HomeMy WebLinkAbout2022-2024 Collective Bargaining Agreement for Corrections and Support Staff AGREEMENT
January 1 , 2022 - December 31 , 2024
BY AND BETWEEN
MASON COUNTY SHERIFFS OFFICE
AND
WOODWORKERS LOCAL LODGE W38 I.A.M.
CORRECTIONS/SUPPORT STAFF
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Collective Bargaining Agreement
ORIGINAL
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 1
TABLE OF CONTENTS
PREAMBLE.............................................................................................................................................1
ARTICLE 1 RECOGNITION ..........................................................................................................1
ARTICLE 2 UNION SECURITY....................................................................................................1
ARTICLE 3 COMMITTEES............................................................................................................2
ARTICLE 4 RIGHTS OF MANAGEMENT...................................................................................2
ARTICLE 5 DISCRIMINATION......................................................................................................3
ARTICLE6 HIRING.........................................................................................................................3
ARTICLE7 SENIORITY.................................................................................................................3
ARTICLE 8 CURTAILMENT AND RECALL................................................................................4
ARTICLE 9 EVALUATION AND DISCIPLINE............................................................................5
ARTICLE 10 GRIEVANCES...........................................................................................................7
ARTICLE 11 WAGES AND ALLOWANCE...................................................................................9
ARTICLE 12 OVERTIME................................................................................................................12
ARTICLE 13 EDUCATION COMPENSATION............................................................................15
ARTICLE 14 ADDITIONAL COMPENSATION...........................................................................15
ARTICLE 15 VACATION................................................................................................................17
ARTICLE 16 HOLIDAYS ................................................................................................................18
ARTICLE 17 SICK LEAVE.............................................................................................................20
ARTICLE 18 BEREAVEMENT LEAVE........................................................................................21
ARTICLE 19 FAMILY & MILITARY LEAVE.................................................................................21
ARTICLE 20 INCLEMENT WEATHER ........................................................................................22
ARTICLE 21 SALARY AND SALARY NEGOTIATIONS...........................................................23
ARTICLE 22 INSURANCE.............................................................................................................23
ARTICLE 23 EMPLOYER RELATIONS.......................................................................................24
ARTICLE 24 USE OF RESERVES & VOLUNTEERS...............................................................25
ARTICLE 25 UNIFORM ALLOWANCE........................................................................................25
ARTICLE 26 BULLETIN BOARD & PRESS RELEASES..........................................................26
ARTICLE 27 FALSE ARREST INSURANCE & CIVIL LIABILITY INSURANCE ...................26
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ARTICLE 28 SAFETY COMMITTTEE ........................................................................................26
ARTICLE 29 SAVINGS CLAUSE..................................................................................................27
ARTICLE 30 DURATION AND TERMINATION..........................................................................27
SIGNATUREPAGE.............................................................................................................................28
ATTACHMENTA-WAGES..............................................................................................................29
ATTACHMENT «B„ -GRIEVANCE FORM......................................................................................30
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 111
PREAMBLE
This Agreement is entered into by and between the County of Mason, a political subdivision of the State
of Washington, and the Mason County Sheriff's Office, acting through the elected sheriff, hereinafter
jointly referred to as the "County" and the Woodworkers Local Lodge W38 I.A.M. hereinafter referred to
as the "Union".
The purpose of this Agreement is to provide and promote harmonious relations between the County
and the Union, and to establish equitable and peaceful procedures for the resolution of differences and
to establish salaries, wages, hours of work and other terms and conditions concerning employees and
employment.
Job duties of Corrections and Support Staff will be in keeping with the duties outlined in the appropriate
published job description, subject to the right retained by the Sheriff to assign other duties as necessary
in accordance with written policy.
ARTICLE 1 RECOGNITION
The County recognizes the Union as the sole and exclusive bargaining agent for the purpose of
negotiations concerning salaries, hours, and other conditions of employment for all the
corrections/support staff in the Sheriff's Office, except the Sheriff's appointed positions pursuant to
RCW 41.56.030.
ARTICLE 2 UNION SECURITY
2.1 Membership
No employee in the bargaining unit shall be required to become a member of the Union as a condition
of employment. It is recognized that the Union is required both under law and under this Agreement to
represent all of the employees in the bargaining unit fairly and equally without regard to whether or not
the employee is a member of the Union.
2.2 Union Dues and Fees
The Employer shall make deductions for Union dues and/or service fees in the amount certified by the
Union Secretary from the wages of each employee in the bargaining unit who executes a properly
written authorization and such deductions shall be remitted each month to the Union. New employees
other than provisional or emergency appointees shall be given thirty (30) days in which to authorize
dues deductions. Union representatives shall be given time with each new employee to discuss Union
membership, consistent with State Law.
The Union agrees to supply the Employer, annually, with a statement of deduction to be withheld each
month. The Employer shall make deductions for the current month's dues and/or service fees only and
shall not be responsible for the collection of any dues or service fees that maybe in arrears. Deductions
shall be promptly transmitted to the Union by check payable to its order or EFT. Upon issuance and
transmission of the check to the Union, the Employer's responsibility shall cease with respect to the
deduction covered thereby.
An employee may cancel their payroll deduction of dues and/or service fees by written notice to the
Employer and/or the Union, either of whom will notify the other. The cancellation will become effective
on the second payroll after receipt of the notice.
2.3 Maintenance
The Union agrees to indemnify, defend and hold harmless the County from any and all claims and
actions that arise as a result of actions taken by the County in administering this Article of the
Agreement. The Union shall refund to the Employer any amounts paid in error on account of the check-
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 1
off provision upon presentation of proper evidence thereof. If a dispute arises, the mechanism for
resolution provided under RCW 41.56 will be followed.
ARTICLE 3 COMMITTEES
3.1 A Union official who is an employee in the bargaining unit shall be granted reasonable time off
with pay while conducting contract negotiations or meetings with the County. No more than three (3)
Union official/representatives shall be released from work at the same time, provided they are not all
from the same scheduled shift, and an effort will be made in scheduling to minimize any operational
impact on the County.
3.2 The County shall appoint a Negotiating Committee of one or more persons, which shall act on
behalf of and under the guidance of the Board of County Commissioners.
3.3 The Union will appoint member to serve as a Shop Steward. Each steward will be expected to
perform his/her duties as a representative of the Union Members on his/her own time. However, it is
recognized that from time to time, it will be necessary for the steward activities relating to the
investigation and processing of complaints, disputes, and grievances to be conducted during work hours
when permission has been granted by their immediate salaried supervisor. The County retains sole
discretion on whether permission will be granted and will be evaluated based on the operational needs
of the County.
3.4 The parties have the right to communicate with each other and provide notice on matters of
concern using e-mail, written correspondence, and telephonic communications. Notice is deemed
served if communicated to a member of Command Staff or Human Resources for the Employer or the
Business Representative, Sub Local Chairperson or Steward for the Union, who agree to ensure that
their own constituents are notified and copied appropriately. The parties agree to respond within a
reasonable timeframe.
ARTICLE 4 RIGHTS OF MANAGEMENT
Except as abridged by this contract, the Sheriff shall retain the exclusive right to exercise the customary
functions of management, including, but not limited to:
A. To determine the Mason County Sheriff's Office mission, policies, and set forth all standards
of service offered to the public.
B. To plan, direct, control and determine the operations or services to be conducted by the
employees.
C. To utilize personnel, methods, and means in the most appropriate and efficient manner
possible.
D. To manage and direct the employees of the Sheriff's Office.
E. To hire, promote, transfer, train, evaluate performance and retain employees in positions of
the Sheriff's Office.
F. To establish work rules and rules of conduct.
G. To determine the size and composition of the work force and to lay off employees in the
event of lack of work or funds. If a layoff is imminent, due to a lack of funds or work, the
parties shall meet to discuss efforts to preserve the bargaining unit workforce and develop
potential alternatives to curtailment.
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H. Determine the methods, maintenance, equipment, number and kinds of personnel, the job,
work, or position content required to accomplish governmental operations and maintain the
efficiency and safety of those operations.
I. Determine and change the number and locations and types of operations, processes and
materials to be used in carrying out all County functions.
J. Control departmental budgets and financial policies, including accounting procedures.
K. Take whatever actions are necessary in emergencies or exigent circumstances in order to
ensure the proper function of the Sheriff's Office. Exigent Circumstances are declared by
the Sheriff or designee in writing and are circumstances which, through no fault of the
employer, result in a situation that impacts safety or efficient operation.
The Mason County Commissioners shall retain the authority to determine all items with budgetary
impact, such as rates or pay, amount of vacation, sick leave and holidays, health insurance, life
insurance, overtime rate, call back rate and uniform allowance.
ARTICLE 5 DISCRIMINATION
The County agrees not to discriminate against any member for his/her Union activity. It is the policy,
intent, and purpose of both the County and the Union that there shall be no discrimination among
employees as to color, race, religion, sex, age, national origin, physical disability, marital status, sexual
orientation and/or sensory imperfection unless due to a bona fide occupational qualification.
ARTICLE 6 HIRING
6.1 Process
The County has the right to hire new employees from any source, and all new employees will serve a
probationary period of 365 calendar days of regularly scheduled work on their job, which shall not
include light duty jobs. During the probationary period, the employee may resign or be terminated
without cause or notice. An employee will be classified as a "regular employee" upon successful
completion of the probationary period. The County may request an extension of the probationary period
and the Union will not unreasonably deny that request.
6.2 New Classifications
If new classifications are established by the Employer and added to the bargaining unit, if the duties of
existing classifications are substantially changed, or if an Employee is appointed to a position
substantially different than the Employee's classification, a proposed wage scale shall be assigned
thereto, and the Employer shall forward the new or changed class and proposed wage to the Union for
review. The contract will then be subject to reopening for the sole purpose of negotiating a wage for
the class, and only if so requested by the Union.
