HomeMy WebLinkAbout2023/02/28 - Regular PacketBoard of Mason County Commissioners
Draft Meeting Agenda
Commission Chambers
411 N 5th St, Shelton, WA 98584
February 28, 2023
9:00 a.m.
February 28.2
Commission meetings are live streamed at http://www.masonwebtv.com/
Effective May 10, 2022, regular Commission business meetings will be held in -person and via Zoom.
Please click the Zoom meeting link posted on the Mason County homepage and use the “raise hand” feature to be recognized
by the Chair to provide your comments and testimony. Public comment and testimony can be provided in -person, and you can
also e-mail msmith@masoncountywa.gov; mail in to the Commissioners’ Office at 411 N 5th St, Shelton, WA 98584; or call
(360) 427-9670 ext. 419. If you need to listen to the Commission meeting via telephone, please provide your telephone
number to the Commissioners’ Office no later than 4:00 p.m. the Friday before the meeting.
1. Call to Order
2. Pledge of Allegiance
3. Roll Call
4. Correspondence and Organizational Business
4.1 Correspondence
4.2 Planning Advisory Commission News Release by Kell Rowen
4.3 Shoreline Master Program User Guide News Release by Marissa Watson
4.4 Mason County Historic Preservation Commission’s Historical Building, Structure, or Place Plaque Program
News Release by Luke Viscusi
5. Open Forum for Citizen Input
Please see above options to provide public comment; 3 minutes per person, 15-minute time limit.
6. Adoption of Agenda
Items appearing on the agenda after “Item 10. Public Hearings” may be acted upon before 9:15 a.m.
7. Approval of Minutes – January 30, 2023 and February 6, 2023 Briefing Minutes and February 7, 2023
Regular Minutes
8. Approval of Action Agenda
Items listed under “Action Agenda” may be enacted by one motion unless a Commissioner or citizen requests an item be
removed from the Action Agenda and considered a separate item.
8.1 Approval of Warrants & Treasurer Electronic Remittances
Claims Clearing Fund Warrant # 8093928-8094207 $ 831,070.99
Direct Deposit Fund Warrant # 94015-94409 $ 811,878.47
Salary Clearing Fund Warrant # 7007169-7007204 $1,110,828.10
Treasurer Electronic Remittance $2,348,510.83
8.2 Approval of the Resolution adopting a Public Works policy regarding preservation of survey monuments
within County right-of-way.
8.3 Approval for the Public Works Director to sign the Letter Agreement extending the term of agreement between
the City of Bremerton, Port of Bremerton, and Mason County to December 31, 2023.
8.4 Approval to create and fill a Financial Analyst position in Superior Court and reclassify a Secretary position to
a Judicial Assistant position and a Judicial Assistant Position to a Lead Judicial Assistant position.
8.5 Approval of the Washington State Parks and Recreation Commission Interagency Agreement no. IA 123-503
to survey for and control noxious weed species within state parks in Mason County for the period of March 1,
2023 to June 30, 2025.
8.6 Approval of the Washington State Department of Agriculture Interagency Agreement no. K4369 to survey for
and control Giant Hogweed within Mason County for the period of February 15, 2023 to December 31, 2024.
8.7 Approval of the Washington State Department of Commerce Consolidated Homeless Grant Contract no. 22-
46108-20 Amendment E and the Community Action Council Professional Services Contract no. CAC:2021-
2023 CHGHEN Amendment no. 1 for the increased amount of $76,933.
8.8 Approval of the Resolution amending the Mason County Personnel Policy to include updates for grammar and
plain talk language; Section 4.5.1 to include the County Administrator as advising party to Chair and
Presiding Judge during emergency closures; Section 4.8 Payroll Records procedure to include the Auditor’s
Office; Section 5.2.2 Lead Pay and Section 5.2.3 Out of Class Pay to include County Administrator authority
per Resolution no. 2022-033; Section 5.3.1 definitions of eligible employees for longevity; Section 5.4
Reclassifications to include language from request form, positions in open negotiations, and providing a 60-
day window for response; Section 7.2.3 leave accrual to remove confusing language around sick leave; and
Chapter 14 Travel Policy to include advance travel.
8.9 Approval of the reclassification for Stephen Thur in Public Health and Human Services from Accounting
Technician to Senior Accounting Technician Step 1.
8.10 Approval of the Resolution reflecting a 2.5% increase between Steps 9 and 10 for all Ranges and the retitling
of the following positions: Senior Deputy Coroner to Deputy Coroner, Clerk of the Board/Records Specialist
to Clerk of the Board, Risk & Safety Compliance Manager to Risk Manager, Program Manager I to Solid
Waste Manager, and Administrative Manager to Prosecuting Attorney Administrative Manager.
8.11 Approval of the Memorandum of Understanding with Teamsters Union Local No. 252 Appraiser’s Unit to add
Lead Worker language around Article 10 of the current 2022-2024 Collective Bargaining Agreement.
8.12 Approval of the Memorandum of Understanding with Woodworkers Local Lodge W38 I.A.M. Corrections &
Support Staff to correct a Scrivener’s error to the Appendix A – Wage Tables for the current 2022-2024
Collective Bargaining Agreement.
8.13 Approval of the Memorandum of Understanding with Woodworkers Local Lodge W38 I.A.M. Mason County
Office of Public Defense to add Lead Pay language to Article VI Wages and Benefits for the current 2021-
2023 Collective Bargaining Agreement.
8.14 Approval to sign the letter of support supporting a holistic jail system study and analysis and for the
establishment of a Jail Modernization Task Force.
8.15 Approval to sign the letter of support for The Youth Connection’s application for Congressionally Directed
Spending (CDS) funds for building transitional housing for homeless young people.
9. Other Business (Department Heads and Elected Officials)
10. 9:15 a.m. Public Hearings and Items Set for a Certain Time
Please see above options to provide public testimony.
10.1 Public Hearing to consider amending Mason County Code Title 15 – Development Code to add to the Hearing
Examiner’s Authority and Mason County Code Title 17 – Zoning Code to allow higher residential densities
within the Shelton Urban Growth Area (UGA) by use of the City of Shelton’s Planned Unit Development
standards. Staff: Kell Rowen
10.2 Public Hearing to consider corrections to the Future Land Use map and Development Areas (zoning) map for
the following parcels: 42022-21-00010, 61922-33-00010, 61918-33-00010, 42107-13-00010, 42015-33-60010,
and 42015-33-00000. Staff: Marissa Watson
11. Board’s Calendar and Reports
12. Adjournment
MASON COUNTY
TO: Board of Mason County Commissioners Reviewed
FROM: Cassidy Perkins Ext. 419
DEPARTMENT: Support Services Action Agenda
DATE: February 28, 2023 No. 4.1
ITEM: Correspondence
4.1.1
4.1.2
4.1.3
4.1.4
Washington State Liquor and Cannabis Board sent in the following: Special Occasion
Liquor License Application for the Allyn Community Association, Liquor License
Renewal Application Information, Notice of Cannabis License Discontinuation for
Mayflower Partners, Notice of Liquor License Discontinuation for Summertide
Resort, Notice to Cannabis Licensees on Firearms, Notice of Cannabis License
Approval for Perfect Plant LLC, Liquor License Application Received for Model T
Pub & Eatery.
Advisory Board Applications received from the following: Thomas Duffield for the
Solid Waste Advisory Committee, Delroy Cox for the Solid Waste Advisory
Committee (reappointment), Dennis Hamilton for the Parks Advisory Board, Lynda
Links and Chad White for the Solid Waste Advisory Committee (reappointment).
Notification received from Comcast regarding fee increase for our Broadcast TV
service from $26.30 to $26.85.
Event information received from United Way regarding their Spring Dessert & Gift
Auction.
Attachments: Originals on file with the Clerk of the Board.
NEWS RELEASE
February 28, 2023
MASON COUNTY COMMISSIONERS’ OFFICE
411 N 5TH ST, BLDG 1, SHELTON, WA 98584
TO: KMAS, KRXY, SHELTON-MASON COUNTY JOURNAL, THE OLYMPIAN,
SHELTON CHAMBER OF COMMERCE, NORTH MASON CHAMBER OF
COMMERCE, CITY OF SHELTON, ECONOMIC DEVELOPMENT
COUNCIL, THE SUN
RE: Planning Advisory Commission Vacancy
Mason County is seeking a motivated and engaged individual to serve as a volunteer member of
the Planning Advisory Commission. The Commission will play a crucial role this year and next in
updating the County’s Comprehensive Plan, which outlines the vision and goals for the County’s
future growth and development. There is one open seat represented as either Commissioner District
2 or 3 (Shelton, Union, Hoodsport, Matlock, Lilliwaup, Kamilche area).
The Planning Advisory Commission is a seven-member citizen board appointed to advise the Board
of County Commissioners on policies related to amendments to the Comprehensive Plan, Shoreline
Master Program, Resource Ordinance and other development regulations including making
recommendations on rezone applications.
The Commission typically meets at least once per month on the third Monday at 6:00 p.m., with
special meetings scheduled as necessary. Appointed Commissioners normally serve a four-year
term. The Commissioner District 2/3 position will be filling a vacancy set to expire in January of
2026.
Applications to serve on the board are being accepted until the position is filled, and should be
submitted to the Mason County Commissioners, 411 N. 5th St., Shelton, WA 98584.
Application forms may be obtained from the Commissioner’s Office, (360) 427-9670 ext. 419 or
visit our website at www.masoncountywa.gov.
BOARD OF MASON COUNTY COMMISSIONERS
______________________
Sharon Trask,
Chair
______________________
Randy Neatherlin,
Vice-Chair
______________________
Kevin Shutty,
Commissioner
Mason CountyPlanning Advisory Commission-2022CommName Phone Mailing AddressInitial AppointmentTerm ExpiresDistrict No.11 (H) 360-868-2025 701 E Ballantrae Dr.Jeff Careysmithbnl@comcast.netShelton, WA 98584 9/27/2022 1/31/202622253-432-375824440 N US Hwy 101Joseph Myersjoseph.j.myers@outlook.comHoodsport, WA 985486/2/2020 1/31/20243 360-349-1154 50 SE Arcadia RdVACANTisaiahj@johnlscott.comShelton, WA 98584 1/31/2026At4LargeTerri Arcieri11/23/2021 1/31/202535 206-755-9879 151 SE Sunrise Dr.Bob Wilkersonroberwilkerson@comcast.neShelton, WA 98584 7/6/2021 1/31/202516 (H)360-275-2476 P.O. Box 143Mac McLean(C)907-460-6137 Allyn, WA 98524 11/26/2019 1/31/2024mcleanrobertf@gmail.com 17Tim Opiela206-899-7411 1851 NE Haven Way 6/2/20201/31/2026topiela@bjcgroup.comTahuya, WA 98588Position Contact: Kell Rowen, Dept. of Community Services, Planning Division @ Ext. 286 Updated 2/15/2023
NEWS RELEASE
February 28, 2023
MASON COUNTY COMMISSIONERS’ OFFICE
411 N 5TH ST, BLDG 1, SHELTON, WA 98584
TO: KMAS, KRXY, SHELTON-MASON COUNTY JOURNAL, THE OLYMPIAN,
SHELTON CHAMBER OF COMMERCE, NORTH MASON CHAMBER OF
COMMERCE, CITY OF SHELTON, ECONOMIC DEVELOPMENT
COUNCIL, THE SUN
RE: Mason County Shoreline Master Program User Guide – Community Input Needed
Mason County is developing a Shoreline Master Program (SMP) User Guide to better
convey regulatory provisions, mitigation requirements, and development allowances
within shoreline jurisdiction. Shoreline jurisdiction roughly includes areas 200 feet
landward and in-water marine shorelines, lakes 20 acres or greater, rivers of a certain size
and associated wetlands, shown here: https://masoncountywa.gov/community-
services/smp-update/2017/SMP-SED-082017.pdf. This guide will be made available as an
interactive online website on the County Community Development webpage. The public
is invited to provide feedback within the next month to guide this effort through the
following survey link: https://www.surveymonkey.com/r/Z77F6NC.
This project is made possible through a Department of Ecology grant with work set to
conclude by the end of June 2023.
BOARD OF MASON COUNTY COMMISSIONERS
______________________
Sharon Trask,
Chair
______________________
Randy Neatherlin,
Vice-Chair
______________________
Kevin Shutty,
Commissioner
NEWS RELEASE
FEBRUARY 28, 2023
MASON COUNTY COMMISSIONERS’ OFFICE
411 N 5TH ST, BLDG 1, SHELTON, WA 98584
TO: KMAS, KRXY, SHELTON-MASON COUNTY JOURNAL, THE OLYMPIAN,
SHELTON CHAMBER OF COMMERCE, NORTH MASON CHAMBER OF
COMMERCE, CITY OF SHELTON, ECONOMIC DEVELOPMENT
COUNCIL, THE SUN
RE: Mason County Historical Building, Structure, or Place Plaque Program
The Mason County Historic Preservation Commission is pleased to announce launch of the
Historical Building, Structure, or Place Plaque Program. The Mason County Historic Preservation
Commission administers the Plaque Program to acknowledge the historical value of buildings,
structures, or places in Mason County that should be considered historically important, possess
unique architectural or other characteristics, are associated with important events in Mason County
history, or some or all of these values.
While not the same as having a property listed into the Mason County Historic Register, the Plaque
Program acknowledges and recognizes our County’s historical places through a simpler process,
culminating in the award of a mountable plaque. Applying for a plaque is straightforward—fill out
the application form with the history and/or historical associations of a building, structure, or place,
then attach photos and other relevant documentation, and either submit in-person to Luke Viscusi
at the Mason County Planning Department (615 W Alder St, Shelton, WA 98584), or by email to
hpc@masoncountywa.gov.
The digital application can be found on our website at: https://masoncountywa.gov/historic/plaque-
program.php. Hard copies can also be picked up at the Mason County Assessor’s office (411 N 5th
St, Shelton, WA 98584), the Mason County Historical Society Museum (427 W Railroad Ave,
Shelton, WA 98584), or the Mason County Planning Department (615 W Alder St, Shelton, WA
98584). If you are considering applying for a plaque and have questions, please feel free to call
Luke Viscusi at (360) 427-9670 ext. 282 or contact the Mason County Historic Preservation
Commission via email at: hpc@masoncountywa.gov.
BOARD OF MASON COUNTY COMMISSIONERS
______________________
Sharon Trask,
Chair
______________________
Randy Neatherlin,
Vice-Chair
______________________
Kevin Shutty,
Commissioner
Page | 1
BOARD OF MASON COUNTY COMMISSIONERS’ BRIEFING MINUTES
Mason County Commission Chambers, 411 North 5th Street, Shelton, WA
Week of January 30, 2023
Monday, January 30, 2023
9:00 A.M. Closed Session – RCW 42.30.140(4) Labor Discussion
Commissioners Neatherlin, Shutty, and Trask met in closed session for labor negotiation via
Zoom from 9:00 a.m. to 10:00 a.m. Mark Neary, Mary Ransier, Nichole Wilston, Cabot
Dow, and Lindsey Smith were also in attendance.
10:00 A.M. Treasurer – Lisa Frazier
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Lisa submitted the annual Treasurer’s refund report per RCW 84.69.020 for the total amount
of refunds of $319,780.83. Approved to move forward.
• Lisa shared the annual Treasurer’s request to cancel uncollectible personal property taxes for
the total cancellation amount of $3,472.17. Approved to move forward.
10:05 A.M. Sheriff’s Office – Chief Hanson
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Chief Hanson shared a revised request from Health Care Delivery Systems to increase
Registered Nurse (RN) contract rates from $60 an hour to $85 an hour. This is an annual
increase of $154,840 and would be effective January 1, 2023. The contract is due to expire
December 31, 2023. Approved to move forward.
• Undersheriff Adams discussed unanticipated operation costs: polygraph school $23k for
travel, food, rental car, and fuel costs; 2022 credit card bill $35k; rifle upgrade $15,848;
Terradyne Armored Vehicle $5k.
• Chief Dracobly requested a sole-source purchase for 84 upgraded Glock pistol systems
through Oregon Rifleworks for a total cost of $96,321.96. Approved to move forward.
• Lieutenant Birklid shared a $24,616.78 training grant received from th e Washington
Association of Sheriffs & Police Chiefs (WASPC) and requested to increase the Sheriff’s
Office Training budget line. Approved to move forward.
10:15 A.M. Economic Development Council – Jennifer Baria
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Jennifer clarified the Economic Development District (EDD) process which is federally
funded. A Request for Proposals (RFP) for consultant services to work on the regional
Comprehensive Economic Development report went out January 27 and are due back by
February 10. This is an eight-month contract with a final deadline of August 1. Project
submission will be open April/May.
10:30 A.M. Auditor’s Office – Steve Duenkel
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Steve shared the restructuring of office space for Election’s staff and for ballot processing.
The estimated cost is $25k from Real Estate Excise Tax funds.
10:40 A.M. Community Development – Kell Rowen
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Kell shared the Hearing Examiner contract renewal to increase the Hearing Examiner’s hourly
rate. Approved to move forward.
• Kell requested to set a Public Hearing for Tuesday, February 28 at 9:15 a.m. to consider
amendments to Title 17 – Shelton Urban Growth Area (UGA) to use the City of Shelton’s
Page | 2
Planned Unit Development (PUD) and Title 16 – Hearing Examiner Authority. Approved to
move forward.
• Marissa Watson requested to set a Public Hearing for Tuesday, February 28 at 9:15 a.m. to
consider map corrections for six parcels. Approved to move forward.
10:55 A.M. Public Health – Dave Windom
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Melissa Casey shared the Housing and Behavioral Health Advisory Board 2022 annual report.
Topics included housing and homelessness, behavioral health/substance use disorder, and
mental health.
11:00 A.M. Public Works – Loretta Swanson
Utilities & Waste Management
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Loretta requested to purchase an F-550 with a plow and salt spreader for the contract price of
$122,050.83. Approved to move forward.
11:10 A.M. Support Services – Mark Neary
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Diane Zoren shared the lease agreement with Crossroads Housing for the Veterans’ Service
Officer’s office space in Belfair for $550 a month. Approved to move forward.
• Diane discussed adding minimum time served and minimum of income verification from
within the previous twelve months to the Veterans’ Advisory Board Policy for the Veterans’
Assistance Program. Approved to move forward.
• Diane requested to appoint John DeLeva as a Generator on the Lodging Tax Advisory
Committee (LTAC). Approved to move forward.
• Diane shared two applications for the Lewis-Thurston-Mason Area Agency on Aging
Advisory Council (LMTAAA) from Becky Cronquist and Cynthia Stang. Interviews will be
set up at the next briefing.
• John Taylor discussed the Mason County Comprehensive Emergency Management and
Disaster Response Plan (CEMDRP). RCW 42.14.040 requests that in the event of a
catastrophic incident and no County Commissioners are available, an Elected Official shall
possess by majority vote the full authority of the Board of County Commissioners. County
Administrator and Division of Emergency Management Manager were recommended.
Approved to move forward.
• Mary Ransier shared the Engineer’s Guild Memorandum of Understanding which adds
language in Section 8.3 Rest/Meal Breaks. Approved to move forward.
• Mary shared the Teamsters Union Local No. 252 Memorandum of Understanding which
corrects language in Article 17 to reflect Washington State Insurance Plans offered through
Public Employee’s Benefits Board instead. Approved to move forward.
• Jennifer Beierle shared the December financial report. Current Expense revenue $45,729,023
at 110%; last year $43,882,471 at 108%. Treasurer Department Receipt $32,580,492 at
121%; last year $30,115,907 at 115%. Current Expense expenditure $40,767,814 at 90%; last
year $38,456,162 at 89%. Six-Year Specific Revenue Stream Comparison – Community
Development $2,474,358; Detention & Correction $105,877; Current Expense Property Tax
$11,292,326; Road Diversion Property Tax $1,072,022; County Road Property Tax
$9,165,055; Current Expense Sales Tax $9,393,874; Criminal Justice $1,980,670; Rural Sales
& Use Tax $1,121,522; Community Services Homelessness Prevention $692,460; Lodging
Tax $1,018,943; and REET 1 and 2 $1,865,394. Total collected revenue $9,393,873.95,
budgeted $7.2 million. Current Expense cash $26,656,033. Special Fund cash $53,462,936.
Motor Pool Expenditures $1,620,579 at 92.83%; last year $1,369,690 at 89.82%. Special and
Page | 3
Other Fund revenue $63,480,921 at 76%; last year $61,430,641 at 103%. Special and Other
Fund expenditure $51,538,836 at 57%; last year $52,012,447 at 74%.
• Jennifer shared a Resolution authorizing the County to purchase from US Government
Purchasing Agent – US General Services Administrations (GSA). Approved to move
forward.
• Jennifer discussed outstanding budget items: Gorst Coalition dues unpaid for 2021 and 2022
$25k; Department of Emergency Management building rent $13,427; and a service agreement
with Corrections Technology Group (CTG) $68,609.
• Jennifer shared that Enterprise Fleet Management reached out regarding a grant for non-profit
organizations and a response was received from two Commissioners to nominate the Youth
Connection.
• Mark discussed the Interlocal Agreement with the City of Shelton to share funds for pandemic
recovery and community rehabilitation purposes. Approved to move forward.
• Mark met with Deborah and the delegation at State legislature and was asked to submit a
capital request for preliminary design and siting of a new jail.
• Mary shared the initial findings of the Non-Represented Classification and Compensation
study. Comparable counties include: Island, Skagit, Greys Harbor, Jefferson, Cowlitz, and
Lewis. First, adjust the current Non-Represented Salary Range Alignment to have a 2.5%
increase between Steps 9 and 10 in all Ranges. Second, add Ranges 46, 47, and 48. Third,
Non-Represented Salary Range realignment and title changes.
• Cmmr. Shutty shared a letter of opposition regarding the 400 acres of trust land near Elk Lake
being included in the Carbon Project. Approved to move forward.
• Cmmr. Trask requested training on First Aid and to add Narcan to the AEP stations.
Tuesday, January 31, 2023
10:00 A.M. Elected Official & Department Head Meeting
• Mark Neary shared that this meeting is a refresher on operations, budget, facilit ies, resources
Central Services provides, and to show what 2023 will look like for individual departments.
• Diane Zoren, Central Services Manager, discussed the Operating Guidelines, agenda process,
and proper review of agenda items. Information technology includes email management and
retention, computer replacement policy, cell phone policy, and the IT Steering Committee.
Emergency Management’s role in updating the emergency management plan and ensuring
continuity of government. An “Index” folder is available to all departments that shares a
variety of indexes managed by Support Services.
• Jennifer Beierle, Finance, shared RCW 36.40 concerning the budget. The budget is adopted
the first Monday in December. There are two scheduled budget amen dments on June 20 and
December 19 for the 2023 Budget. The 2024 Budget rates will come before the Board in June
and entered into Munis by August 14. Budget asks are presented typically in October. The
budget is due to the public by November 24 and will be adopted December 4. Departments
can transfer up to $15k from Operating to Salaries & Benefits or vice versa. The Sheriff’s
Office can transfer up to $50k. Transfers for above those limits must go before the Board.
• Mary Ransier, Human Resources, discussed Bargaining Agreements, the Salary Classification
and Comprehensive Survey, NEOGOV, increasing hiring presence on social media, and
career fairs. A Supervisor toolkit is available on the Common drive with performance
evaluation templates, reference checking, and interview questions. Training has been sent out
for the Personnel Policy. An Employee Townhall will be held February 23 via webinar.
• Patti McLean, Assessor, introduced the new Chief Deputy, Ciara Styles. A County -wide
calendar would be helpful to know each office’s busy times. The tax roll has been certified to
the Treasurer and statements are being sent out. Site inspections occur once every six years,
this year Area Six (Pickering, Grapeview Loop, Spencer Lake, and Phillips Lake areas) i s
Page | 4
being inspected. New construction is $119,421. Assessments for personal property return for
next years’ taxes evaluations will be done in June.
• Sheriff Ryan Spurling introduced Travis Adams as Undersheriff, Jason Dracobly as Chief of
Patrol and Investigations, Tammi Beyer as Civil Chief, and Kevin Hanson as Jail Chief.
Goals include teach the Region 3 Leadership Class, be more transparent with the budget,
more accessibility to the Sheriff as an Elected Official, have other Elected Officials and
Department Heads join the Sheriff’s breakfast, and work with the Commissioners to get better
community animal control.
• Charles Rhodes, Clerk, shared his thanks for County staff. Staff requests include designated
training time and for a larger budget due to mandates such as Blake Decision and Joel’s Law
since there is not enough staff.
• Patsy Robinson, District Court, shared that the Court calendar was revised to accommodate
interpreters and better utilize the interpreter budget. Staff are working to scan documents in
to Laserfiche and archive boxes. Caseloads for Indigent Defense have been large and a
meeting is being held to discuss the most effective way to provide help and/or relief.
• Michael Dorcy, Prosecutor, continued the discussion on not having suffic ient Public Defense
Attorneys for the large caseload. Caseload standards limit the number of cases the attorneys
can take.
• David Windom, Public Health, shared that staff are now transitioning away from COVID to
Tuberculosis work. Staff have also being wo rking on a strategic plan based off of a Strength,
Weaknesses, Opportunities, and Threats (SWOT) assessment. In coordination with the
Mason Health and the YMCA, a WIC Clinic will be opening again in Shelton . Permitium
was implemented allowing the public an easier way to get both birth and death certificates.
• Loretta Swanson, Public Works and Utilities and Waste, has an aggressive work plan for
2023. Funding includes: $25 million for roads split between construction work and road
operations work; $7 million for bridge work; $4 million for safety improvement; $3 million
for paving, overlay, shoulder, and alignment work; $2 million for fish barrier improvements,
gravel road conversions, and intersection improvement; and $8 million for operations
preserving existing road network, chip seal, hot mix asphalt, and shoulder paving. There is $1
million in recommendations to bring back to the Commission. Public Works is coordinating
with the Conservation District and Army Corp of Engineers on work in the Skokomis h Valley
for a $21 million project. Solid Waste priorities include post closure monitoring work for
Eells Hill, Solid Waste management plan update, haul contract, household hazardous waste,
repairs, and equipment. Water/sewer utility rate work is underwa y.
• Paddy McGuire, Superior Court, discussed Phase 2 of the Superior Court reorganization of its
administrative structure. Long term space needs will be discussed with District Court.
• Leo Kim, Auditor’s Office, shared the 2023 objectives. Financial Services – revise the Chart
of Accounts and implement software to improve efficiency in development of Preliminary
Budget and to obtain taxpayer input into development of the Annual Budget. Recording and
Licensing – highlight Mason County history. Elections – restructure ballot processing area,
increase transparency, upgrade locks and server protection, tabulation equipment, assess
voting system machine vulnerability, and install ballot drop box surveillance video.
• Dan Teuteberg, WSU Extension, shared upcoming programs such as the Master Gard ener’s
Through the Garden Gate series and Robotics and Coding for Youth. The Noxious Weed
Program continues working with the County Road Department for inspection.
• Kell Rowen, Community Development, shared that staff are working on a new code update
per the 2021 International Building and Residential Code due by July 1. The fee schedule
will be updated for both Building and Planning and will automatically increase each year. For
Planning, the Comprehensive Plan update will begin in June. Funds from the State will allow
the County to work with the City of Shelton to do a single Request for Proposals (RFP) for a
consultant to assist with County-wide planning policies. The Capital Facilities Plan is also
Page | 5
being updated and impact fees are being discussed. Other items include short-term rental
regulations. The scanning project is going incredibly well.
