4th Street, Shelton, WA 98584 360-427-9670 Ext. 680 http://extension.wsu.edu/ mason Facebook pages: Mason County 4-H Mason County Noxious Weed Control Mason County WSU Master Gardeners WSU Small Farms Mason County Mason County and Washington State University have a long-standing partnership in providing educational programs and research-based information to residents throughout the county. This partnership ensures that resources are committed from Federal allocations and University funds to keep important educational programs available in Mason County. Partnerships Washington State University Extension Mason County helps people put research-based knowledge to work, improving their lives, communities, and the environment. To realize this mission, faculty and staff plan, conduct and evaluate research and experience-based educational programs to improve the lives of Mason County residents. WSU Extension Mason County also employs the assistance of hundreds of volunteers and community partners and provides access to the resources available at Washington State University and the National Land Grant University Extension System. United Way of Mason County Early Learning Coalition Shelton Timberland Library Mason Conservation District Mason County Health Department The Salmon Center Hood Canal Coordinating Council School Districts—Shelton, Pioneer and Hood Canal Community Services Offices Saints Pantry Food Bank Mason General Hospital Washington Conservation Corps South Sound Reading Foundation Other Mason County partnerships include: Summer Report 2022 4-H Youth Development BY THE NUMBERS 2022 • 197 youth engaged through clubs & community outreach programs • 200 STEM Kits distributed • 24 certified adult volunteers • 8 active county wide 4-H Clubs and programs QUOTES “Thank you for providing in person activities again. My son and I had so much fun being with other families again. We can’t wait for the next one.” - Community parent “This is too fun! Miss Maddie and her creativity are hard at work.” Crystal, parent Washington State University “To Make the Best Better” 4 -H empowers youth to reach their full potential, working and learning in partnership with caring adults. 4-H CLUBS Summertime in 4-H is a time for clubs to reflect and showcase what they have learned this year at the Grays Harbor County Fair. Youth entered their animals, created informational displays, exhibited their artwork, photos and camp crafts. It was marvelous to see the proud 4-H youth showing off what they worked so hard on this year. Our program would also like to recognize our dedicated 4-H adult volunteers, we could not provide such wonderful learning opportunities without you. Thank you! We are excited to see our clubs grow, new clubs form and youth continue learning about what they are passionate about. Summer Report 2022 Heather Doran Coordinator Ext. 681 heather.doran@wsu.edu Barn Bums & Steamboat Island 4-H Clubs representing 4-H at local farmers markets YOUTH GARDENING This summer we wrapped up our first offering of our Youth Gardening program. This free community program was in partnership with the Mason County Master Gardeners. All Mason County families were invited to attend. Our goal was to teach youth about gardening and provide hands on experience to grow crops and have a farm to table experience. Summertime was when we saw all of our hard work planting pay off - with a harvest at Catalyst community garden. Families are invited to participate in the Catalyst community garden and supplies have been donated to provide the ability for all families to create a garden at home. We are excited to bring this program back again next year. CLOVER KIDS This free community outreach program is designed to give families a fun 4-H experience while providing educational and unique hands-on opportunities. Both enrolled 4-H members and community youth are welcome to participate. The 2022 series is offered monthly with a new topic or skill for families to learn. The goal is to help kids spark their inner passions, interests, and talents, helping them to discover their best self! This program runs October through June, and will return in the fall. QUOTES “Thank you for teaching us a new craft. My daughter brought extra supplies on vacation to teach her friends. I love that they wanted to share what they learned last month!” - 4-H parent “”I just love 4-H because it gives my daughter a chance to explore so many projects and discover what she really loves.” Carly, 4-H mom “We are grateful for any support you guys provide for us to keep our kids’ minds active!” Kisako, community parent “I PLEDGE my HEAD to clearer thinking, my HEART to greater loyalty, my HANDS to larger service and my HEALTH to better living for my club, my community, my country and my world.” FOREST FESTIVAL PARADE Thank you Barn Bums & Steamboat Island 4-H Clubs for representing us so well at the Forest Festival Parade this year! Congrats on placing THIRD in the non-motorized category this year! It was so fun to see the goats on leash, rabbit in a wagon, dog wearing a t-shirt and chicken in a stroller! DAYCAMP AT THE SALMON CENTER We were excited to partner with The Salmon Center in Belfair to provide a one day summer camp geared toward youth ages 5-8. We spent the day outside learning about goats, rabbits and alpacas, hiking the fjord, exploring the garden and learning where our food comes from, and making several crafts. Thank you to the staff and volunteers at The Salmon Center for creating such a rich learning environment for us to kick off summer with. QUOTES “I have purchased supplies for my own continued learning. We will collaborate on projects and the usefulness as an offer to 4-H youth.” - Michael, 4-H volunteer “ I know this craft was for my daughter, but it was a great stress relieving activity for me too!” - Clover Kids parent “I love watching a youth learn something new, seeing that light bulb go on is so rewarding”. — Robotics volunteer “I PLEDGE my HEAD to clearer thinking, my HEART to greater loyalty, my HANDS to larger service and my HEALTH to better living for my club, my community, my country and my world.” SUMMER CAMP We were so excited to be able to host in person overnight summer camp again this year. "Once Upon a Panhandle" 4-H Summer Camp was one for the storybooks! This year 80 youth attended our traditional camp and participated in activities like swimming, crafts, hiking, archery, biking, boating, outdoor games and cooking. Our 4-H teen counselor team worked hard this year to earn over 35 training hours to lead our youth campers in a week full of fun! The counselors reflected that they learned a lot and loved being role models and keeping Panhandle traditions alive. The teen counselors were supported by a wonderful group of adult volunteers who worked side by side the teens to provide a safe and fun week at camp. The youth campers and counselors all agree they can't wait for next year! GRAYS HARBOR COUNTY FAIR Mason County 4-H families wrapped up summer with a great showing at the Grays Harbor County Fair. With over 100 entries, Mason County youth represented us well. Our adult volunteers dedicated more time judging entries, overseeing animal barns, guiding kitchen activities, and listening to public presentations. The community was able to see our 4-H youth showcase their work, and try some 4-H activities like Robotics, Archery and Crafts. “I PLEDGE my HEAD to clearer thinking, my HEART to greater loyalty, my HANDS to larger service and my HEALTH to better living for my club, my community, my country and my world.” “I PLEDGE my HEAD to clearer thinking, my HEART to greater loyalty, my HANDS to larger service and my HEALTH to better living for my club, my community, my country and my world.” MASON COUNTY 4-H AT GRAYS HARBOR COUNTY FAIR 2022 SNAP-Ed Nutrition BY THE NUMBERS 2022 Indirect contacts through online learning and resource sharing: • Schools: 1,936 • Tribes: 1,105 • Adults: (CSO, Food Bank, Shelton Farmers Market) 23,482 Direct contacts: • Youth: 204 • Adult: 6 Washington State University Supplemental Nutrition Assistance Program SNAP -Ed Nutrition Programs focus on providing dietary quality, physical activity and food Julie Guyton Coordinator Ext. 684 jguyton@wsu.edu SNAP-ED TEAMS UP WITH MASTER GARDENERS AND SAINTS’ PANTRY FOOD BANK DURING GROWING SEASON SNAP-Ed nutrition educator Pamela Bish joined WSU Extension Mason County Master Gardener Volunteers during one of their harvest work sessions at Catalyst Park Garden. Catalyst grows and provides fresh vegetables to Saints’ Pantry Food Bank and also has a 24-bed community garden program. Bish learned how SNAP-Ed can help increase community access to healthy foods and how best to provide nutrition supports to food bank participants. Produce tip sheets/recipes for new harvests of radishes, spinach, kale, beets and summer squash were supplied to Saints’ Pantry Food Bank. Bish also identified eight vegetable crops which will be harvested late July through August while SNAP-Ed staff are on leave. The accompanying “Summer Fresh Vegetables from Catalyst Park Garden” resource sheet was developed and electronically sent to Saints’ Pantry which included QR codes links to WASNAP-Ed/WSU Fresh from the Farm and OSU Food Hero brochures in English and Spanish. it was also adapted and provided to the Master Gardeners for their community beds participants to help everyone make the most of summer produce. Summer Report 2022 QUOTES “My daughter has her own pea patch now taking over our back deck. She planted the peas she got in the kid’s bag you gave her. She got so excited when they popped up in that cup. We bought more seeds, and she has them growing out of every container she can find. She picks them as soon as they’re as long as her fingers. I tell her to wait for them to be bigger but she’s too excited to eat them. For a kid who won’t eat vegetables, this is really something!” – SNAP shopper at Shelton Farmers Market Pamela Bish Educator Ext. 694 pllyons@wsu.edu KIDS’ DAY, UNITY IN COMMUNITY AND SNAP-ED PROVIDE FUN AND HEALTH AT THE SHELTON FARMERS MARKET SNAP-Ed collaborated with Shelton Farmers Market (SFM) manager JeniLynn Wilkinson to co-host and provide nutrition-focused activities for youth and families visiting the Market Manager booth. SNAP-Ed designed a Farmers Market Bingo card game which encouraged youth and adults to explore each vendor booth at the market, looking for farm fresh produce. SNAP-Ed bingo prizes included stickers and water bottles. Shelton Farmers Market provided balloons, mini bubbles and mini frisbees. SNAP Market Match was promoted, and participating youth received a take-home activity kit to grow peas or beans. A Kids Farmers Market cook booklet, featuring 16 SNAP-Ed recipes that focus on farm-fresh produce, was also provided. All youth participants received $2 Kids Bucks coupons from Shelton Farmers Market to redeem for fruits, vegetables, or vegetable seedlings from any farm vendor. There were 108 visitors to the Market Manager/Kids Club booth, 91 of whom were SNAP EBT cardholders. Saturday, July 16th was SFM's "Unity in Community-Arts & Crafts Day" event. SNAP-Ed collaborated with SFM manager Wilkinson to develop and co-host youth activities as part of new pilot Kids Club at the market. SNAP-Ed also provided support to SNAP shoppers using EBT to help identify SNAP eligible food products, promote SNAP Market Match and eligible produce products. Recipes and fruit & vegetable produce tip sheets on garden herbs, peas, snap beans, broccoli, and beets were provided in English and Spanish. SNAP-Ed engaged children in making veggie stamp paintings and offered Farmers Market Bingo game cards at the request of returning youth! My Plate - Fruits & Veggies Add Up bookmarks were distributed to kids. Free Vegetable Tales Books were offered when parents swiped their SNAP EBT at the Market Manager's station. Participating children also received community-sponsored $2 Kids Bucks that they could redeem for fruits and vegetables from any of the farm vendors. A total of 41 community members were engaged at the SNAP -Ed outreach table, including 23 youth and 18 adults. Kids Day at Shelton Farmers Market QUOTES “These classes are great! Because of what I‘ve learned, I’m eating more vegetables and I’ve increased my water intake and cut out energy drinks. I budget better and save money.” –PSSC participant “Thank you for all of your resources and sup- port!” – Laurie Williams, Harstine Island Garden Club/Pioneer School Garden Committee Pamela Bish Educator Ext. 694 pllyons@wsu.edu TWO SERIES OF NUTRITION EDUCATION CLASSES ARE SUCCESSFULLY COMPLETED WITH THERAPEUTIC COURTS PARTICIPANTS Two series of Plan, Shop, Save & Cook concluded July 28th with resounding success. Therapeutic Court participants learned how to plan meals, save time and money and stretch food dollars, enabling them to buy more nutritious foods. Each lesson included practicing the lesson focus, such as creating shopping lists, label reading, comparing store brands to national brand taste testing, and measuring sugar in a variety of beverages. Participants developed personal goals around what they were learning in class and discussed their challenges and successes. During the last lesson, participants made hummus from scratch. They also practiced knife skills preparing the vegetables to go with the hummus. CREATING SYSTEMS FOR A SUSTAINABLE GARDEN AT PIONEER SCHOOL DISTRICT THROUGH COLLABORATION Laurie Williams, member of Hartstine Island Garden Club and the Pioneer School Garden Committee, contacted SNAP-Ed for advice and support for direction in establishing a sustainable Garden to Cafeteria program. During the tour of the Pioneer Garden, Williams shared that 2022 was the first year since COVID that students have been in the garden since its restoration by the Hartstine Island Garden Club. The garden was used as an outdoor classroom: PE classes shoveled soil, wood chips and built new beds; STEM classes direct sowed cool season seeds and potted warm season seeds for transplanting. All students harvested arugula and radishes and had a one-bite tasting before school let out for the summer. SNAP-Ed provided resources, best practices and general steps to establish policy. These steps included forming a leadership team, obtaining community and stakeholder input, developing a manual of safety and operational protocols, meeting food safety regulations and partnering with food services. SNAP-Ed provided Williams with several toolkits from WSDA Farm to School/Cafeteria, USDA Food and Nutrition Service Child Nutrition Program, other school district Garden to Cafeteria templates and Mason County Public Health food safety contacts. Using many of the resources SNAP-Ed provided, Williams drafted the “Pioneer School District Safety, Procedures & Policy Toolkit”, to which SNAP-Ed provided input and edits. Williams presented the project to Jeff Davis, Pioneer School District Superintendent, who is “100% on board,” according to Williams. Students one-bite tasting Food Safety & Preservation BY THE NUMBERS 2022 • 15 gauges checked • 8 not accurate and required adjustment or replacement • 11 questions answered QUOTES “”Thank you for providing this important service (pressure gauge testing), you are appreciated.” Shaune G. Washington State University Working for a Healthy Mason County Lisa DeWall Office Mananger Ext 680 LisaD@masoncountywa.gov PRESSURE GAUGE TESTING Pressure canners using a dial gauge need to be tested annually for accuracy before use, and replaced if they read high or low by more than two pounds. If the dial gauge is off by less than two pounds, the canning pressure can be adjusted. Using a pressure gauge testing unit, the Mason County WSU Extension office will test dial gauges by appointment. Aside from ensuring safe operation of equipment, it’s an opportunity to discuss canning methods and give up-to-date USDA food safety and preservation guidelines. ANSWER FOOD SAFETY AND PRESERVATION QUESTIONS Provide resident’s current up to date research based answers to their home canning questions to reduce risk of food borne illness. Here are some sample questions: • Why is my tuna dark? Why does it have a strong fishy smell? Is it safe to eat? • How do I reprocess my blueberry conserve using non pectin method? • Why are my peaches dark on top and smell spoiled? Are they safe to eat? This continues to be a good community resource to ensure proper education on food safety and preservation, especially in today’s society where information is everywhere. Summer Report 2022 Questions? Contact Lisa DeWall, Food Safety & Preservation Assistant at 360-427-9679 Ext. 680 or LisaD@masoncountywa.gov Food safety & preservation display in the WSU Extension Mason County lobby Small Farms BY THE NUMBERS 2022 • 46 new contacts • Facebook page has 113 followers • 35 Cultivating Success™ participants (state-wide) QUOTES “My wife and I enjoyed the entire course! We especially enjoyed the early focus on the creation of a holistic farm plan and sustainability. Kendall and Kiley were both excellent facilitators and we hope to work with them again in the future.” Benjamin S., Cultivating Success Whole Farm Planning participant Washington State University Supporting Local Agriculture and Natural Resources Working with Mason County community to foster profitable family farms, land and water stewardship, and access to healthy food. Kendall Carman Coordinator Ext. 682 kendall.carman@wsu.edu CULTIVATING SUCCESS™: WHOLE FARM PLANNING An upcoming 12-week course will walk participants through a step-by-step process, to help them prepare a well thought out plan for their land, life, and farm business. They will learn how to use a whole system lens to create a living plan for their small farm future. Classes will meet weekly through Zoom, in an online classroom environment and they will be able to connect with a statewide community of other aspiring farm planners. They will leave with tools for decision making and a road map to plan for their farming endeavors. Includes many opportunities for networking and community building in smaller breakout groups as well. Military Veterans are eligible for a scholarship supported through a VA Farm Grant administered through the WDVA. This course is offered in full Spanish translation! 10 county coordinators are working together to put this course on by bringing in Farmer Speakers as well as Specialists from places such as WSU, NRCS, Conservation Districts, and more! Summer Report 2022 Quotes “Cultivating Success is a great class to take if you are thinking about taking that leap from home gardener to a market gardener or if you have already taken that leap it can help you get where you want to be by pointing you in the right direction with all the many resources available in your county. The Agricultural Entrepreneurship class will help you figure out your business plan and give you some of the tools to make your business dreams viable. Brandy H., Cultivating Success, Agricultural Entrepreneurship and Home Horticulture class participant “Learning about integrated management systems has me actively mindful of the interconnectedness of everything; like, from the perspective of one's own realm, panning out further and further until it's just a dot. Connected, inextricably woven, a tapestry.” Mari L., Home Horticulture participant HTTP://EXTENSION.WSU.EDU/MASON/AGRICULTURE 303 N 4th St., Shelton WA 98584 (360) 427 -9670 Ext. 682 Extension programs and employment are available to all without discrimination. Evidence of noncompliance may be reported through your local Extension office. Continued from previous page... Course Objectives: • To gain knowledge of the practical aspects of whole farm planning for a wide variety of enterprises • To gain an understanding of the various components of sustainable small-scale farming systems • To gain skills in assessing the feasibility of developing a viable, sustainable, small-scale farming enterprise including how to evaluate personal and family goals, evaluate land and personal resources, and improve environmental outcomes • To learn about available resources and support networks for sustainable farming • To develop a whole farm plan that meets social, environmental, and financial goals This course builds on the foundational elements of Cultivating Success™: • Farmer Mentoring – involves farmers as speakers and on-farm tours when possible • Community Based – building networks of resource people and connections that help location of needed information • Whole Farm and Sustainability Focus – dependent on environmental, financial and quality of life aspects • Small Farm Focus – geared to smaller acreage operations that produce high value specialty crops and/or livestock and direct market to customers – BUT can be taken by producers with any sized operation as a means to learn more about specialty farming Master Gardeners BY THE NUMBERS 2022 • 39 active Master Gardener Volunteers • 66 questions answered during clinic • 65 community members educated at Through the Garden Gate online workshop • 597 pounds of Fresh Organic Produce donated to Saint’s Pantry Food Bank Washington State University Cultivating Plants, People and Communities Engaging university-trained volunteers to empower and sustain diverse communities with relevant, unbiased, research-based horticulture and environmental stewardship education. Kendall Carman Master Gardener Coordinator Ext. 682 kendall.carman@wsu.edu CLINIC IS OPEN THROUGH MID-NOVEMBER The WSU Master Gardeners are back at the WSU Mason County Extension Office on Mondays from 12-3 to answer your questions about plants, insects and more! Stop by with a plant or insect sample and your questions. You can also email in photos to help with some of the questions you may have. Have questions for the Master Gardeners? Contact by email: masonmastergardener@gmail.com or phone: 360-427-9670 ext. 687 WSU MASON COUNTY MASTER GARDENERS SUPPORTING STUDENT LEARNING AT PIONEER SCHOOL A school garden is growing and thriving at Pioneer School District (K-8) in Shelton, WA. School gardens, as living laboratories, outdoor classrooms, and nature’s playgrounds feed student achievement and healthy bodies. They provide opportunities for teamwork and connections between all sciences and subjects. Most importantly, gardens nurture the soul and provide endless joy. The Harstine Island Garden Club has partnered with the Pioneer School District to rebuild the school garden, but creating a garden doesn’t ensure that it will be used by staff and students; and there’s only so much manual work that a small group of seniors can accomplish. Summer Report 2022 Pioneer School Garden Continued from previous page… WSU Mason County Master Gardeners, Laurie Williams and Amelia Savinova are longtime K-12 educators. They know that the power of a garden for student learning is not intuitive to staff, nor do teachers have the time to research and figure out how to use this space, find the resources, gather material, and teach in a garden. This year, Pioneer students returned after 2 years of COVID online learning. Laurie and Amelia (also garden educators) connected all 700+ students to build the garden during their PE class time. They worked with the Elementary and Middle School STEM teachers to model teaching in a garden, using planning calendars, agricultural principles, and best practices to connect all K-8 students to science, mathematics, language, and art in a garden. But this isn’t enough for school garden sustainability. Educators need the experts in the field to call on for guidance, advice, and resources. The WSU Mason County Master Gardeners are becoming the support for the school district. When the school needs composting advice, Master Gardener Jack Smith goes to the school garden to help shape the area. When the school needs help on pollinators, native plants, using a greenbelt, Mary Dessel offers continued support. As the school develops its protocols for hygiene, cleanliness, and safety for bringing a harvest to the community or school cafeteria, Christy Rowe and Jack Smith share the best practices of the Catalyst Garden whose harvest goes to the community food bank. Master Gardeners and interns are able to get volunteer hours in this service to students and staff. This is just the start of the WSU Mason County Master Gardeners helping the Pioneer School District. This connection is instrumental for the future sustainability of the school garden. Hundreds of hours have already been spent in service to the school and this will continue as their programs grows and thrives. WINDERMERE AND THEIR DAY OF SERVICE 'Day of Service' with Windermere Real Estate, Shelton. These wonderful volunteers came out and pulled weeds, laid cardboard and spread wood chips in the community bed pathways. The three compost bins were cleared of all weeds and vegetation and are now ready for us to plant pumpkin seeds to grow for our October Pumpkin Sale. Master Gardener Office Clinic Every Monday 12 -3 p.m. Ext. 687 E -mail: masonmastergardener@gmail.com Continued from previous page… COMMUNITY GARDENERS AT CATALYST It has been a wonderful year for our community for planting, growing and learning with our WSU Mason County Master Gardeners within the community garden raised beds. The community had been anxious for these beds to open again after COVID shut them down for the last 2 years. Returning community gardeners & first-time gardeners filled all 24 beds. Educational workshops are being presented once a month along with multiple one on one sessions with our gardeners whenever questions arose. We have had workshops on healthy soil, tomato pruning & maintenance, side dressing fertilizing, thinning, trellising, 3 "sisters" planting with garden pests(Aug) & seed saving(Sept.) to come. This year community gardeners have volunteered to plant, weed, water & maintain & harvest over 50 heirloom tomato plants for our local food bank. A great educational community project! Master Gardener Office Clinic Every Monday 12 -3 p.m. Ext. 687 E -mail: masonmastergardener@gmail.com Catalyst Pumpkin Sale 2021 Master Gardener Office Clinic Every Monday 12 -3 p.m. Ext. 687 E -mail: masonmastergardener@gmail.com Catalyst Pumpkin Sale 2021 CATALYST DEMONSRATION GARDEN So many wonderful things go on each week at Catalyst! Everyone is pitching in, new ideas, a lot of education sharing, progress and harvest for the Saints’ Pantry Food Bank is building up. Some of the recently harvested produce includes: peas, lettuce, kale, chard, onions, zucchini, beets, apples, turnips and other herbs. Thank-you to Pamela Bish, the SNAP-Ed Nutrition Educator for volunteering with the harvest and weeding one week. Pamela stays in touch to see what is currently being harvested and then provides information to Saints’ Pantry Food Bank to share with their clients. The Kiwanis were invited to tour the garden and have lunch at Catalyst on Tuesday, August 16th. They are one of the organizations that were instrumental in the beginning of Catalyst Park and volunteered a lot of labor and help to get it started. We have not been able to host a lunch these past couple of years due to COVID. The chart below depicts where we are at to date with the current pounds of produce donated to Saints’ Pantry Food Bank. With a cooler and wetter spring, we are only slightly behind on the normal amount donated at this time of year. We are still on track for a very similar total from the year 2021! Kiwanis tour garden Pumpkins at Catalyst Weekly harvest July 22, 2022 Mater Gardener Volunteers at Catalyst Noxious Weed Program BY THE NUMBERS 2022 • 184 USDA Forest Service acres surveyed • 142 USDA Forest Service infested acres treated • 10 property owners assisted with control of giant hogweed • 2 acres treated for giant hogweed • 8 property owners contacted with poison hemlock • 11 acres treated for poison hemlock • 61 property owners assisted with plant ID, noxious weed control, and disposal info. Washington State University Mason County Noxious Weed Control Board Responsible for identifying noxious weeds that are impacting our county resources, including agriculture, forestry, fisheries, recreation and native habitats. Patricia Grover Coordinator Ext. 592 PatriciaG@masoncountywa.gov DNR Washington Conservation Corps (WCC) CREW In mid-June, Mason County Noxious Weed Control hosted a six-person Washington Conservation Corps crew provided by the DNR Aquatics Invasive Species program. The crew, based in Belfair, assisted MCNWCB staff with control of noxious weeds at Belfair State Park and several properties at Rendsland Creek. In addition to assisting with perennial pepperweed control, crew members utilized a period of wet weather to control invasive English ivy on many large trees within Belfair State Park. Summer Report 2022 Pat Grover provides guidance to Washington Conservation Corps members as they prepare to assist with control of perennial pepperweed along the shores of Hood Canal. PERENNIAL PEPPERWEED With continued funding from a Washington State Department of Agriculture (WSDA) grant and support from the WCC crew, MCNWC continued control efforts on two infestations of perennial pepperweed along the shores of Hood Canal. This species is uncommon in western Washington and control is required by property owners in Mason County. The infestations extend across multiple jurisdictions and occupy several acres of shoreline at Belfair State Park and at the mouth of Rendsland creek. Learning from last year’s initial treatments, methodologies were adapted to onsite conditions. Several treatment methods were utilized to control this noxious weed which outcompetes native vegetation such as Puget Sound gumweed and Douglas aster along our marine shorelines. We plan to continue treatment of these infestations in the fall. In addition, grant funding supported survey work along the north shore of Hood Canal with discovery of a single plant along the surveyed, 3 mile stretch of shoreline. The location was documented, and the plant removed. A perfect example of “Early Detection, Rapid Response” (EDRR). Quotes “I appreciate you answering my questions and giving me a course of action to take if I have any future concerns.” JW “We lost a lot of leaves, I have great hope of them all dying. I will send pictures this evening. I want to thank you so much. I owe you a day of free labor let me know.” MK “Your Team is doing great work— we appreciate you for or five counties away.” JG We are available to help landowners and land managers with information, services, and resources to deal with invasive, non-native plant species. WCC crewmembers and MCNWC staff utilize multiple techniques to control perennial pepperweed at Belfair State Park WCC crew members tackle English ivy on a large Douglas ffr tree within Belfair State Park Be afraid perennial pepperweed, very, very afraid. Max Litwin and Mason County Noxious Weed Control have your M.O. GIANT HOGWEED Control of giant hogweed, a class A noxious weed, continues to be a high priority for Mason County Noxious Weed Control. A WSDA grant provided funds to revisit known sites and initiate treatment at two new, owner reported, sites. Since giant hogweed poses a serious public health hazard, the program responded quickly to these reports. Quotes “Thank you so much for coming out the other day. I so enjoyed your knowledge!!” KJ “You did an amazing job to eradicate that nasty weed outside of me pulling 1 or 2 they are completely gone thank you.” Mike, a neighbor of a property owner with tansy ragwort We are available to help landowners and land managers with information, services, and resources to deal with invasive, non-native plant species. New giant hogweed site reported by property owner Dakota inspects post-treatment results Control efforts at a diificult site along the shore of Totten Inlet We are available to help landowners and land managers with information, services, and resources to deal with invasive, non-native plant species. FOREST SERVICE Since 2004, the Mason County Noxious Weed Control Board has collaborated with the Olympic National Forest through a Participating Agreement to control noxious weeds on National Forest and adjacent lands. This work continues in 2022. Postings regarding treatments along FS Rd 2353 in the S. Fork Skokomish watershed Quote: “Thanks to Mason Noxious Weeds for this fantastic graphic.” EP Dakota treats the noxious weed, St Johnswort in a wet meadow utilized as a winter forage area by big game Mason County Public Works – Briefing September 12, 2022 Briefing Items Discussion Items → Transportation Improvement Program Citizens Advisory Panel (TIP-CAP) → Latecomer Agreement for the Belfair Reclamation Facility Commissioner Follow-Up Items Upcoming Calendar Items Mason County Agenda Request Form To: Board of Mason County Commissioners From: Jaime Taylor Ext. 752 Department: Coroner Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: September 13, 2022 Internal Review: ☒ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Interlocal Agreement with Kitsap County for Autopsy Facility Use Background/Executive Summary: In the event that the Mason County Coroner’s Office is unable to use Thurston County’s autopsy facility, the option to use Kitsap County’s facility would be necessary. This Interlocal Agreement is for rental of the autopsy facility only. Mason County would need to have its own pathologist and bring its own autopsy supplies. Budget Impact (amount, funding source, budget amendment): None, funds are already in the Coroner’s budget. There would only be a cost if the facility is used, no monthly fees. Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval of the Interlocal Agreement for Pathology Services with Kitsap County for autopsy facility use from September 1, 2022 through August 31, 2023 with an optional one year extension. Attachments: Interlocal Agreement Coroner’s Office Facility use ILA 8.16.2022 1 | P a g e INTERLOCAL AGREEMENT FOR PATHOLOGY SERVICES BETWEEN KITSAP COUNTY AND MASON COUNTY This Interlocal Agreement for Pathology Services (“Agreement”) is entered into between Kitsap County, through the Kitsap County Coroner’s Office, and the Mason County, both political subdivisions of Washington state. RECITALS A. The Interlocal Cooperation Act, Chapter 39.34 RCW, allows public agencies, such as Kitsap County and Mason County, to enter into cooperative agreements to more efficiently provide services within their jurisdictions. B. The Mason County Coroner’s Office in is need of a facility to use for the performance of autopsies and pathology services for Mason County death investigations and Kitsap County Coroner’s Office is willing to make their Facility available to Mason County for such use, subject to the terms and conditions of this Agreement. AGREEMENT NOW THEREFORE, in consideration of the foregoing recitals, which are incorporated herein by reference, and the mutual promises and covenants, the parties agree as follows: 1. PURPOSE. The purpose of this Agreement is to provide for the joint and cooperative undertaking of the parties, use of the Facility, and define the responsibilities of the parties as contemplated in RCW 39.34.030. 2. ORGANIZATION. No separate legal or administrative entity is created by this Agreement nor do the parties intend to create through this Agreement a separate legal or administrative entity subject to suit. 3. ADMINISTRATOR. The Kitsap County Coroner and Mason County Coroner, or their designees, will administer this Agreement for each party and will meet as needed for the purpose of reviewing and discussing the use of the Kitsap County Coroner’s Office (collectively “Facility”). Neither party is intending to assume responsibility or liability for the actions, or failures to act, of the other party and/or their respective employees and independent Contractors. 4. EFFECTIVE DATE/DURATION. This Agreement shall be effective September 1, 2022, and remain in effect until August 31, 2023, unless terminated or extended. This Agreement may be extended for additional consecutive one (1) year terms upon the written agreement of the Parties. 5. TERMINATION. Either party may terminate this Agreement upon 15-days prior written notice to the other. 6. SCOPE OF SERVICES. The Kitsap County Coroner’s Office will make its Facilities available for use by Mason County and its contracted forensic pathologist and autopsy technician for Mason Coroner’s Office Facility use ILA 8.16.2022 2 | P a g e County death investigations as identified in Attachment A (Scope of Services) which is attached and incorporated in full by reference. 7. COMPENSATION. Compensation for Facility use is set forth in Attachment B (Compensation) which is attached and incorporated in full by reference. 8. PROPERTY. The parties do not anticipate the acquisition of property for the performance of this Agreement and any property acquired by a party during this Agreement shall be held by and remain the property of the acquiring party. 9. DAMAGES. At the completion of each daily use, Mason County will return the Facility and all Kitsap County equipment to the same clean, sanitary, good condition and good repair as it was received from Kitsap County. In the event of noncompliance, Mason County will pay the actual cost of returning the Facility and equipment to the same. 10. NONDISCRIMINATION. No party will discriminate against any person on the basis of race, color, creed, religion, national origin, age, sex, marital status, sexual orientation, veteran status, disability, or other circumstance prohibited by federal, state, or local law, and shall comply with Title VI of the Civil Rights Act of 1964, P.L. 88-354 and Americans with Disabilities Act of 1990 in the performance of this Agreement. 10. FILING. Prior to its entry into force, this Agreement shall be filed with the Kitsap County Auditor’s Office or, alternatively, listed by subject on the web site or other electronically retrievable public source in compliance with RCW 39.34.040. 11. NOTICE. All notices will be delivered in writing to the Kitsap County Coroner or Mason County Coroner. Notice mailed by regular post (including first class) shall be deemed to have been given on the second business day following the date of mailing, if properly mailed and addressed. Notices sent by certified or registered mail shall be deemed to have been given on the day next following the date of mailing, if properly mailed and addressed. For all types of mail, the postmark affixed by the United States Postal Service shall be conclusive evidence of the date of mailing. 12. COMPLIANCE WITH LAWS. The parties shall comply with all applicable laws, rules and regulations pertaining to them in connection with the Services provided and matters covered in the Agreement. 13. IMPLIED CONTRACT TERMS. Each provision of law and any terms required by law to be in the Agreement are made a part of the Agreement as if fully stated in it. 14. COUNTERPARTS. This Agreement may be executed in any number of counterparts, and with facsimile, email or electronic signatures, all of which shall be deemed to constitute one and the same instrument, with each counterpart deemed an original. 15. INDEPENDENT CAPACITY. The employees, contractors, and agents of each party who are engaged in the performance of this Agreement shall continue to be the employees , contractors or agents of that party and shall not be considered, for any purpose, to be employees, contractors, or Coroner’s Office Facility use ILA 8.16.2022 3 | P a g e agents of the other party to this Agreement. Neither party shall have the authority to bind the other nor control the employees, contractors, or agents of the other party to this Agreement. All rights, duties and obligations of a party shall remain with that party. 16. CHANGES, MODIFICATIONS, AND AMENDMENTS. This Agreement may be changed, modified, or amended, only by written agreement executed by the parties hereto. 17. NO THIRD-PARTY RIGHTS. This Agreement is intended to be solely between the parties. No part of this Agreement shall be construed to add, supplement, or amend existing rights, benefits, or privileges of any third party, including without limitation, employees of either party. 18. ASSIGNMENT. The rights or obligations under this Agreement, and any claims arising thereunder, are not assignable or delegable by either party. 19. WAIVER. A failure by any party to exercise its rights under this Agreement shall not preclude that party from subsequent exercise of such rights and shall not constitute a waive r of any other rights under this Agreement unless stated to be such in a writing signed by an authorized representative of the party. 20. SEVERABILITY. The provisions of this Agreement are severable. Any term or condition of this Agreement or application thereof deemed to be illegal, invalid or unenforceable, in whole or in part, shall not affect any other terms or conditions of the Agreement and the parties’ rights and obligations will be construed and enforced as if the Agreement did not contain the particular provision. 21. SURVIVAL. Those provisions of the Agreement that by their sense and purpose should survive expiration or termination of the Agreement shall so survive. Those provisions include, without limitation, the respective responsibilities of each party, compensation, and indemnification. 22. HEADINGS. Headings of this Agreement are for convenience only and shall not affect the interpretation of this Agreement. 23. ENTIRE AGREEMENT. This Agreement contains the entire understanding of the parties and supersedes any other agreement or understanding of the parties relating to the subject matter of this Agreement. 