HomeMy WebLinkAbout2022-2024 Collective Bargaining Agreement for Appraisers COLLECTIVE BARGAINING
AGREEMENT
January 1, 2022 - December 31, 2024
BETWEEN
TEAMSTERS UNION LOCAL NO. 252
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RIGINAL
TABLE OF CONTENTS
ARTICLE1 - DEFINITIONS..........................................................................................................5
ARTICLE2- 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
ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022-2024 Collective Bargaining Agreement Page 2
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
ARTICLE9 -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 ge 3 ORIGINAL
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 I 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
APPENDIXI ................................................................................................................................42
ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 4
PREAMBLE
Mason County, a political subdivision of the State of Washington, hereinafter referred to as the
"County" or"Employer," and Teamsters Union Local No. 252, hereinafter referred to as the "Union,"
do hereby enter into this Agreement. The Employer and the Union agree that the effective, efficient
and uninterrupted performance of governmental service to the community is their common objective.
In order to assist them in achieving that objective, this Agreement represents the establishment of
fair and reasonable compensation and working conditions for the employees in this bargaining unit
through the collective bargaining process. The Employer and the Union recognize that the success
of these objectives depends upon the Employer's success in establishing the service, upon the
ability and creative contributions of the employees, and upon the joint efforts of both parties in
improving the service. Therefore, the Employer and the Union encourage, to the greatest degree
possible, friendly and cooperative relations between their respective representatives at all levels
and among all employees.
ARTICLE 1 — DEFINITIONS
As used herein, the following terms shall be defined as follows:
1.1 "Bargaining Unit" (Union) shall be Teamsters Union Local No. 252.
1.2 "Employer" shall mean the Board of Mason County Commissioners and Mason County
Elected Officials as identified in the Preamble to this Agreement.
1.3 "Employee" shall mean a person occupying a position and paid a salary or wage by the
Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof)
covered by this Agreement. Employee shall not include any person retained by the
Employer under a written personal services or consultant contract or agreement.
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.
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Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 5
c. Demotion is a change of an employee from a job classification to a different job
classification which is compensated at a lower salary range.
1.9 "Vacation" shall mean a scheduled 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 161h 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).
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Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 6
If either party disagrees with the pay plan designation for a new or reclassified position, the parties
recognize the determination of whether the position is included within the bargaining unit may be
reviewed by PERC upon petition by either party orjointly. Should PERC determine the classification
to be included in the bargaining unit, the position shall be placed within the Union salary schedule
at the appropriate rate of pay and at a step arrived at either by mutual agreement / negotiation or
PERC ruling.
ARTICLE 3 — UNION SECURITY
3.1 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
disabilityor protected classes under the law.
d. The Employer will provide for payroll deduction of Union dues and initiation fees upon
authorization by the employee. Payroll deduction authorization cards must be received
by the County department by the fifteenth (151h) 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, orhold 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 7
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.
ARICTINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 8
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 time. When it
is necessary for Stewards to conduct Union business authorized by this Agreement in an area or
on a shift other than their own, they shall notify the supervisor of that area or shift of their presence
and of the nature of their business. No compensation shall be provided by the Employer for such
steward activities outside the employee's work shift, without express pre-authorization by the
steward's Department Director or Human Resources.
4.9 UNION BUSINESS
Compensable Union business shall be defined as meeting with an authorized Employer
representative who schedules a meeting during normal business hours when it is necessary for a
duly authorized Steward of the Union (who is also a member of the bargaining unit) to attend for the
purpose of resolving a grievance filed by a member of the bargaining unit, or other issues that
require the presence of a Union official. When reasonably possible, the Union representative will
notify their Supervisor or designee when they are requested to attend a Union meeting during
regular business hours. Consistent with Articles 4.3, 4.8 and 19.4, stewards and/or the Officers
shall be afforded reasonable time for the investigation of grievance and compliance issues dealing
with this Agreement. Other Union business will not be conducted on Employer time.
Any concerns by the Employer which indicate that a Steward is spending an unreasonable amount
of time performing Union duties shall be referred to Human Resources for discussion and resolution
with the Staff Representative of the Union or their designee.
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 �
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Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 9
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. ZJ RIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 10
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.
Ij ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 11
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 1/2) 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 ho rly date for all
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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
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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 tbLe Employer
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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:
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• 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;
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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.