Respectfully submitted,
McKenzie Smith,
Clerk of the Board
BOARD OF MASON COUNTY COMMISSIONERS
______________________
Sharon Trask,
Chair
_______________________
Randy Neatherlin,
Vice-Chair
_______________________
Kevin Shutty,
Commission
Page | 1
BOARD OF MASON COUNTY COMMISSIONERS’ BRIEFING MINUTES
Mason County Commission Chambers, 411 North 5th Street, Shelton, WA
Week of February 6, 2023
Monday, February 6, 2023
9:00 A.M. Closed Session – RCW 42.30.140(4) Labor Discussion
Commissioners Neatherlin, Shutty, and Trask met in closed session for labor negotiation via
Zoom from 9:00 a.m. to 10:00 a.m. Mark Neary, Mary Ransier, Nichole Wilston, Cabot
Dow, and Lindsey Smith were also in attendance.
10:00 A.M. Lewis-Mason-Thurston Area Agency on Aging Advisory Council Interviews
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• The Commissioners interviewed Becky Cronquist and Cynthia Stang for the Lewis-Mason-
Thurston Area Agency on Aging Advisory Council. Approval to appoint both applicants.
10:15 A.M. Support Services – Mark Neary
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Becky Rogers requested to have the alternate members on the Board of Equalization sit in on
at least five meetings. Approved to move forward.
• John Taylor shared that, due to delay in purchasing, the price of the U tility Terrain Vehicle
from the Emergency Managemen t Performance Grant (EMPG) has increased $2,065.10 and a
budget transfer from Current Expense is needed. Approved to move forward.
• Mary Ransier discussed updates to the Non-Represented Salary Schedule. The salary scale
and positions will be combined into one document for efficiency, the Personal Health
Manager title will be changed to Community Health Manager, Personnel Analyst and
Personnel & Risk Analyst will be changed to HR analyst, and the Epidemiologist and Senior
Epidemiologist positions will be added. Approved to move forward.
• Cmmr. Shutty shared a request from The Arc of the Peninsulas to create a housing consortium
to increase housing for individuals with intellectual disabilities. The contract needs further
review.
• Kelly Frazier shared that the elevator in the Courthouse is temporarily out of order due to
needing a replacement motor.
10:25 A.M. Public Works – Loretta Swanson
Utilities & Waste Management
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Mike Collins shared that per WAC 136-50-050 each County must adopt a policy regarding
the preservation, maintenance, and restoration of survey monuments in County right-of-way.
Approved to move forward.
• Loretta discussed the letter of agreement to extend the terms of the Interlocal Agreement with
the City of Bremerton and Port of Bremerton regarding the project design and oversight
services to the Belfair sewer connection to December 31, 2023. Approved to move forward.
• Loretta shared the Grant of Easement with the United States Navy to extend a sewer trunk
line to serve the Belfair Urban Growth Area (UGA). Approved to move forward.
10:35 A.M. Superior Court – Judge Goodell
Commissioners Neatherlin, Shutty, and Trask were in attendance via Zoom.
• Judge Goodell discussed phase two of reorganizing and restructuring Superior Court. This
includes creating a Financial Analyst position to manage the numerous budgets in various
divisions of the Court to ease the burden on the Court Administrator, reclassify a Secretary
position to Judicial Assistant position, and reclassify a Judicial Assistant position to a Lead
Page | 2
Judicial Assistant position. The increased cost for 2023 would be $87,630 and then for 2024
about $108,356. Approved to move forward.
Respectfully submitted,
McKenzie Smith,
Clerk of the Board
BOARD OF MASON COUNTY COMMISSIONERS
______________________
Sharon Trask,
Chair
_______________________
Randy Neatherlin,
Vice-Chair
_______________________
Kevin Shutty,
Commission
Board of Mason County Commissioners
Proceedings
Commission Chambers
411 N 5th St, Shelton, WA 98584
February 7, 2023
1. Call to Order – The Chairperson called the regular meeting to order at 9:00 a.m.
2. Pledge of Allegiance – Dave Windom led the flag salute.
3. Roll Call – Present: Present: Commissioner District 1 – Randy Neatherlin; Commissioner
District 2 – Kevin Shutty; Absent: Commissioner District 3 – Sharon Trask.
4. Correspondence and Organizational Business
4.1 Correspondence
4.1.1 Becky Cronquist sent in an application to the Lewis-Mason-Thurston Area Agency on
Aging Advisory Council.
5. Open Forum for Citizen Input
No citizen input.
6. Adoption of Agenda
Cmmr. Shutty/Neatherlin moved and seconded to adopt the agenda as published. Motion
carried unanimously. N-aye; S-aye; T-aye.
7. Approval of Minutes – January 17, 2023 and January 31, 2023 Regular Minutes
Cmmr. Shutty/Neatherlin moved and seconded to adopt the January 17, 2023 and January 31,
2023 Regular Minutes as presented. Motion carried unanimously. N-aye; S-aye; T-aye.
8. Approval of Action Agenda
8.1 Approval of Warrants and Treasurer Electronic Remittances
Claims Clearing Fund Warrant # 8093705-8093927 $1,323,967.73
Direct Deposit Fund Warrant # $
Salary Clearing Fund Warrant # $
Treasurer Electronic Remittance $7,606,780.47
8.2 Approval to acknowledge receipt of the Treasurer’s Annual Refund Report for 2022 for the
total refund amount of $319,780.83.
8.3 Approval of the Resolution to cancel the 2023 uncollectible personal property taxes for the total
amount of $3,472.17. (Exhibit A, Resolution No. 2023-005)
8.4 Approval of the Resolution for the sole-source purchase of the Glock pistol system upgrade
through Oregon Rifleworks, LLC. (Exhibit B, Resolution No. 2023-006)
8.5 Approval to increase the Sheriff’s Office Training Budget line by $24,616.78 for a training
grant received from the Washington Association of Sheriff’s and Police Chiefs (WASPC).
8.6 Approval for Public Works to purchase a F-550 Crew Cab 4x4 with plow and salt spreader off
of the Washington State Contract via Sourcewell Contract no. 060920-NAF.
8.7 Approval of the Resolution amending the Mason County Veterans’ Advisory Board Operating
Policy and Procedures to reflect changes to Section I. Organizational Policies adding required
minimum time served and Section IV. Eligibility Policies adding income verification being
required from within the previous twelve (12) months. (Exhibit C, Resolution No. 2023-007)
2 | F e b r u a r y 7 , 2 0 2 3 C o m m i s s i o n M i n u t e s
8.8 Approval to appoint John DeLeva as a Generator to the Mason County Lodging Tax Advisory
Committee (LTAC).
8.9 Approval of the Resolution amending the Mason County Comprehensive Emergency and
Disaster Response Plan (CEMDRP). (Exhibit D, Resolution No. 2023-008)
8.10 Approval of the Resolution to amend the Non-Represented Salary Schedule to change the
Personal Health Manager title to Community Health Manager, change the Personnel Analyst
and Personnel & Risk Analyst to HR Analyst, and add the Epidemiologist and Senior
Epidemiologist positions. (Exhibit E, Resolution No. 2023-009)
8.11 Approval for the Chair to sign an Easement Agreement with the United States of America
(Navy) allowing the installation, operation, maintenance, repair, and replacement of a section
of sewer main.
8.12 Approval to appoint Becky Cronquist and Cynthia Stang to the Lewis-Mason-Thurston Area
Agency on Aging advisory council for terms expiring December 31, 2025
Cmmr. Shutty/Neatherlin moved and seconded to approve action items 8.1 through 8.12.
Motion carried unanimously. N-aye; S-aye; T-aye.
9. Other Business (Department Heads and Elected Officials)
No other business.
10. 9:15 a.m. Public Hearings and Items Set for a Certain Time
Please see above options to provide public testimony. These options are available only while COVID-19 OPMA
meeting restrictions are in place.
No Public Hearings set for this time.
11. Board’s Calendar and Reports – The Commissioners reported on meetings attended the past
week and announced their upcoming weekly meetings.
12. Adjournment – The meeting adjourned at 9:09 a.m.
ATTEST:
____________________________
McKenzie Smith, Clerk of the Board
BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
_______________________________
Sharon Trask, Chair
_______________________________
Randy Neatherlin, Vice-Chair
________________________________
Kevin Shutty, Commissioner
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Cassidy Perkins Ext. 419
Department: Support Services Briefing: ☐
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): Click or tap here to enter text. Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.1
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Approval of Warrants & Treasurer Electronic Remittances
Claims Clearing Fund Warrant # 8093928-8094207 $ 831,070.99
Direct Deposit Fund Warrant # 94015-94409 $ 811,878.47
Salary Clearing Fund Warrant # 7007169-7007204 $ 1,110,828.10
Treasurer Electronic Remittance $ 2,348,510.83
Macecom 1.5.2023 $ 161,817.94
Mental Health 1.10.2023 $ 1,067.35
Dispute Resolution Surcharge 1.10.2023 $ 900.00
Belfair Wastewater & Water Reclamation 1.24.2023 $ 1,900.00
Belfair Sewer 1.24.2023 $ 1,310.41
American Rescue Plan Act 1.24.2023 $ 1,310.41
Mason County Public Works 1.23.2023 $ 995,025.00
Mason County Public Works Local BD $ 995,025.00
Reet 1/Facilities 1/23/2023 $ 30,000.00
Operating Expenses 1/23/2023 $ 65,082.36
Mason County LTGO 2013 B (Jail) 1.23.2023 $ 30,000.00
Mason County LTGO 2013 B (Jail) 1.23.2023 $ 65,082.36
Background/Executive Summary:
The Board approved Resolution no. 80-00 Payment of Claims Against County: Procedure Authorizing
Warrant Issue and Release Prior to Board Claim Approval. Mason County Code 3.32.060(a) requires that
the Board enter into the minutes of the County Commissioners the approval of claims listing warrant
numbers.
Mason County
Agenda Request Form
Claims Clearing YTD total $ 10,433,160.51
Direct Deposit YTD total $ 3,416,675.98
Salary Clearing YTD total $ 3,399,651.69
Approval of Treasurer Electronic Remittances YTD total $ 2,348,510.83
Requested Action:
Approval of the aforementioned Claims Clearing Fund, Direct Deposit Fund, Salary Clearing Fund, and
Treasurer Electronic Remittance warrants.
Attachments:
Originals on file with the Auditor/Financial Services; copies on file with the Clerk of the Board
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mike Collins Ext. 450
Department: Public Works Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 6, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.2
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Public Works Survey Monument Preservation Policy
Background/Executive Summary:
Recent changes in the Washington Administrative Code (WAC) 136-50-050 require each county
legislative authority to develop and adopt by resolution or ordinance certain written policies, within the
limits of existing state law, that cover any matters relating to county road department administration,
maintenance, and construction. Meeting these new requirements is one of the standards of good practice
which allows the County to be eligible to continue receiving annual disbursement of gas tax revenues.
WAC 136-50-050(5) requires adoption of a policy regarding preservation, maintenance, and restoration of
survey monuments within the county road right-of-way. Public Works prepared the attached Survey
Monument Preservation Policy and Procedure to ensure survey monuments within the right of way are
protected and preserved. Protecting these survey monuments has been a public works practice for years.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the Resolution adopting a Public Works policy regarding preservation of survey monuments
within County right-of-way.
Attachments:
Resolution
RESOLUTION NO. 2023 -_______
A RESOLUTION AMENDING MASON COUNTY CODE CHAPTER 12
ADOPTING A PUBLIC WORKS POLICY REGARDING THE
PROTECTION AND PRESERVATION OF SURVEY MONUMENTS
WHEREAS, the County Road Administration Board has adopted regulations pertaining
to standards of good practice and county road department administration; and
WHEREAS, WAC 136-50-050 requires that the county legislative authority develop and
adopt by resolution or ordinance certain written policies, including a policy regarding
preservation, maintenance, and restoration of survey monuments within the county right of way;
and
WHEREAS, the Public Works Survey Monuments Policy meets the requirements of
WAC 136-50-050(5).
THEREFORE, BE IT RESOLVED, the Board of County Commissioners of Mason
County, State of Washington, does resolve as follows:
Section 1. Adopts a new Chapter, 12.29, to Mason County Code regarding Public Works
Protection and Preservation of Survey Monuments, as set forth in
Attachment A, attached hereto and incorporated herein by reference.
Section 2. Effective Date. This resolution shall take effect immediately upon adoption.
ADOPTED this February day of _______2023.
BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
ATTEST: _________________________________________
Sharon Trask, Chair
______________________________
McKenzie Smith, Clerk of the Board _________________________________________
Randy Neatherlin, Vice Chair
APPROVED AS TO FORM:
_________________________________________
Kevin Shutty, Commissioner
_____________________________
Tim Whitehead, DPA
ATTACHMENT A
Mason County Public Works Survey
Monument Preservation Policy
Introduction
Survey monuments are public domain and belong to all the citizens of Washington
State. RCW 58.24.040(8), RCW 36.86.050, and 332-120 WAC require county road
departments to manage and protect survey monuments located within the county road
rights of way. No survey monument shall be removed, destroyed or have reasonable
access impeded before a permit is obtained from the Washington State Department of
Natural Resources. The County Engineer, as a licensed professional engineer in the
State of Washington, can be held accountable for improper survey monument
protection perpetrated by the county road department.
Purpose
The purpose of this policy is to ensure that Mason County Public Works understands its
duty to protect and preserve survey monuments within the county road right of way
when performing any type of work, but in particular, construction projects and
pavement preservation projects where there is a risk that monuments could be
disturbed or covered.
Relevant Statute
The DNR has rule making responsibility regarding survey monument protection within
Washington State. RCW 58.24, RCW 58.09, 332-120 WAC.
The Board of Registration for Professional Engineers and Land Surveyors has regulatory
over individual professional engineers and land surveyors regarding monument
protection…but lacks authority over public agencies. RCW 58.09, 332-120 WAC, 196-
27A-030(5) WAC, RCW 58.04.015.
The County Road Administration Board has regulatory authority over Counties/county
road departments regarding “provisions of law relating to county road administration
and the standards of good practice”. RCW’s 36.78.070(3), 090(1) (b), 100, RCW
36.86.050, RCW 58.09, 332-132 WAC, 136-50-050(5) WAC.
Definitions
“Contractor” shall mean any Licensed Land Surveyor, Engineer, or Licensed contractor
working within the Mason County road Right of Way.
“County” shall mean Mason County Public Works.
“County Engineer” shall mean Mason County Road Engineer, having the authority
specified in Section 2.52.030 of the Mason County Code and under RCW 36.75.050 and
RCW 36.80, or their assigned designee.
“County Road System” shall mean the roads maintained by the County.
“DNR” shall mean Washington Department of Natural Resources
"Project Engineer" shall mean a qualified professional engineer licensed to practice in
the State of Washington.
"Public Road" shall mean a publicly owned facility providing vehicular access, including
the roadway and all other improvements located within the County right-of-way.
"Right-of-Way" shall mean all property in which the county has any form of ownership,
interest or title, and which is held for the purpose of public roads and associated
features such as, median, sidewalks, bicycle facilities, and public utilities. This definition
applies regardless of whether or not any road exists thereon or whether or not it is
used, improved, or maintained for public travel.
"Road" shall mean a facility providing public vehicular access including the roadway and
all other improvements inside the right-of-way.
"Road", "Street" and "Highway" will be considered interchangeable terms for the
purpose of these Standards.
"Roadway" shall mean the pavement width plus any shoulders for vehicular use.
“Staff” shall mean any employee of Mason County Public Works.
"Utility" shall mean a service such as gas, electric power, telephone, telegraph, storm
water management, water, sewer, or cable television, whether or not such company is
privately owned or owned by a governmental entity.
Training of Staff – the importance of and the law regarding survey monuments and your policy
The County shall provide all staff with sufficient training to understand the importance
of the Monument Preservation Policy and the RCW’s and WAC’s governing the
Preservation of Survey Monuments within the County right of way. This should include,
but not be limited to Engineering Staff, Survey Staff, Maintenance and Operations Staff,
and any Contractor permitted to work within the County right of way.
Survey and Engineering Community Engagement
Before a Contractor performs any work within the county right of way, which may affect
any existing monuments or markers of any nature relating to subdivisions, plats, roads
and all other surveys, the contractor shall have a Licensed Land Surveyor or Engineer,
file an Application for Permit to Remove or Destroy a Survey Monument per WAC 332-
120 and follow the instructions provided in WAC 332-120-070. The replacement of all
such monuments or markers disturbed during construction shall be made as
expeditiously as conditions permit in accordance with RCW 58.24 and WAC 332-120,
and as directed by the County Engineer. This shall include filing a completion report
with DNR or a Record of Survey as required. The cost of monuments or other markers
lost, destroyed, or disturbed, and the expense of replacement by approved monuments
shall be borne by the Contractor.
Any private Contractor that encounter issues with survey monuments within the county
road right of way i.e. buried monuments in a paved surface, damaged case and cover,
etc. shall report said issues to the County.
The County realizes that we have a duty to address legacy issues from past road
department practices once identified. Any legacy issues identified by a Contractor will
be addressed in a timely manner. This can be accomplished by working with the
reporting party and supplying the necessary tools to resolve the issue i.e. provide new
case and cover or by County staff.
Procedures for Maintenance and Construction Projects
Prior to beginning any maintenance or construction project, a thorough search of the
public records shall be performed and any existing survey monuments will be identified
and located. A determination can then be made to file an Application for Permit to
Remove or Destroy a Survey Monument per WAC 332-120, if necessary. Any
monuments found shall be protected and a physically inspected after the project to
ensure they were not disturbed. A completion report shall be prepared and filed with
the DNR for any monuments that are required to be removed or destroyed and a Land
Corner Record or Record of Survey shall be filed according to RCW 58.09. For any
surface monuments that will be covered for a short period of time during any surface
operations, please refer to Mason County’s MOU filed with the DNR-PLSO office.
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Loretta Swanson Ext. 652
Department: Public Works Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 6, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☐ Human Resources ☒ Legal ☐ Information Technology ☐ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.3
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Letter Agreement Accepting Terms Outlined in Interlocal Agreement with City of Bremerton, Port of
Bremerton, and Mason County
Background/Executive Summary:
The County Board of Commissioners executed an interlocal agreement between the City of Bremerton,
Port of Bremerton, and Mason County to work cooperatively to oversee the initial analysis and design for
a sewer system extension from the Belfair Water Reclamation Facility. The City Director of Public
Works and Port Chief Executive Officer signed a one-year time extension (attached) that was mailed to
the County for execution prior to the expiration date of 12/31/2022 but was lost in the mail and never
received. After review with the Prosecuting Attorney’s office, it has been determined that an extension
can be executed per Section 5 of the Agreement.
Budget Impact (amount, funding source, budget amendment):
This agreement does not financially commit any of the three parties. Sewer planning, design and
construction management to date has been funded by Commerce grants.
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval for the Public Works Director to sign the Letter Agreement extending the term of agreement
between the City of Bremerton, Port of Bremerton, and Mason County to December 31, 2023.
Attachments:
Agreement
Contract
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Judge Goodell Ext. 346
Department: Superior Court Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): March 22, 2021, July 12, 2021,
May 2, 2021, February 5, 2023
Agenda Date: February 6, 2023
Internal Review: ☒ Finance ☒ Human Resources ☐ Legal ☐ Information Technology ☐ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.4
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Financial Analyst Position, Convert Secretary Position to Judicial Assistant, & Convert Judicial Assistant
to Lead Judicial Assistant
Background/Executive Summary:
This is a continuation of phased changes previously briefed and partially approved by the Board. Phase I
included the newer position of Chief Superior Court Administrator, “Court Administrator”, which
currently maintains supervision over the three main divisions of the Court: general Court operations,
Therapeutic Courts, and Juvenile Court. The next phase of the review was to consider the creation of a
Finance position. There are currently several budgets managed in various divisions of the Court. There
would be more efficiencies with having all budgets managed through one point of contact for the BOCC
and Budget Manager; especially during the annual budget preparation. Other budgetary function
efficiencies include payroll, grant reporting and compliance, and grant awards and applications.
Currently, the burden of creating, implementing, monitoring, and managing all three of the budgets falls
on the Court Administrator position. This burden interferes with the ability of the Court Administrator
position to appropriately address its management obligations throughout all the divisions of the Superior
Court.
This phase also includes a review of staffing and leadership roles in the general court operations division.
The Superior Court has expanded its functions by providing virtual access to trials and hearings
throughout its various dockets. This expansion was initially caused by the need to provide virtual
hearings during the COVID pandemic and remains in effect, not only due to public health issues, but due
to statutory and judicial mandates. All the virtual sessions must be monitored by court administration
staff. There can be up to five virtual hearings occurring at any given time, and typically there are three to
four hearings being held concurrently. Many times, the virtual sessions are created or changed as dockets
develop. This expansion and resulting coordination have caused a new set of responsibilities for staff.
They include direct engagement with the setting up and monitoring of the virtual sessions and the
Mason County
Agenda Request Form
management and coordination of staff to ensure that all virtual hearings are covered. The Court
Administrator position would be better able to manage all divisions of the Superior Court if one of the
Judicial Assistant positions was converted to a Lead Judicial Assistant position. In this way, many of the
non-supervisory (programmatic) tasks that are currently performed by the Court Administrator would be
performed by a Lead Judicial Assistant. This role would be a position conversion of one of the current
Judicial Assistants, with no extra FTE added. This would create an internal career path and growth
opportunity as well.
The conversion of the Secretary position to a Judicial Assistant, instead of backfilling the new Lead
position would result in salary savings and again, no additional FTE.
Budget Impact (amount, funding source, budget amendment):
$87,630 in 2023; 12 month cost $108,356.
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval to create and fill a Financial Analyst position in Superior Court and reclassify a Secretary
position to a Judicial Assistant position and a Judicial Assistant position to a Lead Judicial Assistant
position.
Attachments:
Cost Spreadsheet
Organizational Chart
Financial Analyst Monthly SalaSS FICA Insurance PERS FMLA L&I Total monthly Ten months Difference Unemployment Est Info Tech Charge Twelve months21 step 3 4,858.32$ 301.22$ 70.45$ 1,709.27$ 504.78$ 29.15$ 41.46$ 7,514.64$ 75,146.42$ 75,146.42$ 200.00$ 3,000.00$ 93,375.71$ Reclass Secretary to Judicial Assistant19, step 7 5,104.57$ 316.48$ 74.02$ 1,709.27$ 530.36$ 30.63$ 41.46$ 7,806.79$ 78,067.93$ 5,597.79$ 6,717.35$ 13, step 10 4,632.74$ 287.23$ 67.17$ 1,709.27$ 481.34$ 27.80$ 41.46$ 7,247.01$ 72,470.14$ Reclass Judicial Assistant to Lead23, step 10 6,267.15$ 388.56$ 90.87$ 1,709.27$ 651.16$ 37.60$ 41.46$ 9,186.08$ 91,860.83$ 6,885.92$ 8,263.10$ 19, step 10 plus 5,686.75$ 352.58$ 82.46$ 1,709.27$ 590.85$ 34.12$ 41.46$ 8,497.49$ 84,974.91$ TOTAL87,630.13$ 108,356.16$
Superior Court
Judges
Chief
Administrator
Deputy
Administrator,
Probation
Lead Probation
Counselor
Court Probation
Coordinator
Probation
Counselor
Probation
Counselor
Probation
Counselor
Probation
Counselor
Office
Technician
Accounting
Technician
Detention
Manager
Lead Detention
Officer (unfilled)
Detention
Officer
Detention
Officer
Detention
Officer
Detention
Officer
Detention
Officer
Detention
Officer
Detention
Officer
Detention
Officer
Extra Help
Detention
Officers
Theraputic
Court Manager
Case Manager
Case Manager
Case Manager
Lead Judicial
Assistant/Court
Recorder
Judicial
Assistant/Court
Recorder
Judicial
Assistant/Court
Recorder
Judicial
Assistant/Court
Recorder
Extra Help
Bailiffs
Financial
Analyst
Court
Commissioner
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Kela Hall-Wieckert Ext. 592
Department: WSU Extension Briefing: ☒
Action Agenda: ☐
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: Click or tap here to enter text.
Internal Review: ☐ Finance ☐ Human Resources ☒ Legal ☐ Information Technology ☒ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.5
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Interagency Agreement #1A 123-503 between Washington State Parks and Recreation Commission and
Mason County Noxious Weed Control Board to survey for and control noxious weed species within
state parks in Mason County, for the period of March 1, 2023, to June 30, 2025
Background/Executive Summary:
Since 2007, MCNWCB has intermittently collaborated with WA State Parks on noxious weed control
activities, including at Lake Isabella, Hope Island, Belfair, and Potlatch State Park. Grant funding
supplements county resources to promote citizen engagement and survey, document, and control noxious
weed species on WA State Park property. Interagency Agreement #1A 123-503 will cover salaries,
wages, and benefits; supplies and equipment costs; travel to and from control sites; and indirect services.
Budget Impact (amount, funding source, budget amendment):
$17,500 total to be awarded to the Mason County Noxious Weed Control Board:
$7,500 before June 2023 (requires supplemental appropriation), and $10,000 in 2024-2025.
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the Washington State Parks and Recreation Commission Interagency Agreement #1A
123-503 to survey for and control noxious weed species within state parks in Mason County, for the
period of March 1, 2023, to June 30, 2025.
Attachments:
Interagency Agreement #1A 123-503
Cost Code: 31000 Page 1 of 5
INTERAGENCY AGREEMENT
Between
WASHINGTON STATE PARKS AND RECREATION COMMISSION
And
MASON COUNTY NOXIOUS WEED BOARD
AGREEMENT NO. IA 123-503
THIS AGREEMENT is made and entered into by and between the Washington State Parks and
Recreation Commission, hereinafter referred to as "State Parks," and Mason County Noxious Weed
Board hereinafter referred to as the "County".
This agreement is authorized to be entered into through Chapter 39.34 RCW, the Interlocal
Cooperation Act.
IT IS THE PURPOSE OF THIS AGREEMENT to provide the professional expertise that does not
exist within the limited staff availability of State Parks and that the County can perform on a mutually
beneficial basis.
THEREFORE, IT IS MUTUALLY AGREED THAT:
STATEMENT OF WORK
The County shall furnish the necessary personnel, equipment, material, and/or services and
otherwise do all things necessary for or incidental to the performance of the work set forth below:
The County shall perform services necessary to control noxious weed species as needed within
state parks in Mason County.
State Parks and the County will confer and agree upon species and control approaches in
advance of control treatments. Timing of control will be flexible and is dependent on weather
and the appropriate growth state of each species. The County shall provide all necessary labor,
equipment, materials, licensing, permitting, and reporting to complete weed control work on
State Park properties as requested. The County shall notify State Parks staff at least one week
prior to conducting any work.
State Parks may provide support staff as possible. State Parks and the county may
collaboratively map the distributions of the noxious weed species and conduct follow-up surveys
to assess success rates.
PERIOD OF PERFORMANCE
Subject to its other provisions, the period of performance of this Agreement shall commence on the
date signed by State Parks, unless terminated sooner as provided herein. Unless otherwise
amended in writing, this agreement shall automatically terminate on June 30, 2023, due to the
Cost Code: 31000 Page 2 of 5
end of biennial funding by the legislature. If adequate funding is established for the project into
the next biennium, this agreement will continue in full force and effect until June 30, 2025.
without interruption.
PAYMENT
Compensation for the work provided in accordance with this agreement has been established under
the terms of RCW 39.34.130. The parties have estimated that the cost of accomplishing the work
herein will not exceed Seventeen Thousand, Five Hundred and No/100ths Dollars ($17,500.00)
Payment for satisfactory performance of the work shall not exceed this amount unless the parties
mutually agree to a higher amount prior to the commencement of any work which will cause the
maximum payment to be exceeded.
Compensation shall not exceed $7,500 before June 30, 2023, without State Parks prior approval.
