HomeMy WebLinkAbout2022-2025 Collective Bargaining Agreement for General Services COLLECTIVE BARGAINING
AGREEMENT
January 1 , 2022 - December 31 , 2025
BETWEEN
TEAMSTERS UNION LOCAL NO . 252
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MASON COUNTY
GENERAL SERVICES
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TABLE OF CONTENTS
ARTICLE1 - DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
ARTICLE2 - RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
2 . 1 RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
2 . 2 NEW CLASSIFICATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
ARTICLE3 -UNION SECURITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
3 . 1 UNION REPRESENTATION . 0 1 0 a 0 1 9 0 d 6 & I w h 0 a I w a p 0 N 0 N 0 . . . . . . . . . . . . . . . 7
3 . 2 NONDISCRIMINATION - UNION ACTIVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
ARTICLE 4 - NO STRIKE / NO LOCKOUT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE 5 - MANAGEMENT RIGHTS AND RESPONSIBILITIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
ARTICLE 6 - UNION / EMPLOYER RELATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
6 . 1 UNION ACCESS . , , , . , . , . , , , , , , . . . . . . . . . . . . . . . 8
6 . 2 FACILITY USE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
6 . 3 STEWARDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
6A ORIENTATION , . 4 f 0 F a 0 a 9 1 0 4 9 0 q 0 0 1 0 a b a 6 4 1 1 1 1 1 . . . . . . . . . . . . . . . 9
6 . 5 BULLETIN BOARDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
6 . 6 CONTRACT DISTRIBUTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
6 .7 NEGOTIATIONS RELEASE TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
6 .8 GRIEVANCE RELEASE TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
6 .9 UNION BUSINESS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
6 . 10 BARGAINING UNIT ROSTER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
ARTICLE7 - EMPLOYMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
7 . 1 PROBATIONARY PERIODS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
7 . 3 CONTRACTORS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 1
7ASTUDENTS / INTERNS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
ARTICLE 8 - HOURS OF WORK AND OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
8 . 1 WORKDAY / WORKWEEK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
8 . 2 WORK SCHEDULES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
8 . 3 REST / MEAL BREAKS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
8AOVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
8 . 5 COMP TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
ARTICLE 9 - EMPLOYMENT PRACTICES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
9 . 1 NONDISCRIMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
9 . 2 JOB POSTING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
9 . 3 PROMOTIONS . . . . . . . . . . 14
9A PERSONNEL FILE / POLICIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
9 . 5 EVALUATIONS , I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I 1 0 1 1 1 q I I I 1 0 1 1 1 1 1 1 1 1 1 0 4 1 1 1 4 1 q 0 0 p 0 0 0 4 0 0 0 0 0 4 0 1 0 1 5
9 . 6 DISCIPLINE / CORRECTIVE ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
ARTICLE10 - SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
1 0 A DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
10 . 2 APPLICATION OF SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18
10 . 3 PROBATIONARY PERIOD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
1 0 A LOSS OF SENIORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
10 . 5 LAYOFFS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119
10 . 6 NOTICE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
10 . 7 MEETING WITH UNION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
10 . 8 AFFECTED GROUP , 0 4 p 0 0 a 0 a 0 1 0 4 0 1 0 4 0 1 1 1 0 4 1 0 1 0 0 0 a 1 0 4 1 6 9 6 0 0 a 6 0 4 a 20
10 . 9 VACANT POSITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . a 20
10 . 10 SENIORITY LIST . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
10 . 11 ORDER OF LAYOFF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
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General Services - Teamsters Union Local No . 252 and Mason County 2022-2025 Collective Bar ' in ! g Agreement
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10 . 12 COMPARABLE EMPLOYMENT . . . . . . 4 " 0 " 21
10 . 13 LAYOFF OPTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
10 . 14 REDUCTION HOURS / FTE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
10 . 15 RECALL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
10 . 16 VACATION & LEAVE CASH OUTS / PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
10 . 17 UNEMPLOYMENT CLAIMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE11 - WAGES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
11 . 1 WAGE SCHEDULE . . . . . . . . . . . @@Gemmel a 9 a Do am damaged 0 a I am 0 4 1 @felt stem Do 0 a a a 9 a am ON am * IBM * IBM GINN am Name at am Do to mama feel a 4 9 4 9 a 1 0 1 0 0 0 at on am am 0 24
11 . 2 HIRE-IN RATES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 0 24
11 . 3 SHIFT DIFFERENTIAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
ARTICLE 12 - OTHER COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
12 . 1 STANDBY / DUTY OFFICER STIPEND , a 0 4 1 0 1 0 a 0 0 4 0 1 p 0 0 0 0 a a 0 0 1 0 4 0 1 0 0 0 4 0 4 0 0 a 0 0 0 0 0 0 0 4 1 a 0 0 9 a a a 0 a 9 a 9 a a 0 1 0 1 0 0 0 1 9 6 0 0 0 1 0 24
12 . 2 CALL-BACK PAY , I I I I I I I I I I 1 0 4 0 1 0 q 0 4 0 4 0 4 0 1 a 1 0 1 0 0 4 0 1 a 1 0 0 a 0 1 0 a 0 1 0 4 0 0 0 1 0 1 0 1 0 q 0 0 0 1 4 0 a 0 0 0 0 0 0 0 0 0 1 0 a 0 a I a 0 a 0 a a a a a 1 0 1 0 0 0 1 0 a 0 p a 1 0 1 0 1 0 a 0 0 q a 4 0 q a 4 a a 1 0 25
12 . 3 WORK IN A HIGHER CLASSIFICATION , a 1 9 0 a a 1 0 0 a 4 1 0 a 0 a 0 9 a 0 a 1 0 1 0 1 0 q 0 1 0 B 0 0 1 0 0 0 0 0 a 0 a 0 , 0 a 0 a a a 0 , 0 a & a a a , 0 , 0 a 0 0 0 , 0 0 a a a , a 0 0 , 0 a a 4 4 0 q p a 0 , I a 26
12 .4 MILEAGE REIMBURSEMENT . 1 0 0 0 a 0 1 0 0 0 0 0 a 0 a p a 0 a 1 0 a 0 a 1 0 e 0 1 a 0 a 0 a 1 0 a a 1 0 1 0 9 a p a 0 1 0 1 0 1 0 a 0 a 9 6 a a 0 4 9 d a I a 4 1 4 1 4 6 a a a I a 6 a I a a 4 1 a I I a a I a a 1 0 0 0 a 0 a 0 1 6 0 26
12 . 5 LONGEVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
12 . 6 LEAD WORKER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
12 . 7 COMMERCIAL DRIVER' S LICENSE ( CDL ) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
12 . 8 CLOTHING ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
ARTICLE 13 - HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
13 . 1 HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
13 . 2 RELIGIOUS HOLIDAYS , a 0 0 1 a 9 a a a a so a be am 0 1 so at a 0 a so Do I so be of go 0 a a I am of so am 0 1 0 a 0 am Do at of of am am 1 0 so am B 0 4 64 Do a I I a Do go as am ad am go I Be 4 0 of Be so 1 27
13 . 3 HOLIDAY OBSERVANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
1 3 A HOLIDAY ON DAY OFF " 11 1 a I a I I 1 4 1 1 1 1 1 q I a I 1 4 1 1 0 1 1 a I I a I I I I I I I I I a I I I a I a I I I I I I I I I I I I a I a 0 1 1 4 1 1 1 4 0 0 a a 1 0 1 0 0 0 a a 0 0 0 9 1 4 t I 1 0 4 4 4 1 4 1 1 1 1 a I a I a I 1 1 28
13 . 5 HOLIDAY COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
ARTICLE 14 - VACATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
14 . 1 VACATION ACCRUAL , a 0 a 0 0 4 0 0 9 0 4 0 1 0 1 0 0 0 0 1 0 a B 0 1 0 a 0 a 0 0 1 0 4 0 0 0 9 0 4 0 9 4 1 0 a 0 a 0 4 0 4 0 4 0 a 4 0 a 0 4 0 a 0 a 0 a 0 a 0 a a 0 9 a 0 a B a , 0 a 0 4 a a , a a a a a a , 0 d 0 a 0 a 9 , , 0 4 4 a 0 0 0 0 p 0 4 28
14 . 2 VACATION SCHEDULING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
14 . 3 VACATION PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
14 .4 VACATION UPON TERMINATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
ARTICLE 15 - SICK LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
15 . 1 SICK LEAVE ACCRUAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
15 . 2 SICK LEAVE USAGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
15 . 3 SHARED LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
15A COORDINATION - WORKER' S COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
15 . 5 FAMILY MEMBER ' . . . . . , . , . , " I " I I I I I I I I I I I I I I , d 0 . . . 6 d a a 1 0 0 1 a 9 a 0 a a 1 0 a 0 a 9 0 1 0 0 1 0 1 0 9 0 0 0 0 a I a a a 0 a 0 a 1 0 0 a 0 6 1 0 1 1 1 1 4 1 1 1 1 1 1 1 4 1 a a I I I I I 1 4 1 0 a a a 0 a 9 a 9 a a 31
15 . 6 SICK LEAVE CASH OUT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . boodle . . . 31
ARTICLE 16 - LEAVES OF ABSENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
16 . 1 IN GENERAL . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
16 . 2 JURY DUTY / COURT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
16 . 3 MILITARY LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
16 .4 BEREAVEMENT ' , . , . , . , . , . . . . . . . . . . , a I I I I 1 4 1 a I a I a a 9 0 0 a 0 0 a 0 a a 0 a 0 0 a 0 1 0 1 9 0 9 1 0 a 1 0 0 4 0 4 a 0 0 a 0 9 0 9 a 0 0 0 a 9 0 1 0 a a 9 a a 0 a a a , a . . . a a a 0 4 s a 0 a 0 4 a a 0 a 1 9 a a a 9 0 a a a a 1 32
16 . 5 MAINTENANCE OF SENIORITY . , 11 a I I 1 4 a a 4 am be Do 0 a a go to 1 0 04 ad a I be of of * 4 04 of 0 of * 0 0 0 a a of of 1 0 1 of a 9 a a a a at 61 at 1 114 1 Ed Do 61 Do a 4 a 0 f a a at Do paI 32
16 .6 LEAVE WITHOUT PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
16 . 7 FAMILY LEAVE - FMLA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
16 . 8 MATERNITY LEAVE , a 1 0 4 0 4 04 11 a 4 0 4 am We I I I I I I I 1 11 11 1 1 1 11 11 1 11 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 , , a 0 , 6 . . . . . . . . . I I I I I I I I I p q 1 0 1 0 q 4 0 0 1 0 0 4 1 1 p 0 0 4 p 0 a I I I I I I I I I 1 1 33
16 . 9 INCLEMENT WEATHER . , 11 0 9 1 1 V 0 a I I 1 0 4 0 1 1 1 1 1 1 1 1 11 11 11 1 1 1 1 1 1 1 1 11 11 1 1 . . . . . . . . 6 . . . a d a I I I 1 11 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 0 0 0 9 0 0 0 4 0 0 1 1 4 1 1 1 1 a 1 0 1 1 1 1 1 1 1 1 1 1 1 33
16 . 10 PAID FAMILY & MEDICAL LEAVE COMPLIANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
16 . 11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE . a 0 0 0 0 0 1 p 0 1 1 1 1 1 1 4 1 0 q I I I I I I I I I 1 1 33
ARTICLE 17 - HEALTH & WELFARE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
17 . 1 HEALTH AND LIFE INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 33
17 . 2 RETIREMENT AND TEAMSTERS PENSION . I 1 0 1 1 1 1 0 1 q I q 0 a 0 a 0 1 0 a a 0 0 0 a 1 0 0 4 a 0 0 4 0 0 0 0 0 4 0 a 0 a a a 9 0 a a a a & a 4 . . . . . . . Dole . . . . . . . . . . . a 0104646 a 34
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ARTICLE18 - TRAINING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
18ATRAINING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
18 . 2 TRAINING REIMBURSEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
ARTICLE 19 — LABOR / MANAGEMENT COMMITTEES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
1961 PURPOSE OF COMMITTEE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
19 . 2 COMPOSITION OF COMMITTEE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
19 . 3 COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
ARTICLE 20 — HEALTH & SAFETY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
20 . 1 SAFE WORKPLACE ' . . " . . " , . , . , . . . . . . . . . . . . . I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I I 1 4 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 35
20 . 2 HEALTH & SAFETY PLAN , . . . . . . . . . . . . . . . a a 0 1 1 1 0 1 1 1 a 1 0 a I I I I I I w 0 1 4 0 0 0 4 4 0 1 0 4 1 1 1 . . . . . . . . . . . . . 35
20 . 3 DRUG FREE WORKPLACE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
20AWORK PLACE VIOLENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
ARTICLE 21 - GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
21 . 1 GRIEVANCE DEFINED . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 36
21 . 2 GRIEVANCE PROCEDURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
21 . 3 UNION / EMPLOYER GRIEVANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38
21 A SCHEDULE OF MEETINGS , I I I I I I I I I I I I I I 1 0 1 0 0 1 0 1 0 a 1 0 4 0 0 1 a 1 0 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 a a I I a I I I I I I a I I w I I I w 0 0 4 0 0 w 0 a 0 4 0 0 1 w 4 0 1 1 . . . . . . . . . . 38
ARTICLE 22 - GENERAL PROVISIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
22 . 1 SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
ARTICLE 23 — ENTIRE AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
23 . 1 DURATION CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
23 . 2 ENTIRE AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
SIGNATURES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
APPENDIX I - WAGE TABLES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
ORIGINAL
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PREAMBLE
Mason County , a political subdivision of the State of Washington , hereinafter referred to as the
" County " or " Employer , " and Teamsters Union Local No . 252 , hereinafter referred to as the " Union , "
do hereby enter into this Agreement . The Employer and the Union agree that the effective , efficient
and uninterrupted performance of governmental service to the community is their common objective .
In order to assist them in achieving that objective , this Agreement represents the establishment of
fair and reasonable compensation and working conditions for the employees in this bargaining unit
through the collective bargaining process . The Employer and the Union recognize that the success
of these objectives depends upon the Employer ' s success in establishing the service , upon the
ability and creative contributions of the employees , and upon the joint efforts of both parties in
improving the service . Therefore , the Employer and the Union encourage , to the greatest degree
possible , friendly and cooperative relations between their respective representatives at all levels
and among all employees .
ARTICLE 1 — DEFINITIONS
As used herein , the following terms shall be defined as follows :
1 . 1 Bargaining Unit ( Union ) shall be Teamsters Union Local No . 252 .
1 . 2 Employer shall mean the Board of Mason County Commissioners .
1 . 3 Employee shall mean a person occupying a position and paid a salary or wage by the
Employer and who is represented by the bargaining unit ( as defined in Article 2 . 1 hereof)
covered by this Agreement . Employee shall not include any person retained by the
Employer under a written personal services or consultant contract or agreement .
1 . 4 Executive , Administrative , and Professional Employees shall mean all employees as defined
in WAC 296 - 128 - 500 ,
1 . 5 Job classifications and salary steps are listed and categorized in Appendix A of this
Agreement .
1 . 6 " Immediate Family" shall be defined as persons related by blood , marriage , or legal adoption
in the degree of relationship of grandparent , parent , wife , husband , brother , sister , child
biological , adopted , or foster child , a stepchild , a legal ward , or a child of a person standing
in loco parentis who is under eighteen years of age ; or eighteen years of age or older and
incapable of self- care because of a mental or physical disability , grandchild , domestic
partner ( state registered ) , in compliance with WAC 296 - 130- 030 and RCW 49 . 12 . 270 ( or
subsequent statutes ) and other persons with the approval of the Elected Official /
Department Head or designee .