24. AUTHORIZATION. Each party signing below warrants to the other party, that they have the full power and authority to execute this Agreement on behalf of the party for whom they sign. Signatures on next page Coroner’s Office Facility use ILA 8.16.2022 4 | P a g e Dated this _____ day of ________, 2022 MASON COUNTY CORONER’S OFFICE By _____________________________ JAIME TAYLOR, CORONER BOARD OF COUNTY COMMISSIONERS MASON COUNTY, WASHINGTON _________________________________ KEVIN SHUTTY, Chair __________________________________ SHARON TRASK, Vice-Chair BOARD OF COUNTY COMMISSIONERS KITSAP COUNTY, WASHINGTON ______________________________________ EDWARD E. WOLFE, CHAIR ______________________________________ CHARLOTTE GARRIDO, Commissioner ______________________________________ ROBERT GELDER, Commissioner _________________________________ RANDY NEATHERLIN, Commissioner Dated this _____ day of ________, 2022 KITSAP COUNTY CORONER’S OFFICE By_______________________________ JEFFREY WALLIS, CORONER BOARD OF COUNTY COMMISSIONERS KITSAP COUNTY, WASHINGTON _________________________________ EDWARD E. WOLFE, Chair _________________________________ CHARLOTTE GARRIDO, Commissioner BOARD OF COUNTY COMMISSIONERS KITSAP COUNTY, WASHINGTON ______________________________________ EDWARD E. WOLFE, CHAIR ______________________________________ CHARLOTTE GARRIDO, Commissioner ______________________________________ ROBERT GELDER, Commissioner _________________________________ ROBERT GELDER, Commissioner ATTEST: ATTEST: ______________________________ _________________________________ McKenzie Smith, Clerk of the Board Dana Daniels, Clerk of the Board Coroner’s Office Facility use ILA 8.16.2022 5 | P a g e ATTACHMENT A SCOPE OF SERVICES 1. Facility Use. A. Kitsap County maintains a Facility in which autopsies and other postmortem examinations are performed. Some of the equipment necessary for conducting examinations include protective supplies, (such as gowns, gloves, aprons, face shields, boots, and shoe covers); containers for bodies and tissue samples; items used in performance of autopsies (such as syringes, scalpels, scissors, forceps, chisels, knives, saws, and photographic film); and cleaning supplies (such as soaps, detergents, and disinfectants). All collectively referred to as “equipment”. B. Mason County may have weekly access to the Facility for use on Wednesdays, Fridays, Saturdays and Sundays. Mason County may request to use the Facilities on other days, subject to availability, by submitting a request to the Kitsap County Autopsy Technician. Kitsap County’s use of the Facility will take priority. All supplies will be made available for use by Mason County when not already in use by Kitsap County. 2. Transportation of Deceased. Mason County will remain responsible for transportation of the deceased for all purposes. Within three (3) business days after each Use, Mason County shall have the body of the deceased removed from the Kitsap County Coroner’s Office and transported to the funeral home. The body may be picked up from the Kitsap County Coroner’s Office between 8:00am and midnight. Pickups outside these hours is not permitted. Failure to remove the body of the deceased within five (5) business days, will result in the assessment of an additional fee of $60 per day for each body. 3. Personal Property. Mason County will remain responsible for the retention and disposition of all personal property of the deceased as required by law. Coroner’s Office Facility use ILA 8.16.2022 6 | P a g e ATTACHMENT B COMPENSATION Mason County agrees to pay $200 per body for use of the Facility. Failure to remove the body of the deceased within five (5) business days, will result in the assessment of an additional fee of $60 per day for each body. Other Services. Any other services provided by Kitsap County will be reimbursed at the actual cost to the County. RCW 43.09.210. Mason County Community Services – Briefing September 12, 2022 Briefing Items → Housing and Behavioral Health Advisory Board Openings News Release – Melissa Casey Mason County Agenda Request Form To: Board of Mason County Commissioners From: Melissa Casey Ext. 404 Department: Public Health Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: September 13, 2022 Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Housing and Behavioral Health Advisory Board – Press Release Citizen Openings Background/Executive Summary: The citizen members of the Housing and Behavioral Health Advisory Board have met their 4-year term commitment. The press release is a call for applications for these open positions. Budget Impact (amount, funding source, budget amendment): None Public Outreach (news release, community meeting, etc.): News Release Requested Action: Approval of News Release to be read at the September 13, 2022, regular meeting. Attachments: News Release NEWS RELEASE September 13, 2022 MASON COUNTY COMMISSIONERS’ OFFICE 411 N 5TH ST, BLDG 1, SHELTON, WA 98584 TO: KMAS, KRXY, SHELTON-MASON COUNTY JOURNAL, THE OLYMPIAN, SHELTON CHAMBER OF COMMERCE, NORTH MASON CHAMBER OF COMMERCE, CITY OF SHELTON, ECONOMIC DEVELOPMENT COUNCIL, THE SUN RE: Housing and Behavioral Health Advisory Board Citizen Openings The Board of County Commissioners are accepting applications to fill two community positions for the Mason County Housing and Behavioral Health Advisory Board. The applicant must not have direct affiliations with agencies that receive funding. The Board is looking for community members with an interest in public health, mental health, substance use disorder, homelessness, and/or affordable housing. The Housing and Behavioral Health Advisory Board is a seven-member board appointed to advise the Board of County Commissioners on the use of state and local funds to address affordable housing, homelessness, and behavioral health treatment in Mason County. The Advisory Board typically meets at least once per month on the fourth Wednesday from 9:00 to 11:00 a.m. with special meetings scheduled as necessary. Appointed board members serve four-year terms. How to Apply Application forms may be obtained from the Commissioner’s Office, (360) 427-9670 ext. 419 or on the website at www.masoncountywa.gov. To find an application on the website, go to the menu “Advisory Boards”, select “Housing & Behavioral Health Board” and click on the link “Advisory Board Application”. Applications to serve on the board are being accepted until the position is filled and should be submitted to the Mason County Commissioners at 411 N. 5th St., Shelton, WA 98584. BOARD OF MASON COUNTY COMMISSIONERS ______________________ Kevin Shutty, Chair ______________________ Sharon Trask, Vice-Chair ______________________ Randy Neatherlin, Commissioner Mason County Administrator 411 N 5th Street Shelton, WA 98584 (360) 427-9670 ext. 419 Mason County Commissioner Briefing Items from County Administrator September 12, 2022 Specific Items for Review → Employee Service Awards at October 11 Commission meeting (food?) – Diane Zoren → Letter of Support for PUD 1’s wildfire prevention grant application – John Taylor → Emergency Management’s application for funding to update County Wildland Fire Protection Plan – John Taylor → January 1, 2022 – December 31, 2024 Collective Bargaining Agreement (CBA) for Teamsters Union Local No. 252 representing Mason County Appraisers Unit w/ retro to June 1, 2022 – Mary Ransier → Effective Upon Ratification – December 31, 2024 CBA for Teamsters Union Local No. 252 Representing Mason County Prosecutor’s Clerical Unit – Mary Ransier → 2023 Rural Sales Tax (.09) Awards – Jennifer Beierle → Utilities Past Due funding from American Rescue Plan Act (ARPA) – Jennifer Beierle → Housing Authority ARPA amendments – Jennifer Beierle → ARPA project prioritization – Jennifer Beierle → August Financials – Jennifer Beierle → 2023 Budget Workshop process – Jennifer Beierle Commissioner Discussion Mason County Agenda Request Form To: Board of Mason County Commissioners From: John Taylor Ext. 806 Department: Emergency Management Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): August 22, 2022 & September 12, 2022 Agenda Date: September 27, 2022 Internal Review: ☒ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Joint Grant Opportunity with PUD 1, through USDA, Forest Service, U.S. Department of Agriculture, Mason County Wildland Fire Protection Plan for $250,000 with 0-5% match Background/Executive Summary: This grant is part of the Infrastructure, Investment, and Jobs which establishes a program under section 203 of the Robert T. Stafford Disaster Relief and Emergency Assistance Act (42 U.S.C. 5133) to develop or revise a community wildfire protection plan and to carry out the project described in a community wildfire protection plan that is not more than ten years old. The grant is intended to help communities in the urban-wildland interface (WUI) implement three goals: (1) restore and maintain landscapes; (2) create fire-adapted communities; and (3) improve wildfire response. Grants are offered on a competitive basis through Notices Funding Opportunity (NOFO); one NOFO per each of the three regional state forestry organizations (West, Northeast/Midwest, and Southeast). Project Objectives: The project must advance objectives and priorities identified in a Community Wildland Protection Plan (CWPP) not over ten years old. A project must be designed to achieve one or more of the following objectives: (1) assist a community with planning to address management of wildfire risk; (2) assist a community with mitigation reassures or actions to reduce wildfire risk; (3) planning; (4) wildfire prevention and mitigation education/outreach; and (5) hazardous fuels reduction/fire-adapted ecosystems restoration. For eligible and non-eligible planning projects, please review the attached presentation. Grant Application: This is a combined project between Mason County PUD 1 and Mason County Division of Emergency Management (DEM). PUD 1 is assigning their grant writer, with assistance from DEM, to write and submit the grant. DEM is assisting with grant preparations and submitting the draft budget. DEM will oversee the preparation of the Mason County Wildland Fire Protection Plan and the supporting elements necessary to complete and implement the plan County-wide. Mason County Agenda Request Form Budget Impact (amount, funding source, budget amendment): Funding: The maximum amount of Federal Funding awarded is $250,000 Projected Budget: Labor costs of the participating organizations such as Mason County Fire Districts and the authorized GIS support within the parameters of the grant. Required Matching Funds: Proposals to develop or update a CWPP, required match is 10%; underserved communities are eligible to request a match waiver. Funds are multi-year and do not need to be spent in a single year. In Kind Match: Based on the Ineligible Activities for base funding is the payment of staff when performing non-CWDG-related activities, such as fire suppression, prevention, and CWDG-related work in communities after it has been determined they are non-eligible for funding. Based on a planning project match of 10%, the estimated Mason County cost is $25,000, which, based on Mason County’s economic classification as under-served, a waiver can be submitted. In the event the waiver is disapproved, DEM salary costs to complete the project are eligible expenses applied to the 10% or $25,000 required match. Grants & Agreements: Under this section, bullet number two “Cost share/match”. Low-Income Definition: For the purposes of this program, a low-income community is defined as a community where the relevant counties (i.e., the counties in with the community is located) has a median household income of less than 80% of the median household income of the relevant states(s). Public Outreach (news release, community meeting, etc.): 1. Joint project between PUD-1, Mason County DEM, and Mason Counties eleven Fire Districts. 2. Community specific meeting to inform, education, and solicit community support. 3. Participation and coordination with Washington State Department of Emergency Management. 4. Participation and coordination with Washington State Department of Natural Resources, Wildland Fire. 5. Coordination through the Washington State Lands Commissioner. Requested Action: Approval for the Department of Emergency Management to apply for the Planning Grant and approval of the letter of support for the PUD 1 application. Attachments: Slide Presentation Copy of the Application Draft Letter of Support for PUD-1 September 13, 2022 United States Department of Agriculture/US Forest Service Attention: Mr. Brad Simpkins, Grantor 201 14th Street, Southwest Washington, DC 20024 RE: Funding Opportunity Number USDA-FS-2022-CWDG-CWSF/Mason PUD 1 Dear Mr. Simpkins: Mason County PUD No. 1 advised the Mason County Board of Commissioners of their proposed comprehensive vegetation management (VM) project to clear vegetation fuels within their easement land. The PUD believes this is the most timely and critical means to best mitigate future wildfire risk within the heavily forested lands of Mason County. We understand the PUD has the financial means to address only small portions of easement annually, and the removal of a few dead trees. The PUD’s proposed VM Project seeks to trim the entire system in one event, which we understand will allow the PUD to effectively maintain thereafter. Most outages are caused by treefalls so the PUD’s comprehensive removal of danger trees, as identified by an arborist represents the most effective wildfire mitigation strategy. We applaud the PUD’s intention to pursue federal funds for this essential wildfire preventative work. We understand the PUD is able to engage in this intentional mitigation of wildfire risk only if they receive funding from the USDA/FS via the Community Wildfire Defense Grant Program. We support their plan for fuel stock removal and ask the USDA/FS fund the PUD’s grant application so that this critical clear-cut can occur before a major wildfire jeopardizes our power lines. Mason County has engaged in multiple partnerships with the PUD and enjoy a mutually cooperative relationship for infrastructure projects, clean energy projects, FEMA and other emergency management activities. We see their proposed Whole – System VM Project as one that will help to protect the electrical service that Mason County depends upon for business, education, healthcare, and household use. The Mason County Board of Commissioners recommends the USDA/Forest Service approve the PUD’s application for funding their VM project. Thank you for your consideration of our PUD’s proposal. Sincerely, BOARD OF MASON COUNTY COMMISSIONERS ___________________ Kevin Shutty, Chair ___________________ Sharon Trask, Vice-Chair ___________________ Randy Neatherlin, Commissioner CWDG Training for State and Federal Program Managers (Updated 08/03/2022) Today's Agenda •CWDG Program Overview •CWDG Application Eligibility •Scoring Criteria and Prioritization Factors •CWDG Application •CWDG Application Systems •Grants and Agreements •CWDG Program Information on Low-Income and Underserved Communities CWDG Program Overview Authorizing Legislation Infrastructure, Investment and Jobs Act, Section 40803(f) authorizes the Secretary of Agriculture, through the USDA Forest Service, to establish a program, which shall be separate from the program established under section 203 of the Robert T. Stafford Disaster Relief and Emergency Assistance Act (42 U.S.C. 5133), under which the Secretary of Agriculture, in cooperation with the States, shall award grants to at-risk communities, including Indian Tribes — •(A) to develop or revise a community wildfire protection plan; and •(B) to carry out projects described in a community wildfire protection plan that is not more than 10 years old. Program Purpose •The CWDG is intended to helps communities in the wildland urban interface (WUI) implement the three goals of the National Cohesive Wildland Fire Management Strategy (Cohesive Strategy): •Restore and Maintain Landscapes: Landscapes across all jurisdictions are resilient to fire-related disturbances, in accordance with management objectives •Create Fire Adapted Communities: Human populations and infrastructure can withstand a wildfire without loss of life and property •Improve Wildfire Response: All jurisdictions participate in making and implementing safe, effective, efficient risk-based wildfire management decisions Program Administration •Grants are offered on a competitive basis through Notices of Funding Opportunity (NOFO) posted on www.Grants.gov •One NOFO per each of the three regional state forestry organizations (West, Northeast/Midwest, and Southeast) •One NOFO for Tribes •Applications submitted either to grants.gov, or cwdg.forestrygrants.org, depending on location of applicant •www.Grants.gov for (NE/ MW and South) •https://cwdg.forestrygrants.org/(West) •Tribes may utilize either www.Grants.gov or https://cwdg.forestrygrants.org/ Program Administration (continued) •A grant review panel will be convened in each of the state forestry organization regions to review, score, and rank grant applications received within their respective state forestry organization regions •USDA Forest Service (USFS) will organize a grant review panel to review, score, and rank the grant applications received from Tribes •A specific training will be provided to Review Panel Members Eligible Applicants •Entities eligible to apply for funding under the CWDG include: •Units of local governments representing communities located in an area with a risk of wildfires •Indian Tribes •Alaska Native Corporations •Non-profit organizations including homeowner associations that assist such communities •State forestry agencies (including U.S. territories and interests) •For-profit entities are not eligible to apply for CWDG Eligible Lands •Eligible applicants may apply for grant funding for a project proposal to be conducted on lands with the following ownership types, as long as the project proposal directly reduces wildfire risk to a community: •Private lands •Local government •Homeowner associations •State government •Tribal/Alaska native corporation (includes Trust lands) •Federal lands are not eligible for this funding opportunity, with the exception of federal Tribal trust lands Eligibility and Priority Elements •Eligibility •At-risk Community •Priorities •Are located in an area identified as having high or very high wildfire hazard potential, •Benefit a low-income community, and/or •Are located in a community impacted by a severe disaster within the previous 10 years. •Executive Order 13985: Advancing Racial Equity and Support for Underserved Communities Through the Federal Government Funding •Minimum and Maximum Funding Levels •There is no minimum Federal funding limit for projects under CWDG •The maximum amount of Federal funding awarded to any one community or Tribal entity: •$250,000 for creating or updating a Community Wildfire Protection Plan •$10 million for a project described within a Community Wildfire Protection Plan (CWPP can be no more than 10 years old). Funding (continued) •Required Matching Funds: •Proposals to develop or update a CWPP, required match is 10% •Proposals to implement projects described in a CWPP, required match is 25% •Underserved communities are eligible to request a match waiver Grant Application and Scoring Process Elements •Lead Agency or Organization: •All applications must identify the lead agency or organization •The lead agency may pass funds to other partners performing work as relevant. •Scoring and Ranking of applications: Applications will be scored by members of one of four (4) review panels •Grant Timeframes: Projects must be completed within five (5) years •Reporting: •Quarterly Financial reports •Annual Project Performance reports •Performance report shall include a spatial data component Multiple Community Applications There may be two types of “Multiple Community” Applications •Separate Projects in separate Communities: •For separate projects in separate communities, a single application (424, 424A) within grants.gov may be submitted •However, a separate narrative form and included budget will need to be filled out for each community for purposes of determining eligibility, prioritization, and ranking of the separate projects •Single Projects in multiple communities: •For an application consisting of a single project that spans multiple communities, the project can be applied for and described within the same application and narrative form States’ Participation in Managing CWDG •CWDG total funding: Infrastructure Law provides $200M per year for five years (after off-the-tops, there is $160M available per year) •States have choice on how much program participation to engage in: •“Fully Opt-in”: state fully manages the program, including overall administration and handling of sub-grants to communities and non-profits within their state •“Partially Opt-In”: state provides technical assistance to communities, but Forest Service region manages awards within that state •“Fully Opt-out”: state has no part in program management and regional Forest Service staff work directly with applicants within that state •States are not “locked-in” to a decision; they may change annually •Funds are multi-year and don’t need to be spent in a single year States’ Funding Amounts by Participation Level •Fully Opt-out : $0 base funding •Partially Opt-in: $50,000 base funding •Fully Opt-in: sliding scale of base funding from $50,001-$400,000 depending on the needs of the state. If opting in, states specify the amount within this range they require •Match for base funding to states is 10% Anticipated State Actions: Partially Opt-in ($50K Base) •Technical assistance to communities to determine eligibility •Education and outreach to promote CWDG •Assisting communities/partners with preparing applications •Efforts associated with updating which communities are considered “at risk” •Costs associated with reviewing, ranking, scoring, and prioritizing applications as part of a regional or national review process •Guidance to communities on CWPP development •Attendance at meetings and/or trainings where a benefit to the program can be shown Anticipated State Actions: Fully Opt-in •Everything in “Partially Opt-in” list plus the following items •Overall administration and oversight of sub-grants and/or pass-through grants, including monitoring for compliance with all applicable federal rules and regulations •Preparing for and responding to audits •Program related performance, accomplishment, and data collection, including subsequent management of information in a management and reporting system Ineligible Activities for States’ Base Funding •Administration of other Federal programs, such as Volunteer Fire Assistance and/or State Fire Assistance or FEMA grants •Payment of staff when performing non -CWDG related activities, such as fire suppression, prevention, etc. •Performing CWDG -related work in communities after it has been determined they are non- eligible for funding CWDG Application Eligibility Applicant Eligibility •Eligibility •At-risk Community •Two options listed in NOFOs to determine if community is an “at-risk community” •The following entities are eligible to submit a project proposal for funding: •Units of local governments representing communities located in an area with at risk of wildfires •Indian Tribes •Alaska Native Corporations •Non-profit organizations such as homeowner associations that assist communities, •State forestry agencies •For-profit entities are not eligible to apply for a grant under this program. •Other considerations •Applying for multiple communities •Grant management by non-profits or other organizations Priority Projects •Priority will be given to project proposals that: •Are located in an area identified as having high or very high wildfire hazard potential, and/or •Benefit a low-income community, and/or •Are located in a community impacted by a severe disaster within the previous 10 years •Supporting documentation or link to documentation must be provided Location of Projects •Private land •Local government •Homeowner associations •State government •Tribal lands and Alaska Native Corporation (includes Trust lands) Project Objectives •Projects must advance objectives and priorities identified in a CWPP not more than 10 years old •A project must be designed to achieve one or more of the following objectives: •Assist a community with planning to address management of wildfire risk •Assist a community with mitigation measures or actions to reduce wildfire risk Project Types •Planning •Wildfire Prevention and Mitigation Education/Outreach •Hazardous Fuels Reduction / Fire-adapted Ecosystems Restoration Eligible “Planning” Project Examples •Creation of a CWPP or development of a wildfire section for a hazard mitigation plan •Update of an existing CWPP/hazard mitigation plan (existing plan must be not more than 10 years old) •Contract support to assist a community with developing building codes, zoning ordinances, or land use planning •Direct staff funding support to assist a community with developing building codes, zoning ordinances, or land use planning •Tabletop or functional exercises to test effectiveness of community wildfire planning Eligible “Planning” Project Examples (continued) •Plan and address public health and safety effects of smoke and mitigation from wildfire and projects that use prescribed fire (“Smoke Ready” efforts) •Direct staff support for community wildfire mitigation leadership/coordination •Training in the use of proven effective mitigation practices, such as the Forest Service’s mitigation best practices •Direct staff support to assist in creation or to support a local or regional mitigation partnership Ineligible “Planning” Project Examples •GIS and database systems unless in support of a CWPP, wildfire risk reduction planning or fuels mitigation initiative or project •Creation and/or update of Forest Stewardship Plans •Economic development projects •Small business start-up funding •Research and development projects Eligible “Wildfire Prevention and Mitigation Education/Outreach” Project Examples •Firewise USA© or similar programs outreach to communities and property owners •Fire education presentations such as Project Learning Tree •Property inspections and/or assessments •Training to conduct property inspections and/or assessments •Implementation of WUI Structure / Parcel / Community Fire Hazard Mitigation Methodology (HMM) for community hazard reduction •Training for Tr aditional Ecological Knowledge of fire, Cultural Burning, Identification and protection of culturally significant plants, sacred site protection Ineligible “Wildfire Prevention and Mitigation Education/Outreach” Project Example •Printing of paper-based materials without an organized outreach/education program Eligible “Hazardous Fuels Reduction / Fire-adapted Ecosystems Restoration” Project Examples •Defensible space around homes, businesses, and other structures •Development, creation, and/or maintenance of fuel breaks and fire breaks, including shaded fuel breaks •Fuels reduction beyond defensible space adjacent to at- risk communities •Removal of standing woody vegetation by cutting, piling and burning •Removal of standing woody vegetation by cutting and chipping Eligible “Hazardous Fuels Reduction / Fire-adapted Ecosystems Restoration” Project Examples (continued) •Removal of standing woody vegetation using a mechanical mulcher or masticator type equipment mounted on mobile equipment •Reduction of hazardous fuels through the application of prescribed fire •Vegetation management (pruning, mowing, chemical treatment, grazing), including rights-of-ways for roads •Maintenance of fuels projects.Up to two (2) maintenance treatments allowed per project during the grant term Eligible “Hazardous Fuels Reduction / Fire-adapted Ecosystems Restoration” Project Examples (continued) •Monitoring components of projects for effectiveness (must have established baseline) •Prescribed fire training, including training on smoke management associated with prescribed fires •Design and installation of dry hydrants and cisterns •Purchase of equipment for brush/fuel disposal, such as air curtain burner/trench burner Eligible “Hazardous Fuels Reduction / Fire-adapted Ecosystems Restoration” Project Examples (continued) •Purchase of mechanical equipment that meets, or does not exceed, the following requirements: •Brush/wood chippers that are towable or mountable to a skid steer, compact track loader or tractor with a maximum chipping capacity of no more than 15 inches •Self-propelled forestry mulchers up to a maximum 200 horsepower •Forestry mulcher attachments designed for skid steers, compact track loaders, excavators or crawler dozers •Heavy duty brush mowers that can be utilized for maintaining road rights-of-ways and fire breaks •Trailers necessary to transport equipment that is determined eligible in this section, including box-type trailers to store and transport prescribed fire equipment Eligible “Hazardous Fuels Reduction / Fire-adapted Ecosystems Restoration” Project Examples (continued) •Purchase of the following equipment and supplies to support the use of prescribed fire: •Personal protection equipment, including fire shelters and N95 filtering face respirators •Drip torches •Wildland hand tools •Backpack blowers •Chainsaws •Portable wildfire pumps •Wildland hose •Portable folding water tanks •Cache of air filtration units for use by at-risk individuals in the public Ineligible “Hazardous Fuels Reduction / Fire-adapted Ecosystems Restoration” Project Examples •Capital improvements including construction/infrastructure (building remodel, bridges, road construction, water development) •Home hardening, including but not limited to: •Roof upgrades or replacements •Fire resistant siding •Metal gutters and vents •Fire suppression training (unless course is a requirement for prescribed fire qualifications) •Fire suppression equipment and apparatus •Drones Scoring Criteria and Prioritization Factors Project Description (10 points) •The application should clearly define the scope of the project, what the project proposes to accomplish, why it is important, and how it links to the Cohesive Wildland Fire Management Strategy and relevant State Forest Action Plan Budget (10 points) Budget narrative must describe in detail how the grant funds will be spent for each grant expenditure, how expenditures are applicable and relevant to project goals and objectives, and how applicant will meet matching requirements or qualify for a waiver Accomplishments (10 points) •A proposal must define how a project will be accomplished, timelines, milestones, measures, and metrics •A proposal must articulate how objectives will lead to measurable outcomes for community wildfire risk reduction, and how progress will be measured towards outcomes •Progress metrics must be specific, measurable, achievable, realistic, and timely Collaboration (10 points) •A proposal should 1) define collaborative elements, including support from partners, agencies, landowners, and communities, and 2) identify partners that will be actively engaged in the project and add value to project planning and implementation •Collaboration may be qualitative in nature, and the contribution of a partner may be more than the number of partners Landscape Impacts (10 points) •A proposal should articulate: •The scale of the project, including relationships with past, present, or future projects that, when combined, offer more benefits than when taken individually •The defined project area and the overall landscape that the project influences •The land ownerships within the area, specifying the areas targeted for planning or mitigation •Each proposed activity with details on where each activity will occur included •The approximate number of structures that will benefit from the proposed actions Project Sustainability (10 points) •The application should clearly define how or if the project will sustain itself after the grant period is over •Any steps or plans that will be carried out to continue the project benefits beyond the life of the grant should be described Low-Income Community(10 points) •A proposal should demonstrate and document whether the project benefits a low-income community Affected by a Severe Disaster (10 points) •The application should clearly demonstrate and document whether the project benefits a community that has been impacted by a severe disaster within the previous ten (10) years, and clearly exhibit how the severe disaster increased wildfire risk and/or hazard, and was of a scale and scope to have had landscape impacts (please see full definition later in this NOFO) Area of Wildfire Hazard Potential (20 points) •The application should clearly demonstrate and document whether the project is located in an area identified as having high or very high wildfire hazard potential as defined by a local, state, Tribal, regional, or national wildfire hazard potential assessment Additional Information •Specific training for review panel members will be developed •This training will be required prior for panel members prior to the review and scoring process •Verification process will be handled separately from review process to confirm: •At-risk •Low-income •High or very high wildfire hazard potential •Impacted by severe disaster •Standardized training on the verification process will also be developed CWDG Application Submitting Applications •Tribal Entities, Southern Region, Northeast -Midwest Region •Submit applications to Grants.gov •Tribes NOFO: USDA-FS-2022-CWDG-TRIBES •Southern NOFO: USDA-FS-2022-CWDG-SGSF •Northeast/Midwest NOFO: USDA-FS-2022-CWDG-NEMW •Only authorized Grants.gov workspace representatives for the applying entity are eligible to submit applications through Grants.gov •Western Region •Submit applications to cwdg.forestrygrants.org. •West NOFO: USDA-FS-2022-CWDG-CWSF •Usernames and Passwords will be provided to State Foresters and their delegated representatives by the Council of Western State Foresters prior to the application portal opening •Tribal entities may submit applications via any NOFO GIS Coordinates •Please include enough coordinates/description to be able to represent the general area of the impact of the project for which you are applying •For point-based projects, please include a reference point and description •For fuel treatments, please include enough coordinates to ascertain a general boundary of the area being treated. If unsure of boundaries, please include a reference point and the planned acreage to be treated under the description. •For CWPP development, please include a description of the planning area and type (municipality boundary, fire response district, township, etc.) GIS Coordinates: Ref. Point Name: Lat/Long: Description: Area Name: Boundary Lat/Longs: Description: Measurable Outcomes •Provide the output amount for at least one of the quantitative accomplishment measures listed on the next two pages •You may also list additional specific measurable results that show how the Federal investment will lead to outcomes on the landscape •In the narrative section, describe less quantifiable return on investments. Measurable Outcomes (continued) Measurable Outcomes (continued) CWDG Application Systems Western Region: cwdg.forestrygrants.org CSS Admin CSS Admin CSS Admin CSS Admin Admin Section and Applicant Section Project Information Brief Project Overview and Purpose Grant Component Type At-Risk Community Roofing Code/ Ordinance Grant Waiver Project Description Applicant Budget Project Budget Explanation Accomplishments Accomplishments (10 points) Clearly define how the project will be accomplished, including at least one of the quantitative accomplishment measures provided in the measurable outcomes table from the NOFO guidance. Identify measurable outcomes and timelines (are the proposed activities clear and achievable, goals defined, outcomes measurable, # of acres treated, # of education/outreach programs, planning/assessment efforts clearly described, etc.). Describe any applicable less quantifiable return on investments. Collaboration Landscape Impacts Landscape Impacts (10 points) Clearly define the scale of the project, including relationships with past, present, or future projects that, when combined, offer more benefits than when taken individually. Describe overall landscape that the project influences. Project Sustainability Low-Income Community Landscape Impacts (10 points) Clearly define the scale of the project, including relationships with past, present, or future projects that, when combined, offer more benefits than when taken individually. Describe overall landscape that the project influences. Severe Disaster Impact Wildfire Hazard Potential Does the project location have wildfire hazard potential? (20 points) Please respond yes or no, if this project is located within an area identified as having high or very high wildfire hazard potential as defined by a state, regional, tribal, territorial or national wildfire hazard potential assessment? Provide a link to the verification source. Grants & Agreements Grants & Agreements •Budget details •Cost share/match •Equipment •Buy American •Davis-Bacon wages for construction •Roads •Subawards –requirements and reporting •Sam.gov and risk Grants & Agreements Access Branch Support Goal: •Provide pre and post award technical and administrative assistance to external partners •Develop tools, resources and programs to improve access to Forest Service funding opportunities for traditionally underrepresented communities Grants & Agreements Access Branch Support Team: •Melissa Aulisio, Branch Chief •Heather Rivera, Grants Management Specialist Trainee •Aaron Stout, Program Analyst •Vi Ta, Program Analyst •Robin Taylor Davenport, Grants Management Specialist Trainee Contact: •Access Mailbox: accessga@usda.gov •Booking site for external partners: consultation site Grants & Agreements Access Branch Support SAM •Registration & Validation: due to the recent delay of validating applicants’ information, it is recommended that you register very early on to avoid delays. Refer to SAM registration checklist: https://sam.gov/content/entity-registration •GSA offered a webinar today 8/3 1PM EDT; it will be recorded.You can also subscribe for future webinars:https://www.eventbrite.com/e/entity-validation - stakeholder-forum-tickets- 388797412527?utm_medium=email&utm_source=GovDelivery.Remember to subscribe to SAM.gov and visit their homepage frequently for up to date alerts and announcements •Validation FAQs: https://www.fsd.gov/gsafsd_sp?id=kb_article_view&sysparm_article=KB0058422& sys_kb_id=7bb8810ddba05990060d5425f3961912&spa=1 CWDG Program Information on Low Income and Underserved Communities Priority National Tools •OMB approval just finalized on 8/2 •Updated tools will be posted on CWDG website •Tools will include citations and sample language applicants can use •Available tools will include: •At-risk (Eligibility) •High/very high wildfire hazard (Scoring Priority) •Low income (Scoring Priority) Low-Income Definition Definition that will be utilized for CWDG program: •For purposes of this program, a low-income community is defined as a community where the relevant counties (i.e., the counties in which the community is located) has a median household income of less than 80% of the median household income of the relevant state(s). •Approved definition is listed in each NOFO •Tools and information will also be available on the CWDG website Underserved Communities Definition Definition that will be utilized for CWDG program to determine eligibility for cost-share waiver: •A community meets the threshold of vulnerable with a score 0.75 or above on the CDC Social Vulnerability Index, as compared to the nation, or meets the low-income descriptions we provide. •To determine if your project qualifies for this cost -sharing requirement, please use CDC’s Social Vulnerability Index for 2018, with tracts compared to the nation. •As reference, Executive Order 13985: “Advancing Racial Equity and Support for Underserved Communities Through the Federal Government”: The term “underserved communities” refers to populations sharing a particular characteristic, as well as geographic communities, that have been systematically denied a full opportunity to participate in aspects of economic, social, and civic life Equity Definition •Executive Order 13985: “Advancing Racial Equity and Support for Underserved Communities Through the Federal Government”: The term “equity” means the consistent and systematic fair, just, and impartial treatment of all individuals, including individuals who belong to underserved communities that have been denied such treatment, such as Black, Latino, and Indigenous and Native American persons, Asian Americans and Pacific Islanders and other persons of color; members of religious minorities; lesbian, gay, bisexual, transgender, and queer (LGBTQ+) persons; persons with disabilities; persons who live in rural areas; and persons otherwise adversely affected by persistent poverty or inequality. National Tools •Council of Environmental Quality Climate and Economic Justice Screening Tool: https://screeningtool.geoplatform.gov/en/#3/33.47/-97.5 •Environmental Protection Agency EJScreen, Environmental Justice Mapping and Screening Tool: https://www.epa.gov/ejscreen •Centers for Disease Control, Agency for Toxic Substances and Disease Registry Social Vulnerability Index Information: https://www.atsdr.cdc.gov/placeandhealth/svi/documentation/SVI_docu mentation_2018.html •USDA Economic Research Service County Typology Codes: https://www.ers.usda.gov/data-products/county-typology-codes/ •Wildfire Risk to Communities data sets/tools are being adopted and will be available for use with CWDG •Updated and approved tools will be posted on CWDG website Questions? Mason County Agenda Request Form To: Board of Mason County Commissioners From: Mary Ransier Ext. 422 Department: Human Resources Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: September 13, 2022 Internal Review: ☐ Finance ☒ Human Resources ☒ Legal ☒ Risk ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: 10.1 Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: January 1, 2022 – December 31, 2024 Collective Bargaining Agreement (CBA) for Teamsters Union Local No. 252 representing Mason County Appraisers Unit with retro to June 1, 2022 Background/Executive Summary: The exclusive representatives of Teamsters Union Local No. 252 representing Mason County Appraisers Unit have reached a tentative agreement with Mason County for the 2022-2024 contract. It is noted and commended to the Commissioner’s that the parties reached this Agreement through a very collaborative negotiations process. Budget Impact (amount, funding source, budget amendment): Supplemental – Funding by ending fund balance Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval of the January 1, 2022 – December 31, 2024 Collective Bargaining Agreement (CBA) for Teamsters Union Local No. 252 representing Mason County Appraisers Unit, with retro to June 1, 2022. Attachments: Collective Bargaining Agreement COLLECTIVE BARGAINING AGREEMENT January 1, 2022 – December 31, 2024 BETWEEN TEAMSTERS UNION LOCAL NO. 252 AND MASON COUNTY APPRAISERS UNIT Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 2 TABLE OF CONTENTS ARTICLE 1 – DEFINITIONS .......................................................................................................... 