An additional allotment of $10,000 shall be made available starting July 1, 2023, to June 30, 2025.
BILLING PROCEDURE
The County shall submit invoices no more often than monthly. Payment to the County for approved
and completed work will be made by warrant or account transfer by State Parks within 30 days of
receipt of the invoice. Upon expiration of the contract, any claim for payment not already made shall
be submitted within 30 days after the expiration date or the end of the fiscal year, whichever is earlier.
RECORDS MAINTENANCE
The parties to this contract shall each maintain books, records, documents and other evidence which
sufficiently and properly reflect all direct and indirect costs expended by either party in the
performance of the services described herein. These records shall be subject to inspection, review
or audit by personnel of both parties, other personnel duly authorized by either party, the Office of
the State Auditor, and federal officials so authorized by law. All books, records, documents, and
other material relevant to this Agreement will be retained for six years after expiration and the Office
of the State Auditor, federal auditors, and any persons duly authorized by the parties shall have full
access and the right to examine any of these materials during this period.
Records and other documents, in any medium, furnished by one party to this agreement to the other
party, will remain the property of the furnishing party, unless otherwise agreed. The receiving party
will not disclose or make available this material to any third parties without first giving notice to the
furnishing party and giving it a reasonable opportunity to respond. Each party will utilize reasonable
security procedures and protections to assure that records and documents provided by the other
party are not erroneously disclosed to third parties.
RIGHTS IN DATA
Unless otherwise provided, data which originates from this Agreement shall be "works for hire" as
defined by the U.S. Copyright Act of 1976 and shall be owned by the state of Washington. Data
shall include, but not be limited to, reports, documents, pamphlets, advertisements, books
magazines, surveys, studies, computer programs, films, tapes, and/or sound reproductions.
Ownership includes the right to copyright, patent, register, and the ability to transfer these rights.
Cost Code: 31000 Page 3 of 5
INDEPENDENT CAPACITY
The employees or agents of each party who are engaged in the performance of this Agreement shall
continue to be employees or agents of that party and shall not be considered for any purpose to be
employees or agents of the other party.
AGREEMENT ALTERATIONS AND AMENDMENTS
This agreement may be amended by mutual agreement of the parties. Such amendments shall not
be binding unless they are in writing and signed by personnel authorized to bind each of the parties.
TERMINATION
Either party may terminate this Agreement upon 30 days' prior written notification to the other party.
If this Agreement is so terminated, the parties shall be liable only for performance rendered or costs
incurred in accordance with the terms of this Agreement prior to the effective date of termination.
INDEMNIFICATION
Each party shall be responsible for the actions and inactions of itself and its own officers,
employees, and agents acting within the scope of their authority.
TERMINATION FOR CAUSE
If for any cause, either party does not fulfill in a timely and proper manner its obligations under this
Agreement, or if either party violates any of these terms and conditions, the aggrieved party will give
the other party written notice of such failure or violation. The responsible party will be given the
opportunity to correct the violation or failure within fifteen (15) working days. If failure or violation is
not corrected, this Agreement may be terminated immediately by written notice of the aggrieved
party to the other.
DISPUTES
In the event that a dispute arises under this Agreement, it shall be determined by a Dispute Board in
the following manner: Each party to this agreement shall appoint one member to the Dispute Board.
The members so appointed shall jointly appoint an additional member to the Dispute Board. The
Dispute Board shall review the facts, contract terms and applicable statutes and rules and make a
determination of the dispute. The determination of the Dispute Board shall be final and binding on
the parties hereto. As an alternative to this process, either of the parties may request intervention
by the Governor, as provided by RCW 43.17.330, in which event the Governor's process will control.
GOVERNANCE
This contract is entered into pursuant to and under the authority granted by the laws of the state of
Washington and any applicable federal laws. The provisions of this agreement shall be construed
Cost Code: 31000 Page 4 of 5
to conform to those laws.
In the event of an inconsistency in the terms of this Agreement, or between its terms and any
applicable statute or rule, the inconsistency shall be resolved by giving precedence in the following
order:
a. applicable state and federal statutes and rules;
b. statement of work; and
c. any other provisions of the agreement, including materials incorporated by reference.
ASSIGNMENT
The work to be provided under this Agreement, and any claim arising thereunder, is not assignable
or delegable by either party in whole or in part, without the express prior written consent of the other
party, which consent shall not be unreasonably withheld.
WAIVER
A failure by either party to exercise its rights under this agreement shall not preclude that party from
subsequent exercise of such rights and shall not constitute a waiver of any other rights under this
Agreement unless stated to be such in a writing signed by an authorized representative of the party
and attached to the original Agreement.
SEVERABILITY
If any provision of this Agreement or any provision of any document incorporated by reference shall
be held invalid, such invalidity shall not affect the other provisions of this Agreement which can be
given effect without the invalid provision, if such remainder conforms to the requirements of
applicable law and the fundamental purpose of this agreement, and to this end the provisions of this
Agreement are declared to be severable.
ALL WRITINGS CONTAINED HEREIN
This Agreement contains all the terms and conditions agreed upon by the parties. No other
understandings, oral or otherwise, regarding the subject matter of this Agreement shall be deemed
to exist or to bind any of the parties hereto.
PROJECT MANAGEMENT
The project representative for each of the parties shall be responsible for and shall be the contact
person for all communications and billings regarding the performance of this Agreement.
Cost Code: 31000 Page 5 of 5
The Project Representative for County is: Kela Hall-Wieckert, phone number: (360) 427-9670
Ext. 592.
The Project Representative for State Parks is: Nathan Johnson, phone number: (360) 485-0665
IN WITNESS WHEREOF, the parties have executed this Agreement.
Washington State Parks and
Recreation Commission
By:
Manager, Contracts,
Title: Grants & Procurement Services
Mason County Board of
County Commissioners
By:
Title:
Date: Date:
Approved As To Form:
William Van Hook
Asst. Attorney General
02/20/07
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Kela Hall-Wieckert Ext. 592
Department: WSU Extension Briefing: ☒
Action Agenda: ☐
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: Click or tap here to enter text.
Internal Review: ☐ Finance ☐ Human Resources ☒ Legal ☐ Information Technology ☒ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.6
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Contract #K4369 between Washington State Department of Agriculture and Mason County Noxious
Weed Control Board to survey for and control Giant Hogweed within Mason County, for the period of
February 15, 2023, to December 31, 2024.
Background/Executive Summary:
Since 2007, MCNWCB has prioritized documentation, control, and eradication of giant hogweed. Grant
funding supplements county resources to support surveys for giant hogweed, initiate property owner
contacts, and provide control assistance. Contract #K4369 will cover salaries, wages, and benefits;
supplies and equipment costs related to hosting a giant hogweed workshop in April; travel to and from
control sites; and indirect services.
Budget Impact (amount, funding source, budget amendment):
$5,000 total to be awarded to the Mason County Noxious Weed Control Board:
$3,000 in 2023 (requires budget revision), and $2,000 in 2024.
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the contract between Washington State Department of Agriculture and Mason County
Noxious Weed Control Board to survey for and control Giant Hogweed within Mason County, for the
period of February 15, 2023, to December 31, 2024.
Attachments:
Contract #K4369
Attachment A – Plan of Work
Attachment B – Budget
Contract Number: K4369
Page 1 of 6
INTERAGENCY AGREEMENT
BETWEEN
WASHINGTON STATE DEPARTMENT OF AGRICULTURE
AND
MASON COUNTY
AND ITS AGENT
MASON COUNTY NOXIOUS WEED CONTROL BOARD
THIS AGREEMENT is made and entered into by and between the Washington State
Department of Agriculture (WSDA) and Mason County and its agent, Mason County Noxious
Weed Control Board.
IT IS THE PURPOSE OF THIS AGREEMENT to provide Mason County and its agent,
Mason County Noxious Weed Control Board, funding for a project to survey for and control
Giant Hogweed (Heracleum mantegazzianum) within Mason County.
THEREFORE, IT IS MUTUALLY AGREED THAT:
STATEMENT OF WORK
Mason County through its agent, Mason County Noxious Weed Control Board, shall furnish the
necessary personnel, equipment, material and/or service(s) and otherwise do all things
necessary for or incidental to the performance of the work set forth in Attachment “A” which is
attached hereto and incorporated herein.
PERIOD OF PERFORMANCE
Regardless of the date of signature and subject to its other provisions, this Agreement shall
begin on February 1, 2023 and end on December 31, 2024, unless terminated sooner or
extended by WSDA as provided herein through a properly executed amendment.
PAYMENT
Compensation for the work provided in accordance with this Agreement has been established
under the terms of RCW 39.34.130. The parties have determined that the cost of accomplishing
the work herein will not exceed $5,000.00. Only reasonable costs identified in Attachment “A”,
incurred directly related to the Mason County Giant Hogweed Survey and Control Project, will
be reimbursed to Mason County under this Agreement.
Payment for satisfactory performance of the work shall not exceed this amount unless the
parties mutually agree in writing to a higher amount prior to the commencement of any work that
will cause the maximum payment to be exceeded. Compensation for service(s) shall be as set
forth in accordance with the budget in Attachment “B” which is attached hereto and incorporated
herein.
BILLING PROCEDURE
Mason County shall submit properly completed invoices quarterly to the WSDA Agreement
administrator. Reference WSDA Contract Number K4369 on all invoices. Payment to Mason
County for approved and completed work will be made by warrant or account transfer by WSDA
within 30 days of receipt of the properly completed invoice. If Contractor does not have an
invoice template to request payment, Contractor can request a copy of a Certified State Invoice
Voucher (Form A-19) from WSDA. Upon expiration of the Agreement, any claim for payment not
Contract Number: K4369
Page 2 of 6
already made shall be submitted within 30 days after the expiration date or the end of the fiscal
year, whichever is earlier.
DUPLICATION OF BILLED COSTS
The Contractor shall not bill the Agency for services performed under this contract, and the
Agency shall not pay the Contractor, if the Contractor has been or will be paid by any other
source, including grants, for that service.
FUNDING CONTINGENCY
In the event funding from state, federal, or other sources is withdrawn, reduced, or limited in any
way after the effective date of this Agreement and prior to completion of the work in this
Agreement, the Agency may:
a.Terminate this Agreement with 10 days advance notice. If this Agreement is terminated,
the parties shall be liable only for performance rendered or costs incurred in accordance
with the terms of this Agreement prior to the effective date of termination.
b.Renegotiate the terms of the Agreement under those new funding limitations and
conditions.
c.After a review of project expenditures and deliverable status, extend the end date of this
Agreement and postpone deliverables or portions of deliverables. Or,
d.Pursue such other alternative as the parties mutually agree to writing.
RECORDS MAINTENANCE
The parties to this Agreement shall each maintain books, records, documents and other
evidence that sufficiently and properly reflect all direct and indirect costs expended by either
party in the performance of the services described herein. Documents must also support
performance and costs of any nature expended in the performance of this Agreement. These
records shall be subject to inspection, review or audit by personnel of both parties, other
personnel duly authorized by either party, the Office of the State Auditor, and federal officials so
authorized by law. All books, records, documents and other material relevant to this Agreement
will be retained for six years after expiration of the Agreement and the Office of the State
Auditor, federal auditors and any persons duly authorized by the parties shall have full access
and the right to examine any of these materials during this period.
If any litigation, claim or audit is started before the expiration of the six (6) year period, the
records shall be retained until all litigation, claims, or audit findings involving the records have
been resolved.
Records and other documents, in any medium, furnished by one party to this Agreement to the
other party, will remain the property of the furnishing party, unless otherwise agreed. The
receiving party will not disclose or make available this material to any third parties without first
giving notice to the furnishing party and giving it a reasonable opportunity to respond, consistent
with applicable laws. Each party will utilize reasonable security procedures and protections to
assure that records and documents provided by the other party are not erroneously disclosed to
third parties.
Contract Number: K4369
Page 3 of 6
RIGHTS IN DATA
Unless otherwise provided, data that originates from this Agreement shall be “works for hire” as
defined by the U.S. Copyright Act of 1976 and shall be owned by WSDA. Data shall include,
but not be limited to, reports, documents, pamphlets, advertisements, books, magazines,
surveys, studies, computer programs, films, tapes and/or sound reproductions. Ownership
includes the right to copyright, patent, register, and the ability to transfer these rights.
INDEPENDENT CAPACITY
The employees or agents of each party who are engaged in the performance of this Agreement
shall continue to be employees or agents of that party and shall not be considered for any
purpose to be employees or agents of the other party.
AGREEMENT ALTERATIONS AND AMENDMENTS
This Agreement may be amended by mutual agreement of the parties. Such amendments shall
not be binding unless they are in writing and signed by personnel authorized to bind each of the
parties.
SUBCONTRACTING
“Subcontractor" means one not in the employment of a party to this Agreement, who is
performing all or part of those services under this Agreement under a separate contract with a
party to this Agreement. The terms "subcontractor" and "subcontractors" mean subcontractor(s)
in any tier.
Except as otherwise provided in the Agreement, the Contractor shall not subcontract any of the
contracted services without the prior approval of the Agency. The Contractor is responsible to
ensure that all terms, conditions, assurances and certifications set forth in this Agreement are
included in any and all Subcontracts. Any failure of Contractor or its Subcontractors to perform
the obligations of this Agreement shall not discharge Contractor from its obligations under this
Agreement.
TERMINATION FOR CONVENIENCE
Either party may terminate this Agreement upon 30 days’ prior written notification to the other
party. If this Agreement is so terminated, the parties shall be liable only for performance
rendered or costs incurred in accordance with the terms of the Agreement prior to the effective
date of termination.
TERMINATION FOR CAUSE
If for any cause, either party does not fulfill in a timely and proper manner its obligations under
this Agreement, or if either party violates any of these terms and conditions, the aggrieved party
will give the other party written notice of such failure or violation. The responsible party will be
given the opportunity to correct the violation or failure within 15 working days of receipt of
written notice. If the failure or violation is not corrected, this Agreement may be terminated
immediately upon receipt of written notice of the aggrieved party to the other.
CONFLICT OF INTEREST
WSDA may, by written notice to Mason County, terminate this Agreement if it is found after due
notice and examination by the Director of the Department of Agriculture, and/or the designee
authorized in writing to act on the Director’s behalf, that there is a violation of the State Ethics
Law, chapter 42.52 RCW; chapter 42.23 RCW; or any similar statute involving Mason County in
the procurement of or performance under this Agreement. Unless stated otherwise, the
signatory of this Agreement is the Director’s designee.
Contract Number: K4369
Page 4 of 6
In the event this Agreement is terminated as provided above, WSDA shall be entitled to pursue
the same remedies against Mason County and its agent, Mason County Noxious Weed Control
Board, as it could pursue in the event of a breach of the Agreement by Mason County or its
agent, Mason County Noxious Weed Control Board. The rights and remedies of WSDA
provided for in this clause shall not be exclusive and are in addition to any other rights and
remedies provided by law. The existence of facts upon which the Director of the Department of
Agriculture, and/or the designee authorized in writing to act on the Director’s behalf, makes any
determination under this clause shall be an issue and may be reviewed as provided in the
“Disputes” clause of this Agreement.
DISPUTES
In the event that a dispute arises under this Agreement, it shall be determined by a Dispute
Board in the following manner: Each party to this Agreement shall appoint one member to the
Dispute Board. The members so appointed shall jointly appoint an additional member to the
Dispute Board. The Dispute Board shall review the facts, agreement terms and applicable
statutes and rules and make a determination of the dispute. The determination of the Dispute
Board shall be final and binding on the parties hereto.
GOVERNING LAW AND VENUE
This Agreement shall be construed and interpreted in accordance with the laws of the state of
Washington and the venue of any action brought under this Agreement shall be in Superior
Court for Thurston County.
ASSURANCES
The parties agree that all activity pursuant to this Agreement shall be in accordance with all
applicable federal, state and local laws, rules, and regulations as they currently exist or as
amended.
LICENSING, BONDING, INDUSTRIAL INSURANCE AND OTHER INSURANCE COVERAGE
Mason County and its agent, Mason County Noxious Weed Control Board, shall ensure that all
contractors hired to perform services under this Agreement shall comply with all applicable
licensing and bonding requirements for the type of service to be performed, and with the
provisions of Title 51, Industrial Insurance. Mason County and its agent, Mason County
Noxious Weed Control Board, shall also ensure that all contractors provide proof of an adequate
amount of commercial general liability insurance coverage for the activities to be performed
under any subcontract.
ORDER OF PRECEDENCE
In the event of an inconsistency in the terms of this Agreement, or between its terms and any
applicable statute or rule, the inconsistency shall be resolved by giving precedence in the
following order:
a. Applicable state and federal statutes and rules;
b. Terms and conditions contained within this Contract;
c. Plan of Work (Attachment A);
d. Budget (Attachment B);
e. Any other provisions of the Agreement, including material incorporated by
reference.
Contract Number: K4369
Page 5 of 6
ASSIGNMENT
Mason County and its agent, Mason County Noxious Weed Control Board, are responsible for
ensuring that all terms, conditions, assurances and certifications set forth in this Agreement are
carried forward to any subcontracts. In no event shall the existence of any subcontract operate
to release or reduce the liability of Mason County and its agent, Mason County Noxious Weed
Control Board, to WSDA for any breach in the performance of Mason County and its agent
Mason County Noxious Weed Control Board’s duties.
WAIVER
A failure by either party to exercise its rights under this Agreement shall not preclude that party
from subsequent exercise of such rights and shall not constitute a waiver of any other rights
under this Agreement. Waiver of any default or breach shall not be deemed to be a waiver of
any subsequent default or breach. Any waiver shall not be construed to be a modification of the
terms of this Agreement unless stated to be such in writing signed by an authorized
representative of the party and attached to the original Agreement.
SEVERABILITY
If any term or condition of this Agreement is held invalid, such invalidity shall not affect the
validity of the other terms or conditions of this Agreement.
ALL WRITINGS CONTAINED HEREIN
This Agreement contains all the terms and conditions agreed upon by the parties. No other
understandings, oral or otherwise, regarding the subject matter of this Agreement shall be
deemed to exist or to bind any of the parties hereto.
CONTRACT MANAGEMENT
The Agreement administrator for each of the parties shall be responsible for and shall be the
contact person for all communications and billings regarding the performance of this Agreement.
The Agreement administrator for WSDA is:
Greg Haubrich, Pest Program Manager
Washington State Dept. of Agriculture
Plant Protection Division
PO Box 42560
Olympia, Washington 98504-2560
(360) 902-2071
ghaubrich@agr.wa.gov
The Agreement administrator for Mason County is: Kela Hall-Wieckert, Coordinator
Mason County Noxious Weed Control
Board
303 N. 4th Street
Shelton, WA 98584
(360) 427-9670 X 592
khall-wieckert@masoncountywa.gov
Contract Number: K4369
Page 6 of 6
All communications between the parties relating to this Agreement and any billings and
payments will be directed to those persons. Either party may change administrators by notifying
the other in writing.
IN WITNESS WHEREOF, the parties have executed this Agreement.
STATE OF WASHINGTON MASON COUNTY
DEPT. OF AGRICULTURE
By: By:
Title: Title:
Date: Date:
Contract Number: K4369
Page 1 of 2
ATTACHMENT A
Plan of Work
Mason County
and its agent Mason County Noxious Weed Control Board
Giant Hogweed Survey and Control Project
February 1, 2023 to December 31, 2024
County Control Criteria:
Mason County through its agent, Mason County Noxious Weed Control Board, will conduct
survey and control of Giant Hogweed (Heracleum mantegazzianum) located within Mason
County.
Minimum work specifications:
Mason County staff and/or subcontractors will use an integrated weed management approach,
in conjunction with the best management practices for the control of Giant Hogweed. All control
methods will be employed consistent with the laws, rules and regulations of Washington State,
Mason County, the Noxious Emergent Plant Management Environmental Impact Statement
(EIS) first published in November 1993, and all subsequent amendments to the EIS.
Mason County must enter into a contract with WSDA under which Mason County, or
subcontractors to Mason County, act as limited agents to carry out noxious and quarantine
weed control for WSDA under the "National Pollutant Discharge Elimination System (NPDES) -
Aquatic Noxious Weed Control General Permit" prior to the performance of any activity pursuant
to this Agreement that discharges herbicides indirectly into streams, rivers, estuaries, wetlands,
along lake shorelines, or in other wet areas. If Mason County, or subcontractors to Mason
County, carries out aquatic noxious weed control by chemical treatments directly into fresh
water (lakes, streams, and rivers), then the "National Pollutant Discharge Elimination System
(NPDES) - Aquatic Plant and Algae Management General Permit", must be obtained prior to the
performance of any activity pursuant to this Agreement from the Washington State Department
of Ecology. Treatments under either permit may only occur at times allowed under provisions of
the NPDES permit and must comply with conditions specified in such permit.
The Mason County Giant Hogweed Survey and Control Project Coordinator will work closely
with the WSDA Noxious Weed Coordinator. Work will only take place on property for which the
Mason County Noxious Weed Control Board has obtained prior written permission for entry and
treatment. Mason County Noxious Weed Control Board will also provide access to these
properties for the WSDA Noxious Weed Coordinator. Changes made to any permission form
must be approved by WSDA prior to the performance of any work on that property undertaken
under terms of this Agreement.
Program Needs Provided by WSDA:
WSDA may furnish herbicide, surfactants and equipment as the WSDA Noxious Weed
Coordinator deems necessary. All unexpended items remain the property of WSDA.
Expenditures:
The funds provided for the Mason County Giant Hogweed Survey and Control project will
primarily go towards staff salaries and benefits and travel. All supplies furnished by WSDA will
Contract Number: K4369
Page 2 of 2
be used in Washington State and under the supervision of county personnel. An inventory list
will be furnished to WSDA upon request. Items such as computer programs, models, food and
beverage, or other costs not specified in this document will not be reimbursed unless the
expenditure is specifically authorized in advance in writing by WSDA.
Coordination:
The Mason County Giant Hogweed Survey and Control Project will be coordinated with state,
local and private control efforts.
Deliverables:
The county noxious weed coordinator or program manager will submit a written report to the
WSDA agreement administrator, documenting the work conducted on this project. The report is
due January 15, 2025, and will include the following:
• Date(s) of survey and control activities,
• The type of control conducted,
• Difficulties encountered (if any),
• Solid acres (or square feet) of each species treated,
• Number of acres and/or miles surveyed (if any),
• GPS derived locations of any noxious weed locations,
• Number and type of landowners assisted (if any),
• Photo documentation of selected sites, including before and after treatment photos.
Final payment under this Agreement will not be made until the final report is accepted by
WSDA.
These deliverables are separate from and in addition to any reporting requirements associated
with limited agent status under WSDA’s Aquatic Noxious Weed Control NPDES General Permit
coverage.
Contract Number: K4369
Page 1 of 1
ATTACHMENT B
Budget
Mason County
and its agent Mason County Noxious Weed Board
Giant Hogweed Survey and Control Project
February 1, 2023 to December 31, 2024
Total payment to Mason County and its agent Mason County Noxious Weed Control Board will
not exceed $5,000.00.
1. Salaries, wages and benefits…………. .............................................................. $4,428.00
2. Supplies and equipment ......................................................................................... $56.00
3. Travel ................................................................................................................... $295.00
3. Contracted services .................................................................................................. $0.00
4. Indirect ................................................................................................................. $221.00
TOTAL: ...................................................................................................... $5,000.00
If the total cost of a budget category varies by more than 10% from what is listed above, written
approval via email with the WSDA Agreement Administrator is required.
Reimbursement for travel expenditures shall not exceed allowable costs as set forth in
Washington State travel regulations, contained in the Office of Financial Management State
Administrative and Accounting Manual, Chapter 10, Section 90.
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Melissa Casey Ext. 404
Department: Public Health Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.7
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Consolidated Homeless Grant Contract #22-46108-20 Amendment E
Background/Executive Summary:
The Department of Commerce has new funding from the 2022 Supplemental Operating Budget. It’s
estimated that over one third of Foundational Community Support (FCS) enrollees are eligible for
Housing and Essential Needs (HEN). This new funding creates a bridge period of rent assistance for
households enrolled in FCS, prioritizing households enrolled in Supportive Employment, who no longer
have a HEN Referral from Department of Social and Health Services (DSHS) due to increased income or
other changes in eligibility. Funds have been awarded to counties that have a HEN provider who is also
an FCS provider.
Budget Impact (amount, funding source, budget amendment):
None
Public Outreach (news release, community meeting, etc.):
None
Requested Action:
Approval of the Consolidated Homeless Grant Contract #22-46108-20 Amendment E for the increased
amount of $76,933.
Attachments:
CHG Contract 22-46108-20 Amendment E
CAC Amendment 1_2021-2023.CHG.HEN
Amendment
Department of Commerce
Contract Number: 22-46108-20
Amendment Number: E
Washington State Department of Commerce
Housing Division
Homelessness Assistance Unit
Consolidated Homeless Grant (CHG)
1. Contractor 2. Contractor Doing Business As (optional)
Mason County Public Health
415 N. 6th St
Shelton, WA 98584
3. Contractor Representative 4. COMMERCE Representative
Casey Bingham
Fiscal Manager
360-427-9670 ext . 562
caseyb@co.mason.wa.us
Megan Kendig
Grant Manager
(360) 401-5149
megan.kendig @commerce.wa.gov
PO Box 42525
1011 Plum St SE
Olympia, WA 98504-2525
5. Original Contract Amount
(and any previous amendments)
6. Amendment Amount 7. New Contract Amount
$4,290,454 $76,933 $4,367,387
8. Amendment Funding Source 9. Amendment Start Date 10. Amendment End Date
Federal: State: X Other: N/A: February 1, 2023 June 30, 2023
11. Federal Funds (as applicable):
N/A
Federal Agency:
N/A
CFDA Number:
N/A
12. Amendment Purpose: Adds HEN FCS Bridge funding to be granted to Community Action Council of LMT .
COMMERCE, defined as the Department of Commerce, and the Contractor, as defined above, acknowledge and accept the terms
of this Contract As Amended and attachments and have executed this Contract Amendment on the date below to start as of the date
and year referenced above. The rights and obligations of both parties to this Contract As Amended are governed by this Contract
Amendment and the following other docume nts incorporated by reference: CHG Guidelines (as they may be revised from time to
time), and Contract Terms and Conditions including Attachment “A” – Scope of Work, Attachmen t “B” – Budget , and Attachment
“C”- CHG Guidelines Addendum for the HEN FCS Bridge funding . A copy of this Contract Amendment shall be attached to and
made a part of the original Contract between COMMERCE and the Contractor. Any reference in the original Contract to the
“Contract” shall mean the “Contract as Amended”.
FOR GRANTEE FOR COMMERCE
Signature
___________________________________________
Print Name, Title
Date
Corina Grigoras , Assistant Director
Housing Division
Date
APPROVED AS TO FORM ONLY
Sandra Adix
Assistant Attorney General
3/20/2014
Date
DocuSign Envelope ID: D700D1FD-B59D-44F9-8D90-42BD60A53864
Amendment
2
This Contract is amended as follows:
Attachment A
CHG Guidelines Addendum
for the HEN FCS Bridge funding
It’s estimated that over one third of Foundational Community Support (FCS) enrollees are
eligible for Housing and Essential Needs (HEN). This new funding creates a bridge period of
rent assistance for households enrolled in FCS, prioritizing households enr olled in Supportive
Employment, who no longer have a HEN Referral from Department of Social and Health
Services (DSHS) due to increased income or other changes in eligibility.
The CHG guidelines apply to this funding, with the following additions:
Eligible Households
HEN households who no longer have a HEN Referral from DSHS. This includes:
o Households who:
Are currently receiving HEN rent assistance.
o Homeless and at-risk households who:
Received a HEN Referral within the last six months, but were not able to
identify permanent housing.