11 Overtime shall mean all Employer- approved work which has been performed in excess of
their scheduled work- day or in excess of forty hours per week , consistent with Article 6 . 4 .
1 . 8 Promotions , Transfers and Demotions defined and distinguished :
a . Promotion is a change of an employee from a job classification to a different job
classification which is compensated at a higher salary range .
b . Transfer is a change of an employee from a job classification to a different job
classification which is compensated at the same salary range .
c . Demotion is a change of an employee from a job classification t a different job
classification which is compensated at a lower salary range . gC1Ir
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169 Vacation shall mean a scheduled workday or accumulation of scheduled work days on which
an employee may , by pre- arrangement , continue to receive the regular rate of compensation
although he or she does not work .
1010 Day shall mean for the purpose of timelines associated with grievances , appeals and policy
issues , shall mean a calendar day .
loll "Anniversary Day of Pay " shall mean the day of your step increase depending on the day of
hire or promotion that takes place within the same pay period of anniversary date . The
actual day of pay increase shall be the 1 st or the 16th of the month , depending on the date of
the anniversary day ( e . g . if an employee ' s anniversary date is on January 14 , the pay
increase will take effect January 1 ) .
ARTICLE 2 — RECOGNITION
2 . 1 RECOGNITION
The Mason County Board of Commissioners for MASON COUNTY recognizes that the Teamster
Union Local No . 252 , Centralia , Washington , has the right to bargain for all full -time and regular
part-time employees of the Mason County departments of Parks , Public Works/ Utilities and Waste ,
Community Development , Health Services ( excluding employees represented by the Personal
Health Services bargaining unit) and Buildings and Grounds Maintenance , excluding : supervisory
employees , confidential employees , and employees participating in a job school program from
Mason County high schools or , by mutual agreement , from any accredited college or vocational
school , which shall be coordinated with the student ' s academic schedule , under the conditions set
forth in the Washington State Public Employee ' s Collective Bargaining Act of 1967 .
All collective bargaining with respect to wages , hours and working conditions shall be conducted by
authorized representatives of the Union and authorized representatives of the Employer. Agreements
reached between the parties of this Agreement shall become effective only when signed by the
authorized representatives of the Union and by the Board of Mason County Commissioners .
12 NEW CLASSIFICATIONS
When new Regular or Temporary positions are created within the Departments represented or the
classifications listed in Appendix I , the Union will be notified of the pending action prior to hire .
When existing classifications are substantially modified within the Departments represented or the
classifications listed in Appendix I , the Union will be notified of the pending action within ten ( 10)
working days of the date that the position is first posted / advertised or the proposed effective date
of the action that would change the status of the classification .
It is mutually agreed that it is the intent of the parties to meet , upon request by either party , in order
to include or exclude new or modified positions in the bargaining unit consistent with the duties ,
responsibilities , and organizational level of the classification .
The parties agree that new classification ( s ) designated and approved by the Employer to be within
the non - represented pay plans shall be excluded from the bargaining unit , absent a request to meet
within thirty ( 30 ) calendar days . Existing bargaining unit classifications shall remain within the
bargaining unit absent a mutual agreement by the parties or a decision by the Public Employment
Relations Commission ( PERC ) .
If either party disagrees with the pay plan designation for a new or reclassified position , the parties
recognize the determination of whether the position is included within the bargaining unit may be
reviewed by PERC upon petition by either party orjointly . Should PERC determine the classification
to be included in the bargaining unit , the position shall be placed within the Union salary schedule
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at the appropriate rate of pay and at a step arrived at either by mutual agreement / negotiation or
PERC ruling .
ARTICLE 3 — UNION SECURITY
3 . 1 UNION REPRESENTATION
a . It is mutually agreed that only Union members of this unit shall engage in active
participation in Union affairs of this unit or serve in a role of leadership of the unit such as :
serving as a delegate or representative , serving on negotiating or other Union
committees , or participating in other similar activities to the interest of the unit .
b . Within ninety ( 90 ) days of the new employee ' s start date , the Union shall have
no less than thirty ( 30 ) minutes during the employee ' s work hours to present
information about the Union . The Union will explain that it is the designated as the
exclusive representative for all employees covered under the Collective Bargaining
Agreement , The Union shall inform each new employee that membership in the Union is
voluntary and only when an employee clearly and affirmatively consents to joining the
Union may the Union collect fees . In addition , the Union shall explain to the new employee
the rights and the benefits the employee would forgo by being a non - member .
c . The Union agrees to accept employees as members without discrimination as to race ,
color , creed , sex , sexual orientation , national origin or physical , sensory or mental
disabilityor protected classes under the law .
d . The Employer will provide for payroll deduction of Union dues and initiation fees upon
authorization by the employee . Payroll deduction authorization cards must be received
by the County department by the fifteenth ( 15th ) day of the month to be recognized as
effective for that month . The County will transmit to the duly designated officer of the
Union the total amount so deducted together with the list of names of the employees
from whose pay deductions were made . All refunds of such deductions which may be
required to be made to any employee shall be made by the Union , and the Union shall
settle all questions , and disputes between it and its members with reference to the
deductions or refunds of the like without recourse to the County .
e . The Employer will distribute one copy of this Agreement to each employee in the unit and
to each newly hired employee of the unit . The cost of printing this Agreement shall be equally
shared between the Department and the Union .
f. The Union agrees to supply the Employer with lists of officers of the Union and
representatives and to keep such lists current . The Employer will recognize the officers
and representatives , or shop stewards .
g . Signatory organization will indemnify , defend , or hold the Employer harmless against any
claims made and against any suit instituted against the County on account of any check-
off of dues for the Union organization . The Union agrees to refund to the County any
amounts paid to it in error on account of the check- off provisions upon presentation of
proper evidence thereof by the County .
3 . 2 NONDISCRIMINATION — UNION ACTIVITY
Neither party shall discriminate against any employee because of membership in or non -
membership in or activity on behalf of the Union . No employee shall be discharged or discriminated
U I
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against for upholding Union principles , fulfilling duties as a Steward in the Union or serving on a
Union committee .
ARTICLE 4 - NO STRIKE / NO LOCKOUT
The Union agrees that there shall be no strikes , slow- downs , or stoppage of work , or any
interference with the efficient operation of the Department . Any such action shall be subject to
disciplinary action , including termination and replacement of the involved employees . The Employer
shall not lockout any employee during the life of this Agreement .
ARTICLE 5 — MANAGEMENT RIGHTS AND RESPONSIBILITIES
Except as specifically abridged , granted , delegated or modified by this Agreement , including
amendments , the County reserves all customary management prerogatives including , but not limited
to the right to :
A . Establish , plan for and direct the work force toward the organizational goals of County
government .
Be Determine the organization and merits , necessity , and level of activity or service
provided to the public .
C . Determine the County budget and financial policies , including accounting procedures .
D . Determine the procedures and standards for hiring , promotion , assignment , transfer ,
layoff, discipline , and retention .
E . Discipline employees for just cause .
F . Determine the methods , means , equipment , and kinds and number of personnel
required to accomplish the governmental operations and maintain the efficiency
thereof.
G . Assign work and schedule employees .
H . Establish work rules and rules of conduct .
I . Evaluate employee performance .
J . Reduce staff or reduce working hours due to a lack of work or lack of funds .
K. Take all actions necessary to carry out the mission of the County in emergencies .
The Parties recognize that RCW 41 . 56 may impose an obligation to negotiate changes in wages ,
hours and working conditions not covered by this Agreement .
The Union recognizes the County' s right to manage subject only to the terms and conditions of this
Agreement .
ARTICLE 6 — UNION / EMPLOYER RELATIONSRtGINA
6 . 1 UNION ACCESS
Employees shall have the right to Union representation . The Union ' s authorized staff representatives
shall have access to the Employer' s premises where employees covered by this Agreement are
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working for the purpose of investigating grievances and contract compliance , after notifying the
Employer . Access for other purposes shall not be unreasonably denied by the Employer , provided
however , that there is no serious or prolonged interruption of the Employer' s working
schedule . Such visits shall not interfere with or disturb employees in the performance of their work
during working hours .
6 . 2 FACILITY USE
The conduct of Union business on Employer time and premises shall be subject to the limitations
set forth in this Article and with the understanding that no Union member or Steward shall use
Employer ' s equipment in the conduct of Union business .
The Union shall be permitted to use designated premises of the Employer for Union meetings , with
or without Union staff present , provided it is not disruptive to operations and space is available .
Use of Employer' s premises for meetings shall be limited to the hours of 5pm to 8am and 12pm to
1 pm , unless otherwise approved by the Employer .
6 . 3 STEWARDS
The Union may designate Shop Stewards and alternates . Stewards shall be allowed reasonable time
during working hours to investigate and process grievances . Prior to undertaking such grievance
duties , the Stewards shall inform their supervisor of the need to be away from their work . The
Department shall grant the Steward ' s request unless the Stewards cannot be spared at that particular
time . If such is the case , then Stewards shall be allowed time to perform their Stewards duties at the
earliest possible time .
The Union shall provide the Human Resources Department with a current list of all Stewards . With
notice to the Employer, Stewards shall be allowed reasonable time during working hours to
investigate and process grievances , as defined in Article 6 . 8 , 6 . 9 and 21 . 4 .
Union activities other than those provided for in this Article are to be conducted on the employee ' s
own time ; e . g . lunch or coffee breaks , before or after work . Employees shall attend Union meetings
on their own time .
6 . 4 ORIENTATION
Human Resources will notify the shop steward and Union representative of each new hire within ten
( 10 ) business days of the date of hire .
605 BULLETIN BOARDS
The Employer will provide a bulletin board for Union use . No materials shall be posted except
notices of meetings and elections , results of elections , changes in Union by- laws , notices of
employee social occasions , similar Union notices , letters , and memoranda . Union will limit the
posting of any material on the Employers ' premises to its bulletin board .
606 CONTRACT DISTRIBUTION
The Union will provide access to a copy of this Agreement to each new and current employee in the
unit .
61 NEGOTIATIONS RELEASE TIME
The Employer will make a good faith effort to assist in providing release time for Union negotiating
team members participating in contract negotiations if negotiations take place on work time ,
provided that coverage can be arranged , and it will not create overtime . CC I OAtl
6 . 8 GRIEVANCE RELEASE TIME ItIJI1 `� .1
� -
Prior to any proposed investigation of a grievance , Stewards provide notice to their and the
grievant ' s supervisor , which will be granted unless the Stewards or the grievant is working on
General Services - Teamsters Union Local No . 252 and Mason County 2022 -2025 Collective Bargaining Agreement
Page 9
something that requires immediate attention . If permission cannot be immediately granted , the
Employer will arrange to allow investigation of the grievance at the earliest possible time . When it
is necessary for Stewards to conduct Union business authorized by this Agreement in an area or
on a shift other than their own , they shall notify the supervisor of that area or shift of their presence
and of the nature of their business . No compensation shall be provided by the Employer for such
Stewards activities outside the employee ' s work shift , without express pre - authorization by the
Steward ' s Department Director or Human Resources .
6 . 9 UNION BUSINESS
Compensable Union business shall be defined as meeting with an authorized Employer
representative who schedules a meeting during normal business hours when it is necessary for a
duly authorized Steward of the Union (who is also a member of the bargaining unit) to attend for the
purpose of resolving a grievance filed by a member of the bargaining unit , or other issues that
require the presence of a Union official . When reasonably possible , the Union representative will
notify their Supervisor or designee when they are requested to attend a Union meeting during
regular business hours . Consistent with Articles 6 . 3 , 6 . 8 and 21 . 4 , Stewards shall be afforded
reasonable time for the investigation of grievance and compliance issues dealing with this
Agreement . Other Union business will not be conducted on Employer time .
Any concerns by the Employer which indicate that a Stewards is spending an unreasonable amount
of time performing Union duties shall be referred to Human Resources for discussion and resolution
with the Staff Representative of the Union or their designee .
The Union and the Employer have the right to communicate on matters of concern using e- mail ,
written correspondence , and telephonic communications . The Parties agree to ensure that all
respective stakeholders are notified and copied appropriately . The parties agree to respond to
written and e- mail correspondence and telephonic messages as soon as reasonably possible .
6 . 10 BARGAINING UNIT ROSTER
The Auditor' s Office will provide the Union with a list of all employees within the bargaining unit on an
annual basis . The Auditor will also provide to the Union President/Shop Stewards the name and other
pertinent information regarding new hires .
The Union agrees to supply Human Resources with current lists of Stewards . The Employer will
recognize the Stewards as soon as the list is received , in writing , by Human Resources .
ARTICLE 7 — EMPLOYMENT
7A PROBATIONARY PERIODS
All newly hired employees will serve an initial probationary period of six (6) months . A probationary
period may be extended by the Employer with written notice to the employee and the Union . A
probationary employee does not have the right to grieve dismissal .
Trial Service Period - Employees who are transferred or promoted to another position and/or
classification in the bargaining unit shall serve a trial service period for three (3 ) months of work,
consistent with Article 9 . 3 .
7 . 2 TYPES OF EMPLOYMENT (NOTE: BENEFITS ELIGIBILITY MAY NEED REVISED PER ACA AND TEAMSTERSTRUSTRULES)
7 . 2 . 1 REGULAR FULL-TIME EMPLOYEES :
A regular full -time employee is scheduled to work forty (40) hours per week in a regularly
budgeted , on -going position . Regular Full -Time employees are eligible to receive the
standard benefit package . ((rr YY
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7 . 2 . 2 REGULAR PART -TIME EMPLOYEES :
A regular part-time employee typically is scheduled to work a minimum of twenty ( 20 ) hours
per week but no more than forty (40 ) hours per week in a regularly budgeted , on - going
position . Regular Part-Time employees are eligible to receive the standard benefit package ,
prorated to match the FTE percentage and adjusted by actual hours worked . Medical
benefits are consistent with Article 17 . 1 .
7 . 2 . 3 TEMPORARY EMPLOYEES :
A temporary employee is hired for a specific assignment or project that has a duration of
employment and schedule that is anticipated to work one thousand and forty ( 1 , 040 ) hours
or more in a twelve ( 12 ) month period .
A temporary employee is eligible for the standard benefits package , prorated to match the
anticipated FTE percentage and adjusted by actual hours worked . Medical benefits are
consistent with Article 17 . 1 if Part-Time Temporary .
If a regular employee accepts an assignment of a temporary position , that employee will be
eligible for return rights to their former position upon completion of the specific assignment
or term of the temporary employment or upon twenty ( 20 ) calendar days ' notice from the
Employer or 30 calendar days ' notice from the employee , whichever is earlier . The regular
employee shall continue to earn seniority as to their former position during the period of the
temporary position assignment . Any new- hire employee who is hired to fill the vacancy ,
which was created by the regular employee accepting a temporary position , will also be hired
as a temporary employee and that employee will cease to have employment rights upon the
return of the regular employee to the former position .
Employees in temporary positions serve an anticipated but not guaranteed term . While a
term of employment is anticipated , the assignment / project may be terminated at any time
for any reason , with or without notice .
Temporary employees are not eligible for bumping , seniority and longevity .
7 . 2 . 4 EXTRA HELP / ON - CALL EMPLOYEES :
An on - call / extra help employee works in a limited , but on -going capacity . They do not have
a specific end date . Their schedule may consist of an intermittent or varying schedule per
week on an as needed basis , and are anticipated to work fewer than one thousand and forty
( 1 , 040 ) hours within a twelve ( 12 ) month period . They are not eligible for the benefits
package .