If either party disagrees with the designation of a new or reclassified position, the parties recognize that
the determination as to whether the position is included within the bargaining unit may be reviewed by
PERC, upon petition by either party or jointly.
ARTICLE 7 SENIORITY
7.1 Definition
Seniority, for purpose of this Agreement, is an employee's length of continuous service with the County,
dating from his/her date of hire into a regular position. Seniority within rank shall be determined by date
of promotion to such rank.
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ORIGIN
7.2 Seniority Preference
The County recognizes the principles of seniority and qualifications considered for its employees.
Unless otherwise stated herein, seniority will only be applied as the determining factor for: (a) shift
bidding, (b) vacation bidding, (c) overtime preference within rank, and (d) computing layoff and
reemployment rights.
7.3 Loss of Seniority
Seniority and the employment relationship shall be considered severed and terminated if an employee:
a. Resigns
b. Is discharged for cause;
c. Is absent from work for a period of three (3) consecutive days without prior notification;
d. Is rehired after a break in service of more than thirty (30) days;
e. Fails to report for work at the termination of a leave of absence or extension thereof; or
f. Accepts gainful employment without permission while on leave of absence.
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 if an employee is recalled consistent with
Article 8 and the time-lines therein, they shall regain the seniority that they had as of their last date of
employment. The practice of allowing leave of absence returns with intact seniority will be administered
under the same time frames provided for in Article 8.
7.4 Shift Bidding — Corrections Sergeants/Corporals/Deputies/CSOs Assigned to Control
Room
For the purposes of this section, a "work period" has been defined as a twenty-eight (28) day cycle
under FLSA, section 7(k). Bidding shall commence on September 1 and close on September 30 of
each year for the following year's schedule assignment. Employees will bid either days or nights for
the bid period, which would be one (1) bid per year. The schedule shall be posted by the employer for
a period of two (2) weeks prior to the beginning of the bid period to allow employees ample time to
consider bid options.
Where operational needs or special circumstances necessitate, an employee may be temporarily
assigned to a shift other than which he/she bid for, provided a minimum of a thirty(30) days' notice has
been given (if possible) and is seniority based.
ARTICLE 8 CURTAILMENT AND RECALL
8.1 Notice
In the event of a curtailment the County will give a minimum of two (2) weeks' notice prior to the
effective date of the curtailment. The County shall meet with the Union, upon request, to discuss
possible alternatives to curtailment, but is not bound to adopt alternatives proposed.
8.2 Displacement
Employees holding least seniority within a classification will be curtailed first. Curtailed employees will
be able to displace the junior employee in inverse order of classifications previously held without loss
of seniority. (E.g., if a SGT is curtailed due to lack of work or reduction in that classification, the SGT
would be able to utilize his/her seniority to displace the junior Corrections Deputy. The SGT would
assume seniority among Corrections Deputies where that employee would have been had they not
promoted to SGT)
Employees with no displacement opportunities within their classification will be able to displace junior
employees in other classifications within the unit based upon seniority and qualifications. Qualifications
shall be based upon the job description and the determination by the County as to whether the employee
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 4
could adequately assume the role and responsibilities associated with the position the employee seeks
to move into.
8.3 Recall
Employees must notify the County within three (3) calendar days of receipt of notice of recall whether
they will return or not. Employees recalled will have up to seven (7) calendar days from notice of recall
to return. No employee will be required to accept recall to a position not previously held. For recall to
positions previously held, any employee that does not notify the County of intent to return or fails to
return as scheduled will be considered a voluntary quit with loss of seniority for consideration in future
openings.
8.4 Recall Seniority
Employees will be recalled in seniority order, most senior first, to positions previously held or to any
available opening which the employee is qualified to fill. The parties recognize the need to maintain an
appropriate male/female officer ratio and will meet to discuss requirements that may be present at the
time of recall. Employees accepting recall to a position, whether previously held or not, will retain rights
to the initial vacancy curtailed should it become available for recall. Such rights shall be limited in
duration to fourteen (14) months or expiration of certification(s), whichever is greater, required for the
initial position from which the employee was curtailed.
8.5 Restoration of Benefits
Employees recalled pursuant to Section 9.4, above, shall be placed at the same salary range and step,
and time in step, in effect at the time of layoff. In addition, employees shall have the sick leave balance
as of the date of layoff restored (unless the employee received a sick leave cash out at the time of layoff);
shall accrue vacation leave at the same accrual rate in effect as of the date of layoff; and the number of
years of continuous county service at the time of layoff shall be credited towards eligibility for the longevity
benefit. Employees recalled into regular part-time positions shall be subject to pro-rated benefits as
described in other articles of this Agreement.
ARTICLE 9 EVALUATION AND DISCIPLINE
9.1 Evaluation
The purpose of evaluation is to help an Employee to 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.
All regular Employees should be formally evaluated in writing by their immediate Supervisor and/or
Office head or designee during the probationary or trial service period and at least annually (at date of
hire or a common date) and, thereafter, in conjunction with Sheriff's Policy in effect at the time of
evaluation.
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 Section 9.2.
Employees will be given a copy of the evaluation. Employees will be required to sign the evaluation,
acknowledging its receipt. Evaluations are not grieveable, however, Employees may elect to provide a
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written response to the evaluation, which will be retained with the evaluation in the Employee's
personnel file and/or appeal any evaluation to review with their appropriate Command Staff
Representative.
9.2 Discipline/Corrective Action
The County has the right and responsibility to assure corrective action when appropriate and, in doing
so, 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. While the totality of the
circumstances must be considered, generally"just cause" is defined as consistent with the"Seven Tests
of Just Cause."
The parties recognize that just cause requires progressive discipline. Progressive
discipline may include:
❖ oral reprimands, which will be documented;
❖ written reprimands;
❖ disciplinary transfer;
suspension with or 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. Employees shall have the right to provide a written response to
any written disciplinary action to be included in the personnel file, which, together with the action, will
be retained in the personnel file, for so long as the disciplinary action is retained.
A copy of all disciplinary notices shall be provided to the Employee before such material is placed in
their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance
procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel
records shall be cleared of reference to the incident which gave rise to the grievance.
The Employer will notify the Union in writing within three(3) calendar 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. Any suspension or discharge not made the basis of a
grievance within three (3) calendar days from the time thereof shall be considered as waived.
The Employer recognizes the right of an Employee who reasonably believes that an investigatory
interview with a Supervisor may result in discipline to request the presence of a Union representative
at such an interview, provided such is neither a material witness nor the subject of the investigation.
Upon request, the Employee shall be afforded a Union representative. The Employer will delay the
interview for a reasonable period of time in order to allow a Union representative an opportunity to
attend. If a Union representative is not available or delay is not reasonable, the Employee may request
the presence of a bargaining unit witness. (Weingarten rights)
Employees shall also have a right to a notice and a determination meeting prior to any disciplinary
action which may result in an economic loss or suspension. The Employer must provide a notice and
statement in writing to the Employee identifying the performance violations or misconduct alleged, a
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 6
copy of the investigative file for review (if requested), and a finding of fact and the reasons for the
proposed action. The Employee shall be given an opportunity to respond to the charges in a meeting
with the Employer and shall have the right to Union representation during that meeting, upon request.
(Loudermill rights)
No Employee shall be compelled by the County to give self-incriminating information, either verbal or
written, during any criminal investigation when such investigation involves allegations against the
Employee nor in any internal investigation which could lead to a criminal charge against the Employee.
Any refusal by an Employee to give self-incriminating information under these conditions will not result
in the Employee's termination, suspension, reprimand, transfer, or any other form of disciplinary action
by the County. (Garrity rights)
The Employer shall endeavor to correct Employee errors or misjudgments in private, with appropriate
Union representation if requested by the Employee.
Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such action
(as to any post-probationary Employee) was for just cause.
ARTICLE 10 GRIEVANCES
10.1 Purpose
The purpose of this grievance procedure is to provide an equitable, orderly, and timely process for
resolution of grievances without fear of discrimination and/or reprisal.
10.2 Election of Remedies
Grievances concerning disciplinary matters governed by the Mason County Civil Service Rules may be
processed as an appeal through the Civil Service Rules or as a grievance under this Agreement. The
parties to this Agreement agree that a grievance cannot be processed through both the Civil Service
appeal process and the grievance procedure under this Agreement. If the grievance is filed first as an
appeal through Civil Service, it cannot be filed as a grievance under this Agreement. If the grievance
is filed first as a grievance under this Agreement and is subsequently filed timely as an appeal under
Civil Service procedures, the grievance shall be considered withdrawn and cannot be re-filed.
10.3 Definition
The term "grievance" shall mean any dispute between the Employer and the Union or an employee
covered by this Agreement, concerning the interpretation, application, claim, breach or violation of the
terms of this Agreement. Either the Union or the Employer may initiate a grievance.
The Employer may not grieve the acts of individual Employees, but rather, only orchestrated acts or
actions of authorized representatives believed to be in conflict with this Agreement. An Employer
grievance will not be subject to Arbitration and may go to mediation.
The Union may initiate a Grievance at Step//anytime that it involves a group of Employees, as specified
in Section 10.6. Such grievances may be referred to mediation services by mutual agreement prior to
Arbitration.
10.4 Non-Retribution
Employees will be unimpeded and free from restraint, interference, coercion, discrimination, or reprisal
in seeking adjudication of their grievances.
10.5 Format
Grievances shall be filed on a mutually agreed form (see Attachment"B") which specifies: (a)the facts;
(b) the issue; (c) the date of the violation alleged; (d) the controlling contract provision and the section
of the Agreement alleged to be violated; and (e) the remedy or relief sought. In the event a form filed
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is unclear or incomplete and not in compliance with this Section, the County shall make its best efforts
to handle the grievance as it understands it.