5 ARTICLE 2 – RECOGNITION ........................................................................................................ 6 2.1 RECOGNITION .................................................................................................................... 6 2.2 NEW CLASSIFICATIONS ...................................................................................................... 6 ARTICLE 3 –UNION SECURITY ................................................................................................... 7 3.1 UNION REPRESENTATION ................................................................................................... 7 3.2 NONDISCRIMINATION – UNION ACTIVITY .............................................................................. 8 ARTICLE 4 – UNION / EMPLOYER RELATIONS ......................................................................... 8 4.1 UNION ACCESS ................................................................................................................. 8 4.2 FACILITY USE .................................................................................................................... 8 4.3 STEWARDS ........................................................................................................................ 8 4.4 ORIENTATION .................................................................................................................... 8 4.5 BULLETIN BOARDS ............................................................................................................ 8 4.6 CONTRACT DISTRIBUTION .................................................................................................. 9 4.7 NEGOTIATIONS RELEASE TIME ........................................................................................... 9 4.8 GRIEVANCE RELEASE TIME ................................................................................................ 9 4.9 UNION BUSINESS ............................................................................................................... 9 4.10 BARGAINING UNIT ROSTER ............................................................................................... 9 ARTICLE 5 – EMPLOYMENT ........................................................................................................ 9 5.1 PROBATIONARY PERIODS .................................................................................................. 9 5.2 TYPES OF EMPLOYMENT .................................................................................................. 10 5.3 CONTRACTORS ................................................................................................................ 11 5.4 STUDENTS / INTERNS ....................................................................................................... 11 ARTICLE 6 – HOURS OF WORK AND OVERTIME .................................................................... 11 6.1 WORKDAY / WORKWEEK .................................................................................................. 11 6.2 WORK SCHEDULES .......................................................................................................... 11 6.3 REST / MEAL BREAKS ...................................................................................................... 12 6.4 OVERTIME ....................................................................................................................... 12 6.5 COMP TIME ..................................................................................................................... 12 ARTICLE 7 – EMPLOYMENT PRACTICES ................................................................................ 13 7.1 NONDISCRIMINATION ........................................................................................................ 13 7.2 JOB POSTING .................................................................................................................. 13 7.3 PROMOTIONS .................................................................................................................. 14 7.4 PERSONNEL FILE / POLICIES ............................................................................................ 14 7.5 EVALUATIONS ................................................................................................................. 15 7.6 DISCIPLINE / CORRECTIVE ACTION .................................................................................... 15 ARTICLE 8 – SENIORITY ........................................................................................................... 17 8.1 DEFINITIONS .................................................................................................................... 17 8.2 APPLICATION OF SENIORITY ............................................................................................. 18 8.4 LOSS OF SENIORITY ......................................................................................................... 19 8.5 LAYOFFS ......................................................................................................................... 19 8.6 NOTICE ........................................................................................................................... 20 8.7 MEETING WITH UNION ..................................................................................................... 20 8.8 AFFECTED GROUP ........................................................................................................... 21 Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 3 8.9 VACANT POSITIONS ......................................................................................................... 21 8.10 SENIORITY LIST .......................................................................................................... 21 8.11 ORDER OF LAYOFF ..................................................................................................... 22 8.12 COMPARABLE EMPLOYMENT ....................................................................................... 22 8.13 LAYOFF OPTIONS ....................................................................................................... 22 8.14 REDUCTION HOURS / FTE ........................................................................................... 23 8.15 RECALL ..................................................................................................................... 23 8.16 VACATION & LEAVE CASH OUTS / PAY ........................................................................ 24 8.17 UNEMPLOYMENT CLAIMS ............................................................................................ 25 ARTICLE 9 – WAGES ................................................................................................................. 25 9.1 WAGE SCHEDULE. ........................................................................................................... 25 9.2 HIRE-IN RATES ................................................................................................................ 25 ARTICLE 10 – OTHER COMPENSATION .................................................................................. 25 10.1 CALL-BACK PAY ........................................................................................................ 25 10.2 WORK IN A HIGHER CLASSIFICATION ........................................................................... 26 10.3 MILEAGE REIMBURSEMENT ......................................................................................... 26 10.4 LONGEVITY ................................................................................................................ 26 10.5 CLOTHING ALLOWANCE .............................................................................................. 26 ARTICLE 11 - HOLIDAYS ........................................................................................................... 26 11.1 HOLIDAYS .................................................................................................................. 26 11.2 RELIGIOUS HOLIDAYS ................................................................................................. 27 11.3 HOLIDAY OBSERVANCE .............................................................................................. 27 11.4 HOLIDAY ON DAY OFF ................................................................................................ 27 11.5 HOLIDAY COMPENSATION ........................................................................................... 27 ARTICLE 12 – VACATION .......................................................................................................... 28 12.1 VACATION ACCRUAL .................................................................................................. 28 12.2 VACATION SCHEDULING .............................................................................................. 28 12.3 VACATION PAY ........................................................................................................... 29 12.4 VACATION UPON TERMINATION ................................................................................... 29 ARTICLE 13 - SICK LEAVE ........................................................................................................ 29 13.1 SICK LEAVE ACCRUAL ................................................................................................ 29 13.2 SICK LEAVE USAGE .................................................................................................... 30 13.3 SHARED LEAVE .......................................................................................................... 30 13.4 COORDINATION - WORKER’S COMPENSATION .............................................................. 30 13.5 FAMILY MEMBER ........................................................................................................ 31 13.6 SICK LEAVE CASH OUT .............................................................................................. 31 ARTICLE 14 – LEAVES OF ABSENCE ...................................................................................... 31 14.1 IN GENERAL ............................................................................................................... 31 14.2 JURY DUTY / COURT ................................................................................................... 31 14.3 MILITARY LEAVE ........................................................................................................ 32 14.4 BEREAVEMENT ........................................................................................................... 32 14.5 MAINTENANCE OF SENIORITY ...................................................................................... 32 14.6 LEAVE WITHOUT PAY ................................................................................................. 32 14.7 FAMILY LEAVE – FMLA .............................................................................................. 32 14.8 MATERNITY LEAVE ..................................................................................................... 32 14.9 INCLEMENT WEATHER ................................................................................................ 33 14.10 WASHINGTON STATE PAID LEAVE COMPLIANCE .......................................................... 33 Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 4 ARTICLE 15 – HEALTH & WELFARE ........................................................................................ 33 15.1 HEALTH AND LIFE INSURANCE ..................................................................................... 33 15.2 RETIREMENT AND TEAMSTERS PENSION ...................................................................... 34 ARTICLE 16 - TRAINING ............................................................................................................ 34 16.1 TRAINING ................................................................................................................... 34 16.2 TRAINING REIMBURSEMENT ........................................................................................ 34 ARTICLE 17 – LABOR / MANAGEMENT COMMITTEES ........................................................... 34 17.1 PURPOSE OF COMMITTEE ........................................................................................... 34 17.2 COMPOSITION OF COMMITTEE ..................................................................................... 35 17.3 COMPENSATION ......................................................................................................... 35 ARTICLE 18 – HEALTH & SAFETY ............................................................................................ 35 18.1 SAFE WORKPLACE ..................................................................................................... 35 18.2 HEALTH & SAFETY PLAN ............................................................................................ 35 18.3 DRUG FREE WORKPLACE ........................................................................................... 35 18.4 WORK PLACE VIOLENCE ............................................................................................. 36 ARTICLE 19 - GRIEVANCE PROCEDURE ................................................................................. 36 19.1 GRIEVANCE DEFINED .................................................................................................. 36 19.2 GRIEVANCE PROCEDURE ............................................................................................ 36 19.3 UNION / EMPLOYER GRIEVANCE .................................................................................. 38 19.4 SCHEDULE OF MEETINGS ............................................................................................ 38 ARTICLE 20 - NO STRIKE / NO LOCKOUT ............................................................................... 39 20.1 NO STRIKE / NO LOCKOUT .......................................................................................... 39 ARTICLE 21 – MANAGEMENT RIGHTS AND RESPONSIBILITIES .......................................... 39 21.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES ............................................................. 39 ARTICLE 22 - GENERAL PROVISIONS .................................................................................... 40 22.1 SAVINGS CLAUSE ....................................................................................................... 40 ARTICLE 23 – ENTIRE AGREEMENT ........................................................................................ 40 23.1 DURATION CLAUSE ..................................................................................................... 40 23.2 ENTIRE AGREEMENT ................................................................................................... 40 SIGNATURES ............................................................................................................................. 41 APPENDIX I ................................................................................................................................. 42 Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 5 PREAMBLE Mason County, a political subdivision of the State of Washington, hereinafter referred to as the “County” or “Employer,” and Teamsters Union Local No. 252, hereinafter referred to as the “Union,” do hereby enter into this Agreement. The Employer and the Union agree that the effective, efficient and uninterrupted performance of governmental service to the community is their common objective. In order to assist them in achieving that objective, this Agreement represents the establishment of fair and reasonable compensation and working conditions for the employees in this bargaining unit through the collective bargaining process. The Employer and the Union recognize that the success of these objectives depends upon the Employer’s success in establishing the service, upon the ability and creative contributions of the employees, and upon the joint efforts of both parties in improving the service. Therefore, the Employer and the Union encourage, to the greatest degree possible, friendly and cooperative relations between their respective representatives at all levels and among all employees. ARTICLE 1 – DEFINITIONS As used herein, the following terms shall be defined as follows: 1.1 “Bargaining Unit” (Union) shall be Teamsters Union Local No. 252. 1.2 “Employer” shall mean the Board of Mason County Commissioners and Mason County Elected Officials as identified in the Preamble to this Agreement. 1.3 “Employee” shall mean a person occupying a position and paid a salary or wage by the Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof) covered by this Agreement. Employee shall not include any person retained by the Employer under a written personal services or consultant contract or agreement. 1.4 “Executive, Administrative, and Professional Employees” shall mean all employees as defined in WAC 296-128-500. 1.5 Job classifications and salary steps are listed and categorized in Appendix A of this Agreement. 1.6 “Immediate family” shall be defined as persons related by blood, marriage, or legal adoption in the degree of relationship of grandparent, parent, wife, husband, brother, sister, child biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis who is under eighteen years of age; or eighteen years of age or older and incapable of self-care because of a mental or physical disability, grandchild, domestic partner (state registered), in compliance with WAC 296-130-030 and RCW 49.12.270 (or subsequent statutes) and other persons with the approval of the Elected Official / Department Head or designee. 1.7 “Overtime” shall mean all Employer-required work which has been performed in excess of forty hours per week, consistent with Article 6.4. 1.8 Promotions, Transfers and Demotions defined and distinguished: 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. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 6 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. 1.11 “Anniversary Day of Pay” shall mean the day of your step increase depending on the day of hire or promotion that takes place within the same pay period of anniversary date. The actual day of pay increase shall be the 1st or the 16th of the month, depending on the date of the anniversary day (e.g. if an employee’s anniversary date is on January 14, the pay increase will take effect January 1). ARTICLE 2 – RECOGNITION 2.1 RECOGNITION The Mason County Board of Commissioners for MASON COUNTY recognizes that the Teamster Union Local No. 252, Centralia, Washington, has the right to bargain for all full-time and regular part-time employees of the Mason County departments of the Assessor’s office including Appraisers and GIS Technicians, excluding: supervisory employees, confidential employees, and employees participating in a job school program from Mason County high schools or, by mutual agreement, from any accredited college or vocational school, which shall be coordinated with the student’s academic schedule, under the conditions set forth in the Washington State Public Employee’s Collective Bargaining Act of 1967. All collective bargaining with respect to wages, hours and working conditions shall be conducted by authorized representatives of the Union and authorized representatives of the Employer. Agreements reached between the parties of this Agreement shall become effective only when signed by the authorized representatives of the Union and by the Board of Mason County Commissioners. 2.2 NEW CLASSIFICATIONS When new Regular or Temporary positions are created within the Departments represented or the classifications listed in Appendix I, the Union will be notified of the pending action prior to hire. When existing classifications are substantially modified within the Departments represented or the classifications listed in Appendix I, the Union will be notified of the pending action within ten (10) working days of the date that the position is first posted/advertised or the proposed effective date of the action that would change the status of the classification. It is mutually agreed that it is the intent of the parties to meet, upon request by either party, in order to include or exclude new or modified positions in the bargaining unit consistent with the duties, responsibilities, and organizational level of the classification. The parties agree that new classification(s) designated and approved by the Employer to be within the non-represented pay plans shall be excluded from the bargaining unit, absent a request to meet within thirty (30) calendar days. Existing bargaining unit classifications shall remain within the bargaining unit absent a mutual agreement by the parties or a decision by the Public Employment Relations Commission (PERC). Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 7 If either party disagrees with the pay plan designation for a new or reclassified position, the parties recognize the determination of whether the position is included within the bargaining unit may be reviewed by PERC upon petition by either party or jointly. Should PERC determine the classification to be included in the bargaining unit, the position shall be placed within the Union salary schedule at the appropriate rate of pay and at a step arrived at either by mutual agreement / negotiation or PERC ruling. ARTICLE 3 – UNION SECURITY 3.1 UNION REPRESENTATION a. It is mutually agreed that only Union members of this unit shall engage in active participation in Union affairs of this unit or serve in a role of leadership of the unit such as: serving as a delegate or representative, serving on negotiating or other Union committees, or participating in other similar activities to the interest of the unit. b. Within ninety (90) days of the new employee’s start date, the Union shall have no less than thirty (30) minutes during the employee’s work hours to present information about the Union. The Union will explain that it is designated as the exclusive representative for all employees covered under this Collective Bargaining Agreement. The Union shall inform each new employee that membership in the Union is voluntary and only when an employee clearly and affirmatively consents to joining the Union may the Union collect fees. In addition, the Union shall explain to the new employee the rights and the benefits the employee would forgo by being a non-member. c. The Union agrees to accept employees as members without discrimination as to race, color, creed, sex, sexual orientation, national origin or physical, sensory or mental disability or protected classes under the law. d. The Employer will provide for payroll deduction of Union dues and initiation fees upon authorization by the employee. Payroll deduction authorization cards must be received by the County department by the fifteenth (15th) day of the month to be recognized as effective for that month. The County will transmit to the duly designated officer of the Union the total amount so deducted together with the list of names of the employees from whose pay deductions were made. All refunds of such deductions which may be required to be made to any employee shall be made by the Union, and the Union shall settle all questions, and disputes between it and its members with reference to the deductions or refunds of the like without recourse to the County. e. The Employer will distribute one copy of this Agreement to each employee in the unit and to each newly hired employee of the unit. The cost of printing this Agreement shall be equally shared between the Department and the Union. f. The Union agrees to supply the Employer with lists of officers of the Union and representatives and to keep such lists current. The Employer will recognize the officers and representatives, or shop stewards. g. Signatory organization will indemnify, defend, or hold the Employer harmless against any claims made and against any suit instituted against the County on account of any check- off of dues for the Union organization. The Union agrees to refund to the County any amounts paid to it in error on account of the check -off provisions upon presentation of proper evidence thereof by the County. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 8 3.2 NONDISCRIMINATION – UNION ACTIVITY Neither party shall discriminate against any employee because of membership in or non - membership in or activity on behalf of the Union. No employee shall be discharged or discriminated against for upholding Union principles, fulfilling duties as a Steward in the Union or serving on a Union committee. ARTICLE 4 – UNION / EMPLOYER RELATIONS 4.1 UNION ACCESS Employees shall have the right to Union representation. The Union’s authorized staff representatives shall have access to the Employer’s premises where employees covered by this Agreement are working for the purpose of investigating grievances and contract compliance, after notifying the Employer. Access for other purposes shall not be unreasonably denied by the Employer. Such visits shall not interfere with or disturb employees in the performance of their work during working hours. 4.2 FACILITY USE The conduct of Union business on Employer time and premises shall be subject to the limitations set forth in this Article and with the understanding that no Union member or 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 between the hours of 5:00 pm to 8:00 am and 12:00 pm to 1:00 pm, unless otherwise approved by the Employer. 4.3 STEWARDS The Union may designate Shop Stewards and alternates in the Appraiser’s Office. Stewards shall be allowed reasonable time during working hours to investigate and process grievances. Prior to undertaking such grievance duties, the Steward shall inform their supervisor of the need to be away from their work. The Elected Official/Department Head shall grant the Steward's request unless the Steward cannot be spared at that particular time. If such is the case, then the Elected Official/Department Head shall allow the Steward time to perform their Steward duties at the earliest possible time. The Union shall provide the Human Resources Department with a current list of all Stewards. With notice to the Employer, Stewards shall be allowed reasonable time during working hours to investigate and process grievances, as defined in Articles 4.8, 4.9 and 19.4. Union activities other than those provided for in this Article are to be conducted on the employee's own time; e.g. lunch or coffee breaks, before or after work. Employees shall attend Union meetings on their own time. 4.4 ORIENTATION Human Resources will notify the shop steward and Union representative of each new hire within ten (10) business days of the date of hire. 4.5 BULLETIN BOARDS The Employer will provide a bulletin board for Union use. No materials shall be posted except notices of meetings and elections, results of elections, changes in Union by-laws, notices of employee social occasions, similar Union notices, letters, and memoranda. Union will limit the posting of any material on the Employers’ premises to its bulletin board. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 9 4.6 CONTRACT DISTRIBUTION The Union will provide access to a copy of this Agreement to each new and current employee in the unit. 4.7 NEGOTIATIONS RELEASE TIME The Employer will 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. 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 Steward or the grievant is working on something that requires immediate attention. If permission cannot be immediately granted, the Employer will arrange to allow investigation of the grievance at the earliest possible t ime. When it is necessary for Stewards to conduct Union business authorized by this Agreement in an area or on a shift other than their own, they shall notify the supervisor of that area or shift of their presence and of the nature of their business. No compensation shall be provided by the Employer for such steward activities outside the employee’s work shift, without express pre-authorization by the steward’s Department Director or Human Resources. 4.9 UNION BUSINESS Compensable Union business shall be defined as meeting with an authorized Employer representative who schedules a meeting during normal business hours when it is necessary for a duly authorized Steward of the Union (who is also a member of the bargaining unit) to attend for the purpose of resolving a grievance filed by a member of the bargaining unit, or other issues that require the presence of a Union official. When reasonably possible, the Union representative will notify their Supervisor or designee when they are requested to attend a Union meeting during regular business hours. Consistent with Articles 4.3, 4.8 and 19.4, stewards and/or the Officers shall be afforded reasonable time for the investigation of grievance and compliance issues dealing with this Agreement. Other Union business will not be conducted on Employer time. Any concerns by the Employer which indicate that a Steward is spending an unreasonable amount of time performing Union duties shall be referred to Human Resources for discussion and resolution with the Staff Representative of the Union or their designee. The Union and the Employer have the right to communicate on matters of concern using e-mail, written correspondence, and telephonic communications. The Parties agree to ensure that all respective stakeholders are notified and copied appropriately. The parties agree to respond to written and e-mail correspondence and telephonic messages as soon as reasonably possible. 4.10 BARGAINING UNIT ROSTER The Auditor's Office will provide the Union with a list of all employees within the bargaining unit on an annual basis. The Auditor will also provide to the Union President/Shop Steward the name and other pertinent information regarding new hires. The Union agrees to supply Human Resources with current lists of Stewards. The Employer will recognize the stewards as soon as the list is received, in writing, by Human Resources. ARTICLE 5 – EMPLOYMENT 5.1 PROBATIONARY PERIODS All newly hired employees will serve an initial probationary period of six (6) months, with the option of an extended education probationary period, and must complete one year in field training . Continued Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 10 employment will be based on successful completion of the required education. During this period, an employee may be terminated for failure to pass the educational requirements or just cause. A probationary period may be extended by the Employer with written notice to the employee and the Union. A probationary employee does not have the right to grieve dismissal. Trial Service Period - Employees who are transferred or promoted to another position and/or classification in the bargaining unit shall serve a trial service period for three (3) months of work, consistent with Article 7.3. 5.2 TYPES OF EMPLOYMENT (NOTE: BENEFITS ELIGIBILITY MAY NEED REVISED PER ACA) 5.2.1 REGULAR FULL-TIME EMPLOYEES: A regular full-time employee is scheduled to work forty (40) hours per week in a regularly budgeted, on-going position. Regular Full-Time employees are eligible to receive the standard benefit package. 5.2.2 REGULAR PART-TIME EMPLOYEES: A regular part-time employee typically is scheduled to work a minimum of twenty (20) hours per week but no more than forty (40) hours per week in a regularly budgeted, on-going position. Regular Part-Time employees are eligible to receive the standard benefit package, prorated to match the FTE percentage and adjusted by actual hours worked. Medical benefits are consistent with Article 15.1. 5.2.3 TEMPORARY EMPLOYEES: A temporary employee is hired for a specific assignment that has a duration of employment and schedule that is anticipated to work one thousand and forty (1,040) hours or more in a twelve (12) month period. 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 thirty (30) calendar days’ notice from the employee, whichever is earlier. The regular employee shall continue to earn seniority as to their former position during the period of the temporary position assignment. Any new-hire employee who is hired to fill the vacancy, which was created by the regular employee accepting a temporary position, will also be hired as a temporary employee and that employee will cease to have employment rights upon the return of the regular employee to the former position. Employees in temporary positions serve an anticipated but not guaranteed term. While a term of employment is anticipated, the assignment / project may be terminated at any time for any reason, with or without notice. 5.2.4 EXTRA HELP / ON-CALL EMPLOYEES: An on-call / extra help employee works in a limited, but on-going capacity. They do not have a specific end date. Their schedule may consist of an intermittent or varying schedule per week on an as needed basis, and are anticipated to work fewer than one thousand and forty (1,040) hours within a twelve (12) month period. They are not eligible for the benefits package. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 11 5.3 CONTRACTORS The Employer will make good faith efforts to limit bargaining unit work to employees covered by this Agreement. Should the Employer consider Subcontracting, the parties shall meet to allow the Union an opportunity to review the County’s financial reasons for considering subcontracting and to present any 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 / INTERNS Student and Internship programs may be created by the employer provided such does not take work away from budgeted classifications represented by the Union, the Union is provided notice and, upon request by the Union, the Employer meets with the Union to discuss the impacts and benefits of the program. ARTICLE 6 – HOURS OF WORK AND OVERTIME 6.1 WORKDAY / WORKWEEK The workweek shall normally consist of five (5) workdays within a seven (7) consecutive day period beginning Sunday at 12:00 a.m. through Saturday 11:59 p.m. The assignment of workdays and work schedules shall be determined by the Employer in order to meet business and customer service needs or in response to budgetary demands. Changes in work schedule, which may include changes in the schedule or total hours, shall be consistent with Article 6.2. 6.2 WORK SCHEDULES For regular full-time employees, the workweek shall normally consist of forty (40) hours of time scheduled within a seven (7) consecutive day period. Work hours for full-time employees covered by this Agreement shall normally be 8:00 a.m. to 5:00 p.m., unless a County Office or Department establishes an alternate work schedule as described below: A. The regular workweek shall normally consist of five (5) consecutive workdays, Monday through Friday. B. The County may modify the regular workweek to support special purposes at specified periods of time (for instance, April/October tax receipt collections, and annual property revaluations), provided employees receive at least five (5) working days’ notice of the schedule change. C. The Employer may change employee work schedules with five (5) working days’ notice to the employee and their Union representative. Less than five (5) working days’ notice may be given if mutually agreed between the employee and the Employer. D. Hours shall be extended outside of normal business hours as necessary to allow for the uninterrupted and efficient operation of the Assessor’s Office as determined by the Assessor or designee. Employees may continue to work 4-10 or 9-80’s schedules, as allowed by the Assessor. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 12 A. All hours compensated over ten (10) hours in a day, or forty (40) hours in a workweek shall be paid at the rate of time and one-half (1 ½) the regular rate. B. Any Holiday that falls on a scheduled workday of a 4-10’s or 9-80’s workweek shall be paid for eight (8) hours of Holiday Benefit pay. Employees shall have the opportunity to use two (2) hours vacation/accrued comp time to supplement the eight (8) hours pay. If the employee does not have accrued vacation time or comp time available, the two (2) hours shall be leave without pay. C. The rate of Sick Leave accrual and Vacation Leave accrual shall remain the same – one day accrual shall mean eight (8) hours. D. Sick Leave and Vacation Leave will be charged by the number of hours taken. E. If a call-out is required on a scheduled day-off, it will be treated in the same manner as any Saturday call-out. As scheduled by the Supervisor; Rest Breaks and Meal Periods will remain the same. Flex Time: Flexible starting and/or quitting times may be adopted, on a case-by-case basis, with mutual agreement between the employee and their Employer. These work schedule adjustments shall not result in the application of the overtime provisions. Alternate Work Schedule: Workweeks and work shifts of different numbers of hours and/or workdays may be established by the Elected Official/Department Head in order to meet business and customer service needs, or in response to budgetary demands. Employees may be assigned to an alternate work schedule with five (5) working days’ notice from the Department Head. An employee may request to work an alternate work schedule, which shall be subject to the approval of the Employer. The alternate work schedule shall not result in the application of the overtime provisions. 6.3 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. 6.4 OVERTIME Any employee who works more than forty (40) hours in a workweek shall be compensated at the rate of one and one-half times their straight-time hourly rate for all such overtime hours worked. An employee assigned to work on a Sunday or on a Holiday, when it is not within the employee’s usual work schedule, shall be compensated at a rate of two 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. Upon a request to work beyond the regular workday or workweek, by mutual agreement, the parties may agree upon an adjusted work-week for that specific workweek, for purposes of employee convenience and to avoid overtime 6.5 COMP TIME The Employer may authorize comp time in lieu of overtime compensation and, if so, the employee shall receive comp time at the rate of one and one-half times their straight-time hourly rate for all Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 13 overtime hours worked. Comp time earned may not exceed eighty (80) hours at any point in time. Employees shall receive overtime compensation whenever their accrued comp time reaches the eighty (80) hours maximum. Upon approval by the County, the employee may be permitted to cash out all or part of the excess comp time. For employees hired on or after January 1, 2019, no rollover comp time can be banked, and the allowed eighty (80) hours of accrued comp time must be used by the end of each year. If the employee does not use all their accumulated comp time, they will receive a payout for the unused comp time on the December 25 payroll check. The scheduling of comp time off shall be requested and approved in the same manner as vacation leave. Compensation shall not be paid (nor comp time earned) more than once for the same hours under any provision of this Article or Agreement. Premium or overtime pay shall not be duplicated or pyramided unless required by the Fair Labor Standards Act, in which case premium or overtime pay shall be based on the employee’s regular rate of pay. Unless there are bon-a-fide work requirements, authorized overtime work opportunities shall be distributed as equally as possible, in inverse order of seniority within job classifications. Employees may decline voluntary overtime opportunities. ARTICLE 7 – EMPLOYMENT PRACTICES 7.1 NONDISCRIMINATION Under this Agreement, neither party will discriminate against employees on the basis of race, sex, age, marital status, color, creed or religion, national origin, political affiliation, veteran status, sexual orientation, or any real or perceived sensory, mental or physical disability, or because of participation in or lack of participation in union activities. Bona fide occupational qualifications based on the above traits do not violate this Section. Sexual harassment will be considered discrimination under this Article. Disputes involving this Article may be processed through an appropriate agency and/or the grievance procedure; however, use of the grievance procedure is encouraged prior to the initiation of any other official action involving such a dispute when the action is originated by the Union or members thereof. Whenever words denoting gender are used in this Agreement, they are intended to apply equally to either gender. 