7 . 2 . 5 SEASONAL EMPLOYEES :
A seasonal employee works for a specific amount of time and is not anticipated to meet or
exceed one thousand and forty ( 1 , 040 ) accumulated hours in a twelve ( 12 ) month period . A
seasonal employee is not eligible to receive the benefits package .
7 . 3 CONTRACTORS
The Employer will make good faith efforts to limit bargaining unit work to employees covered by this
Agreement .
Should the Employer consider Subcontracting , the parties shall meet to allow the Union an opportunity
to review the County ' s financial reasons for considering subcontracting and to present any alternative
means of cost-savings besides subcontracting for the County to consider . If the County determines
that subcontracting is necessary , the County shall negotiate with the Union the effects of
subcontracting upon members of the bargaining unit . ��RnJj�r
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7 . 4 STUDENTS / INTERNS
Student and Internship programs may be created by the employer provided such does not take work
away from budgeted classifications represented by the Union , the Union is provided notice and ,
upon request by the Union , the Employer meets with the Union to discuss the impacts and benefits
of the program .
ARTICLE 8 — HOURS OF WORK AND OVERTIME
8 . 1 WORKDAY / WORKWEEK
The workweek shall normally consist of five ( 5 ) workdays within a seven ( 7 ) consecutive day period
beginning Sunday at 12 : 00 a . m . through Saturday 11 : 59 p . m . The assignment of workdays and
work schedules shall be determined by the Employer in order to meet business and customer
service needs or in response to budgetary demands
Changes in work schedule , which may include changes in the schedule or total hours , shall be
consistent with Article 8 . 2 .
8 . 2 WORK SCHEDULES
For regular full -time employees , the workweek shall normally consist of forty (40 ) hours of time
scheduled within a seven ( 7 ) consecutive day period . Work hours for full -time employees covered by
this Agreement shall normally be 8 : 00 a . m . to 5 : 00 p . m . , unless a County Office or Department
establishes an alternate work schedule as described below :
A . The regular workweek shall normally consist of five ( 5 ) consecutive workdays , Monday
through Friday .
Be The County may modify the regular workweek to support special purposes at specified
periods of time (for instance parks , facilities , utilities , health , etc . ) , provided employees
receive at least five ( 5 ) working days ' notice of the schedule change .
C . The Employer may change employee work schedules with five ( 5 ) working days ' notice
to the employee and their Union representative . Less than five ( 5 ) working days ' notice
may be given if mutually agreed between the employee and the Employer .
D . Hours shall be extended outside of normal business hours as necessary to
allow for the uninterrupted and efficient operation .
Flex Time : Flexible starting and /or quitting times may be adopted , on a case - by - case basis , with
mutual agreement between the employee and their Employer . These work schedule adjustments
shall not result in the application of the overtime provisions .
Alternate Work Schedule : Workweeks and work shifts of different numbers of hours and/or workdays
may be established by the Department Head in order to meet business and customer service needs ,
or in response to budgetary demands . Employees may be assigned to an alternate work schedule
with five ( 5 ) working days ' notice from the Department Head . An employee may request to work an
alternate work schedule , which shall be subject to the approval of the Employer . The alternate work
schedule shall not result in the application of the overtime provisions .
8 . 3 REST / MEAL BREAKS
Employees may be allowed up to a one ( 1 ) hour unpaid lunch period as approved and scheduled
by the Employer. Employees are entitled to take one ( 1 ) fifteen - minute break for every four (4 )
hours worked . Breaks should be arranged so that they do not interfere with County business or
service to the public . Lunch periods and breaks shall not be combined and they may not be used
to shorten an employee ' s workday . Solid Waste Attendants assigned to remote +work locations who
General Services - Teamsters Union Local No . 252 and Mason County 2022-2025 Collective Bargaining Agreement
Page 12
are not relieved for lunch shall be provided with a paid one - half ( 1 /2 ) hour lunch period at
approximately midway through the workday . This meal period shall be scheduled so that service to
the public is not impaired .
8 . 4 OVERTIME
Any employee in a paid status for at least eight (8 ) hours and beyond their scheduled work- day , or
who works more than forty (40 ) hours in a workweek shall be compensated at the rate of one and
one - half ( 1 1/2) times their straight-time hourly rate for all such overtime hours worked . An employee
assigned to work on a Sunday or on a Holiday , when it is not within the employee ' s usual work
schedule , shall be compensated at a rate of two (2 ) times their straight-time hourly rate for all hours
actually worked , in addition to any Holiday Benefit pay . All overtime must be pre - approved by the
Employer . If the workweek includes sick and/or vacation leave hours , no overtime will be paid ,
unless the sick and/or vacation leave was preapproved .
Upon a request to work beyond the regular workday or workweek , by mutual agreement , the parties
may agree upon an adjusted work-week for that specific workweek , for purposes of employee
convenience and to avoid overtime .
8 . 5 COMP TIME
The Employer may authorize comp time in lieu of overtime compensation and , if so , the employee
shall receive comp time at the rate of one and one - half times their straight-time hourly rate for all
overtime hours worked . Comp time earned may not exceed eighty ( 80 ) hours at any point in time .
Employees shall receive overtime compensation whenever their accrued comp time reaches the
eighty ( 80) hours maximum . For employees hired on or after January 1 , 2020 , no rollover comp
time can be banked , and the allowed eighty ( 80 ) hours of accrued comp time must be used by the
end of each year . If the employee does not use all their accumulated comp time by the end of the
year, they will receive a payout for the unused comp time on the December 25 payroll check . Upon
approval by the County , the employee may be permitted to cash out all or part of the excess comp
time .
The scheduling of comp time off shall be requested and approved in the same manner as vacation
leave .
Compensation shall not be paid ( nor comp time earned ) more than once for the same hours under
any provision of this Article or Agreement . Premium or overtime pay shall not be duplicated or
pyramided unless required by the Fair Labor Standards Act , in which case premium or overtime pay
shall be based on the employee ' s regular rate of pay .
Unless there are bona fide work requirements , authorized overtime work opportunities shall be
distributed as equally as possible , in inverse order of seniority within job classifications . Employees
may decline voluntary overtime opportunities .
ARTICLE 9 — EMPLOYMENT PRACTICES
981 NONDISCRIMINATION
Under this Agreement , neither party will discriminate against employees on the basis of race , sex ,
age , marital status , color, creed or religion , national origin , political affiliation , veteran status , sexual
orientation , or any real or perceived sensory , mental or physical disability , or because of
participation in or lack of participation in union activities . Bona fide occupational qualifications based
on the above traits do not violate this Section .
Sexual harassment will be considered discrimination under this Article . UR161NAL
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Disputes involving this Article may be processed through an appropriate agency and /or the grievance
procedure ; however , use of the grievance procedure is encouraged prior to the initiation of any other
official action involving such a dispute when the action is originated by the Union or members thereof.
Whenever words denoting gender are used in this Agreement , they are intended to apply equally to
either gender .
902 JOB POSTING
When a job opening or vacancy in the bargaining unit occurs , notice of such position shall be posted
by the Human Resources Department for a period of no less than seven ( 7 ) calendar days before
the position is filled . The posting shall indicate the salary range for the position , the required or
preferred minimum qualifications and/or experience , the Department to whom the position will report
and the application process . Union positions will be identified as such .
It is the Employer ' s interest to fill positions with the most qualified individuals who apply . While
qualified employees within the bargaining unit shall be given first consideration for a position .
963 PROMOTIONS
Promotions , Transfers and Demotions defined - As used in this Article the following terms mean :
A ) Promotion is a change of an employee from a job classification to a different job
classification which is compensated at a higher salary range .
B ) Transfer is a change of an employee from a job classification to a different job
classification which is compensated at the same salary range .
C ) Demotion is a change of an employee from a job classification to a different job
classification which is compensated at a lower salary range .
Employees who are reclassified , promoted or transferred may serve a trial service period of up to
three ( 3 ) months . Employees may elect to revert to their previous job classification and position within
thirty ( 30 ) calendar days of the effective date of their reclassification , promotion or transfer. After thirty
( 30) days , if the employee is unsuccessful in the new position , the employee shall be returned to his
or her previous position only if it is vacant ( i . e . an offer of employment has not been extended ) . If the
position is not vacant or if it has been abolished , the employee will be laid off in accordance with Article
8 , Seniority except that the employee shall not be eligible to exercise the bumping provision .
Employees on trial service shall be paid the appropriate established salary for that position and if
reverted , either voluntarily or by the Employer , will return to their previous salary ( including any
adjustments due , e . g . , salary increase , step increases , etc . ) .
904 PERSONNEL FILE / POLICIES
Unless otherwise provided by the terms of this Agreement , the Employer Administrative and
Personnel Policies shall apply to members of this bargaining unit . Employees shall also refer to
Employer policies to resolve matters not covered by this Agreement or for clarification of matters
covered by this Agreement . However , where there is a conflict between Employer policies and any
provisions of this Agreement , the provision ( s ) of this Agreement shall govern .
The official personnel file for each employee shall be clearly identified as such and the Human
Resources Department shall be the custodian of such files . The files shall be locked , and access shall
be limited to the employee ' s Department Head or anyone designated by the Employer to act on their
behalf, and staff in the Human Resources Department . An employee may examine their own
personnel file by making an appointment with Human Resources . Representatives of the employee
may be granted access with the written authorization of the employee , except as authorized by law .
Conditions of hiring , termination change in status , shift , evaluations , commendations and
disciplinary actions shall be in writing with a copy to the Employee prior to placement in their
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Page 14
personnel file . The Employer' s failure to abide by this Article pertaining to personnel file access
shall not affect the Employer ' s ability to proceed with the merits of discipline or discharge but may
be a separate Union grievable matter and any grievance time - lines will be correspondingly
extended .
Employees shall have the right to provide a written response to any written evaluations or
disciplinary actions to be included in the personnel file . Upon approval of the Human Resources
Department , employees may add additional documents to their personnel file including , but not
limited to , certifications , degrees , and commendations .
Medical files shall be kept separate and confidential in accordance with state and federal law .
9 . 5 EVALUATIONS
The purpose of evaluation is to help an employee be successful in performance and to understand
the standards and goals of their position and their Department . The evaluation will assess and
focus on the employee ' s accomplishment of their job functions and the goals and standards of the
position . Where the employee does not meet the above , a plan for correction , training or support
should be developed with the employee .
Evaluation may occur in two forms :
a . All regular employees should be formally evaluated in writing by their immediate supervisor
and /or Department head or designee during the probationary or trial service period and at
least annually ( at date of hire or a common date) thereafter .
b . Additionally , evaluation of job performance may occur at any time and on an ongoing
basis . Evaluation may occur in various ways and may include coaching , counseling or
written assessment .
The evaluation process shall also include a review of the current job description .
Evaluation shall not , by itself , constitute disciplinary action — disciplinary action must be specifically
identified as such , in writing , consistent with Article 9 . 6 .
Employees will be given a copy of the evaluation . Employees will be required to sign the evaluation ,
acknowledging its receipt . Evaluations are not grievable , however , employees may elect to provide
a written response to the evaluation , which will be retained with the evaluation in the employee ' s
personnel file .
9 . 6 DISCIPLINE / CORRECTIVE ACTION
The Employer agrees to act in good faith in the discipline , dismissal or demotion of any regular
employee and any such discipline , dismissal or demotion shall be made only for just cause . No
employee shall be discharged except for just cause . The parties recognize that just cause requires
progressive discipline . Progressive discipline may include :
• oral warnings , which will be documented ;
• written warnings — which may also include work performance improvement or corrective
action plan for poor work performance or misconduct ,
• suspension without pay ;
• demotion ; or
• discharge .
utffi V
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The intent of progressive discipline is to assist the employee with performance improvement or to
correct misconduct . Progressive discipline shall not apply where the offense requires more serious
discipline in the first instance . Both the sequencing and the steps of progressive discipline are
determined on a case- by- case basis , given the nature of the problem .
All disciplinary actions shall be clearly identified as such in writing . The employee will be requested
to sign the disciplinary action . The employee ' s signature thereon shall not be construed as
admission of guilt or concurrence with the discipline , but rather shall be requested as an
acknowledgement of receipt . Employees shall have the right to review and comment on disciplinary
actions in their personnel file .
A copy of all disciplinary notices shall be provided to the employee before such material is placed
in their personnel file . Employees disciplined or discharged shall be entitled to utilize the grievance
procedure . If, as a result of the grievance procedure utilization , just cause is not shown , personnel
records shall be cleared of reference to the incident , which gave rise to the grievance .
The Employer will notify the Union in writing within three ( 3 ) working days after any notice of
discharge . The failure to provide such notice shall not affect such discharge but will extend the
period within which the affected employee may file a grievance .
The Employer recognizes the right of an employee who reasonably believes that an investigatory
interview with a supervisor may result in discipline to request the presence of a Union representative
at such an interview . Upon request , they shall be afforded a Union representative . The Employer
will delay the interview for a reasonable period of time in order to allow a Union representative an
opportunity to attend . If a Union representative is not available or delay is not reasonable , the
employee may request the presence of a bargaining unit witness . (Weingarten rights)
Employees shall also have a right to a notice and a determination meeting prior to any disciplinary
action (except oral warning ) . The Employer must provide a notice and statement in writing to the
employee identifying the performance violations or misconduct alleged , a finding of fact and the
reasons for the proposed action . The employee shall be given an opportunity to respond to the
charges in a meeting with the Employer , and shall have the right to Union representation during that
meeting , upon request . ( Loudermill rights)
The Employer shall endeavor to correct employee errors or misjudgments in private , with
appropriate Union representation if requested by the employee .
Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such
action as to any post- probationary employee was for just cause . Just cause shall be established if
the following has been shown by the Employer :
1 . Notice : That the Employer did forewarn employee of possible consequences of conduct ;
2 . Reasonable Rule or Order : That the Employer policy , rule , or order involved reasonably
related to the orderly , efficient , or safe operation of the Employer;
3 . Investigation : That before administering discipline , the Employer did make an effort to
discover whether employee did , in fact , violate or disobey an Employer policy or rule ;
4. Fair Investigation : That the Employer conducted its investigation objectively ;
5 . Proof: That , in the investigation , the Employer did obtain evidence or proof that the
employee violated such Employer policy or rule ;
LJ ORIGIM
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6 . Equal Treatment : That the Employer applied its rules , orders , and penalties
evenhandedly and without discrimination under the circumstances ; and
7 . Penalty : That the degree of discipline was reasonably related to the seriousness of the
offense and /or the employee ' s record .
ARTICLE 10 — SENIORITY
10 . 1 DEFINITIONS
Office/Department Seniority : the service time spent in each individual Elected Official ' s Office or
Department within the bargaining unit .
Employer/County Seniority : the total unbroken services with Mason County . An employee ' s County
seniority shall be established as the initial date of hire , upon completion of the original six (6) month
probationary period .
Bargaining Unit Seniority : the total length of continuous calendar- based service with the Employer
and in the bargaining unit .
Seniority shall be established upon appointment to a regular full -time or part-time , budgeted position
within the bargaining unit . No seniority shall be established while an employee is employed in
Seasonal or Extra Help/On - Call position . Time in service in a Temporary position shall count for
leave accrual or step movement purposes only . A Temporary employee or a Regular employee in
a Temporary position who is hired without a break in service directly into a Regular position in the
same classification shall be credited for Office / Department Seniority from the original date of hire
into that classification . The appointment date shall be adjusted for leaves of absence without pay ,
except when such leaves are the result of federal or state legally protected leaves .
Other Definitions :
10 . 1 . 1 Application of Seniority
How an employee ' s years of continuous service are utilized to determine their respective rights
in regard to postings , promotions , reassignment , transfer, layoff, or recall .