OR
Received rent assistance in the past, but exited the program within the
last six months.
AND
Households enrolled in FCS. FCS households enrolled in the Supportive Employment
should be prioritized.
AND
Household income is at or below 80% Area Median Income.
Allowable Expenses
Allowable expenses include Admin (7%), Rent, and Operations.
Rent assistance, including arrears, is not to exceed nine (9) months in total.
Housing Stability Plan
The housing provider must work with the household on a housing stability plan to secure
affordable permanent housing with the knowledge that this funding expires June 30,
2023.
HMIS
New HMIS projects must be set up for this funding and data entered accurately.
DocuSign Envelope ID: D700D1FD-B59D-44F9-8D90-42BD60A53864
Amendment
3
Attachment B
Budget
Budget Categories Current Contract
Amount
(and any previous
amendments and
revisions)
Amendment E New Total
CHG Standard
Admin $58,488.00 $0 $58,488.00
Rent/Fac Support Lease $150,628.00 $0 $150,628.00
Other Rent/Fac Support Lease and
Housing Costs
$90,101.00 $0 $90,101.00
Operations $124,000.00 $0 $124,000.00
PSH CHF
PSH CHF Rent/Fac Support Lease $39,000.00 $0 $39,000.00
PSH CHF Other Rent/Fac Support
Lease and Housing Costs
$1,000.00 $0 $1,000.00
PSH CHF Operations $10,000.00 $0 $10,000.00
HEN SFY 2022 (July 2021-June 2022)
HEN Admin 2022 $87,081.00 $0 $87,081.00
HEN Rent/Fac Support and Housing
Costs 2022
$867,722.00 $0 $867,722.00
HEN Operations 2022 $289,240.00 $0 $289,240.00
HEN SFY 2023 (July 2022-June 2023)
HEN Admin 2023 $87,081.00 $0 $87,081.00
HEN Rent/Fac Support and Housing
Costs 2023
$867,722.00 $0 $867,722.00
HEN Operations 2023 $289,240.00 $0 $289,240.00
Hotel Leasing and Rapid Re -Housing
Admin for Hotel Leasing/RRH $70,000.00 $0 $70,000.00
Hotel Leasing/RRH/Operations $399,446.00 $0 $399,446.00
Additional CHG
Additional CHG Funding $98,098.00 $0 $98,098.00
Eviction Prevention
EP Admin $133,312.00 $133,312.00
DocuSign Envelope ID: D700D1FD-B59D-44F9-8D90-42BD60A53864
Amendment
4
EP Rent $422,135.00 $422,135.00
EP Operations $206,160.00 $206,160.00
HEN FCS Bridge
HEN FCS Bridge Admin $0 $5,385.00 $5,385.00
HEN FCS Bridge Rent $0 $59,548.00 $59,548.00
HEN FCS Bridge Operations $0 $12,000.00 $12,000.00
Total $4,290,454 $76,933.00 $4,367,387
ALL OTHER TERMS AND CONDITIONS OF THIS CONTRACT REMAIN IN FULL FORCE
AND EFFECT
DocuSign Envelope ID: D700D1FD-B59D-44F9-8D90-42BD60A53864
1
Contract Between
Mason County and
Community Action Council
Professional Services Contract #CAC:2021-2023 CHGHEN (MC Contract #20-056)
Amendment # 1
The purpose of this amendment is to increase the total award of the contract for FCS Bridge Funding
IT IS MUTUALLY AGREED THEREFORE: That the Original Contract is hereby amended as follows:
1. FUND SOURCE: Consolidated Homeless Grant
2. AMENDMENT TERM: January 1, 2023 – June 30, 2023
3. TOTAL ADDITIONAL AWARD: $76,933
Current Amount Amendment E New Amount
HEN FCS Bridge Admin - $0.00 $5,385 $2,693
HEN FCS Bridge Rent - $0.00 $59,548 $59,548
HEN FCS Bridge Operations - $0.00 $12,000 $12,000
Total $76,933 $76,933
4. INVOICE: Update invoice with the above categories separated out and submit with the CHG HEN Invoice no
later than the 15th of each month.
5. EXHIBIT A – SCOPE OF WORK
Eligible Households
• HEN households who no longer have a HEN Referral from DSHS. This includes:
o Households who:
▪ Are currently receiving HEN rent assistance.
o Homeless and at-risk households who:
▪ Received a HEN Referral within the last six months but were not able to identify
permanent housing.
OR
▪ Received rent assistance in the past but exited the program within the last six months.
AND
• Households enrolled in FCS. FCS households enrolled in the Supportive Employment should be
prioritized.
AND
• Household income is at or below 80% Area Median Income.
Allowable Expenses
• Allowable expenses include Admin (7%), Rent, and Operations.
• Rent assistance, including arrears, is not to exceed nine (9) months in total.
Housing Stability Plan
• The housing provider must work with the household on a housing stability plan to secure affordable
permanent housing with the knowledge that this funding expires June 30, 2023.
ALL OTHER TERMS AND CONDITIONS of the original Contract remain in full force and effect.
IN WITNESS WHEREOF, the undersigned has affixed his/her signature in execution thereof on the ______day of
, 2023.
CONTRACTOR MASON COUNTY
__________________________________ _________________________________
Kirsten York Sharon Trask, Chair
Executive Director, Community Action Council Mason County Board of County Commissioners
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mary Ransier Ext. 422
Department: Human Resources Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☒ Human Resources ☒ Legal ☐ Information Technology ☒ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.8
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Draft Updates to Mason County Personnel Policy
Background/Executive Summary:
Human Resources has updates to assist the Board in the coordination of County Administrative and
Personnel Programs and to follow guidance from Risk Pool. Changes and additions are necessary at this
time to reflect best practices, clarification of what is currently practiced, and to ensure the document is
organized and updated appropriately. Updates include:
→Updates throughout for grammar and plain talk language
→Section 4.5.1 Include County Administrator as advising party to Chair and Presiding Judge during
emergency closures
→Section 4.8 Payroll Records current procedure to include the Auditor’s Office
→Section 5.2.2 Lead Pay to include County Administrator authority per Resolution 2022-033
→Section 5.2.3 Out of Class Pay to include County Administrator authority per Resolution 2022-033
→Section 5.3.1 Definitions of eligible employees for longevity
→Section 5.4 Reclassifications to include language from request form, positions in open negotiations,
and providing a 60-day window for response
→Section 7.2.3 Leave accrual to remove confusing language around sick leave and RCW 49.46.210
→Chapter 14 Travel Policy to include Advance Travel
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
N/A
Mason County
Agenda Request Form
Requested Action:
Approval of the Resolution amending the Mason County Personnel Policy to include updates for
grammar and plain talk language; Section 4.5.1 to include the County Administrator as advising party to
Chair and Presiding Judge during emergency closures; Section 4.8 Payroll Records procedure to include
the Auditor’s Office; Section 5.2.2 Lead Pay and Section 5.2.3 Out of Class Pay to include County
Administrator authority per Resolution no. 2022-033; Section 5.3.1 definitions of eligible employees for
longevity; Section 5.4 Reclassifications to include language from request form, positions in open
negotiations, and providing a 60-day window for response; Section 7.2.3 leave accrual to remove
confusing language around sick leave; and Chapter 14 Travel Policy to include advance travel.
Attachments: Resolution Personnel Policy
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MASON COUNTY
PERSONNEL
POLICIES
Revised December 6, 2022February 28, 2023- RESOLUTION No. 20232-0873-xx
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Table of Contents
CHAPTER 1 PURPOSE AND SCOPE 1
1.1 INTRODUCTION ......................................................................................................................... 1
1.2 INTENT OF POLICIES ................................................................................................................. 1
1.3 SCOPE OF POLICIES ................................................................................................................... 1
1.4 CHANGING THESE POLICIES .................................................................................................... 2
1.5 DEFINITIONS ............................................................................................................................. 2
CHAPTER 2 GENERAL POLICIES AND PRACTICES 3
2.1 EMPLOYEE PERSONNEL RECORDS ......................................................................................... 3
2.2 EMPLOYMENT VERIFICATION ................................................................................................. 3
2.3 EMPLOYEE BADGE POLICY ..................................................................................................... 3
CHAPTER 3 RECRUITING AND HIRING 6
3.1 RECRUITING .............................................................................................................................. 6
3.2 HIRING ...................................................................................................................................... 6
3.3 EXTRA HELP EMPLOYEES ........................................................................................................ 7
3.4 EMPLOYMENT OF RELATIVES (NEPOTISM) ........................................................................... 8
3.5 PROMOTIONS ........................................................................................................................... 9
CHAPTER 4 HOURS AND ATTENDANCE 10
4.1 WORKING HOURS .................................................................................................................. 10
4.2 HOURS OF WORK AND OVERTIME ....................................................................................... 10
4.3 COMPENSATORY (COMP) TIME ............................................................................................. 11
4.4 ATTENDANCE ........................................................................................................................... 12
4.5 EMERGENCY CLOSURES ......................................................................................................... 12
4.6 BREAKS AND MEALTIME ....................................................................................................... 14
4.7 CALL BACK ............................................................................................................................... 17
4.8 PAYROLL RECORDS ................................................................................................................. 17
CHAPTER 5 COMPENSATION 18
5.1 SALARY CLASSIFICATION AND GRADES ............................................................................... 18
5.2 EMPLOYEE PAY RATES........................................................................................................... 18
5.3 LONGEVITY ............................................................................................................................. 19
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5.4 RECLASSIFICATION ................................................................................................................ 20
5.5 PAYDAYS .............................................................................................................................. 2120
5.6 DEDUCTIONS ........................................................................................................................... 21
5.97 COMPENSATION UPON SEPARATION ................................................................................... 21
5.8 UNIFORM ALLOWANCE ......................................................................................................... 22
5.9 PERSONNEL ACTION POLICY ................................................................................................. 23
5.10 CAREER INCENTIVE PAY POLICY ....................................................................................... 2524
CHAPTER 6 BENEFITS 28
6.1 RETIREMENT BENEFITS ......................................................................................................... 28
6.2 WORKERS COMPENSATION .................................................................................................. 28
6.3 HEALTH INSURANCE BENEFITS ............................................................................................. 29
6.4 CONTINUATION OF INSURANCE COVERAGE ....................................................................... 29
6.5 UNEMPLOYMENT COMPENSATION ..................................................................................... 30
CHAPTER 7 LEAVES 31
7.1 VACATION LEAVE .................................................................................................................... 31
7.2 SICK LEAVE .............................................................................................................................. 32
7.3 LEAVE WITHOUT PAY ............................................................................................................. 42
7.4 JURY AND WITNESS LEAVE ................................................................................................... 43
7.5 ADMINISTRATIVE LEAVE ........................................................................................................ 43
7.6 MILITARY LEAVE ..................................................................................................................... 43
7.7 FAMILY LEAVE ........................................................................................................................ 43
7.8 BEREAVEMENT LEAVE ........................................................................................................... 46
7.9 WASHINGTON PAID FAMILY & MEDICAL LEAVE .................................................................. 46
7.10 WASHINGTON STATE LONG TERM CARE TRUST ACT “WA CARES” COMPLIANCE ........... 48
7.11 HOLIDAYS ............................................................................................................................... 48
7.12 HOLIDAYS FOR REASONS OF FAITH OR CONSCIENCE ........................................................ 49
7.13 BENEFITS FOR PART-TIME AND EXTRA HELP EMPLOYEES ................................................. 49
CHAPTER 8 EMPLOYEE RESPONSIBILITIES AND CONDUCT 51
8.1 GENERAL CODE OF CONDUCT ................................................................................................ 51
8.2 WORKPLACE SAFETY AND VIOLENCE PREVENTION ............................................................. 51
8.3 OUTSIDE EMPLOYMENT AND CONFLICTS OF INTEREST ..................................................... 55
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8.4 REPORTING IMPROPER GOVERNMENTAL ACTION ............................................................. 56
8.4 POLITICAL ACTIVITIES ............................................................................................................ 58
8.5 NO SMOKING POLICY ............................................................................................................ 59
8.6 PERSONAL POSSESSIONS AND ELECTRONIC COMMUNICATIONS .................................... 60
8.7 USE OF COUNTY EQUIPMENT ............................................................................................... 60
8.8 BULLETIN BOARDS ................................................................................................................. 61
8.9 CONTACT WITH THE NEWS MEDIA ....................................................................................... 61
8.10 SOLICITATIONS ....................................................................................................................... 61
8.11 SAFETY .................................................................................................................................... 61
8.12 SUBSTANCE ABUSE ................................................................................................................ 62
8.13 USING POSITION FOR PERSONAL GAIN ............................................................................... 63
CHAPTER 9 SEPARATION 64
9.1 LAYOFF .................................................................................................................................... 64
9.2 RESIGNATION ......................................................................................................................... 64
9.3 RETIREMENT ............................................................................................................................ 64
9.4 OFFBOARDING ......................................................................................................................... 64
CHAPTER 10 COMPLAINT PROCEDURES 65
10.1 COMPLAINT PROCEDURES .................................................................................................... 65
CHAPTER 11 EDUCATIONAL ASSISTANCE 66
11.1 INTRODUCTION ...................................................................................................................... 66
11.2 OBJECTIVE .............................................................................................................................. 66
11.3 PROCEDURES ......................................................................................................................... 66
CHAPTER 12 EQUAL EMPLOYMENT OPPORTUNITY 68
12.1 PURPOSE ................................................................................................................................ 68
12.2 POLICY .................................................................................................................................... 68
12.3 PROHIBITION OF DISCRIMINATION, HARASSMENT, AND RETALIATION .......................... 68
12.4 EMPLOYMENT OF PERSONS WITH DISABILITIES................................................................. 69
12.5 EMPLOYEE RESPONSIBILITIES .............................................................................................. 69
12.6 SUPERVISOR / MANAGER RESPONSIBILITIES ...................................................................... 70
12.7 COUNTY RESPONSIBILITIES .................................................................................................. 70
12.8 COMPLAINT PROCEDURE ...................................................................................................... 70
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CHAPTER 13 VEHICLE USE POLICY 72
13.1 VEHICLE USE AND SCOPE ...................................................................................................... 72
13.2 DEFINITIONS ........................................................................................................................... 72
13.3 ASSIGNMENT OF COUNTY VEHICLES .................................................................................... 74
13.4 QUALIFIED NON-PERSONAL USE VEHICLES (as of 12/31/16) ................................................ 74
13.5 EMERGENCY RESPONSES ...................................................................................................... 75
13.6 SPECIAL EQUIPMENT VEHICLES ............................................................................................ 75
13.7 ECONOMIC BENEFIT TO THE COUNTY .................................................................................. 76
13.8 TEMPORARY TAKE-HOME VEHICLE ASSIGNMENT .............................................................. 76
13.9 BOARD OF COUNTY COMMISSIONERS RESPONSIBILITIES................................................. 76
13.10 BUDGET MANAGEMENT RESPONSIBILITIES ........................................................................ 77
13.11 DEPARTMENT HEADS AND ELECTED OFFICIALS RESPONSIBILITIES .................................. 77
13.12 SHERIFF’S OFFICE RESPONSIBILITIES ................................................................................... 78
13.13 EMPLOYEE’S RESPONSIBILITIES ........................................................................................... 79
13.14 FINANCIAL SERVICES – PAYROLL RESPONSIBILITIES .......................................................... 79
13.15 DRIVERS LICENSE AND INSURANCE REQUIREMENTS ......................................................... 79
13.16 USE OF PERSONAL VEHICLES FOR COUNTY BUSINESS....................................................... 80
13.17 USE OF COUNTY VEHICLES FOR PERSONAL BUSINESS ....................................................... 80
13.18 INCIDENTAL TRAVEL AND STOPS.......................................................................................... 80
13.19 POLITICAL USE OF COUNTY VEHICLES ................................................................................. 80
13.20 USE OF COUNTY VEHICLES BY OTHER INDIVIDUALS .......................................................... 81
13.21 PERMITTED AND PROHIBITED USES OF COUNTY AND PERSONAL VEHICLES FOR COUNTY
BUSINESS ................................................................................................................................ 81
13.22 VEHICLE USE AGREEMENT (VUA) - REQUEST FOR DRIVING RECORD ................................ 82
13.23 DRIVER DISQUALIFICATION AND REVIEW ........................................................................... 83
13.24 ACCIDENTS AND CITATIONS .................................................................................................. 84
13.25 COMMERCIAL DRIVER LICENSE ............................................................................................ 84
13.26 COUNTY VEHICLE RELATED PURCHASES ............................................................................. 84
13.27 ER&R VEHICLES FUEL POLICIES AND FUEL CREDIT CARD USES ......................................... 85
13.28 MOTOR POOL REPAIRS AND PREVENTATIVE MAINTENANCE ............................................ 85
13.29 REPAIRS AND PREVENTATIVE MAINTENANCE .................................................................... 85
13.30 GENERAL MOTOR VEHICLE SAFETY ...................................................................................... 85
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13.31 SAFETY .................................................................................................................................... 86
CHAPTER 14 TRAVEL ....................................................................................................................... 88
14.1 TRAVEL EXPENSE REIMBURSEMENT .................................................................................... 88
14.2 PER DIEM (meal reimbursement) ............................................................................................ 89
14.3 SPECIAL CIRCUMSTANCES ....................................................................................................... 89
14.4 LODGING ................................................................................................................................. 90
14.5 TRANSPORTATION .................................................................................................................. 90
CHAPTER 15 ELECTRONIC INFORMATION ACCEPTABLE USE POLICY 92
15.1 ELECTRONIC INFORMATION POLICY .................................................................................... 92
15.2 DEFINITIONS ........................................................................................................................... 92
15.3 ROLES AND RESPONSIBILITIES ............................................................................................. 92
15.4 EQUIPMENT AND PROGRAMS .............................................................................................. 93
15.5 E-MAIL AND VOICE MAIL (Electronic Communications) ...................................................... 93
15.6 EMAIL MANAGEMENT ........................................................................................................... 94
15.7 INTERNET ACCESS .................................................................................................................. 96
15.8 GENERALLY PROHIBITIED USES OF INFORMATION RESOURCES ...................................... 97
15.9 MONITORING, AUDITING, AND INSPECTION ....................................................................... 98
CHAPTER 16 – SOCIAL MEDIA POLICY 99
16.1 DEFINITIONS ............................................................................................................................ 99
16.2 ADMINISTRATION OF SOCIAL MEDIA .................................................................................... 100
16.2 MASON COUNTY WEBSITE ..................................................................................................... 101
16.3 SOCIAL MEDIA PUBLIC RECORDS ............................................................................................ 101
16.4 USERS AND VISITORS OF MASON COUNTY SOCIAL MEDIA ................................................... 102
15.2 BLOGGING POLICY ............................................................................................................... 103
15.3 FACEBOOK STANDARDS POLICY ......................................................................................... 106
15.4 TWITTER STANDARDS POLICY ............................................................................................ 108
CHAPTER 17 CELLULAR TELEPHONE POLICY 111
17.1 DEFINITIONS ........................................................................................................................... 111
17.2 COUNTY OWNED CELLULAR PHONES .................................................................................. 111
17.3 USE OF CELLULAR PHONES .................................................................................................. 112
17.4 PERSONAL USE OF CELLULAR PHONES .............................................................................. 112
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17.5 TERMINATION OF USE OF COUNTY OWNED CELLULAR PHONES..................................... 112
17.6 RECORDS RETENTION OF CELL PHONE RECORD ................................................................ 112
17.7 SERVICE BILLING ................................................................................................................... 113
CHAPTER 18 TELEWORK POLICY 114
18.1 PURPOSE ............................................................................................................................... 114
18.2 ELIGIBILITY ............................................................................................................................ 114
18.3 JOB RESPONSIBLITIES AND CONDITIONS ........................................................................... 114
18.4 TELEWORK SITE ..................................................................................................................... 115
18.5 COMPUTERS, SOFTWARE, SUPPLIES, AND SUPPORT ........................................................ 115
18.6 WORKERS’S COMPENSATION .............................................................................................. 116
18.7 OVERTIME, LEAVE, AND COMPENSATION .......................................................................... 116
18.8 LIABILITY ................................................................................................................................ 117
18.9 INCLEMENT WEATHER .......................................................................................................... 117
18.10 CONFIDENTIALITY ................................................................................................................. 117
CHAPTER 1 PURPOSE AND SCOPE ............................................................................................................. 1
1.1 INTRODUCTION ......................................................................................................................... 1
1.2 INTENT OF POLICIES ................................................................................................................. 1
1.3 SCOPE OF POLICIES ................................................................................................................... 1
1.4 CHANGING THESE POLICIES .................................................................................................... 2
1.5 DEFINITIONS ............................................................................................................................. 2
CHAPTER 2 GENERAL POLICIES AND PRACTICES ....................................................................................... 3
2.1 EMPLOYEE PERSONNEL RECORDS ......................................................................................... 3
2.2 EMPLOYMENT VERIFICATION ................................................................................................. 3
2.3 EMPLOYEE BADGE POLICY ..................................................................................................... 3
CHAPTER 3 RECRUITING AND HIRING ....................................................................................................... 6
3.1 RECRUITING .............................................................................................................................. 6
3.2 HIRING ...................................................................................................................................... 6
3.3 EXTRA HELP EMPLOYEES ........................................................................................................ 7
3.4 EMPLOYMENT OF RELATIVES (NEPOTISM) ........................................................................... 8
3.5 PROMOTIONS ........................................................................................................................... 9
CHAPTER 4 HOURS AND ATTENDANCE ................................................................................................... 10
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4.1 WORKING HOURS .................................................................................................................. 10
4.2 HOURS OF WORK AND OVERTIME ....................................................................................... 10
4.3 COMPENSATORY (COMP) TIME ............................................................................................. 11
4.4 ATTENDANCE ........................................................................................................................... 12
4.5 EMERGENCY CLOSURES ......................................................................................................... 12
4.6 BREAKS AND MEAL TIME ...................................................................................................... 14
4.7 CALL BACK ............................................................................................................................... 17
4.8 PAYROLL RECORDS ................................................................................................................. 17
CHAPTER 5 COMPENSATION ................................................................................................................... 18
5.1 SALARY CLASSIFICATION AND GRADES ............................................................................... 18
5.2 EMPLOYEE PAY RATES........................................................................................................... 18
5.3 LONGEVITY ............................................................................................................................. 19
5.4 RECLASSIFICATION ................................................................................................................ 20
5.5 PAYDAYS ................................................................................................................................. 20
5.6 DEDUCTIONS .......................................................................................................................... 20
5.97 COMPENSATION UPON SEPARATION ................................................................................... 21
5.8 UNIFORM ALLOWANCE .......................................................................................................... 21
5.9 PERSONNEL ACTION POLICY ................................................................................................. 22
5.10 CAREER INCENTIVE PAY POLICY ........................................................................................... 24
CHAPTER 6 BENEFITS ............................................................................................................................... 28
6.1 RETIREMENT BENEFITS ......................................................................................................... 28
6.2 WORKERS COMPENSATION .................................................................................................. 28
6.3 HEALTH INSURANCE BENEFITS ............................................................................................. 29
6.4 CONTINUATION OF INSURANCE COVERAGE ....................................................................... 29
6.5 UNEMPLOYMENT COMPENSATION ..................................................................................... 30
CHAPTER 7 LEAVES .................................................................................................................................. 31
7.1 VACATION LEAVE .................................................................................................................... 31
7.2 SICK LEAVE .............................................................................................................................. 32
7.3 LEAVE WITHOUT PAY ............................................................................................................. 42
7.4 JURY AND WITNESS LEAVE ................................................................................................... 42
7.5 ADMINISTRATIVE LEAVE ........................................................................................................ 43
7.6 MILITARY LEAVE ..................................................................................................................... 43
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7.7 FAMILY LEAVE ........................................................................................................................ 43
7.8 BEREAVEMENT LEAVE ........................................................................................................... 45
7.9 WASHINGTON PAID FAMILY & MEDICAL LEAVE .................................................................. 46
7.10 WASHINGTON STATE LONG TERM CARE TRUST ACT “WA CARES” COMPLIANCE ........... 47
7.11 HOLIDAYS ............................................................................................................................... 48
7.12 HOLIDAYS FOR REASONS OF FAITH OR CONSCIENCE ........................................................ 49
7.13 BENEFITS FOR PART-TIME AND EXTRA HELP EMPLOYEES ................................................. 49
CHAPTER 8 EMPLOYEE RESPONSIBILITIES AND CONDUCT ..................................................................... 50
8.1 GENERAL CODE OF CONDUCT ............................................................................................... 50
8.2 WORKPLACE SAFETY AND VIOLENCE PREVENTION ............................................................ 50
8.3 OUTSIDE EMPLOYMENT AND CONFLICTS OF INTEREST ..................................................... 54
8.4 REPORTING IMPROPER GOVERNMENTAL ACTION ............................................................. 55
8.4 POLITICAL ACTIVITIES ............................................................................................................ 57
8.5 NO SMOKING POLICY ............................................................................................................ 58
8.6 PERSONAL POSSESSIONS AND ELECTRONIC COMMUNICATIONS .................................... 59
8.7 USE OF COUNTY EQUIPMENT ............................................................................................... 59
8.8 BULLETIN BOARDS ................................................................................................................. 60
8.9 CONTACT WITH THE NEWS MEDIA ....................................................................................... 60
8.10 SOLICITATIONS ....................................................................................................................... 60
8.11 SAFETY .................................................................................................................................... 60
8.12 SUBSTANCE ABUSE ................................................................................................................ 61
8.13 USING POSITION FOR PERSONAL GAIN ............................................................................... 62
CHAPTER 9 SEPARATION ......................................................................................................................... 63
9.1 LAYOFF .................................................................................................................................... 63
9.2 RESIGNATION ......................................................................................................................... 63
9.3 RETIREMENT ........................................................................................................................... 63
9.4 OFFBOARDING ....................................................................................................................... 63
CHAPTER 10 COMPLAINT PROCEDURES ................................................................................................. 64
10.1 COMPLAINT PROCEDURES .................................................................................................... 64
CHAPTER 11 EDUCATIONAL ASSISTANCE ................................................................................................ 65
11.1 INTRODUCTION ...................................................................................................................... 65
11.2 OBJECTIVE .............................................................................................................................. 65
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Mason County Personnel Policies Page x
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11.3 PROCEDURES ......................................................................................................................... 65
CHAPTER 12 EQUAL EMPLOYMENT OPPORTUNITY ................................................................................ 67
12.1 PURPOSE ................................................................................................................................ 67
12.2 POLICY .................................................................................................................................... 67
12.3 PROHIBITION OF DISCRIMINATION, HARASSMENT, AND RETALIATION .......................... 67
12.4 EMPLOYMENT OF PERSONS WITH DISABILITIES................................................................. 68
12.5 EMPLOYEE RESPONSIBILITIES .............................................................................................. 68
12.6 SUPERVISOR / MANAGER RESPONSIBILITIES ...................................................................... 69
12.7 COUNTY RESPONSIBILITIES .................................................................................................. 69
12.8 COMPLAINT PROCEDURE ...................................................................................................... 69
CHAPTER 13 VEHICLE USE POLICY ........................................................................................................... 71
13.1 VEHICLE USE AND SCOPE ....................................................................................................... 71
13.2 DEFINITIONS ............................................................................................................................ 71
13.3 ASSIGNMENT OF COUNTY VEHICLES .................................................................................... 73
13.4 QUALIFIED NON-PERSONAL USE VEHICLES (as of 12/31/16) ................................................ 73
13.5 EMERGENCY RESPONSES ...................................................................................................... 74
13.6 SPECIAL EQUIPMENT VEHICLES ............................................................................................ 74
13.7 ECONOMIC BENEFIT TO THE COUNTY .................................................................................. 75
13.8 TEMPORARY TAKE-HOME VEHICLE ASSIGNMENT .............................................................. 75
13.9 BOARD OF COUNTY COMMISSIONERS RESPONSIBILITIES................................................. 75
13.10 BUDGET MANAGEMENT RESPONSIBILITIES ........................................................................ 75
13.11 DEPARTMENT HEADS AND ELECTED OFFICIALS RESPONSIBILITIES .................................. 76
13.12 SHERIFF’S OFFICE RESPONSIBILITIES ................................................................................... 77
13.13 EMPLOYEE’S RESPONSIBILITIES ........................................................................................... 77
13.14 FINANCIAL SERVICES – PAYROLL RESPONSIBILITIES .......................................................... 78
13.15 DRIVERS LICENSE AND INSURANCE REQUIREMENTS ......................................................... 78
13.16 USE OF PERSONAL VEHICLES FOR COUNTY BUSINESS....................................................... 78
13.17 USE OF COUNTY VEHICLES FOR PERSONAL BUSINESS ....................................................... 79
13.18 INCIDENTAL TRAVEL AND STOPS.......................................................................................... 79
13.19 POLITICAL USE OF COUNTY VEHICLES ................................................................................. 79
13.20 USE OF COUNTY VEHICLES BY OTHER INDIVIDUALS .......................................................... 79
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Mason County Personnel Policies Page xi
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13.21 PERMITTED AND PROHIBITED USES OF COUNTY AND PERSONAL VEHICLES FOR COUNTY
BUSINESS ................................................................................................................................ 80
13.22 VEHICLE USE AGREEMENT (VUA) - REQUEST FOR DRIVING RECORD ................................ 81
13.23 DRIVER DISQUALIFICATION AND REVIEW ........................................................................... 82
13.24 ACCIDENTS AND CITATIONS .................................................................................................. 82
13.25 COMMERCIAL DRIVER LICENSE ............................................................................................ 83
13.26 COUNTY VEHICLE RELATED PURCHASES ............................................................................. 83
13.27 ER&R VEHICLES FUEL POLICIES AND FUEL CREDIT CARD USES ......................................... 83
13.28 MOTOR POOL REPAIRS AND PREVENTATIVE MAINTENANCE ............................................ 84
13.29 REPAIRS AND PREVENTATIVE MAINTENANCE .................................................................... 84
13.30 GENERAL MOTOR VEHICLE SAFETY ...................................................................................... 84
13.31 SAFETY .................................................................................................................................... 85
CHAPTER 14 TRAVEL ....................................................................................................................... 86
14.1 TRAVEL EXPENSE REIMBURSEMENT .................................................................................... 86
14.2 PER DIEM (meal reimbursement) ......................................................................................... 87
14.3 SPECIAL CIRCUMSTANCES .................................................................................................... 87
14.4 LODGING ................................................................................................................................. 88
14.5 TRANSPORTATION ................................................................................................................ 88
CHAPTER 15 ELECTRONIC INFORMATION ACCEPTABLE USE POLICY ....................................................... 90
15.1 ELECTRONIC INFORMATION POLICY .................................................................................... 90
15.2 DEFINITIONS ........................................................................................................................... 90
15.3 ROLES AND RESPONSIBILITIES ............................................................................................. 90
15.4 EQUIPMENT AND PROGRAMS .............................................................................................. 91
15.5 E-MAIL AND VOICE MAIL (Electronic Communications) ...................................................... 91
15.6 EMAIL MANAGEMENT ........................................................................................................... 92
15.7 INTERNET ACCESS .................................................................................................................. 94
15.8 GENERALLY PROHIBITIED USES OF INFORMATION RESOURCES ...................................... 95
15.9 MONITORING, AUDITING AND INSPECTION ........................................................................ 96
CHAPTER 16 – SOCIAL MEDIA POLICY ......................................................................................................... 97
16.1 DEFINITIONS ........................................................................................................................... 97
16.2 ADMINISTRATION OF SOCIAL MEDIA ................................................................................... 98
16.2 MASON COUNTY WEBSITE .................................................................................................... 99
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16.3 SOCIAL MEDIA PUBLIC RECORDS ......................................................................................... 99
16.4 USERS AND VISITORS OF MASON COUNTY SOCIAL MEDIA ............................................. 100
15.2 BLOGGING POLICY ................................................................................................................ 101
15.3 FACEBOOK STANDARDS POLICY ......................................................................................... 103
15.4 TWITTER STANDARDS POLICY ............................................................................................ 106
CHAPTER 17 CELLULAR TELEPHONE POLICY ......................................................................................... 108
17.1 DEFINITIONS ......................................................................................................................... 108
17.2 COUNTY OWNED CELLULAR PHONES ................................................................................ 108
17.3 USE OF CELLULAR PHONES ................................................................................................. 109
17.4 PERSONAL USE OF CELLULAR PHONES ............................................................................. 109
17.5 TERMINATION OF USE OF COUNTY OWNED CELLULAR PHONES.................................... 109
17.6 RECORDS RETENTION OF CELL PHONE RECORD ............................................................... 109
17.7 SERVICE BILLING ................................................................................................................... 110
CHAPTER 18 TELEWORK POLICY ............................................................................................................... 111
18.1 PURPOSE ................................................................................................................................ 111
18.2 ELIGIBILITY ............................................................................................................................. 111
18.3 JOB RESPONSIBLITIES AND CONDITIONS ............................................................................ 111
18.4 TELEWORK SITE ..................................................................................................................... 112
18.5 COMPUTERS, SOFTWARE, SUPPLIES, AND SUPPORT ........................................................ 112
18.6 WORKERS’S COMPENSATION .............................................................................................. 113
18.7 OVERTIME, LEAVE, AND COMPENSATION .......................................................................... 113
18.8 LIABILITY ................................................................................................................................ 114
18.9 INCLEMENT WEATHER .......................................................................................................... 114
18.10 CONFIDENTIALITY ................................................................................................................. 114
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Mason County Personnel Policies Page 1
CHAPTER 1 PURPOSE AND SCOPE
1.1 INTRODUCTION
These personnel policies serve as a general guide to the County's current employment practices
and procedures. They will help employees understand how the County operationses and
expectations. These policies also describe what the County provideds employees in terms of
compensation and benefits to employees.