7.2 JOB POSTING When a job opening or vacancy in the bargaining unit occurs, notice of such position shall be posted by the Human Resources Department for a period of no less than seven (7) calendar days before the position is filled. The posting shall indicate the salary 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. Job vacancies (or newly created positions) under this Agreement shall be posted as follows: A. The posting of a vacant or new position shall begin in the department in which the position exists, and shall be limited to bargaining unit employees within that department. The notice shall be posted for seven (7) calendar days. Former bargaining unit employees of the department who were laid off from another job classification and are on the recall list shall be notified of such vacancies during their Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 14 recall period. These individuals may apply for internal job openings and shall be considered at the same time as active bargaining unit employees of the department. B. If a qualified candidate is not identified internally, the department head shall post the position bargaining unit-wide for seven (7) calendar days. Bargaining unit employees who were laid off and are on the recall list may apply for the position. A Department Head may elect to simultaneously post the position within their department and bargaining unit-wide for seven (7) calendar days. C. Qualified employees must apply for the posted position within the seven (7) calendar day posting period(s) described above in order to be considered. If a qualified candidate is not identified, the Department Head may post the position generally. D. The term “qualified” shall mean that the applicant meets the qualifications for the position as stated on the job description and, if the applicant is an employee, they shall not currently be in a sustained disciplinary process. It is the Employer’s interest to fill positions with the most qualified individuals who apply. While qualified employees within the bargaining unit shall be given first consideration for a position, the Employer may consider outside applicants if two or less qualified bargaining unit employees apply. 7.3 PROMOTIONS Promotions, Transfers and Demotions defined - As used in this Article the following terms mean: A) Promotion is a change of an employee from a job classification to a different job classification which is compensated at a higher salary range. B) Transfer is a change of an employee from a job classification to a different job classification which is compensated at the same salary range. C) Demotion is a change of an employee from a job classification to a different job classification which is compensated at a lower salary range. Employees who are reclassified, promoted or transferred may serve a trial 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.). 7.4 PERSONNEL FILE / POLICIES Unless otherwise provided by the terms of this Agreement, the Employer Administrative and Personnel Policies shall apply to members of this bargaining unit. Employees shall also refer to Employer policies to resolve matters not covered by this Agreement or for clarification of matters covered by this Agreement. However, where there is a conflict between Employer policies and any provisions of this Agreement, the provision(s) of this Agreement shall govern. The official personnel file for each employee shall be clearly identified as such and the Human Resources Department shall be the custodian of such files. The files shall be locked, and access shall be limited to the employee’s Elected Official/Department Head or anyone designated by the Employer Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 15 to act on their behalf, and staff in the Human Resources Department. An employee may examine their own personnel file by making an appointment with Human Resources. Representatives of the employee may be granted access with the written authorization of the employee, except as authorized by law. Conditions of hiring, termination change in status, shift, evaluations, commendations and disciplinary actions shall be in writing with a copy to the Employee prior to placement in their personnel file. The Employer’s failure to abide by this Article pertaining to personnel file access shall not affect the Employer’s ability to proceed with the merits of discipline or discharge but may be a separate Union grievable matter and any grievance time-lines will be correspondingly extended. Employees shall have the right to provide a written response to any written evaluations or disciplinary actions to be included in the personnel file. Upon approval of the Human Resources Department, employees may add additional documents to their personnel file including, but not limited to, certifications, degrees, and commendations. Medical files shall be kept separate and confidential in accordance with state and federal law. 7.5 EVALUATIONS The purpose of evaluation is to help an employee be successful in performance and to understand the standards and goals of their position and their Department. The evaluation will assess and focus on the employee’s accomplishment of their job functions and the goals and standards of the position. Where the employee does not meet the above, a plan for correction, training or support should be developed with the employee. Evaluation may occur in two forms: 7.5.1 All regular employees should be formally evaluated in writing by their immediate supervisor and/or Department head or designee during the probationary or trial service period and at least annually (at date of hire or a common date) thereafter. 7.5.2 Additionally, evaluation of job performance may occur at 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. 7.6 DISCIPLINE / CORRECTIVE ACTION The Employer agrees to act in good faith in the discipline, dismissal or demotion of any regular employee and any such discipline, dismissal or demotion shall be made only for just cause. No employee shall be discharged except for just cause. The parties recognize that just cause requires progressive discipline. Progressive discipline may include: Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 16 • oral warnings, which will be documented; • written warnings – which may also include work performance improvement or corrective action plan for poor work performance or misconduct, • suspension without pay; • demotion; or • discharge. The intent of progressive discipline is to assist the employee with performance improvement or to correct misconduct. Progressive discipline shall not apply where the offense requires more serious discipline in the first instance. Both the sequencing and the steps of progressive discipline are determined on a case-by-case basis, given the nature of the problem. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline, but rather be acknowledgment of receipt. Employees shall have the right to review and comment on disciplinary actions in their personnel file. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. The Employer will notify the Union in writing within three (3) working days after any notice of discharge. The failure to provide such notice shall not affect such discharge but will extend the period within which the affected employee may file a grievance. The Employer recognizes the right of an employee who reasonably believes that an investigatory interview with a supervisor may result in discipline to request the presence of a Union representative at such an interview. Upon request, they shall be afforded a Union representative. The Employer will delay the interview for a reasonable period of time in order to allow a Union representative an opportunity to attend. If a Union representative is not available or delay is not reasonable, the employee may request the presence of a bargaining unit witness. (Weingarten rights) Employees shall also have a right to a notice and a determination meeting prior to any disciplinary action (except oral warning). The Employer must provide a notice and statement in writing to the employee identifying the performance violations or misconduct alleged, a finding of fact and the reasons for the proposed action. The employee shall be given an opportunity to respond to the charges in a meeting with the Employer, and shall have the right to Union representation during that meeting, upon request. (Loudermill rights) The Employer shall endeavor to correct employee errors or misjudgments in private, with appropriate Union representation if requested by the employee. Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such action as to any post-probationary employee was for just cause. Just cause shall be established if the following has been shown by the Employer: 7.6.1 That the Employer did forewarn employee of possible consequences of conduct; Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 17 7.6.2 That the Employer policy, rule, or order involved reasonably related to the orderly, efficient, or safe operation of the Employer; 7.6.3 That before administering discipline, the Employer did make an effort to discover whether employee did, in fact, violate or disobey an Employer policy or rule; 7.6.4 That the Employer conducted its investigation objectively; 7.6.5 That, in the investigation, the Employer did obtain evidence or proof that the employee violated such Employer policy or rule; 7.6.6 That the Employer applied its rules, orders, and penalties without discrimination under the circumstances; and 7.6.7 That the degree of discipline was reasonably related to the seriousness of the offense and/or the employee’s record. ARTICLE 8 – SENIORITY 8.1 DEFINITIONS Office/Department Seniority: the service time spent in each individual Elected Official’s Office or Department within the bargaining unit. Employer/County Seniority: The total unbroken service with Mason County. An employee’s County seniority shall be established as the initial date of hire upon completion of the original six (6) month probationary period. Bargaining Unit Seniority: the total length of continuous calendar-based service with the Employer and in the bargaining unit. Seniority shall be established upon appointment to a regular full-time or part-time, budgeted position within the bargaining unit. No seniority shall be established while an employee is employed in Seasonal or Extra Help/On-Call position. Time in service in a Temporary position shall count for leave accrual or step movement purposes only. A Temporary employee or a Regular employee in a Temporary position who is hired without a break in service directly into a Regular position in the same classification shall be credited for Office / Department Seniority from the original date of hire into that classification. The appointment date shall be adjusted for leaves of absence without pay, except when such leaves are the result of federal or state legally protected leaves. Other Definitions: 8.1.1 Application of Seniority How an employee’s years of continuous service are utilized to determine their respective rights in regard to postings, promotions, reassignment, transfer, layoff, or recall. 8.1.2 Continuous Service Means uninterrupted employment with the Employer subject to the following provisions: 1. Continuous calendar-based service shall include uninterrupted employment. 2. Continuous service is terminated by resignation, termination, retirement, layoff or failure to respond to two offers of recall to former or comparable employment. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 18 8.1.3 Layoff A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full-time equivalent (FTE) positions or in the number of partial FTEs within the Employer or within a job classification covered by this Agreement. A reduction in force in a classification may occur for reasons of lack of funds, lack of work, efficiency or reorganization. Reductions in force are identified by classification within the affected Office or Department. 8.1.4 Affected Group / Employees An Affected Group would be any job classification that is subject to a layoff. An Affected Employee would be the least senior employee(s) within an affected job classification which are subject to lay-off or reduction in force and have certain rights as a result. 8.1.5 Layoff Alternatives A number of alternatives exist for affected employees including: 1. Assume a vacant position - per Article 8.13.1 2. Bump - displacing a less senior employee 3. Recall - accepting unemployment and the option of future recall 8.1.6 Bumping The displacement of a less senior regular employee by another regular employee with more seniority as defined by this Article. 8.2 APPLICATION OF SENIORITY In the event of reassignment, transfer, layoff, or recall, seniority shall be the determining fact or where employees are equally qualified to do the job. Seniority shall be applied in the following manner: (A) For the purpose of promotions and/or layoff, from within a department, seniority shall mean time spent in a job classification within the bargaining unit. (B) For all other purposes, seniority means total unbroken service with Mason County. An employee’s County seniority shall be established as the initial date of hire upon completion of the original six (6) month probationary period. 8.2.1 Postings / promotions In regard to job postings, promotion and reassignment, “qualifications” and/or “ability” will be the primary consideration, with such posting or promotion being consistent with Article 7 and this Article. Qualifications will include the minimum qualifications of education, training and experience as set forth in the job description, as well as the job performance, ability, employment record and contribution to the needs of the Department. 8.2.2 Layoffs Total Office / Department Seniority shall determine who is to be laid off within the selected classification (affected group) and within the Office or Department. The least senior regular employee(s) within the classification shall be the affected employee(s). In the event of two employees having the same Office / Department Seniority, bargaining unit seniority shall be determinative. In the event of two employees having the same bargaining unit seniority, Employer seniority shall be determinative. 8.2.3 Bumping As to bumping, the employee’s “competence” and the ability to adequately perform the unique functions of the job assignment will be the primary consideration, applied in Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 19 accordance with seniority. Competence / Ability to adequately perform will be defined as the immediate, clear and full performance on the job, with a minimal period of orientation and no material reduction in the efficiency of the operation or services, as determined by the Employer. 8.2.4 Recall Seniority shall be determinative in the identification of which employee is to be recalled, when there are more than one who is qualified and/or have previously performed a position. In the event that an employee is being recalled to a new position, the employee’s qualification and the ability to adequately perform the unique functions of the job assignment will be the primary consideration, applied in accordance with seniority, consistent with Article 8.2.3. 8.3 PROBATIONARY PERIOD Upon successful completion of the probationary period, the Employer seniority of the Regular employee shall be established as the initial date of hire including the service during the probationary period. Department seniority shall then be based on continuous service with the Department. 8.4 LOSS OF SENIORITY Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided that employees on layoff 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: 8.4.1 Resignation. 8.4.2 Discharge. 8.4.3 Retirement. 8.4.4 Layoff / Recall list of more than eighteen (18) consecutive months. 8.4.5 Failure to respond to two offers of recall to former or comparable employment. Employees who are re-employed following the loss of their seniority, shall be deemed a newly-hired employee for all purposes under this Agreement, except as provided in the following: if an employee is laid off or resigns in good standing after working at least twelve (12) consecutive months, and is thereafter re-employed within twelve (12) months (or eighteen (18) months in the event of recall), the employee will, upon successful completion of the probationary period, regain the seniority that they had as of the effective date that the employee resigned. 8.5 LAYOFFS A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full- time equivalent (FTE) positions or in the number of partial FTEs within the Employer or within a job classification covered by this Agreement. For purposes of this article, layoff is further identified as any reduction in hours which results in a regular position being less than their budgeted FTE. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 20 Total Office/Department Seniority shall determine who is to be laid off within the selected classification. Bumping rights are determined by Office or Department seniority, consistent with Article 8.2. Employees scheduled for layoff may bump into another employee’s position in lieu of being laid off, if all of the following conditions are met: 1. They have more seniority than the employee they will bump; 2. The job classification they are bumping to is paid on a salary range that is equal to or less than the salary range of their job classification; 3. They previously held status in that job classification or they are determined by the Employer to be qualified to immediately perform the primary functions of the job; and 4. They provide at least five (5) working days’ notice from the date of the layoff notice of their intent to exercise their bumping right to the Employer. Layoff process: A. The Employer may reduce the work force because of lack of work, lack of funds, or workflow reorganization. B. If a reduction in the work force becomes necessary, the Employer will first consider reduction through normal attrition, (i.e., by not filling normally occurring vacancies). C. If normal attrition is not feasible, then the Employer shall determine which positions(s) will be eliminated. The least senior employee(s) in the affected job classification(s) within the affected department shall be laid off. Before laying off any regular employee, all temporary and probationary employees within the same Office or Department shall be laid off first, provided there is a regular employee qualified to do the work of the position. 8.6 NOTICE Employees scheduled for layoff shall be given at least fourteen (14) calendar days’ written notice of the layoff. 8.7 MEETING WITH UNION The Union shall also be notified in writing of any reduction in hours proposed by the Employer, including the purpose, scope, and duration of the proposed reduction. Upon the Union’s request, the Employer and the Union shall meet promptly during the notice period identified in Article 8.6 to discuss the reasons and the time-lines for the layoff and to review any suggestions concerning possible alternatives to layoff. Union concerns shall be considered by the Employer prior to implementation of any reduction in hours. This procedure shall not preclude the Employer from providing notice to employees or requesting volunteers to take leaves of absence without pay, provided the Employer notifies the Union of the proposed request. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 21 8.8 AFFECTED GROUP The following procedure shall apply to any layoff: 8.8.1 Affected employees The Employer shall first determine by job classification the number of employees or FTEs to be affected by the layoff. The employee(s) holding such FTEs, which are subject to layoff, shall be the “affected employee(s).” The least senior employee, by Office or Department seniority, within the affected job classification shall be selected for layoff, consistent with Article 8.2.2. The exception would be only when the Employer determines that the position requires unique qualifications and abilities necessary to perform the specialized and required functions of that position, which would then become an overriding factor. In cases where Office or Department seniority within a job classification is equal, bargaining unit seniority will be the determining factor. In the event this is also equal, Classification seniority will control. In the event this is also equal, Employer seniority will control. If all of the seniorities are equal, then Management shall make the final decision based on performance and job skills. 8.8.2 Volunteers Simultaneous with implementing the provisions of the layoff procedure, the Employer may first seek, by a five (5) working day posting process, volunteers for layoff or voluntary resignation from among those employees who work within the same job classification as the affected employees. If there are more volunteers than affected employees, volunteers will be chosen by bargaining unit seniority. Employees who volunteer for layoff may opt for recall rights as described in this article at the time of layoff. If there are no or insufficient volunteers within the affected job classification, the remaining affected employees who have received notice must choose promptly (within five (5) full working days of receipt of the Notice) among the layoff options set forth in Article 8.13. 8.8.3 Probationary Employees If the number of volunteers is not sufficient to meet the announced number of necessary layoffs, and if the affected employee is an initial probationary employee, then that employee shall be laid off and are ineligible to select among layoff options. 8.9 VACANT POSITIONS Positions will be filled in accordance with Article 8.2 and other sections of this Article. Within the bargaining unit and the Department, affected employees and employees on the recall list shall be given first opportunity for vacant bargaining unit positions for which they are qualified prior to outside hiring by the Employer, consistent with Article 8.13.1. Within other Departments affected employees will be given consideration for vacant positions for which they are qualified. 8.10 SENIORITY LIST The Employer shall update the seniority list and provide it to the Union annually or upon request, consistent with Article 3.3. 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. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 22 8.11 ORDER OF LAYOFF The least senior employee (by Department Seniority) within the affected job classification and affected Department shall be selected for layoff. No regular employee shall be laid off while another employee in the same classification within the Department is employed on a probationary, extra help or temporary basis, unless specialized skills are required to fill the position that are not possessed by the regular staff member. This provision shall apply only to the classification where the initial layoff occurs and not to the classification into which laid off employees have bumped. 8.12 COMPARABLE EMPLOYMENT For purposes of this Article, “comparable employment,” “comparable position” or vacancy shall be defined to include a position which has the same salary pay range and, additionally, the educational and experience qualifications, FTE and work-week are substantially similar. 8.13 LAYOFF OPTIONS Affected employees who have completed their probationary period shall have the following options: 8.13.1 Assume a Vacant Position On a bargaining unit seniority basis, to assume a vacant position in the same Department and bargaining unit, for which they are qualified. On a bargaining unit seniority basis, the employee shall also be considered for available job openings within the Employer for which the employee is qualified. When a regular full-time or part-time employee is being laid off the Employer may offer a temporary position if one is available and the employee has the ability to perform the work. Laid off employees who accept these assignments will be provided the benefits and provisions of the temporary assignment. Employee(s) accepting these assignments will be subject to recall. 8.13.2 Bump Employees notified for layoff may bump other employees in their own department in lieu of being laid off, if all of the following conditions are met: 1. They have more seniority than the employee they will bump; 2. The job classification they are bumping into is paid on a salary range that is equal to or less than the salary range of their job classification; 3. They previously held status in that job classification or they are determined by the Employer to be able to immediately perform the primary duties of the position they are requesting to bump into; and 4. They provide written notification to their department head of their intent to exercise their bumping right within five (5) calendar days’ of receiving their layoff notice. Under no circumstances shall an employee’s exercise of their bumping right result in a greater benefit to the employee than previously held (e.g. a promotion or increase to full-time if previously part-time). The employee bumping into another position shall be given an orientation period to familiarize the employee with the practices and/or policies related to the job. The employee who may be displaced by the more senior employee who is bumping shall be provided at least fourteen (14) calendar days’ written notice of layoff. If this employee is eligible to bump another employee pursuant to the conditions, outlined in this subsection, then that third employee identified for layoff shall be laid off. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 23 It is understood that employees being laid off and/or recalled under this Agreement must meet the education, experience and, if applicable, license and/or certification requirements and be able to immediately perform the primary duties of the position they are requesting to bump or be recalled into. Regular Employees faced with a reduction of hours shall have the option of remaining in the reduced position (if above the 20-hour threshold) or bumping to a lower classification, if competent as defined in Article 8.2.3. Competent shall mean having demonstrated skills and required experience to perform the job; and in case of disputes, the final decision shall be made by the Employer. An employee who has bumped shall move to the highest step of the new range that does not exceed their current salary. If there is no employee in the next lower classification who is less senior than the person scheduled for layoff, that person may look progressively to the next lower classification for such bumping rights. The employee who is bumped by the affected employee shall have the same rights under this Article. 8.13.3 Recall If the affected employee elects not to take a vacant position, elects not to bump or cannot immediately and adequately perform the functions of the job assignment in assuming a vacant or bumped position, then that employee will be placed on the recall list and will be eligible for recall under Article 8.15. Nothing contained in this layoff section shall be construed to require the Employer to modify its position and classification structure in order to accommodate bumping or other re-employment rights. Salary placement rules shall apply to recall to regular positions and to employees who have bumped. Employees bumping to another position shall retain their old anniversary date for purposes of step increases. Persons recalled to the same salary range shall be placed in their former step and time in step. The salary for non-regular positions not represented by the bargaining unit shall be determined by the Employer. 8.14 REDUCTION HOURS / FTE An employee subject to an involuntary reduction in their FTE may elect to accept the reduction, may bump and/or may elect to be placed on recall in accordance with Article 8.13. If the reduction results in hours less than their budgeted FTE, it will be considered a layoff and the employee shall have the right to bump or recall list. 8.15 RECALL Any regular employee who is laid off shall have their name placed on a recall list within their department for the classification they were laid off from, for any lower classification in the same series, and for any other classification in which the employee has held regular status. The employee's name shall remain on the recall list(s) for a period of eighteen (18) months from date of layoff. Persons shall be recalled in inverse order of layoff to the classification held at the time of layoff. Employees who were laid off may be considered for other positions in the Assessor’s office that they are deemed qualified to perform. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 24 It shall be the responsibility of each person on a recall list to keep the County informed of their current address and telephone number. The layoff letter to the employee shall advise him/her of their recall rights and of the name and address of the person in County government to whom the employee must send notice of their current address or any subsequent changes. The County shall have the right to remove the name of any person on the recall list if there is no response within fourteen (14) calendar days after the County has mailed a certified letter (return receipt request) to the person's last known address. If an employee on recall accepts an opportunity to return to work in a lower classification than the one laid off from, the employee’s name may remain on the recall list for their previous higher classification for the balance of the eighteen (18) months, and shall be given an opportunity to accept such a position if it should become available. If an employee is recalled to return to the same classification from which they were laid off, and refuses the offer to return, their name shall be removed from the recall list and further return rights shall be forfeited. Employees recalled to their former classification within eighteen (18) months of being laid off shall be placed at the same salary range and step, and time in step, in effect at the time of layoff. In addition, employees recalled to County service within eighteen (18) months to the same or another job classification in the bargaining unit shall have the sick leave balance as of the date of layoff restored (unless the employee received a sick leave cash out at the time of layoff), shall accrue vacation leave at the same accrual rate in effect as of the date of layoff, and the number of years of continuous county service at the time of layoff shall be credited towards eligibility for the longevity benefit. Employees recalled into regular part-time positions shall be subject to pro-rated benefits as described in other articles of this Agreement. As long as any employee remains on the recall list the Employer shall not newly employ by hiring persons into the affected bargaining unit 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. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 25 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 June 1, 2022 through December 31, 2024, each employee shall have their base wage as set forth in Appendix I and adjusted by an across the board increase as set forth below: INCREASE 6/1/2022 2.25% 1/1/2023 2.15% 1/1/2024 2.00% Should it become necessary to establish a new job classification within the bargaining unit during the life of this Agreement, the Employer may designate a job classification title and salary for the classification. The salary for any new classification within the bargaining unit shall be subject to negotiations, consistent with Article 2.2. Each move within a range is determined by the employee's anniversary date. The anniversary date is the day the employee started work within a range. Upon promotion of an employee placing him/her in a higher range, the date of the promotion becomes the anniversary date that determines future step increases within that range. The employee's actual date of hire with Mason County will always remain the same (regardless of promotion) for purposes of vacation leave, sick leave, and retirement. The Employer shall make available information monthly which shall reflect all items covered by gross pay such as; sick leave, vacation time, straight time and overtime. 9.2 HIRE-IN RATES New regular employees shall normally be placed at Step 1 of the appropriate salary range or placed consistent with current personnel rules. ARTICLE 10 – OTHER COMPENSATION 10.1 CALL-BACK PAY Regular and Temporary full-time employees who are called back to work after leaving the job site (and not adjacent to the next regularly scheduled shift), shall receive a minimum of two (2) hours’ pay at the overtime rate. When an employee is called out between shifts, the time worked between shifts shall be paid at the rate of one and one-half (1½) times the regular rate. De Minimis phone contact does not constitute a call back. After working the call out shift, the employee may have the option of working the next regularly scheduled shift, provided the supervisor and the employee feel the employee can carry out the duties of the position safely. When the employee does continue working, the time worked on the next regularly scheduled shift shall be compensated at the normal straight time rate. Part time employees who are called back to work after leaving the job site shall receive a minimum of two (2) hours’ pay at the appropriate rate of pay. All employees will respond to emergency call-outs unless extenuating circumstances such as illness or other incapacitation prevent the employee from responding. Pursuant to provisions of RCW 38.52 concerning Emergency Management, and Mason County Code 2.19.050, the County may utilize personnel of any County Department or agency in a declared disaster. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 26 During periods of emergency, changes of shift can be made with eight (8) hours’ notice, provided the employee has eight (8) hours off between the two (2) shifts. This provision shall apply to employees who are required to attend Employer scheduled meetings on their regularly scheduled day(s) off. 10.2 WORK IN A HIGHER CLASSIFICATION No employee shall be reduced in salary or benefits because of being assigned by the Employer to perform the work of a lower classification, except in the situation of lay off. A supervisor may assign an employee to perform the primary duties of a higher classification, when those duties are not part of the employee’s current job classification, for the purpose of: A. Providing work coverage during an authorized vacation period; B. Providing work coverage during an authorized sick leave; C. Providing work coverage for an authorized leave of absence; or D. Providing work coverage for a currently vacant position. Employee(s) assigned to work at least three (3), eight (8) hour days within a twenty-one (21) calendar day period, in a higher classification will receive the first step salary of the appropriate classification that provides at least a five percent (5%) increase for all time spent in that higher classification. The employee must be performing most of the essential functions of the higher classification to have that time count toward the additional compensation. This section is not applicable to employees who are being trained to perform the work of the higher classification. 10.3 MILEAGE REIMBURSEMENT All bargaining unit employees who are required to use their own vehicles for Employer business shall be reimbursed at the mileage rate set by the current policy for all miles driven on such business. 10.4 LONGEVITY The County shall provide additional compensation above each eligible, regular full-time employee’s base salary (or base hourly rate, if applicable) to recognize continuous length of service as a County employee. Eligible, regular part-time employees shall receive pro-rated longevity benefit in proportion to the number of hours the regular part-time employee is in pay status during the month as compared to that required of full-time employment. The longevity benefit will be implemented in accordance with the following schedule: Beginning in 11th and continuing thru 15th years 1.5% above base Beginning in 16th and continuing thru 20th years 3.0% above base Beginning in 21st and continuing thru 25th years 4.5% above base Beginning in 26th year and continuing thereafter 6.0% above base 10.5 CLOTHING ALLOWANCE The County shall provide an annual clothing allowance to each bargaining unit employee in the amount of Two and Fifty Hundred Dollars ($250), payable by the second payday in July. ARTICLE 11 - HOLIDAYS 11.1 HOLIDAYS The following designated annual paid Holidays shall be observed per County Policy (other than the Floaters). Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 27 New Year’s Day Labor Day Martin Luther King Day Veteran’s Day (Armistice Day) Presidents’ Day Thanksgiving Day Memorial Day Day After Thanksgiving* July Fourth Christmas Day Juneteenth Two (2) Floating Holidays Christmas Eve * For employees on 4-10s (Monday through Thursday), the ‘Day after Thanksgiving’ holiday shall be observed on Wednesday, the day before Thanksgiving. Eligible full-time employees shall receive eight (8) hours of holiday benefit pay. Regular part-time employees shall be paid pro rata holidays in accordance with the number of hours regularly compensated. For any Holiday to be paid, an employee must be in paid status the employee’s scheduled work- day before and the employee’s scheduled work-day after the Holiday. The floating holidays are to be at the discretion of the employee with the approval of the supervisor, requiring one week's advance notice, which may be waived by the supervisor. All requests to use a floating holiday must be made no later than the last working day of November. 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 hour increments. 11.2 RELIGIOUS HOLIDAYS Employees may also take other religious holidays off with their supervisor’s approval, with or without pay, through utilization of vacation or comp time or by making alternative work schedule arrangements. Such requests shall not be unreasonably denied. 11.3 HOLIDAY OBSERVANCE Holidays shall be observed per County policy; typically, when a recognized Holiday falls on a Saturday, the preceding Friday shall be considered the holiday. When a recognized Holiday falls on a Sunday, the following Monday shall be considered the holiday. For those employees on a 4/10 work schedule or other alternate schedule, when one of the listed holidays falls on one of the employee's regularly scheduled days off, the holiday shall be obs erved on a day mutually agreeable to the employee and the Employer within the same workweek. 11.4 HOLIDAY ON DAY OFF Benefitted employees shall receive eight (8) hours’ holiday benefit pay and time-off for each holiday listed in Article 11.1 – Holidays. 11.5 HOLIDAY COMPENSATION Benefitted employees shall be paid no more than eight (8) hours of holiday benefit pay for that day regardless of their work individual schedule. 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. If any employee is requested to work on a Holiday, the employee shall receive two (2) times their regular rate of pay, plus holiday benefit pay. No employee shall be called on a holiday for less than four (4) hours, except those personnel serving Standby Duty. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 28 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: 1st through 3rd year of employment 96 hours 4th through 7th year of employment 120 hours 8th through 9th year of employment 144 hours 10th through 11th year of employment 160 hours 12th through 14th year of employment 176 hours 15th through 16th year of employment 184 hours 17th through 19th year of employment 192 hours 20 or more years of employment 200 hours Regular and temporary part-time employees shall accrue vacation leave on a pro-rated basis in proportion to the number of hours the part-time employee is in pay status during the month as compared to that required for full-time employment, plus they must also meet the qualification for PERS participation to have vacation leave accrual apply. The first day of the month of hire shall be the effective date of subsequent increases in the vacation leave accrual rate for employees hired between the first and the fifteenth of the month. The first day of the month following the month of hire shall be the effective date of subsequent increases in the vacation leave accrual for employees hired between the sixteenth and the last day of the month. Regular and temporary full-time employees shall accumulate one-twelfth (1/12th) of their yearly accumulation total per month. The maximum amount of vacation leave that may be accrued at any point in time is four hundred (400) hours. No additional vacation leave will be accrued or added to an employee’s vacation leave benefit when the maximum accrual has been attained. Vacation that would be denied do to workload issues that results in an employee’s accrual exceed four hundred hours, shall have those hours converted to comp time which shall be used within 90 days or shall be forfeited. This Vacation provision shall be in effect until December 31, 2017. After such date, no longer available. This is to provide ample opportunity for employees to manage their workload and vacation schedule to reduce their vacation hours. Regular and temporary full-time employees must work or be in a paid status at least eighty (80) hours in a month in order to accrue vacation leave for the month. Regular part-time employees must work or be in a paid status at least in the same proportion to the eighty (80) hours as their regular hours are to full-time employment to accrue vacation leave for that month. With the exception of promoted employees, vacation leave accrued within the first six (6) months of employment cannot be utilized by an employee until they have successfully completed the initial appointment probationary requirements Whereas the County recognizes the importance of employees utilizing earned vacation leave to promote and enhance their mental and physical well-being, employees should attempt to use vacation leave during the year in which it is earned 12.2 VACATION SCHEDULING Upon completion of six (6) months’ continuous service in a Regular and Temporary position, an employee shall be eligible for paid vacation. An employee’s request for vacation leave will be Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 29 granted, provided that prior approval is given by the employer and provided that leave requested does not prevent a Department or division thereof from providing efficient public service. Vacation leave approval will be granted on the basis of the employee meeting workload requirements. All requests to use vacation leave shall be submitted in writing. When an employee desires to use five (5) or more consecutive vacation leave days they must submit a leave request at least fifteen (15) calendar days in advance of the time off requested. Failure to request leave at least fifteen (15) calendar days in advance may be cause for the denial of the requested leave. The Employer will respond to leave requests within ten (10) calendar days of receipt; except that leave requests submitted more than sixty (60) calendar days in advance of the time off requested shall be considered on a case-by-case basis. Regular and temporary full-time employees must work or be in a paid status at least eighty (80) hours in a month in order to accrue vacation leave for the month. Regular and Temporary part-time employees must work or be in a paid status at least in the same proportion to the eighty (80) hours as their regular hours are to full-time employment to accrue vacation leave for that month. 