10 . 1 . 2 Continuous Service
Means uninterrupted employment with the Employer subject to the following provisions :
1 . Continuous calendar- based service shall include uninterrupted employment .
2 . Continuous service is terminated by resignation , termination , retirement , layoff or
failure to respond to two offers of recall to former or comparable employment .
10 . 1 . 3 Layoff
A layoff is identified as the anticipated and on - going or prolonged reduction in the number of
full -time equivalent ( FTE ) positions or in the number of partial FTEs within the Employer or
within a job classification covered by this Agreement . A reduction in force in a classification
may occur for reasons of lack of funds , lack of work , efficiency or reorganization . Reductions
in force are identified by classification within the affected Office or Department .
10 . 1 . 4 Affected Group / Employees
An Affected Group would be any job classification that is subject to a layoff. An Affected
Employee would be the least senior employee ( s ) within an affected job classification which
are subject to lay- off or reduction in force and have certain rights as a result . Ali
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10 . 1 . 5 Layoff Alternatives
A number of alternatives exist for affected employees including :
1 . Assume a vacant position - per Article 10 . 13 . 1
2 . Bump - displacing a less senior employee
3 . Recall - accepting unemployment and the option of future recall
10 . 1 . 6 Bumping
The displacement of a less senior regular employee by another regular employee with more
seniority in the classification .
10 . 2 APPLICATION OF SENIORITY
In the event of reassignment , transfer , layoff, or recall , seniority shall be the determining factor
where employees are equally qualified to do the job .
Seniority shall be applied in the following manner :
For purpose of promotions and/or layoffs from within a department , seniority shall mean that time
spent in each individual department within the bargaining unit .
For all other purposes , seniority means total unbroken service with Mason County .
An employee ' s County seniority shall be established as the initial date of hire upon completion of the
original six (6 ) month probationary period .
10 . 2 . 1 Postings / promotions
In regard to job postings , promotion and reassignment , " qualifications " and/or " ability " will be
the primary consideration , with such posting or promotion being consistent with Article 7 and
this Article . Qualifications will include the minimum qualifications of education , training and
experience as set forth in the job description , as well as the job performance , ability ,
employment record and contribution to the needs of the Department .
10 . 2 . 2 Layoffs
Total Office / Department Seniority shall determine who is to be laid off within the selected
classification ( affected group) and within the Office or Department . The least senior regular
employee (s ) within the classification shall be the affected employee ( s) . In the event of two
employees having the same Office / Department Seniority , bargaining unit seniority shall be
determinative . In the event of two employees having the same bargaining unit seniority ,
Employer seniority shall be determinative . In the event of two employees having the same
bargaining unit seniority and Employer seniority , a coin will be flipped to determine the tie
breaker.
10 . 2 . 3 Bumping
As to bumping , the employee ' s " competence " and the ability to adequately perform the
unique functions of the job assignment will be the primary consideration , applied in
accordance with seniority . Competence / Ability to adequately perform will be defined as
the immediate , clear and full performance on the job , with a minimal period of orientation
and no material reduction in the efficiency of the operation or services , as determined by the
Employer .
10 . 2 . 4 Recall
Seniority shall be determinative in the identification of which employee is to be recalled ,
when there are more than one who is qualified and/or have previously performed a
position . In the event that an employee is being recalled to a new position , the employee ' s
qualification and the ability to adequately perform the unique functions of the job assignment
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will be the primary consideration , applied in accordance with seniority , consistent with Article
10 . 2 . 3 ,
10 . 3 PROBATIONARY PERIOD
Upon successful completion of the probationary period , the Employer seniority of the Regular
employee shall be established as the initial date of hire including the service during the probationary
period . Department seniority shall then be based on continuous service with the Department .
10 . 4 LOSS OF SENIORITY
Seniority shall terminate by discharge from service or by voluntarily leaving County service ; provided
that employees on lay- off status retain the seniority they had at time of lay- off for eighteen ( 18 ) months
from date of layoff. An employee , therefore , will lose seniority rights by and /or upon :
• Resignation .
• Discharge .
• Retirement .
• Layoff / Recall list of more than eighteen ( 18 ) consecutive months .
• Failure to respond to two offers of recall to former or comparable employment .
Employees who are re - employed following the loss of their seniority , shall be deemed a newly- hired
employee for all purposes under this Agreement , except as provided in the following : if an employee
is laid off or resigns in good standing after working at least twelve ( 12 ) consecutive months , and is
thereafter re- employed within twelve ( 12 ) months , the employee will , upon successful completion of
the probationary period , regain the seniority that they had as of the effective date that the employee
resigned .
10 . 5 LAYOFFS
A layoff is identified as the anticipated and on -going or prolonged reduction in the number of full -
time equivalent ( FTE ) positions or in the number of partial FTEs within the Employer or within a job
classification covered by this Agreement .
For purposes of this article , layoff is further identified as any reduction in hours which results in a
regular position being less than their budgeted FTE .
Total Office/ Department Seniority shall determine who is to be laid off within the selected
classification . Bumping rights are determined by Office or Department seniority , consistent with
Article 10 . 2 .
Layoff process :
A . The Employer may reduce the work force because of lack of work , lack of funds .
B . If a reduction in the work force becomes necessary , the Employer will first consider
reduction through normal attrition , ( i . e . , by not filling normally occurring vacancies ) .
C . If normal attrition is not feasible , the Department Head shall determine which
position (s ) will be eliminated . The least senior employee (s ) in the affected job
classification ( s) within the affected department shall be laid off.
Before laying off any regular employee , all temporary and probationary employees within the same
Office or Department shall be laid off first , provided there is a regular employee qualified to do the
work of the position .
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10 . 6 NOTICE
Employees scheduled for layoff shall be given at least fourteen ( 14 ) calendar days ' written notice of
the layoff.
10 . 7 MEETING WITH UNION
The Union shall also be notified in writing of any reduction in hours proposed by the Employer ,
including the purpose , scope , and duration of the proposed reduction .
Upon the Union ' s request , the Employer and the Union shall meet promptly during the notice period
identified in Article 10 . 6 to discuss the reasons and the time - lines for the layoff and to review any
suggestions concerning possible alternatives to layoff. Union concerns shall be considered by the
Employer prior to implementation of any reduction in hours . This procedure shall not preclude the
Employer from providing notice to employees or requesting volunteers to take leaves of absence
without pay , provided the Employer notifies the Union of the proposed request .
10 . 8 AFFECTED GROUP
The following procedure shall apply to any layoff:
10 . 8 . 1 Affected employees
The Employer shall first determine by job classification the number of employees or FTEs to
be affected by the layoff. The employee ( s ) holding such FTEs , which are subject to layoff,
shall be the " affected employee ( s ) . "
The least senior employee , by Office or Department seniority , within the affected job
classification shall be selected for layoff, consistent with Article 10 . 2 . 2 . The exception would
be only when the Employer determines that the position requires unique qualifications and
abilities necessary to perform the specialized and required functions of that position , which
would then become an overriding factor .
In cases where Office or Department seniority within a job classification is equal , bargaining
unit seniority will be the determining factor . In the event this is also equal , Classification
seniority will control . In the event this is also equal , Employer seniority will control . If all of
the seniorities are equal , then Management shall make the final decision based on
performance and job skills .
10 . 8 . 2 Volunteers
Simultaneous with implementing the provisions of the layoff procedure , the Employer may
first seek , by a five ( 5) working day posting process , volunteers for layoff or voluntary
resignation from among those employees who work within the same job classification as the
affected employees . If there are more volunteers than affected employees , volunteers will
be chosen by bargaining unit seniority . Employees who volunteer for layoff may opt for recall
rights as described in this article at the time of layoff.
If there are no or insufficient volunteers within the affected job classification , the remaining
affected employees who have received notice must choose promptly (within five ( 5 ) full
working days of receipt of the Notice ) among the layoff options set forth in Article 10 . 13 .
10 . 8 . 3 Probationary Employees
If the number of volunteers is not sufficient to meet the announced number of necessary
layoffs , and if the affected employee is an initial probationary employee , then that employee
shall be laid off and are ineligible to select among layoff options .
10 . 9 VACANT POSITIONS ORIGINAL
Positions will be filled in accordance with Article 10 . 2 and other sections of this Article .
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Within the bargaining unit and the Department , affected employees and employees on the recall list
shall be given first opportunity for vacant bargaining unit positions for which they are qualified prior
to outside hiring by the Employer, consistent with Article 10 . 13 . 1 . Within other Departments affected
employees will be given consideration for vacant positions for which they are qualified .
10 . 10 SENIORITY LIST
The Employer shall update the seniority list and provide it to the Union annually or upon request ,
consistent with Article 3 . 3 . If a layoff is announced , a current ranked seniority list including job
classifications , names , job locations , and FTE or hours per week shall be provided to the Union and
posted in the affected Department .
10 . 11 ORDER OF LAYOFF
The least senior employee ( by Department Seniority) within the affected job classification and
affected Department shall be selected for layoff. No regular employee shall be laid off while another
employee in the same classification within the Department is employed on a probationary , extra
help or temporary basis , unless specialized skills are required to fill the position that are not
possessed by the regular staff member. This provision shall apply only to the classification where
the initial layoff occurs and not to the classification into which laid off employees have bumped .
10 . 12 COMPARABLE EMPLOYMENT
For purposes of this Article , " comparable employment , " " comparable position " or vacancy shall be
defined to include a position which has the same salary range and , additionally , the educational and
experience qualifications , FTE and work-week are substantially similar .
10 . 13 LAYOFF OPTIONS
Affected employees who have completed their probationary period shall have the following options :
10 . 13 . 1 Assume a Vacant Position
On a bargaining unit seniority basis , to assume a vacant position in the same Department
and bargaining unit , for which they are qualified . On a bargaining unit seniority basis , the
employee shall also be considered for available job openings within the Employer for which
the employee is qualified .
When a regular full -time or part-time employee is being laid off the Employer may offer a
temporary position if one is available and the employee has the ability to perform the work .
Laid off employees who accept these assignments will be provided the benefits and
provisions of the temporary assignment . Employee ( s ) accepting these assignments will be
subject to recall .
10 . 13 . 2 Bump
Employees notified for layoff may bump other employees in their own bargaining unit in lieu of
being laid off, if all of the following conditions are met :
1 . They have more seniority than the employee they will bump ;
2 . The job classification they are bumping into is paid on a salary range that is equal to
or less than the salary range of their job classification ;
3 . They previously held status in that job classification or they are determined by the
Employer to be able to immediately perform the primary duties of the position they are
requesting to bump into ; and
4 . They provide written notification to their department head of their intent to exercise
their bumping right within five (5 ) calendar days ' of receiving their lay .ffaa tice .
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ORIGINA
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Under no circumstances shall an employee ' s exercise of their bumping right result in a greater
benefit to the employee than previously held (e . g . a promotion or increase to full -time if
previously part-time ) . The employee bumping into another position shall be given an
orientation period to familiarize the employee with the practices and/or policies related to the
job . The employee who may be displaced by the more senior employee who is bumping shall
be provided at least fourteen ( 14 ) calendar days ' written notice of layoff. If this employee is
eligible to bump another employee in their department pursuant to the conditions outlined in
this subsection , then the third employee identified for layoff shall be laid off.
It is understood that employees being laid off and /or recalled under this Agreement must meet
the education , experience and , if applicable , license and /or certification requirements and be
able to immediately perform the primary duties of the position they are requesting to bump or
be recalled into .
Regular Employees faced with a reduction of hours shall have the option of remaining in the
reduced position ( if above the 20 - hour threshold ) or bumping to a lower classification , if
competent as defined in Article 10 . 2 . 3 . Competent shall mean having demonstrated skills
and required experience to perform the job ; and in case of disputes , the final decision shall
be made by the Employer .
An employee who has bumped shall move to the highest step of the new salary range that
does not exceed their current salary .
If there is no employee in the next lower classification who is less senior than the person
scheduled for layoff, that person may look progressively to the next lower classification for
such bumping rights .
The employee who is bumped by the affected employee shall have the same rights under
this Article .
1001303 Recall
If the affected employee elects not to take a vacant position , elects not to bump or cannot
immediately and adequately perform the functions of the job assignment in assuming a
vacant or bumped position , then that employee will be placed on the recall list and will be
eligible for recall under Article 10 . 15 .
Nothing contained in this layoff section shall be construed to require the Employer to modify its
position and classification structure in order to accommodate bumping or other re- employment
rights . Salary placement rules shall apply to recall to regular positions and to employees who have
bumped . Employees bumping to another position shall retain their old anniversary date for
purposes of step increases . Persons recalled to the same job classification shall be placed in their
former step and time in step .
10 . 14 REDUCTION HOURS / FTE
An employee subject to an involuntary reduction in their FTE may elect to accept the reduction , may
bump and/or may elect to be placed on recall in accordance with Article 10 . 13 . If the reduction
results in hours less than their budgeted FTE , it will be considered a layoff and the employee shall
have the right to bump or recall list .
10015 RECALL
Any regular employee who is laid off shall have his/her name placed on a recall list within his/her
department for the classification he/she was laid off from , for any lower classification in the same
series , and for any other classification in which the employee has held regular status . The employee ' s
name shall remain on the recall list(s ) for a period of eighteen ( 18 ) months from date of layoff. Persons
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shall be recalled in inverse order of layoff to the classification held at the time of layoff. Employees
who were laid off shall be considered for other positions in their department and/or within the
bargaining unit in accordance with Article 10 .
It shall be the responsibility of each person on a recall list to keep the County informed of his/her
current address and telephone number. The layoff letter to the employee shall advise him /her of their
recall rights and of the name and address of the person in County government to whom the employee
must send notice of their current address or any subsequent changes . The County shall have the
right to remove the name of any person on the recall list if there is no response within fourteen ( 14)
calendar days after the County has mailed a certified letter ( return receipt request) to the person ' s last
known address .
If an employee on recall accepts an opportunity to return to work in a lower classification than the one
laid off from , the employee ' s name may remain on the recall list for their previous higher classification
for the balance of the eighteen ( 18 ) , and shall be given an opportunity to accept such a position if it
should become available . If an employee is recalled to return to the same classification from which
he/she was laid off, and refuses the offer to return , his/her name shall be removed from the recall list
and further return rights shall be forfeited .
Employees recalled to their former classification within eighteen ( 18 ) months of being laid off shall be
placed at the same salary range and step , and time in step , in effect at the time of layoff. In addition ,
employees recalled to County service within eighteen ( 18 ) months shall have the sick leave balance
as of the date of layoff restored ( unless the employee received a sick leave cash out at the time of
layoff) ; shall accrue vacation leave at the 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
As long as any employee remains on the recall list the Employer shall not newly employ by hiring
persons into the affected bargaining unit classification ( s ) , within their Department , until all qualified
employees holding recall rights to that affected classification have been offered recall .
A copy of the recall list shall be provided to the Union , upon request .
There shall be no probationary requirement for persons returning to their former position if the initial
probationary period has been completed .
Employees shall not lose seniority original as a result of layoff for a period of up to eighteen ( 18 )
months , per Article 10 . 4 ; provided , however , that no benefits nor seniority shall be accrued during
the period of layoff.
10 . 16 VACATION & LEAVE CASH OUTS / PAY
Any regular employee who is laid off or terminated shall be cashed out for any unused vacation
benefits or comp time with their final paycheck , to the extent of established maximums ( per other
Articles of this Agreement) .
Sick leave balances at the date of layoff shall be restored upon recall with the Employer if the person
is recalled into a regular position from the recall list and the employee did not receive a sick leave
cash - out per Article 15 . 1 . No sick leave shall accrue during the period of layoff.