10.6 Grievance Submissions
Any employee of this bargaining unit or a Union representative/steward, with or without the aggrieved
employee, may submit a grievance. The Union may in appropriate cases, submit an "institutional" or
"general" grievance on its own behalf. A grievance of interest to several employees may be filed as a
"Group Grievance", directly to Step II of the grievance procedures, within the time limits set forth in
Section 10.7.
10.7 Time Limits
A grievance must be submitted pursuant to Step I of the grievance procedure as applicable herein,
within fifteen (15) calendar days from the date of the occurrence of the alleged grievance or from the
date that the grievant, any Union representative or steward knew, or through reasonable diligence
should have known of the cause of the grievance. In the case of a grievance ripe for submission directly
to Step II, the aforementioned time period will also apply. Upon mutual written agreement, the parties
may extend any time limits stipulated in the grievance procedure for stated periods of time, with copies
provided to the Union and the Employer.
10.8 Breach of Time Limits
Failure by an employee or the union to comply with any time limitations of the procedures in this Article
shall automatically constitute withdrawal of the grievance. Failure of the County to comply with any time
limitations of a procedure of this Article shall automatically permit the aggrieved employee(s)to advance
his/her grievance to the next step of this grievance procedure.
10.9 Grievance Procedure
Step I (Supervisor): Before filing a written grievance, the grievant and/or the Union shall discuss the
problem with the employee's Division Chief or designee within the time period specified in Section
10.7. If the matter cannot be resolved verbally, the supervisor shall issue a written response within
five (5) calendar days after such meeting, either granting or denying the grievance, and provide the
written response to the employee and Union. If this resolves the grievance, then no further action
is necessary. If the grievance is not resolved at Step I, it may be submitted to Step 11.
Step II (Sheriff): The grievant and/or Union may present the grievance in the format specified in Section
10.5 to the Sheriff or his/her designee within ten (10) calendar days of the supervisor's written
response in Step I or, in the case of a grievance ripe for submission directly to Step 11, within the
time period specified in Section 10.7. The Sheriff shall meet with all concerned parties including the
Union representative(s) within ten (10) calendar days of receipt of the grievance. The Sheriff shall
issue a written response within ten (10) calendar days after such meeting, either granting or denying
the grievance, and provide the written response to the employee and Union. If the grievance is not
resolved at Step 11, it may be submitted to Step III.
Step III (Human Resources Director): The grievance (as was previous set forth in writing under Step
11) may be submitted to the Human Resources Director or designee within five (5) calendar days of
the Sheriff's written response in Step 11. The Human Resources Director or designee shall meet
with the Union within ten (10) calendar days of its receipt of the grievance. Within ten (10) calendar
days of the meeting, the Human Resources Director or designee shall issue a written response to
the Union regarding the grievance.
Mediation: The parties may mutually agree to submit the matter to mediation. The
moving party shall contact the proper authority, Public Employees Relations Commission
("PERC') or Federal Mediation & Conciliation Services ("FMCS'), and request a mediator
and hearing date to be conducted within 30 calendar days in attempt to resolve the matter.
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Should the mediator be unsuccessful in mediating a resolution s/he will provide an opinion
as to what the likely outcome would be should the matter be pursued to arbitration. The
mediator shall have no authority to modify the bargaining agreement or issue a binding
resolution.
Step IV: (Arbitration): If the grievance is not resolved at Step III, the grievance (as was previously set
forth in writing under Step II), maybe submitted to PERC within five (5) calendar days of the written
response in Step III. PERC shall provide a list of five (5) arbitrators and the Union and the County
shall strike names until an arbitrator is selected. Within thirty (30) calendar days, the arbitrator shall
schedule a hearing on the matter. In connection with any proceedings of the arbitration held
pursuant to the Agreement, it is understood as follows:
1. The arbitrator shall have no power to render a decision that will add to, subtract
from, alter, change, or modify the terms of this Agreement.
2. The decision of the arbitrator shall be final, conclusive and binding upon the
County, the Union and the employee(s) involved.
3. The prevailing party shall be exempted from the costs of the arbitrator's fees.
Each party shall bear the cost of presenting its own case.
4. The arbitrator's decision shall be made in writing and shall be issued to the parties
within thirty (30) calendar days after the case is submitted.
ARTICLE 11 WAGES AND ALLOWANCE
11.1 Wages
Salaries for all uniformed employees of the Mason County Sheriff's Office Corrections and Support
Staff from date of ratification through December 31, 2024 shall be established as listed in the wage
scale as set forth in Attachment A. The salary of the Corporal Step 1 will be five (5%) percent above
the top step of the Corrections Deputy, and the salary of the Corrections Sergeant Step 1 will be five
(5%) percent above the top step Corporal.
Effective January 1, 2023, the wage rates in effect on December 31, 2022, shall be increased by 2.0%
(1.75% plus 0.25%), in consideration of the adjustment in premium days. Plus, add a 6th Step at 2.0%
for support staff.
Effective January 1, 2024, the wage rates in effect on December 31, 2023, shall be increased by 2.0%
(1.75%, plus 0.25%), in consideration of the adjustment in premium days. Plus, add 7th Step at 2.0%
for support staff.
All bargaining unit members who are active at the time of ratification shall receive a one-time $2500
retention bonus payment that will be payable on the same paycheck as the retroactive pay.
11.2 Hours of Labor
The normal work schedule for employees of this bargaining unit shall begin at the beginning of the
employee's regular scheduled shift, after days off, as indicated herein:
1. Shifts: The normal work schedule shall be defined as:
(a) Forty (40) hours of work, to consist of five (5) eight-hour (8) days, each day to consist of
eight consecutive work hours in a twenty-four (24) hour period; or
(b) Twelve (12) hour shift bid schedule broken down into thirteen (13), twenty-eight (28) day
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 R"" `� '� R 9
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cycles (2080 annual hours). The schedule for CSOs assigned to the Control Room,
Corrections Deputies, Corporals, and Sergeants will be broken down into four (4) squads
working twelve (12) hour shifts.
i. Kelly Day: Each employee working the twelve (12) hour shift schedule is entitled to
one (1) Kelly Day for each twenty-eight (28) day cycle. Kelly Days will be assigned
by each squad supervisor and will not be assigned on days when it will take overtime
to backfill. This excludes times when a squad only has the minimum number of
employees to appropriately staff the shift (ex. Only four (4) employees on a squad).
The Kelly Days shall be posted on the schedule no less than twenty-eight (28) days
prior to the next twenty-eight (28) day work cycle. Scheduled Kelly Days will not be
changed once scheduled except by mutual agreement between the Scheduler and
Employee involved. Every effort will be made to accommodate employee requested
day, providing no overtime is accrued by granting such accommodation.
ii. Trainin : Each employee shall complete a four(4) hour training period each twenty-
eight (28) day cycle. Training shall be contiguous with the employee's regularly
scheduled workday, unless the training is a make-up of a mandatory training session.
Employees working the twelve (12) hour shift schedule shall be guaranteed a
minimum of eight (8) hours off between a regular shift and training block. The
employer will post training dates on the schedule sixty (60) days in advance of the
training date. No training will occur on recognized holidays.
2. Sheriff's Office Support Staff:
(a) CLERICAL SUPPORT WORKDAY /WORKWEEK: The workweek shall normally consist of
five (5)workdays within a seven (7) consecutive day period beginning Sunday at 12:00 a.m.
through Saturday 11 :59 p.m. The assignment of workdays and work schedules shall be
determined by the Employer in order to meet business and customer service
needs. Changes in work schedule, which may include changes in the schedule or total
hours, shall be consistent with 11.2.2(b) below.
(b) CLERICAL SUPPORT WORK SCHEDULES: For regular full-time employees,the workweek
shall normally consist of forty (40) hours of time scheduled within a seven (7) consecutive
day period. Work hours for full-time employees covered by this Agreement shall normally be
8:00 a.m. to 5:00 p.m., unless the Employer establishes an alternate work schedule as
described below:
i. The regular workweek shall normally consist of five (5) consecutive workdays,
Monday through Friday.
ii. The County may modify the regular workweek to support special purposes during
specified periods of time, provided employees receive at least five (5) working days'
notice of the schedule change.
iii. The Employer may change employee work schedules with fifteen (15)working days'
notice to the employee and his/her Union representative. Less than fifteen (15)
working days' notice may be given if mutually agreed between the employee and the
Division Chief.
iv. Hours shall be extended outside of normal business hours as necessary to allow
for uninterrupted and efficient operation.
(c) FLEX TIME: Flexible starting and/or quitting times may be adopted, on a case-by-case basis,
with mutual agreement between the employee and his/her Division Chief. These work
schedule adjustments shall not result in the application of the overtime provisions.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 10
(d) ALTERNATE WORK SCHEDULE: Workweeks and work shifts of different numbers of hours
and/or workdays may be established by the Department Head in order to meet business and
customer service needs. Employees may be assigned to an alternate work schedule with
five (5) working days' notice from the Division Chief. An employee may request to work an
alternate work schedule, which shall be subject to the approval of the Division Chief. The
alternate work schedule shall not result in the application of the overtime provisions.
3. Community Service Officers/Evidence Technician/ASU Coordinator/Transport/ Animal Control
Officers: The normal workweek shall consist of a forty (40) hour work schedule, with two (2)
consecutive days off and holidays off. A 12-hour shift may be adopted for Community Service
Officers upon approval of the Chief.
4. Control Room Operator: CSOs assigned to the Control Room and counted as minimum staff
may be required to work weekends and holidays.
5. Alternate Shifts: Sheriff's Office employees may be assigned to a 4-10 work schedule plan at
the discretion of the Sheriff's administration. This is a system whereby an employee works four
(4), 10-hour shifts and then receives three (3) days off. Overtime shall be paid at the rate of
time-and-one-half(1'/2) after the tenth (10th) hour of work. Time after the tenth (10th) hour shall
be accounted for in increments of fifteen (15) minutes and paid at the rate of time-and-one-half
(11/2). By mutual agreement between the Sheriff and the Union, employees may be assigned to
a 12-hour shift plan, or to a work plan, which the union may recommend due to exigent
circumstances or for operational efficiency purposes. If either a 12-hour, or a union
recommended plan is to be implemented, the parties agree to negotiate the particulars of how
the plan will work prior to implementation.
11.3 Meal Periods
Employees shall be entitled to lunch periods in accordance with State and Federal Labor Laws.
(a) Corrections Deputies (CD), for 8-hour employees, Evidence Technicians, Community
Service Officers (CSO), and Animal Control Officers (ACO) shall be entitled to a thirty (30)
minute paid lunch period. The lunch period will occur at the approximate midpoint of their
shift, but not later than the fifth (5th) hour from the start of shift. Unless out of the area on
assignment, corrections employees shall remain on the premises of employment during their
lunch period, and be able to respond to incidents and operational requirements. The County
shall provide CD's & CSO's assigned to the jail, with one (1) free meal per shift from the jail
kitchen.
(b) Corrections Deputies on assignment away from the jail and out of the county during the
authorized breakfast, lunch, and/or dinner period shall be entitled to re-imbursement at the
per-diem rate for the meal purchased. Corrections Deputies on assignment at Mason
General Hospital during the authorized breakfast, lunch, and/or dinner period shall be
authorized a meal from the hospital kitchen. The Corrections Deputies shall call the hospital
kitchen to request the meal and the hospital shall bill the County directly.
(c) Clerical Support Staff employees shall be entitled to a one (1) hour non-paid lunch period or
the employee may choose to take a half (1/2) hour non-paid lunch period and leave a half
(1/2) hour earlier at the end of their shift with supervisor approval. Employees shall be
considered to be off duty during their lunch period and may leave the premises of
employment for their meals.
ORIGINAL
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 11
11.4 Rest Periods
Employees shall be entitled to paid rest breaks in accordance with State and Federal Labor Laws.
Employees shall be permitted during the course of their shift, for eight (8) hour shift, to take two (2)
fifteen (15) minute rest breaks, and for a twelve (12) hour shift, to take three (3) fifteen (15) minute rest
periods. All breaks shall be taken as time permits, and with supervisor approval.
ARTICLE 12 OVERTIME
Any regular full-time employee who performs work authorized by the County, in excess of their regularly
scheduled hours per day, or in excess of forty (40) hours per week, depending on their scheduled
workweek and shift, shall be entitled to overtime compensation. Unless expressly stated to the contrary
herein, all employees, including those on the probationary phase, are eligible to perform overtime and
shall be covered under the Fair Labor Standards Act (FLSA).
Premium or overtime pay in this article shall not be duplicated or pyramided.
An ASU Coordinator will be considered a Corrections Deputy for overtime purposes.
12.1 Rate of Pay
Overtime work will be compensated at one and one-half (1'/2) times the regular rate of pay. Overtime
hours shall be paid at the applicable overtime rate, in units of quarter hours (15 minutes), for any part
worked thereof.
The twelve (12) hour shift schedule shall receive overtime when working in excess of one hundred and
sixty (160) hours in the twenty-eight (28) day cycle, and the forty (40) hour FLSA threshold shall not
apply per Fair Labor Standards Act & US Code Title 29, Chapter 8, Section 207(k). Any hours worked
in excess of an employee's regularly scheduled shift, will be paid overtime.
12.2 Comp Time
In lieu of cash overtime payments, where mutually agreed between the employee and the Employer,
an employee may receive comp time. Comp time will be calculated just as the monetary rate for
overtime, at one and one-half (1 '/2) times the regular rate of pay. Upon approval of the County,
employees shall be permitted to cash out all or part of their accrued time in December of each year,
which shall be paid at the employee's applicable rate of pay. Correction's staff shall be permitted to
accrue up to 480 (four-hundred-eighty) hours of comp time. Support Staff employees shall be permitted
to accrue up to 240(two-hundred-forty) hours of comp time. The scheduling of comp time shall be done
in the same manner as federal statute. Correction's and Support Staff employees hired on, or after
January 1, 2020, shall be permitted to accrue up to eighty (80) hours of comp time, and no rollover
comp time can be banked, and the allowed eighty (80) hours of accrued comp time must be used by
December 15, or be paid out.
12.3 Call-In Pay
The call-in process is initiated to provide immediate incidental overtime coverage for operational
requirements (i.e., hospital transports and staffing shortage, illness, injury, etc.) occurring on the on-
duty shift. Employees called back to duty after completion of a regular shift, called-in on their off-duty
hours, or called-in on their regular days off, shall be paid at the applicable overtime rate, and receive a
minimum of two (2) hours overtime. Employees shall be paid at the overtime rate, from the time of their
acknowledgement of the call to the start of their shift. The two (2) hours minimum overtime provision
does not apply to employees who are called-in within two (2) hours of their regular starting time and
work through their regular shift. In this case, employees shall be paid at the overtime rate from the time
the call is acknowledged to the start of their regular shift.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 12
12.4. Court Appearance
Time spent by on-duty employees required to attend a court hearing or proceeding emanating from
performance of official duties, shall be considered as regular time worked. If the appearance requires
the employee's presence beyond his/her normal workday, all time beyond the normal workday shall be
paid at the overtime rate. Individuals called in on their time off to attend a court hearing or proceeding
emanating from performance of official duties, shall be guaranteed three (3) hours of overtime. If,
however, the employee is called in for the court appearance within one-hour prior to their shift, the
employee shall be paid from time the employee acknowledges receiving the call-out to the start of their
shift at the overtime rate.
12.5 Overtime Sign-Up Sheet
All employees wanting to work voluntary overtime will request that the shift supervisor place their name
on the overtime sign-up sheet. An employee may also request that the shift supervisor remove his/her
name from the overtime sign-up sheet. Removal from the overtime sign-up sheet does not relieve
employees from the obligation to work overtime already assigned to them. Newly hired employees may
be required to perform overtime in the course of their training, but will not be placed on the overtime
call-up sheet until they have successfully completed the training phase. The overtime sign-up sheet
will contain the employee's name, seniority date and rank.
12.6 Overtime Contact Log
The shift supervisor will use an overtime contact log to record the overtime offer made to employees on
the overtime sign-up sheet. Employees on the overtime sign-up sheet will be contacted in descending
order of seniority within rank. Management retains the right to only have one supervisor on shift at a
time, except in an exigent circumstance.
12.7 Overtime Categories and Distribution
When staffing levels fall below minimum staffing levels, the method of overtime distribution, overtime
shall be defined in two (2) categories:
1. Incidental Overtime: This refers to unplanned and unscheduled work that becomes available
with advance notice of one shift or less. If the vacancy is for a Sergeant, a Sergeant will be
offered the position in descending order of seniority. The same process for a Corporal. If the
Sergeant or Corporal positions cannot be filled by those of that perspective rank, then the
position will be offered to employees on shift/going off shift in descending order of seniority.
Vacancies for Corrections Deputies will be offered to employees on shift/going off shift in
descending order of seniority. If the vacancy is voluntarily filled, the process stops. If no
volunteers are found, employees on the overtime sign-up sheet are contacted in descending
order of seniority and offered the overtime. If the vacancy remains unfilled after this step, the
least senior Corrections Deputy or Qualified CSO on shift/going off shift shall be required to
work the overtime.
2. Scheduled Overtime: This refers to available work that is anticipated and which could be
scheduled with advance notice that is greater than one work shift. If the vacancy is for a
Sergeant, a Sergeant will be offered the position in descending order of seniority. The same
process for a Corporal. If the Sergeant or Corporal positions cannot be filled by those of that
perspective rank, then the position will be offered to employees on the overtime sign-up
sheet in descending order of seniority. For Corrections Deputies scheduled overtime will be
offered first, to employees on the overtime sign-up sheet in descending order of seniority. If
the vacancy is voluntarily filled, the process stops. If the vacancy remains unfilled with one
shift or less remaining prior to the scheduled overtime date, the vacancy will be filled using
the incidental overtime process. If a Kelly Day results in staffing below minimum staffing
levels, the employee using the Kelly Day shall have first option to work it on overtime.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 OWGNAL 13
Posting of Scheduled Overtime Coverage: When scheduled overtime is known with fifteen (15) days or
less prior notice, employees on the overtime sign-up sheet will be contacted telephonically or in person.
When scheduled overtime is known more than fifteen (15) days in advance, the overtime coverage will
be posted in writing. Scheduled overtime will not be posted more than sixty (60) days in advance from
the scheduled overtime date
Limitation of Length of Consecutive Shift Assignments: No employee shall work more than sixteen (16)
hours without eight (8) hours elapsing before working another shift. No employee will be ordered to
work two (2) consecutive days of two (2) consecutive shifts, except in an emergency situation declared
by the Sheriff or his/her designee. The Sheriff may require employees of the jail to begin each shift
fifteen minutes early, dependent on operational requirements. In case of an emergency declared by
the Sheriff or his/her designee, as set forth in the Sheriff's Policy, any employee may be ordered to
report for duty.
Overtime Exclusion: The following employee categories are excluded from filling overtime vacancies
unless otherwise stated herein:
a. Employees on limited duty; the exception to this provision is when the following
conditions simultaneously exist. Employees on limited duty status may fill overtime
vacancies when; the vacancy remains unfilled after first contacting all physically
capable (not on limited duty) employees on the overtime sign-up sheet, no other
limited duty employee is scheduled to work on the shift where the vacancy exists,
the employee can be effectively utilized to perform operational requirements without
compromise to prescribed physical limitations, and officer safety.
b. Employees on administrative leave (paid or unpaid).
c. Employees on sick status.
d. Employees on vacation status. Employees on vacation status may be called to fill
overtime vacancies when the vacancy remains unfilled after first contacting all full
duty status employees on the overtime sign-up sheet. Vacationing employees will be
given first consideration over limited duty status employees if they are in the area.
e. Employees requesting exclusion from voluntary overtime, if approved by the non-
bargaining unit supervisor.