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. When a holiday occurs during an employee's approved vacation leave, the day on which the holiday occurs will be charged as holiday leave rather than vacation leave. Employees cannot receive vacation, sick leave or holiday pay simultaneously for the same days. 12.4 VACATION UPON TERMINATION When a regular full-time or regular 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 (10) working days written notice is not provided or waived. ARTICLE 13 - SICK LEAVE 13.1 SICK LEAVE ACCRUAL Per the Washington State Paid Sick Leave law, RCW 49.46, in accordance with WAC 296-130 and Initiative 1433, the County and the Union mutually agree to comply the with the laws. Sick leave shall be accumulated for all Regular and Temporary full-time employees, who have worked or been in a paid status at least eighty (80) hours at the rate of eight (8) hours per month for each month of employment. Regular and Temporary part-time employees shall accrue sick leave on a pro-rated Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 30 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 shall be consistent in accordance with the Washington State Paid Sick Leave law, RCW 49.46, WAC 296-130 and Initiative 1433, the County and the Council mutually agree to comply with the laws. 13.3 SHARED LEAVE The Human Resources Manager, or designee, may authorize employees, within this bargaining unit, to donate their accrued vacation or sick leave to another employee, within this bargaining unit, who is suffering from, or whose parent, spouse or child is suffering from an extraordinary or severe illness, injury, or physical or mental condition which has caused or is likely to cause the employee to take leave without pay or to terminate his/her employment. All donations of leave are strictly voluntary and are subject to all IRS regulations for the donor and recipient. The following conditions apply: 1. To be eligible to donate vacation leave, the employee who donates leave must have more than ten (10) days of accrued leave. In no event shall a leave transfer result in the donor employee reducing his/her vacation leave balance to less than ten (10) days. To be eligible to donate sick leave, the employee who donates leave must have more than thirty (30) days of leave. In no event shall a leave transfer result in the donor employee reducing his/her sick leave balance to less than thirty (30) days. Transfer of leave will be in increments of one day of leave; 2. The employee receiving donated leave shall have exhausted all his/her accumulated leave time. Donated vacation leave shall be converted to sick leave for the recipient; 3. While an employee is using shared leave, he or she will continue to receive the same treatment, in respect to salary and benefits, as the employee would otherwise receive if using vacation or sick leave; 4. The transfer of leave and the amount of leave shall be authorized by the Board in advance. 5. No employee shall receive more than two hundred and sixty (260) days of donated leave during their employment with the County; Or may follow the Washington State Paid Family & Medical Leave law, RCW 50A.04. 13.4 COORDINATION - WORKER’S COMPENSATION In the event an employee shall be entitled to benefits or payments under any program of disability insurance furnished by the Employer, Worker’s Compensation Act or similar legislation by the State of Washington or other governmental unit, the Employer shall pay to the employee only the difference between the benefits and payments received under such insurance or act by such employee and the regular rate of compensation that they would have received from the Employer if able to work. In such event, the number of hours deducted from the employee’s total accrued sick leave shall be the hourly equivalent of the Employer’s payment. The foregoing payment or contribution by the employer shall be limited to the period of time that such employee has accumulated sick leave credits as herein above specified. 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. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 31 B. If the employee has accumulated Sick Leave credit, the County shall pay the Sick Leave difference between their time loss compensation and their full regular salary unless the employee elects not to use their Sick Leave. C. Should an employee receive Worker's Compensation for time loss and they also receive sick leave compensation, their sick leave accrual prior to the time loss will be reduced by the total number of hours they were on sick leave minus the number of hours at full salary for which they are paid to the nearest hour. D. Until eligibility for Worker's Compensation is determined by the Department of Labor and Industries, the County may pay full sick leave accumulated, provided that the employee shall return any subsequent overpayment to the County. E. Should an employee apply for time loss compensation and the claim is then or later denied, sick leave and annual leave may be used for the absence in accordance with other provisions of this rule. F. Nothing herein pertains to a permanent disability award. G. If any employee has no sick leave accumulated, the words vacation leave or comp time may be substituted for "sick leave" above. 13.5 FAMILY MEMBER Authorized uses of sick leave may be utilized as referenced above in this article for immediate family, as defined in Article 1.6 13.6 SICK LEAVE CASH OUT Employees hired before January 1, 2011, shall receive payment for unused sick leave upon termination of employment with fifteen (15) years of continuous County service; or upon termination of employment with Mason County when the termination is contemporaneous with retirement under an appropriate Washington State Public Employees Retirement System; or upon the death of the employee, in which case payment shall be made to their estate. Employees hired on or after January 1, 2011, shall not be eligible (nor their estate) to receive any cash out of their accrued sick leave upon separation from County service. ARTICLE 14 – LEAVES OF ABSENCE 14.1 IN GENERAL Leaves of absence requests shall not be unreasonably denied. All leaves are to be requested in writing as far in advance as possible. As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid leave, unless otherwise provided for in this Agreement. Leave does not accrue nor may it be used until the first day of the following pay period in which it is earned (no “negative” leave use during the period in which it is earned). 14.2 JURY DUTY / COURT An employee, who is required to serve on a jury or as a result of official Employer duties is required to appear before a court, legislative committee or quasi-judicial body as a witness in response to a subpoena or other directive, shall be allowed authorized leave with pay less any amount received for such duty. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 32 14.3 MILITARY LEAVE All Regular and Temporary employees shall be allowed military leave as required by RCW 38.40.060 and as interpreted by the Court. This provides for twenty-one (21) working days of military leave per year (October 1 through September 30). Employees enlisting or entering the military service of the United States, pursuant to the provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) shall be granted all rights and privileges provided by the ACT. 14.4 BEREAVEMENT Up to three (3) days' bereavement leave may be taken in case of death in the immediate family requiring the attendance of the employee (funerals are included). Two (2) additional days sick leave may be taken at the employee's request. For this section, immediate family includes only persons related by blood or marriage or legal adoption and is limited to the following relations: wife, husband, parent, grandparent, brother, sister, child, grandchild, aunt, uncle, cousin, niece, nephew, grandmother-in-law, grandfather-in-law, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, and daughter-in-law of the employee. 14.5 MAINTENANCE OF SENIORITY The Employer shall adjust the employee’s anniversary date to reflect any period of unpaid leave. Seniority shall continue to accrue and the employee’s anniversary date shall not be adjusted for periods of legally protected leave, such as FMLA or military leave. 14.6 LEAVE WITHOUT PAY As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid leave. An employee on leave of absence may be affected by a lay-off in the same manner as if the employee were working. Leave of absence without pay is not creditable towards seniority and seniority related benefits, except as identified above in Article 14.5 for identified legally protected leave such as FMLA and Military. An employee who takes a leave of absence without pay shall have their 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 their 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 Consistent with WAC 162-30-020, the Employer will grant a leave of absence for a period of temporary disability because of pregnancy or childbirth. This may be in addition to the leave entitlements of FMLA. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 33 This leave provides female employees with the right to a leave of absence equivalent to the disability phase of pregnancy and childbirth. There is no eligibility requirement, however the Employer has no obligation to pay for health insurance benefits while on this leave (unless utilized concurrent with FMLA). Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is no limit to the length of the disability phase, except for the right for medical verification and the right of second opinion at the employer’s expense. At the end of the disability leave, the employee is entitled to return to the same job or a similar job of at least the same pay as provided by law. Employees must use their accrued vacation and sick leave, if any, during the leave period and, at their election, any accrued comp time, consistent with the retention provision as provided in Article 14.7. Once this paid leave is exhausted, the employee’s leave may be switched over to unpaid leave. 14.9 INCLEMENT WEATHER Employee rights and responsibilities during severe weather and emergency or disaster conditions are covered by the current Inclement Weather Policy of the Employer. The goal shall be to continue to provide essential Employer services, consistent with public and employee safety and emergency operations priorities. 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, and future amendments with the law. 14.11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE The County and the Union mutually agree to comply with all Long-term Services and Supports Trust Program laws, per RCW 50B.04, and future amendments to the statute. ARTICLE 15 – HEALTH & WELFARE 15.1 HEALTH AND LIFE INSURANCE The County shall contribute as identified below per employee, per month, towards t he premiums for Health and Welfare benefits for each employee, including their eligible dependents, compensated eighty (80) man-hours (excludes, vacation, sick and comp time payouts, upon separation) or more per month. This contribution is to be applied to premiums for Washington Teamsters Welfare Trust Medical Plan B (with the $100 per week time loss option) and current County dental, vision, and life insurance plans or other carriers as designated by written notice by the bargaining unit. The County contribution for Health & Welfare Insurance shall be: A. Effective upon ratification the contribution shall be increased to one thousand and four hundred and fourteen dollars ($1,414) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. For Teamsters 9 Month Waiver, the employer shall pay $11.40 per month. B. Effective January 1, 2023 the contribution shall be increased to one thousand and four hundred and sixty-six dollars ($1,466) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. For Teamsters 9 Month Waiver, the employer shall pay $11.40 per month C. Effective January 1, 2024 the contribution shall be increased to one thousand and five hundred and eighteen dollars ($1,518) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. For Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 34 Teamsters 9 Month Waiver, the employer shall pay $11.40 per month In the event the County’s maximum monthly contribution is insufficient to provide all of the total Health and Welfare premiums as referenced in Section 1 above, the priority order for full County payment shall be as follows: (1) Life Insurance; (2) Vision; (3) Dental; and (4) Medical. Any monthly premium contribution required above the County’s maximum contribution shall be paid by a reduction of the necessary amount from the employee’s salary. In the event the Employer is subject to carrier plan design change or a penalty, tax, fine or increased costs as a result of requirements or provisions of the ACA, not within the control of the Employer, the parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts and immediately bargain alternative provisions. Employee Assistance Program (EAP): The County shall provide an Employee Assistance Program (EAP) benefit for all bargaining unit employees. 15.2 RETIREMENT AND TEAMSTERS PENSION Pensions for employees and contributions to pension funds will be governed by the Washington State statutes in relation thereto in existence during the contract period. The County shall continue to pay an amount equal to sixty-five cents ($.65) per hour for each hour for which compensation is paid to him/her into the Western Conference of Teamsters Pension Trust Fund on account of each member of the bargaining unit, said amounts to be computed monthly. The total amount due for each calendar month shall be remitted in a lump sum not later than ten (10) days after the last business day of such month. The COUNTY agrees to abide by such rules as may be established by the Trustees of said Trust Fund to facilitate the determination of the hours for which contributions are due, the prompt and orderly collection of such amounts, the accurate reporting and recording of such hours and such amounts paid on account of each member of the Teamster bargaining unit. Failure to make all payments herein provided for, within the time specified, shall be a breach of this Agreement. Further, the Employer and Union accept as their representatives for the purpose of such Trust Funds, the present Employer and Union Trustees and their duly elected or appointed successors. ARTICLE 16 - TRAINING 16.1 TRAINING Approval for attendance at training, the hours intended to be compensated and the reimbursement for travel and expenses shall be established by the supervisor prior to the training, consistent with the current policy. 16.2 TRAINING REIMBURSEMENT Compensation associated with training or representation of the Employer on official business shall be consistent with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296-128- 500. ARTICLE 17 – LABOR / MANAGEMENT COMMITTEES 17.1 PURPOSE OF COMMITTEE The Employer and the Union agree that a need exists for continuing cooperation between labor and management, and to meet from time to time upon the request of either party concerning suggestions and issues of a general nature affecting the Union and the Employer relations. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 35 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. 17.2 COMPOSITION OF COMMITTEE The Labor Management Committee meetings will include a minimum of three (3) representatives of the employer, including a representative from Human Resources and a minimum of three (3) representatives appointed by the Union, unless otherwise mutually agreed upon. Said committee shall attempt to meet for the purpose of discussing and facilitating the resolution of issues which may arise between the parties other than those for which another procedure is provided by law or other provisions of this Agreement. 17.3 COMPENSATION All meeting time spent by members of the joint Labor-Management Committee will be considered time worked if during duty hours and will be paid at the appropriate regular rate of pay. ARTICLE 18 – HEALTH & SAFETY 18.1 SAFE WORKPLACE The Employer is responsible for maintaining a safe and healthful workplace. The Employer shall comply with all federal, state, and local laws applicable to the safety and health of its employees. Employees shall not be required to perform work if they have a reasonable basis for believing the assignment would constitute a danger to their health and safety. The employee shall immediately contact a supervisor who shall make a determination with regard to safety. Upon the supervisor’s review and liability, the employee will perform the work but may refer the matter to the safety committee or risk management. All on-the-job injuries, no matter how slight, must be reported. Employees must immediately notify their supervisor if they are unable to work because of a work-related injury or illness. 18.2 HEALTH & SAFETY PLAN The Employer shall develop and follow written policies and procedures to deal with on-the-job safety and shall conduct an ongoing site-specific safety and security plans in conformance with state and federal laws. Safety Equipment; Protective Gear; Appropriate Supplies: The County may utilize a ‘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. One example is that the County shall continue to provide appropriate rain gear to each employee on an as-need basis. 18.3 DRUG FREE WORKPLACE The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that employers will provide a drug free workplace. This policy strictly prohibits the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the workplace. Fitness for Duty – If a supervisor or manager reasonably suspects, through observation, that an employee may physically incapable of performing the essential functions of the job and/or may be Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 36 be under any influence of, or impaired by, a substance, the employee shall be removed from duty immediately and undergo substance testing for the suspected substance. Except in emergency situations, the supervisor or manager shall consult with another supervisor, manager or representative of Human Resources to ensure that adequate grounds for reasonable suspicion exist. The consulted supervisor, manager or representative of Human Resources shall also personally observe the employee before the employee is required to test for the presence of that substance. At this time the employee will also be notified of his or her Weingarten rights. Employees removed from duty under such circumstances who test positive shall be required to meet with the Employer’s Substance Abuse Professional (SAP) and shall only be allowed to return to work, if at all, in accordance with the return to work provisions of the Employer’s substance abuse policy. 18.4 WORK PLACE VIOLENCE The Employer is committed to employee health and safety. Workplace violence, including threats of violence by or against a County employee, will not be tolerated and should be immediately reported whether or not physical injury occurs. ARTICLE 19 - GRIEVANCE PROCEDURE 19.1 GRIEVANCE DEFINED The purpose of the grievance procedure is to promote harmony and efficiency between employees and the County by providing timely settlement of grievances without fear of discrimination or reprisal. A grievance is an allegation by an employee, group of employees or the Union that there has been a violation, misapplication or misinterpretation of this Agreement. Employees will be unimpeded and free from restraint, interference, coercion, discrimination or reprisal in seeking adjudication of their grievance. Any grievance procedure time limit may be extended by mutual written agreement. Failure by an employee and/or the Union to comply with any grievance time limitations shall constitute withdrawal of the grievance. Failure of the County to comply with any grievance time limitations shall permit the Union or the employee to advance the grievance to the next step in the grievance procedure. A grievance of interest to several employees may be filed as a "group grievance." The processing and adjudication of grievances shall be conducted during working hours. 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 a salary issue. The supervisor or manager may schedule a meeting with the employee and their Union representative or they 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 Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 37 the Union Steward shall submit a written grievance at Step 2 to the Mason County Assessor within ten (10) calendar days of the incident giving rise to the grievance. Step 2. The grievance shall be presented in writing on an official Union grievance form. This shall include: 1. The specific details of the incident or issue giving rise to the grievance; 2. The Article(s) and Section(s) of the Agreement allegedly violated; and 3. The remedy sought. The written grievance shall be submitted by the employee and/or the Union Steward/Union Representative to the Mason County Assessor within ten (10) calendar days of the date of the discussion in Step 1 above. A copy of the grievance will be filed concurrently with the Human Resources Department. Within ten (10) calendar days after the receipt of the official written grievance, the Mason County Assessor (or designee) shall schedule a meeting with the employee and Shop Steward and/or Union Representative to hear and seek to resolve the grievance. The Mason County Assessor shall provide a written response to the Employee and the Union Steward/Union Representative within fourteen (14) calendar days of the meeting. A copy of the grievance response shall be provided to the Human Resources Department. If the grievance is not resolved at Step 2, the grievance may be advanced to Step 3. Step 3. The written grievance shall be submitted to the Human Resources Director within ten (10) calendar days of the date of the written response at Step 2. Within ten (10) calendar days of receipt of the grievance, the Human Resources Director or designee shall schedule a meeting with the Employee, Union Steward/Union Representative, and the Mason County Assessor (or designee) to hear and seek to resolve the grievance. The Human Resources Director shall provide a written answer to the Employee, Union Steward/Union Representative, and Mason County Assessor within fourteen (14) calendar days of the meeting. If the grievance is not resolved at Step 3, the grievance may be advanced to Step 4. 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 the Union’s notice to the Employer of its intent to arbitrate. In addition, the Union shall request the arbitration service supply a list of seven (7) qualified arbitrators. If a list of seven arbitrators is requested, both parties will attempt to agree upon an arbitrator from this list. If they cannot agree within fourteen (14) calendar days from the receipt of the list, a flip of the coin will determine which party strikes the first name from the list. This striking of names will alternate between the parties until one name remains. This person shall be the arbitrator. The referral to arbitration shall contain the following: 1. Question or questions at issue; 2. Statement of facts and position of each respective party; and 3. Copy of the grievance and related correspondence. GRIEVANCE ARBITRATION: A hearing shall be scheduled at a date, time and location mutually convenient for all parties. In connection with any arbitration proceeding held pursuant to this Article, it is understood as follows: Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 38 A. The arbitrator shall have no power to render a decision that will add to, subtract from or alter, change, or modify the terms of this Agreement, and their power shall be limited to interpretation or application of the terms of this Agreement, and all other matters shall be excluded from arbitration. B. The decision of the arbitrator shall be final, conclusive and binding upon the Employer, the Union and the employees involved, provided the decision does not involve action by the Employer which is beyond its jurisdiction. C. Each party may call such witnesses as may be necessary in the order in which their testimony is to be heard. Such testimony shall be sworn and shall be limited to the matters set forth in the written statement of the grievance, and shall be subject to cross examination. The arguments of the parties may be supported by oral comment and rebuttal. Either or both parties may submit post hearing briefs within a time mutually agreed upon. Such arguments of the parties, whether oral or written, shall be confined to and directed at the matters set forth in the written statement of the grievance. D. Either party may request that a stenographic record of the hearing be made. The party requesting such record shall bear the cost thereof; provided, however, if the other party requests a copy, such cost shall be shared equally. E. The cost of the arbitrator shall be borne equally by the Employer and the Union, and each party shall bear the cost of presenting its own case. 19.3 UNION / EMPLOYER GRIEVANCE Either the Union or the Employer may initiate a grievance at Step 2 if the grievance is submitted in writing within ten (10) business days from the date the Employer / employees became aware or reasonably should have known that the grievance existed. The Employer may not grieve the acts of individual employees, but rather, only orchestrated acts or actions of authorized representatives believed to be in conflict with this Agreement. An Employer grievance will not be subject to Arbitration and may only go to mediation upon mutual agreement. The Union may initiate a Grievance at Step 2 anytime that it involves a group of employees involving different supervisors or from different Departments. Such grievances may be referred to mediation services by mutual agreement prior to Arbitration. 19.4 SCHEDULE OF MEETINGS Upon request, and without unnecessary delay, a steward’s immediate supervisor or designee shall allow the steward during normal work hours without loss of pay, reasonable time to: 19.4.1 Investigate any grievance or dispute so that same can be properly presented in accordance with the grievance procedure. 19.4.2 Attend meetings with the Director or other Employer representatives when such meetings are necessary to adjust grievances or disputes. Meetings with designated personnel will be by appointment and held without delay when possible. 19.4.3 Confer with a staff representative of the Union and/or employees on Employer premises, at such time and places as may be authorized by the Director or designee in advance of the intended meetings. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 39 For the purposes of this Article and Article 4.3, obtaining coverage to insure minimum staffing levels shall not be considered an unnecessary delay. The Employer shall not be obligated to provide coverage immediately if the use of overtime is the only means of providing that coverage. ARTICLE 20 - NO STRIKE / NO LOCKOUT 20.1 NO STRIKE / NO LOCKOUT The Union agrees that there shall be no strikes, slow-downs, or stoppage of work, or any interference with the efficient operation of the Department. Any such action shall be subject to disciplinary action, including termination and replacement of the involved employees. The Employer shall not lockout any employee during the life of this Agreement. ARTICLE 21 – MANAGEMENT RIGHTS AND RESPONSIBILITIES 21.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES Except as specifically abridged, granted, delegated or modified by this Agreement, including amendments, the County reserves all customary management prerogatives including, but not limited to the right to: A. Establish, plan for and direct the work force toward the organizational goals of County government. B. Determine the organization and merits, necessity, and level of activity or service provided to the public. C. Determine the County budget and financial policies, including accounting procedures. D. Determine the procedures and standards for hiring, promotion, assignment, transfer, layoff, discipline, and retention. E. Discipline employees for just cause. F. Determine the methods, means, equipment, and kinds and number of personnel required to accomplish the governmental operations and maintain the efficiency thereof. G. Assign work and schedule employees. H. Establish work rules and rules of conduct. I. Evaluate employee performance. J. Reduce staff or reduce working hours due to a lack of work or lack of funds. K. Take all actions necessary to carry out the mission of the County in emergencies. The Parties recognizes that RCW 41.56 may impose an obligation to negotiate changes in wages, hours and working conditions not covered by this Agreement. The Union recognizes the County's right to manage subject only to the terms and conditions of this Agreement. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 40 ARTICLE 22 - GENERAL PROVISIONS 22.1 SAVINGS CLAUSE It is understood that the parties hereto are governed by the provisions of applicable Federal and State Law, which provisions shall prevail over this Agreement. Where there may be conflict between County ordinances or resolutions and this Agreement, the Articles of the Agreement shall prevail. Should any part thereof or any provisions herein be rendered or declared invalid by reason of any existing or any subsequently enacted legislation, or by a decree of a court of competent jurisdiction, the invalidation of such part or portion of this Agreement shall not invalidate the remaining portions hereof and they shall remain in full force and effect. In such event, the parties shall meet within thirty (30) days for renegotiation of such invalid provisions for the purpose of adequate and lawful replacement thereof and to preserve the intent of the entire Agreement as negotiated by the parties. ARTICLE 23 – ENTIRE AGREEMENT 23.1 DURATION CLAUSE This Agreement shall be in full force and effective upon ratification by the parties and shall remain in effect through December 31, 2024. Either party may request negotiations of a successor agreement at least sixty (60) days before the annual expiration date. This Agreement may be modified during its term by mutual agreement of both parties concerned, such mutual agreement to be in writing and to be incorporated as part of this Agreement. 23.2 ENTIRE AGREEMENT The Agreement expressed herein in writing constitutes the entire Agreement between the parties and no oral statement shall add to or supersede any of its provisions. The Employer agrees not to enter into any Agreement or contract with any covered employee(s), either individually or collectively, which is inconsistent with the terms of this Agreement. Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 41 SIGNATURES IN WITNESS WHEREOF, the Parties hereto have executed this Agreement this ________ day of _________________, 20 22. TEAMSTERS LOCAL NO. 252 BOARD OF COUNTY COMMISSIONERS ______________________________ ______________________________ Brian Blaisdell; Secretary-Treasurer Randy Neatherlin; Commissioner District #1 ______________________________ ______________________________ Rob DeRosa; Business Agent Kevin Shutty; Commissioner District #2 _______________________________ Sharon Trask; Commissioner District #3 MASON COUNTY ASSESSOR ______________________________ Patti McLean Teamsters Local No.252 Appraisers and Mason County 2022 – 2024 Collective Bargaining Agreement Page 42 APPENDIX I Salary Schedule Note: Unless otherwise specified above, step increases shall be granted annually. 2022 Effective 6/1/2022 - 2.25% ATB Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Appraiser Trainee ** $ 3,762.61 $ 3,856.67 $ 3,953.08 $ 4,051.91 $ 4,153.21 $ 4,257.04 $ 4,363.46 Appraiser ** $ 4,363.47 $ 4,472.55 $ 4,584.36 $ 4,698.98 $ 4,816.45 $ 4,936.86 $ 5,060.28 Senior Appraiser $ 5,011.27 $ 5,136.55 $ 5,264.96 $ 5,396.59 $ 5,531.51 $ 5,669.79 $ 5,811.54 Appraiser Analyst $ 5,261.84 $ 5,393.38 $ 5,528.22 $ 5,666.42 $ 5,808.09 $ 5,953.28 $ 6,102.11 GIS Technician $ 4,193.10 $ 4,407.23 $ 4,517.41 $ 4,630.34 $ 4,746.11 $ 4,864.76 $ 4,986.38 (**) Includes additional one time 1% spot adjustment effective 6/1/2022 2023 Effective 1/1/2023 - 2.15% ATB Increase Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Appraiser Trainee $ 3,843.50 $ 3,939.58 $ 4,038.07 $ 4,139.03 $ 4,242.50 $ 4,348.57 $ 4,457.27 Appraiser $ 4,457.28 $ 4,568.71 $ 4,682.93 $ 4,800.01 $ 4,920.00 $ 5,043.00 $ 5,169.08 Senior Appraiser $ 5,119.01 $ 5,246.99 $ 5,378.16 $ 5,512.62 $ 5,650.44 $ 5,791.69 $ 5,936.49 Appraiser Analyst $ 5,374.97 $ 5,509.34 $ 5,647.07 $ 5,788.25 $ 5,932.96 $ 6,081.28 $ 6,233.31 GIS Technician $ 4,283.25 $ 4,501.99 $ 4,614.53 $ 4,729.89 $ 4,848.15 $ 4,969.35 $ 5,093.59 2024 Effective 1/1/2024 – 2.00% ATB Increase Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Appraiser Trainee $ 3,920.37 $ 4,018.38 $ 4,118.83 $ 4,221.81 $ 4,327.35 $ 4,435.54 $ 4,546.42 Appraiser $ 4,546.43 $ 4,660.09 $ 4,776.58 $ 4,896.01 $ 5,018.40 $ 5,143.86 $ 5,272.46 Senior Appraiser $ 5,221.40 $ 5,351.92 $ 5,485.72 $ 5,622.87 $ 5,763.45 $ 5,907.53 $ 6,055.22 Appraiser Analyst $ 5,482.46 $ 5,619.53 $ 5,760.02 $ 5,904.01 $ 6,051.62 $ 6,202.90 $ 6,357.98 GIS Technician $ 4,368.92 $ 4,592.03 $ 4,706.82 $ 4,824.49 $ 4,945.11 $ 5,068.74 $ 5,195.46 Mason County Agenda Request Form To: Board of Mason County Commissioners From: Mary Ransier Ext. 422 Department: Human Resources Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: September 13, 2022 Internal Review: ☐ Finance ☒ Human Resources ☒ Legal ☒ Risk ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Effective Upon Ratification – December 31, 2024 Collective Bargaining Agreement (CBA) for Teamsters Union Local No. 252 representing Mason County Prosecutor’s Clerical Unit Background/Executive Summary: The exclusive representatives of Teamsters Union Local No. 252 representing Mason County Prosecutor’s Clerical Unit have reached a tentative agreement with Mason County for an Effective Upon Ratification-2024 contract. It is noted and commended to the Commissioner’s that the parties reached this Agreement through a very collaborative negotiations process. Budget Impact (amount, funding source, budget amendment): Supplemental – Funding by ending fund balance Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval of the Effective Upon Ratification – December 31, 2024 Collective Bargaining Agreement (CBA) for Teamsters Union Local No. 252 representing Mason County Prosecutor’s Clerical Unit. Attachments: Collective Bargaining Agreement Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 1 COLLECTIVE BARGAINING AGREEMENT Effective Upon Ratification – December 31, 2024 BETWEEN TEAMSTERS UNION LOCAL NO. 252 AND MASON COUNTY PROSECUTOR’S CLERICAL UNIT TABLE OF CONTENTS ARTICLE 1 – DEFINITIONS............................................................................................................................. 5 Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 2 ARTICLE 2 – RECOGNITION .......................................................................................................................... 6 2.1 RECOGNITION ..................................................................................................................................... 6 2.2 NEW CLASSIFICATIONS ....................................................................................................................... 6 ARTICLE 3 –UNION SECURITY...................................................................................................................... 7 3.1 UNION REPRESENTATION .................................................................................................................... 7 3.2 NONDISCRIMINATION – UNION ACTIVITY ............................................................................................... 7 ARTICLE 4 – UNION / EMPLOYER RELATIONS ........................................................................................... 7 4.1 UNION ACCESS ................................................................................................................................... 7 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 ............................................................................................................. 8 4.8 GRIEVANCE RELEASE TIME ................................................................................................................. 8 4.9 UNION BUSINESS ................................................................................................................................ 9 4.10 BARGAINING UNIT ROSTER ............................................................................................................ 9 ARTICLE 5 – EMPLOYMENT .......................................................................................................................... 9 5.1 PROBATIONARY PERIODS .................................................................................................................... 9 5.2 TYPES OF EMPLOYMENT ...................................................................................................................... 9 5.3 CONTRACTORS ................................................................................................................................. 10 5.4 STUDENTS / INTERNS ......................................................................................................................... 10 ARTICLE 6 – HOURS OF WORK AND OVERTIME ..................................................................................... 10 6.1 WORKDAY / WORKWEEK ................................................................................................................... 10 6.2 WORK SCHEDULES ........................................................................................................................... 10 6.3 REST / MEAL BREAKS ....................................................................................................................... 11 6.4 OVERTIME ......................................................................................................................................... 11 6.5 COMP TIME ....................................................................................................................................... 11 ARTICLE 7 – EMPLOYMENT PRACTICES .................................................................................................. 11 7.1 NONDISCRIMINATION ......................................................................................................................... 11 7.2 JOB POSTING .................................................................................................................................... 12 7.3 PROMOTIONS .................................................................................................................................... 12 7.4 PERSONNEL FILE / POLICIES .............................................................................................................. 12 7.5 EVALUATIONS ................................................................................................................................... 13 7.6 DISCIPLINE / CORRECTIVE ACTION ..................................................................................................... 13 ARTICLE 8 – SENIORITY .............................................................................................................................. 15 8.1 DEFINITIONS ..................................................................................................................................... 