If a person on the recall list is employed in a temporary position , only sick leave accrued during
temporary employment may be used during temporary employment . Sick leave accrued during
temporary employment may be added to any existing sick leave balance if the person is hired into
a regular position from the recall list . _
RicINAL
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10 . 17 UNEMPLOYMENT CLAIMS
If laid off employees apply for unemployment compensation benefits , the Employer will not contest
the claim and will confirm that the employee was laid off.
ARTICLE 11 — WAGES
11 . 1 WAGE SCHEDULE .
Effective January 1 , 2022 through December 31 , 2025 , each employee shall have his/her base wage
as set forth in Appendix I :
INCREASE
1 / 1 /2022 2 . 00 %
1 / 1 /2023 2 . 00%
1 / 1 /2024 2 . 00 %
1 / 1 /2025 2 . 00 %
Should it become necessary to establish a new job classification within the bargaining unit during
the life of this Agreement , the Employer may designate a job classification title and salary for the
classification . The salary for any new classification within the bargaining unit shall be subject to
negotiations , consistent with Article 2 . 2 .
Advancement from step to step occurs on the employee ' s annual anniversary date . The anniversary
date is the day the employee started work within a job classification . Upon promotion of an employee
placing him /her in a higher range , the date of the promotion becomes the anniversary date that
determines future step increases within that job classification . The employee' s actual date of hire with
Mason County will always remain the same ( regardless of promotion ) for purposes of vacation leave ,
sick leave , and retirement .
The Employer shall make available information monthly which shall reflect all items covered by
gross pay such as ; sick leave , vacation time , straight time and overtime .
11 . 2 HIRE - IN RATES
New regular employees shall normally be placed at Step 1 of the appropriate salary range in their
job classification , or placed consistent with current personnel rules .
11 . 3 SHIFT DIFFERENTIAL
Shift differential is not applicable to this bargaining unit .
ARTICLE 12 - OTHER COMPENSATION
12 . 1 STANDBY / DUTY OFFICER STIPEND
Employees whose duties require them to serve as a 24/7 point of contact for after business hours
and weekends ( duty officer) shall be compensated at the rate of two dollars ( $2 . 00 ) per hour.
Employees shall not be compensated for standby pay during normally scheduled work hours ( i . e . ,
when the Utilities are staffed ) or normally scheduled work breaks ( i . e . , lunch ) or when responding
to a call out and receiving overtime and /or comp time .
The employee will be paid overtime ( or offered comp time ) for such hours as work is actually
performed in the event of an incident , provided such hours worked are consistent with the
requirements of Article 8 . 4 and shall be paid one and one- half ( 1 '/2) times their straight-time hourly
rate except any work required on a holiday shall be paid at double the straight-time hourly rate for
all such hours worked .
ORIGIN
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All employees of each work group , if deemed qualified by their Operations Manager, may
participate in the on - call rotation .
For departments and divisions that require 24 - hour coverage , an " on - call " roster will be created for
a period of one ( 1 ) year beginning each January through December of the same year by soliciting
volunteers annually . Should the number of volunteers not meet the operational need , as determined
by the County ; employees will be assigned on - call periods thirty ( 30) days in advance . An
employee ' s on - call period shall normally be one ( 1 ) week in duration and rotated among qualified
employees . The on - call period generally shall be for non -working hours beginning each Wednesday
after the normal shift ends , lasting through the following Wednesday morning at the start of the
scheduled work shift .
Temporary or intermittent standby hours will be assigned as required .
Employees serving on - call must maintain fitness for duty to respond and shall be free from the effect
of alcohol , marijuana and/or any controlled substance including prescribed narcotics , and in
communications via radio or telephone , and so immediately available to work .
Employees who are on - call shall be responsible for having reliable transportation available for call -
out .
No employee who is on - call should attempt any procedure which the employee considers unsafe . If
additional help is required to perform a job , the employee shall notify their supervisor. On - call
employees must contact their supervisor for any calls involving problems or issues that they cannot
solve or when a decision is needed outside of the scope of their responsibilities . Employees must
also contact their supervisor when any property damage has occurred or sewer has overflowed ,
and /or for other issues that may have an impact on any regulatory requirements .
12 . 2 CALL - BACK PAY
Regular and Temporary full -time employees who are called back to work after leaving the job site
( and not adjacent to the next regularly scheduled shift) , shall receive a minimum of two and a half
( 21/2) hours ' pay at the overtime rate . When an employee is called out between shifts , the time
worked between shifts shall be paid at the rate of one and one- half ( 1 '/2) times the regular rate .
Employees called back to work on a holiday shall receive a minimum of two and a half ( 21/2) hours
pay at double the straight-time hourly rate for all work . De minimis phone contact does not constitute
a call back . After working the call out shift , the employee may have the option of working the next
regularly scheduled shift , provided the supervisor and the employee feel the employee can carry
out the duties of the position safely . When the employee does continue working , the time worked
on the next regularly scheduled shift shall be compensated at the normal straight time rate .
An employee may receive the minimum call - back between shifts for each call - back that is not
overlapping the minimum call - back period of two and a half ( 21/2 ) hours . ( For example , if an
employee is called back to work after completing the minimum call - back period , the employee will
receive another minimum call - back pay .
Part time employees who are called back to work after leaving the job site shall receive a minimum
of two ( 2 ) hours ' pay at the appropriate rate of pay .
All employees will respond to emergency call - outs unless extenuating circumstances such as illness
or other incapacitation prevent the employee from responding . Pursuant to provisions of RCW
38 . 52 concerning Emergency Management , and Mason County Code 2 . 19 . 050 , the County may
utilize personnel of any County Department or agency in a declared disaster.
(IIJ ORIGIN jwbi
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During periods of emergency , changes of shift can be made with eight ( 8 ) hours ' notice , provided
the employee has eight ( 8 ) hours off between the two ( 2 ) shifts .
This provision shall apply to employees who are required to attend Employer scheduled meetings
on their regularly scheduled day ( s ) off.
12 . 3 WORK IN A HIGHER CLASSIFICATION
No employee shall be reduced in salary or benefits because of being assigned by the Employer to
perform the work of a lower classification , except in the situation of lay off.
A supervisor may assign an employee to perform the primary duties of a higher classification , when
those duties are not part of the employee ' s current job classification , for the purpose of:
A . Providing work coverage during an authorized vacation period ;
B . Providing work coverage during an authorized sick leave ;
C . Providing work coverage for an authorized leave of absence ; or
D . Providing work coverage for a currently vacant position .
Employee ( s ) assigned to work at least three ( 3 ) , eight ( 8 ) hour days within a twenty - one ( 21 )
calendar day period , in a higher classification will receive the first step salary of the appropriate
classification that provides at least a five percent ( 5% ) increase for all time spent in that higher
classification . The employee must be performing most of the essential functions of the higher
classification to have that time count toward the additional compensation . This section is not
applicable to employees who are being trained to perform the work of the higher classification .
1204 MILEAGE REIMBURSEMENT
All bargaining unit employees who are required to use their own vehicles for Employer business
shall be reimbursed at the mileage rate set by the current policy for all miles driven on such business .
1205 LONGEVITY
The County shall provide additional monthly compensation above each eligible , regular full -time
employee ' s base salary to recognize continuous length of service as a County employee . Eligible ,
regular part-time employees shall receive a pro - rated longevity benefit in proportion to the number of
hours the part-time employee is in pay status during the month as compared to that required for full -
time employment . The longevity benefit will be implemented in accordance with the following
schedule :
Beginning in 111h and continuing thru 15th ears 1 . 5 % above base
Beginning in 16th and continuing thru 20th ears 3 . 0 % above base
Beginning in 21 st and continuing thru 25th ears 4 . 5 % above base
Beginning in 26th year and continuing thereafter 6 . 0 % above base
12 . 6 LEAD WORKER
The County may designate an employee as a Lead Worker ; such designation is not considered to
be a "job vacancy" or " newly created position " as referenced in ARTICLE 10 — SENIORITY , Section
2 . A Lead Worker will typically direct , oversee and /or organize the work of other employees ,
although the County reserves the exclusive right to make a Lead Worker designation based on other
factors and rationale . The Lead Worker cannot hire , fire , or discipline other employees within the
Teamsters bargaining unit . This job classification is used at the discretion of management ( and with
prior approval of the Human Resources) , A Department Head will post within his/her Department a
notice of intent to appoint a Lead Worker . He/she will give full consideration to all departmental
applicants before going outside his/ her department . Any employee who acts as Lead Worker will
receive an additional ten percent ( 10 % ) salary for the period of time they perform �that function .
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12 . 7 COMMERCIAL DRIVER ' S LICENSE ( CDL )
When a CDL is required as a job classification prerequisite , the employee shall obtain and maintain
such license . The employer shall reimburse the employee for the cost of the CDL endorsement
renewal minus the cost of the driver' s license renewal , any other endorsements not required by the
employer for the performance of the job , and any cost/fees incurred as a result of improper driver
acts . The Employer shall also provide a reimbursement to the employee for the required CDL
physician ' s exam . Supervisor' s signature on the personal reimbursement form , signifies the
supervisor has verified the renewed medical credentials .
12 . 8 CLOTHING ALLOWANCE
The County shall provide an annual clothing allowance in the amount of two hundred and fifty
dollars ( $ 250 ) , payable by the second payday in January to each employee regularly exposed to
a specified field environment as set forth in the specific job classifications for the following
classification series : CS &W Operator, Solid Waste , Building Inspector , Fire Marshall ,
Maintenance and Environmental Health .
ARTICLE 13 - HOLIDAYS
13 . 1 HOLIDAYS
The following designated annual paid Holidays shall be observed per County Policy (other than the
Floaters ) , with the exception of Solid Waste employees whose observed Holiday schedule shall be
set on an annual basis in consultation with the Union :
New Year' s Day Labor Da
Martin Luther King Day Veterans ' Da
Presidents ' Day Thanksgiving Da
Memorial Day Day After Thanksgiving *
Juneteenth Christmas Eve Da
July Fourth Christmas Da
Two 2 Floating Holidays
* For employees on 4- 10s ( Monday through Thursday ) , the ' Day After Thanksgiving '
holiday shall be observed on Wednesday , the day before Thanksgiving .
Eligible full -time employees shall receive eight ( 8) hours of holiday benefit pay . Part-time employees
shall be paid pro rata holidays in accordance with the number of hours regularly compensated .
For any Holiday to be paid , an employee must be in paid status the employee ' s scheduled work-
day before and the employee ' s scheduled work- day after the Holiday .
The floating holidays are to be at the discretion of the employee with the approval of the supervisor,
requiring one week' s advance notice , which may be waived by the supervisor . All requests to use a
floating holiday must be made no later than the last working day of November. Floating holiday (s ) not
used by the end of the calendar year will be forfeited , unless denied on the basis of the staffing needs
of the Office or Department . Except by mutual agreement , floating holidays shall be used in whole
day increments .
13 . 2 RELIGIOUS HOLIDAYS
Employees may also take other religious holidays off with their supervisor' s approval , with or without
pay , through utilization of vacation or comp time or by making alternative work schedule
arrangements . Such requests shall not be unreasonably denied .
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13 . 3 HOLIDAY OBSERVANCE
When a recognized holiday falls on a Saturday , the proceeding Friday shall be considered the holiday .
When a recognized holiday falls on a Sunday , the following Monday shall be considered the holiday .
For those employees on a 4/ 10 work schedule or other alternate schedule , when one of the listed
holidays falls on one of the employee ' s regularly scheduled days off, the holiday shall be observed
on a day mutually agreeable to the employee and the Employer within the same workweek .
13 . 4 HOLIDAY ON DAY OFF
Benefitted employees shall receive eight ( 8 ) hours ' holiday benefit pay and time - off for each holiday
listed in Article 13 . 1 — Holidays .
13 . 5 HOLIDAY COMPENSATION
Benefitted employees shall be paid no more than eight ( 8 ) hours of Holiday Benefit Pay for that day
regardless of their work individual schedule . Part-time employees will receive a paid holiday in
proportion to the number of hours they ordinarily would be scheduled to work ( not to exceed eight
( 8 ) hours ) on that day .
Should any work be performed by an employee on a holiday at the approval and /or direction of their
supervisor they shall be paid for time worked and overtime may result if, consistent with Article 8 . 4 ,
it results in over forty (40 ) hours worked for the workweek . No employee shall be called on a holiday
for less than four (4 ) hours , except those personnel serving Standby Duty ,
Solid Waste and Combined Sewer & Waster Operators : Solid Waste employees whose regular
schedules include Martin Luther King Day , Presidents ' Day , Memorial Day , Labor Day , Veterans '
Day , and Day After Thanksgiving shall receive time and one- half ( 1 %) for all hours worked in
addition to holiday pay . For work on other Holidays or for employees not regularly scheduled , see
above . Combined Sewer & Wastewater employees whose regular schedules include any other
County observed holiday as listed in 13 . 1 shall receive time and one half ( 1 '/2) for all hours worked
in addition to holiday pay .
ARTICLE 14 — VACATION
14 . 1 VACATION ACCRUAL
All Regular and Temporary full -time employees of the County coming under this Agreement after
six ( 6 ) months' employment shall be entitled to and receive vacation leave with pay as follows :
1st through 3rd year of employment 96 hours
4th through 7th year of employment 120 hours
8th through 9th year of employment 144 hours
10th through 11th year of employment 160 hours
12th through 14th year of employment 176 hours
15th through 16th year of employment 184 hours
17th through 19th year of employment 192 hours
20 or more years of employment 200 hours
Regular and Temporary part-time employees shall accrue vacation leave on a pro - rated basis in
proportion to the number of hours the part-time employee is in pay status during the month as
compared to that required for full -time employment , plus they must also meet the qualification for
PERS participation to have vacation leave accrual apply .
The first day of the month of hire shall be the effective date of subsequent increases in the vacation
leave accrual rate for employees hired between the first and the fifteenth of the month . The first day
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of the month following the month of hire shall be the effective date of subsequent increases in the
vacation leave accrual for employees hired between the sixteenth and the last day of the month .
Regular and Temporary full -time employees shall accumulate one -twelfth ( 1 / 12th ) of their yearly
accumulation total per month . The maximum amount of vacation leave that may be accrued at any
point in time is four hundred (400 ) hours . No additional vacation leave will be accrued or added to
an employee ' s vacation leave benefit when the maximum accrual has been attained .
Regular and Temporary full -time employees must work or be in a paid status at least eighty (80) hours
in a month in order to accrue vacation leave for the month .
Whereas the County recognizes the importance of employees utilizing earned vacation leave to
promote and enhance their mental and physical well - being , employees should attempt to use
vacation leave during the year in which it is earned .
14 . 2 VACATION SCHEDULING
Upon completion of six (6 ) months ' continuous service in a Regular and Temporary position , an
employee shall be eligible for paid vacation . An employee ' s request for vacation leave will be
granted , provided that prior approval is given by the employer and provided that leave requested
does not prevent a Department or division thereof from providing efficient public service .
Vacation leave approval will be on the basis of meeting the workload requirements of the Mason
County service schedule where the employee is employed .
All requests to use vacation leave shall be submitted in writing . When an employee desires to use
five ( 5 ) or more consecutive vacation leave days he/she must submit a leave request at least fifteen
( 15 ) calendar days in advance of the time off requested . Failure to request leave at least fifteen ( 15 )
calendar days in advance may be cause for the denial of the requested leave . The Employer will
respond to leave requests within ten ( 10 ) calendar days of receipt ; except that leave requests
submitted more than sixty ( 60 ) calendar days in advance of the time off requested shall be considered
on a case - by- case basis .
Regular and Temporary full -time employees must work or be in a paid status at least eighty ( 80 ) hours
in a month in order to accrue vacation leave for the month . Regular and Temporary part-time
employees must work or be in a paid status at least in the same proportion to the eighty ( 80 ) hours as
their regular hours are to full -time employment to accrue vacation leave for that month .
When a holiday occurs during an employee ' s approved vacation leave , the day on which the holiday
occurs will be charged as holiday leave rather than vacation leave .
Employees shall have the option of using comp time or vacation leave for approved paid time off .
14 . 3 VACATION PAY
Vacation leave days shall be the same as the regular workday schedule for the Department wherein
the employee is employed . Vacation pay shall be the amount that the employee would have earned
if the employee had worked their regular position during the vacation period .
If an authorized holiday occurs within an employee ' s vacation period , that day will be paid as a
holiday and not deducted from the employee ' s vacation accruals . Employees cannot receive
vacation , sick leave or holiday pay simultaneously for the same days . 116I j �j�` � Iy
14 . 4 VACATION UPON TERMINATION
Upon separation of a Regular and Temporary full -time or Regular and Temporary part-time employee
by resignation (with ten ( 10 ) working days ' notice ) , retirement , layoff, dismissal or death , the employee
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or beneficiary thereof, shall be paid at the employee ' s rate of pay at the time of separation , provided
that no employee may cash out more than four hundred (400) hours of accrued vacation leave . The
cash -out of accrued leave or other accrued time off shall be paid and reported in accordance with
the provisions of law regulated by the Washington State Department of Retirement Systems .
An employee whose employment with Mason County terminates within the six (6) month probationary
period shall not be paid for any vacation leave accrued during the probationary period .
Employees shall provide at least ten ( 10 ) working days written notice of their effective resignation
date . The time limit of the resignation may be waived at the discretion of the Director. Pay in lieu
of unused vacation shall be forfeited if ten ( 10 ) working days written notice is not provided or waived .
ARTICLE 15 - SICK LEAVE
15 . 1 SICK LEAVE ACCRUAL
Per the Washington State Paid Sick Leave law , RCW 49 . 46 , in accordance with WAC 296 - 130 and
Initiative 1433 , the County and the Union mutually agree to comply the with the laws . Sick leave
shall be earned for all Regular and Temporary full -time employees , who have worked or been in a
paid status at least eighty ( 80) hours , at the rate of eight ( 8 ) hours per month for each calendar month
of continuous employment . Regular and Temporary part-time employees shall accrue sick leave on
a pro - rated basis in proportion to the number of hours the part-time employee is in a paid status during
the month as compared to that required for full -time employment . Sick leave accrual may not exceed
one thousand two hundred ( 1 , 200) hours .
15 . 2 SICK LEAVE USAGE
Usages of sick leave shall be consistent in accordance with the Washington State Paid Sick Leave
law , RCW 49 . 46 , WAC 296 - 130 and Initiative 1433 , the County and the Council mutually agree to
comply with the laws .
15 . 3 SHARED LEAVE
The Human Resources Manager , or designee , may authorize employees , within this bargaining
unit , to donate their accrued vacation or sick leave to another employee , within this bargaining unit ,
who is suffering from , or whose parent , spouse or child is suffering from an extraordinary or severe
illness , injury , or physical or mental condition which has caused or is likely to cause the employee
to take leave without pay or to terminate his/ her employment . All donations of leave are strictly
voluntary and are subject to all IRS regulations for the donor and recipient . The following conditions
apply :
1 . To be eligible to donate vacation leave , the employee who donates leave must have more
than ten ( 10 ) days of accrued leave . In no event shall a leave transfer result in the donor
employee reducing his/her vacation leave balance to less than ten ( 10 ) days . To be eligible
to donate sick leave , the employee who donates leave must have more than thirty ( 30 ) days
of leave . In no event shall a leave transfer result in the donor employee reducing his/ her sick
leave balance to less than thirty ( 30) days . Transfer of leave will be in increments of one day
of leave ;
2 . The employee receiving donated leave shall have exhausted all his/her accumulated leave
time . Donated vacation leave shall be converted to sick leave for the recipient ;
3 . While an employee is using shared leave , he or she will continue to receive the same
treatment , in respect to salary and benefits , as the employee would otherwise receive if using
vacation or sick leave ;
4 . The transfer of leave and the amount of leave shall be authorized by the Board in advance .
5 . No employee shall receive more than two hundred and sixty ( 260 ) days of donated leave
during their employment with the County ; NMI
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Or may follow the Washington State Paid Family & Medical Leave law , RCW 50A . 04 .
15 . 4 COORDINATION - WORKER ' S COMPENSATION
Sick Leave Adjustment for Workers Compensation :
A . For a period of absence from work due to injury or occupational disease resulting from
County employment , the employee shall file an application for Worker' s Compensation
I
n accordance with state law .
B . If the employee has accumulated sick leave credit , the County shall pay the sick leave
difference between his/her time loss compensation and his/ her full regular salary unless
the employee elects not to use his/ her sick leave .
C . Should an employee receive Worker' s Compensation for time loss and they also receive
sick leave compensation , their sick leave accrual prior to the time loss will be reduced
by the total number of hours he/she was on sick leave minus the number of hours at full
salary for which he/she is paid to the nearest hour .
D . Until eligibility for Worker' s Compensation is determined by the Department of Labor and
Industries , the County may pay full sick leave accumulated , provided that the employee
shall return any subsequent over- payment to the County .
E . Should an employee apply for time loss compensation and the claim is then or later
denied , sick leave and vacation leave may be used for the absence in accordance with
other provisions of this rule .
F . Nothing herein pertains to a permanent disability award .
G . If an employee has no sick leave accumulated , vacation leave or comp time may be
substituted .
15 . 5 FAMILY MEMBER
Authorized uses of sick leave may be utilized as referenced above in this article for immediate
family , as defined in Article 1 . 6 .
15 . 6 SICK LEAVE CASH OUT
Employees hired before January 1 , 2011 , shall receive payment for accrued sick leave upon
termination of employment with fifteen ( 15 ) years of continuous county service ; or upon termination of
employment with Mason County when the termination is contemporaneous with retirement from an
applicable Washington State Public Employees Retirement System ( PERS ) ; or upon the death of the
employee , in which case payment shall be made to his/her estate . For employees hired on or after
January 1 , 2011 , neither they nor their estate shall be eligible to receive any cash out of the employee ' s
accrued sick leave upon separation from county service .
ARTICLE 16 — LEAVES OF ABSENCE
16 . 1 IN GENERAL
Leaves of absence requests shall not be unreasonably denied . All leaves are to be requested in
writing as far in advance as possible . As appropriate for the type of leave requested , paid leave
accruals will be utilized prior to unpaid leave , unless otherwise provided for in this Agreement .
Leave does not accrue nor may it be used until the first day of the following pay period in which it is
earned ( no " negative " leave use during the period in which it is earned ) . -"�
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1602 JURY DUTY / COURT
An employee , who is required to serve on a jury or as a result of official Employer duties is required
to appear before a court , legislative committee or quasi -judicial body as a witness in response to a
subpoena or other directive , shall be allowed authorized leave with pay less any amount received
for such duty .
16 . 3 MILITARY LEAVE
All Regular and Temporary employees shall be allowed military leave as required by RCW
38 , 40 , 060 and as interpreted by the Court . This provides for twenty- one ( 21 ) working days of
military leave per year ( October 1 through September 30 ) .
Employees enlisting or entering the military service of the United States , pursuant to the provisions
of the Uniformed Services Employment and Reemployment Rights Act of 1994 ( USERRA) shall be
granted all rights and privileges provided by the ACT
1604 BEREAVEMENT
Up to three ( 3 ) days of paid bereavement leave may be granted in case of death in the immediate
family requiring the attendance of the employee (funerals are included ) . Two ( 2 ) additional days of
sick leave may be granted at the employee ' s request . It is agreed that immediate family for purposes
of bereavement leave includes only the following persons whether related by blood or marriage or
legal adoption : spouse , parent , grandparent , brother , sister , child , grandchild , aunt , uncle , cousin ,
niece , nephew , grandmother- in - law , grandfather- in - law , mother- in - law , father- in - law , sister- in - law ,
brother- in - law , son - in - law , or daughter- in - law of the employee .
1605 MAINTENANCE OF SENIORITY
The Employer shall adjust the employee ' s anniversary date to reflect any period of unpaid
leave . Seniority shall continue to accrue and the employee ' s anniversary date shall not be adjusted
for periods of legally protected leave , such as FMLA or military leave .
1606 LEAVE WITHOUT PAY
As appropriate for the type of leave requested , paid leave accruals will be utilized prior to unpaid
leave . An employee on leave of absence may be affected by a lay-off in the same manner as if the
employee were working .
Leave of absence without pay is not creditable towards seniority and seniority related benefits , except
as identified above in Article 16 . 5 for identified legally protected leave such as FMLA and Military . An
employee who takes a leave of absence without pay shall have his/her date of hire for seniority
purposes adjusted for the same duration of time as the period of leave without pay . Step increases
are based on duration of employment and will be adjusted accordingly . General salary increases are
not based upon duration of employment and will not be adjusted in this manner . The employee ' s
seniority for purposes of vacation accrual , promotion and layoff would be adjusted in the same amount
as the duration of the leave without pay . In the unlikely event an employee was granted a leave
without pay during his/her probationary period , the probationary period would be extended for the
same duration as the leave without pay .
1607 FAMILY LEAVE — FMLA
The County and the Union mutually agree to comply with all state and federal Family Leave laws
( FMLA , RCW 49 . 78 ) . The Employer will grant leave consistent with the FMLA and the adopted
conditions and provisions of the state and federal law and are not intended to expand upon the
rights thus set forth .
If an employee has any questions regarding the State and Federal Family leave laws , they may
contact the County ' s Human Resource Department for guidance .
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16 . 8 MATERNITY LEAVE
Consistent with WAC 162 - 30 - 020 , the Employer will grant a leave of absence for a period of
temporary disability because of pregnancy or childbirth . This may be in addition to the leave
entitlements of FMLA .
This leave provides female employees with the right to a leave of absence equivalent to the disability
phase of pregnancy and childbirth . There is no eligibility requirement , however the Employer has
no obligation to pay for health insurance benefits while on this leave ( unless utilized concurrent with
FMLA) .
Leave for temporary disability due to pregnancy or childbirth will be medically verifiable . There is no
limit to the length of the disability phase , except for the right for medical verification and the right of
second opinion at the employer' s expense . At the end of the disability leave , the employee is
entitled to return to the same job or a similar job of at least the same pay as provided by
law . Employees must use their accrued vacation and sick leave , if any , during the leave period and ,
at their election , any accrued comp time , consistent with the retention provision as provided in Article
16 . 7 . Once this paid leave is exhausted , the employee ' s leave may be switched over to unpaid
leave .
16 . 9 INCLEMENT WEATHER
Employee rights and responsibilities during severe weather and emergency or disaster conditions
are covered by the current Inclement Weather Policy of the Employer . The goal shall be to continue
to provide essential Employer services , consistent with public and employee safety and emergency
operations priorities .
16 . 10 PAID FAMILY & MEDICAL LEAVE COMPLIANCE
The County and Union mutually agree to comply with all Washington State Paid Family & Medical
Leave laws , per RCW 50A . 04 .
16 . 11 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE
The County and Union mutually agree to comply with all Washington State Long Term Services
Trust Act laws , in accordance with RCW 5013 . 04 .
ARTICLE 17 — HEALTH & WELFARE
17 . 1 HEALTH AND LIFE INSURANCE
The County shall contribute as identified below per employee , per month , towards the premiums
for Health and Welfare benefits for each employee , including their eligible dependents , compensated
eighty ( 80 ) man - hours ( excludes vacation , sick , comp time payout upon separation ) or more per
month . This contribution is to be applied to premiums for Washington Teamsters Welfare Trust
Medical Plan B (with the $ 100 per week time loss option ) and current County dental , vision , and life
insurance plans or other carriers as designated by written notice by the bargaining unit . The County
contribution for Health & Welfare Insurance shall be :
A . Effective January 1 , 2022 the contribution shall be increased to $ 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 $ 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 $ 1518 per month
during the term of this Agreement for each eligible employee for medical , dental ,
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vision , and life insurance coverage .
D . Effective January 1 , 2025 the contribution shall be increased to $ 1570 per month during
the term of this Agreement for each eligible employee for medical , dental , vision , and life
insurance coverage .
In the event the County ' s maximum monthly contribution is insufficient to provide all of the total
Health and Welfare premiums as referenced in Section 1 above , the priority order for full County
payment shall be as follows :
( 1 ) Life Insurance ; ( 2 ) Vision ; ( 3 ) Dental ; and (4) Medical .
Any monthly premium contribution required above the County ' s maximum contribution shall be paid
by a reduction of the necessary amount from the employee ' s salary .
In the event the Employer is subject to carrier plan design change or a penalty , tax , fine or increased
costs as a result of requirements or provisions of the ACA , not within the control of the Employer ,
the parties agree to meet and negotiate regarding the impacts of any such cost or plan design
impacts and immediately bargain alternative provisions .
Employee Assistance Program ( EAP) : The County shall provide an Employee Assistance Program
( EAP ) benefit for all bargaining unit employees .
17 . 2 RETIREMENT AND TEAMSTERS PENSION
Pensions for employees and contributions to pension funds will be governed by the Washington
State statutes in relation thereto in existence during the contract period .
The COUNTY shall continue to make payments to the Western Conference of Teamsters Pension
Trust Fund to the account of each member of this bargaining unit based on monthly computations .
Monthly computations are based upon an amount equal to fifty cents ( $ 0 . 50 ) per hour for each hour
for which compensation is paid to individual employees of the bargaining unit . Payment is remitted
in a lump sum not later than ten ( 10 ) days after the last business day of such month . The COUNTY
agrees to abide by such rules as may be established by the Trustees of said Trust Fund to facilitate
the determination of the hours for which contributions are due , the prompt and orderly collection of
such amounts , the accurate reporting and recording of such hours and such amounts paid on
account of each member of the bargaining unit . Failure to make all payments herein provided for ,
within the time specified , shall be a breach of this Agreement . Further, the Employer and Union
accept as their representatives for the purpose of such Trust Funds , the present Employer and
Union Trustees and their duly elected or appointed successors .
Members of this bargaining unit may have the option to divert up to twenty-five cents ( $ 0 . 25 ) per
hour from base wage schedule to pension beginning January 1 , 2023 .
ARTICLE 18 = TRAINING
18 . 1 TRAINING
Approval for attendance at training , the hours intended to be compensated and the reimbursement
for travel and expenses shall be established by the supervisor prior to the training , consistent with
the current policy .
18 . 2 TRAINING REIMBURSEMENT
Compensation associated with training or representation of the Employer on official business shall
be consistent with the current policy and the Fair Labor Standards Act ( FLSA) , and WAC 29 & 128-
500 . , +
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ARTICLE 19 — LABOR / MANAGEMENT COMMITTEES
19 . 1 PURPOSE OF COMMITTEE
The Employer and the Union agree that a need exists for continuing cooperation between labor and
management , and to meet from time to time upon the request of either party concerning suggestions
and issues of a general nature affecting the Union and the Employer relations .
The above provision does not preclude and in fact encourages the parties to also meet informally
and expeditiously on an as needed basis on matters of mutual concern .
19 . 2 COMPOSITION OF COMMITTEE
The Labor Management Committee meetings will include a minimum of three ( 3 ) representatives of
the employer , to include a representative from Human Resources and a minimum of three ( 3 )
representatives appointed by the Union , unless otherwise mutually agreed upon . Said committee
shall attempt to meet for the purpose of discussing and facilitating the resolution of issues which
may arise between the parties other than those for which another procedure is provided by law or
other provisions of this Agreement .