12.8 Jury Duty
Employees called in for jury duty for any municipal, county, state, or federal court shall advise the
County immediately. Employees scheduled for jury duty on their regular duty day shall be paid their
regular rate of pay minus any compensation received from jury duty. Employees must provide
documentation to the Mason County Sheriff's Office Payroll Section detailing the amount of
compensation received, if any, for jury duty.
12.9 On Call
An off-duty employee who is required to remain on-call on the employer's premises or at their place of
residence or so close thereto that he/she cannot use the time effectively for their own purpose, is
considered working and shall be compensated at the overtime rate for the hours on-call. An off-duty
employee who is not required to remain on-call on the employer's premises or at their place of
residence, but is merely required to maintain telephonic communications with their employer is not
considered working.
ORIGINAL
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 14
ARTICLE 13 EDUCATION COMPENSATION
13.1 Compensation
When an employee possesses a higher education degree, additional compensation will be added to
base rate and shall be paid at the following premium rate:
Associate Degree 1.5 %
Baccalaureate Degree 3.0 %
Master's Degree 4.5 %
In order to qualify, individuals must receive their degree from a nationally or regionally accredited
institution as approved by the Sheriff. The above rates are not cumulative but will be paid at the single
higher rate for which the employee qualifies.
Any employee that would potentially see a reduction in stipend would be redlined until such time as the
percent equals or becomes greater than current flat dollar amount — upon grandfathered employee's
request to revise to percent.
ARTICLE 14 ADDITIONAL COMPENSATION
14.1 Longevity Pay
Mason County Sheriff Correction and Support Staff shall receive longevity pay in addition to their base
pay as set forth below:
Continuous Years of Service Monthly Amount
6t" through 10t" year $65.00
11t" through 14t"year $90.00
15t" through 19t" year $130.00
201" through 24t" year $150.00
25t" year and over $165.00
14.2 Officer in Charge (OIC)
An employee (including support staff) who is assigned for less than two (2) consecutive workweeks the
responsibilities and duties of a position or rank above that which s/he normally holds, when no
supervisor is assigned to the shift, shall be paid an officer-in-charge(OIC)shift differential in the amount
of$3.00 per hour while working in that capacity.
14.3 Temporary Promotion
An employee who has been specifically assigned to perform all of the significant duties of a higher level
job classification by a Chief or designee, due to the absence of the employee who normally holds that
position, and who performs such duties for five (5) or more consecutive days, shall be compensated on
that step of the salary range of the higher job class that provides at least a five (5%) percent increase
over their (the employee working out of class) current rate of pay. Pay for work in higher classification
shall not be subject to the grievance procedure.
14.4 Assignment Pay
Effective upon signing of this Agreement any Corrections Deputy who has been trained as a FTO and
is assigned the duty of Field Training Officer to actively train, monitor, grade or evaluate Corrections
Deputies shall be paid three percent (3%) per month while certified and eligible for assignment to work
in that capacity. The FTO Coordinator will also be paid the 3%Assignment Pay. No other compensation
shall be received for any FTO functions performed.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 15
14.5 Instructional Pay
Any employee who is a certified instructor and assigned to train in the following areas: Defensive
Tactics/Use of Force Tactics, EVOC, TD10 Spray, RIPP Restraints, Taser, First Aid/CPR and
Firearms/Range shall receive an additional $1.50 per hour while conducting training.
Note: County does not see the need for paying 3% Assignment Pay to the assignments listed by the
Union and stacking on the above premiums while conducting training.
14.6 Specialty Pay
Additional duty incentives will be provided for the following functions:
Billing or Supply $ 75.00 per month
Classification Deputy or Medical Liaison $ 75.00 per month
Jail DUI Alternative Program Coordinator $100.00 per month
TAC $125.00 per month
FTO Training Coordinator $ 75.00 per month
14.7 Bilingual Pay
Eligible employees that possess bilingual fluency in a County-approved non-English language, and who
use their bilingual skills in the performance of official duties, shall receive bilingual incentive pay as
indicated herein:
Bilingual Language Fluency $ 75.00 per month
Bilingual Medical Certification $100.00 per month
Bilingual Legal/Court Certification $125.00 per month
Eligibility requirements:
(a) The County shall determine if bilingual pay shall be utilized, the language(s) bilingual is payable for
and the number of employees eligible for bilingual pay.
(b) Bilingual language fluency eligible employees are those who have taken and passed a language
fluency test from an accredited institution and/or employee who have self-identified bilingual fluency
that has been demonstrated on the job. Bilingual Medical and Legal/Court certification eligible
employees are those who have their bilingual skills tested and certified by an accredited institution.
The County at its discretion may choose which certification(s) is a required and acceptable
substitute, such as certification from other states.
14.8 Alternative Sentencing Unit(ASU) Coordinator Pay
ASU Coordinator will receive specialty pay that is five percent (5%) above their regular rate of pay.
14.9 Shift Differential
Any employee working between 1800 and 0600 hours shall receive a shift differential at a rate of$0.50
(fifty cents) per hour for the hours worked between 1800 and 0600 hours.
Effective on signing by both parties, the above shift differential shall be increase to a rate of seventy-
five cents ($0.75) per hour.
Effective January 1, 2023, the shift differential shall be further increased to a rate of one dollar ($1.00)
per hour.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 16
ARTICLE 15—VACATION
15.1 Definition
For the purposes of Article 15, a "squad" is defined as Alternative Sentencing Unit and
Transport/Custody.
15.2 Accrual Schedule
Vacation leave shall accrue at the following rates:
1-3 years 96 hours per year
4-7 years 120 hours per year
8-9 years 144 hours per year
10-11 years 160 hours per year
12-14 years 176 hours per year
15-16 years 184 hours per year
17-19 years 192 hours per year
20+ years 200 hours per year
15.3 Probationary Employee Requirement
Vacation leave accrued within the first twelve (12) months of employment cannot be utilized by an
employee until they have successfully completed their appointment probationary requirements unless
approved by the Sheriff. Any employee terminating employment with the County within the twelve (12)
month probationary period shall not be paid for Vacation leave accrual.
15.4 Maximum Accrual
Vacation leave may be accrued to a maximum of four-hundred (400) hours. No Vacation leave accrued
will be added to an employee's Vacation leave benefit when the maximum accrual has been obtained,
unless for operational reasons the request for leave was denied by the Employer. In this instance, the
employee may continue to accrue leave beyond the maximum so long as the employee utilizes enough
leave to bring his or her leave accrual balance to equal or below the maximum accrual threshold within
a timeframe mutually agreed to by the employee and his/her supervisor.
15.5 Vacation Bidding
For purposes of vacation bidding, the transport unit shall bid as a separate squad with only one
employee off on primary vacation. The year shall be considered January 1 through December 31.
Vacation bids will be approved at the discretion of the Sheriff or designated representative. Vacation
bidding will start with a primary bidding process, and once that process has completed, secondary leave
requests will be accepted. Regularly scheduled days off will not be counted when computing the number
of days bid for. Staff may include future accruals in their bid, but must have sufficient time accrued to
cover the vacation at the time the leave is taken. All leave requests will be responded to in writing within
two (2) weeks. Upon receipt of a leave request, the Supervisor will initial the request with the date and
time received and staffing levels, in the comments section, approve or deny the request and return a
copy to the employee. If no response is returned within two (2)weeks of receipt of the request,the leave
time will be granted. After such leave time has been approved; the only reason for cancellation shall
be if the Sheriff, or in his/her absence, specified designee, declares an emergency as set forth in the
Sheriff's Policy.
15.5.1 Corrections Staff Vacation Bidding:
(a) Primary Vacation Bidding: Annual vacation "bidding windows" are established for
the purpose of allowing employees to use their seniority to schedule seniority
vacation leave for the year. There shall be two bidding windows, the bidding windows
shall begin when the shift bidding has been completed.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 17
L The first weekly bidding window shall allow each employee to bid for up to a
maximum of two (2) weeks of vacation time consisting of either a single two (2)
week vacation period or two (2) one (1) week vacation periods. Only one (1)
employee per squad may be on leave at any given time for primary vacation
bidding. When a holiday occurs during a bid vacation period, that day shall be
taken as a holiday and will be included as part of the bid request.
ii. The second daily bidding window shall allow an additional five(5)working days'
vacation time, and no more than two employees within the same classification
or squad shall be off at any one time. Any workdays not bid during the second
bidding window may be requested throughout the year, and as long as a
maximum of two (2) employees per squad, with the exception of the Transport
Squad which is limited to one (1) employee, shall not be off on annual vacation
leave at any given time.
(b) Secondary Leave Requests (beginning January 1 and ending December 31: Leave
requests submitted after the seniority bid period, shall be granted such leave on a
first come first serve basis, provided the requested leave does not put the squad with
more than one off on vacation, personal holiday, Kelly day, pre-authorized sick day,
floating holiday, banked holiday, comp time and/or Premium day.
15.6 Separation Payout
Other than within the first twelve (12) months of probationary employment, upon separation of an
employee by resignation, layoff, dismissal, or death; the employee or beneficiary thereof shall be paid
for unused Vacation leave at the rate of pay being paid at the time of separation. Cash payment for
unused accrued annual leave upon separation by retirement will not be allowed in excess of two-
hundred and forty (240) hours. Vacation leave pay shall include any applicable shift differential for
employees scheduled or assigned for thirty (30) calendar days or longer to swing, graveyard, or night
shifts.
15.7 Leave Accrual
Any employee working less than full-time shall receive Vacation leave on a prorated schedule based
on the hours they have worked, plus they must also meet the qualification for PERS or LEOFF
participation to have the annual leave accrual apply. An employee must work or be in a paid status a
minimum of eighty (80) hours per month to receive Vacation leave accrual. Whereas, the Union and
the County recognize the importance of employees utilizing earned Vacation leave to promote and
enhance their mental and physical well-being, employees shall attempt to use annual leave during the
year in which it is earned.
15.8 Workers Compensation Consideration
Time missed from work due to worker's compensation will be considered as time worked for vacation
purposes for a maximum of twelve (12) months.
ARTICLE 16 HOLIDAYS
16.1 Recognized Holidays
The following is a list of the annual recognized holidays for employees of the Mason County Sheriff's
Office.
New Year's Day Veterans' Da
Martin Luther King Day Thanksgiving Da
Presidents' Day Day after Thanksgiving
Memorial Day Christmas Eve Da
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 18
ORIGINAL
Juneteenth Christmas Da
-Independence Day Two 2 Floating Holidays
Labor Day Two 2 Premium Days
16.2 Holiday Pay: (Effective upon ratification/contract signing)
(a) Hours Worked on a Holiday: If an employee is scheduled to work on a contract holiday, the
employee shall be paid their regular salary in addition to time and one half for all hours scheduled
and worked. For hours worked beyond their scheduled shift, employees will be paid pursuant to
Article 12.1.
(b) Holiday Benefit Pay: Only applies when a contract holiday falls on an employee's RDO (Regular
Day Off). In which case, the employee shall be entitled to straight time hours equivalent to their
regular scheduled shift at the time the holiday occurs.
(c) Working on RDO on Contract Holiday: When an employee works on their RDO, which is also a
contract holiday, all hours worked shall be paid at double time at the employee's regular rate of
pay. In addition to hours worked, the employee will receive holiday benefit pay.
16.3 Conflict Resolution
Where there is a conflict or difference between either a federal or state designated holiday, the parties
may agree to honor either one, but not both.
16.4 Observed Periods
Recognized Holidays will be observed in the following manner:
(a) Support Staff&Specialty Position Employees: When the holiday falls on a weekday, employees
not required to work on a holiday, shall be given the holiday off, and receive their regular rate of
pay for the day in which the holiday falls. When a holiday falls on Saturday,the preceding Friday
shall be observed; when the holiday falls on a Sunday, the following Monday shall be observed
as paid holidays.
(b) Corrections Deputies: For Corrections Deputies not assigned to specialty positions, recognized
holidays will be observed on the calendar date on which the holiday occurs. Employees hired
before November 1, 2002 who are required to work a calendar holiday will be given the option
of being paid time and one-half for hours worked or banking the hours worked as Holiday hours
at the time and one-half rate. Employees hired November 1, 2002 or later, who are required to
work on a calendar holiday will be paid time and one-half for hours worked. Upon separation of
an employee by resignation, layoff, dismissal, or death;the employee or beneficiary thereof shall
be paid for unused banked holiday hours at the rate of pay being paid at the time of separation.
16.6 Floating Holidays/Premium Time-Off
In addition to the recognized holidays, employees are authorized two (2) paid floating holidays and two
(2) days of paid premium time-off annually. No change for the 2022 year. Change will be effective
January 1, 2023.
(a) Floating holidays and premium time-off shall be scheduled at the discretion of the employee with
the approval of the supervisor, requiring one week's advance notice, which may be waived by the
supervisor.
(b) Floating holidays and premium time-off must be used or scheduled within the first three (3) quarters
of the current calendar year, unless waived by the County, due to operational requirements
preventing the employee from taking such days off. In such cases, the floating holidays and
premium time-off must be used at the earliest time available. Employees will be given an
Correction s/SupportMCSO Collective Bargaining Agreement 2022-2024 ORIGINAL
19
accounting of holiday and premium hours accrued on an annual basis, in time for utilization prior to
potential loss. For those employees affected by minimum staffing requirements, floating holidays
and premium days not used at the discretion of the employee, with approval of the supervisor, will
be paid to the employee at the straight time rate of pay at the end of the calendar year within which
they accrued.
(c) On recognized holidays, minimum staffing levels will be maintained. Employees scheduled above
minimum staffing levels on a recognized holiday shall be given the day off, first by volunteer and
then by reverse seniority, and shall receive his/her regular salary only.
ARTICLE 17 SICK LEAVE
17.1 Accrual Rate
Per the Washington State Paid Sick Leave law, RCW 49.46, WAC 296-130 and Initiative 1433, please
refer to the Sick Leave Policy, in the Mason County Personnel Policy. Each employee shall receive
eight (8) hours of sick leave for each full month of employment in the calendar year in which s/he is first
employed and thereafter will receive eight(8) hours of sick leave for each month of employment in each
successive calendar year. Sick leave that is not used shall accumulate except that such accumulation
may not exceed one-thousand-two hundred (1,200) hours. Leave does not accrue nor may it be used
until the first day following the pay period in which it is earned (no"negative" leave use during the period
in which it is earned).
17.2 Sick Leave Usage
Per the Washington State Paid Sick Leave law, RCW 49.46, in accordance with WAC 296-130 and
Initiative 1433, the County and the Union mutually agree to comply with all. Please see the Mason
County Personnel Policy for authorized uses of Paid Sick Leave.
17.3 Sick Leave Payout
For employees hired before January 1, 2011, payment for unused sick leave shall be made only in the
following circumstances:
(a) Upon termination of employment with fifteen (15) years of continuous service with the
County;
(b) Upon termination of employment with the County, when the termination is contemporaneous
with retirement from the applicable Washington State Public Employees Retirement System;
(c) Upon the death of an employee, in which case payment shall be made to his/her estate.
Employees hired on or after January 1, 2011, shall not be entitled to receive any sick leave cash out.
17.4 Absence of Sick Leave Accumulation
When sickness occurs and no sick leave is accumulated, the employee may choose to:
(a) use vacation credits accrued to his/her credit in absence of sick leave;
(b) take leave without pay; or
(c) use accumulated compensatory time, if any.
17.5 Accrual Eligibility
Any employee working a normal schedule, or any employee working fewer hours than a normal
schedule but who maintains the eligibility requirement for PERS or PSERS, shall accrue sick leave.
ORIGINAL
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 20
ARTICLE 18 BEREAVEMENT LEAVE
The County shall provide regular, full-time and part-time employees with paid bereavement leave for up
to three (3) days in the event of the death of an immediate family member. An additional two (2) days
of sick leave may be taken if necessary for out of state travel, or other extensive travel upon approval
by the Sheriff or designee. Immediate family for purposes of bereavement leave shall be as defined in
Section 17.2 and also, inclusive of aunt, uncle, nephew or niece.
ARTICLE 19 FAMILY & MILITARY LEAVE
The County and the Union mutually agree to comply with all State and Federal Family Leave laws. For
purposes of calculating leave availability, the twelve (12) month period is measured backwards from the
date an employee is approved for FMLA leave. Each time the employee takes FMLA during the twelve
(12) month period, the leave will be subtracted from the twelve (12) weeks of available leave. If an
employee has any questions regarding the State and Federal Family leave laws, they may contact the
County's Human Resource Department for guidance.
19.1 Military Leave
In addition to benefits granted under USERRA, 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).
19.2 Family Leave/FMLA & FLA
Family Medical leave will be allowed consistent with State and Federal law and with existing County
policies and is initiated by the employee having a qualifying event. Please refer to the Family Leave
Policy, chapter 7.7, in the Mason County Personnel Policy, per the Washington State Family Medical
Leave Act and RCW 49.78.
The Employer shall maintain the Employee's health benefits during this leave. If the Employee fails to
return from leave for any reason other than the medical condition initially qualifying for the FMLA
absence,the Employer may recover from the Employee the insurance premiums paid during any period
of unpaid leave.
If a leave qualifies under both federal and state law, the leave shall run concurrently. Ordinarily, the
Employee must provide thirty (30) days written advance notice to the Employer when the leave is
foreseeable. The Employee should report qualifying events as soon as known and practicable.
The combination of FMLA and other types of leave(s) is not precluded and, in fact, leave utilizations are
to be concurrent, with the intent that appropriate paid accruals are to be utilized first, consistent with
other Articles of this Agreement.
19.2.1 Eligibility: Consistent with the federal Family and Medical Leave Act of 1993 (FMLA),
and any amendments thereto, and the Washington State Family Leave Act of 2006 (WFLA),
please refer to section 7.7, Family Leave, in the Mason County Personnel Policy for eligible uses.
19.2.2 Intermittent Leave: Personal medical leave, serious health condition leave, or serious
illness or injury leave covered by family medical leave may be taken intermittently when certified
as medically necessary. Employees must make reasonable efforts to schedule leave for
planned medical treatments so as not to unduly disrupt the Employer's operations. Leave due to
qualifying exigencies may also be taken on an intermittent basis. Requests for intermittent leave
to care for and/or bond with a newborn, foster, or adopted child will be considered on a case-
by-case basis. Before such intermittent leave is taken, the appointing authority or designee must
approve the schedule to be worked.
ORIGINAL
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 21
19.3 Maternity Disability Leave
Consistent with WAC 162-30-020, the Employer will grant a leave of absence for a period of temporary
disability because of pregnancy or childbirth. This may be in addition to the leave entitlements of FMLA.
This leave provides female Employees with the right to a leave of absence equivalent to the disability
phase of pregnancy and childbirth. There is no eligibility requirement, however, the Employer has no
obligation to pay for health insurance benefits while on this leave (unless utilized concurrent with FMLA
or otherwise entitled under disability or sick leave paid status).
Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is no
limit to the length of the disability phase, except for the right for medical verification and the right of
second opinion at the Employer's expense. At the end of the disability leave, the Employee is entitled
to return to the same job or a similar job of at least the same pay. Employees must use their accrued
vacation and sick leave, if any, during the leave period and, at their election, any accrued comp time.
Once this paid leave is exhausted, the Employee's leave may be switched over to unpaid leave.
19.4 Washington State Paid Family Medical Leave Compliance
The County and Union mutually agree to comply with all Washington State Paid Family& Medical Leave
laws, per RCW 50A.04, and future amendments with the law. Eligible employees are covered by
Washington's Family and Medical Leave Program, RCW 50A.04.
19.5 Union Leave
Once approved, any employee selected to attend union training necessitating leave without pay, shall
be granted leave without pay by the County provided sufficient advance notice is given, and is subject
to minimum staffing and does not create the need for overtime coverage. The duration of such leave
without pay will be limited to one (1) week per calendar year and no more than one (1) employee may
be on leave without pay at any one time.Annual cap of three(3) employees per calendar year attending
training shall be strictly enforced.
ARTICLE 20 INCLEMENT WEATHER
This article shall apply to inclement weather, adverse natural conditions or other unusual situations.
20.1 Work Site Remains Open
When an employee's normal work site remains open during inclement weather, the following applies:
(a) The day will be a normal workday.
(b) The appointing authority will require employees who do not report to work, who report late to
work or who leave early on their own initiative to use accrued leave or compensatory time or
take leave without pay for the time they are absent. Employees may not use sick leave.
(c) The amount of leave taken shall be based on the amount of time that the employee is absent
from their normal workday.
(d) The employee must give notice of intended absence and type of leave requested according to
normal procedures.
20.2 Work Site is Closed for Non-Essential Personnel (as Defined by PERC)
When the closure of their normal work site prevents an employee from working,the following rules apply
for up to the first five (5) days of the closure:
(a) Employees planning to work that day and prevented from doing so by the closure are not
required to take leave.
(b) Employees who report to work late or leave early due to the closure or due to the direction from
their appointing authority are not required to take leave.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 22
(c) An employee who has pre-scheduled leave whose absence is unconnected with the closure of
the work site shall take the time off as planned. The County shall not adjust the leave due to
the work site closure.
(d) The appointing authority may require an employee to work even though their work site is closed.
If the appointing authority finds that the required work creates an undue hardship for the
employee, the appointing authority may allow an employee required to work to take the time
worked off at a later mutually agreed upon and convenient time.
In cases where the closure lasts beyond five (5) working days, the Board of County Commissioners will
determine what rules will govern. In extended situations, employees may be required to report to
alternate work sites and may be assigned temporary duties in response to the extended closure.
ARTICLE 21 SALARIES & SALARY NEGOTIATIONS
21.1 Bargaining
All collective bargaining with respect to wages, hours, and working conditions, shall be conducted by
authorized representatives of the Union and of the County in open public meetings as required by law.
21.2 Negotiations
The County does hereby agree that its designated committee will meet with Union representatives to
consider and negotiate in good faith by both parties all requests and recommendations of the Union
prior to adopting any salary schedule or making any amendments to the same.
21.3 Civil Service Board Notification
The County will notify the Union of any requested or received Civil Service action regarding any
classification, or proposed classification falling under the jurisdiction of this Agreement. Such
notification will be provided immediately upon request by the County for a modification or re-
determination. In cases where the Civil Service Board initiates an unsolicited modification to a
classification, notice shall be given immediately upon receipt of the Civil Service Board's impending
action.
21.4. No Strike/Lockout
It is agreed by both parties that the right to strike for better wages and working conditions is not granted
to uniformed employees (RCW 41.56.490).
ARTICLE 22 INSURANCE
22.1 Employer Contribution
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.
A. Effective January 1, 2022 the contribution shall be increased to one thousand four hundred and
fourteen dollars ($1414) per month during the term of this Agreement for each eligible employee for
medical, dental, vision, and life insurance coverage.
B. Effective January 1, 2023 the contribution shall be increased to one thousand four hundred and
sixty-six dollars ($1466) per month during the term of this Agreement for each eligible employee for
medical, dental, vision, and life insurance coverage.
C. Effective January 1, 2024 the contribution shall be increased to one thousand five hundred and
eighteen dollars ($1518) per month during the term of this Agreement for each eligible employee for
medical, dental, vision, and life insurance coverage.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 23
If any other bargaining unit or group of employees receive contributions greater than the above amounts
the members of this bargaining unit will also receive those increased amounts on the same effective
dates.
In the event the Employer is subject to carrier plan design change or a penalty, tax, fine or increased
costs as a result of requirements or provisions of the ACA, not within the control of the Employer, the
parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts and
immediately bargain alternative provisions.
Eligible employees are those working or compensated for eighty (80) man-hours (excludes vacation,
sick, comp time payout upon separation) or more per month during the calendar year. Any monthly
premium contribution required above the County's contribution shall be paid by a reduction of the
necessary amount from each employee's salary. Time missed from work due to a worker's
compensation claim will be considered as time worked for employee group insurance and vacation
purposes for a maximum of twelve (12) months.
22.2 Employer Contribution Priority Order
In the event the County's maximum monthly contribution is insufficient to provide 100% of the total
employee group insurance premium as referenced above, the priority order of full County payment shall
be as follows: (1) Vision, (2) Dental, and (3) Medical.
22.3 Employee Pay Deduction
Any monthly premium contribution required above the County's contribution shall be paid by a reduction
of the necessary amount from each employee's salary.
22.4 Workers Compensation Consideration
Time missed from work due to worker's compensation will be considered as time worked for employee
group insurance purposes for a maximum of twelve (12) months.
22.5 Employee Assistance Program (EAP)
The County shall provide an Employee Assistance Program (EAP) benefit for all employees.
22.6 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 23 EMPLOYER RELATIONS
23.1 Confidentiality
The Employer and the Union recognize the interest of maintaining confidentiality to the employee's
personal information such as home address, home telephone numbers, personal wireless numbers,
and identity of family members, therefore the Employer and the Union agree to take all reasonable
lawful steps to assure confidentiality of these matters.
23.2 Written Policy
The County has available for the Union a copy of its written policies and procedures on its website. The
County agrees to bargain any policies and procedures, which affect wages, hours and working
conditions of the employees.
23.3 Employer Cooperation
The County agrees to permit Union Committee members to use the inter-office mail system and email
for matters related to meeting notifications and contract negotiations. The Union acknowledges such
information is subject to the Public Records Disclosure Act, thereby negating any confidentiality of the
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 24
ORIGINAL
correspondence or any transmittal between Union members through electronic means and the inter-
office mail.
23.4 Mandatory School and Training Sessions
The Sheriff is permitted to conduct or direct the attendance of employees, and each employee shall
attend, any and all school and training sessions as directed by the Sheriff.
As required in the policy manual, or mandated by Washington State Law, each employee shall be
responsible for obtaining and maintaining certification for matters required in the policy manual and
mandated by law.
The school, training, or certification referred to in the above, shall be mandatory upon each employee
requiring the attendance of such employee whether on their off-duty or on-duty time, depending upon
when such classes occur. Attendance during actual class time shall be considered working time and
shall result in compensation at the applicable rate of pay.
ARTICLE 24 USE OF RESERVES &VOLUNTEERS
Unless otherwise agreed, it is the Sheriff's policy that reserve officers and volunteers will be used to
support, but not supplant regular employees represented in this contract, in the performance of the
mission of the Sheriff's Office. It is further understood that Reserve Officers and Volunteers may be
used to support, but not supplant represented employees at special events and on holidays.
ARTICLE 25 UNIFORM ALLOWANCE
25.1 Uniforms & Equipment
A quartermaster system of uniform acquisition will continue to be used by the County. Upon either
completion of the academy, or upon lateral hire and acquisition from an outside agency or jurisdiction,
members shall be issued the articles, which meets the Sheriff's Office standards, in accordance with
the Uniform Policies of the Sheriff's Office.
Management reserves the authority to revise the required uniform list as necessary and needed with
the Sheriff retaining final decision-making authority on Office issued uniforms and equipment.
Effective January 1, 2016, the County will provide a newly hired Corrections Deputy a County approved
duty weapon or sidearm in accordance with County policy and procedures.
All uniform items provided by the County to a member (including the weapon and/or sidearm issued
under this provision and any accompanying magazines) shall be returned to the County upon separation
from employment.
A. Uniform Allowance: All Corrections and Support Staff employees shall receive a monthly
uniform maintenance allowance of seventy-five dollars ($75.00).
B. Replacement for Damaged Items: The County will replace County equipment, uniforms
and/or authorized personal items damaged or destroyed while on duty upon request by the
deputy and approval by the County. Requests for replacement of articles set forth in this
Section will be made to the Deputy's supervisor who will review the request and condition of
the articles and make a recommendation on replacement to the Chief Deputy. The Chief
Deputy will make the final, binding decision on replacement of an article as established by
County policy and procedure. The County shall also pay to replace soft body armor at
intervals consistent with the manufacturer's instructions.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 25
For any new assignment requiring different uniforms, deputies may receive used clothing for use on a
temporary basis. Uniform and/or equipment items that are seized pursuant to, or in furtherance of an
official investigation, that will be held for an extended period of time for forensic examination, other
testing, or in evidence, and where the need for immediate replacement of these items is essential to
the return to duty of the deputy, will be replaced and/or provided on loan at the County's option with
items of a like type and quality meeting office specifications by the County.
25.2 Optional Items
The County shall not require employees to purchase, at employee expense, optional uniform or
equipment items. Additionally, the County will not restrict or discourage employees from voluntarily
purchasing and wearing optional equipment items authorized by Sheriff's Policy. It is understood that
optional items that do not meet appearance standards or serviceability requirements will be retired upon
notice of failure to meet standards.
25.3 Basic Entry/Academy Items
Newly hired Corrections Deputies attending the Criminal Justice Training Commission Academy
(CJTC), will be provided, at the employer's expense, all required uniform items (athletic wear etc.)
required for attendance by the Academy.
25.4 Maternity Uniform
Pregnant female employees will be provided appropriate maternity uniforms/apparel at county expense,
or, at management's discretion, will be allowed to wear appropriate personal maternity clothing/apparel
for duty.
ARTICLE 26 BULLETIN BOARD & PRESS RELEASES
26.1 Bulletin Board
The County shall provide a portion of a bulletin board for Union notices. The Union agrees to keep
the bulletin board in good order.
26.2 Press Releases
All press releases are to be made by the Sheriff or his designated representative.
ARTICLE 27 FALSE ARREST INSURANCE & CIVIL LIABILITY INSURANCE
The County shall provide employees with liability coverage through the use of commercial insurance or
self-insurance. In the event of self-insurance, the County agrees to provide legal representation to
employees requiring such representation only for the acts or wrongful acts committed within the scope
of their duties during the enforcement of their legal responsibilities; and to pay damages awarded
against employees for acts or wrongful acts committed within the scope of their duties during the
enforcement of their legal responsibilities.
ARTICLE 28 SAFETY COMMITTTEE
28.1 Recognition and Duties
The County and the Union recognize the desirability of reducing injuries arising out of employment to a
minimum and further recognize that the problem can be solved only by cooperative effort.
28.2 Committee Allowances
The Union shall elect bargaining unit members to a Safety Committee, which shall consist of not less
than one (1) union member. The safety committee members will be appointed in writing, and a copy of
the appointment sent to the County. The Joint Safety Committee shall meet monthly. The County is
not obligated to compensate off-duty employees attending Safety Committee Meetings. The Safety
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 26
Committee member will be allowed to take approved time off from their regular work to conduct safety
inspections, investigations, or to confer with County officials, without loss of pay.
28.3 Compliance
The Safety Committee shall work with the Sheriff to insure that working conditions shall be made and
kept safe and in compliance with the safety laws, rules and regulations of the State of Washington.
28.4 Dispute Resolution Process
The County will make reasonable efforts to maintain working conditions in conformance with applicable
Federal, State, and local health and safety laws and/or regulations. The bargaining unit representatives
agree to bring to the attention of the County any conditions within the working environment deemed
unsuitable under provisions of applicable laws or regulations. Should a dispute arise at the workplace
regarding interpretation of applicable directives or the nature of working conditions, or when there is no
applicable law or regulation, and a dispute arises, the issue shall be discussed with the Sheriff by the
Safety Committee. If the issue remains unresolved, the matter will be referred to the Director of Human
Resources. If the issue is not resolved at this step, the matter shall be referred to the Department of
Labor and Industries for consultation, to ensure compliance with Washington Industrial Safety and
Health Administration (WISHA) policy.
ARTICLE 29 SAVINGS CLAUSE
Should any clause of this Agreement be found to be in violation of any law, all other provisions shall
remain in full force and effect.
ARTICLE 30 DURATION AND TERMINATION
Unless otherwise indicated, this Agreement shall be effective upon the signing of the Agreement and
shall remain in full force and effect up to and including the 311t of December 2024. Either party may
commence negotiations by filing written notice to the other party pursuant to the provisions of RCW
41.56. By mutual agreement, the Agreement may be extended for a period of one year.
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 27
• i
SIGNATURE PAGE
IN WITNESS WHEREOF, the parties hereto have executed this Agreement this
day of A3 2023.
BOARD OF COUNTY COMMISSIONERS WOODWORKERS LOCAL
MASON COUNTY W38, I.A.M.
Randy a therlin omm�s5k er X41rry Bickett, Union Representative
evin Shutty ommissioner Brad McQuade, 8 Local President
Sharon rask, Commissioner
MASON COUNTY SHERIFF'S OFFICE
("' , 1"twzz"t'a
r
Casey Sad bury, Mason Countyff�nff
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corrections/Support MCso collective pargalnlnG Agreement 2022.2024 ORIGINAL 28
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ATTACHMENT A - WAGES
Note: Figures may vary slightly due to rounding once calculated in MUNIS
Effective June 1, 2022 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
ACCOUNTANT $4,466.32 $4,562.35 $4,655.66 $4,744.78 $4,846.29
ANIMAL CONTROL OFFICER $3,677.61 $3,927.27 $4,184.11 $4,437.40
SUPPORT SPECIALIST 1 $3,448.88 $3,644.24 $3,839.66 $4,030.90 $4,224.43
SUPPORT SPECIALIST II $4,125.80 $4,213.73 $4,300.23 $4,384.01 $4,476.12
SUPPORT SPECIALIST III $4,336.56 $4,428.70 $4,519.40 $4,607.36 $4,702.23
FINANCIAL ASSISTANT $4,441.17 $4,624.04 $4,815.28 $5,009.31 $5,214.47
FOOD SERVICES COORDINATOR $3,554.00 $3,641.56 $3,725.62 $3,812.04 $3,900.85
EVIDENCE TECH $3,641.19 $3,805.87 $4,047.62 $4,304.69 $4,579.09
COMMUNITY SERVICES OFFICER $3,365.38 $3,547.65 $3,727.17 $3,908.03 $4,095.52 $4,281.71 $4,478.42
CORRECTIONS DEPUTY $4,664.53 $4,897.76 $5,142.65 $5,399.78 $5,669.77
CORRECTIONS CORPORAL $5,953.26 $6,072.32
CORRECTIONS SERGEANT $6,373.73 $6,501.21 $6,631.23 $6,763.85 $6,899.12
Effective January 1,2023 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
ACCOUNTANT $4,555.65 $4,653.60 $4,748.77 $4,839.68 $4,943.22 $5,042.08
ANIMAL CONTROL OFFICER $3,751.16 $4,005.82 $4,267.79 $4,526.15
SUPPORT SPECIALIST 1 $3,517.86 $3,717.12 $3,916.45 $4,111.52 $4,308.92 $4,395.10
SUPPORT SPECIALIST II $4,208.32 $4,298.00 $4,386.23 $4,471.69 $4,565.64 $4,656.96
SUPPORT SPECIALIST III $4,423.29 $4,517.27 $4,609.79 $4,699.51 $4,796.27 $4,892.20
FINANCIAL ASSISTANT $4,529.99 $4,716.52 $4,911.59 $5,109.50 $5,318.76 $5,425.13
FOOD SERVICES COORDINATOR $3,625.08 $3,714.39 $3,800.13 $3,888.28 $3,978.87
EVIDENCE TECH $3,714.01 $3,881.99 $4,128.57 $4,390.78 $4,670.67
COMMUNITY SERVICES OFFICER $3,432.69 $3,618.60 $3,801.71 $3,986.19 $4,177.43 $4,367.34 $4,567.99
CORRECTIONS DEPUTY $4,757.82 $4,995.72 $5,245.50 $5,507.78 $5,783.17
CORRECTIONS CORPORAL $6,072.33 $6,193.77
CORRECTIONS SERGEANT $6,501.20 $6,631.23 $6,763.85 1 $6,899.13 1 $7,037.10
Effective January 1, 2024 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
ACCOUNTANT $4,646.76 $4,746.67 $4,843.75 $4,936.47 $5,042.08 $5,142.92 $5,245.78
ANIMAL CONTROL OFFICER $3,826.19 $4,085.93 $4,353.15 $4,616.67
SUPPORT SPECIALIST 1 $3,588.21 $3,791.47 $3,994.78 $4,193.75 $4,395.10 $4,483.00 $4,572.66
SUPPORT SPECIALIST II $4,292.48 $4,383.96 $4,473.96 $4,561.12 $4,656.96 $4,750.09 $4,845.10
SUPPORT SPECIALIST III $4,511.76 $4,607.62 $4,701.98 $4,793.50 $4,892.20 $4,990.04 $5,089.84
FINANCIAL ASSISTANT $4,620.59 $4,810.85 $5,009.82 $5,211.69 $5,425.13 $5,533.64 $5,644.31
FOOD SERVICES COORDINATOR $3,697.58 $3,788.68 $3,876.14 $3,966.05 $4,058.44
EVIDENCE TECH $3,788.29 $3,959.63 $4,211.14 $4,478.60 $4,764.09
COMMUNITY SERVICES OFFICER $3,501.34 $3,690.98 $3,877.75 $4,065.91 $4,260.98 $4,454.69 $4,659.35
CORRECTIONS DEPUTY $4,852.98 $5,095.63 $5,350.41 $5,617.93 $5,898.83
CORRECTIONS CORPORAL $6,193.77 $6,317.64
CORRECTIONS SERGEANT $6,631.23 $6,763.86 $6,899.13 1 $7,037.11 1 $7,177.84
ORIGINAL
ATTACHMENT "B" - GRIEVANCE FORM
CORRECTIONS AND SUPPORT STAFF
GRIEVANCE FORM
Formal Process/Date:
STEWARD'S INFO: (Union Steward filing and representing grievant)
Name: Work Phone:
Facility: Assigned Shift:
GRIEVANT'S INFO: (Member filing grievance)
Name: Work Phone:
Facility: Assigned Shift:
GRIEVANCE INFO:
Date of Incident:
Contract Provision(s) Alleged Violated: (Article/Paragraph/ Policy):
Remedy/Relief Sought:
Statement (Issue/Facts):
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 30
GRIEVANCE FORM CONTINUATION SHEET
*Attach continuation sheet(s) and statement(s) to this form as needed
Employee Signature/Date:
, 20
Supervisor Signature/Date:
, 20
Corrections/Support MCSO Collective Bargaining Agreement 2022-2024 ORIGINAL 31