15 8.2 APPLICATION OF SENIORITY .............................................................................................................. 16 8.4 LOSS OF SENIORITY .......................................................................................................................... 17 8.5 LAYOFFS .......................................................................................................................................... 17 8.6 NOTICE ............................................................................................................................................. 18 8.7 MEETING WITH UNION ....................................................................................................................... 18 8.8 AFFECTED GROUP ............................................................................................................................ 18 8.9 VACANT POSITIONS ........................................................................................................................... 18 8.10 SENIORITY LIST ........................................................................................................................... 18 8.11 ORDER OF LAYOFF ...................................................................................................................... 19 8.12 COMPARABLE EMPLOYMENT ....................................................................................................... 19 8.13 LAYOFF OPTIONS ........................................................................................................................ 19 8.14 REDUCTION HOURS / FTE............................................................................................................ 20 8.15 RECALL ...................................................................................................................................... 20 8.16 VACATION & LEAVE CASH OUTS / PAY ......................................................................................... 21 8.17 UNEMPLOYMENT CLAIMS ............................................................................................................. 21 Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 3 ARTICLE 9 – WAGES .................................................................................................................................... 21 9.1 WAGE SCHEDULE. ............................................................................................................................ 21 9.2 HIRE-IN RATES ................................................................................................................................. 22 ARTICLE 10 – OTHER COMPENSATION .................................................................................................... 22 10.1 WORK IN A HIGHER CLASSIFICATION ............................................................................................ 22 10.2 MILEAGE REIMBURSEMENT .......................................................................................................... 22 10.3 LONGEVITY ................................................................................................................................. 22 ARTICLE 11 - HOLIDAYS .............................................................................................................................. 23 11.1 HOLIDAYS ................................................................................................................................... 23 11.2 RELIGIOUS HOLIDAYS .................................................................................................................. 23 11.3 HOLIDAY OBSERVANCE ............................................................................................................... 23 11.4 HOLIDAY ON DAY OFF ................................................................................................................. 23 11.5 HOLIDAY COMPENSATION ............................................................................................................ 23 ARTICLE 12 – VACATION ............................................................................................................................. 23 12.1 VACATION ACCRUAL ................................................................................................................... 23 12.2 VACATION SCHEDULING .............................................................................................................. 24 12.3 VACATION PAY ............................................................................................................................ 25 12.4 VACATION UPON TERMINATION .................................................................................................... 25 ARTICLE 13 - SICK LEAVE........................................................................................................................... 25 13.1 SICK LEAVE ACCRUAL................................................................................................................. 25 13.2 SICK LEAVE USAGE ..................................................................................................................... 25 13.4 COORDINATION - WORKER’S COMPENSATION ............................................................................... 26 13.5 FAMILY MEMBER ......................................................................................................................... 27 13.6 SICK LEAVE CASH OUT ............................................................................................................... 27 ARTICLE 14 – LEAVES OF ABSENCE ........................................................................................................ 27 14.1 IN GENERAL ................................................................................................................................ 27 14.2 JURY DUTY / COURT .................................................................................................................... 27 14.3 MILITARY LEAVE ......................................................................................................................... 27 14.4 BEREAVEMENT ............................................................................................................................ 27 14.5 MAINTENANCE OF SENIORITY ....................................................................................................... 28 14.6 LEAVE WITHOUT PAY .................................................................................................................. 28 14.7 FAMILY LEAVE – FMLA ............................................................................................................... 28 14.8 MATERNITY LEAVE ...................................................................................................................... 28 14.9 INCLEMENT WEATHER ................................................................................................................. 28 14.10 WASHINGTON STATE PAID LEAVE COMPLIANCE ........................................................................... 29 14.11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE ............................................... 29 ARTICLE 15 – HEALTH & WELFARE .......................................................................................................... 29 15.1 HEALTH AND LIFE INSURANCE ..................................................................................................... 29 15.3 RETIREMENT ............................................................................................................................... 29 ARTICLE 16 - TRAINING ............................................................................................................................... 30 16.1 TRAINING .................................................................................................................................... 30 16.2 TRAINING REIMBURSEMENT ......................................................................................................... 30 ARTICLE 17 – LABOR / MANAGEMENT COMMITTEES ............................................................................ 30 17.1 PURPOSE OF COMMITTEE ............................................................................................................ 30 17.2 COMPOSITION OF COMMITTEE ...................................................................................................... 30 17.3 COMPENSATION .......................................................................................................................... 30 ARTICLE 18 – HEALTH & SAFETY .............................................................................................................. 30 18.1 SAFE WORKPLACE ...................................................................................................................... 30 18.2 HEALTH & SAFETY PLAN ............................................................................................................. 30 18.3 DRUG FREE WORKPLACE ............................................................................................................ 30 Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 4 18.4 WORK PLACE VIOLENCE ............................................................................................................. 31 ARTICLE 19 - GRIEVANCE PROCEDURE ................................................................................................... 31 19.1 GRIEVANCE DEFINED ................................................................................................................... 31 19.2 GRIEVANCE PROCEDURE ............................................................................................................. 31 19.3 UNION / EMPLOYER GRIEVANCE ................................................................................................... 33 19.4 SCHEDULE OF MEETINGS ............................................................................................................. 33 ARTICLE 20 - NO STRIKE / NO LOCKOUT ................................................................................................. 33 20.1 NO STRIKE / NO LOCKOUT ........................................................................................................... 33 ARTICLE 21 – MANAGEM ENT RIGHTS AND RESPONSIBILITIES ........................................................... 33 21.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES ............................................................................. 33 ARTICLE 22 - GENERAL PROVISIONS ...................................................................................................... 34 22.1 SAVINGS CLAUSE ........................................................................................................................ 34 ARTICLE 23 – ENTIRE AGREEMENT .......................................................................................................... 34 23.1 DURATION CLAUSE ..................................................................................................................... 34 23.2 ENTIRE AGREEMENT .................................................................................................................... 35 SIGNATURES................................................................................................................................................. 35 APPENDIX I .................................................................................................................................................. 348 Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 5 PREAMBLE Mason County, a political subdivision of the State of Washington, hereinafter referred to as the “County” or “Employer,” and Teamsters Union Local No. 252, hereinafter referred to as the “Union,” do hereby enter into this Agreement. The Employer and the Union agree that the effective, efficient and uninterrupted performance of governmental service to the community is their common objective. In order to assist them in achieving that objective, this Agreement represents the establishment of fair and reasonable compensation and working conditions for the employees in this bargaining unit through the collective bargaining process. The Employer and the Union recognize that the success of these objectives depends upon the Employer’s success in establishing the service, upon the ability and creative contributions of the employees, and upon the joint efforts of both parties in improving the service. Therefore, the Employer and the Union encourage, to the greatest degree possible, friendly and cooperative relations between their respective representatives at all levels and among all employees. ARTICLE 1 – DEFINITIONS As used herein, the following terms shall be defined as follows: 1.1 Bargaining Unit (Union) shall be Teamsters Union Local No. 252. 1.2 Employer shall mean the Board of Mason County Commissioners and Mason County Elected Officials as identified in the Preamble to this Agreement. 1.3 Employee shall mean a person occupying a position and paid a salary or wage by the Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof) covered by this Agreement. Employee shall not include any person retained by the Employer under a written personal services or consultant contract or agreement. 1.4 Executive, Administrative, and Professional Employees shall mean all employees as defined in WAC 296-128-500. 1.5 Job classifications and salary steps are listed and categorized in Appendix A of this Agreement. 1.6 “Family Member” shall be defined as persons related by blood, marriage, or legal adoption in the degree of relationship of spouse, registered domestic partner (state registered), grandparent, parent (biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), sibling, child (biological, adopted, or foster child, a stepchild, a legal ward, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent) who is under eighteen years of age; or eighteen years of age or older and incapable of self-care because of a mental or physical disability, grandchild, , in compliance with WAC 296- 130-030 and RCW 49.12.270 (or subsequent statutes), and other persons with the approval of the Elected Official/Department Head and/or designee. 1.7 Overtime shall mean all Employer-required work which has been performed in excess of forty hours per week, consistent with Article 6.4. 1.8 Promotions, Transfers and Demotions defined and distinguished: 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. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 6 1.9 Vacation shall mean a scheduled workday or accumulation of scheduled work days on which an employee may, by pre-arrangement, continue to receive the regular rate of compensation although he or she does not work. 1.10 Day shall mean for the purpose of timelines associated with grievances, appeals and policy issues, shall mean a calendar day. 1.11 “Anniversary Day of Pay” shall mean the day of your step increase depending on the day of hire or promotion that takes place within the same pay period of anniversary date. The actual day of pay increase shall be the 1st or the 16th of the month, depending on the date of the anniversary day (e.g., if an employee’s anniversary date is on January 14, the pay increase will take effect January 1). ARTICLE 2 – RECOGNITION 2.1 RECOGNITION The Mason County Board of Commissioners for MASON COUNTY recognizes that the Teamster Union Local No. 252, Centralia, Washington, has the right to bargain for all full-time and regular part-time clerical or support staff employees of the Mason County Prosecutor’s office and it’s departments, excluding: deputy prosecutor employees, supervisory employees, confidential employees, and employees participating in a job school program from Mason County high schools or, by mutual agreement, from any accredited college or vocational school, which shall be coordinated with the student’s academic schedule, under the conditions set forth in the Washington State Public Employee’s Collective Bargaining Act of 1967. All collective bargaining with respect to wages, hours and working conditions shall be conducted by authorized representatives of the Union and authorized representatives of the Employer. Agreements reached between the parties of this Agreement shall become effective only when signed by the authorized representatives of the Union and by the Board of Mason County Commissioners. 2.2 NEW CLASSIFICATIONS When new Regular or Temporary positions are created within the Departments represented or the classifications listed in Appendix I, the Union will be notified of the pending action prior to hire. When existing classifications are substantially modified within the Departments represented or the classifications listed in Appendix I, the Union will be notified of the pending action within ten (10) working days of the date that the position is first posted / advertised or the proposed effective date of the action that would change the status of the classification. It is mutually agreed that it is the intent of the parties to meet, upon request by either party, in order to include or exclude new or modified positions in the bargaining unit consistent with the duties, responsibilities, and organizational level of the classification. The parties agree that new classification(s) designated and approved by the Employer to be within the non-represented pay plans shall be excluded from the bargaining unit, absent a request to meet within thirty (30) calendar days. Existing bargaining unit classifications shall remain within the bargaining unit absent a mutual agreement by the parties or a decision by the Public Employment Relations Commission (PERC). If either party disagrees with the pay plan designation for a new or reclassified position, the parties recognize the determination of whether the position is included within the bargaining unit may be reviewed by PERC upon petition by either party or jointly. Should PERC determine the classification to be included in the bargaining unit, the position shall be placed within the Union salary schedule at the appropriate rate of pay and at a step arrived at either by mutual agreement/negotiation or PERC ruling. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 7 ARTICLE 3 –UNION SECURITY 3.1 UNION REPRESENTATION a. It is mutually agreed that only Union members of this unit shall engage in active participation in Union affairs of this unit or serve in a role of leadership of the unit such as: serving as a delegate or representative, serving on negotiating or other Union committees, or participating in other similar activities to the interest of the unit. b. The Union shall have up to a thirty (30) minute orientation with new employees' during the employees’ regular work hours. The Union will explain that it is the designated as the exclusive representative for all employees covered under the Collective Bargaining Agreement. The Union shall inform each new employee that membership in the Union is voluntary and only when an employee clearly and affirmatively consents to joining the Union may the Union collect fees. In addition, the Union shall explain to the new employee the rights and the benefits the employee would forgo by being a non-member. c. The Union agrees to accept employees as members without discrimination as to race, color, creed, sex, sexual orientation, national origin or physical, sensory or mental disability or protected classes under the law. d. The Employer will provide for payroll deduction of Union dues and initiation fees upon authorization by the employee. Payroll deduction authorization cards must be received by the County department by the 15th day of the month to be recognized as effective for that month. The County will transmit to the duly designated officer of the Union the total amount so deducted together with the list of names of the employees from whose pay deductions were made. All refunds of such deductions which may be required to be made to any employee shall be made by the Union, and the Union shall settle all questions, and disputes between it and its members with reference to the deductions or refunds of the like without recourse to the County. e. The Employer will distribute one copy of this Agreement to each employee in the unit and to each newly hired employee of the unit. The cost of printing this Agreement shall be equally shared between the Department and the Union. f. The Union agrees to supply the Employer with lists of officers of the Union and representatives and to keep such lists current. The Employer will recognize the officers and representatives, or shop stewards. g. Signatory organization will indemnify, defend, or hold the Employer harmless against any claims made and against any suit instituted against the County on account of any check-off of dues for the Union organization. The Union agrees to refund to the County any amounts paid to it in error on account of the check-off provisions upon presentation of proper evidence thereof by the County. 3.2 NONDISCRIMINATION – UNION ACTIVITY Neither party shall discriminate against any employee because of membership in or non-membership in or activity on behalf of the Union. No employee shall be discharged or discriminated against for upholding Union principles, fulfilling duties as a Steward in the Union or serving on a Union committee. ARTICLE 4 – UNION / EMPLOYER RELATIONS 4.1 UNION ACCESS Employees shall have the right to Union representation. The Union’s authorized staff representatives shall have access to the Employer’s premises where employees covered by this Agreement are working for the purpose of investigating grievances and contract compliance, after notifying the Employer. Access for other purposes shall not be unreasonably denied by the Employer, provided however, that there is no Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 8 serious or prolonged interruption of the Employer’s working schedule. Such visits shall not interfere with or disturb employees in the performance of their work during working hours. 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 5:00pm to 8:00am and 12:00pm to 1:00pm, unless otherwise approved by the Employer. 4.3 STEWARDS The Union may designate Shop Stewards and alternates in the Prosecutor’s Office. Stewards shall be allowed reasonable time during working hours to investigate and process grievances. Prior to undertaking such grievance duties, the Steward shall inform his/her supervisor of the need to be away from his/her work. The Elected Official/Department Head and/or designee shall grant the Steward's request unless the Steward cannot be spared at that particular time. If such is the case, then the Elected Official/Department Head and/or designee shall allow the Steward time to perform his/her Steward duties at the earliest possible time. The Union shall provide the Human Resources Department with a current list of all Stewards. With notice to the Employer, Stewards shall be allowed reasonable time during working hours to investigate and process grievances, as defined in Article 4.8, 4.9 and 19.4. Union activities other than those provided for in this Article are to be conducted on the employee's own time; e.g. lunch or coffee breaks, before or after work. Employees shall attend Union meetings on their own time. 4.4 ORIENTATION During the new employee orientation process, Human Resources provide a copy of the Collective Bargaining Agreement and will notify new hire of their shop steward. Per RCW 41.56.037, each new hire will receive a minimum of thirty (30) minutes within the first ninety (90) days from the date of hire, and will take place at the employee’s regular worksite or a mutually agreed upon location. Human Resources will notify the shop steward and Union representative of each new hire within ten (10) business days of the date of hire. 4.5 BULLETIN BOARDS The Employer will provide a bulletin board for Union use. No materials shall be posted except notices of meetings and elections, results of elections, changes in Union by-laws, notices of employee social occasions, similar Union notices, letters, and memoranda. Union will limit the posting of any material on the Employers’ premises to its bulletin board. 4.6 CONTRACT DISTRIBUTION The Union will provide access to a copy of this Agreement to each new and current employee in the unit. 4.7 NEGOTIATIONS RELEASE TIME The Employer will 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 Steward or the grievant is working on something that requires immediate attention. If permission cannot be immediately granted, the Employer will arrange to allow investigation of the grievance at the earliest possible time. When it is necessary for Stewards to conduct Union business authorized by this Agreement in an area or on a shift other than their own, they shall notify Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 9 the supervisor of that area or shift of their presence and of the nature of their business. No compensation shall be provided by the Employer for such steward activities outside the employee’s work shift, without expressed pre-authorization by the steward’s Elected Official/Department Head and/or designee or Human Resource’s Department Head and/or designee. 4.9 UNION BUSINESS Compensable Union business shall be defined as meeting with an authorized Employer representative who schedules a meeting during normal business hours when it is necessary for a duly authorized Steward of the Union (who is also a member of the bargaining unit) to attend for the purpose of resolving a grievance filed by a member of the bargaining unit, or other issues that require the presence of a Union official. When reasonably possible, the Union representative will notify their Supervisor or designee when they are requested to attend a Union meeting during regular business hours. Consistent with Articles 4.3, 4.8 and 19.4, stewards and/or the Officers shall be afforded reasonable time for the investigation of grievance and compliance issues dealing with this Agreement. Other Union business will not be conducted on Employer time. Any concerns by the Employer which indicate that a Steward is spending an unreasonable amount of time performing Union duties shall be referred to Human Resources for discussion and resolution with the Staff Representative of the Union or their designee. The Union and the Employer have the right to communicate on matters of concern using e-mail, written correspondence, and telephonic communications. The Parties agree to ensure that all respective stakeholders are notified and copied appropriately. The parties agree to respond to written and e-mail correspondence and telephonic messages as soon as reasonably possible. 4.10 BARGAINING UNIT ROSTER The Auditor's Office will provide the Union with a list of all employees within the bargaining unit on an annual basis. The Auditor will also provide to the Union President/Shop Steward the name and other pertinent information regarding new hires. The Union agrees to supply Human Resources with current lists of Stewards. The Employer will recognize the steward 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. Trial Service Period - Employees who are transferred or promoted to another position and/or classification in the bargaining unit shall serve a trial service period for three (3) months of work, consistent with Article 7.3. 5.2 TYPES OF EMPLOYMENT (NOTE: BENEFITS ELIGIBILITY MAY NEED TO BE REVISED PER ACA) 5.2.1 REGULAR FULL-TIME EMPLOYEES: A regular full-time employee is scheduled to work forty (40) hours per week in a regularly budgeted, on-going position. Regular Full-Time employees are eligible to receive the standard benefit package. 5.2.2 REGULAR PART-TIME EMPLOYEES: A regular part-time employee typically is scheduled to work a minimum of twenty (20) hours per week but no more than forty (40) hours per week in a regularly budgeted, on-going position. Regular Part-Time employees are eligible to receive the standard benefit package, prorated to match the FTE percentage and adjusted by actual hours worked. Medical benefits are consistent with Article 15.1. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 10 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 employee, whichever is earlier. The regular employee shall continue to earn seniority as to their former position during the period of the temporary position assignment. Any new-hire employee who is hired to fill the vacancy, which was created by the regular employee accepting a temporary position, will also be hired as a temporary employee and that employee will cease to have employment rights upon the return of the regular employee to the former position. Employees in temporary positions serve an anticipated but not guaranteed term. While a term of employment is anticipated, the assignment / project may be terminated at any time for any reason, with or without notice. Temporary employees are not eligible for bumping, seniority and longevity. 5.3 CONTRACTORS The Employer will make good faith efforts to limit bargaining unit work to employees covered by this Agreement. Should the Employer consider Subcontracting, the parties shall meet to allow the Union an opportunity to review the County’s financial reasons for considering subcontracting and to present any 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/INTERNS Student and Internship programs may be created by the employer provided such does not take work away from budgeted classifications represented by the Union, the Union is provided notice and, upon request by the Union, the Employer meets with the Union to discuss the impacts and benefits of the program. ARTICLE 6 – HOURS OF WORK AND OVERTIME 6.1 WORKDAY / WORKWEEK The workweek shall normally consist of five (5) workdays within a seven (7) consecutive day period beginning Sunday at 12:00 am through Saturday 11:59 pm. The assignment of workdays and work schedules shall be determined by the Employer in order to meet business and customer service needs or in response to budgetary demands. Changes in work schedule, which may include changes in the schedule or total hours, shall be consistent with Article 6.2. 6.2 WORK SCHEDULES For regular full-time employees, the workweek shall normally consist of forty (40) hours of time scheduled within a seven (7) consecutive day period. Work hours for full-time employees covered by this Agreement shall normally be 8:00 am to 5:00 pm, 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 Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 11 Friday. B. The Employer may change employee work schedules with five (5) working days’ notice to the employee and his/her Union representative. Less than five (5) working days’ notice may be given if mutually agreed between the employee and the Employer. C. Hours shall be extended outside of normal business hours as necessary to allow for the uninterrupted and efficient operation of the Prosecutor’s Office as determined by the Prosecutor and/or designee. 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, unless agreed on by supervisor. 6.4 OVERTIME Any employee, 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. All overtime must be pre-approved by the Employer. Upon a request to work beyond the regular workday or workweek, by mutual agreement, the parties may agree upon an adjusted work-week for that specific workweek, for purposes of employee convenience and to avoid overtime. 6.5 COMP TIME The Employer may authorize comp time in lieu of overtime compensation and, if so, the employee shall receive comp time at the rate of one and one-half times their straight-time hourly rate for all overtime hours worked. Comp time can be accrued up to eighty (80) hours in a yearly period and must be used within the year or it will be paid out by the end of the year. Employees shall receive overtime compensation whenever their accrued comp time reaches the eighty (80) hours maximum. 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. The scheduling of comp time off shall be requested and approved in the same manner as vacation leave. Compensation shall not be paid (nor comp time earned) more than once for the same hours under any provision of this Article or Agreement. Premium or overtime pay shall not be duplicated or pyramided unless required by the Fair Labor Standards Act, in which case premium or overtime pay shall be based on the employee’s regular rate of pay. 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. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 12 Whenever words denoting gender are used in this Agreement, they are intended to apply equally to either gender. 7.2 JOB POSTING When a job opening or vacancy in the bargaining unit occurs, notice of such position shall be posted by the Human Resources Department for a period of no less than seven (7) calendar days before the position is filled. The posting shall indicate the salary range for the position, the required or preferred minimum qualifications and/or experience, the Department to whom the position will report and the application process. Union positions will be identified as such. Job vacancies (or newly created positions) under this Agreement shall be posted as follows: A. posting of a vacant or new position shall begin in the department in which the position exists, and shall be limited to bargaining unit employees within that department. The notice shall be posted for seven (7) calendar days. Former bargaining unit employees of the department who were laid off from another job classification and are on the recall list shall be notified of such vacancies during their recall period. These individuals may apply for internal job openings and shall be considered at the same time as active bargaining unit employees of the department. B. Qualified employees must apply for the posted position within the seven (7) calendar day posting period(s) described above in order to be considered. If a qualified candidate is not identified, the Department Head and/or designee may post the position externally. C. Term “qualified” shall mean that the applicant meets the qualifications for the position as stated on the job description and, if the applicant is an employee, he/she shall not currently be in a sustained disciplinary process. It is the Employer’s interest to fill positions with the most qualified individuals who apply. While qualified employees within the bargaining unit shall be given first consideration for a position, the Employer may consider outside applicants if two or less qualified bargaining unit employees apply. 7.3 PROMOTIONS Promotions, Transfers and Demotions defined - As used in this Article the following terms mean: A) Promotion is a change of an employee from a job classification to a different job classification which is compensated at a higher salary range. B) Transfer is a change of an employee from a job classification to a different job classification which is compensated at the same salary range. C) Demotion is a change of an employee from a job classification to a different job classification which is compensated at a lower salary range. Employees who are reclassified, promoted or transferred may serve a trial 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.). 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 Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 13 resolve matters not covered by this Agreement or for clarification of matters covered by this Agreement. However, where there is a conflict between Employer policies and any provisions of this Agreement, the provision(s) of this Agreement shall govern. The official personnel file for each employee shall be clearly identified as such and the Human Resources Department shall be the custodian of such files. The files shall be locked, and access shall be limited to the employee’s Elected Official/Department Head or anyone designated by the Employer to act on their behalf, and staff in the Human Resources Department. An employee may examine his/her own personnel file by making an appointment with Human Resources. Representatives of the employee may be granted access with the written authorization of the employee, except as authorized by law. Conditions of hiring, termination change in status, shift, evaluations, commendations and disciplinary actions shall be in writing with a copy to the Employee prior to placement in their personnel file. The Employer’s failure to abide by this Article pertaining to personnel file access shall not affect the Employer’s ability to proceed with the merits of discipline or discharge but may be a separate Union 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 accomplishments 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. If evaluations are conducted they may occur in two forms: 7.5.1 All regular employees should be formally evaluated in writing by their immediate supervisor and/or Elected Official/Department Head or designee during the probationary or trial service period and at least annually (at date of hire or a common date) thereafter. 7.5.2 Additionally, evaluation of job performance may occur at any time and on an ongoing basis. Evaluation may occur in various ways and may include coaching, counseling or written assessment. The evaluation process shall also include a review of the current job description. Evaluation shall not, by itself, constitute disciplinary action – disciplinary action must be specifically identified as such, in writing, consistent with Article 7.6. Employees will be given a copy of the evaluation. Employees will be required to sign the evaluation, acknowledging its receipt. Evaluations are not grievable, however, employees may elect to provide a written response to the evaluation, which will be retained with the evaluation in the employee’s personnel file. 7.6 DISCIPLINE / CORRECTIVE ACTION The Employer agrees to act in good faith in the discipline, dismissal or demotion of any regular employee and any such discipline, dismissal or demotion shall be made only for just cause. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 14 No employee shall be discharged except for just cause. The parties recognize that just cause requires progressive discipline. Progressive discipline may include: • oral warnings, which will be documented; • written warnings – which may also include work performance improvement or corrective action plan for poor work performance or misconduct, • suspension without pay; • demotion; or • discharge. The intent of progressive discipline is to assist the employee with performance improvement or to correct misconduct. Progressive discipline shall not apply where the offense requires more serious discipline in the first instance. Both the sequencing and the steps of progressive discipline are determined on a case- by-case basis, given the nature of the problem. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee’s signature thereon shall not be construed as admission of guilt or concurrence with the discipline, but rather as an acknowledgement of receipt. Employees shall have the right to review and comment on disciplinary actions in their personnel file. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. The Employer will notify the Union in writing within three (3) working days after any notice of discharge. The failure to provide such notice shall not affect such discharge but will extend the period within which the affected employee may file a grievance. The Employer recognizes the right of an employee who reasonably believes that an investigatory interview with a supervisor may result in discipline to request the presence of a Union representative at such an interview. Upon request, they shall be afforded a Union representative. The Employer will delay the interview for a reasonable period of time in order to allow a Union representative an opportunity to attend. If a Union representative is not available or delay is not reasonable, the employee may request the presence of a bargaining unit witness. (Weingarten rights) Employees shall also have a right to a notice and a determination meeting prior to any disciplinary action (except oral warning). The Employer must provide a notice and statement in writing to the employee identifying the performance violations or misconduct alleged, a finding of fact and the reasons for the proposed action. The employee shall be given an opportunity to respond to the charges in a meeting with the Employer, and shall have the right to Union representation during that meeting, upon request. (Loudermill rights) The Employer shall endeavor to correct employee errors or misjudgments in private, with appropriate Union representation if requested by the employee. Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such action as to any post-probationary employee was for just cause. Just cause shall be established if the following has been shown by the Employer: 7.5.1 Notice: That the Employer did forewarn employee of possible consequences of conduct; Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 15 7.5.2 Reasonable Rule or Order: That the Employer policy, rule, or order involved reasonably related to the orderly, efficient, or safe operation of the Employer; 7.5.3 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; 7.5.4 Fair Investigation: That the Employer conducted its investigation objectively; 7.5.5 Proof: That, in the investigation, the Employer did obtain evidence or proof that the employee violated such Employer policy or rule; 7.5.6 Equal Treatment: That the Employer applied its rules, orders, and penalties evenhandedly and without discrimination under the circumstances; and 7.5.7 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 service with Mason County. An employee’s County seniority shall be established as the initial date of hire upon completion of the original six (6) month probationary period. Bargaining Unit Seniority: The total length of continuous calendar-based service with the Employer and in the bargaining unit. Seniority shall be established upon appointment to a regular full-time or part-time, budgeted position within the bargaining unit. No seniority shall be established while an employee is employed in Seasonal or Extra Help/On-Call position. Service time spent in a Temporary position shall count for leave accrual and/or step movement purposes only. A Temporary employee, or a Regular employee in a Temporary position, who is hired directly into a Regular position without a break in service and within the same classification shall be credited for Office/Department Seniority from the original date of hire into that classification. Other Definitions: 8.1.1 Application of Seniority How an employee’s years of continuous service are utilized to determine their respective rights in regard to postings, promotions, reassignment, transfer, layoff, or recall. 