1963 COMPENSATION
All meeting time spent by members of the joint Labor- Management Committee will be considered
time worked if during duty hours and will be paid at the appropriate regular rate of pay .
ARTICLE 20 — HEALTH & SAFETY
20 . 1 SAFE WORKPLACE
The Employer is responsible for maintaining a safe and healthful workplace . The Employer shall
comply with all federal , state , and local laws applicable to the safety and health of its employees .
Employees shall not be required to perform work if they have a reasonable basis for believing the
assignment would constitute a danger to their health and safety . The employee shall immediately
contact a supervisor who shall make a determination with regard to safety . Upon the supervisor' s
review and liability , the employee will perform the work but may refer the matter to the safety
committee or risk management .
All on -the -job injuries , no matter how slight , must be reported . Employees must immediately notify
their supervisor if they are unable to work because of a work- related injury or illness .
2002 HEALTH & SAFETY PLAN
The Employer shall develop and follow written policies and procedures to deal with on -the -job safety
and shall conduct an ongoing site -specific safety and security plans in conformance with state and
federal laws .
Safety equipment ; protective gear; appropriate supplies :
The County may utilize a ' quartermaster system ' to supply employees with appropriate safety
equipment , protective gear , and other appropriate supplies on an as- needed basis . When such
time as any or all of such equipment wears out , the County shall replace such items , free of charge
to the employee , so long as it can be shown that the items were no longer functional due to standard
' wear and tear' and not due to the negligence or intentional misconduct by the employee to damage
such equipment items .
20 . 3 DRUG FREE WORKPLACE
The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that
employers will provide a drug free workplace . This policy strictly prohibits the unlawful manufacture ,
distribution , dispensation , possession , or use of a controlled substance in the workplace .
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Fitness For Duty — If a supervisor or manager reasonably suspects , through observation , that an
employee may physically be incapable of performing the essential functions of the job and/or may
be under any influence of, or impaired by , a substance , the employee shall be removed from duty
immediately and undergo substance testing for the suspected substance . Except in emergency
situations , the supervisor or manager shall consult with another supervisor , manager or
representative of Human Resources to ensure that adequate grounds for reasonable suspicion
exist . The consulted supervisor , manager or representative of Human Resources shall also
personally observe the employee before the employee is required to test for the presence of that
substance . At this time the employee will also be notified of his or her Weingarten rights .
Employees removed from duty under such circumstances who test positive shall be required to
meet with the Employer' s Substance Abuse Professional ( SAP ) and shall only be allowed to return
to work , if at all , in accordance with the return to work provisions of the Employer' s substance abuse
policy .
2004 WORK PLACE VIOLENCE
The Employer is committed to employee health and safety . Workplace violence , including threats
of violence by or against a County employee , will not be tolerated and should be immediately
reported whether or not physical injury occurs .
ARTICLE 21 - GRIEVANCE PROCEDURE
21 . 1 GRIEVANCE DEFINED
The purpose of the grievance procedure is to promote harmony and efficiency between employees
and the County by providing timely settlement of grievances without fear of discrimination or reprisal .
A grievance is an allegation by an employee , group of employees or the Union that there has been a
violation , misapplication or misinterpretation of this Agreement .
Employees will be unimpeded and free from restraint , interference , coercion , discrimination or reprisal
in seeking adjudication of their grievance .
Any grievance procedure time limit may be extended by mutual written agreement .
Failure by an employee and/or the Union to comply with any grievance time limitations shall constitute
withdrawal of the grievance . Failure of the County to comply with any grievance time limitations shall
permit the Union or the employee to advance the grievance to the next step in the grievance
procedure .
A grievance of interest to several employees may be filed as a "group grievance . "
The processing and adjudication of grievances shall be conducted during working hours .
2102 GRIEVANCE PROCEDURE
In the event of a grievance , the following procedure shall be used :
Step 1 . A grievance must be presented within ten ( 10 ) calendar days of the incident giving rise to
the grievance or the date the grievant knew or reasonably could have known of the incident to the
employee ' s immediate supervisor or manager if the grievance is not related to a salary issue . The
supervisor or manager may schedule a meeting with the employee and his/her Union
representative or he/she may respond to the grievance when presented . In either case , the
supervisor shall respond to the grievance within seven ( 7 ) calendar days of the employee raising
the issue . If the grievance is not resolved informally , then a written grievance may be filed at step
2 . However , if the incident is related to a salary issue , the employee and/or the Union Steward
(' `011P
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shall submit a written grievance at Step 2 to the Department Head within ten ( 10) calendar days
of the incident giving rise to the grievance .
Step 2 . The grievance shall be presented in writing on an official Union grievance form . This shall
include :
1 . The specific details of the incident or issue giving rise to the grievance ;
2 . The Article (s) and Section (s ) of the Agreement allegedly violated ; and
3 . The remedy sought .
The written grievance shall be submitted by the employee and/or the Union Steward / Union
Representative to the Department Head within ten ( 10 ) calendar days of the date of the discussion
in Step 1 above . A copy of the grievance will be filed concurrently with the Human Resources
Department . Within ten ( 10 ) calendar days after the receipt of the official written grievance , the
Department Head (or designee) shall schedule a meeting with the employee and Shop Steward
and/or Union Representative to hear and seek to resolve the grievance . The Department Head
shall provide a written response to the Employee and the Union Steward/ Union Representative
within fourteen ( 14 ) calendar days of the meeting . A copy of the grievance response shall be
provided to the Human Resources Department . If the grievance is not resolved at Step 2 , the
grievance may be advanced to Step 3 .
Step 3 . The written grievance shall be submitted to the Human Resources Director within ten ( 10 )
calendar days of the date of the written response at Step 2 . Within ten ( 10) calendar days of
receipt of the grievance , the Human Resources Director or designee shall schedule a meeting
with the Employee , Union Steward/ Union Representative , and the Department Head to hear and
seek to resolve the grievance . The Human Resources Director shall provide a written answer to
the Employee , Union Steward/Union Representative , and Department Head within fourteen ( 14 )
calendar days of the meeting . If the grievance is not resolved at Step 3 , the grievance may be
advanced to Step 4 .
Step 4 , The Union may choose to submit the grievance to arbitration and in such case will deliver
written notification of its intent to arbitrate to the Employer within fourteen ( 14 ) calendar days . The
Union ' s request for arbitration shall be in writing and may be filed with the Public Employment
Relations Commission ( PERC ) , Federal Mediation and Conciliation Service ( FMCS ) , or a mutually
agreed upon arbitrator or arbitration service within thirty ( 30) calendar days of submitting its notice
to the Employer of its intent to arbitrate . In addition , the Union shall request the arbitration service
supply a list of seven ( 7 ) qualified arbitrators . If a list of seven arbitrators is requested , both parties
will attempt to agree upon an arbitrator from this list . If they cannot agree within fourteen ( 14 )
calendar days from the receipt of the list , a flip of the coin will determine which party strikes the
first name from the list . This striking of names will alternate between the parties until one name
remains . This person shall be the arbitrator. The referral to arbitration shall contain the following :
1 . Question or questions at issue ;
2 . Statement of facts and position of each respective party ; and
3 . Copy of the grievance and related correspondence .
GRIEVANCE ARBITRATION : A hearing shall be scheduled at a date , time and location mutually
convenient for all parties . In connection with any arbitration proceeding held pursuant to this Article ,
it is understood as follows :
A . The arbitrator shall have no power to render a decision that will add to , subtract from or alter ,
change , or modify the terms of this Agreement , and his/her power shall be limited to
interpretation or application of the terms of this Agreement , and all other matters shall be
excluded from arbitration ,
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General Services - Teamsters Union Local No . 252 and Mason County 2022-2025 Collective Bargaining Agreement
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B . The decision of the arbitrator shall be final , conclusive and binding upon the Employer , the
Union and the employees involved , provided the decision does not involve action by the
Employer which is beyond its jurisdiction .
C . Each party may call such witnesses as may be necessary in the order in which their testimony
is to be heard . Such testimony shall be sworn and shall be limited to the matters set forth in
the written statement of the grievance , and shall be subject to cross examination . The
arguments of the parties may be supported by oral comment and rebuttal . Either or both
parties may submit post hearing briefs within a time mutually agreed upon . Such arguments
of the parties , whether oral or written , shall be confined to and directed at the matters set forth
in the written statement of the grievance .
D . Either party may request that a stenographic record of the hearing be made . The party
requesting such record shall bear the cost thereof; provided , however , if the other party
requests a copy , such cost shall be shared equally .
E . The cost of the arbitrator shall be borne equally by the Employer and the Union , and each
party shall bear the cost of presenting its own case .
21 . 3 UNION / EMPLOYER GRIEVANCE
Either the Union or the Employer may initiate a grievance at Step 2 if the grievance is submitted in
writing within ten ( 10 ) business days from the date the Employer / employees became aware or
reasonably should have known that the grievance existed . The Employer may not grieve the acts
of individual employees , but rather , only orchestrated acts or actions of authorized representatives
believed to be in conflict with this Agreement . An Employer grievance will not be subject to
Arbitration and may only go to mediation upon mutual agreement .
The Union may initiate a Grievance at Step 2 anytime that it involves a group of employees involving
different supervisors or from different Departments . Such grievances may be referred to mediation
services by mutual agreement prior to Arbitration .
21 . 4 SCHEDULE OF MEETINGS
Upon request , and without unnecessary delay , a steward ' s immediate supervisor or designee shall
allow the steward during normal work hours without loss of pay , reasonable time to :
a . Investigate any grievance or dispute so that same can be properly presented in accordance
with the grievance procedure .
b . Attend meetings with the Director or other Employer representatives when such meetings
are necessary to adjust grievances or disputes . Meetings with designated personnel will be
by appointment and held without delay when possible .
c . Confer with a staff representative of the Union and /or employees on Employer premises , at
such time and places as may be authorized by the Director or designee in advance of the
intended meetings .
For the purposes of this Article and Article 6 . 3 , obtaining coverage to insure minimum staffing levels
shall not be considered an unnecessary delay . The Employer shall not be obligated to provide
coverage immediately if the use of overtime is the only means of providing that coverage .
ORIGINAL
General Services - Teamsters Union Local No . 252 and Mason County 2022 -2025 Collective Bargaining Agreement
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ARTICLE 22 - GENERAL PROVISIONS
2201 SAVINGS CLAUSE
It is understood that the parties hereto are governed by the provisions of applicable Federal and State
Law , which provisions shall prevail over this Agreement . Where there may be conflict between County
ordinances or resolutions and this Agreement , the Articles of the Agreement shall prevail .
Should any part thereof or any provisions herein be rendered or declared invalid by reason of any
existing or any subsequently enacted legislation , or by a decree of a court of competent jurisdiction ,
the invalidation of such part or portion of this Agreement shall not invalidate the remaining portions
hereof and they shall remain in full force and effect . In such event , the parties shall meet within
thirty ( 30) days for renegotiation of such invalid provisions for the purpose of adequate and lawful
replacement thereof and to preserve the intent of the entire Agreement as negotiated by the parties .
ARTICLE 23 - ENTIRE AGREEMENT
23 . 1 DURATION CLAUSE
This Agreement shall be in full force and effect from the date of ratification by the parties through
December 31 , 2025 .
Either party may request negotiations of a successor agreement at least sixty (60 ) days before the
annual expiration date . This Agreement may be modified during its term by mutual agreement of
both parties concerned . Such mutual agreement shall be reduced in writing and shall be
incorporated as a part of this Agreement .
2322 ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire agreement between the parties and
no oral statement shall add to or supersede any of its provisions . The Employer agrees not to enter
into any Agreement or contract with any covered employee (s ) , either individually or collectively , which
is inconsistent with the terms of this Agreement .
Any retroactive application of provisions of this agreement shall apply only to those eligible
employees under this bargaining unit who are actively employed by Mason County on the date of
ratification .
ORIG1%
General Services - Teamsters Union Local No . 252 and Mason County 2022-2025 Collective Bargaining Agreement
Page 39
SIGNATURES
IN WITNESS WHEREOF, the parties hereto have executed this Agreement
this day of , 2023.
TEAMSTERS LOCAL NO. 252 BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
Brian BI lsdell; Secretary- Treasurer Ke A Shutty,
Commissioner, District #2
Jim Jack; Bu ess Age RanV1 Neatherlin,
Commissioner, District # 1
Date Sharon Trask,
Commissioner, District #3
ATTEST
McKenzie SmitV1,
Clerk of the Board
ORIGINA
General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement
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APPENDIX I - 2022 WAGE TABLES
• Advancement from step to step occurs on annual anniversary date .
• No step increases to step 6 until annual anniversary date in 2023 .
• All bargaining unit employees who were at step 5 on or before 12/31 /2021 will receive their step increase to step 6 on
1 / 1 /2023 and their anniversary date for step increases will change to January 1 , all other eligible employees will move
to step 6 on their regular anniversary date in 2023 .
Note : Figures are rounded and will vary slightly in MUNIS because it calculates out four (4) decimal places .
Upon successful succession to top step , will automatically move to Senior Classification .
Effective 11112022 = 2. 00 % ATB
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
JOB TITLE / CLASSIFICATION
OFFICE SPECIALIST 22 . 15 22 . 71 23 . 27 23 . 86 24 . 45 25 . 06
DATA BASE TECHNICIAN 25 . 52 26 . 16 26 . 81 27 . 48 28 . 17 28 . 87
ACCOUNTING TECHNICIAN 23 . 94 24 . 54 25 . 15 25 . 78 26 . 42 27 . 08
SENIOR ACCOUNTING TECHNICIAN 26 . 32 26 . 98 27 . 65 28 . 35 29 . 05 29 . 78
PROGRAM SUPPORT TECHNICIAN 28 . 94 29 . 67 30 . 41 31 . 17 31 . 95 32 . 75
PERMIT SPECIALIST " 22 . 58 23 . 14 23 . 72 24 . 31 24 . 92 25 . 54
PERMIT SPECIALIST SENIOR * 25 . 54 26 . 18 26 . 84 27 . 51 28 . 19 28 . 90
BUILDING INSPECTOR 1 26 . 72 27 . 39 28 . 07 28 . 77 29 . 49 30 . 23
BUILDING INSPECTOR II 29 . 70 30 . 45 31 . 21 31 . 99 32 . 79 33 . 61
BUILDING INSPECTOR III 34 . 21 35 . 07 35 . 94 36 . 84 37 . 76 38 . 71
BUILDING INSPECTOR IV 37 . 71 38 . 65 39 . 62 40 . 61 41 . 62 42 . 66
CODE ENFORCEMENT OFFICER I 29 . 70 30 . 45 31 . 21 31 . 99 32 . 79 33 . 61
CODE ENFORCEMENT OFFICER II 34 . 21 35 . 07 35 . 94 36 . 84 37 . 76 38 . 71
CODE ENFORCEMENT OFFICER III 37 . 71 38 . 65 39 . 62 40 . 61 41 . 62 42 . 66
FIRE MARSHAL 33 . 94 34 . 78 35 . 65 36 . 55 37 . 46 38 . 40
EHS * 24 . 25 25 . 50 26 . 94 28 . 34 29 . 92 30 . 67
EHS SENIOR * 30 . 67 31 .43 32 . 22 33 . 02 33 . 85 34 . 70
PARKS & FACILITIES SCHEDULER 21 . 84 22 . 39 22 . 95 23 . 52 24 . 11 24 . 71
SOLID WASTE ATTENDANT 19 . 42 20 . 33 20 . 84 21 . 36 21 . 90 22 . 44
SOLID WASTE OPERATOR 23 . 54 24 . 71 25 . 32 25 . 96 26 . 61 27 . 27
MAINTENANCE 1 18 . 19 18 . 65 19 . 12 19 . 59 20 . 08 20 . 58
MAINTENANCE II 22 . 88 23 . 46 24 . 04 24 . 64 25 . 26 25 . 89
MAINTENANCE III 25 . 17 25 . 80 26 .45 27 . 11 27 . 79 28 . 48
MAINTENANCE IV 28 . 95 29 . 67 30 .41 31 . 18 31 . 95 32 . 75
CS &W OPERATOR OIC 21 . 89 22 . 43 22 . 99 23 . 57 24 . 16 24 . 76
CS &W OPERATOR 1 26 . 93 29 . 60 30 . 34 31 . 10 31 . 88 32 . 68
CS &W OPERATOR II 29 . 95 33 . 28 34 . 11 34 . 96 35 . 84 36 . 73
CS &W OPERATOR III 33 . 85 37 . 27 38 . 20 39 . 15 40 . 13 41 . 14
WATER QUALITY TECHNICIAN 17 . 95 18 . 40 18 . 86 19 . 33 19 . 82 20 . 31
LABORATORY SPECIALIST 25 . 29 25 . 93 26 . 58 27 . 24 27 . 92 28 . 62
PLANNER ASSOCIATE 27 . 42 28 . 11 28 . 81 29 . 53 30 . 27 31 . 03
PLANNER SENIOR 31 . 26 32 . 04 32 . 84 33 . 66 34 . 50 35 . 37
PLANS EXAMINER 34 . 21 35 . 07 35 . 94 36 . 84 37 . 76 38 . 71
SEASONAL MAINTENANCE WORKER 15 . 74
Page 41
APPENDIX 1 - 2023 WAGE TABLES
(**) Includes a one-time market adjustment: Office Specialist (Clerical Sr. ) - 10% , EHS , EHS SR . - 7 % , Planner
Associate - 2% , Planner Sr. - 8 %
Advancement from step to step occurs on annual anniversary date .
Note : Figures are rounded and will vary sli tly in MUNIS because it calculates out four 4 decimal places ,
11112023 - 2. 00% ATB Ste 1 Ste 2 Ste 3 Ste 4 Ste 5 Ste 6
JOB TITLE / CLASSIFICATION
OFFICE SPECIALIST ** 24 . 85 25 . 48 26 . 11 26 . 77 27 . 43 28 . 12
DATA BASE TECHNICIAN 26 . 03 26 . 68 27 . 35 28 . 03 28 . 73 29 . 45
ACCOUNTING TECHNICIAN 24 . 42 25 . 03 25 . 65 26 . 30 26 . 95 27 . 63
SENIOR ACCOUNTING TECHNICIAN 26 . 85 27 . 52 28 . 21 28 . 91 29 . 64 30 . 38
PROGRAM SUPPORT TECHNICIAN 29 . 52 30 . 26 31 . 02 31 . 79 32 . 59 33 . 40
PERMIT SPECIALIST * 23 . 03 23 . 60 24 . 19 24 . 80 25 .42 26 . 05
PERMIT SPECIALIST SENIOR * 26 . 05 26 . 71 27 . 37 28 . 06 28 . 76 29 . 48
BUILDING INSPECTOR 1 27 . 25 27 . 93 28 . 63 29 . 35 30 . 08 30 . 83
BUILDING INSPECTOR II 30 . 30 31 . 06 31 . 83 32 . 63 33 . 44 34 . 28
BUILDING INSPECTOR 111 34 . 89 35 . 77 36 . 66 37 . 58 38 . 52 39A8
BUILDING INSPECTOR IV 38 . 46 39 .43 40 .41 41 . 42 42 . 46 43 . 52
CODE ENFORCEMENT OFFICER 1 30 . 30 31 . 06 31 . 83 32 . 63 33 . 44 34 . 28
CODE ENFORCEMENT OFFICER II 34 . 89 35 . 77 36 . 66 37 . 58 38 . 52 39 .48
CODE ENFORCEMENT OFFICER 111 38 . 46 39 . 43 40 .41 41 . 42 42 . 46 43 . 52
FIRE MARSHAL 34 . 62 35 . 48 36 . 37 37 . 28 38 . 21 39 . 16
EHS * ** 26 . 46 27 . 83 29 .40 30 . 93 32 . 65 33 . 47
EHS SENIOR * ** 33 . 47 34 . 31 35 . 16 36 . 04 36 . 94 37 . 87
PARKS & FACILITIES SCHEDULER 22 . 28 22 . 84 23 .41 23 . 99 24 . 59 25 . 21
SOLID WASTE ATTENDANT 19 . 81 20 . 74 21 . 26 21 . 79 22 . 34 22 . 89
SOLID WASTE OPERATOR 24 . 01 25 . 20 25 . 83 26 . 48 27 . 14 27 . 82
MAINTENANCE 1 18 . 56 19 . 02 19 . 50 19 . 98 20 . 48 21 . 00
MAINTENANCE 11 23 . 34 23 . 93 24 . 52 25 . 14 25 . 77 26 . 41
MAINTENANCE III 25 . 68 26 . 32 26 . 98 27 . 65 28 . 34 29 . 05
MAINTENANCE IV 29 . 53 30 . 27 31 . 02 31 . 80 32 . 59 33 . 41
CS &W OPERATOR OIC 22 . 32 22 . 88 23 . 45 24 . 04 24 . 64 25 . 26
CS &W OPERATOR 1 27 . 47 30 . 19 30 . 95 31 . 72 32 . 52 33 . 33
CS &W OPERATOR II 30 . 55 33 . 94 34 . 79 35 . 66 36 . 55 37 . 47
CS &W OPERATOR III 34 . 53 38 . 01 38 . 96 39 . 94 40 . 94 41 . 96
WATER QUALITY TECHNICIAN 18 . 31 18 . 77 19 . 24 19 . 72 20 . 21 20 . 72
LABORATORY SPECIALIST 25 . 80 26 . 45 27 . 11 27 . 78 28 . 48 29 . 19
PLANNER ASSOCIATE * ** 28 . 53 29 . 25 29 . 98 30 . 73 31 . 49 32 . 28
PLANNER SENIOR * ** 34 . 11 34 . 97 35 . 84 36 . 74 37 . 66 38 . 60
PLANS EXAMINER 34 . 89 35 . 77 36 . 66 37 . 58 38 . 52 39 . 48
SEASONAL MAINTENANCE WORKER 16 . 05
Upon successful succession to top step , will automatically move to Senior Classification .
r
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General Services - Teamsters Union Local No . 252 and Mason County 2022-2025 Collective Bargaining Agreement
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APPENDIX I - 2024 WAGE TABLES
Advancement from step to step occurs on annual anniversary date .
Note : Figures are rounded and will vary sli tly in MUNIS because it calculates out four 4 decimal places .
11112024 = Z00% ATS Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
JOB TITLE / CLASSIFICATION
OFFICE SPECIALIST - proposed 25 . 35 25 . 99 26 . 63 27 . 30 27 . 98 28 . 68
DATA BASE TECHNICIAN 26 . 55 27 . 22 27 . 90 28 . 59 29 . 31 30 . 04
ACCOUNTING TECHNICIAN 24 . 91 25 . 53 26 . 17 26 . 82 27 .49 28 . 18
SENIOR ACCOUNTING TECHNICIAN 27 . 39 28 . 07 28 . 77 29 . 49 30 . 23 30 . 98
PROGRAM SUPPORT TECHNICIAN 30 . 11 30 . 87 31 . 64 32 . 43 33 . 24 34 . 07
PERMIT SPECIALIST * 23 . 49 24 . 08 24 . 68 25 . 29 25 . 93 26 . 57
PERMIT SPECIALIST SENIOR * 26 . 58 27 . 24 27 . 92 28 . 62 29 . 33 30 . 07
BUILDING INSPECTOR 1 27 . 80 28 . 49 29 . 21 29 . 94 30 . 68 31 . 45
BUILDING INSPECTOR II 30 . 90 31 . 68 32 . 47 33 . 28 34 . 11 34 . 97
BUILDING INSPECTOR III 35 . 59 36 . 48 37 . 39 38 . 33 39 . 29 40 . 27
BUILDING INSPECTOR IV 39 . 23 40 . 21 41 . 22 42 . 25 43 . 31 44 . 39
CODE ENFORCEMENT OFFICER 1 30 . 90 31 . 68 32 . 47 33 . 28 34 . 11 34 . 97
CODE ENFORCEMENT OFFICER II 35 . 59 36 . 48 37 . 39 38 . 33 39 . 29 40 . 27
CODE ENFORCEMENT OFFICER III 39 . 23 40 . 21 41 . 22 42 . 25 43 . 31 44 . 39
FIRE MARSHAL 35 . 31 36 . 19 37 . 09 38 . 02 38 . 97 39 . 95
EHS * 26 . 99 28 . 38 29 . 99 31 . 55 33 . 31 34 . 14
EHS SENIOR * 34 . 14 34 . 99 35 . 87 36 . 76 37 . 68 38 . 63
PARKS & FACILITIES SCHEDULER 22 . 73 23 . 29 23 . 88 24 . 47 25 . 09 25 . 71
SOLID WASTE ATTENDANT 20 . 20 21 . 16 21 . 68 22 . 23 22 . 78 23 . 35
SOLID WASTE OPERATOR 24 .49 25 . 70 26 . 35 27 . 01 27 . 68 28 . 37
MAINTENANCE 1 18 . 93 19 . 40 19 . 89 20 . 38 20 . 89 21 .42
MAINTENANCE II 23 . 81 24 . 40 25 . 01 25 . 64 26 . 28 26 . 94
MAINTENANCE III 26 . 19 26 . 84 27 . 52 28 . 20 28 . 91 29 . 63
MAINTENANCE IV 30 . 12 30 . 87 31 . 64 32 . 43 33 . 25 34 . 08
CS &W OPERATOR OIC 22 . 77 23 . 34 23 . 92 24 . 52 25 . 13 25 . 76
CS &W OPERATOR 1 28 . 02 30 . 80 31 . 57 32 . 36 33 . 17 34 . 00
CS &W OPERATOR II 31 . 16 34 . 62 35 .49 36 . 37 37 . 28 38 . 22
CS &W OPERATOR III 35 . 22 38 . 77 39 . 74 40 . 74 41 . 75 42 . 80
WATER QUALITY TECHNICIAN 18 . 68 19 . 15 19 . 63 20 . 12 20 . 62 21 . 13
LABORATORY SPECIALIST 26 . 32 26 . 97 27 . 65 28 . 34 29 . 05 29 . 78
PLANNER ASSOCIATE * 29 . 10 29 . 83 30 . 58 31 . 34 32 . 12 32 . 93
PLANNER SENIOR * 34 . 80 35 . 67 36 . 56 37 . 47 38 .41 39 . 37
PLANS EXAMINER 35 . 59 36 . 48 37 . 39 38 . 33 39 . 29 40 . 27
SEASONAL MAINTENANCE WORKER 16 . 38
Upon successful succession to top step , will automatically move to Senior Classification .
General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement
Page 43
APPENDIX I - 2025 WAGE TABLES
Advancement from step to step occurs on annual anniversary date .
Note : Figures are rounded and will vary sli tly in MUNIS because it calculates out four 4 decimal places .
11112025 = 26 00% ATB Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
JOB TITLE / CLASSIFICATION
OFFICE SPECIALIST - proposed 25 . 86 26 . 50 27 . 17 27 . 85 28 . 54 29 . 26
DATA BASE TECHNICIAN 27 . 08 27 . 76 28 . 45 29 . 17 29 . 89 30 . 64
ACCOUNTING TECHNICIAN 25 . 40 26 . 04 26 . 69 27 . 36 28 . 04 28 . 74
SENIOR ACCOUNTING TECHNICIAN 27 . 93 28 . 63 29 . 35 30 . 08 30 . 83 31 . 60
PROGRAM SUPPORT TECHNICIAN 30 . 72 31 .48 32 . 27 33 . 08 33 . 90 34 . 75
PERMIT SPECIALIST * 23 . 96 24 . 56 25 . 17 25 . 80 26 . 45 27 . 11
PERMIT SPECIALIST SENIOR * 27 . 11 27 . 78 28 .48 29 . 19 29 . 92 30 . 67
BUILDING INSPECTOR 1 28 . 35 29 . 06 29 . 79 30 . 53 31 . 30 32 . 08
BUILDING INSPECTOR 11 31 . 52 32 . 31 33 . 12 33 . 95 34 . 80 35 . 66
BUILDING INSPECTOR 111 36 . 30 37 . 21 38 . 14 39 . 10 40 . 07 41 . 08
BUILDING INSPECTOR IV 40 . 02 41 . 02 42 . 04 43 . 09 44 . 17 45 . 28
CODE ENFORCEMENT OFFICER 1 31 . 52 32 . 31 33 . 12 33 . 95 34 . 80 35 . 66
CODE ENFORCEMENT OFFICER 11 36 . 30 37 . 21 38 . 14 39 . 10 40 . 07 41 . 08
CODE ENFORCEMENT OFFICER 111 40 . 02 41 . 02 42 . 04 43 . 09 44 . 17 45 . 28
FIRE MARSHAL 36 . 01 36 . 91 37 . 84 38 . 78 39 . 75 40 . 75
EHS * 27 . 53 28 . 95 30 . 59 32 . 18 33 . 97 34 . 82
EHS SENIOR * 34 . 82 35 . 69 36 . 58 37 . 50 38 . 44 39 . 40
PARKS & FACILITIES SCHEDULER 23 . 18 23 . 76 24 . 35 24 . 96 25 . 59 26 . 23
SOLID WASTE ATTENDANT 20 . 61 21 . 58 22 . 12 22 . 67 23 . 24 23 . 82
SOLID WASTE OPERATOR 24 . 98 26 . 22 26 . 87 27 . 55 28 . 23 28 . 94
MAINTENANCE 1 19 . 31 19 . 79 20 . 29 20 . 79 21 . 31 21 . 84
MAINTENANCE II 24 . 29 24 . 89 25 . 51 26 . 15 26 . 81 27 . 48
MAINTENANCE 111 26 . 71 27 . 38 28 . 07 28 . 77 29 . 49 30 . 22
MAINTENANCE IV 30 . 72 31 . 49 32 . 28 33 . 08 33 . 91 34 . 76
CS &W OPERATOR OIC 23 . 23 23 . 81 24 . 40 25 . 01 25 . 64 26 . 28
CS &W OPERATOR 1 28 . 58 31 . 41 32 . 20 33 . 01 33 . 83 34 . 68
CS &W OPERATOR 11 31 . 79 35 . 31 36 . 20 37 . 10 38 . 03 38 . 98
CS &W OPERATOR 111 35 . 92 39 . 55 40 . 54 41 . 55 42 . 59 43 . 65
WATER QUALITY TECHNICIAN 19 . 05 19 . 53 20 . 02 20 . 52 21 . 03 21 . 56
LABORATORY SPECIALIST 26 . 84 27 . 51 28 . 20 28 . 91 29 . 63 30 . 37
PLANNER ASSOCIATE * 29 . 69 30 .43 31 . 19 31 . 97 32 . 77 33 . 59
PLANNER SENIOR * 35 .49 36 . 38 37 . 29 38 . 22 39 . 18 40 . 16
PLANS EXAMINER 36 . 30 37 . 21 38 . 14 39 . 10 40 . 07 41 . 08
SEASONAL MAINTENANCE WORKER $ 16 . 70
Upon successful succession to top step , will automatically move to Senior Classification .
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General Services - Teamsters Union Local No. 252 and Mason County 2022-2025 Collective Bargaining Agreement
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