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8.1.3 Layoff
A layoff is identified as the anticipated and on-going or prolonged reduction in the number of
full-time equivalent (FTE) positions or in the number of partial FTEs within the Employer or
within a job classification covered by this Agreement. A reduction in force in a classification
may occur for reasons of lack of funds, lack of work, efficiency or reorganization. Reductions
in force are identified by classification within the affected Office or Department.
8.1.4 Affected Group/Employees
An Affected Group would be any job classification that is subject to a layoff. An Affected
Employee would be the least senior employee(s) within an affected job classification which
are subject to lay-off or reduction in force and have certain rights as a result.
8.1.5 Layoff Alternatives
A number of alternatives exist for affected employees including:
1. Assume a vacant position - per Article 8.13.1
2. Bump - displacing a less senior employee
3. Recall - accepting unemployment and the option of future recall
8.1.6 Bumping
The displacement of a less senior regular employee by another regular employee with more
seniority as defined by this Article.
8.2 APPLICATION OF SENIORITY
In the event of reassignment, transfer, layoff, or recall, seniority shall be the determining factor
where employees are equally qualified to do the job.
Seniority shall be applied in the following manner: (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
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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.
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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.
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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.
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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. D ORIGINA
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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. JJ ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 23
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. JJ -ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 24
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 (11/2) times the regular rate. De Minimis phone
contact does not constitute a call back. After working the call out shift, the employee may have the
option of working the next regularly scheduled shift, provided the supervisor and the employee feel
the employee can carry out the duties of the position safely. When the employee does continue
working, the time worked on the next regularly scheduled shift shall be compensated at the normal
straight time rate.
Part time employees who are called back to work after leaving the job site shall receive a minimum
of two (2) hours' pay at the appropriate rate of pay.
All employees will respond to emergency call-outs unless extenuating circumstances such as illness
or other incapacitation prevent the employee from responding. Pursuant to provisions of RCW
38.52 concerning Emergency Management, and Mason County Code 2.19.050, the County may
utilize personnel of any County Department or agency in a declared disaster.
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 25
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 151h ears 1.5% above base
Beginning in 16th and continuing thru 2011 ears 3.0% above base
Beginning in 2111 and continuing thru 25th ears 4.5% above base
Beginning in 261h year and continuing thereafter 6.0% above base
10.5 CLOTHING ALLOWANCE
The County shall provide an annual clothing allowance to each bargaining unit employee in the
amount of Two 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).
RIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 26
New Year's Day Labor Da
Martin Luther King Day Veteran's Da Armistice Da
Presidents' Day Thanksgiving Da
Memorial Day Day After Thanksgiving*
July Fourth Christmas Da
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 observed
on a day mutually agreeable to the employee and the Employer within the same workweek.
11.4 HOLIDAY ON DAY OFF
Benefitted employees shall receive 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. L•�
ORIGINS
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 27
ARTICLE 12—VACATION
12.1 VACATION ACCRUAL
All regular and temporary full-time employees of the County coming under this Agreement after six
(6) months' employment shall be entitled to and receive vacation leave with pay as follows:
1 It through 31 year of employment 96 hours
41h through 71h year of employment 120 hours
8th through 9th year of employment 144 hours
10th through 111h 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
L) IRIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 28
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 n-,p pro-rated
Lj I mb"INAL
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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.
.LJ_ ORIG1%
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 30
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.
ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 31
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.
�J AlGiNAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 32
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 5013.04, 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 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
AGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 33
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 34
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 joband/or may be
IIGINA
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 35
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
LJ AIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 36
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:
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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.
L) ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 38
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.
ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 39
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 40
SIGNATURES
IN WITNESS WHEREOF, the Parties hereto have executed this Agreement
this day of 2022.
TEAMSTERS LOCAL NO. 252 BOARD OF COUNTY COMMISSIONERS
Brian Blai ell; Secretary-Treasurer Rand Neatherlin; Commissioner
District#1
�J T
ob DeRosa; Business Agent Kevin Shutty; Commissioner
District#2
�, ,Z-41
Sharon Trask; Commissioner
District#3
MASON COUNTY ASSESSOR
Patti' McLean
ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 41
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
1) ORIGINAL
Teamsters Local No.252 Appraisers and Mason County 2022—2024 Collective Bargaining Agreement Page 42