8.1.2 Continuous Service Means uninterrupted employment with the Employer subject to the following provisions: 1. Continuous calendar-based service shall include uninterrupted employment. 2. Continuous service is terminated by resignation, termination, retirement, layoff or failure to respond to two offers of recall to former or comparable employment. 8.1.3 Layoff A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full- time equivalent (FTE) positions or in the number of partial FTEs within the Employer or within a job classification covered by this Agreement. A reduction in force in a classification may occur for reasons Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 16 of lack of funds, lack of work, efficiency or reorganization. Reductions in force are identified by classification within the affected Office or Department. 8.1.4 Affected Group/Employees An Affected Group would be any job classification that is subject to a layoff. An Affected Employee would be the least senior employee(s) within an affected job classification which are subject to lay- off or reduction in force and have certain rights as a result. 8.1.5 Layoff Alternatives A number of alternatives exist for affected employees including: 1. Assume a vacant position - per Article 8.13.1 2. Bump - displacing a less senior employee 3. Recall - accepting unemployment and the option of future recall 8.1.6 Bumping The displacement of a less senior regular employee by another regular employee with more seniority as defined by this Article. 8.2 APPLICATION OF SENIORITY In the event of reassignment, transfer, layoff, or recall, seniority shall be the determining factor where employees are equally qualified to do the job. Seniority shall be applied in the following manner: (A) For the purpose of promotions and/or layoffs from within a department, seniority shall mean time spent in a job classification within the bargaining unit. (B) For all other purposes, seniority means total unbroken service with Mason County. An employee’s County seniority shall be established as the initial date of hire upon completion of the original six (6) month probationary period. 8.2.1 Postings/Promotions: In regard to job postings, promotion and reassignment, “qualifications” and/or “ability” will be the primary consideration, with such posting or promotion being consistent with Article 7 and this Article. Qualifications will include the minimum qualifications of education, training and experience as set forth in the job description, as well as the job performance, ability, employment record and contribution to the needs of the Department. 8.2.2 Layoffs: Total Office / Department Seniority shall determine who is to be laid off within the selected classification (affected group) and within the Office or Department. The least senior regular employee(s) within the classification shall be the affected employee(s). In the event of two employees having the same Office / Department Seniority, bargaining unit seniority shall be determinative. In the event of two employees having the same bargaining unit seniority, Employer seniority shall be determinative. 8.2.3 Bumping: As to bumping, the employee’s “competence” and the ability to adequately perform the unique functions of the job assignment will be the primary consideration, applied in accordance with seniority. Competence / Ability to adequately perform will be defined as the immediate, clear and full performance on the job, with a minimal period of orientation and no material reduction in the efficiency of the operation or services, as determined by the Employer. 8.2.4 Recall: Seniority shall be determinative in the identification of which employee is to be recalled, when there are more than one who is qualified and/or have previously performed a position. In the event that an employee is being recalled to a new position, the employee’s qualification and the ability to adequately perform the unique functions of the job assignment will be the primary consideration, applied in accordance with seniority, consistent with Article 8.2.3. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 17 8.3 PROBATIONARY PERIOD Upon successful completion of the probationary period, the Employer seniority of the Regular employee shall be established as the initial date of hire including the service during the probationary period. Department seniority shall then be based on continuous service with the Department. 8.4 LOSS OF SENIORITY Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided that employees on layoff status retain the seniority they had at time of lay-off for eighteen (18) months from date of layoff. An employee, therefore, will lose seniority rights by and/or upon: 8.4.1 Resignation. 8.4.2 Discharge. 8.4.3 Retirement. 8.4.4 Layoff/Recall list of more than eighteen (18) consecutive months. 8.4.5 Failure to respond to two offers of recall to former or comparable employment. Employees who are re-employed following the loss of their seniority, shall be deemed a newly-hired employee for all purposes under this Agreement, except as provided in the following: if an employee is laid off or resigns in good standing after working at least twelve (12) consecutive months, and is thereafter re- employed within twelve (12) months (or eighteen (18) months in the event of recall), the employee will, upon successful completion of the probationary period, regain the seniority that they had as of the effective date that the employee resigned. 8.5 LAYOFFS A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full-time equivalent (FTE) positions or in the number of partial FTEs within the Employer or within a job classification covered by this Agreement. For purposes of this article, layoff is further identified as any reduction in hours which results in a regular position being less than their budgeted FTE. Total Office/Department Seniority shall determine who is to be laid off within the selected classification. Bumping rights are determined by Office or Department seniority, consistent with Article 8.2. Employees scheduled for layoff may bump into another employee’s position in lieu of being laid off, if all of the following conditions are met: 1. They have more seniority than the employee they will bump; 2. The job classification they are bumping to is paid on a salary range that is equal to or less than the salary range of their job classification; 3. They previously held status in that job classification or they are determined by the Employer to be qualified to immediately perform the primary functions of the job; and 4. They provide at least five (5) working days’ notice from the date of the layoff notice of their intent to exercise their bumping right to the Employer. Layoff process: A. The Employer may reduce the work force because of lack of work, lack of funds. B. If a reduction in the work force becomes necessary, the Employer will first consider reduction through normal attrition, (i.e., by not filling normally occurring vacancies). C. If normal attrition is not feasible, then the Employer shall determine which position(s) will be eliminated. The least senior employee(s) in the affected job classification(s) within the affected department shall be laid off. Before laying off any regular employee, all temporary and probationary employees within the same Office or Department shall be laid off first, provided there is a regular employee qualified to do the work of the position. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 18 8.6 NOTICE Employees scheduled for layoff shall be given at least fourteen (14) calendar days’ written notice of the layoff. 8.7 MEETING WITH UNION The Union shall also be notified in writing of any reduction in hours proposed by the Employer, including the purpose, scope, and duration of the proposed reduction. Upon the Union’s request, the Employer and the Union shall meet promptly during the notice period identified in Article 8.6 to discuss the reasons and the time-lines for the layoff and to review any suggestions concerning possible alternatives to layoff. Union concerns shall be considered by the Employer prior to implementation of any reduction in hours. This procedure shall not preclude the Employer from providing notice to employees or requesting volunteers to take leaves of absence without pay, provided the Employer notifies the Union of the proposed request. 8.8 AFFECTED GROUP The following procedure shall apply to any layoff: 8.8.1 Affected employees: The Employer shall first determine by job classification the number of employees or FTEs to be affected by the layoff. The employee(s) holding such FTEs, which are subject to layoff, shall be the “affected employee(s).” The least senior employee, by Office or Department seniority, within the affected job classification shall be selected for layoff, consistent with Article 8.2.2. The exception would be only when the Employer determines that the position requires unique qualifications and abilities necessary to perform the specialized and required functions of that position, which would then become an overriding factor. In cases where Office or Department seniority within a job classification is equal, bargaining unit seniority will be the determining factor. In the event this is also equal, Classification seniority will control. In the event this is also equal, Employer seniority will control. If all of the seniorities are equal, then Management shall make the final decision based on performance and job skills. 8.8.2 Volunteers: Simultaneous with implementing the provisions of the layoff procedure, the Employer may first seek, by a five (5) working day posting process, volunteers for layoff or voluntary resignation from among those employees who work within the same job classification as the affected employees. If there are more volunteers than affected employees, volunteers will be chosen by bargaining unit seniority. Employees who volunteer for layoff may opt for recall rights as described in this article at the time of layoff. If there are no or insufficient volunteers within the affected job classification, the remaining affected employees who have received notice must choose promptly (within five (5) full working days of receipt of the Notice) among the layoff options set forth in Article 8.13. 8.8.3 Probationary Employees: If the number of volunteers is not sufficient to meet the announced number of necessary layoffs, and if the affected employee is an initial probationary employee, then that employee shall be laid off and are ineligible to select among layoff options. 8.9 VACANT POSITIONS Positions will be filled in accordance with Article 8.2 and other sections of this Article. Within the bargaining unit and the Department, affected employees and employees on the recall list shall be given first opportunity for vacant bargaining unit positions for which they are qualified prior to outside hiring by the Employer, consistent with Article 8.13.1. Within other Departments affected employees will be given consideration for vacant positions for which they are qualified. 8.10 SENIORITY LIST The Employer shall update the seniority list and provide it to the Union annually or upon request, consistent with Article 3.3. If a layoff is announced, a current ranked seniority list including job classifications, names, Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 19 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 skills are required to fill the position that are not possessed by the regular staff member. This provision shall apply only to the classification where the initial layoff occurs and not to the classification into which laid off employees have bumped. 8.12 COMPARABLE EMPLOYMENT For purposes of this Article, “comparable employment,” “comparable position” or vacancy shall be defined to include a position which has the same salary pay range and, additionally, the educational and experience qualifications, FTE and work-week are substantially similar. 8.13 LAYOFF OPTIONS Affected employees who have completed their probationary period shall have the following options: 8.13.1 Assume a Vacant Position: On a bargaining unit seniority basis, to assume a vacant position in the same Department and bargaining unit, for which they are qualified. On a bargaining unit seniority basis, the employee shall also be considered for available job openings within the Employer for which the employee is qualified. When a regular full-time or part-time employee is being laid off the Employer may offer a temporary position if one is available and the employee has the ability to perform the work. Laid off employees who accept these assignments will be provided the benefits and provisions of the temporary assignment. Employee(s) accepting these assignments will be subject to recall. 8.13.2 Bump: Employees notified for layoff may bump other employees in their own department in lieu of being laid off, if all of the following conditions are met: 1. They have more seniority than the employee they will bump; 2. The job classification they are bumping into is paid on a salary range that is equal to or less than the salary range of their job classification; 3. They previously held status in that job classification or they are determined by the Employer to be able to immediately perform the primary duties of the position they are requesting to bump into; and 4. They provide written notification to their department head of their intent to exercise their bumping right within five (5) calendar days’ of receiving their layoff notice. Under no circumstances shall an employee’s exercise of his/her bumping right result in a greater benefit to the employee than previously held (e.g. a promotion or increase to full-time if previously part-time). The employee bumping into another position shall be given an orientation period to familiarize the employee with the practices and/or policies related to the job. The employee who may be displaced by the more senior employee who is bumping shall be provided at least fourteen (14) calendar days’ written notice of layoff. If this employee is eligible to bump another employee pursuant to the conditions, outlined in this subsection, then that third employee identified for layoff shall be laid off. It is understood that employees being laid off and/or recalled under this Agreement must meet the education, experience and, if applicable, license and/or certification requirements and be able to immediately perform the primary duties of the position they are requesting to bump or be recalled into. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 20 Regular Employees faced with a reduction of hours shall have the option of remaining in the reduced position (if above the 20-hour threshold) or bumping to a lower classification, if competent as defined in Article 8.2.3. Competent shall mean having demonstrated skills and required experience to perform the job; and in case of disputes, the final decision shall be made by the Employer. An employee who has bumped shall move to the highest step of the new range that does not exceed their current salary. If there is no employee in the next lower classification who is less senior than the person scheduled for layoff, that person may look progressively to the next lower classification for such bumping rights. The employee who is bumped by the affected employee shall have the same rights under this Article. 8.13.3 Recall: If the affected employee elects not to take a vacant position, elects not to bump or cannot immediately and adequately perform the functions of the job assignment in assuming a vacant or bumped position, then that employee will be placed on the recall list and will be eligible for recall under Article 8.15. Nothing contained in this layoff section shall be construed to require the Employer to modify its position and classification structure in order to accommodate bumping or other re-employment rights. Salary placement rules shall apply to recall to regular positions and to employees who have bumped. Employees bumping to another position shall retain their old anniversary date for purposes of step increases. Persons recalled to the same salary range shall be placed in their former step and time in step. The salary for non-regular positions not represented by the bargaining unit shall be determined by the Employer. 8.14 REDUCTION HOURS/FTE An employee subject to an involuntary reduction in their FTE may elect to accept the reduction, may bump and/or may elect to be placed on recall in accordance with Article 8.13. If the reduction results in hours less than their budgeted FTE, it will be considered a layoff and the employee shall have the right to bump or recall list. 8.15 RECALL Any regular employee who is laid off shall have his/her name placed on a recall list within his/her department for the classification he/she was laid off from, for any lower classification in the same series, and for any other classification in which the employee has held regular status. The employee's name shall remain on the recall list(s) for a period of eighteen (18) months from date of layoff. Persons shall be recalled in inverse order of layoff to the classification held at the time of layoff. Employees who were laid off shall be considered for other positions in the Prosecutor’s office that they are deemed qualified to perform. It shall be the responsibility of each person on a recall list to keep the County informed of his/her current address and telephone number. The layoff letter to the employee shall advise him/her of their recall rights and of the name and address of the person in County government to whom the employee must send notice of their current address or any subsequent changes. The County shall have the right to remove the name of any person on the recall list if there is no response within fourteen (14) calendar days’ after the County has mailed a certified letter (return receipt request) to the person's last known address. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 21 If an employee on recall accepts an opportunity to return to work in a lower classification than the one laid off from, the employee’s name may remain on the recall list for their previous higher classification for the balance of the eighteen (18) months, and shall be given an opportunity to accept such a position if it should become available. If an employee is recalled to return to the same classification from which he/she was laid off, and refuses the offer to return, his/her name shall be removed from the recall list and further return rights shall be forfeited. Employees recalled to their former classification within eighteen (18) months of being laid off shall be placed at the same salary range and step, and time in step, in effect at the time of layoff. In addition, employees recalled to County service within eighteen (18) months to the same or another job classification in the bargaining unit shall have the sick leave balance as of the date of layoff restored (unless the employee received a sick leave cash out at the time of layoff), shall accrue vacation leave at the same accrual rate in effect as of the date of layoff, and the number of years of continuous county service at the time of layoff shall be credited towards eligibility for the longevity benefit. Employees recalled into regular part-time positions shall be subject to pro-rated benefits as described in other articles of this Agreement. As long as any employee remains on the recall list the Employer shall not newly employ by hiring persons into the affected bargaining unit 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). 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 April 1, 2022 through December 31, 2024, each employee shall have his/her base wage as set forth in Appendix I and adjusted by an across the board (ATB) increase as set forth below: INCREASE 1/1/2022 %1.75 1/1/2023 %1.75 1/1/2024 %1.75 Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 22 Should it become necessary to establish a new job classification within the bargaining unit during the life of this Agreement, the Employer may designate a job classification title and salary for the classification. The salary for any new classification within the bargaining unit shall be subject to negotiations, consistent with Article 2.2. Each move within a range is determined by the employee's anniversary date. The anniversary date is the day the employee started work within a range. Upon promotion of an employee placing him/her in a higher range, the date of the promotion becomes the anniversary date that determines future step increases within that range. The employee's actual date of hire with Mason County will always remain the same (regardless of promotion) for purposes of vacation leave, sick leave, and retirement. The Employer shall make available information monthly which shall reflect all items covered by gross pay such as; sick leave, vacation time, straight time and overtime. 9.2 HIRE-IN RATES New regular employees shall normally be placed at Step 1 of the appropriate salary range or placed consistent with current personnel rules. ARTICLE 10 – OTHER COMPENSATION 10.1 WORK IN A HIGHER CLASSIFICATION No employee shall be reduced in salary or benefits because of being assigned by the Employer to perform the work of a lower classification, except in the situation of lay off. A supervisor may assign an employee to perform the primary duties of a higher classification, when those duties are not part of the employee’s current job classification, for the purpose of: A. Providing work coverage during an authorized vacation period; B. Providing work coverage during an authorized sick leave; C. Providing work coverage for an authorized leave of absence; or D. Providing work coverage for a currently vacant position. An employee who has been assigned to perform all of the significant duties of a higher level job classification and who performs such duties for five (5) or more consecutive days, due to the absence of the employee who normally holds that higher level position, shall be compensated using the step on the salary range of the higher job class that provides at least a five (5%) percent increase over the current rate of base pay for the employee working out of classification. This section is not applicable to employees who are being trained to perform the work of the higher classification. 10.2 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. 10.3 LONGEVITY Effective June 1, 2022, the County shall provide additional compensation above for each eligible, regular full-time employee’s base salary (or base hourly rate, if applicable) to recognize continuous length of service as a County employee. Eligible, regular part-time employees shall receive pro-rated longevity benefits in proportion to the number of hours the regular part-time employee is in pay status during the month as compared to that required of full-time employment. The longevity benefit will be implemented in accordance with the following schedule: Total Years of Service Completed Additional Pay Increment Beginning the 11th year through the 15th year 1.5% above base Beginning the 16th year through the 20th year 3.0% above base Beginning the 21st year through the 25th year 4.5% above base Beginning the 26th year and continuing thereafter 6.0% above base Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 23 ARTICLE 11 - HOLIDAYS 11.1 HOLIDAYS The following designated annual paid Holidays shall be observed per County Policy (other than the Floaters). New Year’s Day Labor Day Martin Luther King Day Veteran’s Day (Armistice Day) Presidents’ Day Thanksgiving Day Memorial Day Day After Thanksgiving* July 4th Christmas Day Christmas Eve Two (2) Floating Holidays Juneteenth Eligible full-time employees shall receive eight (8) hours of holiday benefit pay. Regular part-time employees shall be paid pro rata holidays in accordance with the number of hours regularly compensated. For any Holiday to be paid, an employee must be in paid status the employee’s scheduled work-day before and the employee’s scheduled work-day after the Holiday. The floating holidays are to be at the discretion of the employee with the approval of the supervisor, requiring one week's advance notice, which may be waived by the supervisor. All requests to use a floating holiday must be made no later than the last working day of November. 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. Christmas Eve may be taken off based on the operational needs of the County and the Elected Official/Department Head and/or designee, and if this cannot be accommodated, the employee will schedule an alternate day with their supervisor’s approval. 11.2 RELIGIOUS HOLIDAYS Employees may also take other religious holidays off with their supervisor’s approval, with or without pay, through utilization of vacation or comp time or by making alternative work schedule arrangements. Such requests shall not be unreasonably denied. 11.3 HOLIDAY OBSERVANCE When a recognized Holiday falls on a Saturday, the preceding Friday shall be considered the holiday. When a recognized Holiday falls on a Sunday, the following Monday shall be considered the Holiday. 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 – Holidays. 11.5 HOLIDAY COMPENSATION Benefitted employees shall be paid no more than eight (8) hours of holiday benefit pay for that day regardless of their work individual schedule. 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. 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: 1st through 3rd year of employment 96 hours 4th through 7th year of employment 120 hours 8th through 9th year of employment 144 hours Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 24 10th through 11th year of employment 160 hours 12th through 14th year of employment 176 hours 15th through 16th year of employment 184 hours 17th through 19th year of employment 192 hours 20 or more years of employment 200 hours Regular and temporary part-time employees shall accrue vacation leave on a pro-rated basis in proportion to the number of hours the part-time employee is in pay status during the month as compared to that required for full-time employment, plus they must also meet the qualification for PERS participation to have vacation leave accrual apply. The first day of the month of hire shall be the effective date of subsequent increases in the vacation leave accrual rate for employees hired between the first and the fifteenth of the month. The first day of the month following the month of hire shall be the effective date of subsequent increases in the vacation leave accrual for employees hired between the sixteenth and the last day of the month. Regular and temporary full-time employees shall accumulate one-twelfth (1/12th) of their yearly accumulation total per month. The maximum amount of vacation leave that may be accrued at any point in time is four hundred (400) hours. No additional vacation leave will be accrued or added to an employee’s vacation leave benefit when the maximum accrual has been attained. Regular and temporary full-time employees must work or be in a paid status at least eighty (80) hours in a month in order to accrue vacation leave for the month. Regular part-time employees must work or be in a paid status at least in the same proportion to the eighty (80) hours as their regular hours are to full-time employment to accrue vacation leave for that month. With the exception of promoted employees, vacation leave accrued within the first six (6) months of employment cannot be utilized by an employee until he/she has successfully completed the initial appointment probationary requirements Whereas the County recognizes the importance of employees utilizing earned vacation leave to promote and enhance their mental and physical well-being, employees should attempt to use vacation leave during the year in which it is earned 12.2 VACATION SCHEDULING Upon completion of six (6) months’ continuous service in a Regular and Temporary position, an employee shall be eligible for paid vacation. An employee’s request for vacation leave will be granted, provided that prior approval is given by the employer and provided that leave requested does not prevent a Department or division thereof from providing efficient public service. Vacation leave approval will be granted on the basis of the employee meeting workload requirements. All requests to use vacation leave shall be submitted in writing. When an employee desires to use five (5) or more consecutive vacation leave days he/she must submit a leave request at least fifteen (15) calendar days in advance of the time off requested. Failure to request leave at least fifteen (15) calendar days in advance may be cause for the denial of the requested leave. The Employer will respond to leave requests within ten (10) calendar days of receipt; except leave requests that are 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. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 25 Employees shall have the option of using comp time or vacation leave f or approved paid time off. 12.3 VACATION PAY Vacation leave days shall be the same as the regular workday schedule for the Department wherein the employee is employed. Vacation pay shall be the amount that the employee would have earned if the employee had worked their regular position during the vacation period. When a holiday occurs during an employee's approved vacation leave, the day on which the holiday occurs will be charged as holiday leave rather than vacation leave. Employees cannot receive vacation, sick leave or holiday pay simultaneously for the same days. 12.4 VACATION UPON TERMINATION When a regular full-time or regular 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 Elected Official/Department Head and/or designee. Pay in lieu of unused vacation shall be forfeited if ten (10) working days written notice is not provided or waived. ARTICLE 13 - SICK LEAVE 13.1 SICK LEAVE ACCRUAL Per the Washington State Paid Sick Leave law, RCW 49.46, in accordance with WAC 296-130 and Initiative 1433, the County and the Union mutually agree to comply the with the laws. Sick leave shall be accumulated for all Regular and Temporary full-time employees, who have worked or been in a paid status at least eighty (80) hours at the rate of eight (8) hours per month for each month of employment. Regular and Temporary part-time employees shall accrue sick leave on a pro-rated basis in proportion to the number of hours the part-time employee is in a paid status during the month as compared to that required for full- time employment. Sick leave accrual may not exceed one thousand two hundred (1,200) hours. 13.2 SICK LEAVE USAGE Usages of sick leave shall be consistent in accordance with the Washington State Paid Sick Leave law, RCW 49.46, WAC 296-130 and Initiative 1433, the County and the Council mutually agree to comply with the laws. 13.3 SHARED LEAVE The Human Resources Manager, or designee, may authorize employees, within this bargaining unit, to donate their accrued vacation or sick leave to another employee, within this bargaining unit, who is suffering from, or whose parent, spouse or child is suffering from an extraordinary or severe illness, injury, or physical or mental condition which has caused or is likely to cause the employee to take leave without pay or to terminate his/her employment. All donations of leave are strictly voluntary and are subject to all IRS regulations for the donor and recipient. The following conditions apply: To be eligible to donate vacation leave, the employee who donates leave must have more than ten (10) days of accrued leave. In no event shall a leave transfer result in the donor employee reducing his/her vacation leave balance to less than ten (10) days. To be eligible to donate sick leave, the employee who donates leave must have more than thirty (30) days of leave. In no event Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 26 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; 1. 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; 2. 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; 3. The transfer of leave and the amount of leave shall be authorized by the Board in advance. 4. 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. The Employer may permit an employee to receive donation of vacation, sick or comp time consistent with the then current Shared Leave policy. 13.4 COORDINATION - WORKER’S COMPENSATION In the event an employee shall be entitled to benefits or payments under any program of disability insurance furnished by the Employer, Worker’s Compensation Act or similar legislation by the State of Washington or other governmental unit, the Employer shall pay to the employee only the difference between the benefits and payments received under such insurance or act by such employee and the regular rate of compensation that he/she would have received from the Employer if able to work. In such event, the number of hours deducted from the employee’s total accrued sick leave shall be the hourly equivalent of the Employer’s payment. The foregoing payment or contribution by the employer shall be limited to the period of time that such employee has accumulated sick leave credits as herein above specified. A. For a period of absence from work due to injury or occupational disease resulting from County employment, the employee shall file an application for Worker's Compensation in accordance with State Law. B. If the employee has accumulated Sick Leave credit, the County shall pay the Sick Leave difference between his/her time loss compensation and his/her full regular salary unless the employee elects not to use his/her Sick Leave. C. Should an employee receive Worker's Compensation for time loss and he/she also receives sick leave compensation, his/her sick leave accrual prior to the time loss will be reduced by the total number of hours he/she was on sick leave minus the number of hours at full salary for which he/she is paid to the nearest hour. D. Until eligibility for Worker's Compensation is determined by the Department of Labor and Industries, the County may pay full sick leave accumulated, provided that the employee shall return any subsequent overpayment to the County. E. Should an employee apply for time loss compensation and the claim is then or later denied, sick leave and vacation leave may be used for the absence in accordance with other provisions of this rule. F. Nothing herein pertains to a permanent disability award. G. If any employee has no sick leave accumulated, the words vacation leave or comp time may be substituted for "sick leave" above. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 27 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 Payment for and balance up to the maximum amount allowed, by this policy and all other policies, shall be no greater than 1,200 hours of unused Mason County Sick Leave and shall be made only in the following circumstances: 1. Upon termination of employment with fifteen (15) years of continuous service with Mason County, and the employee’s hire date was prior to April 13, 2010; or 2. Upon termination of employment with Mason County, when the termination is contemporaneous with retirement from the applicable Washington State public employee’s retirement system, and the employee was hired prior to April 13, 2010 with continuous service; or 3. Upon the death of an employee, in which case payment shall be made to his/her estate, provided the employee was hired prior to April 13, 2010; or 4. Employees who terminate employment to become an Elected Official of Mason County, provided the employee was hired prior to April 13, 2010. Terminated employees who are not eligible for payment of unused sick leave shall forfeit all sick leave accrual. ARTICLE 14 – LEAVES OF ABSENCE 14.1 IN GENERAL Leaves of absence requests detailed in this section shall not be unreasonably denied. All leaves are to be requested in writing as far in advance as possible. As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid leave, unless otherwise provided for in this Agreement, or utilization of Washington Paid Family Medical Leave. Leave does not accrue nor may it be used until the first day of the following pay period in which it is earned (no “negative” leave use during the period in which it is earned). 14.2 JURY DUTY / COURT An employee, who is required to serve on a jury or as a result of official Employer duties requiring to appear before a court, legislative committee or quasi-judicial body as a witness in response to a subpoena or other directive, shall be allowed authorized leave with pay less any amount received for such duty. 14.3 MILITARY LEAVE All Regular and Temporary employees shall be allowed military leave as required by RCW 38.40.060 and as interpreted by the Court. This provides for twenty-one (21) working days of military leave per year (October 1 through September 30). Employees enlisting or entering the military service of the United States, pursuant to the provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) shall be granted all rights and privileges provided by the ACT. 14.4 BEREAVEMENT Up to three (3) days' funeral/bereavement leave may be taken in case of death in the immediate family requiring the attendance of the employee (funerals are included). Two (2) additional days sick leave may be taken at the employee's request. For the purposes of this article, immediate family shall include only persons related by blood or marriage or legal adoption and is limited to the following relations: spouse, parent, grandparent, sibling, child, grandchild, aunt, uncle, cousin, niece, nephew, grandparent-in-law, parent-in-law, sibling-in-law, and child-in-law of the employee. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 28 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, unless Washington Paid Family Medical Leave is utilized. An employee on leave of absence may be affected by a lay-off in the same manner as if the employee were working. Leave of absence without pay is not creditable towards seniority and seniority related benefits, except as identified above in Article 14.5 for identified legally protected leave such as FMLA and Military. An employee who takes a leave of absence without pay shall have his/her date of hire for seniority purposes adjusted for the same duration of time as the period of leave without pay. Step increases are based on duration of employment and will be adjusted accordingly. General salary increases are not based upon duration of employment and will not be adjusted in this manner. The employee's seniority for purposes of vacation accrual, promotion and layoff would be adjusted in the same amount as the duration of the leave without pay. In the unlikely event an employee was granted a leave without pay during his/her probationar y 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 Consistent with WAC 162-30-020, the Employer will grant a leave of absence for a period of temporary disability because of pregnancy or childbirth. This may be in addition to the leave entitlements of FMLA. This leave provides female employees with the right to a leave of absence equivalent to the disability phase of pregnancy and childbirth. There is no eligibility requirement, however the Employer has no obligation to pay for health insurance benefits while on this leave (unless utilized concurrent with FMLA). Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is no limit to the length of the disability phase, except for the right for medical verification and the right of second opinion at the employer’s expense. At the end of the disability leave, the employee is entitled to return to the same job or a similar job of at least the same pay as provided by law. Employees must use their accrued vacation and sick leave, if any, during the leave period and, at their election, any accrued comp time, consistent with the retention provision as provided in Article 14.7. Once this paid leave is exhausted, the employee’s leave may be switched over to unpaid leave. 14.9 INCLEMENT WEATHER Employee rights and responsibilities during severe weather and emergency or disaster conditions are covered by the current Inclement Weather Policy of the Employer. The goal shall be to continue to provide essential Employer services, consistent with public and employee safety and emergency operations priorities. If an employee is expected to work during inclement weather, emergency closure or early release while any other employee does not have to arrive/remain at work because of a Department closure, the employee who must suffer work shall be credited the same amount of time off of the Department closure and the amount of time the Department closed workers were allowed to remain away from work. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 29 14.10 WASHINGTON STATE PAID LEAVE COMPLIANCE The County and Union mutually agree to comply with all Washington State Paid Family & Medical Leave laws, per RCW 50A.04, and future amendments with the law. 14.11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE The County and the Union mutually agree to comply with all Long-Term Services and Supports Trust Program statutes, per RCW 50B.04, and future amendments to the statute. ARTICLE 15 – HEALTH & WELFARE 15.1 HEALTH AND LIFE INSURANCE The County shall contribute as identified below per employee, per month, towards the premiums for Health and Welfare benefits for each employee, including their eligible dependents, compensated eighty (80) man-hours (excludes, vacation, sick and comp time payouts, upon separation) or more per month. This contribution is to be applied to premiums for Public Employee’s Benefits Board (PEBB), and current County medical, 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 upon ratification the contribution shall be increased to one thousand and four hundred and fourteen dollars ($1414) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. B. Effective January 1, 2023 the contribution shall be increased to one thousand and four hundred and sixty-six dollars ($1466) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. C. Effective January 1, 2024 the contribution shall be increased to one thousand and five hundred and eighteen dollars ($1518) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. In the event the County’s maximum monthly contribution is insufficient to provide all of the total Health and Welfare premiums as referenced in Section 1 above, the priority order for full County payment shall be as follows: (1) Life Insurance; (2) Vision; (3) Dental; and (4) Medical. Any monthly premium contribution required above the County’s maximum contribution shall be paid by a reduction of the necessary amount from the employee’s salary. In the event the Employer is subject to carrier plan design change or a penalty, tax, fine or increased costs as a result of requirements or provisions of the ACA, not within the control of the Employer, the parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts and immediately bargain alternative provisions. Employee Assistance Program (EAP): The County shall provide an EAP benefit for all bargaining unit employees. 15.3 RETIREMENT Pensions for employees and contributions to pension funds will be governed by the Washington State statutes in relation thereto in existence during the contract period. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 30 ARTICLE 16 - TRAINING 16.1 TRAINING Approval for attendance at training, the hours intended to be compensated and the reimbursement for travel and expenses shall be established by the supervisor prior to the training, consistent with the current policy. 16.2 TRAINING REIMBURSEMENT Compensation associated with training or representation of the Employer on official business shall be consistent with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296-128-500. ARTICLE 17 – LABOR / MANAGEMENT COMMITTEES 17.1 PURPOSE OF COMMITTEE The Employer and the Union agree that a need exists for continuing cooperation between labor and management, and to meet from time to time upon the request of either party concerning suggestions and issues of a general nature affecting the Union and the Employer relations. This 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. 17.2 COMPOSITION OF COMMITTEE The Labor Management Committee meetings will include a minimum of two (2) representatives of the employer and at least one (1) representative from Human Resources and a minimum of two (2) representatives appointed by the Union, unless otherwise mutually agreed upon. Said committee shall attempt to meet for the purpose of discussing and facilitating the resolution of issues which may arise between the parties other than those for which another procedure is provided by law or other provisions of this Agreement. 17.3 COMPENSATION All meeting time spent by members of the joint Labor-Management Committee will be considered time worked if during duty hours and will be paid at the appropriate regular rate of pay. ARTICLE 18 – HEALTH & SAFETY 18.1 SAFE WORKPLACE The Employer is responsible for maintaining a safe and healthful workplace. The Employer shall comply with all federal, state, and local laws applicable to the safety and health of its employees. Employees shall not be required to perform work if they have a reasonable basis for believing the assignment would constitute a danger to their health and safety. The employee shall immediately contact a supervisor who shall make a determination with regard to safety. Upon the supervisor’s review and liability, the employee will perform the work but may refer the matter to the safety committee or risk management. All on-the-job injuries, no matter how slight, must be reported. Employees must immediately notify their supervisor if they are unable to work because of a work-related injury or illness. 18.2 HEALTH & SAFETY PLAN The Employer shall develop and follow written policies and procedures to deal with on-the-job safety and shall conduct an ongoing site specific safety and security plans in conformance with state and federal laws. 18.3 DRUG FREE WORKPLACE The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that employers will provide a drug free workplace. This policy strictly prohibits the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance in the workplace. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 31 Fitness for Duty – If a supervisor or manager reasonably suspects, through observation, that an employee may physically incapable of performing the essential functions of the job and/or may be under any influence of, or impaired by, a substance, the employee shall be removed from duty immediately and undergo substance testing for the suspected substance. Except in emergency situations, the supervisor or manager shall consult with another supervisor, manager or representative of Human Resources to ensure that adequate grounds for reasonable suspicion exist. The consulted supervisor, manager or representative of Human Resources shall also personally observe the employee before the employee is required to test for the presence of that substance. At this time the employee will also be notified of his or her Weingarten rights. Employees removed from duty under such circumstances who test positive shall be required to meet with the Employer’s Substance Abuse Professional (SAP) and shall only be allowed to return to work, if at all, in accordance with the return to work provisions of the Employer’s substance abuse policy. 18.4 WORK PLACE VIOLENCE The Employer is committed to employee health and safety. Workplace violence, including threats of violence by or against a County employee, will not be tolerated and should be immediately reported whether or not physical injury occurs. ARTICLE 19 - GRIEVANCE PROCEDURE 19.1 GRIEVANCE DEFINED The purpose of the grievance procedure is to promote harmony and efficiency between employees and the County by providing timely settlement of grievances without fear of discrimination or reprisal. A grievance is an allegation by an employee, group of employees or the Union that there has been a violation, misapplication or misinterpretation of this Agreement. Employees will be unimpeded and free from restraint, interference, coercion, discrimination or reprisal in seeking adjudication of their grievance. Any grievance procedure time limit may be extended by mutual written agreement. Failure by an employee and/or the Union to comply with any grievance time limitations shall constitute withdrawal of the grievance. Failure of the County to comply with any grievance time limitations shall permit the Union or the employee to advance the grievance to the next step in the grievance procedure. A grievance of interest to several employees may be filed as a "group grievance." The processing and adjudication of grievances shall be conducted during working hours. 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 a salary issue. The supervisor or manager may schedule a meeting with the employee and his/her Union representative or he/she may respond to the grievance when presented. In either case, the supervisor shall respond to the grievance within seven (7) calendar days of the employee raising the issue. If the grievance is not resolved informally, then a written grievance may be filed at step 2. However, if the incident is related to a salary issue, the employee and/or the Union Steward shall submit a written grievance at Step 2 to the Mason County Prosecutor within ten (10) calendar days of the incident giving rise to the grievance. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 32 Step 2. The grievance shall be presented in writing on an official Union grievance form. This shall include: 1. The specific details of the incident or issue giving rise to the grievance; 2. The Article(s) and Section(s) of the Agreement allegedly violated; and 3. The remedy sought. The written grievance shall be submitted by the employee and/or the Union Steward/Union Representative to the Mason County Prosecutor within ten (10) calendar days of the date of the discussion in Step 1 above. A copy of the grievance will be filed concurrently with the Human Resources Department. Within ten (10) calendar days after the receipt of the official written grievance, the Mason County Prosecutor (or designee) shall schedule a meeting with the employee and Shop Steward and/or Union Representative to hear and seek to resolve the grievance. The Mason County Prosecutor shall provide a written response to the Employee and the Union Steward/Union Representative within fourteen (14) calendar days of the meeting. A copy of the grievance response shall be provided to the Human Resources Department. If the grievance is not resolved at Step 2, the grievance may be advanced to Step 3. Step 3. The written grievance shall be submitted to the Human Resources Director within ten (10) calendar days of the date of the written response at Step 2. Within ten (10) calendar days of receipt of the grievance, the Human Resources Director or designee shall schedule a meeting with the Employee, Union Steward/Union Representative, and the Mason County Prosecutor (or designee) to hear and seek to resolve the grievance. The Human Resources Director shall provide a written answer to the Employee, Union Steward/Union Representative, and Mason County Prosecutor 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 the Union’s notice to the Employer of its intent to arbitrate. In addition, the Union shall request the arbitration service supply a list of seven (7) qualified arbitrators. If a list of seven arbitrators is requested, both parties will attempt to agree upon an arbitrator from this list. If they cannot agree within fourteen (14) calendar days from the receipt of the list, a flip of the coin will determine which party strikes the first name from the list. This striking of names will alternate between the parties until one name remains. This person shall be the arbitrator. The referral to arbitration shall contain the following: 1. Question or questions at issue; 2. Statement of facts and position of each respective party; and 3. Copy of the grievance and related correspondence. GRIEVANCE ARBITRATION: A hearing shall be scheduled at a date, time and location mutually convenient for all parties. In connection with any arbitration proceeding held pursuant to this Article, it is understood as follows: A. The arbitrator shall have no power to render a decision that will add to, subtract from or alter, change, or modify the terms of this Agreement, and his/her power shall be limited to interpretation or application of the terms of this Agreement, and all other matters shall be excluded from arbitration. B. The decision of the arbitrator shall be final, conclusive and binding upon the Employer, the Union and the employees involved, provided the decision does not involve action by the Employer which is beyond its jurisdiction. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 33 C. Each party may call such witnesses as may be necessary in the order in which their testimony is to be heard. Such testimony shall be sworn and shall be limited to the matters set forth in the written statement of the grievance, and shall be subject to cross examination. The arguments of the parties may be supported by oral comment and rebuttal. Either or both parties may submit post hearing briefs within a time mutually agreed upon. Such arguments of the parties, whether oral or written, shall be confined to and directed at the matters set forth in the written statement of the grievance. D. Either party may request that a stenographic record of the hearing be made. The party requesting such record shall bear the cost thereof; provided, however, if the other party requests a copy, such cost shall be shared equally. E. The cost of the arbitrator shall be borne equally by the Employer and the Union, and each party shall bear the cost of presenting its own case. 19.3 UNION/EMPLOYER GRIEVANCE Either the Union or the Employer may initiate a grievance at Step 2 if the grievance is submitted in writing within ten (10) business days from the date the Employer/Employees became aware or reasonably should have known that the grievance existed. The Employer may not grieve the acts of individual employees, but rather, only orchestrated acts or actions of authorized representatives believed to be in conflict with this Agreement. An Employer grievance will not be subject to Arbitration and may only go to mediation upon mutual agreement. The Union may initiate a Grievance at Step 2 anytime that it involves a group of employees involving different supervisors or from different Departments. Such grievances may be referred to mediation services by mutual agreement prior to Arbitration. 19.4 SCHEDULE OF MEETINGS Upon request, and without unnecessary delay, a steward’s immediate supervisor or designee shall allow the steward during normal work hours without loss of pay, reasonable time to: 19.4.1 Investigate any grievance or dispute so that same can be properly presented in accordance with the grievance procedure. 19.4.2 Attend meetings with the Director or other Employer representatives when such meetings are necessary to adjust grievances or disputes. Meetings with designated personnel will be by appointment and held without delay when possible. 19.4.3 Confer with a staff representative of the Union and/or employees on Employer premises, at such time and places as may be authorized by the Director or designee in advance of the intended meetings. For the purposes of this Article and Article 4.3, obtaining coverage to insure minimum staffing levels shall not be considered an unnecessary delay. The Employer shall not be obligated to provide coverage immediately if the use of overtime is the only means of providing that coverage. ARTICLE 20 - NO STRIKE/NO LOCKOUT 20.1 NO STRIKE/NO LOCKOUT The Union agrees that there shall be no strikes, slow-downs, or stoppage of work, or any interference with the efficient operation of the Department. Any such action shall be subject to disciplinary action, including termination and replacement of the involved employees. The Employer shall not lockout any employee during the life of this Agreement. ARTICLE 21 – MANAGEMENT RIGHTS AND RESPONSIBILITIES 21.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 34 Except as specifically abridged, granted, delegated or modified by this Agreement, including amendments, the County reserves all customary management prerogatives including, but not limited to the right to: A. Establish, plan for and direct the work force toward the organizational goals of County government. B. Determine the organization and merits, necessity, and level of activity or service provided to the public. C. Determine the County budget and financial policies, including accounting procedures. D. Determine the procedures and standards for hiring, promotion, assignment, transfer, layoff, discipline, and retention. E. Discipline employees for just cause. F. Determine the methods, means, equipment, and kinds and number of personnel required to accomplish the governmental operations and maintain the efficiency thereof. G. Assign work and schedule employees. H. Establish work rules and rules of conduct. I. Evaluate employee performance. J. Reduce staff or reduce working hours due to a lack of work or lack of funds. K. Take all actions necessary to carry out the mission of the County in emergencies. The Parties recognize that RCW 41.56 may impose an obligation to negotiate changes in wages, hours and working conditions not covered by this Agreement. The Union recognizes the County's right to manage subject only to the terms and conditions of this Agreement. ARTICLE 22 - GENERAL PROVISIONS 22.1 SAVINGS CLAUSE It is understood that the parties hereto are governed by the provisions of applicable Federal and State Law, which provisions shall prevail over this Agreement. Where there may be conflict between County ordinances or resolutions and this Agreement, the Articles of the Agreement shall prevail. Should any part thereof or any provisions herein be rendered or declared invalid by reason of any existing or any subsequently enacted legislation, or by a decree of a court of competent jurisdiction, the invalidation of such part or portion of this Agreement shall not invalidate the remaining portions hereof and they shall remain in full force and effect. In such event, the parties shall meet within thirty (30) days for renegotiation of such invalid provisions for the purpose of adequate and lawful replacement thereof and to preserve the intent of the entire Agreement as negotiated by the parties. ARTICLE 23 – ENTIRE AGREEMENT 23.1 DURATION CLAUSE This Agreement shall be in full force and effective upon ratification by the parties and shall remain in effect through December 31, 2024. Either party may request negotiations of a successor agreement at least sixty (60) days before the annual expiration date. This Agreement may be modified during its term by mutual agreement of both parties concerned, such mutual agreement to be in writing and to be incorporated as part of this Agreement. Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 35 23.2 ENTIRE AGREEMENT The Agreement expressed herein in writing constitutes the entire Agreement between the parties and no oral statement shall add to or supersede any of its provisions. The Employer agrees not to enter into any Agreement or contract with any covered employee(s), either individually or collectively, which is inconsistent with the terms of this Agreement. SIGNATURES IN WITNESS WHEREOF, the Parties hereto have executed this Agreement this ________ day of _________________, 2022. TEAMSTERS LOCAL NO. 252 BOARD OF COUNTY COMMISSIONERS ______________________________ ______________________________ Brian Blaisdell; Secretary-Treasurer Randy Neatherlin; Commissioner District #1 ______________________________ ______________________________ Rob DeRosa; Business Agent Kevin Shutty; Commissioner District #2 _______________________________ Sharon Trask; Commissioner District #3 MASON COUNTY PROSECUTOR ______________________________ Michael Dorcy Teamsters Local No.252 Prosecutor’s Clerical Staff and Mason County 2022 - 2024 Collective Bargaining Agreement Page 36 Appendix I – Wage Tables Effective 4/1/2022* ATB Increase of 1.75% Advancement from one step to the next is annual and on the employee's anniversary date On 1/1/2022 as Non-represented staff, employees were moved to Step 9 on the Non-Represented scale, Effective 4/1/2022, they will move to Step 9 on this scale. Employees moved to Step 4 of the Non-Represented scale on 1/1/2022, will be moved to Step 5 on this scale, effective 4/1/2022. Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Rec/Sec 3478.16 3565.11 3650.34 3741.60 3833.37 3928.43 4027.16 4128.30 4231.51 4337.30 4445.73 Legal/Admin I 3740.61 3834.13 3927.24 4025.43 4124.68 4227.02 4332.94 4441.33 4552.36 4666.17 4782.82 Effective 1/1/2023 ATB Increase of 1.75% Advancement from one step to the next is annual and on the employee's anniversary date Classification Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Rec/Sec 3627.50 3714.22 3807.08 3900.45 3997.18 4097.64 4200.55 4305.56 4413.20 4523.53 Legal/Admin I 3901.23 3995.97 4095.88 4196.86 4300.99 4408.77 4519.05 4632.03 4747.83 4866.52 Effective 1/1/2024 ATB Increase of 1.75% Advancement from one step to the next is annual and on the employee's anniversary date Classification Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Rec/Sec 3690.98 3779.22 3873.70 3968.71 4067.13 4169.34 4274.05 4380.91 4490.43 4602.69 Legal/Admin I 3969.50 4065.90 4167.55 4270.31 4376.26 4485.92 4598.14 4713.09 4830.91 4951.68 *Note: Retroactive pay shall apply to bargaining unit members active in the County’s employment as of the Date of Ratification – See Worksheet for Ratification for Tracie Core, Jessicah Curry, Nicole Helser, Margie Olinger, and Sandra Vasquez. Mason County Agenda Request Form To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Support Services Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: October 4, 2022 Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Request to award funding from the .09 Rural County Sales & Use Tax Fund No.103 Background/Executive Summary: One application has been received for 2023 funding from the Economic Development Council for $90,000. From RCW 82.14.370 - “Moneys collected under this section may only be used to finance public facilities* serving economic development purposes in rural counties and finance personnel in economic development offices**. The public facility must be listed as an item in the officially adopted county overall economic development plan***, or the economic development section of the county's comprehensive plan…” *”Public facilities" means bridges, roads, domestic and industrial water facilities, sanitary sewer facilities, earth stabilization, storm sewer facilities, railroads, electrical facilities, natural gas facilities, research, testing, training, and incubation facilities in innovation partnership zones designated under RCW 43.330.270, buildings, structures, telecommunications infrastructure, transportation infrastructure, or commercial infrastructure, and port facilities in the state of Washington. **”Economic development office" means an office of a county, port districts, or an associate development organization as defined in RCW 43.330.010, which promotes economic development purposes within the county. (Mason County Economic Development Office) ***Comprehensive Economic Development Strategy Project List (CEDS) that is adopted by resolution by the Commissioners. Budget Impact (amount, funding source, budget amendment): $90,000 funding from .09 Fund No. 103 Mason County Agenda Request Form Public Outreach (news release, community meeting, etc.): The County is required to circulate for comment. RCW 82.14.370 (3)(b) states “…the county must consult with cities, towns, and port districts located within the county and the associate development organization serving the county to ensure that the expenditure meets the goals of chapter 130, Laws of 2004 and the requirements of (a) of this subsection” Requested Action: Review scope of services and place the award and contract with the EDC on the October 4, 2022 Action Agenda. Attachments: EDC Funding Request Mason County Agenda Request Form To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Support Services Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: September 27, 2022 Internal Review: ☒ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Reallocating $100,000 of ARPA funds from Public Works Pump Station #3 Project to Mason County Utility Arrearages. Background/Executive Summary: Budget Impact (amount, funding source, budget amendment): None Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval of the reallocation of $100,000 from Public Works Pump Station #3 to Mason County Utility Arrearages. Attachments: Copy of Utility Liens Request for Water-Sewer Liens ARPA Funds Request for ARPA Funds Eviction Prevention – Mason County Water/Sewer Liens Subject to Foreclosure Funds requested are not being used to replace revenue loss to the county that the Treasurer collects Water/Sewer Lien payment for. Non-payment of these liens result in an Order to sell and a public auction of real property the water/sewer liens are recorded upon. Eligible Use: Fiscal Recovery Funds must be used in one of the four eligible use categories: To respond to the public health emergency or its negative economic impacts – including assistance to households or small businesses for costs incurred by the household prior to March 31, 2021. Housing assistance or small business assistance is an eligible use. Household Assistance (EC 2.1-2.5) Objective: Provide financial assistance to households (property owners) on their primary residence or business property that owe delinquent water/sewer utility payments incurred prior to March 31, 2021 that are subject to the foreclosure process as set out Mason County Code, Title 13 and in compliance with RCW 84.64. As of August 24, 2022, there are approximately 44 parcels of real estate with water/sewer liens filed that may be currently subject to the foreclosure process for non-payment of such liens as set out in Mason County Code Title 13 and in compliance with RCW 84.64. The estimated cost of assistance through August 26, 2022 is $96,000.00. The objective of the assistance to help eligible property owners and small businesses avoid foreclosure and possible eviction and homelessness. Project The Mason County Treasurer’s Office will manage the project by contacting and informing property owners of such financial assistance. Notifying property owners that financial assistance is available for no more than the total amount of their water/sewer assessments due as of March 31, 2021 plus current penalties and collection costs as determined by the Mason County Treasurer’s Office in conjunction with amounts provided by the Mason County Utilities Department. Approved applicants will direct payment of the funds they are eligible for be paid to the Mason County Treasurer’s Office through the Mason County Accounts Payable process from the ARPA Fund #155.000000.000.000. The Mason County Treasurer will provide such payments to Mason County Utilities Department for receipt and lien release filing. The Mason County Utilities Department will provide a copy of the payment receipt and recorded release of lien to the Mason County Treasurer for ARPA records retention. The Mason County Treasurer will provide required reporting as to the number of households approved and the total amount expended. Date Filed Amount 3/31/21 AMT w/ 10/22 INT&PEN AMOUNT DUE 9/30/22 7/27/2022 662.44$ 7/27/2022 547.93$ Filing Release 6/7/2022 3,358.24$ 1,838.24$ 6/28/2019 1,718.95$ caught up through 04/01/21 909.24$ Lien on Loan side 6/28/2019 1,686.94$ 4,146.84$ 6,430.04$ 10/18/2017 481.55$ 329.30$ 423.30$ 6/28/2019 2,490.01$ 4,603.05$ 6,331.05$ 6/7/2022 1,040.00$ 338.00$ 7/13/2016 554.83$ 4,403.76$ 2,757.88$ 7/13/2016 748.37$ 1,737.07$ 1,290.47$ 11/2/2017 1,453.92$ 3,111.34$ BK Bankruptcy Account‐ $323.38 balance‐ 400236A new account‐ current lien letter out balance $1,386.47 11/24/2015 5,692.10$ 8,409.79$ 18,580.70$ Utilities payment plan? Has not made a single payment‐ Loan side $8,442.91/ U&W side $10,137.79 7/13/2016 841.09$ 1,056.00$ New Balance 1056.00 ‐ start date 10/14/21 ‐ not including in foreclosure 11/24/2015 2,942.40$ 2,768.27$ 5,215.99$ Loan side‐ $3119.72/ U&W side $2096.27 11/24/2015 5,219.59$ 384.00$ Utilities payment plan? 6/7/2022 3,861.12$ 2,032.66$ 4,217.85$ 4/4/2017 1,017.28$ Filing Release 4/4/2017 915.33$ Filing Release 7/27/2022 793.46$ Filing Release 10/18/2017 497.85$ 4,412.20$ 6,517.39$ 7/27/2022 912.37$ Filing Release 7/27/2022 912.37$ 1,150.19$ 6/7/2022 2,158.46$ 330.00$ 2,275.19$ 6/7/2022 2,150.55$ 1,480.20$ 2,530.19$ 7/27/2022 793.46$ Filing Release 12/15/2017 553.08$ 2,317.29$ BK Bankruptcy Account‐ $1,642.42 balance‐ 500119A new account‐ balance current 10/18/2017 597.48$ 5,549.37$ 7,654.56$ 7/27/2022 782.37$ 1,020.19$ 7/27/2022 793.46$ Filing Release 7/27/2022 2,839.91$ 1,192.54$ 3,077.73$ 10/18/2017 734.18$ 5,707.48$ 7,312.67$ 6/7/2022 1,138.46$ 1,495.19$ 6/7/2022 3,081.62$ 1,253.16$ 3,438.35$ 12/30/2015 1,649.36$ 2,444.70$ Utilities payment plan? $1230.98 Current on Payment plan auto pay $200 monthly 7/30/2018 730.01$ 2,837.35$ 4,942.54$ 6/7/2022 1,943.46$ 2,300.19$ 6/7/2022 1,713.46$ 572.04$ 2,070.19$ 7/27/2022 855.64$ Filing Release 3/8/2017 790.53$ 6,368.08$ 8,473.27$ 3/1/2018 511.24$ 4,510.95$ 4,116.14$ 7/27/2022 793.46$ 1,031.28$ 3/1/2018 486.84$ 1,123.58$ 2,203.77$ 6/7/2022 1,038.46$ 345.00$ 995.19$ 10/18/2017 812.73$ 2,875.24$ 4,980.43$ 2,879.09$ 4,215.09$ 480.00$ 1,708.00$ 582.47$ 678.47$ 1,248.00$ 2,180.00$ 2,668.63$ 4,518.82$ 1,579.86$ 2,566.14$ 1,139.64$ 1,284.83$ 1,115.00$ 1,720.19$ 1,009.53$ 1,569.66$ 7,511.41$ Bankruptcy Account‐ #17‐41889‐MJH 458.52$ 2,563.71$ 1,199.30$ 1,066.65$ 1,663.15$ 2,068.34$ 1,709.53$ 3,814.72$ 1,297.37$ 617.14$ 955.75$ 167.59$ 1,260.19$ 95,554.95$ 156,160.51$ Mason County Agenda Request Form To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Support Services Briefing: ☒ Action Agenda: ☒ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: September 27, 2022 Internal Review: ☒ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Contract Amendment for Mason County Housing Authority #22-048 Background/Executive Summary: On June 7, 2022 the Board of County Commissioners approved the contract #22-048 for American Rescue Plan Act (ARPA) funds to be allocated to the Mason County Housing Authority for rental arrearages. This amendment is to add the verbiage to the scope of work, that a signed attestation is a form of proof of lost income or increased household expense due to COVID-19. Budget Impact (amount, funding source, budget amendment): None Public Outreach (news release, community meeting, etc.): N/A Requested Action: Approval of the amendment to the American Rescue Plan Act (ARPA) agreement between Mason County and the Mason County Housing Authority. Attachments: Contract Amendment AMERICAN RESCUE PLAN ACT OF 2021 AGREEMENT # 22-048 AMENDMENT #1 Between MASON COUNTY and MASON COUNTY HOUSING AUTHORITY THIS CONTRACT AMENDMENT is made and entered into by and between Mason County, hereinafter referred to as "COUNTY" and Mason County Housing Authority hereinafter referred to as “RECIPIENT”. WHEREAS, The U.S. Treasury has allocated to Mason County federal stimulus funding under an amended Title VI of the Social Security Act to add section 602 and 603, Subtitle M, Section 9901 of the Act, referred to in the Act as Coronavirus State and Local Fiscal Recovery Fund (“CSLFRF”) for the limited purposes identified in the Interim Final Rule between U. S. Treasury and Mason County, identified as the Interim Final Rule (“IFR”) or 31 CFR Part 35 RIN 1505-AC77 WHEREAS, ARPA authorizes the County to offer funding from receipted ARPA funds for certain costs projects in response to the COVID-19 public health emergency during the period of July 16, 2021, incurred by December 31, 2024 and expended by December 31, 2026, which may include expenditures incurred to respond directly to the emergency as well as expenditures incurred to respond to second-order effects of the emergency, such as providing economic support to those suffering from employment or business interruptions due to COVID-19, related business closures, investments to improve water, sewer and broadband infrastructure and support public health response. As required under Amendment, Section 16, no amendment or modification to the Agreement will be effective without prior written consent of the authorized representatives of the parties. This Amendment is to amend the Scope of Work, Section 3, A. to include a signed Attestation as proof of lost wages or increase of household expenses. All other terms of the contract remain the same. All other items listed under “Scope of Work” in the original agreement remain the same. DATED this____ day of ______________ , 2022. RECIPIENT NAME MASON COUNTY, WASHINGTON ____________________________________ ____________________________________ Mark Neary, County Administrator Dated: _____________________________ Dated: _____________________________ APPROVED AS TO FORM: ________________________________ Tim Whitehead, Chief DPA Mason County Agenda Request Form To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Support Services Briefing: ☒ Action Agenda: ☐ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: Click or tap here to enter text. Internal Review: ☒ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: ARPA Score Card Prioritizing Background/Executive Summary: Mason County has received a total of 34 requests for the second round of ARPA funding which were due June 30th. The requests total $26,419,106 and funding available is approximately 6,342,857. An email was sent to each Commissioner with a summary of the second round of funding requests, a link to the detailed projects, a Scoring Matrix and a Score Card. Attached is the results of the Commissioners’ project scores. The next step is to rank the projects and a suggested award amount. Each Commissioner has a page to enter their numbers. Budget Impact (amount, funding source, budget amendment): None Public Outreach (news release, community meeting, etc.): N/A Requested Action: Rank the requested projects and suggest an amount to be awarded Attachments: ARPA Project Score Card Copy of Sharon Trask’s email explaining her inquiry into the projects Good morning! Here is a quick summary of the conversations I had with various requesters. I did not call some of the ones that had a single request, but did leave some messages with others. I'm waiting for their return calls. When I spoke with people, I told them we would not have enough money to cover everything, but would like to help if we could. All projects are important and I wish we were able to help them all. I'll start at the top of the sheet: A Camp Sluys Youth Camp approached me requesting help and asked for $30K. I called Terri with the Shelton Young Adult Transitional Housing Project and was told they would like to have enough money to purchase the building including closing costs. I rounded it up to $500K. I spoke with a Mason County Housing Authority board member and was told $500K would be used for a new roof and other necessary items. The Mason County DEM has been neglected for years and is in need of assistance. They have my support. The DED Records is essential to help with transparency and to provide needed space. Public Works: Message from Loretta: Sharon, Here are our thoughts re: prioritization and rationale 1. Belfair sprayfield - This will be a limiting factor to growth with potential long lead time to resolve. 2. Eells Hill Yard Goats – Essential tool. Increased tonnage driving increased use for handling/moving containers. No known grants for purchase and would need to be paid for out of Solid Waste rate revenue. Solid Waste fund is in a slightly improved financial position due to increased tonnage, so we can address tipping floor and Hazardous Waste with rate revenue in next 2 – 4 years. The North Bay General Sewer Plan update can wait…. And we will begin gathering needed data for the update. It may possibly be funded through a grant. This fund is also looking okay due to the recent capital facility charge influx. Belfair sewer extension designs are nice and needed, but secondary to the sprayfield. Richard and I are glad to elaborate or answer any questions! The SO's priority is the 2nd floor addition. The Bear Cat could be leased, which I thought was an excellent solution. PUD 1 Vuecrest Storage Upgrade Phase 3 can only be completed with ARPA funds due to the first two phases using CARES funds. Their priority is: 1 Vuecrest, 2 Ripplewood, 3 Alderbrook. The City of Shelton Springs Road Gravity Sewer Trunkline Extension can be completed with the city paying for the line up to the mobile home park and the county can use grant funds to complete it. I'll let you know when/if I hear more from others. Sharon Trask Mason County Commissioner District 3 Office 360-427-9670 X419 Cell 360-688-0055 strask@masoncountywa.gov Project Amounts Projects Trask Shutty Neatherlin SCORE Point Scores # in points order Rank Projects Trask Rank Projects Shutty Rank Projects Neatherlin Suggested Amount Funded Trask Suggested Amount Funded Shutty Suggested Amount Funded Neatherlin Suggested Amount 2,664,000.00$ City of Shelton Springs Road Gravity Sewer Extension 850 600 320 1770 # 1 2,124,000.00$ City of Shelton Johns Prairie Gravity Sewer Extension 850 580 320 1750 # 2 5,200,000.00$ Belfair Sewer Extension 750 580 320 1650 #3 1,500,000.00$ 355,000.00$ PUD 1 Ripplewood Water System Mainline Replacement 700 575 360 1635 # 4 425,000.00$ Mason County Fiber Optic Infrastructure Upgrade 610 475 510 1595 #5 425,000.00$ 300,000.00$ Belfair Water Backup Generators 690 605 240 1535 # 6 750,000.00$ PUD 1 Vuecrest Storage Phase 3 750 600 170 1520 #7 & 8 750,000.00$ 375,000.00$ PUD 1 Alderbrook Lower Aquifer Project 730 625 165 1520 # 7 & 8 250,000.00$ Belfair Sewer Log Yard Rd Extension Design 555 580 350 1485 # 9 500,000.00$ North Bay Case Inlet General Sewer Plan 600 380 475 1455 #10 75,000.00$ Eels Hill Tipping Floor 650 490 270 1410 # 11 2,500,000.00$ Belfair Sprayfield Expansion 700 440 230 1370 # 12 2,500,000.00$ 240,000.00$ Eels Hill Yard Goats 750 425 190 1365 # 13 240,000.00$ 337,000.00$ North Mason Fire Moblie Integrated Health Program Startup 465 555 340 1360 # 14 1,208,790.00$ Mason County Housing Authority Unit Renovation 345 420 515 1280 # 15 400,000.00$ Solid Waste Facility Hazardous Waste Material Storage Building 455 570 230 1255 # 16 & 17 542,000.00$ DCD Records Archival & Scanning 640 405 210 1255 # 16 & 17 542,000.00$ 50,000.00$ South Mason Youth Soccer Club Turf & Irrigation 425 360 460 1245 Not Eligiable for ARPA # 18 & 19 1,428,000.00$ Shelton Young Adult Transitional Housing Project 445 455 345 1245 # 18 & 19 500,000.00$ 50,900.00$ Mason County Emergency & Disaster Response Center 600 370 265 1235 # 20 50,000.00$ 47,160.00$ MCSO Personal Watercraft Project 600 270 360 1230 # 21 300,000.00$ Mason County Jail Facility 490 340 380 1210 # 22 342,000.00$ MCSO Bearcat 600 200 360 1160 # 23 245,000.00$ Central Mason Fire & EMS Ambulance & Power Gurney 510 310 265 1085 # 24 2,000,000.00$ Election‐ Vote Center & Processing Center 355 360 240 955 # 25 & 26 73,130.00$ MCSO Underwater Remote Operated Vehicle 520 220 215 955 # 25 & 26 1,800,000.00$ MCSO Second Floor Addition 440 340 150 930 # 27 & 28 235,869.00$ SWAT night vision & sighting system 515 215 200 930 # 27 & 28 173,609.00$ MCSO Replacement Vessel South Puget Sound 600 315 0 915 # 29 90,928.00$ MCSO Sidearm Modernization 400 215 165 780 # 30 106,720.00$ MCSO Patrol Rife Upgrade 350 110 220 680 # 31 30,000.00$ Camp Sluys Youth Camp 175 345 115 635 # 32 30,000.00$ 1,200,000.00$ Ballot sorter machine 165 With Voting Center 120 285 # 33 Funded Port Of Allyn Water Company 0 0 0 Done Suggested by Sharon Property by EDC (194,143.00)$ 6,342,857.00$ 6,342,857.00$ 6,342,857.00$ * Out of ARPA or REET, if out of REET, can use ARPA for MC Fiber Upgrade Total Amount to be Awarded $6,342,857 Mason County Agenda Request Form To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Choose an item. Briefing: ☒ Action Agenda: ☐ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: Click or tap here to enter text. Internal Review: ☒ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: Mason County Monthly Financial Report: August 2022 Background/Executive Summary: Review of Cash Balances and Budget to Actual Revenues and Expenditures for all County Funds through August of 2022. Budget Impact (amount, funding source, budget amendment): Budget to Actual Comparison of 2021 and 2022 Public Outreach (news release, community meeting, etc.): N/A Requested Action: N/A Attachments: Financial Report Mason County Agenda Request Form To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Support Services Briefing: ☒ Action Agenda: ☐ Public Hearing: ☐ Special Meeting: ☐ Briefing Date(s): September 12, 2022 Agenda Date: Click or tap here to enter text. Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other (This is the responsibility of the requesting Department) Below for Clerk of the Board’s Use Only: Item Number: __________ Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken Ordinance/Resolution No. __________ Contract No. __________ County Code: __________ Item: 2023 Budget Workshop Process Background/Executive Summary: The County Auditor’s Financial Services department completed the 2023 preliminary budget and it was presented on the County’s website on Tuesday, September 6th. Budget Narratives and Project Level Requests (PLRs) are due to the Budget Office via email (no paper copies) by Wednesday, September 21st (the original due date was tentatively September 12th and has been pushed forward). The draft budget level spreadsheet has been emailed to departments to assist with this task. Budget workshops with the Board will begin in October. The first budget workshop will be an overview of all funds and departments. Individual departments that wish to meet with the Board should schedule a time with Diane Zoren or McKenzie Smith. The Board should decide if they will conduct budget workshops by Zoom or in-person. Budget Impact (amount, funding source, budget amendment): N/A Public Outreach (news release, community meeting, etc.): N/A Requested Action: Request the Board decide if they would like to meet by Zoom or in-person for budget workshops and which dates they would like to meet in October. Attachments: