HomeMy WebLinkAbout2023-2026 Collective Bargaining Agreement for Engineers' Guild COLLECTIVE BARGAINING
AGREEMENT
January 1st, 2023— December 31 St, 2026
BETWEEN
MASON COUNTY ENGINEERS' GUILD
ENGINEERS GUILD
AND
MASON COUNTY PUBLIC WORKS
MASON COUNTY SUPPORT SERVICES
Co&. ��
1854
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 1
TABLE OF CONTENTS
ARTICLE 1 - DEFINITIONS ...........................................................................................................5
ARTICLE 2 - RECOGNITION.........................................................................................................6
2.1 RECOGNITION.....................................................................................................................6
2.2 NEW CLASSIFICATIONS.......................................................................................................6
ARTICLE 3 - GUILD SECURITY....................................................................................................7
3.1 GUILD REPRESENTATION ....................................................................................................7
3.2 BARGAINING UNIT ROSTER .................................................................................................7
3.3 NONDISCRIMINATION-GUILD ACTIVITY ...............................................................................8
ARTICLE 4- GUILD/COUNTY RELATIONS .................................................................................8
4.1 GUILD ACCESS...................................................................................................................8
4.2 FACILITY USE.....................................................................................................................8
4.3 STEWARDS.........................................................................................................................8
4.4 ORIENTATION .....................................................................................................................8
4.5 BULLETIN BOARDS .............................................................................................................8
4.6 CONTRACT DISTRIBUTION ...................................................................................................8
4.7 NEGOTIATIONS RELEASE TIME ............................................................................................9
4.8 GRIEVANCE RELEASE TIME.................................................................................................9
4.9 GUILD BUSINESS................................................................................................................9
ARTICLE 5 - NO STRIKE / NO LOCKOUT.....................................................................................9
ARTICLE 6 - MANAGEMENT RIGHTS AND RESPONSIBILITIES ...............................................9
ARTICLE 7 - EMPLOYMENT.......................................................................................................10
7.1 PROBATIONARY PERIODS..................................................................................................10
7.2 TYPES OF EMPLOYMENT ...................................................................................................11
7.3 CONTRACTORS.................................................................................................................11
7.4 STUDENTS/INTERNS..........................................................................................................12
ARTICLE 8 - HOURS OF WORK AND OVERTIME.....................................................................12
8.1 WORKDAY/WORKWEEK ....................................................................................................12
8.2 WORK SCHEDULES...........................................................................................................12
8.3 REST/MEAL BREAKS ........................................................................................................12
8.4 OVERTIME........................................................................................................................13
8.5 COMP TIME ......................................................................................................................13
ARTICLE 9 - EMPLOYMENT PRACTICES .................................................................................13
9.1 NONDISCRIMINATION.........................................................................................................13
9.2 JOB POSTING ...................................................................................................................14
9.3 PROMOTIONS ...................................................................................................................14
9.4 PERSONNEL FILE/POLICIES...............................................................................................14
9.5 EVALUATIONS...................................................................................................................15
9.6 DISCIPLINE/CORRECTIVE ACTION ......................................................................................15
ARTICLE 10 - SENIORITY...........................................................................................................16
10.1 DEFINITIONS..................................................................................................................16
10.2 APPLICATION OF SENIORITY...........................................................................................17
10.3 PROBATIONARY PERIOD ................................................................................................18
10.4 LOSS OF SENIORITY.......................................................................................................18
10.5 LAYOFFS.......................................................................................................................19
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10.6 NOTICE.........................................................................................................................19
10.7 MEETING WITH GUILD ....................................................................................................19
10.8 AFFECTED GROUP.........................................................................................................20
10.9 VACANT POSITIONS.......................................................................................................20
10.10 SENIORITY LIST.............................................................................................................20
10.11 ORDER OF LAYOFF........................................................................................................21
10.12 COMPARABLE EMPLOYMENT..........................................................................................21
10.13 LAYOFF OPTIONS ..........................................................................................................21
10.14 REDUCTION HOURS/FTE..............................................................................................22
10.15 RECALL ........................................................................................................................22
10.16 VACATION & LEAVE CASH OUTS/PAY...........................................................................23
10.17 UNEMPLOYMENT CLAIMS...............................................................................................23
ARTICLE 11 -WAGES ................................................................................................................23
11.1 WAGE SCHEDULE........................................................................................................23
11.2 HIRE-IN RATES............................................................................................................23
11.3 SHIFT DIFFERENTIAL....................................................................................................24
ARTICLE 12 - OTHER COMPENSATION....................................................................................24
12.1 BILINGUAL PAY...........................................................................................................24
12.2 CALL-BACK PAY.........................................................................................................24
12.3 WORK IN A HIGHER CLASSIFICATION AND LEAD WORKERS............................................24
12.4 MILEAGE REIMBURSEMENT..........................................................................................25
12.5 LONGEVITY .................................................................................................................25
12.6 BOOT ALLOWANCE ......................................................................................................25
12.7 EDUCATION INCENTIVE.................................................................................................25
ARTICLE 13 - HOLIDAYS ............................................................................................................25
13.1 HOLIDAYS ...................................................................................................................25
13.2 RELIGIOUS HOLIDAYS..................................................................................................26
13.3 HOLIDAY OBSERVANCE ...............................................................................................26
13.4 HOLIDAY ON DAY OFF.................................................................................................26
13.5 HOLIDAY COMPENSATION ............................................................................................26
ARTICLE 14 -VACATION ...........................................................................................................26
14.1 VACATION ACCRUAL ...................................................................................................26
14.2 VACATION SCHEDULING...............................................................................................27
14.3 VACATION PAY............................................................................................................27
14.4 VACATION UPON TERMINATION ....................................................................................27
ARTICLE 15 - SICK LEAVE .........................................................................................................27
15.1 SICK LEAVE ACCRUAL.................................................................................................27
15.2 SICK LEAVE USAGE.....................................................................................................28
15.3 COORDINATION -WORKER'S COMPENSATION ...............................................................28
15.4 FAMILY MEMBER.........................................................................................................29
15.5 SICK LEAVE PAYOUT...................................................................................................29
ARTICLE 16 - LEAVES OF ABSENCE .......................................................................................29
16.1 IN GENERAL................................................................................................................29
16.2 JURY DUTY/COURT......................................................................................................29
16.3 MILITARY LEAVE..........................................................................................................29
16.4 BEREAVEMENT............................................................................................................29
16.5 MAINTENANCE OF SENIORITY.......................................................................................29
16.6 LEAVE WITHOUT PAY ..................................................................................................30
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16.7 FAMILY LEAVE-FMLA...............................................................................................30
16.8 MATERNITY DISABILITY LEAVE.....................................................................................30
16.9 PAID FAMILY& MEDICAL LEAVE COMPLIANCE..............................................................31
16.10 INCLEMENT WEATHER..................................................................................................31
16.11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE ................................31
ARTICLE 17 - HEALTH &WELFARE .........................................................................................31
17.1 HEALTH AND LIFE INSURANCE .....................................................................................31
17.2 RETIREMENT ...............................................................................................................32
ARTICLE 18 - TRAINING .............................................................................................................32
18.1 TRAINING ....................................................................................................................32
18.2 TRAINING REIMBURSEMENT .........................................................................................32
ARTICLE 19 - LABOR/ MANAGEMENT COMMITTEES............................................................32
19.1 PURPOSE OF COMMITTEE.............................................................................................32
19.2 COMPOSITION OF COMMITTEE ......................................................................................32
19.3 COMPENSATION ..........................................................................................................32
ARTICLE 20 - HEALTH & SAFETY.............................................................................................32
20.1 SAFE WORKPLACE......................................................................................................32
20.2 HEALTH &SAFETY PLAN .............................................................................................33
20.3 DRUG FREE WORKPLACE ............................................................................................33
20.4 WORK PLACE VIOLENCE..............................................................................................33
ARTICLE 21 - GRIEVANCE PROCEDURE..................................................................................33
21.1 GRIEVANCE DEFINED...................................................................................................33
21.2 GRIEVANCE PROCEDURE .............................................................................................33
21.3 GUILD/COUNTY GRIEVANCE.........................................................................................34
21.4 SCHEDULE OF MEETINGS.............................................................................................35
ARTICLE 22 - GENERAL PROVISIONS ......................................................................................35
22.1 SAVINGS CLAUSE........................................................................................................35
ARTICLE 23 - ENTIRE AGREEMENT.........................................................................................35
23.1 DURATION CLAUSE......................................................................................................35
23.2 ENTIRE AGREEMENT....................................................................................................35
SIGNATURES...............................................................................................................................36
APPENDIX A- SALARY TABLES...............................................................................................37
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 4
PREAMBLE
This Agreement entered into by the Board of Mason County Commissioners, the Public Works
Department and the Support Services Department, hereinafter referred to as the "County," and the
Mason County Engineers' Guild, hereinafter, referred to as the "Guild," has as its purpose the
promotion of constructive relations between the County and Guild, as both provide services to the
citizens of Mason County. It is also the intent of both parties to establish equitable procedures for the
purpose of resolving areas of difference.
The County and the Guild 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 County and the Guild recognize that the success of these objectives
depends upon the County'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 County and the Guild 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 (Guild) shall be Mason County Engineers Guild.
1.2 County shall mean the Board of Mason County Commissioners, and the Mason County Public
Works and Support Services Department, as identified in the Preamble to this Agreement.
Correspondingly, "Director" may refer to the Public Works Director or the Support Services
Director or Designee is also as appropriate to the authorizations within that respective
Department.
1.3 Employee shall mean a person occupying a position and paid a salary or wage by the County
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 County under a
written personal services or consultant contract or agreement. Types of employment are
defined in Article 5.
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 spouse, registered domestic partner, grandparent, parent
(biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee
or employee's spouse or registered domestic partner, or a person who stood in loco parentis
when the employee was a minor child), sibling, child (biological, adopted, or foster child,
stepchild, or a child to whom the employee stands in loco parentis, is a legal guardian, or is
a de facto parent, regardless of age or dependency), grandchild, , in compliance with WAC
296-130-030 and RCW 49.12.270 (or subsequent statutes) and other persons with the
approval of the Director or Designee.
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1.7 "Overtime" shall mean all Employer-required work, which has been performed in excess of
their regular scheduled workday, or forty (40) hours per week, consistent with Article 6.4.
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 "Working Day" shall mean for the purpose of timelines associated with grievances, appeals
and policy issues, an 8-hour working day, excluding holidays.
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 111 or the 161" of the month, depending on the date of the
anniversary day (EG, 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 County recognizes the Guild as the sole bargaining agent for the purpose of negotiations on
matters of wages, hours and working conditions for those employees defined in the Public Employment
Relations Commission Decision No. 1236- PERC, and as provided in RCW 41.56, and WAC 391 -25.
The Guild hereby agrees and represents to the County that the Guild is duly authorized and
empowered to contract for and on behalf of all employees in the bargaining unit and represents that
the Guild and its members will faithfully and diligently abide by and be strictly bound to all of the
provisions of this Agreement as herein set forth.
There shall be no solicitation of employees for Guild membership during working hours. Any employee
who does so may be subject to disciplinary action.
2.2 NEW CLASSIFICATIONS
When new Regular or Temporary positions are created within the Department, the Guild will be
notified of the pending action within thirty (30) working days prior to hire.
When existing classifications are substantially modified within the Department, the Guild will be
notified of the pending action within thirty (30) working days prior to 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 County to be within the
non-represented pay plans shall be excluded from the bargaining unit, absent a request to meet
within thirty (30) calendar days. Existing bargaining unit classifications shall remain within the
bargaining unit absent a mutual agreement by the parties or a decision by the Public Employment
Relations Commission (PERC).
If either party disagrees with the pay plan designation for a new or reclassified position, the parties
recognize the determination of whether the position is included within the bargaining unit may be
reviewed by PERC upon petition by either party orjointly. Should PERC determine the classification
to be included in the bargaining unit, the position shall be placed within the Guild salary schedule at
the appropriate rate of pay and at a step arrived at either by mutual agreement/negotiation or PERC
ruling.
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ARTICLE 3— GUILD SECURITY
3.1 GUILD REPRESENTATION
a. It is mutually agreed that only Guild members of this unit shall engage in active
participation in Guild 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 Guild 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 Guild shall have no less
than a thirty (30) minutes during the employee's work hours to present information about
the Guild. The Guild will explain that it is designated as the exclusive representative for
all employees covered under this Collective Bargaining Agreement. The Guild shall
inform each new employee that membership in the Guild is voluntary and only when an
employee clearly and affirmatively consents to joining the Guild may the Guild collect
fees. In addition,the Guild shall explain tothe newemployee the rights and the benefits the
employee would forgo by being a non-member.
c. The Guild agrees to accept employees as members without discrimination asto race,color,
creed, sex, sexual orientation, national origin or physical, sensory or mental disabilityor
protected classes under the law.
d. The Employer will provide for payroll deduction of Guild dues and initiation fees upon
authorization by the employee. Payroll deduction authorization cards must be received by
the County department by the frfteenth(15th)day of the month to be recognized as effective
for that month. The County will transmit to the duly designated officer of the Guild 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 Guild, and the Guild 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 Guild.
f. The Guild agrees to supply the Employer with lists of officers of the Guild and
representatives and to keep such lists current.The Employerwill recognize the officers and
representatives, or shop stewards.
g. Signatory organization will indemnify, defend, or hold the Employer harmless against any
claims made and against any suit instituted against the County on account of any check-off
of dues for the Guild organization. The Guild agrees to refund to the County any amounts
paid to it in error on account of the check-off provisions upon presentation of proper
evidence thereof by the County.
3.2 BARGAINING UNIT ROSTER
The County will provide the Guild with a list of all employees within the bargaining unit on an annual
basis. The County will also provide to the Representative or Officer the name and other pertinent
information regarding new hires upon request.
The Guild agrees to supply Human Resources with current lists of Officers and stewards. The
County will recognize the Officers and stewards as soon as the list is received, in writing, by Human
Resources.
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3.3 NONDISCRIMINATION—GUILD ACTIVITY
Neither party shall discriminate against any employee because of membership in or non-membership
in or activity on behalf of the Guild. No employee shall be discharged or discriminated against for
upholding Guild principles, fulfilling duties as an Officer in the Guild or serving on a Guild committee.
ARTICLE 4— GUILD/COUNTY RELATIONS
4.1 GUILD ACCESS
Authorized representatives of the Guild shall have access to the County's establishment during
working hours for the purpose of adjusting disputes, investigating working conditions, and
ascertaining that the Agreement is being adhered to; provided, however, that there is no disruption
of the County's business operations.
4.2 FACILITY USE
The conduct of Guild business on County time and premises shall be subject to the limitations set
forth in this Article and with the understanding that no Guild member or Officer shall use County's
equipment in the conduct of Guild business.
The Guild shall be permitted to use designated premises of the County for Guild meetings, with or
without Guild staff present, provided it is not disruptive to operations and space is available. Use of
County's premises for meetings shall be limited to the hours of 5:00pm to 8:00am and 12:00pm to
1:00pm, unless otherwise approved by the County.
4.3 STEWARDS
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 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 Department Head
shall allow the Steward time to perform their Steward duties at the earliest possible time.
The Guild shall provide the Human Resources Department with a current list of all Stewards and
Officers. With notice to the County, Stewards and/or the Officers shall be allowed reasonable time
during working hours to investigate and process grievances, as defined in Articles 4.8, 4.9 and 21.4.
Guild 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 Guild meetings on
their own time.
4.4 ORIENTATION
Human Resources will notify the shop steward and Guild representative of each new hire within ten
(10) business days of the date of hire.
4.5 BULLETIN BOARDS
The County will provide a bulletin board for Guild use. No materials shall be posted except notices
of meetings and elections, results of elections, changes in Guild by-laws, notices of employee social
occasions, similar Guild notices, letters, and memoranda. All material shall be signed by an Officer
of the Guild. Guild will limit the posting of any material on the County's premises to its bulletin board.
4.6 CONTRACT DISTRIBUTION
The Guild will provide access to a copy of this Agreement to each new and current employee in the
unit.
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4.7 NEGOTIATIONS RELEASE TIME
The County will make a good faith effort to assist in providing release time for Guild 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 or Officers provide notice to their and
the grievant's supervisor, which will be granted unless the steward, Officer or the grievant is working
on something that requires immediate attention. If permission cannot be immediately granted, the
County will arrange to allow investigation of the grievance at the earliest possible time. When it is
necessary for stewards or Officers to conduct Guild, 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 County 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 GUILD BUSINESS
Compensable Guild business shall be defined as meeting with an authorized County representative
who schedules a meeting during normal business hours when it is necessary for a duly authorized
Officer of the Guild (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 Guild official. When reasonably possible, the Guild representative will notify their
Supervisor or designee when they are requested to attend a Guild 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 Guild business will not be conducted on County time.
Any concerns by the County which indicate that a Guild Officer or steward is spending an
unreasonable amount of time performing Guild duties shall be referred to Human Resources for
discussion and resolution with the Staff Representative of the Guild or their designee.
Time spent preparing for and attending meetings during the Guild representative's non-working hours
shall not be considered as time worked and shall not be subject to compensation. Additionally, time
spent by Guild representatives and/or employees in activities which do not concern the business of the
Employer shall not take place during working hours.
The Guild and the County have the right to communicate on matters of concern using e-mail, written
correspondence, and telephonic communications. The Parties agree to ensure that all respective
stakeholders are notified and copied appropriately. The parties agree to respond to written and e-
mail correspondence and telephonic messages as soon as reasonably possible.
ARTICLE 5 - NO STRIKE / NO LOCKOUT
The Guild 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 County shall not lockout any
employee during the life of this Agreement.
ARTICLE 6— 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 the right to:
A. Establish, plan for and direct the work force toward the organizational goals of County
government.
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B. Determine the organization and merits, necessity, and level of activity or service provided to
the public.
C. Determine the County budget and financial policies, including accounting procedures.
D. Determine the procedures and standards for hiring, promotion, assignment, transfer, layoff,
discipline, and retention.
E. Discipline employees for just cause.
F. Determine the methods, means, equipment, and kinds and number of personnel required to
accomplish the governmental operations and maintain the efficiency thereof.
G. Assign work and schedule employees.
H. Establish work rules and rules of conduct.
I. Evaluate employee performance.
J. Layoff 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.
ARTICLE 7 — EMPLOYMENT
7.1 PROBATIONARY PERIODS
All newly hired employees will be placed on probationary status for a period of six(6)calendar months
from date of hire.
The County may discharge a probationary employee with a minimum of one (1) day written notice. A
probationary employee does not have the right to grieve termination of his or her employment during
the probationary period.
The County may extend the six(6) month probationary period for new employees up to an additional
six months. The County shall provide a written notice to the Guild no less than fourteen (14)calendar
days prior to the probationary period's expiration of his or her intent to extend a probationary period.
The Guild may request reconsideration of the decision and/or the length of the extension period
within fourteen (14) calendar days of the date of the notice. The employee will remain on probation
until, such time, as a resolution has been determined.
Trial Service Period: Reclassified and promoted employees shall serve a six (6) month trial service
period in their new position. Employees may elect to revert to their previous job classification and
position within thirty(30)calendar days of the effective date of their reclassification or promotion. After
this time, if an employee fails to obtain regular status in the higher position, the employee shall be
returned to their previous position, if it is vacant. If the position is not vacant or if it has been abolished,
such employee will be laid off and shall be eligible for recall, in accordance with Article XVI, except that
the employee may not bump into the position of another employee. Employees on trial service shall
be paid the appropriate established salary for that position and if reverted, either voluntarily or by
assignment of their supervisor, will return to their previous salary(including any adjustments due, e.g.,
salary increase, step increases, etc.). An employee who reverts back to their former Guild bargaining
unit position pursuant to this section may have their Guild seniority restored, minus the time away from
the employee's former bargaining unit position.
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7.2 TYPES OF EMPLOYMENT
7.2.1 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.
7.2.2 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.
7.2.3 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 County
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.
7.2.4 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.
7.2.5 SEASONAL EMPLOYEES:
A seasonal employee works for a specific amount of time and is not anticipated to meet or
exceed one thousand and forty (1,040) accumulated hours in a twelve (12) month period. A
seasonal employee is not eligible to receive the benefits package.
7.3 CONTRACTORS
The County will make good faith efforts to assign bargaining unit work to employees covered by this
Agreement. "Contractors" who are not employees of the County will be permitted to do bargaining
unit work where both the need is occasional and temporary and when there are not regular staff
either qualified or available to do such work.
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Should the County consider subcontracting, upon the request of the Guild Representative, the parties
shall meet to allow the Guild an opportunity to review the County's financial reasons for considering
subcontracting and to present any alternative means of cost-savings besides subcontracting for the
County to consider. Although the County has the final decision on whether to subcontract, that decision
must be based on economic response after considering alternatives presented by the Guild. If the
County determines that subcontracting is necessary, the County shall negotiate with the Guild the
effects of subcontracting upon members of the bargaining unit.
7.4 STUDENTS/INTERNS
Student and Internship programs may be created by the County provided such does not take work
away from budgeted classifications represented by the Guild, the Guild is provided notice and, upon
request by the Guild, the County meets with the Guild to discuss the impacts and benefits of the
program.
ARTICLE 8 — HOURS OF WORK AND OVERTIME
8.1 WORKDAY/WORKWEEK
A regular full-time workweek shall consist of forty (40) hours of time actually worked or compensated
within a seven (7) day period (typically Sunday 12:00 a.m. through Saturday 11:59 p.m.). Changes
in work schedule, which may include changes in the schedule or total hours, shall be consistent with
Article 6.2.
8.2 WORK SCHEDULES
Workday—Workweek. 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 eight (8) hours each workday between 6:00
a.m. to 6:00 p.m., as scheduled by the Director or Designee, unless the Director establishes an
alternate work schedule pursuant below. The regular workweek shall normally consist of five (5)
consecutive workdays, with two (2) consecutive days off. Regular part-time employees normally are
scheduled to work less than forty (40) hours per workweek.
Emergency Call-Out: In an emergency identified by the Public Works Director or designee,
management may implement a 12-hour, two shift operation (Noon to Midnight and Midnight to Noon).
When the County implements such two-shift operation, those designated by the Director or designee
shall be compensated at the double-time rate of pay for all overtime hours. Employees will be given as
much notice as possible to adjust to the change in hours going into and coming out of the revised work
hours.
Flex Time: Flexible starting and/or quitting times may be adopted, on a case-by-case basis, with
mutual agreement between the employee and the Director or Designee. These work schedule
adjustments shall not result in the application of the overtime provisions.
Alternate Work Schedules: Workweeks and work shifts of different numbers of hours and/or
workdays may be established by the Director in order to meet business and customer service needs
or in response to budgetary demands. Employees may be assigned to an alternate work schedule
(such as 4-10's or 9-80's) with four(4) working days' notice from the Director or Designee. Less than
four (4) working days' notice may be given if mutually agreed between the employee and Director or
Designee. Employees may request an alternate work schedule, which is subject to approval by the
Director or Designee.
8.3 REST/MEAL BREAKS
Employees will be allowed up to a one (1) hour unpaid lunch period as approved and scheduled by the
Department Head. Employees may take one (1)fifteen-minute break for every four(4) hours worked.
Breaks should be arranged so that they do not interfere with County business or service to the public.
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Lunch periods and breaks shall not be combined and they may not be used to shorten an employee's
workday.
8.4 OVERTIME
Any regular full-time employee in paid status more than eight (8) hours or their regularly scheduled
workday shall be paid for at the rate of time and one-half (1 '/2) hours for the work performed. All
work performed between midnight Saturday and midnight Sunday shall be paid for at the double-
time rate. All overtime shall be pre-approved by the Director or Designee. Overtime compensation
shall not be paid more than once for the same hours under any provision of this Article or Agreement.
Overtime shall be paid to the nearest quarter hour.
Time compensated shall be considered as time worked for purposes of this Article.
Any work on a Sunday that is required by the Manager and which falls outside of the employee's
regular workweek or work schedule shall be compensated at two times the employee's regular hourly
rate of pay.
Upon a request to work beyond the regular workday, by mutual agreement, the parties may agree
upon an adjusted workweek for that specific workweek, for purposes of employee convenience and to
avoid overtime.
8.5 COMP TIME
The Director or designee 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(1'/2) their regular rate of pay for all
overtime hours worked. Comp time earned may not exceed eighty (80) hours at any point in time.
Employees shall receive overtime compensation whenever their accrued compensatory time reaches
the eighty (80) hours maximum. 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.
Compensation shall not be paid (nor comp time earned) more than once for the same hours under
any provision of this Article or Agreement. Premium or overtime pay shall not be duplicated or
pyramided unless required by the Fair Labor Standards Act, in which case premium or overtime pay
shall be based on the employee's regular rate of pay.
ARTICLE 9— EMPLOYMENT PRACTICES
9.1 NONDISCRIMINATION
Mindful of their legal and moral obligations, the parties agree that in their service to the public they will
provide equal treatment and respect for all including the public, as well as the parties to this Agreement.
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 Guild activities. Bona fide occupational qualifications based on the above
traits do not violate this Section.
All references to gender in this Agreement are intended to refer equally to all pronouns.
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 Guild or members thereof.
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9.2 JOB POSTING
Prior to public advertisement, all job vacancies within the bargaining unit shall be posted for seven (7)
calendar days to allow current Guild members the first opportunity to apply for the position. 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. Guild positions will be identified as such.
Employees in the bargaining unit will be considered for a promotion or transfer subject to their
capabilities and qualifications to perform the work, before considering a candidate from outside the
bargaining unit.
9.3 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.
Any employee who is promoted or reclassified into a higher-level-job classification will be placed at the
step in the new pay range (on the salary plan)that provides at least a five percent (5%)wage increase.
Employees who promote, transfer or voluntarily demote to another job classification within their
Department shall serve a six (6) month trial service period in their new position.
9.4 PERSONNEL FILE/POLICIES
Unless otherwise provided by the terms of this Agreement, the County Administrative and Personnel
Policies shall apply to members of this bargaining unit. Employees shall also refer to County 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 County 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 Department Head or anyone designated by the County 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
County's failure to abide by this Article pertaining to personnel file access shall not affect the County's
ability to proceed with the merits of discipline or discharge but may be a separate Guild 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.
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9.5 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:
9.5.1 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.
9.5.2 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.
9.6 DISCIPLINE/CORRECTIVE ACTION
The County agrees to act in good faith in the discipline, dismissal or demotion of any regular
employee and any such discipline, dismissal or demotion shall be made only for just cause.
No employee shall be discharged, except for just cause. The parties recognize that just cause
requires progressive discipline. Progressive discipline may include:
• oral warnings, which will be documented;
• written warnings—which may also include work performance improvement, corrective action
plan for poor work performance, and/or misconduct,
• suspension without pay;
• demotion; or
• discharge.
The intent of progressive discipline is to assist the employee with performance improvement or to
correct misconduct. Progressive discipline shall not apply where the offense requires more serious
discipline in the first instance. Both the sequencing and the steps of progressive discipline are
determined on a case-by-case basis, given the nature of the problem.
All disciplinary actions shall be clearly identified as such in writing. The employee will be requested
to sign the disciplinary action. The employee's signature, thereon, shall not be construed as
admission of guilt or concurrence with the discipline, but rather shall be requested as an indication
that they have seen and comprehend the gravity of the disciplinary action. Employees shall have
the right to review and comment on disciplinary actions in their personnel file.
A copy of all disciplinary notices shall be provided to the employee before such material is placed in
their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance
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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 County will notify the Guild 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 County 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 Guild representative
at such an interview. Upon request, they shall be afforded a Guild representative. The County will
delay the interview for a reasonable period of time in order to allow a Guild representative an
opportunity to attend. If a Guild 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 County 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 County, and shall have the right to Guild representation during that
meeting, upon request. (Loudermill rights)
The County shall endeavor to correct employee errors or misjudgments in private, with appropriate
Guild 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 County:
9.6.1 That the County did forewarn employee of possible consequences of conduct;
9.6.2 That the County policy, rule, or order involved reasonably related to the orderly,
efficient, or safe operation of the County;
9.6.3 That before administering discipline, the County made an effort to discover whether
employee did, in fact, violate or disobey any County policy or rule;
9.6.4 That the County conducted its investigation objectively;
9.6.5 That, in the investigation, the County did obtain evidence or proof that the employee
violated such County policy or rule;
9.6.6 That the County applied its rules, orders, and penalties without discrimination under
the circumstances; and
9.6.7 That the degree of discipline was reasonably related to the seriousness of the offense
and/or the employee's record.
ARTICLE 10 — SENIORITY
10.1 DEFINITIONS
The County recognizes the principal of seniority within the Guild. Seniority within the Guild, by job
classification, shall be one of several factors considered for hiring, promotion, layoff, and any other
appropriate application.
Classification Seniority: The service time spent in a job classification within the bargaining unit.
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County Seniority: The total unbroken services with Mason County. An employee's County service
date shall be established as the initial date of hire upon completion of the original six (6) month
probationary period.
Guild Seniority: 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 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:
10.1.1 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.
10.1.2 Continuous Service
Means uninterrupted employment with the County 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.
10.1.3 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 County 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 Department.
10.1.4 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.
10.1.5 Layoff Alternatives
A number of alternatives exist for affected employees including:
1. Assume a vacant position - per Article 10.13.1
2. Bump - displacing a less senior employee
3. Recall - accepting unemployment and the option of future recall
10.1.6 Bumping
The displacement of a less senior regular employee by another regular employee with more
Guild seniority as defined by this Article.
10.2 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:
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For the purpose of layoff, seniority shall mean time spent in a job classification within the bargaining
unit. For all other purposes, seniority means total unbroken service with Mason County.
An employee's County seniority shall be established as the initial date of hire upon completion of the
original six (6) month probationary period
10.2.1 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.
10.2.2 Layoffs
Classification Seniority shall determine who is to be laid off within the selected classification
(affected group) and within the 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, County seniority shall be
determinative.
10.2.3 Bumping
As to bumping, the employee's"competence"and the ability to adequately perform the unique
functions of the job assignment will be the primary consideration, applied in accordance with
seniority. Competence/Ability to adequately perform will be defined as the immediate, clear
and full performance on the job,with a minimal period of orientation and no material reduction
in the efficiency of the operation or services, as determined by the County.
10.2.4 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.
10.3 PROBATIONARY PERIOD
Upon successful completion of the probationary period,the County seniority of the Regular employee
shall be established as the initial date of hire, including the service during the probationary
period. Classification seniority shall then be based on continuous service with the Department in
that classification.
10.4 LOSS OF SENIORITY
Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided
that employees on layoff status who are recalled within eighteen (18) months of the date they were
laid off shall have their original seniority date adjusted by the period of time in layoff status.
An employee, therefore, will lose seniority rights by and/or upon:
10.4.1 Resignation.
10.4.2 Discharge.
10.4.3 Retirement.
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10.4.4 Layoff/Recall list of more than eighteen (18) months.
10.4.5 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.
Except as provided in the preceding paragraph, an employee who voluntarily accepts a regular position
outside of the Guild shall lose all bargaining unit seniority with the Engineers' Guild should the
employee be rehired into a bargaining unit position at a later date.
10.5 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 County or within a job
classification covered by this Agreement.
For purposes of this article, a layoff is further identified as an involuntary reduction in force by
termination of employment or a temporary or permanent involuntary reduction of hours below an
employee's normal workweek or work month (i.e. any reduction in hours which results in a regular
position being less than their budgeted FTE). The County may reduce the work force because of
lack of work or lack of funds.
Total Classification Seniority shall determine who is to be laid off within the selected classification.
Bumping rights are determined by Guild seniority, consistent with Article 10.2.
Layoff process:
A. The County 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 County will first consider reduction
through normal attrition, (i.e., by not filling normally occurring vacancies.)
C. If normal attrition is not feasible, then the County shall determine which position(s) will be
eliminated. The least senior employee(s) in the affected job classification(s) shall be laid
off.
Before laying off any regular employee, all temporary and probationary employees within the same
Department shall be laid off first, provided there is a regular employee qualified to do the work of the
position and unique skills are not required.
10.6 NOTICE
Employees scheduled for layoff shall be given at least fourteen (14) calendar days' written notice of
the layoff.
10.7 MEETING WITH GUILD
The Guild shall also be notified in writing of any reduction in hours proposed by the County, including
the purpose, scope, and duration of the proposed reduction.
Upon the Guild's request, the County and the Guild shall meet promptly during the notice period
identified in Article 10.6 to discuss the reasons and the time-lines for the layoff and to review any
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suggestions concerning possible alternatives to layoff. Guild concerns shall be considered by the
County prior to implementation of any reduction in hours. This procedure shall not preclude the
County from providing notice to employees or requesting volunteers to take leaves of absence
without pay, provided the County notifies the Guild of the proposed request.
10.8 AFFECTED GROUP
The following procedure shall apply to any layoff:
10.8.1 Affected employees
The County 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 Classification seniority, within the affected job classification
shall be selected for layoff, consistent with Article 10.2.2. The exception would be only when
the County 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 Classification seniority within a job classification is equal, County seniority
will be the determining factor. If all of the seniorities are equal, then Management shall make
the final decision based on performance and job skills.
10.8.2 Volunteers
Simultaneous with implementing the provisions of the layoff procedure, the County 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 10.13.
10.8.3 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.
10.9 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 County, consistent with Article 10.13.1. Within other Departments affected
employees will be given consideration for vacant positions for which they are qualified.
10.10 SENIORITY LIST
The County shall update the seniority list and provide it to the Guild 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 Guild and
posted in the affected Department.
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10.11 ORDER OF LAYOFF
The least senior employee (by Office / Department Seniority) within the affected job classification
and affected Department shall be selected for layoff. No regular employee shall be laid off while
another employee in the same classification within the Department is employed on a probationary,
extra help or temporary basis, unless specialized skills are required to fill the position that are not
possessed by the regular staff member. This provision shall apply only to the classification where
the initial layoff occurs and not to the classification into which laid off employees have bumped.
10.12 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.
10.13 LAYOFF OPTIONS
Affected employees who have completed their probationary period shall have the following options:
10.13.1 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 County for which the
employee is qualified.
When a regular full-time or part-time employee is being laid off the County 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.
10.13.2 Bump
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 Guild 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
County 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 County.
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 the layoff. If the employee is
eligible to bump another employee pursuant to the conditions in Subsection D, above, then that
third employee identified for layoff shall be laid off.
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 10.2.3. 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 County.
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An employee who has bumped shall move to the highest step of the new range that does not
exceed their current salary.
10.13.3 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 10.15.
Nothing contained in this layoff section shall be construed to require the County 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 County.
10.14 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 10.13. 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.
10.15 RECALL
Any Regular employee who is laid off shall have their name placed on a recall list 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 permanent status. The employee's name shall remain on the recall
list(s) for a period of eighteen (18) months from date of layoff. Persons shall be recalled in inverse
order of layoff to the classification held at the time of layoff. Employees who were laid off shall be
considered for other positions in their department that they are qualified to perform.
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
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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 County 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 Guild, upon request.
Employees shall not lose seniority original as a result of layoff for a period of up to eighteen (18)
months, per Article 10.4.4; provided, however, that neither benefits nor seniority shall be accrued
during the period of layoff.
10.16 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 County 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 15.5. 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.
10.17 UNEMPLOYMENT CLAIMS
If laid off employees apply for unemployment compensation benefits, the County will not contest the
claim and will confirm that the employee was laid off.
ARTICLE 11 —WAGES
11.1 WAGE SCHEDULE.
Effective January 1, 2023 through December 31, 2026, each employee shall be compensated as set
forth in Appendix A.
1/1/2023 2.00%
1/1/2024 2.00%
1/1/2025 2.00%
1/1/2026 2.00%
The anniversary date is defined as the employee's actual date of appointment to their current job
classification. Each step increase shall occur on the employee's anniversary date. Upon promotion of
an employee, the date of the promotion becomes the anniversary date that determines future step
increases. The employee's actual date of hire with Mason County will always remain the same
(regardless of promotion)for purposes of annual leave, sick leave, and retirement.
11.2 HIRE-IN RATES
New regular employees shall normally be placed at Step 1 of the appropriate salary range (Appendix
A) or placed consistent with current personnel rules. However, Management shall have the right to
place new employees on the salary schedule based consistent with the County's Personnel Policy on
Employee Pay Rates.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 23
11.3 SHIFT DIFFERENTIAL
Shift differential is not applicable to this bargaining unit.
ARTICLE 12 — OTHER COMPENSATION
12.1 BILINGUAL PAY
Eligible employees shall receive Bilingual pay for the certification level authorized by the Employer:
• Seventy-five dollars ($75.00) per month for the General certification
Eligibility requirements:
a. The County shall determine if Bi-Lingual pay shall be utilized, the language(s) that Bi-Lingual
is payable for and the number of employees eligible for Bi-lingual pay.
b. Bilingual general certification through DSHS or other pre-approved accredited institution.
The County, at its discretion, may choose which certification(s) are required and acceptable
substitutes, such as certification from other states.
12.2 CALL-BACK PAY
All employees will respond to emergency call-outs unless extenuating circumstances such as illness
or other incapacitation prevent the employee from responding. Full-time employees who are called
back to work after leaving the job site (and not adjacent to the next regularly scheduled shift), shall
receive a minimum of two (2) hours' pay at the overtime rate. When an employee is called out
between shifts, the time worked between shifts shall be paid at the rate of one and one-half (1'/2)
times the regular rate, unless an adjusted work week is mutually agreed upon per Article 8.4. 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.
12.3 WORK IN A HIGHER CLASSIFICATION AND LEAD WORKERS
A supervisor may assign an employee to perform the majority of the primary duties of a higher job
classification, when those duties are not part of the employee's current job classification, for the
purpose of:
A. Providing work coverage during an authorized vacation period;
B. Providing work coverage during an authorized sick leave;
C. Providing work coverage for an authorized leave of absence; or
D. Providing work coverage for a currently vacant position.
If the employee is scheduled to work in the higher job classification for ten (10) consecutive workdays
or more, the employee shall be paid at the step of the salary range for the higher classification that
provides at least a five percent (5%) increase. The pay adjustment shall commence on the first day of
the work out of classification assignment.
A supervisor may temporarily assign the duties of a higher-level job classification to one employee or
to several employees for cross-training purposes, so long as the assignment is for fewer than ten (10)
consecutive workdays. There shall be no adjustment in pay during the cross-training assignment(s).
However, the County may not utilize this cross-training provision in order to avoid paying for work
performed outside of an employee's regular job classification (e.g. assigning multiple rotations of
"cross-training" totaling more than ten (10) consecutive workdays).
No employee shall be reduced in salary or benefits when temporarily assigned by the County to
perform the work of a lower classification, except in the event of a disciplinary demotion.
Lead Worker: The County may designate an employee as a Lead Worker; such designation is not
considered to be a "job vacancy" or "newly created position." A Lead Worker will typically direct,
oversee and/or organize the work of other employees, although the County reserves the exclusive
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 24
right to make a Lead Worker designation based on other factors and rationale. The Lead Worker
cannot hire, fire, or discipline other employees within the Bargaining Unit. This job classification is
used at the discretion of management (and with prior approval of the Board of County
Commissioners). A Department Head will post within their Department a notice of intent to appoint a
Lead Worker. They will give full consideration to all departmental applicants before going outside
their department. Any employee who acts as Lead Worker will receive an additional ten percent
(10%) salary for the period of time they perform that function.
12.4 MILEAGE REIMBURSEMENT
All bargaining unit employees who are required to use their own vehicles for County business shall
be reimbursed at the mileage rate set by the current policy for all miles driven on such business.
12.5 LONGEVITY
The County shall provide additional monthly compensation above each eligible employee's base salary
to recognize continuous length of service as a County employee, as follows:
Total Years of Service Completed Additional Pay Increment
Beginning of 111h Year of County Service 1.5%
Beginning of 161h Year of County Service 3.0%
Beginning of 21s'Year of County Service 4.5%
Beginning of 261h Year of County Service 6.0%
Eligible regular part-time employees shall receive longevity pro-rated in proportion to the hours the
part-time employee is in pay status during the month as compared to that required of full-time
employment.
12.6 BOOT ALLOWANCE
All field employees to include only Environmental Coordinator, Engineering Technicians, Survey Staff,
Right of Way Technician and Road Utility Specialist shall receive an annual boot allowance in the
amount of Two Hundred and Fifty Dollars ($250.00), payable by second payday in January.
12.7 EDUCATION INCENTIVE
Any employee who received a college degree shall receive an additional compensation at the following
rates:
Associates Degree 1.5%
Baccalaureate Degree 3.0%
Master's Degree 4.5%
In order to qualify, individuals must receive their degree from a regionally accredited instruction,
approved by their Elected Official or Department Head and have a degree or transcripts submitted to
Human Resources.
ARTICLE 13 - HOLIDAYS
13.1 HOLIDAYS
The following is a listing of the County's recognized paid holidays:
New Year's Day Labor Da
Martin Luther King Day Veterans' Da Armistice Da
President's Day Thanksgiving Da
Memorial Day Day After Thanksgiving
July Fourth Christmas Eve
Juneteenth Christmas Da
Two 2 - Floating Holidays
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For any holiday to be paid an employee must be in paid status the employee's scheduled workday
before and the employee's scheduled workday after the holiday.
Use of a floating holiday is to be at the discretion of the employee with the approval of the Supervisor
in advance of the absence. Floating holiday(s) must be used by December 15, or will be forfeited,
unless denied on the basis of staffing needs by the County. Floating holidays shall be used in whole
hour increments. Christmas Eve Day may be taken off based on the operational needs of the County
and Public Works, and if this cannot be accommodated, the employee will schedule an alternate date
with their supervisor's approval.
13.2 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.
13.3 HOLIDAY OBSERVANCE
Should the holiday fall on a Saturday, the Friday preceding the holiday shall be observed as the official
holiday. Should the holiday fall on a Sunday, the Monday following the holiday shall be observed as
the official holiday.
13.4 HOLIDAY ON DAY OFF
When a holiday falls on a day that an employee is ordinarily scheduled to be off work, an alternate day
off within the same workweek shall be designated as the employee's "holiday."
13.5 HOLIDAY COMPENSATION
Effective upon ratification of this agreement, eligible benefitted employees shall be paid based on
the employee's (daily) normal weekly work schedule (i.e., 4-10 schedule is 10 hours holiday pay; 5-
8 schedule is 8 hours holiday pay, 9-80 schedule is 9 hours pay). If an employee is requested to
work on 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.
Regular part-time employees shall receive paid holidays 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.
ARTICLE 14—VACATION
14.1 VACATION ACCRUAL
All regular and temporary full-time employees of the County coming under this Agreement after six
(6) months of employment shall be entitled to and receive vacation leave with pay as follows:
1st through 3rd year of employment 96 hours
4t" through 71" year of employment 120 hours
8t" through 9t" year of employment 144 hours
101" through 111" year of employment 160 hours
121" through 141" year of employment 176 hours
15t" through 161" year of employment 184 hours
17t" through 191" year of employment 192 hours
20t" year or more 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 forfull-time employment, plus they must also meet the qualification for PIERS
participation to have vacation leave accrual apply.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 26
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 (1511) 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.
Employees shall accumulate one-twelfth (1/12th) of their yearly accumulation total per month. For
regular and temporary full-time or regular and temporary part-time employees, the maximum amount
of vacation leave that may be accrued at any point in time is four hundred (400) hours. No vacation
leave accrued will be added to an employee's vacation leave benefit when the maximum accrual has
been attained, except that the four hundred (400) hours maximum may be exceeded in any given
month with prior written approval of the Director.
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.
14.2 VACATION SCHEDULING
Vacation leave must be requested in writing, in advance, and is subject to the written approval of the
Department Head or designee.
Vacation leave approval will be on the basis of meeting the workload requirements of the Mason
County service schedule where the employee is employed.
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. 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.
Whereas the Guild and the Employer recognizes the importance of employees utilizing earned
vacation leave to promote and enhance their mental and physical well-being, employees shall attempt
to use leave during the year in which it is earned.
14.3 VACATION PAY
Vacation leave days shall be the same as the regular workday schedule for the Division wherein the
employee is employed. Vacation pay shall be the amount that the employee would have earned if
the employee had worked their regular position during the vacation period.
If an authorized holiday occurs within an employee's vacation period, that day will be paid as a
holiday and not deducted from the employee's vacation accruals. Employees cannot receive
vacation, sick leave or holiday pay simultaneously for the same days.
14.4 VACATION UPON TERMINATION
At the time of employment termination with Mason County, other than within the first six (6) months of
probationary employment, each Regular and Temporary employee will be paid for any unused vacation
leave, provided that no employee may receive payment for more than four hundred (400) hours.
ARTICLE 15 - SICK LEAVE
15.1 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 Guild 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 calendar month
of continuous employment.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 27
Regular and Temporary part-time employees must work or be in a paid status at least in the same
proportion to the eighty (80) hours as their regular hours are to full time employment to accrue sick
leave for that month, and shall accrue sick 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. May not carryover more than one thousand two hundred (1,200) hours of accrued
sick leave annually.
15.2 SICK LEAVE USAGE
Usages of sick leave shall be consistent in accordance with the Washington State Paid Sick Leave
law, RCW 49.46, WAC 296-130 and Initiative 1433, the County and the Council mutually agree to
comply with the laws.
Employees are expected to be on the job unless excused by Supervisor or Department Director
because of illness. Sick leave shall be considered as a type of insurance and not as a benefit. Abuse
of sick leave shall be grounds for disciplinary action. A Department Head may require an employee
to provide a written notice from the employee's health care provider when a pattern of excessive
absence and/or sick leave abuse is indicated.
When an employee's sick leave necessitates more than three(3)consecutive days of leave from work,
the employee may be requested to provide the written verification that they have been under the care
of a medical doctor or other bona fide practitioner.
An employee may be required to provide a written notice from the employee's health care provider
when a pattern of excessive absence and/or sick leave abuse is indicated. Abuse of sick leave shall
be grounds for disciplinary actions.
Sick Leave cannot be taken before it is actually earned.
15.3 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 County, Worker's Compensation Act or similar legislation by the State of
Washington or other governmental unit, the County 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 County if able to work.
a. For a period of absence from work due to injury or occupational disease resulting from
County employment, the employee shall file an application for Worker's Compensation in
accordance with state law.
b. If the employee has accumulated sick leave credit, the County shall pay the sick leave
difference between 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 over-payment to the County.
e. Should an employee apply for time loss compensation and the claim is then or later
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 28
denied, sick leave and vacation leave may be used for the absence in accordance with
other provisions of this rule.
f. Nothing herein pertains to a permanent disability award.
g. If any employee has no sick leave accumulated, vacation leave may be substituted.
15.4 FAMILY MEMBER
Authorized uses of sick leave may be utilized as defined in Article 1.6.
15.5 SICK LEAVE PAYOUT
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 from
an applicable 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, neither they nor their estate shall be eligible to receive any cash out of the employee's
accrued sick leave upon separation from County service.
ARTICLE 16 — LEAVES OF ABSENCE
16.1 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).
16.2 JURY DUTY/COURT
An employee, who is required to serve on a jury or as a result of official County 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.
16.3 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).
16.4 BEREAVEMENT
Employees will be provided up to three (3) days of paid bereavement leave in the event of the death
of an immediate family member. A day of bereavement leave shall be in accordance with the
employee's regularly scheduled workday. Immediate family includes only persons related by blood or
marriage or legal adoption. These individuals are, for purposes of this article: wife, husband, parent,
grandparent, brother, sister, child or grandchild, grandmother-in-law, grandfather-in-law,
mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, nieces,
nephews, cousins, aunts, and uncles of the employee. Other relationships may be approved at the
discretion of the Director or designee. Upon request, two (2) days of accrued sick leave shall be
granted. Additional time off may be requested and charged to comp time, floating holiday or annual
leave, as approved by the Director or designee.
16.5 MAINTENANCE OF SENIORITY
The County 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.
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16.6 LEAVE WITHOUT PAY
An employee may request a leave of absence without pay for up to a period of one (1) year to
accommodate recovery from a long-term illness or injury. Other leave of absence requests are limited
to six (6) months. As appropriate for the type of leave requested, all allowable leave balances must
be exhausted prior to taking a leave of absence without pay, except for using vacation leave during an
employee's probationary period.
If a medical leave of absence without pay is granted, the employee shall have return rights to their
previously held position. Return rights for any other leave of absence shall be limited to three (3)
months. If the previously held position has been abolished during the leave of absence, then the
employee shall have return rights to a similar position (a position in the same classification at the same
salary level) if there is a vacancy. If there is no vacant similar position, the employee shall be placed
on the recall list, pursuant to Article 10, Seniority, Layoff and Recall.
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 16.5 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.
16.7 FAMILY LEAVE—FMLA
The County and the Guild mutually agree to comply with all State and Federal Family Leave Laws
(FMLA, RCW 49.78). All allowable leave balances must be exhausted prior to an employee taking
leave without pay.
For purposes of this Article, the definition of"immediate family" will be found in Articles 1.6.
The County will grant leave consistent with state and federal law. Family leave shall be consistent
with the FMLA and the adopted conditions and provisions of the state and federal law and are not
intended to expand upon the rights thus set forth.
If an employee has any questions regarding the State and Federal Family leave laws, they may
directly contact the County's Human Resource Department for guidance.
16.8 MATERNITY DISABILITY LEAVE
Consistent with WAC 162-30-020, the County will grant a leave of absence for a period of temporary
disability because of pregnancy or childbirth. This may be in addition to the leave entitlements of
FMLA.
This leave provides female employees with the right to a leave of absence equivalent to the disability
phase of pregnancy and childbirth. There is no eligibility requirement, however the County 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
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 30
second opinion at the County'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 16.7. Once this
paid leave is exhausted, the employee's leave may be switched over to unpaid leave.
16.9 PAID FAMILY& MEDICAL LEAVE COMPLIANCE
The County and Guild mutually agree to comply with all Washington State Paid Family & Medical
Leave laws, per RCW 50A.04
16.10 INCLEMENT WEATHER
Employee rights and responsibilities during severe weather and emergency or disaster conditions
are covered by the current Inclement Weather Policy of the County. The goal shall be to continue
to provide essential County services, consistent with public and employee safety and emergency
operations priorities.
16.11 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 17 — HEALTH &WELFARE
17.1 HEALTH AND LIFE INSURANCE
The County shall contribute as below each month during the term of this Agreement for each eligible
employee for medical, dental, vision, and life insurance coverage. Eligible employees are those
regular full-time and regular part-time employees compensated for eighty (80) hours or more per
month during the calendar year.
A. Effective January 1, 2023, the contribution shall be increased to one thousand 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.
B. Effective January 1, 2024, the contribution shall be increased to one thousand 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.
C. Effective January 1, 2025, the contribution shall be increased to one thousand five
hundred and seventy dollars ($1,570) per month during the term of this Agreement for
each eligible employee for medical, dental, vision, and life insurance coverage.
D. Effective January 1, 2026 the contribution shall be increased to one thousand six hundred
and twenty-two dollars ($1,622) per month during the term of this Agreement for each
eligible employee for medical, dental, vision, and life insurance coverage.
Eligible benefitted employees are those Regular and Temporary full-time and Regular and
Temporary part-time employees compensated for eighty (80) man-hours (excludes vacation, sick
and comp time payouts upon separation) or more per month during the calendar year. Part-time
employees hired after January 1, 2014 will have the benefits of this Article prorated to FTE and
adjusted by actual hours worked effective upon the date of such language being approved under the
County's Personnel Policy.
Absent other written notice by the Guild, this contribution is to be applied to premiums for Washington
Teamsters Welfare Trust Medical Plan B, and current County vision, dental, and life insurance plans.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 31
In the event the County's maximum monthly contribution is insufficient to provide 100% of the total
Health and Welfare premiums as referenced in Section 1, above, the priority of order for full County
payment shall be as follows: (1) Life Insurance, (2) Vision, (3) Dental, and (4) Medical.
Any monthly premium contribution required above the County's contribution shall be paid by a
reduction of the necessary amount from the employee's salary.
The County shall provide an Employee Assistance Program benefit for all bargaining unit employees.
17.2 RETIREMENT
Pensions for employees and contributions to pension funds will be governed by the Washington
State statutes in relation thereto in existence during the contract period.
ARTICLE 18 - TRAINING
18.1 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.
18.2 TRAINING REIMBURSEMENT
Compensation associated with training or representation of the County on official business shall be
consistent with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296-128-500.
ARTICLE 19— LABOR/ MANAGEMENT COMMITTEES
19.1 PURPOSE OF COMMITTEE
In order to facilitate effective communication between the County and the Guild, the parties may form
a Labor Management Committee (LMC) to meet during working hours at a time that is mutually
agreeable to the parties. Matters discussed at these meetings shall be general in nature, affecting the
Employer and the bargaining unit. The meetings shall not be used to supplant the grievance
procedure, circumvent the collective bargaining process, or to air individual employee concerns.
Participation in the LMC shall not unduly disrupt the Employer's operation.
19.2 COMPOSITION OF COMMITTEE
The Labor Management Committee meetings will include representatives of the County and
representatives appointed by the Guild, 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.
19.3 COMPENSATION
All meeting time spent by members of the joint Labor-Management Committee will be considered
time worked and will be paid at the appropriate regular rate of pay.
ARTICLE 20 — HEALTH & SAFETY
20.1 SAFE WORKPLACE
The County is responsible for maintaining a safe and healthful workplace. The County 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 decide 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.
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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.
20.2 HEALTH &SAFETY PLAN
The County 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.
20.3 DRUG FREE WORKPLACE
The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that
County will provide a drug free workplace. This policy strictly prohibits the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled substance in the workplace.
Fitness for Duty: If a supervisor or manager reasonably suspects, through observation, that an
employee may physically incapable of performing the essential functions of the job and/or may be
under any influence of, or impaired by, a substance, the employee shall be removed from duty
immediately and undergo substance testing for the suspected substance. Except in emergency
situations, the supervisor or manager shall consult with another supervisor, manager or
representative of Human Resources to ensure that adequate grounds for reasonable suspicion exist.
The consulted supervisor, manager or representative of Human Resources shall also personally
observe the employee before the employee is required to test for the presence of that substance. At
this time the employee will also be notified of his or her Weingarten rights.
Employees removed from duty under such circumstances who test positive shall be required to meet
with the County'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 County's substance abuse policy.
20.4 WORK PLACE VIOLENCE
The County 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 21 - GRIEVANCE PROCEDURE
21.1 GRIEVANCE DEFINED
A grievance is an allegation by an employee, group of employees or the Guild that there has been a
violation, misapplication or misinterpretation of this Agreement. The purpose of this grievance
procedure is to promote harmony and efficiency between employees and the County by providing
timely settlement of grievances without fear of discrimination or reprisal.
A grievance of interest to several employees may be filed as a "group grievance."
21.2 GRIEVANCE PROCEDURE
The commitment of the County and the Guild is to resolve any grievance at the lowest possible level
of supervision. References to the Director or Designee shall mean the individual to whom the
employee's work unit and manager(s) report, or the person designated to act in their capacity. Any
time limits stipulated in this grievance procedure may be extended for stated periods of time by the
appropriate parties by mutual agreement, in writing, with copies to the County, the Guild and the
aggrieved employee(s).
Failure by an employee and/or the Guild 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 Guild or the employee to advance the grievance to the next step in the grievance procedure.
The processing and adjudication of grievances shall be conducted during working hours.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 33
Grievance Procedure:
Step 1. Before filing a written grievance, the employee and/or a representative of the Guild shall
discuss the problem with the employee's immediate supervisor within five (5) working days from the
date of the incident giving rise to the grievance or the date the employee or representative knew or
reasonably could have known of the alleged incident. If the grievance is not able to be resolved
informally, then a formal grievance may be filed at Step 2.
Step 2. A written grievance must be filed with the Director or Designee within seven (7) calendar days
of the meeting between the supervisor and employee/Guild representative, as described in Step 1
above. The written grievance shall include the following:
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.
Within ten (10) calendar days of receiving the written grievance, the Director or Designee shall
schedule a meeting with the employee and Guild representative to hear and seek to resolve the
grievance. The Director or Designee shall provide a written response to the employee and the Guild
Representative within fourteen (14) calendar days of the meeting. A copy of the grievance and written
response also shall be filed with the Human Resources Department.
If the grievance is not resolved at Step 2, the Guild may advance the grievance 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 shall schedule a meeting with the employee, Guild
Representative, and Director or Designee to hear and seek to resolve the grievance. The Human
Resources Director shall provide a written response to the grievance within fourteen (14) calendar
days of the meeting. The written response shall be provided to the employee, Guild representative
and the Director or Designee.
If the grievance is not resolved at Step 3, the grievance may be advanced to Step 4.
Step 4. If the grievance is not resolved as provided in Step 3, above, the Guild representative may
submit the grievance to a grievance committee. The committee shall consist of one member appointed
by the Guild and one member appointed by the County. The two members shall then select a third
impartial member. The Grievance Committee shall hear the grievance within fourteen (14) calendar
days of the decision rendered in Step 3. The Grievance Committee shall confer in executive session
following presentation by the parties of the arguments in the grievance and shall render a decision
either affirming or denying the grievance. A member of the Grievance Committee shall issue a written
decision to the parties within fourteen (14) calendar days of these proceedings. A copy of the written
decision, which shall be binding upon the Guild and the County, shall be provided to the aggrieved
employee(s), Guild representative, Director or Designee and the Human Resources Director.
21.3 GUILD/COUNTY GRIEVANCE
Either the Guild or the County may initiate a grievance at Step 2 if the grievance is submitted in
writing within ten (10) business days from the date the County/employees became aware or
reasonably should have known that the grievance existed. The County 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. A County grievance will not be subject to Arbitration
and may only go to mediation upon mutual agreement.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 34
The Guild 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.
21.4 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:
21.4.1 Investigate any grievance or dispute so that same can be properly presented in
accordance with the grievance procedure.
21.4.2 Attend meetings with the Director or other County 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.
21.4.3 Confer with a staff representative of the Guild and/or employees on County premises,
at such time and places as may be authorized by the Director or designee in advance of the
intended meetings.
For the purposes of this Article and Article 4.3, obtaining coverage to insure minimum staffing levels
shall not be considered an unnecessary delay. The County shall not be obligated to provide
coverage immediately if the use of overtime is the only means of providing that coverage.
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 or any provision in this Agreement 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,
such invalidation or such part or portion of this Agreement shall not invalidate the remaining portions
of the Agreement, which shall remain in full force and effect throughout the term of the Agreement.
The County and the Guild may meet within thirty (30) calendar days for re-negotiation 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 become effective January 1,2023 and shall remain in full force and effect through
December 31, 2026
This Agreement may be modified during its term by mutual agreement of both parties concerned.
Such mutual agreement shall be reduced in writing and shall be incorporated as a part of this
Agreement.
The existing contract shall remain in effect until a successor contract is signed, or until one year from
the termination of this Agreement.
23.2 ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire agreement between the parties and
any past practice or past agreement between the parties prior to the effective date of this Agreement—
whether written or oral—is null and void unless specifically preserved in this Agreement.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 35
SIGNATURES
DATED this lam_ day of DL('y m be .
MASON COUNTY BOARD OF COUNTY COMMISSIONERS
ENGINEERS GUILD MASON COUNTY, WASHINGTON
sica Koehn Sharon Trask
Representative Commissioner, Chair
(f�
Tim Rhoades Ra y Neatherlin
Representative Co missioner
Kevin Shu y
Commissioneri
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 36
APPENDIX A- SALARY TABLES
Advancement from step to step occurs on annual anniversary date.
No step increases to step 8 until annual anniversary date in 2024,and no step increases to step 9 until annual anniversary date in 2025.
Note: Figures are rounded and will vary slightly in MUNIS because it calculates out four 4 decimal places.
1/1/2023-2.00%GWI STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9
Administrative Assistant 3673.84 3765.66 3859.82 3956.31 4055.21 4156.60 4260.52 4367.03 4476.21
Administrative Assistant Senior 4541.69 4655.24 4771.63 4890.92 5013.17 5138.52 5266.98 5398.65 5533.62
Financial Analyst* 4713.54 4831.39 4952.13 5075.96 5202.85 5332.94 5466.26 5602.91 5742.98
Financial Analyst Senior 5336.09 5469.51 5606.25 5746.39 5890.05 6037.30 6188.24 6342.94 6501.52
Network Engineer` 6801.26 6971.25 7145.56 7324.20 7507.28 7694.99 7887.36 8084.54 8286.66
Systems Administrator 6051.24 6202.53 6357.61 6516.52 6679.42 6846.41 7017.59 7193.03 7372.85
Information Services Tech 4804.38 4924.48 5047.61 5173.79 5303.14 5435.72 5571.61 5710.90 5853.67
Environmental Coordinator 4823.91 4944.47 5068.09 5194.78 5324.67 5457.78 5594.23 5734.09 5877.44
Environmental Coordinator Senior 5734.05 5877.42 6024.36 6174.98 6329.34 6487.59 6649.77 6816.01 6986.41
Engineering Construction Technician 4823.91 4944.47 5068.09 5194.78 5324.67 5457.78 5594.23 5734.09 5877.44
Engineering Construction Technician Senior 5734.05 5877.42 6024.36 6174.98 6329.34 6487.59 6649.77 6816.01 6986.41
Road Utility Specialist 4823.91 4944.47 5068.09 5194.78 5324.67 5457.78 5594.23 5734.09 5877.44
Road Utility Specialist Senior 5734.05 5877.42 6024.36 6174.98 6329.34 6487.59 6649.77 6816.01 6986.41
Right of Way Agent 4823.91 4944.47 5068.09 5194.78 5324.67 5457.78 5594.23 5734.09 5877.44
Right of Way Agent Senior 5734.05 5877.42 6024.36 6174.98 6329.34 6487.59 6649.77 6816.01 6986.41
Party Chief Tech 4823.91 4944.47 5068.09 5194.78 5324.67 5457.78 5594.23 5734.09 5877.44
Senior Party Chief Tech 5734.05 5877.42 6024.36 6174.98 6329.34 6487.59 6649.77 6816.01 6986.41
GIS Analyst' 5065.10 5191.69 5321.50 5454.52 5590.90 5730.66 5873.94 6020.79 6171.31
GIS Analyst Senior 5734.05 5877.42 6024.36 6174.98 6329.34 6487.59 6649.77 6816.01 6986.41
*Includes a one-time market adjustment:Administrative Asst. Sr.-4%, Financial Analyst-5%, Network Engineer-5%, Systems
Administrator-5%, GIS Analyst-5%.
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 37
APPENDIX A- SALARY TABLES
Advancement from step to step occurs on annual anniversary date.
No step increases to step 8 until annual anniversary date in 2024,and no step increases to step 9 until annual anniversary date in 2025.
Note: Figures are rounded and will vary slightly in MUNIS because it calculates out four 4 decimal places.
1/1/2024-2.00%GWI STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9
Administrative Assistant 3747.31 3840.97 3937.02 4035.44 4136.32 4239.73 4345.73 4454.37 4565.73
Administrative Assistant Senior 4632.52 4748.34 4867.06 4988.74 5113.43 5241.29 5372.32 5506.63 5644.29
Financial Analyst 4807.81 4928.02 5051.18 5177.48 5306.91 5439.60 5575.58 5714.97 5857.84
Financial Analyst Senior 5442.81 5578.90 5718.37 5861.32 6007.85 6158.04 6312.00 6469.80 6631.55
Network Engineer 6937.28 7110.67 7288.47 7470.69 7657.43 7848.88 8045.11 8246.23 8452.39
Systems Administrator 6172.26 6326.58 6484.76 6646.85 6813.01 6983.34 7157.94 7336.89 7520.31
Information Services Tech 4900.47 5022.97 5148.57 5277.26 5409.21 5544.44 5683.04 5825.12 5970.74
Environmental Coordinator 4920.38 5043.36 5169.46 5298.67 5431.16 5566.93 5706.12 5848.77 5994.99
Environmental Coordinator Senior 5848.73 5994.97 6144.85 6298.48 6455.93 6617.34 6782.76 6952.33 7126.14
Engineering Construction Technician 4920.38 5043.36 5169.46 5298.67 5431.16 5566.93 5706.12 5848.77 5994.99
Engineering Construction Technician Senior 5848.73 5994.97 6144.85 6298.48 6455.93 6617.34 6782.76 6952.33 7126.14
Road Utility Specialist 4920.38 5043.36 5169.46 5298.67 5431.16 5566.93 5706.12 5848.77 5994.99
Road Utility Specialist Senior 5848.73 5994.97 6144.85 6298.48 6455.93 6617.34 6782.76 6952.33 7126.14
Right of Way Agent 4920.38 5043.36 5169.46 5298.67 5431.16 5566.93 5706.12 5848.77 5994.99
Right of Way Agent Senior 5848.73 5994.97 6144.85 6298.48 6455.93 6617.34 6782.76 6952.33 7126.14
Party Chief Tech 4920.38 5043.36 5169.46 5298.67 5431.16 5566.93 5706.12 5848.77 5994.99
Senior Party Chief Tech 5848.73 5994.97 6144.85 6298.48 6455.93 6617.34 6782.76 6952.33 7126.14
GIS Analyst 5166.40 5295.53 5427.93 5563.61 5702.72 5845.28 5991.42 6141.21 6294.74
GIS Analyst Senior 5848.73 5994.97 6144.85 6298.48 6455.93 6617.34 6782.76 6952.33 7126.14
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 38
APPENDIX A- SALARY TABLES
Advancement from step to step occurs on annual anniversary date.
No step increases to step 8 until annual anniversary date in 2024,and no step increases to step 9 until annual anniversary date in 2025.
Note: Figures are rounded and will vary slight! in MUNIS because it calculates out four 4 decimal places.
1/1/2025-2.00%GWI STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9
Administrative Assistant 3822.26 3917.79 4015.76 4116.15 4219.04 4324.53 4432.64 4543.46 4657.05
Administrative Assistant Senior 4725.17 4843.31 4964.40 5088.52 5215.70 5346.11 5479.76 5616.76 5757.18
Financial Analyst 4903.96 5026.58 5152.20 5281.03 5413.05 5548.39 5687.09 5829.27 5975.00
Financial Analyst Senior 5551.67 5690.47 5832.74 5978.55 6128.01 6281.21 6438.24 6599.20 6764.18
Network Engineer 7076.03 7252.88 7434.24 7620.10 7810.58 8005.86 8206.01 8411.16 8621.44
Systems Administrator 6295.71 6453.11 6614.45 6779.79 6949.27 7123.01 7301.10 7483.63 7670.72
Information Services Tech 4998.48 5123.43 5251.54 5382.81 5517.39 5655.33 5796.70 5941.62 6090.16
Environmental Coordinator 5018.79 5144.23 5272.85 5404.65 5539.78 5678.27 5820.24 5965.74 6114.89
Environmental Coordinator Senior 5965.71 6114.87 6267.75 6424.45 6585.05 6749.69 6918.42 7091.38 7268.66
Engineering Construction Technician 5018.79 5144.23 5272.85 5404.65 5539.78 5678.27 5820.24 5965.74 6114.89
Engineering Construction Technician Senior 5965.71 6114.87 6267.75 6424.45 6585.05 6749.69 6918.42 7091.38 7268.66
Road Utility Specialist 5018.79 5144.23 5272.85 5404.65 5539.78 5678.27 5820.24 5965.74 6114.89
Road Utility Specialist Senior 5965.71 6114.87 6267.75 6424.45 6585.05 6749.69 6918.42 7091.38 7268.66
Right of Way Agent 5018.79 5144.23 5272.85 5404.65 5539.78 5678.27 5820.24 5965.74 6114.89
Right of Way Agent Senior 5965.71 6114.87 6267.75 6424.45 6585.05 6749.69 6918.42 7091.38 7268.66
Party Chief Tech 5018.79 5144.23 5272.85 5404.65 5539.78 5678.27 5820.24 5965.74 6114.89
Senior Party Chief Tech 5965.71 6114.87 6267.75 6424.45 6585.05 6749.69 6918.42 7091.38 7268.66
GIS Analyst 5269.73 5401.44 5536.49 5674.88 5816.77 5962.18 6111.25 6264.03 6420.63
GIS Analyst Senior 5965.71 6114.87 6267.75 6424.45 6585.05 6749.69 6918.42 7091.38 7268.66
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 39
APPENDIX A- SALARY TABLES
Advancement from step to step occurs on annual anniversary date.
No step increases to step 8 until annual anniversary date in 2024, and no step increases to step 9 until annual anniversary date in 2025.
Note: Figures are rounded and will vary slightly in MUNIS because it calculates out four 4 decimal places.
1/1/2026-2.00%GWI STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9
Administrative Assistant 3898.70 3996.14 4096.07 4198.47 4303.43 4411.02 4521.30 4634.33 4750.19
Administrative Assistant Senior 4819.68 4940.17 5063.69 5190.29 5320.02 5453.03 5589.36 5729.09 5872.32
Financial Analyst 5002.04 5127.11 5255.24 5386.65 5521.31 5659.36 5800.83 5945.85 6094.50
Financial Analyst Senior 5662.70 5804.28 5949.39 6098.12 6250.57 6406.83 6567.01 6731.18 6899.46
Network Engineer 7217.55 7397.94 7582.93 7772.50 7966.79 8165.98 8370.13 8579.38 8793.87
Systems Administrator 6421.62 6582.17 6746.74 6915.38 7088.25 7265.47 7447.12 7633.30 7824.13
Information Services Tech 5098.45 5225.90 5356.57 5490.46 5627.74 5768.43 5912.63 6060.45 6211.96
Environmental Coordinator 5119.17 5247.11 5378.30 5512.74 5650.58 5791.83 5936.64 6085.06 6237.19
Environmental Coordinator Senior 6085.02 6237.17 6393.10 6552.94 6716.75 6884.68 7056.79 7233.21 7414.04
Engineering Construction Technician 5119.17 5247.11 5378.30 5512.74 5650.58 5791.83 5936.64 6085.06 6237.19
Engineering Construction Technician Senior 6085.02 6237.17 6393.10 6552.94 6716.75 6884.68 7056.79 7233.21 7414.04
Road Utility Specialist 5119.17 5247.11 5378.30 5512.74 5650.58 5791.83 5936.64 6085.06 6237.19
Road Utility Specialist Senior 6085.02 6237.17 6393.10 6552.94 6716.75 6884.68 7056.79 7233.21 7414.04
Right of Way Agent 5119.17 5247.11 5378.30 5512.74 5650.58 5791.83 5936.64 6085.06 6237.19
Right of Way Agent Senior 6085.02 6237.17 6393.10 6552.94 6716.75 6884.68 7056.79 7233.21 7414.04
Party Chief Tech 5119.17 5247.11 5378.30 5512.74 5650.58 5791.83 5936.64 6085.06 6237.19
Senior Party Chief Tech 6085.02 6237.17 6393.10 6552.94 6716.75 6884.68 7056.79 7233.21 7414.04
GIS Analyst 5375.13 5509.47 5647.22 5788.38 5933.11 6081.43 6233.47 6389.31 6549.04
GIS Analyst Senior 6085.02 6237.17 6393.10 6552.94 6716.75 6884.68 7056.79 7233.21 7414.04
Engineers Guild and Mason County 2023-2026 Collective Bargaining Agreement Page 40