The County places a high value on employees’ and their wellbeing, . The County aims to provide
the support necessary to achieve the mission, and make productive contributions to the
organization and residents of Mason County
When consistent personnel policies are known and communicated to all, the opportunities for
greater job satisfaction increase. Any questions, comments, concerns, or suggestions please
contact an appropriate supervisor, Department Head, or Elected Official.
1.2 INTENT OF POLICIES
These policies are intended as guidelines and do not constitute a contract, express or implied, or
any type of promise or guarantee of specific treatment upon which any employee may rely, or as
a guarantee of employment for any specific duration. Although the County hopes an employment
relationship will be long term, either the employee or County may decide to terminate the
employment relationship. Unless specific rights are granted to an employee in civil service
rules, a collective bargaining agreement, an employment contract, or elsewhere, all employees
of the County are considered at-will employees and as such, may be terminated from County
employment at any time with or without cause and with or without notice. Please understand
that nNo supervisor, managermanager, or other representative of the County other than the
Board of County Commissioners, or the Elected Official in the case of their employee, has the
authority to enter into any agreement with an employee for employment for any specified period
or to make written or verbal commitments contrary to the foregoing.
It is the intent and policy of Mason County to utilize best practice and industry standards when
implementing personnel policies.
1.3 SCOPE OF POLICIES
These personnel policies apply to all County employees unless exempted in a specific section. In
cases where these policies conflict with any provision of the County Code, Civil Service rules and
regulations, the provisions of a collective bargaining agreement, or state or federal law, the terms
of that law, rule or regulation, or collective bargaining agreement prevail. In all other cases, these
policies apply. The non-economic provisions of these policies shall apply to Elected Official's
Mason County Personnel Policies Page 2
departments unless the Elected Official(s) have adopted policies covering the same subject(s)
and filed those policies with the Board of county Commissioners.
1.4 CHANGING THESE POLICIES
The County reserves the right to modify these policies at any time. The Board of County
Commissioners or the County Administrator may deviate from these policies to achieve the
primary mission of serving the citizens of Mason County. Employees may request specific changes
to these policies by submitting suggestions to their Elected Official or Department Head.
1.5 DEFINITIONS
Department Head: An employee who reports directly to the Board of County Commissioners or
County Administrator and who is responsible for directing one or more departments.
Regular Full-Time Employee: An employee who holds a budgeted position and who regularly
works a minimum of forty (40) hours a week.
Regular Part-Time Employee: An employee who holds a budgeted position and who regularly
works less than forty (40) hours a week.
Extra Help Employee: An employee who holds a job of limited duration due to special projects,
seasonal or abnormal workloads, the absence of a regular employee or emergencies.
Appointed Employee: An employee appointed by an elected official in their office. For example,
Chief Deputy Treasurer, Chief Deputy Clerk, Chief Deputy Prosecutor, etc.
Continuous Service: The most recent period of County employment unbroken by periods of
unauthorized absence, separation from employment due to discharge, resignation,
retirementretirement, or other reason where the employment relationship has ceased, or
periods of layoff twelve (12) months or longer.
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Mason County Personnel Policies Page 3
CHAPTER 2 GENERAL POLICIES AND PRACTICES
2.1 EMPLOYEE PERSONNEL RECORDS
A personnel file for each employee is kept in the Human Resources Department and/or in the
department in which they work. An employee's personnel file contains the employee's name,
title and/or position held, department to which the employee is assigned, salary, changes in
employment status, training received, performance evaluations, insurance enrollment forms,
personnel actions affecting the employee, including discipline, and other pertinent information.
Medical information about employees is contained in a separate confidential file.
Employees have the right to review their file. An employee may request removal of irrelevant or
erroneous information in their personnel file. If the County denies the employee's request to
remove the information, they may file a written rebuttal statement to be placed in their file.
Personnel files are kept confidential to the maximum extent permitted by law. Except for routine
verifications of employment, no information from an employee's personnel file will be released
to the public, including the press, without a written request for specific information and
notification to the employee.
2.2 EMPLOYMENT VERIFICATION
Only the Elected Official, Department Head, or Human Resources are authorized to provide
employment verifications on current or former County employees to outside employers. Other
employees shall refer requests for employment verification to the personnel listed above.
Information will be limited to verification of employment and salary unless the employee has
completed a written waiver and release. Standardized release forms are available through the
Human Resources Department.
2.3 EMPLOYEE BADGE POLICY
To establish guidelines for the issuance of a photo identification badge to all employees and for
the use of badges by employees while representing Mason County in an official capacity in an
effort toto provide a safe and secure workplace for all employees. Employees are expected to
fully comply with all provisions of this policy.
2.3.1 Definitions
Employee: For the purpose of this policy, staff member shall refer to elected officials, full-time,
part-time, extra helphelp, and seasonal employees, including volunteers and interns.
Employee ID Badge: The official County ID badge for all employees. The ID badges will identify
employees’ name, departmentdepartment, and position.
Mason County Personnel Policies Page 4
Official Capacity: Includes any time while on County property as well asand/or any business
where the employee is representing the County. This includes operating any vehicle owned or
leased by the County.
2.3.2 Requirements
The Human Resources Department will provide all new staff members a copy of this policy at the
time of new employee orientation. All employees are required to wear ID badges at County work
areas during official capacity. ID badges are to be prominently worn so the photo is clearly visible
to others. The requirement may be temporarily waived at the department’s discretion when
wearing the ID badge presents a safety issue. However, the employee must carry the ID badge at
all timesalways carry the ID badge when acting in an official capacity. Employees are responsible
for safeguarding their own ID badge. Any lost or damaged ID badges should be reported
immediately to the employee’s supervisor, who is responsible for reporting it to Human
Resources.
2.3.3 Procedure
1. All employees of Mason County will be issued photo identification, clip, and lanyard upon
completion of the ID Badge Request Form.
2. All new employees will have their ID badges made by Human Resources by appointment
after completing all required new employee training (First-AidFirst Aid/CPR, CORE
Training, IS907 Active Shooter…).
3. Employees will be issued one ID badge.
4. New ID badges will be issued to current employees who receive a transfer, promotion,
demotion, etc. to a different department or a name change. An ID Badge Request Form
will need to be completed along with the required proof of ICS training if not previous ly
done.
5. Supervisors shall report lost or damaged ID badges to Human Resources. Damaged ID
badges shall be returned to the Human Resources Department. A reprint of the original
ID badge will be done and sent to the department supervisor.
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Mason County Personnel Policies Page 5
6. Any lost ID badge that is found should be turned in to Human Resources.
7. Upon separation of employment, an employee must turn in their ID badge to their
supervisor. The supervisor will send the ID badge to Human Resources.
8. An employee placed on paid/unpaid administrative leave, or that is out for an extended
period of timeperiod on other leave, must turn in their badge to their supervisor until
returning to work.
2.3.4 Identification Holder Responsibilities
1. Employees will not lend ID badges to anyone.
2. Do not leave ID badge on dash of vehicle or other locations where exposed to extreme
temperatures or theft.
3. Do not fold, bend, deface, altered with pins, stickers, or decals, or mutilate ID badges.
4. Employees will use ID badges for official Mason County business only.
5. Do not leave ID badges unattended.
6. Employees will Immediately notify their supervisor if their ID badge is lost or missing.
RESOLUTION 22-18, 4/3/18
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CHAPTER 3 RECRUITING AND HIRING
Employment, practices to include recruitment and hiring will be established by Human
Resources. They are based solely on an applicant’s ability, merit, qualifications , and competence
without regard to race, color, religion, national origin, sex, marital status, pregnancy, disability,
age, or other protected status by Federal or State statute.
3.1 RECRUITING
When a position becomes vacant, prior to any posting or advertisement of the vacancy, the
Department Head shall review the position, its job description, and the need for such a position.
The Department Head will complete the requisition process to fill the position. Approved and
budgeted positions will be posted and/or advertised only after Human Resources and County
Administrator have reviewed and approved. Unfunded positions must be briefed to the Board of
County Commissioners before posting.
County recruitments will include information about pay and other benefits for all postings in
accordance with RCW 49.58.100.
Interested applicants shall submit a completed application to Human Resources by the
designated date prior to being considered for any position.
3.2 HIRING
3.2.1 Screening
The County may screen applicants for minimum qualifications and/or subject matter expertise.
The Elected Official and Human Resources may decline to move forward with an applicant for
specific reasons which may include but are not limited to false statements, used or attempted to
use illegal or unethical means to secure an advantage in the application process, failure to reply
to inquiries, the applicant arrived late or failed to appear for a scheduled test or interview or
expressed lack of interest in the position, failed to provide a completed application packet by the
designated date, or improper conduct on the part of the applicant during any examination
process.
3.2.2 Examinations
The County may administer pre-employment examinations to test the qualifications and ability
of applicants, as determined necessary by the County. The County may contract with any agency
or individual to prepare and/or administer examinations. Examples of such examinations
include:include requiring applicants/employees to show proof they are authorized to work in the
United States, background checks, interviews, written, oral, or physical exercises, reference
checks, education verification, disclosure statements, or other valid examination process. Human
Resources specifies the nature and content of examinations based upon the advice and
information of Elected Officials, Departments, and/or subject matter experts.
Mason County Personnel Policies Page 7
Applicants for positions in which there are expectations to operate a motor vehicle will be
required to present a valid Washington State driver's license with any necessary endorsements.
Driving records of applicants may be checked. Applicants with poor driving records, as
determined by the County, may be disqualified for employment.
3.2.3 Applicant Travel
Reasonable expenses incurred by candidates for management level, or hard to fill technical or
professional level positions may be reimbursed when such candidates are invited by the
appointing authority in writing for personal interviews and approved by the Board of County
Commissioners. Expenses will be limited to transportation, lodging and meals. The transportation
reimbursement shall be limited to the amount the County would pay for round trip coach class
airfare. The written invitation to the interview shall include an explanation of those expenses that
will be reimbursed and the method for claiming reimbursement.
3.2.4 Veteran’s Preference
In accordance with RCW 73.16.010 Mason County offers Veteran’s employment preference to
service members claiming such benefit in the hiring process.
3.2.5 Employee Selection
The employee requisition and selection process shall be completed before any offer of
employment is made. After a contingent offer of employment has been made and prior to
commencement of employment, the County may require persons selected for employment to
successfully pass a test for the presence of alcohol and/or controlled substances. The offer of
employment may be conditioned on the results of the examination.
A candidate may be disqualified from consideration if tests reveal use of alcohol and /or
controlled substances (other than legally prescribed medications), or if the candidate refuses to
be tested.
3.2.6 Moving Expenses
At the discretion of the Board of County Commissioners and their advance approval, reasonable
moving expenses of a new employee in a management level or hard to fill technical or
professional level position may be reimbursed. Such reimbursement shall not exceed $5,000.
Moving expenses shall mean the cost of moving household goods, furniture, clothingclothing,
and other personal effects of the new employee. To be eligible for reimbursement the new
employee must agree in writing to refund to the County such moving expenses if they voluntarily
terminate their employment within one (1) year of their hire date.
3.3 EXTRA HELP EMPLOYEES
Elected Officials and Department Heads may use extra help employees to temporarily replace
regular employees who are on vacation or other leave, to meet peak work loadworkload needs,
Mason County Personnel Policies Page 8
or to temporarily fill a vacancy until a regular employee is hired. Extra help employees may be
hired without competitive recruitment or examination, although all hiring processes must comply
with state and federal laws.
Extra help employees are eligible for overtime pay and sick leave as required by law. Extra help
employees normally do not receive retirement, vacation, sick leave, health insurance,
holidaysholidays, or any other benefits during their employment.
Extra help employees pay contributions to the Social Security system and to Labor and Industries,
as does the County on their behalf. Extra help employees are normally not placed on the state
PERS retirement system, although there are a few exceptions based on PERS eligibility criteria,
such as those who work over seventy (70) hours per month for five (5) months out of twelve on
a long-term basis.
3.4 EMPLOYMENT OF RELATIVES (NEPOTISM)
The immediate family, by blood or marriage, of current County employees , Elected Officials and
County Commission members will not be employed by the County where:
1. One of the parties would have authority, or practical power, to supervise, appoint,
remove, or discipline the other;other.
2. One party would handle confidential material that creates improper or inappropriate
access to that material by the other;other.
3. One party would be responsible for auditing the work of the other;other: or
4. Other circumstances exist that might lead to potential conflict among the parties or
conflict between the interest of one or both parties and the best interests of the County.
Immediate family for the purpose of this section shall include the employee's spouse, registered
domestic partner, parent, child, grandchild, brother, sister, father-in-law, mother-in-law,
brother-in-law, sister-in-law, son- in-law son-in-law, daughter-in-lawdaughter-in-law, and step
relationships.
3.4.1 Change in Circumstances
If two employees marry, become related, or are in a relationship and begin sharing living
quarters, and in the County's judgment, the potential problems noted above exist or reasonably
could exist, only one of the employees will be permitted to stay with the County, unless other
arrangements, as determined by the Board of County Commissioners, can be ma de to eliminate
the potential problem. The decision as to which employee will remain with the County must be
made by the two employees within thirty (30) calendar days of the date they marry, become
Mason County Personnel Policies Page 9
related, or begin sharing living quarters. If no decision is made during this time, either employee
may be terminated.
3.5 PROMOTIONS
The County encourages promotion from within the organization whenever possible. All openings
will be posted so that employees may become aware of opportunities and apply for posi tions in
which they are interested and qualified.
Before advertising a position to the general publicpublic, Human Resources may choose to
circulate a promotional opportunity within the County. The County reserves the right to seek
qualified applicants outside of the organization at its discretion. Employees must meet the
qualifications for the vacant position to be considered for promotion.
Before offering a position, the Employee Selection Process must be completed in accordance
with current HR procedures.
Mason County Personnel Policies Page 10
CHAPTER 4 HOURS AND ATTENDANCE
4.1 WORKING HOURS
A normal working schedule for regular, full-time employees consists of forty (40) hours each work
week. Different work schedules may be established by the County to meet job requirements and
provide necessary County services. Each employee's Elected Official or Department Head will
advise the employee regarding their specific working hours.
4.2 HOURS OF WORK AND OVERTIME
All County positions are designated as either "exempt" or "non -exempt" according to the Fair
Labor Standards Act (FLSA) and Washington Minimum Wage Act regulations. Employees will be
informed of their status by the County.
For most County employees, the established work period is forty (40) hours within a seven (7)
day work week. All personnel are responsible for accurately reporting all hours worked and leave
taken using the County process. Employees failing to accurately record time worked and leave
taken are subject to discipline.
4.2.1 Non-Exempt Employees
Non-exempt employees are entitled to additional compensation, either in cash or compensatory
(comp) time off, when working more than the maximum numbers of hours during a work period.
All overtime must be authorized in advance by the employee's supervisor. Overtime pay is
calculated at one and one-half times (1 ½) the employee's regular rate of pay for all time worked
beyond the established work period. When computing overtime, time paid for but not worked
(e.g., holidays, sick leaveleave, and vacation time), is not counted as hours worked.
4.2.2 Exempt Employees
Exempt employees are not covered by the FLSA or Washington Minimum Wage Act overtime
provisions and do not receive either overtime paypay, or comp time in lieu of overtime pay.
Exempt employees who are absent from work shall use paid leave time or have their salaries
reduced for the following types of absences:
• FMLA leave;leave.
• Participation in political activity;activity.
• Outside employment, subject to approval; or
• Other activities that would be in violation of the Conflict of InterestConflict-of-Interest
Policy if conducted during regular work hours.
• A Partial-dayPartial day of absence of four (4) hours or more (half the employee’s
regular workday for an employee working less than a full FTE).
[RESOLUTION 89-19 – 9/3/19]
Mason County Personnel Policies Page 11
4.3 COMPENSATORY (COMP) TIME
Non-exempt employees entitled to overtime pay may request comp time off in lieu of cash
payment. This is approved on a case-by-case basis by the supervisor. The County is not required
to grant comp time instead of overtime pay. If the comp time option is exercised and approved,
the employee is credited with one and one -half (1 ½) times the hours worked as overtime.
4.3.1 Comp Time Use
Employees may use comp time within a reasonable time periodtime after making a request to
their supervisor, unless doing so would unduly disrupt County operations. Comp time should be
used for short term absences from work during times mutually agreed to by the employee and
their supervisor.
4.3.2 Maximum Accruals
Maximum accruals of comp time shall not exceed forty (40) hours for regular employees unless
a higher limit has been authorized in writing by the Board of County Commissioners. After
maximum accrual, overtime compensation shall be paid by the appointing authority’s
department. Comp time cannot be rolled over, and the allowed forty (40) hours of accrued comp
time must be used by the end of each year. If the employee does not use all their accumulated
comp time, they will receive a payout for the unused comp time on the December 25 payroll check.
4.3.3 Comp Time Upon Transfer
Unused comp time is nontransferable. When an employee is transferring from one department
to another and has a balance of unused comp time, the employee is encouraged to use their
comp time before the effective date of transfer. When this is not possible, the transferring
employee shall receive payment in full for the accrued comp time from the employee’s former
department. Payout for comp time is not eligible for a payout payment plan.
Exempt regular employees shall not be entitled to any additional compensation for hours worked
more than forty (40) hours per week. Employee’s transferring from non-exempt to exempt
positions are encouraged to use their comp, banked holiday, and premium time before the
effective date of transfer. When this is not possible, the transferring employee shall receive
payment in full for the accrued comp, banked holiday, and/or premium time from the employee’s
former department. Such payout shall be paid by the appointing authority’s budget, based on
the rate of pay for the position from which the employee is transferring from, not the rate of the
new position. Payout for comp time is not eligible for a payout payment plan.
[RESOLUTION 89-19 – 9/3/19] [PER RESOLUTION 2020-86, 11/3/20]
Mason County Personnel Policies Page 12
4.4 ATTENDANCE
Punctual and consistent attendance is a condition of employment. Each Elected Official and
Department Head is responsible for maintaining an accurate attendance record of their
employees.
Employees unable to work or unable to report to work on time should notify their supervisor as
soon as possible, ordinarily before the work dayworkday begins or within thirty (30) minutes of
the employee's usual starting time. If an absence continues beyond one day, the empl oyee is
responsible for reporting in each day unless excused from daily reporting by their supervisor. If
the supervisor is unavailable, the employee may leave a message with the Elected
Official/Department Head or their designated representative, stating the reason for being late or
unable to report for work. Failure to notify of an absence or return to work shall, with the
approval of Human Resources, be considered job abandonment and/or an automatic resignation.
4.5 EMERGENCY CLOSURES
During times of inclement weather or natural disaster, it is essential that the County continue to
provide vital public services. Therefore, it is expected that employees make every reasonable
effort to report to work without endangering personal safety.
An employee who is unable to get to work, arrives late to work, or leaves work early because of
unusual weather conditions or other extreme circumstances shall charge the time missed to
vacation, floating holiday, comp time or if such leave is not available, to leave without pay. The
employee shall advise their supervisor by phone or in person as in any other case of late arrival
or absence.
In some extreme circumstances, including, but not limited to, flooding, fire, total power outages,
or other public health emergencies, one or more County work locations may be unsuitable for
employees to safely or effectively perform their jobsperform their jobs safely or effectively.
Under such circumstances, if employees are sent home after reporting to work or told to report
to work later than their regular starting time, they shall be paid for hours missed from work that
day. If employees are advised before reporting to work, or if reasonable efforts were made to
advise them before reporting to work, that they should not report to wor k, such absence for time
missed from work shall be charged to vacation, personal holiday, comp time or if such leave is
not available, to leave without pay. In no event shall the decision that some employees cannot
work due to conditions at their work location, entitle other employees who worked,
compensation beyond their regular pay.
The decision to send employees home or tell them not to report to work shall be made by the
Elected Official or Department Head responsible for the work location and is subject to the prior
approval of the Board or a single Board member if only one Board member is available. If no
Board member is available, the decision of the Elected Official or Department Head shall be final.
Mason County Personnel Policies Page 13
Such decision shall include consideration of the expected duration of the condition, safety issues
affecting employees or the public and alternative work locations.
4.5.1 County Office Closure Procedure
1. When a major snow, ice or storm event is taking place or appears to be imminent, the
road operations manager or their designee shall collect information from a variety of
community sources to prepare a road condition report as early as possible, but no lat er
than 4:45 a.m. if possible.
2. On or about 4:45 a.m. the designated road operations manager shall contact the Public
Works Director or their designee to discuss the road and weather conditions and latest
weather forecast.
3. On or about 5:00 a.m. the Public Works Director or designee calls the Commission
ChairCounty Administrator to advise them of road conditions throughout the county and
latest weather forecast and makes recommendation regarding suspending standard
operations. The County Administrator shall notify the Commission Chair and Presiding
Judges.
4. The Chair shall decide that:
a. Situation does not merit suspending standard operations: The County will observe
normal business operations because road conditions in most areas of the County are
not hazardous; all County operations will be conducted to facilitate justice and
commerce. Staff may use leave as provided in the Personnel Policy 4.5 Unusual
Weather Conditions/Extreme Circumstances;Circumstances: or
b. Opening standard operations will be delayed until specified time later in the day
(preferably 10:00 a.m. or 12:30 p.m.) [or closed early if conditions merit] because
extremely hazardous conditions currently exist and the safety risks of travel for
employees and the public and the associated County liability outweigh the benefit of
commencing designated standard operations at the normal time; or
c. Extremely hazardous conditions exist and are likely to persist throughout the day and
the safety risks of travel for employees, the public, and the associated County liability
outweigh the benefit of conducting designated standard operation s this day. Conduct
of standard operations is suspended until a specified time the following day.
Mason County Personnel Policies Page 14
5. The Chair will contact the Presiding Judges of Superior and District Courts to determine if
it is necessary to make special accommodations for any of their operations during the
suspension of standard operations.
6. By 6:00 a.m., the Chair calls Support Services staff to update the County closure
information message number (360-427-9670 ext. 678) with information regarding the
duration of the suspension. Support Services will contact the media and the Emergency
Management/Information Technology Manager or designee.
7. The Emergency Management/Information Technology Manager or designee shall update
the County website with the closure information and broadcast an AlertSense message.
8. If closure occurs during regular work hours, Support Services staff updates the County
closure information message number (x678), contacts each county office, sends out an
“all countyall-county" email, sends notice to website and the media. Emergency
Management shall broadcast an AlertSense message.
RESOLUTION 70-16 – 10/18/16
4.6 BREAKS AND MEAL TIMEMEALTIME
Employees will be allowed up to a one (1) hour unpaid lunch period as approved and scheduled by
the employee’s supervisor. Employees may take one (1) fifteen-minute break for every four (4)
hours worked. Breaks should be arranged so that they do not interfere with County business or
service to the public. The scheduling of meal periods may vary depending on department workload.
Meal periods are unpaid. Lunch periods and breaks shall not be combinedcombined, and they may
not be used to shorten an employee’s workday.
BREAK TIME FOR NURSING MOTHERS PROVISION:
4.6.1 Purpose and Overview
The intent of this policy is to support Mason County employees who are breastfeeding and to meet
the requirements of Section 7 of the Fair Labor Standards Act of 1938 (29 U.S.C. 207) as amended
by the Patient Protection and Affordable Care Act (effective March 23, 2010). This policy applies
to all Mason County employees.
4.6.2 Procedures
This policy provides the following information:
1. A reasonable amount of time to express milk or breastfeed (lactation time)
2. Private and secure rooms to express milk or breastfeed (lactation room)
3. Employee responsibilities
4. Education and support
Mason County Personnel Policies Page 15
5. Anti-discrimination, harassmentharassment, or retaliation
6. Employee Notification
4.6.3 Reasonable Amount of Time to Express Milk or Breastfeed (Lactation Time)
Managers must provide an employee a reasonable amount of time to express milk or breastfeed
their infants during the workday. The frequency of breaks and the duration may vary. In the
early months of a baby’s life, nursing employees will typically need two to three breaks during an
eight-hour shift. Typically, the act of expressing breast milk alone will take fifteen to twenty (15-
20) minutes. However, the actual length of break may vary depending on additional factors, such
as the location of the private space and the amenities nearby (proximity to sink, milk storage
area, etc.)
Reasonable accommodations shall be made to provide breaks of adequate timing and length to
support the ongoing production of breast milk. This may necessitate total break time in excess
ofmore than more than that regularly scheduled on a temporary basis during the breastfeeding
experience. Managers and employees will discuss requested accommodations and any schedule
adjustments needed. Nursing mothers may request a flexible work schedule, subject to approval
by management, to address their individual needs (e.g.e.g., allow employee the flexibility to
come in early or stay late, or use a portion of their lunch period, to make up time).
4.6.4 Private and Secure Rooms to Express Milk or Breastfeed (Lactation Room)
Federal guidelines provide that a bathroom may NOT serve as a lactation room. Lactation rooms
shall be:
1. private (window coverings are required);).
2. secure (lockable from the inside, if possible);).
3. accommodating (comfortable seating, a table, and power outlets);).
4. reasonably close to the employee’s work area;area.
5. provided with a sign to designate the space is in use.
Although not required, when possible, the lactation room should also:
1. Be near a sink with hot water and soap for hand washing and equipment cleaning.
2. Have a place where expressed breast milk can reasonably be stored. This does not mean
refrigeration must be provided but employees must be allowed to bring insulated food
containers and ensure there is a place to store a pump and containers while they are at
work.
Employees in outlying work locations that do not have a designated lactation room should
arrange, with their managers, an intermittent or temporary location to be used as a lactation
Mason County Personnel Policies Page 16
room. Designated lactation rooms may exist at some Mason County worksites; a list of rooms
and scheduling information can be found at: https://masoncountywa.gov/forms/human-
resources/lactation-rooms.pdf
Contact Human Resources for additional assistance or questions.
4.6.5 Employee Responsibilities
Any necessary equipment (breast pump, storage containers, etc.) should be securely stored at
the employee's workstation or other storage area agreed upon by the employee and manager.
Employees are responsible for keeping milk expression areas clean, using antimicrobial wipes.
Breast milk may be stored in a labeled personal storage cooler or in a tightly closed container in
a staff refrigerator.
4.6.6 Education and Support
Employees have access to additional support and education for breastfeeding through the
following resources.
1. Health insurance benefits may cover breastfeeding-related resources and services.
Employees should contact their specific health insurance provider to inquire about
resources available.
2. Contact a Mason County Public Health Nurse for additional resource information.
4.6.7 Anti-Discrimination, Harassment or Retaliation
Mason County is committed to supporting its employees who are nursing mothers. As with any
right conferred under the FLSA, nursing mothers who express milk or nurse their infants during
the workday are protected from discrimination, harassmentharassment, or retaliation. Such
action is a violation of this policy and any employee engaging in such misconduct may be subject
to discipline, up to and including termination.
Any county employee who experiences or witnesses what may be discrimination,
harassmentharassment, or retaliation toward a nursing mother, is strongly encouraged to
address it by asking the person to stop the behavior; and/or reporting the alleged incident to the
immediate supervisor, member of management, or Human Resources.
4.6.8 Employee Notification
1. Human Resources shall notify all employees of Mason County’s Breastfeeding
Accommodation Policy and Procedures upon adoption.
2. Employees will receive a copy of the Breastfeeding Accommodation Policy and
Procedures during New Employee Orientation.
Mason County Personnel Policies Page 17
3. Human Resources or management shall provide a copy of the Breastfeeding
Accommodation Policy and Procedures when they become aware of an employee
preparing for an approaching childbirth or maternity leave.
[PER RESOLUTION 37-14 – 7/8/14]
4.7 CALL BACK
Employees are subject to call back in emergencies or as needed by the County to provide
necessary services to the public. Non-exempt employees called back to duty will be paid their
appropriate rate of pay for hours worked (the overtime rate for hours worked over the applicable
overtime threshold).
4.8 PAYROLL RECORDS
Official payroll records are kept by the Auditor. Each Elected Official and Department Head shall
submit monthly a signed payroll worksheet for all employees within their department, noting
hours worked, leave taken, overtime workedworked, and comp time taken for each employee.
Each Department Head shall submit monthly, a signed statement noting regular hours worked
and leave taken to the Auditor’s Office. The Board of County Commissioners will approve at
regular board meetings.at the Department Head's first briefing on the following month.
Mason County Personnel Policies Page 18
CHAPTER 5 COMPENSATION
5.1 SALARY CLASSIFICATION AND GRADES
Each regular job title is classified into one of the County's job classifications for salary purposes.
Each job classification is designated a particular salary or salary range shown on the County's
salary range alignment, which is modified periodically by the Board of County Commissioners, or
as specified in the applicable union agreement. Employee’s classifications, grades, and changes
are to be tracked in the County’s MUNIS system to maintain the transparency, professionalism,
integrity, accountability, respectrespect, and partnership between Mason County, its
departmentsdepartments, and the employees.
5.2 EMPLOYEE PAY RATES
Employees shall be paid within the limits of the salary range to which their positions are assigned.
Usually, new employees will start their employment at the minimum wage rate for their
classification. However, a new employee may, upon the written request of the Elected Official or
Department Head and approval of the Human Resources Director, be employed at a higher rate
than the minimum.
When deemed appropriate, and approved by the Board of County Commissioners, an employee
may be compensated at a Y-Rate, which is a rate of pay that either is between steps of the salary
range or exceeds the top step of the salary range. A Y-Rate shall remain in effect until such time
as a step of the salary range for the employee's job classification equals or exceeds the Y-Rate or
the Board of County Commissioners rescinds their authorization for the Y-Rate.
Pay increases are contingent on satisfactory performance. If an employee's performance is
consistently unsatisfactory, the Elected Official or Department Head may defer a scheduled pay
increase for a stipulated period of timeperiod or until the employee's job, performance is
satisfactory.
5.2.1 Pay Adjustments
The Board of County Commissioners may grant a pay adjustment from time to time, raising the
salaries of all classifications, a defined group of classifications, or a single classification. Such
adjustments, if any, will not normally change an employee's pay anniversary date. The actual day
of any pay increase shall be the 1st or 16th of the month, with the exception ofexcept for working
out of class, 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).
5.2.2 Lead Pay
The County may designate an employee as a Lead and assign Lead Pay. This designation is not
considered to be a “job vacancy” or “newly created position”. An employee may be designated a
lead if they are directing, overseeing, or organizingorganizing, or overseeing the work of other
Mason County Personnel Policies Page 19
employees or specific projects. The County reserves the right to make a Lead designation based
on other factors and rationale with the approval of Human Resources. A Lead cannot hire, fire,
or discipline employees. Employees acting as Lead will receive an additional ten (10) percent
increase over their current rate of pay. Lead pay may be approved by the County Administrator,
in conjunction with Human Resources, if no budget adjustments are necessary. Requests
requiring a budget adjustment shall be brought to the Board of County Commissioners.
Lead Pay statuses will be reviewed annually as part of the budget process.
5.2.3 Out of Class Pay
An employee who has been assigned to perform all of the significant duties of a higher level job
classification, due to the absence of the employee who normally holds that position, and who
performs such duties for five (5) or more consecutive days, shall be compensated on that step of
the salary range of the higher job class that provides at least a five (5) percent increase over their
(the employee working out of class) current rate of pay. Out of class pay may be approved by the
County Administrator, in conjunction with Human Resources, if no budget adjustments are
necessary. Requests requiring a budget adjustment shall be brought to the Board of County
Commissioners.
5.2.4 Transfers and Promotions
Employees that accept a position in another County office or department (a position under a
different Elected Official or Department Head) and that position is of a higher classification and
salary range than the employee's current position, will preferably be placed on the step which
results in a five (5) percent increase over the employee's current salary. In the event thatIf the
Elected Official or Department Head determines that significant training is needed for the
employee in the new position, the Elected Official or Department head may offer the position at
any step in the higher classification and salary range. [RESOLUTION 61-06, 6/20/06] Upon the request of
the Elected Official or Department Head and approval of the Human Resources Director, a
promoted employee may be placed in a step higher than that specified above.
If the Human Resources Director does not concur in a request for advanced step placement for a
newly hired, transferred, or promoted employee, the Elected Official or Department Head may
appeal that decision to the County Administrator.
5.3 LONGEVITY
5.3.1 Definitions
Eligible Employees: For section 5.3 eligible employees are defined as regular full-time
employees, appointed employees, and regular part-time employees.
Formatted: Indent: First line: 0"
Formatted: Font: 12 pt
Mason County Personnel Policies Page 20
The County shall provide additional monthly compensation, beginning January 1, 2023, above
each eligible employee’s base salary to recognize continuous length of service as a County
employee, as follows:
Total Years of Service Completed Additional Pay Increment
1-10 Years 0 %
11-15 Years 1.5 %
16-20 Years 3.0 %
21-25 Years 4.5 %
26 or more Years 6.0 %
Eligible rRegular part-time employees shall receive longevity pro-rated in proportion to the part-
time employee is in pay status during the month as compared to that required of full-time
employment.
5.4 RECLASSIFICATION
A reclassification is a change in the allocation of a position from its current job classification to a
different job classification as a result ofbecause of changed duties, responsibilities, and/or
authority of a position. Reclassification will be considered when an employee has been
permanently assigned to perform the primary functions of a different job classification or has
been permanently assigned significantly different duties, which may warrant establishing a new
job classification.
Reclassification requests will not be considered for factors such as increased work volume of the
same level of work, added duties of a similar nature already covered by th e classification,
requiring similar skills, education, or experience, duties within the current classification that have
not been previously assigned, additional duties assigned in a higher classification unless those
duties become a majority of the current position, enhanced technological tools to perform
current duties, salary differences for similar jobs in other jurisdictions, reclassifications which
occur in other departments.
Reclassification requests may not be considered for positions covered by a Collective Bargaining
Agreement that is in open negotiations.
An employee, Department Head, or Elected Official may request reclassification by submitting a
written request, which includes a justification, to the Human Resources Director. The Human
Resources Director shall conduct a position analysis and respond with a recommendation in
writing within thirty sixty (630) working days.
The recommendationRecommendations requiring action may then be submitted to the Board of
County Commissioners with supporting documentation for their review. If approved by the
Board, the reclassification shall be effective as of the date of Board’s action or other effective
Mason County Personnel Policies Page 21
date as may be set by the Board in such action. If the Board denies the request, the matter is
closed.
Step placement of an employee who has been reclassified shall be the same as if the employee
had been promoted, transferred, or demoted, whichever is applicable.
[PER RESOLUTION 71-15 – 12/22/15]
5.5 PAYDAYS
County employees are paid semi-monthly on the 10th and 25th of each month and the payroll
will be a direct deposit into the bank of the employee's choice. If a regularly scheduled payday
falls on Saturday or Sunday, payroll will be a direct deposit on Friday. If a regularly scheduled
payday falls on a holiday, payroll will be a direct deposit on the last regular work dayworkday
prior to the holiday.
[PER RESOLUTION 04-08, 1/8/08]
[RESOLUTION 89-19 – 9/3/19]
5.6 DEDUCTIONS
Some regular deductions from the employee's earnings are required by law; other deductions
are specifically authorized by the employee. The County will withhold from the employee's
paycheck those deductions required by law and any voluntary deductions authorized by the
employee, by applicable union contract, or by statute. All deductions from pay are deducted from
the last check of the month. If an employee is overpaid or required deductions were not withheld,
the amount overpaid or not withheld will be deducted from future pay on a re asonable basis
unless excused by the Board of County Commissioners.
[PER RESOLUTION 150-07, 11/27/12]
5.97 COMPENSATION UPON SEPARATION
When employment with the County is terminated, the employee will receive the following
compensation on the next regularly scheduled payday:
1. Regular wages for all hours worked up to the time of termination, which have not already
been paid.
2. Any overtime or holiday pay due.
3. A lump sum payment for accrued but unused vacation provided the employee has
completed six (6) months of employment, comp time and, for eligible employees, accrued
but unused sick leave.
Mason County Personnel Policies Page 22
4. A lump sum payment for accrued but unused sick leave for eligible employees hired prior
to April 13, 2010.
[PER RESOLUTION 23-10, 4/13/10]
Terminating Separating employees entitled to payment for accrued leave time, and in the case
of employees of the Sheriff's Department, banked holiday time, may request payment for such
time in scheduled payments rather than a lump sum. To be eligible for scheduled payments the
amount due must be $10,000 or more, the scheduled payments must be $500 or more per month
and the employee must agree to conditions established by the county.
[PER RESOLUTION 95-04, 10/26/04]
5.8 UNIFORM ALLOWANCE
Compensation for required employee work apparel shall be based on RCW 49.12.450. Non-
Represented employees requesting reimbursement, upon presentation of receipt, under this
policy, shall be reimbursed for the purchase of a uniform meeting the following conditions:
1. Notwithstanding the provisions of Chapter 49.46 RCW or other provisions of this chapter,
the obligation of the employer to furnish or compensate an employee for apparel
required during work hours shall be determined only under this section.
2. Employers are not required to furnish or compensate employees for apparel that the
employer requires an employee to wear during working hours unless the required apparel
is a uniform.
3. As used in this section, "uniform" means:
a. Apparel of a distinctive style and quality that, when worn outside of the workplace,
clearly identifies the person as an employee of Mason County;County.
b. Apparel that is specially marked with the employer's logo;logo.
4. Except as provided in subsection (5) of this section, if the employer requires an employee
to wear apparel of a common color that conforms to a general dress code or style, the
employer is not required to furnish or compensate an employee for that apparel. For the
purposes of this subsection, "common color" is limited to the following colors or light or
dark variations of such colors: White, tan, gray, blue, or black for tops; and tan, black,
blue, or gray, for bottoms. The employer is permitted to require an employee to obtain
two sets of wearing apparel to accommodate for the seasonal changes in weather, which
necessitate a change in wearing apparel.
Mason County Personnel Policies Page 23
5. If the employer changes the color or colors of apparel required to be worn by any of their
employees during a two (2) year period of timeperiod, the employer shall furnish or
compensate the employees for the apparel. The employer shall be required to furnish or
compensate only those employees who are affected by the change. The two (2) year time
periodtime begins on the date the change in wearing apparel goes into effect and ends
two years from this date. The beginning and end of the two (2) year time periodtime
applies to all employees regardless of when the employee is hired.
6. For the purposes of this section, personal protective equipment required for employee
protection under Chapter 49.17 RCW is not deemed to be employee wearing apparel.
[RESOLUTION 89-19 – 9/3/19]
5.9 PERSONNEL ACTION POLICY
The Personnel Action Form (PAF) is used to report all changes, such as, but not limited to;
Appointments, Terminations, Change in Status, Leave, Compensation of an individual employee,
and shall be entered into the County’s financial system MUNIS.
Since the information on the PAF form can affect employee’s paycheck, benefits, and receipt of
information such as state retirement and W-2’s, it is critical that it be completed by the
department in a timely manner, as outlined by Mason County Auditor’s Office. Human Resources
and Payroll shall receive PAFs from the departments by the established deadline, per the PAF
schedule, to ensure timely, accurate, posting and processing payment to employees. All County
departments are required to enter PAF’s into MUNIS for the following (but not limited to)
purposes:
1. Hire (This category only is typically entered by HR, once the Employee Selection Process
has been completed):
a. New Hire
b. Extra Help
c. Seasonal Help
d. Temporary Position, etc.
2. Leave:
a. Administrative Leave (Admin/Disciplinary Leave With or Without pay)
b. Family Medical Leave Act (FMLA Leave With or Without pay)
c. Leave Without Pay (LWOP)
d. Military Leave (Leave With or Without pay)
e. Continued FMLA Leave – Doctor Approval
f. Workers Compensation Time Loss (L&I)
g. Authorized Leave of Absence
Mason County Personnel Policies Page 24
h. Transfer from Paid to Unpaid Leave (or vice-versa)
i. Return from Any Leave (Admin/FMLA/LWOP/MIL/L&I/Authorized With or Without
Pay), etc.
3. Master:
a. Address, E-Mail, Phone, or Emergency Contact Change or Update
b. Name Change
c. Supervisor Change
d. Demographic Change
e. Update an Employee’s Service Date, etc.
4. Re-Hire:
a. Re-hire or Re-Activate (Previous Full time/Part Time/Extra
Help/Seasonal/Temporary/Project Employees
b. Re-Activate for Collective Bargaining Agreement Payouts On Inactive Employees, etc.
5. Salary:
a. BARs and/or Account Code Changes
b. Additional Positions/Job Classes
c. Change in Employee Status (Full Time to Part Time/Extra Help or vice versa)
d. Employee Payroll Allocation
e. Promotions/Demotions
f. Addition and/or Removal of Pays (Special Pay/Assignment Pay/Lead Pay/Out of Class
Pay)
g. Position and/or Departmental Transfer
h. Reclassifications (Temporary & Permanent)
i. Salary Increases/Decreases
j. L&I Code Changes
k. Probationary Period Ended or Extended
l. Longevity Increases (Hourly Longevity for Public Works & Juvenile Courts only)
m. Change Base Pay Type
n. Payment Plan (Move to Payment Plan or End of Payment Plan)
o. Job Class or Salary Table Corrections, etc.
6. Terminations:
a. Termination (Termed/Retire/Resign/End of Term/Lay Off/Position Term/Extra Help &
Seasonal Term)
b. Deceased Employee’s
c. Inactive (Return to Inactive, Military Out on Lon Term Military Leave,
Ex/PT/FT/Seasonal changed to Inactive), etc.
Mason County Personnel Policies Page 25
5.10 CAREER INCENTIVE PAY POLICY
The following Career Incentive Policy has been established in order toto achieve the goal of
encouraging the career growth, educationeducation, and development of its employees, as well
as attract qualified and professional applicants. Employees are encouraged to take advantage of
educational and training opportunities which increase their knowledge and skill in their present
jobs, or to prepare them for specific career goals within their departments.
5.10.1 Definitions
Licensure: A state’s grant of legal authority to practice a profession within a designated scope of
practice.
Professional Certification: A standardized process that enables an individual to demonstrate a
certain level of competency in a specific career or job function. Upon completion of professional
certification requirements, which typically entail passing an exam administered by an industry
specific credentialing organization, a certification credential is awarded. Professional certification
holders must complete continuing education requirements to retain the credential.
Certification Program: A training program on a specialized topic for which participants receive a
certificate after completing the course and passing an assessment instrument.
The County has identified, and continues to identify, key licenses and professional certifications
that are essential to the efficient and cost-effective operation of the department. As a result,
upon approval, the acknowledged employee will be eligible to receive Career Incentive pay in
accordance with the following table, which may be modified at any time by the Board of County
Commissioners or designee, in consultation with the Human Resources Department. An
employee shall only be approved for one (1) incentive pay from the Professional Certification or
Licensure level, but not both. Certification incentives shall be limited to up to four (4)
certifications per employee and may be earned in addition to an incentive for a Licensure or
Professional Certification.
Licensures
Type: Amount Payment Period
Certified Public Accountant (CPA) Licensure $10,000 12 Month
Professional Engineering (PE) Licensure $10,000 12 Month
Professional Land Surveyor (PLS) Licensure $10,000 12 Month
Mason County Personnel Policies Page 26
Professional Certifications
Type: Amount Payment Period
Engineer-In-Training Professional Certification $5,000 12 Month
Land Surveyor-In-Training Professional Certification $5,000 12 Month
American Institute of Certified Planners Professional
Certification
$5,000 12 Month
Certification Program
Type: Amount Payment Period
TBD TBD TBD
All regular County employees who have completed their probationary period (if applicable) shall
be eligible to participate, provided that the employees meet certain eligibility requirements and
obtain approval per the policy. The approved incentive pay shall cease when an employee
separates from employment in that classification related to the license and/or certification
receiving the incentive pay, or the employee no longer has the certification. Career Incentives
are neither a guaranteed benefit nor an entitlement of employment with Mason County and is
limited by the availability of funds. Incentive pay under this policy is subject to all applicable
federal, statestate, and local taxes. Employees assigned to fully grant funded positions are not
eligible, unlesseligible unless the grant has funded this benefit.
Class attendance, transportation, travel expenses, and classwork are non -compensable, not
eligible for reimbursement, and county equipment is not authorized for use.
In order toTo qualify for the incentive, the attained license or professional certification, listed in
the table above, must be from a nationally or regionally accredited institution in a field of study
directly related to improvement of knowledge and skills in the emp loyee’s current job.
Employees meeting the criteria will be required to submit a written request, along with an official
transcript and/or copy of the license or certification earned, to their Department Head or
designee. The Department Head or designee shall submit to the Human Resources Department
all requests with supporting documents for final review and approval. Career Incentive pay shall
be paid in twelve (12) equal installments over a one (1) year fiscal year beginning January 1. The
incentive pay shall be prorated based on the date of approval for the first year. In order forFor
Mason County Personnel Policies Page 27
approved employees to continue to receive the annual incentive, proof of a current license or
certification must be submitted to Human Resources no later than January 15 of the new year.
An employee is responsible for notifying the Human Resources Department in writing of any
changes to their license and/or certification. Should an employee submit documentation that the
employee knows is false or intentionally misleading in order toto receive benefits for which the
employee is not entitled, the employee will be deemed ineligible to continue to participate in the
Career Incentive Policy and must repay Mason County for any incentive pay received from
submittal of the false or misleading documents. The employee may also be subject to disciplinary
action.
All documents relating to this plan, including originals or copies of certificates, certifications,
diplomasdiplomas, or transcripts demonstrating employee educational efforts and
accomplishments shall become a part of the employee’s permanent file in the Human Resources
Department and shall be considered educational achievements and accomplishments in rating
and assessing employees for purposes of promotion and transfer.
Mason County reserves the right to terminate, suspend, restrict, withdraw, amendamend, or
modify the Career Incentive Policy in whole or in part at any time based upon the availability of
funds or for any other business reason as determined by Mason County. The Board of County
Commissioners or designee, in consultation with the Human Resources Department is authorized
to establish and modify, as needed, a procedure for implementing this policy. If sufficient funds
are not available, the Board of County Commissioners or designee in consultation with the
Human Resources Department, and Budget & Finance will meet to discuss whether to reduce the
amount of the bonus or to delay some or all ofall the payments until the next fiscal year in which
sufficient funds are available.
Mason County Personnel Policies Page 28
CHAPTER 6 BENEFITS
6.1 RETIREMENT BENEFITS
The County makes contributions to the Social Security System on behalf of all eligible employees
in addition to those contributions made by the employee through FICA payroll deductions.
All regular uniformed employees in the Sheriff's Department are covered by the Law
Enforcement Officers and Firefighters Retirement System (LEOFF). Benefit levels and
contribution rates are set by the State of Washington. All regular full-time and eligible part-time
non-uniformed employees are covered under the Public Employees Retirement System (PERS).
Benefit levels and contribution rates are set by the State of Washington. Membership in PERS is
optional for Elected Officials and the Board of County Commissioners.
Employees intending to retire should notify their Elected Official or Department Head of their
intent to retire at least six (6) months prior to the date of retirement.
The County participates in a Section 457 Deferred Compensation Plan which allows employees
to make tax deferred contributions up to certain dollar limits defined by the I RS. Contributions
and interest earnings from investments are not subject to income tax withholding until time of
receipt.
6.2 WORKERS COMPENSATION
Most employees are covered by the State Workers' Compensation Program. This insurance
covers employees in case of on-the-job injuries or job-related illnesses. For qualifying cases, State
Industrial Insurance will pay the employee for workdays lost and medical costs due to job-related
injuries or illnesses. All job-related accidents should be reported immediately to the supervisor
along with a completed accident/incident report.
When an employee is absent for one or more days or receives medical attention due to an on -
the- job injury, they are required to file a claim for Workers' Compensation. If the employee files
a claim and is unable to work, the County will continue to pay (by use of the employee's unused
sick leave) the employee's regular salary pending receipt of Workers' Compensation benefits
unless the employee requests that sick leave not be used. If the employee has no accrued sick
leave, they may request use of vacation leave.
6.2.1 Workers Compensation Leave
An employee receiving Workers Compensation benefits who has exhausted their sick and
vacation leave continues to accrue vacation leave and sick leave for up to six (6) months. The
County also continues to pay for the employer's portion of health insurance premiums, provided
that the employee continues to pay their share of premiums, if any. After six (6) months, the
employee's benefits shall cease unless the Board of County Commissioners makes an exception
Mason County Personnel Policies Page 29
based on the criteria of these policies. The employee may continue health care benefits by self-
paying insurance premiums for the remainder of the time they receive Workers Compensation
benefits.
6.2.2 Coordination of Benefits
When the employee receives Workers' Compensation benefits, they are required to repay to the
County the amount covered by Workers' Compensation and previously advanced by the County.
This policy is to ensure that employee will receive prompt and regular payment during periods of
injury or disability caused by a work-related injury so long as accrued leave is available, while
ensuring that no employee receives more than they would have received had the injury not
occurred. Upon the repayment of funds advanced, the appropriate amount of leave shall be
restored to the employee's account.
The County may require an examination at its expense to determine when the employee can
return to work and if they will be capable of performing the essential duties of the position with
or without reasonable accommodation.
6.3 HEALTH INSURANCE BENEFITS
Regular full-time employees and regular part-time employees working at least eighty (80) hours
per month and their dependents are eligible to participate in the County's various insurance
programs on the first day of the month following employment, except that if the first day of
employment is the first of the month their eligibility shall commence immediately. The programs
and criteria for eligibility will be explained upon hire. The County contributes toward the cost of
premiums in the amounts authorized by the Board of County Commissioners. The remainder of
the premiums, if any, shall be paid by the employee through payroll deduction. The County
reserves the right to make changes in the carriers and provisions of these programs at its
discretion, with prior notice to affected employees. Employees electing not to take coverage for
those insurance programs that the County contributes toward the cost of premiums may be
required to sign a waiver of coverage.
Extra help employees will normally not be eligible for insurance coverage.
6.4 CONTINUATION OF INSURANCE COVERAGE
When certain qualifying events occur, including an employee's termination from County
employment, beginning an unpaid leave of absence, or a reduction in hours worked, at the
employee's option and expense, the employee may be eligible to continue County health
insurance benefits to the extent provided under the federal COBRA statutes and regulations.
Covered dependents may also be eligible, at their option and expense, to continue County health
insurance coverage. To the extent allowed by law, an administrative handling fee over and above
the cost of the insurance premium may be charged the employee or their dependents who elect
Mason County Personnel Policies Page 30
to exercise their COBRA continuation rights. An explanation of COBRA rights will be provided to
new hires, annually to current employees, and when a qualifying event occurs.
For eligible employees who terminate, retire or are on an approved leave of absence, the
County will pay the premium for the month the employee is leaving, provided the employee is
on paid status for the eighty (80) hours in the month.
6.5 UNEMPLOYMENT COMPENSATION
County employees may qualify for State Unemployment Compensation after termination from
county employment depending on the reason for termination from employment.
Mason County Personnel Policies Page 31
CHAPTER 7 LEAVES
Some leaves listed in Chapter 7 affect an employee’s paycheck, benefits, and receipt of
information such as state retirement and W-2’s, therefore a Personnel Action Form (PAF) may be
required to be entered into the County’s financial system.
7.1 VACATION LEAVE
Each regular full-time employee shall accrue paid vacation leave as follows:
Years of Continuous Service Vacation Days Earned
1-3 12
4-7 15
8-9 18
10-11 20
12-14 22
15-16 23
17-19 24
20+ 25
All new employees must satisfactorily complete their trial period to be entitled to the accrual and
use of vacation leave. Regular part-time employees will receive vacation on a pro-rata basis. Extra
help employees are not eligible for any vacation benefits. Employees do not accrue vacation
benefits during a leave without pay.
Usually, new employees will start their employment at the minimum vacation accrual rate.
However, as part of the negotiated compensation package, for an at will position, a new
employee may, upon the written request of the Elected Official or Department Head and
approval of the Human Resources Director, be employed at a higher accrued vacation rate than
the minimum.
Regular full-time employees must work, or be in a paid status, at least eighty (80) hours in a
month to accrue vacation for the month. Regular part-time employees must work, or be in a paid
status, at least in the same proportion to eighty (80) hours as their regular hours are to full-time
employment to accrue vacation for that the month.
[PER RESOLUTION 95-04, 10/26/04]
The first day of the month of hire shall be the effective date of subsequent increases in the
vacation accrual rate for employees hired between the first and the fifteenth of the month. The
first day of the month following the month of hire shall be the effective date of subsequent
increases in the vacation accrual rate for employees hired between the sixteenth and the last d ay
of the month.
Mason County Personnel Policies Page 32
Each department is responsible for scheduling its employees' vacations without undue disruption
of department operations. Leave requests shall normally be submitted at least two weeks prior
to taking vacation leave.
The maximum number of vacation days, which may be accrued, is fifty (50) days. Any vacation
days earned beyond fifty (50) days shall be forfeited. Employees will be paid for unused vacation
time upon termination of employment, except in the case of termination during the first s ix (6)
months of employment. Employees who resign their position to assume an Elected Office will be
paid for unused vacation time upon termination of employment.
7.2 SICK LEAVE
Paid sick leave is available for employees to care for their own health and for the health of their
family members.
7.2.1 Eligibility Requirements
1. Regular and Part-Time Regular employees are eligible to use sick leave from their date of
hire and may use paid sick leave hours as they are earned; and
2. Employees in part-time, on-call and seasonal and,and non-regular positions will accrue
sick leave from the date of hire, buthire but are not eligible to use accrued leave until
(ninety) 90 days after their hire date.
3. Per RCW 3.34.100 district judges shall be granted sick leave in the same manner as other
county employees.
7.2.2 Exempt from Eligibility (RCW 49.46.010)
1. Elected Officials
2. Any individual engaged in volunteer work for the county, where the employer -employee
relationship does not in fact exist or where the services are rendered gratuitously. If the
individual receives a reimbursement in lieu of compensation for normally incurred out -
of-pocket expenses or receives a nominal amount of compensation per unit of voluntary
services rendered, an employer-employee relationship is deemed not to exist for the
purpose of this policy (Boards, Commissions, BOE, etc.).
3. Individuals whose duties require that they reside or sleep at the place of their
employment or who otherwise spends a substantial portion of their work time subject to
call, and not engaged in the performance of active duties (Any on call staff who are not
working in the office/field engaged in active duties for their entire shift.)
Mason County Personnel Policies Page 33
4. Any resident or inmate of the county correctional, detention, treatmenttreatment, or
rehabilitative institution.
7.2.3 Leave Accrual
All employees shall accrue Washington paid sick leave (WPSL) at the rate of one hour (1) per 40
hours worked, beginning from their date of hire (per RCW 49.46.210). There is no cap on the
number of leave hours that can be accrued during the accrual year.
All regular and part-time regular employees, who are in a paid status, at least eight (80) hours in
a month, shall also accrue Mason County sick leave (MCSL) in addition to the Washington paid
sick leave. MCSL Sick leave for all regular part-time employees will be pro-rated based on their
full-time equivalency (FTE) percentage.
The combined total of Washington paid sick leave and Mason County siSick leave for all regular
and part-time regular exempt positions, and those in non-represented positions, shall not exceed
eight (8) hours in any given month.
Employees in regular and part-time regular exempt positions, and those in non-represented
positions, shall accrue additional sick leave in accordance with the following schedule:
WPSL SICK LEAVE-INITIATIVE 1433 (EFF 1/1/18) MCSL-EXISTING LEAVE POLICY
# of Hours
Worked
# of Hours of
WPSL
Hours Per Year
(Based on FTE,
all non-exempt
employees
receive
additional hours
for OT)
Difference of
amount earned on
WPSL –
Approximately 4
hours a month.
(Pro-rated for
Regular PT
Employees)
Approx. Hours
Per Month
(Total of WPSL &
MCSL is 8 hours
per month for
FTE)
Hours Per Year
(FTE = 96, all
others pro-rated)
40 1 52 44 8 96
Employees in regular and part-time regular non-exempt positions shall accrue additional sick
leave in accordance with the amounts stated in their collective bargaining agreements.
7.2.4 Accrual Year
The leave accrual year is December 16 to December 15.
7.2.5 Carryover of Paid Sick Leave Hours
Mason County Personnel Policies Page 34
Any Washington paid sick leave that is accumulated during the accrual year, but u Unused sick
leave as of December 15 in any year, shall be carried over to the succeeding year up to the
following maximums:
1. For part-time (less than 80 hours a month), non-regular positions, forty (40) hours of will
carry over to the succeeding year.
2. Employees in regular exempt, part-time regular exempt positions and non-represented
employees will carry over a maximum of one-hundred and fifty (150) days or twelve
hundred (1,200 hours).
3. For represented employees, the number of hours carried over is stated in the collective
bargaining agreement.
7.2.6 Family Member Defined
When using paid sick leave, the following definition of family member shall apply:
1. A child, including a biological, adopted, or foster child, stepchild, or a child to whom the
employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of
age or dependency status.
2. A biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an
employee or the employee’s spouse or registered domestic partner, or a person who
stood in loco parentis when the employee was a minor child.
3. A spouse;spouse.
4. A registered domestic partner;partner.
5. A grandparent;grandparent.
6. A grandchild;grandchild.
7. A sibling; or
8. Other relative or person living in the household of the employee with whom the employee
has a familial relationship.
7.2.7 Authorized Uses of Paid Sick Leave
Mason County Personnel Policies Page 35
Employees are eligible for sick leave for the following reasons:
1. Personal mental or physical illness, injury, physical disabilitydisability, or health condition
and/or preventative care such as a medical, dental or optical appointment;appointment.
2. Care of a family member with an illness, injury, health condition and/or preventative care
such as a medical, dental, or optical appointment;appointment.
3. Employees must make a reasonable effort to schedule such appointments at times, which
have the least interference with the workday;workday.
4. Quarantine of an employee by a physician for exposures to a contagious disease, where
on-the-job presence of the employee would jeopardize the health of others;others.
5. The need to care for a spouse, parent, or child of the employee who is ill or injured and
requires the presence of the employee, except that no more than five (5) days of sick
leave may be taken for any occurrence unless the condition of the spouse, parent, or child
would qualify the employee for FMLA. The employee shall complete and submit FMLA
paperwork to Human Resources within fifteen (15) days, as required by law, for any
qualified event;event.
6. Employees who are ill or injured and require more than five (5) days of sick leave for a
FMLA qualified event, shall complete and submit FMLA paperwork to Human Resources
within fifteen (15) days, as required by law;law.
7. In the event of a death in the employee’s immediate family, the Board of County
Commissioners may authorize an additional two (2) days beyond bereavement leave as
outlined in Section 7.8,the Bereavement Leave section of, in the Personnel Policy. Leave
of absence is not to exceed five consecutive calendar days. Such leave is not included in
any Family or medical leave period for which the employee is eligible under Section
7.7,the Family Leave section of in the Personnel Policy;Policy.
8. Use of a prescription drugs which impairs job performance or safety;safety.
9. Actual periods of temporary disability related to pregnancy or childbirth;childbirth.
10. To attend the birth of and/or to care for a newborn child of an employee;employee.
11. Closure of the employee’s place of business or a child’s school/place of care by order of a
public official for any health-related reasons;reasons.
Mason County Personnel Policies Page 36
12. If an employee is sent home for signs and symptoms, and quarantine orders of pandemic
related illnesses; and
13. If the employee or the employee’s family member is a victim of domestic violence, sexual
assault, or stalking. Authorized use of paid sick leave for domestic violence, sexual assault
or stalking includes:
a. Seeking legal or law enforcement assistance or remedies to ensure the health and
safety of the employee and their family members including but not limited to,
preparing for, or participating in, any civil or criminal legal proceeding related to or
derived from domestic violence, sexual assault or stalking;stalking.
b. Seeking treatment by a health care provider for physical or mental injuries caused by
domestic violence, sexual, assault, or stalking;stalking.
c. Attending health care treatment for a victim who is a member of the employee’s
family.
d. Obtaining, or assisting a family member in obtaining, services from: a domestic
violence shelter; a rape crisis center; or a social services program for relief from
domestic violence, sexual assault or stalking;stalking.
e. To obtain, or assist a family member in obtaining, mental health counseling related to
an incident of domestic violence, sexual assault of stalking in which the employee or
a family member of the employee was a victim of domestic violence, sexual
assaultassault, or stalking; and
f. Participating, for the employee or for a family member, in:in safety planning; or
temporary or permanent relocation; or other actions to increase the safety from
future incidents of domestic violence, sexual assaultassault, or stalking.
f.
g. For the purpose of leave allowed for victims of domestic violence, sexual assault, or
stalking, Chapter 296-135-010 WAC defines “family” members as:
o any 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 mental
or physical disability;disability.
Formatted: Font: (Default) +Body (Calibri), 12 pt
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1.15 li, No bullets or numbering
Formatted: Indent: Left: 0.75", No bullets or numbering
Mason County Personnel Policies Page 37
o Spouse means a husband or wife, and individuals in state registered domestic
partnerships; See RCW 49.12.265 (6) and 1.12.080
o Parent means a biological or adoptive parent of an employee or an individual
who stood in loco parentis to an employee when the employee was a
child;child.
o Parent-in-law means a parent of the spouse or of a partner in a state registered
domestic partnership of an employee; and
o Grandparent means a parent of a parent of an employee.
7.2.8 Increments of Use for Paid Sick Leave
Employees may use paid sick leave in 10-minute increments.
7.2.9 Rate of Pay When Using Sick Leave
Paid sick leave hours will be compensated at the base salary rate, excluding any overtime,
premiums, or other add to pays. Calculation of overtime shall be based on FLSA rules; therefore,
use of paid sick leave shall not count towards the overtime calculat ion.
7.2.10 Reasonable Notice for Use of Sick Leave
Employees must provide reasonable advanced notice of an absence from work for the use of paid
sick leave to care for self or a family member. Reasonable notice shall be provided to the
employee’s Elected Official, Department Head, or immediate supervisor. Any information
provided will be kept confidential.
7.2.11 Foreseeable Absence
If an employee’s absence is foreseeable, the employee must provide notice at least ten (10)
working days, or as early as possible, before the first day paid sick leave is used.
Employees are required to submit an Employee Notice for Use of Paid Sick Leave form. If possible,
notification should include the expected duration of the absence.
7.2.12 Unforeseeable Absence
If an employee’s absence is unforeseeable, the employee must contact their Elected Official,
Department HeadHead, or immediate supervisor as soon as possible; but no later than one (1)
hour before the employee’s required start time. Notice should include t he expected duration of
absence.
In the event it is not possible to provide notice of an unforeseeable absence, a person on the
employee’s behalf may provide such notice.
Mason County Personnel Policies Page 38
Employees are required to complete an Employee Notice for Use of Paid Sick Leave Fo rm on the
day following the employee’s return from paid sick leave.
7.2.13 Verification for Absences Exceeding Three Days
Employee’s seeking to use or using paid sick leave for authorized purposes for more than three
(3) consecutive days, may be required to provide verification that establishes or confirms that
the use of paid sick leave is for an authorized purpose.
1. When an employee or the employee’s family member is sick for more than three (3)
consecutive days for which the employee is required to work, acceptable verification may
include:
a. A doctor’s note or a signed statement by a health care provider indicating that the use
of paid sick leave is necessary to care for the employee or an employee’s family
member; or
b. A written or oral statement from the employee indicating that the use of paid sick
leave is necessary to take care of themselves or a family member.
2. When an employee or a member of the employee’s family has been a victim of domestic
violence, sexual assault or stalking, the employee may provide any one of the following
documents or any combination thereof, to verify the use of leave:
a. A written statement that the employee, or a member of the employee’s family, is a
victim of domestic violence, sexual assault, or stalking, and that the leave was taken
to address related issues;issues.
b. A police report indicating that the employee or a member of the employee’s family
was a victim of domestic violence;violence.
c. Evidence from a court or prosecuting attorney showing that the employee or a
member of the employee’s family appeared, or is scheduled to appear, in court in
connection with an incident of domestic violence, sexual assault, or stalking;stalking.
d. A court order of protection;protection.
e. Documentation from any of the following persons from whom an employee or a
member of the employee’s family sought assistance in addressing the domestic
violence situation indicating that the employee or a member of the employee’s family
is a victim:
Mason County Personnel Policies Page 39
o An advocate for victims of domestic violence, sexual assault, or
stalking;stalking.
o An attorney;attorney.
o A member of the clergy; or
o A medical professional.
3. When an employee is absent due to the closure of a school or a place of care, attended
by the employee’s child, by a public official due to health-related reasons. A copy of the
notice received by the employee regarding the closure shall be provided.
Verification must be provided within ten (10) calendar days of the first day that paid sick leave is
used to care for either the employee or a family member.
7.2.14 Unreasonable Burden or Expense for Verification
If an employee believes, obtaining verification for use of paid sick leave would result in an
unreasonable burden or expense, please contact Human Resources in writing, prior to the
required ten (10) calendar days allotted to provide the verification.
Indicate that the absence is for an authorized purpose and explain why verification would result
in an unreasonable burden or expense.
Within ten (10) calendar days of receiving the employee’s request, Human Resources will work
with the Elected Official or Department Head and employee to identify an alternative for the
employee to meet the verification requirement in a way that does not re sult in an unreasonable
burden or expense.
1. Company-provided transportation to the employee’s doctor;doctor.
2. Sharing the cost of getting a note from a medical provider; or
3. Providing a note of explanation in lieu of other forms of verification.
Mason County may choose not to pay an employee for paid sick leave taken in excess ofmore
than ten (10) consecutive days until verification is provided. An employee has the right to contact
the Mason County Prosecutor in the event they feel they are being discriminated upon or treated
unfairly.
7.2.15 Abusing Sick Leave May Receive Discipline
In the event an employee misuses, falsifies, or abuses sick leave, the employee will forfeit any
leave compensation. The employee may become subject to discip linary action up to and
including termination of employment.
7.2.16 Sick Leave Coordinated with Workers’ Compensation
Mason County Personnel Policies Page 40
An employee receiving worker’s compensation disability insurance payments during a medical
related leave shall use only the number of sick leave hours that, together with the workers’
compensation benefits payments, represents the employee’s normal pay for the same period.
Financial Services “Payroll” will calculate use of paid sick leave hours on a retroactive basis back
to the first day in which the employee was off work. In no event shall the accumulation of sick
leave and L&I income result in any employee receiving income in excess ofmore than 100% of
their regular straight-time income for the same period of timeperiod.
If the employee elects to use paid sick leave to supplement the employee’s earnings, the
employee must notify Human Resources at the start of their disability leave. Once the employee
elects to use paid sick leave to supplement their earnings, the employee may not reverse the
election. An employee may not elect use only a portion of their accrued sick leave.
Employees who elect to use their accrued sick leave to supplement their wage while on disability
shall bring their workers compensation check in to their department payroll to purchase back all
or a portion of their leave hours used and paid to the employee during the disability. Once the
employee makes payment to Mason County and Financial Services “Payroll” approves the
deposit, the employee’s number of leave hours will be added back to the accrual record.
Any employee who collects both a full-accrued leave paycheck and a worker’s compensation
disability insurance payment SHALL remit the worker’s compensation disability insurance
payment to the county. In the event an employee does not submit, the worker’s compensation
disability insurance payment to the county may be subject to disciplinary action for misuses,
falsifying, or abusing sick leave.
7.2.17 Shared Leave
Washington paid sick leave shall not be used in a shared leave program.
[RESOLUTION 89-19 – 9/3/19]
7.2.18 Sick Leave Cash-Out
Payment for and balance up to the maximum amount allowed, by this policy and all other
policies, shall be no greater than 1,200 hours of unused Mason County Sick Leave and shall be
made only in the following circumstances:
1. Upon termination of employment with fifteen (15) years of continuous service with
Mason County, and the employee’s hire date was prior to April 13, 2010; or
2. Upon termination of employment with Mason County, when the termination is
contemporaneous with retirement from the applicable Washington State Public
Mason County Personnel Policies Page 41
Employees Retirement System, and the employee was hired prior to April 13, 20102010,
with continuous service; or
3. Upon the death of an employee, in which case payment shall be made to their estate,
provided the employee was hired prior to April 13, 2010; or
4. Employees who terminate employment to become an Elected Official of Mason County,
provided the employee was hired prior to April 13, 2010.
5. Per RCW 3.34.100 a district judge may receive when vacating office remuneration for
unused accumulated leave and sick leave at a rate equal to one day’s monetary
compensation for each four full days of accrued sick leave not to exceed the equivalent
of thirty days’ monetary compensation. The district judge shall meet the requirements as
outlined in items 1-3 of this section to be eligible for a payout.
Terminating employees who are not eligible for payment of unused sick leave shall forfeit all sick
leave accrual.
7.2.19 Separation from Employment
When an employee in a part-time, seasonal, extra-help, or on-call, non-regular status position
separates from employment, there will be no financial or other reimbursement given to the
employee for any accrued, unused Washington paid sick leave at the time of separation.
Employees in regular status positions will be cashed out for Mason County sick leave in
accordance with the terms stated in their collective bargaining agreement, and for exempt and
non-represented employees, as stated above in the Sick Leave Cash-out section of the Personnel
Policy.
In the event any employee terminates their position with Mason County and returns within
twelve (12) months of separation, only Washington paid sick leave balance shall be restored. If
the year has rolled over, prior to the employee’s return to employment, and the employee’s
balance was greater than the forty (40) hours, the employee forfeits any unused balance greater
than the maximum amount of forty (40) hours. Mason County sick leave hours shall not be paid
out upon termination and will be forfeited, unlessforfeited unless conditions are met in Section
7.2.13 or otherwise stated in a Collective Bargaining Agreement.
7.2.20 Reinstatement of Employment
If an employee leaves employment and is rehired within twelve (12) months of separation, any
accrued, unused Washington paid sick leave up to 40 hours will be reinstated to the employee’s
accrued leave bank.
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Employees in part-time, non-regular positions who are rehired within twelve (12) months of
separation, will not be required to wait ninety (90) days to use accrued their accrued sick leave
bank if the employee met this requirement in the previous period of employment. If an employee
did not meet the ninety (90) calendar-day requirement prior to separation, prior employment
time with the County will be counted for purposes of determining the eligibility of the employee
for paid sick leave.
If a regular status employee leaves and is rehired within twelve (12) months of separation, any
accrued, unused Mason County sick leave not previously paid out was forfeited upon termination
of employment and shall not be restored.
7.2.21 Payroll
Employees will be notified of their paid sick leave balance each month on their pay stub. This
information will include:
1. Washington paid sick leave & Mason County sick leave accrued since the last
notification;notification.
2. Washington paid sick leave & Mason County sick leave used since the last notification;
and
3. Current balances of Washington paid sick leave & Mason County sick leave available for
use.
7.2.22 Retaliation Prohibited
Any discrimination or retaliation against an employee for lawful exercise of paid sick leave rights
is not allowed. Employees will not be disciplined for the lawful use of paid sick leave.
If an employee feels discriminated or retaliated against, the employee may contact the Human
Resources Director.
If an employee is not satisfied with the response received from the Human Resources Director,
the employee shall contact the Mason County Prosecutor for resolution prior to filing a complaint
to Washington State Department of Labor & Industries.
7.3 LEAVE WITHOUT PAY
The Elected Official or Department Head may grant leaves of absence without pay, or authorize
a reduced work schedule, for absence from work not covered by any other type of leave or if
other leave balances are exhausted. As appropriate for the type of leave requested, paid leave
accruals will be utilized prior to unpaid leave, unless Washington Paid Family Medical Leave is
utilized. Examples of situations for which leave without pay, or a reduced work schedule may be
granted include time off work for personal reasons, such as prolonged illness, parenting, caring
for an ill relative, or pursuing an education. Such leave will not normally exceed ninety (90) days.
Mason County Personnel Policies Page 43
7.4 JURY AND WITNESS LEAVE
Jury Duty: The County provides all employees leave for jury service. Regular full-time and part-
time employees receive paid jury duty leave each time they are called for jury service. Payment
provided by the courts during periods of paid jury duty leave must be paid over to the County,
excluding expense reimbursements, such as mileage. Employees must provide their supervisor
with a copy of the jury duty summons as soon as possible after receiving it. Upon completion of
jury duty, employees are required to provide their supervisor with proof of jury service.
Employees who have been released by the court during their period of jury duty service may be
required to report to work.
Witness Duty: All employees summoned to testify in court are allowed time off for the period
they serve as witnesses. If employees are paid by the County for time testifying, payment
provided by the courts during periods of paid witness duty must be paid over to the County,
excluding expense reimbursements, such as mileage. In general, witness duty leave is paid unless
the employee is a party in the case.
7.5 ADMINISTRATIVE LEAVE
On a case-by-case basis, the County may place an employee on administrative leave with or
without pay for an indefinite period of timeperiod. As determined by the Board of County
Commissioners, administrative leave may be used in the best interests of the County during the
pendency of an investigation or other administrative proceeding.
7.6 MILITARY LEAVE
Based on RCW 38.40.060, the County provides all employees leave while performing military
service in accordance with federal and state law. Regular full-time and part-time employees
receive paid military leave of up to 21 working days per year for military service. In general, if
military service extends beyond 21 working days, the additional leave will be unpaid. All
employees who are not eligible for paid military leave are provided unpaid leave for a period of
their military service. Military service includes active military duty and Reserve or National Guard
training. Employees are required to provide their supervisor with copies of the military orders as
soon as possible after they are received. Reinstatement upon return from military service will be
determined in accordance with applicable federal and state law.
7.7 FAMILY LEAVE
The County complies with the Federal Family and Medical Leave Act of 1993 (the FMLA) and all
applicable state laws related to family and medical leave. The FMLA provides up to 12 weeks of
unpaid, job-protected leave every 12 months to eligible employees for certain family and medical
reasons.
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Family Leave Eligibility: Employees must have worked for the County for at least one year, and
for 1,250 hours over the previous 12 months.
Unpaid FMLA leave is granted for any of the following rea sons:
1. To care for an employee’s child after birth or placement for adoption or foster case.
2. To care for a spouse, son, daughterdaughter, or parent who has a serious health condition.
3. For a serious health condition that makes an employee unable to perform the essential
functions of the job.
Leave to care for a child after birth or placement for adoption or foster care must be concluded
within twelve (12) months of the birth or placement.
Under such circumstances as allowed by law, FMLA leave may be taken intermittently -- which
means taking leave in blocks of time, or by reducing a normal weekly or daily work schedule.
7.7.1 Substitution of Paid Leave
At the employee’s or County’s request, certain types of paid leave may be substituted for unpaid
FMLA leave. Accrued vacation may be substituted for any type of FMLA leave. Accrued sick leave
may be substituted only in the circumstances where County policies or state law allow use.
Employees using any sick leave available that may be used for FMLA leave taken, it is the County's
policy that employees must use that paid sick leave as part of their FMLA leave. Use of vacation
time for FMLA leave, however, is the employee’s option.
Employees using paid leave for an FMLA qualifying purpose, it is the County's policy to designate
paid leave as counting against the employee’s FMLA leave allowance. Employees are required to
notify the County if using paid leave for a reason covered by the FMLA so the leave may be
properly accounted for.
7.7.2 Advance Notice and Medical Certification
The County requires employees provide advance leave notice, with medical certification, of the
need for a leave related to a health condition, and with medical certification of fitness to return
to duty after medical leave. Taking leave, or reinstatement after leave, may be denied if these
requirements are not met.
Employees are required to provide a medical certification to support a request for leave because
of a serious health condition (own or child's, spouse'sspouse’s, or parent's) whenever the leave
is expected to extend beyond five (5) consecutive working days or will involve intermittent or
part-time leave. The County may require second or third opinions, at their option, at the County’s
expense.
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The County may require the employee to provide a medical certification of fitness for duty to
return to work after a medical leave.
7.7.3 Periodic Reporting
If employees take leave for more than two (2) weeks, the County may require reporting at least
every two weeks on the status and intent to return to work.
7.7.4 Health Insurance
If employees are covered by the group health plan (medical, dental or vision), the County will
continue to provide paid health insurance during FMLA leave on the same basis as during regular
employment. If employees don't return to work after the leave, they will be required to pay back
the County’s portion of the insurance premiums unless failure to return was beyond the
employee’s control.
7.7.5 Other Insurance
If an employee is covered by other insurance plans through the County, such as life insurance,
those coverages will continue during paid leave on the same basis as during regular employment.
If employees take unpaid FMLA leave, they will be responsible during the leave for the premiums
normally paid plus the premiums the County normally pays. If an employee doesn't pay these
premiums, the County may choose to pay them for the employee, to keep the coverage from
lapsing. The employee will be responsible for repaying the County whether or notwhether they
return to work.
7.7.6 Couples Employed
If spouses or domestic partners work for the County and request leave for the birth,
adoptionadoption, or foster care placement of a child, to care for a new child, or to care for a sick
parent, the total annual FMLA leave available to the couple for those purposes is typically
(twelve) 12 weeks.
Determining Leave Availability: FMLA leave is available for up to 12 weeks during a 12 -month
period. For purposes of calculating leave availability, the "12-month" period is a rolling 12-month
period measured backwards from the date the employee uses any FMLA leave.
Leave Related to Pregnancy. If an employee takes leave for the disability phase of pregnancy or
childbirth while physically unable to work, this time could be count against the annual 12-week
FMLA leave allowance.
Employees are entitled to unpaid leave for the full period of a physical disability resulting from
pregnancy and childbirth, even if they are disabled for more than 12 weeks, and even if they
don't qualify for leave under the federal law.
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7.8 BEREAVEMENT LEAVE
The County provides regular, full-timefull-time, and part-time employees with paid bereavement
leave for up to three (3) days in the event of the death of an immediate family member. Two
additional days chargeable to accrued sick leave will be granted at the r equest of the employee.
Immediate family for purposes of bereavement leave includes only the employee's spouse,
parent, grandparent, child, grandchild, sister, brother, grandmother-in-law, grandfather-in-law,
mother-in-law, father- in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, aunt,
uncle, nephewnephew, or niece.
7.9 WASHINGTON PAID FAMILY & MEDICAL LEAVE
Effective December 31, 20192019, Mason County shall remove the Shared Leave Program based
on the Washington Paid Family & Medical Leave, which pays employees who qualify, for family
medical leave based on a qualifying event.
[RESOLUTION 89-19 – 9/3/19]
Paid Family and Medical Leave, RCW 50A.05 is a mandatory statewide insurance program that
will provide almost every Washington employee with paid time off to give or receive care.
If an employee qualifies, this program will allow them to take up to 12 weeks, as needed, if they:
1. Welcome a child into the family (through birth, adoptionadoption, or foster
placement)
2. Experience a serious illness or injuryinjury.
3. Need to care for a seriously ill or injured relativerelative.
4. Need time to prepare for a family member’s pre- and post-deployment activities,
as well as time for childcare issues related to a family member’s military
deployment. For specifics on military-connected paid leave, visit
www.dol.gov/whd/regs/compliance/whdfs28mc.pdf
If employees face multiple events in a year, they may be eligible to receive up to 16 weeks, and
up to 18 weeks if they experience a serious health condition during pregnancy that results in
incapacity.
7.9.1 Premiums
The program is funded by premiums paid by both employees and employers. It will be
administered by the Employment Security Department (ESD).
Premium collection started on Jan. 1, 2019. In 2019, the premium is 0.4 percent of wages.
Employers can either pay the full premium or withhold a portion of the premium from their
employees. Employers who choose to withhold premiums from their employees may withhold
Mason County Personnel Policies Page 47
up to about 63 percent of the total premium, or $2.44 per week for an employee making $50,000
annually. The employer is responsible for paying the other 37 percent. Businesses with fewer
than 50 employees are exempt from the employer portion of the premium but must still collect
or opt to pay the employee portion of the premium.
Premium collection began Jan. 1, 2019. Employers will calculate and withhold premiums from
paychecks and send both the employee share and County share to ESD on a quarterly basis.
7.9.2 Eligibility and Use
Starting Jan. 1, 2020, employees who have worked eight hundred and twenty (820) hours in the
qualifying period (equal to sixteen (16) hours a week for a year) will be able to apply to take paid
medical leave or paid family leave. The eight hundred and twenty (820) hours are cumulative,
regardless of the number of employers or jobs someone has during a year. All paid work over the
course of the year counts toward the eight hundred and twenty (820) hours, including part-time,
seasonalseasonal, and temporary work.
While on leave, employees are entitled to partial wage replacement. The benefit is generally up
to ninety (90) percent of an employee’s weekly wage, with a minimum of one hundred dollars
($100) per week and a maximum of one thousand dollars ($1,000) per week. Employees will be
paid by the Employment Security Department rather than the employer.
Unlike the federal Family and Medical Leave Act (FMLA), employees of small businesses may take
Paid Family and Medical Leave if they meet the standard eligibility requirements.
Please go to paidleave.wa.gov for more information on applying for benefits.
7.9.3 Returning from Leave
Employees who return from leave under this law will be restored to a same or equivalent job if
they work for an employer with fifty (50) or more employees, have worked for this employer for
at least twelve (12) months, and have worked one thousand two hundred and fifty (1,250) hours
in the twelve (12) months before taking leave (about twenty four (24 hours) per week, on
average).
Employees can keep their health insurance while on leave. If employees contribute to the cost of
their health insurance, they must continue to pay their portion of the premium cost while on
leave.
Mason County is prohibited from discriminating or retaliating against employees for requesting
or taking paid leave.
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[RESOLUTION 89-19 – 9/3/19]
7.10 WASHINGTON STATE LONG TERM CARE TRUST ACT “WA CARES” COMPLIANCE
The parties acknowledge that RCW 50B.04.080 requires premium deductions for the Long-Term
Services and Supports Trust Program beginning January 1, 2022. Employees shall be assessed a
premium based on the individual’s wages in accordance with RCW 50B.04.080. Mason County
and employees will comply with Washington State Long Term Care Trust Act.
7.11 HOLIDAYS
The following are recognized as paid holidays for all regular fu ll-time and part-time employees:
Holiday Day Observed
New Year's Day January 1
Martin Luther King’s Birthday 3rd Monday in January
President's Day 3rd Monday in February
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day 1st Monday in September
Veteran's Day November 11
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Day after Thanksgiving
Christmas Eve Day December 24
Christmas Day December 25
(2) Floating Holidays As scheduled with supervisor
Any hHolidays falling on Saturday will be celebrated on the preceding Friday. Any hHolidays
falling on Sunday will be celebrated on the following Monday.
For any holiday to be paid, an employee must be in a paid status on the employee’s scheduled
workday before and after the holiday.
Use of floating holiday is to be at the discretion of the employee with the approval of the
Supervisor in advance of the absence. Floating holiday(s) must be used by December 15, or will
be forfeited, unless denied on the basis ofbased on staffing needs by the County. Floating
holidays shall be used in whole hour increments. Christmas Eve Day may be taken off based on
Mason County Personnel Policies Page 49
the operational needs of the County and Public Works, and if this cannot be accommodated, the
employee will schedule an alternate date with their supervisor’s approval.
[PER RESOLUTION 06-02, 1/22/02] [PER RESOLUTION 2020-86, 11/3/20]
Non-exempt regular full-time or part-time employees will be given equivalent time off for any
time worked on a holiday. Such work on a holiday must be pre-authorized by the supervisor.
Extra help employees are not entitled to holiday and will be paid at their regular straight-time
rate for hours worked on a holiday.
7.12 HOLIDAYS FOR REASONS OF FAITH OR CONSCIENCE
Employees are entitled to two unpaid holidays per calendar year for a reason of faith or
conscience or an organized activity conducted under the auspices of a religious denomination,
church, or religious organization, as pursuant to SB 5173 - 2013-14 (or successor legislation).
The employee may select the days on which they desire to takeof the two unpaid holidays off
with their supervisor’s approval. The unpaid holiday may be compensated through utilization of
vacation or comp time or by making alternative work schedule arrangements and following the
department’s customary process in which to request approval and scheduling of time off. Such
requests shall not be unreasonably denied unless the absence would unduly disrupt operations,
impose an undue hardship, or the employee is necessary to maintain public safety.
The two holidays allowed by this section must be taken during the calendar year, if at all; they
do not carry over from one year to the next.
[PER RESOLUTION 37-14, 7/08/14 ]
7.13 BENEFITS FOR PART-TIME AND EXTRA HELP EMPLOYEES
Unless noted otherwise in these policies, benefits for regular part-time and extra help employees
are as follows:
Regular Part-Time Employees: All leaves, including holidays, are pro-rated. Pro-rated means the
ratio between the number of hours in the employee's normal work schedule and [forty (40)
hours] per week. Regular part-time employees working three-quarter (3/4) time or more shall
receive the same insurance premium contribution as regular full-time employees. Regular part-
time employees working between eighty (80) hours per month and three-quarter (3/4) time shall
receive one-half (1/2) the insurance premium contribution of regular full-time employees.
Regular part-time employees, whose hours may drop below the eligibility thresholds referenced
above for one or more months during the calendar year due to work requirements, will be eligible
Mason County Personnel Policies Page 50
for insurance premium contributions for all months if their average hours for the calendar year
meet the eligibility criteria.
Extra Help Employees: Extra help employees normally are not eligible to receive benefits,
including leaves, holidaysholidays, and insurance.
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CHAPTER 8 EMPLOYEE RESPONSIBILITIES AND CONDUCT
8.1 GENERAL CODE OF CONDUCT
All County employees are expected to represent the County to the public in a professional
manner which is courteous, efficientefficient, and helpful. Employees must maintain a clean and
neat appearance appropriate to their work assignment, as determined by their position and
Elected Official or Department Head.
Since the proper working relationship between employees and the County depends on each
employee's on-going job performance, professional conduct and behavior, the County has
established certain minimum standards of personal conduct.
Among the County's expectations are: Basic tact and courtesy towards the public and fellow
employees; adherence to County policies, procedures, safety rules and safe work practices;
compliance with directions from supervisors; preserving and protecting the County's equipment,
grounds, facilitiesfacilities, and resources; and providing orderly and cost-efficient services to its
citizens.
The County is a relatively small organization. To function as efficiently as possible, employees
may be asked to perform seemingly "menial" duties outside their regular assignments. It is no
reflection on an employee’s worth to the County, but a necessary arrangement for mostin small
organizations.
To make the most efficient use of personnel, the County also reserves the right to change an
employee’s work conditions and the duties originally assigned. If these arrangements become
necessary, employee cooperation is expected.
8.2 WORKPLACE SAFETY AND VIOLENCE PREVENTION
This policy is intended to ensure that all employees adhere to work practices designed to make
the workplace more secure and to refrain from verbal threats or physical actions which may
create a safety or security hazard for others in the workplace.
The safety and security of the employees of Mason County and members of the public seeking
or receiving County services or using County facilities is of the utmost importance. Any prohibited
acts committed by employees or members of the public while on premises owned or leased or
work sites otherwise occupied by Mason County will be prosecuted as appropriate and/or will
cause the use of appropriate managerial, administrativeadministrative, or disciplinary measures.
8.2.1 Definitions
Unsafe Act: Includes but is not limited to, any deliberate act or behavior which jeopardizes the
safety or security of oneself, another person, or County property; or failure to act, where there
is a duty to act and/or take safety precautions or where such failure would reasonably be known
Mason County Personnel Policies Page 52
to jeopardize the safety or security of oneself, another person or County property. An unsafe act
may include physical contact, such as “horseplay” and is prohibited, whether or notwhether an
injury, safety violation, or actual harm results.
Acts of Violence: Includes but is not limited to, any deliberate act or behavior which:
1. Results in a physical assault against a person such as hitting, pushing, kicking,
holding/restraining, spitting on, or blocking the movement of another person.
2. Constitutes a directly or indirectly communicated or reasonably perceived threat to cause
harm, injure, or intimidate another individual;individual.
3. Endangers the safety of oneself or another individual, whether or notwhether an injury
result;result.
4. Would be reasonably perceived to constitute a threat of inflicting physical harm which in
any way interferes with a person’s safety, orsafety or consists of a directly or indirectly
communicated or perceived threat to destroy property through the use of a weapon, a
firearm or other means;means.
5. Would constitute the violation of a protective or restraining order which lists County
locations as being protected areas; or
6. Interferes with the orderly conduct of Mason County operations.
An unsafe act and/or act of violence does not include communicated direction by a supervisor to
require appropriate performance on the job, the imposition of disciplinary action, or warnings
that discipline could occur; or law enforcement employees acting within the scope and authority
of their position.
Workplace: Any building or areas constituting the place where work is performed or assigned;
common areas such as reception areas, halls and private or personal work areas; and any other
area where employees engage in official County business, including field locati ons, County
parking lots, vehicles either employer owned or leased or privately owned when used on County
business.
Member of the Public: Any person who has no legitimate employment-related relationship with
the County, including: strangers who have no legitimate business relationship with the County;
customers or clients who currently or previously have received services from the County or who
have or have had a custodial relationship with the County including inmates, criminal suspects or
Mason County Personnel Policies Page 53
prisoners; and individuals who have or had personal relationships with County employees such
as a current or former spouse, lover, relative, friend or acquaintance.
8.2.2 Responsibilities
County employees shall not commit an unsafe act and/or act of violence and emp loyees shall be
responsible for reporting any unsafe act and/or act of violence in the workplace, whether or
notwhether physical injury occurs. Employees who believe an unsafe act and/or act of violence
has occurred, observe, or are informed of such an act, shall immediately notify their supervisor,
department head or management representative. Insofar as possible, any report of an unsafe act
and/or act of violence shall include the name of the reporting party, the date, timetime, and place
of the act; the name or identity of the person alleged to have committed the act; a description
of the act; and the names of any witnesses.
All employees, including managers and supervisors, are responsible for using safe work practices,
for following all directives, policiespolicies, and procedures, and for assisting in maintaining a safe
and secure work environment.
A. Employee Responsibilities
1. Imminent Threat or Act of Violence
a. Employees shall take the following steps if a threat of violence or act of violence
presents an imminent danger to safety:
b. Immediately leave the area putting as much distance between themselves and the
threat as possible.
c. Tell others to leave as the area is evacuated.
d. Call 911 and report the threat/emergency as soon as it is safe.
e. Provide the 911 dispatcher with identification and the nature and location of the
threat/emergency.
f. Follow all directions from law enforcement.
2. Threat or Unsafe Act
a. Employees shall take the following steps if a threat or unsafe act does not present an
imminent danger to safety:
b. Notify their supervisor as soon as possible; and
c. Complete a County incident report form (Incident Report Form) which can be found
on the Risk Management website.
3. Employees who obtain a protective or restraining order which lists County locations as
being protected areas or which prohibits contact with the employee while at work, shall
immediately advise their supervisor, department head or management representative
and provide a copy of the granted order and a description of the person identified in the
order.
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4. Report concerns about personal safety or violations of County policy to a supervisor,
manager, or department head.
5. Immediately notify a member of management if there is reason to believe they may
become or are victim of unsafe acts, threats, or acts of violence in the workplace.
Under no circumstances should employees put themselves at risk in a dangerous situation. Once
the situation has been secured by proper authorities, employees shall then cooperate with
supervisors, investigators, law enforcement personnel and any others as they conduct follow-up
reviews of the incident.
B. Department Heads, Managers and Supervisors’ Responsibilities
1. Provide this policy and educational opportunities to their employees about workplace
safety and violence prevention and make workplace safety and violence prevention
training and education programs available to all employees.
2. Immediately notify the Human Resources Department and their appropriate
management of any incidents involving unsafe acts and/or acts of violence.
3. Address employee workplace safety concerns and ensure that such concerns are
investigated. Safety concerns, and any other situation where an employee has been
subjected to or threatened with an unsafe act and/or an act of violence, should be
reported to Human Resources
4. Take immediate steps to diffuse or mitigate any situation that has potential to escalate
into an unsafe act and/or an act of violence.
5. Forward a copy of the protective or restraining order to the Human Resources
Department.
6. Notify appropriate law enforcement agencies about persons who violate a granted
protective or restraining order and require the violator to leave the premises
immediately.
C. Human Resources Department Responsibilities:
1. Assess and investigate all alleged unsafe acts and/or acts of workplace violence as may
be appropriate.
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2. Provide or make available appropriate training and education about workplace safety and
violence prevention, how to identify potentially unsafe acts and/or violent situations, and
how to deal with them.
3. Maintain confidentiality of complaints and concerns to the extent allowed by law.
4. Receive and investigate all reports of unsafe acts and/or acts of workplace violence, or
threats of the same, made by a County employee.
5. Recommend to the Department Head what, if any, administrative or disciplinary action
should be taken when an employee is found to have committed an unsafe act and/or an
act of violence.
6. Upon completion of any investigation, notify employees affected by the unsafe act and/or
act of violence or threat of the same that the matter has been concluded and that
appropriate action has or will be taken.
8.3 OUTSIDE EMPLOYMENT AND CONFLICTS OF INTEREST
Employees shall not, directlydirectly, or indirectly, engage in any outside employment or financial
interest which may conflict, in the County's opinion, with the best interests of the County or
interfere with the employee's ability to perform their assigned County job. Examples include, but
are not limited to, outside employment which:
1. prevents the employee from being available for work beyond normal working hours, such
as emergencies or peak work periods, when such availability is a regular part of the
employee's job;job.
2. is conducted during the employee's work hours;hours.
3. utilizes County telephones, computers, supplies, or any other resources, facilities or
equipment;equipment.
4. is employment with a firm which has contracts with or does business with the County; or
5. may reasonably be perceived by members of the public as a conflict of interest or
otherwise discredits public service.
Employees considering or engaged in an additional job, contractual commitmentcommitment,
or self- employment, who are concerned about a conflict of interest should discuss the matter
with their Elected Official or Department Head.
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8.4 REPORTING IMPROPER GOVERNMENTAL ACTION
In compliance with the Local Government Employee Whistleblower Protection Act, RCW
42.41.050, this policy is created to encourage employees to disclose in good faith, improper
governmental action taken by County officials or employees without fear of retal iation. This
policy also safeguards legitimate employer interests by encouraging complaints to be made first
to the County, with a process provided for speedy dispute resolution.
8.4.1 Definitions
Improper Governmental Action: any action by a County Officer or employee that is:
1. undertaken in the performance of the official's or employee's official duties, whether or
notwhether the action is within the scope of the employee's employment, and
2. in violation of any federal, statestate, or local law or rule, is an abuse of authority, is of
substantial and specific danger to the public health or safety, orsafety or is a gross waste
of public funds.
"Improper governmental action" does not include personnel actions including but not limited to
employee grievances, complaints, appointments, promotions, transfers, assignments,
reassignments, reinstatements, restorations, reemployment, performance evaluations,
reductions in pay, dismissals, suspensions, reprimands, demotions, violations of the local
government collective bargaining and civil service laws, alleged labor agreement violations or any
action that may be taken under RCW Chapter 41.14 or 41.56.
Retaliatory Action: means any (a) adverse change in a local governments employee's
employment status, or the terms and conditions of employment including denial of adequate
staff to perform duties, frequent staff changes, frequent and undesirable office changes, refusal
to assign meaningful work, unwarranted and unsubstantiated letters of reprimand or
unsatisfactory performance evaluations, demotion, transfer , reassignment, reduction in pay,
denial of promotion, suspension, dismissal or any other disciplinary actions; or (b) hostile actions
by other employees toward a local government employee that were encouraged by a supervisor
or senior manager or official.
Emergency: a circumstance that if not immediately changed may cause damage to persons or
property.
8.3.2 Procedure for Reporting Improper Government Action
County employees who become aware of improper governmental action shall follow this
procedure:
1. Bring the matter to the attention of the Board of County Commissioners or the
Prosecuting Attorney, preferably in writing, stating in detail the basis for the employee's
Mason County Personnel Policies Page 57
belief that an improper action has occurred. This shall be done as soon as the employee
becomes aware of the improper action.
2. The Board of County Commissioners or the Prosecuting Attorney, or their designee, shall
respond to the report of improper government action, within thirty (30) days of the
employee's report. The employee shall be advised of the County's response.
3. The identity of a reporting employee shall be kept confidential to the extent possible
under the law, unlesslaw unless the employee authorizes the disclosure of their identity
in writing.
An employee who fails to make a good faith effort to follow this policy shall not be entitled to
the protection of this policy against retaliation, pursuant to RCW 42.41.030.
In the case of an emergency, where the employee believes that damage to persons or property
may result if action is not taken immediately, the employee may bypass the above procedure and
report the improper action directly to the appropriate government agency responsible for
investigating the improper action.
Employees may report information about improper governmental action directly to an outside
agency if the employee reasonably believes that an adequate investigation was not un dertaken
by the County to determine whether an improper government action occurred, or that
insufficient action was taken by the County to address the improper action or that for other
reasons the improper action is likely to recur.
Protection Against Retaliation: It is unlawful for a local government to take retaliatory action
because an employee, in good faith, provided information that improper government action
occurred. Employees who believe they have been retaliated against for reporting an improper
government action shall follow this procedure:
8.3.3 Procedure for Seeking Relief Against Retaliation
1. Employees shall provide a written complaint to the Board of County Commissioners
within thirty (30) days of the occurrence of the alleged retaliatory action.
a. The written charge shall specify the alleged retaliatory action; and
b. Specifies the relief requested.
2. The Board of County Commissioners or their designee shall respond in writing within
thirty (30) days of receipt of the written charge.
3. After receiving the County's response, the employee may request a hearing before a state
administrative law judge to establish that a retaliatory action occurred and to obtain
appropriate relief under the law. The request for hearing must be delivered within the
Mason County Personnel Policies Page 58
earlier of either fifteen (15) days of receipt of the County's response to the charge of
retaliatory action or forty-five (45) days of receipt of the charge of retaliation to the Board
of County Commissioners for response.
4. Within five (5) working days of receipt of a request for hearing the County shall apply to
the State Office of Administrative Hearing's for an adjudicative proceeding before an
administrative law judge. At the hearing, the employee must prove that a retaliatory
action occurred by a preponderance of the evidence in the hearing. The administrative
law judge shall issue a final decision not later than forty-five (45) days after the date of
the request for hearing, unlesshearing unless an extension is granted.
5. The final decision of the administrative law judge is subject to judicial review under the
arbitrary and capricious standard. Relief ordered by the administrative law judge may be
enforced by petition to superior court.
8.3.4 Policy Implementation
The Board of County Commissioners are responsible for implementing these policies and
procedures. This includes posting the policy on County bulletin boards, making the policy
available to any employee upon request, and providing the policy to all newly hired employees.
Officers, managersmanagers, and supervisors are responsible for ensuring the procedures are
fully implemented within their areas of responsibility.
8.3.5 Prohibition of Intimidation and Nondisclosure
County Elected Officials or employees may not use their official authority or influence, directly or
indirectly to threaten, intimidate, or coerce an employee for the purpose of interfering with that
employee’s right to disclose information concerning an improper governmental action in
accordance with the provisions of this policy.
[PER RESOLUTION 27-16, 5/24/2016]
8.4 POLITICAL ACTIVITIES
County employees may participate in political or partisan activities of their choosing provided
thatif County resources and property are not utilized, and the activity does not adversely affect
the responsibilities of the employees in their positions . employees may not campaign on County
time or in a County uniform or while representing the County in any way.
Any County employee who meets with or may be observed by the public or otherwise represents
the County to the public, while performing their regular duties, may not wear or display any
button, badgebadge, or sticker relevant to any candidate or ballot issue during working hours.
Employees shall not solicit, on County property or County time, for a contribution for a partisan
political cause.
Mason County Personnel Policies Page 59
8.5 NO SMOKING POLICY
For health and safety considerations, the County prohibits smoking and vaping by employees on
all County-owned, leased, or operated and all County property is designated as non-smoking and
vaping free areas. Smoking and vaping isare prohibited in all buildings and vehicles owned or
leased by the County are offices or other facilities rented or leased by the County.
8.5.1 Definitions
Public Areas: The term “public area” is defined for the purpose of the No Smoking Policy, but not
limited to:to all hallways, conference rooms, elevators, restrooms, lobbies, stairwells, reception
areas, and any other areas which are: (1) open to the public, or (2) areas which employees are
required to pass through during the course ofduring employment.
Smoking: The term “smoke” or “smoking” is defined for the purpose of the No Smok ing Policy,
but not limited to; the carrying or smoking of any kind of lighted cigarettes, pipes, cigars, chewing
of tobacco, vaping and the use of e-cigarettes, or any other lighted smoking equipment.
Vape: The term “vape” or “vaping” is defined for the purpose of this chapter as inhaling or
exhaling the vapor produced by any noncombustible product that may contain nicotine or a
marijuana product and that employs a heating element, power source, electronic circuit, or other
electronic, chemical, or mechanical means, regardless of shape or size, that can be used to
produce vapor or aerosol from a solution or other substance including any electronic cigarette,
electronic cigar, electronic cigarillo, electronic pipe, or similar product or device.
County Property: The term “County property” is defined as the grounds and parking lots
surrounding county buildings and all County parks. County property does not include:
1. Private vehicles and residences unless otherwise required by individual or group contracts
with the County;County.
2. County roads;roads.
3. Any person passing by or through County property while on a public sidewalk or public
right-of-way has not intentionally violated this chapter.
8.5.2 No smoking signs and removal of ashtrays
The Facilities Department shall post and maintain no-smoking and no-vaping signs in all public
areas and county property as defined herein, andherein and remove ashtrays from those public
areas.
Pursuant to RCW Chapter 70.160.070 – Intentional Violators, any person intentionally violating
this policy by smoking or vaping in a public place, place of employment or within twenty-five feet
of doors, windows that open and ventilation intakes or any person removing, defacingdefacing,
Mason County Personnel Policies Page 60
or destroying a sign required by this policy is subject to a civil fine of up to one hundred dollars.
The County Sheriff’s Department shall enforce this policy by issuing a notice of civil infraction to
be assessed in the same manner as traffic infractions.
All County employees shall beare encouraged to help educate the public about the non-smoking
and vaping policy by reminding violators not to smoke or vape on the property and by adding the
policy to all use agreements and event publications. Violators, who refuse to comply with the
smoking and vaping policy, may be asked to leave the County property.
The appropriate Department Head or Elected Official shall beis responsible for educating
employees about the non-smoking policy and shall resolve intentional employee violations of the
policy through disciplinary action.
Interpretation of this chapter shall be in a manner that is consistent with RCW Chapter 70.160
Smoking in Public Places, prohibiting smoking in all public places and places of employment.
[PER ORDINANCE 91-06, 8/22/2006] [PER ORDINANCE 20-01, 1/7/2020]
8.6 PERSONAL POSSESSIONS AND ELECTRONIC COMMUNICATIONS
The County furnishes desks, closets, and/or lockers for security of employee coats, purses, and
other personal possessions. Desks, closets, lockers, cabinetscabinets, and furniture are County
property for the purpose of County operations.
The County also furnishes computers, voice mail, facsimile (fax) communications, electronic mail
(E-Mail), data and file transfers using electronic means and Internet access for use in conducting
County business only.
Because these systems are for County business, none of the communications or information
transmitted or stored on these systems is private and may be reviewed by the County and
otherwise may be subject to public disclosure. County electronic communications systems are
not for personal use. (See RESOLUTION No. 129-04 attached as Appendix A for further
information on the Mason County Electronic Information Acceptable Use Policy.)
[PER RESOLUTION 130-04, 12/21/2004]
8.7 USE OF COUNTY EQUIPMENT
Use of County phones for local personal phone calls should be kept to a minimum; long distance
personal use must be approved in advance by the Elected Official or Department Head. Other
County equipment, including vehicles, should be used by employees for County business only. An
employees' misuse of County services, telephones, vehicles, equipmentequipment, or supplies
can result in disciplinary action including termination.
Mason County Personnel Policies Page 61
8.8 BULLETIN BOARDS
Information of special interest to all employees is posted regularly on the County bulletin boards.
Employees may not post any information on these bulletin boards without the authorization of
their Elected Official or Department Head. Legally required notices shall not be covered or
obscured by other materials on any bulletin board.
8.9 CONTACT WITH THE NEWS MEDIA
The Board of County Commissioners, Elected Officials or Department Heads authorized by the
Board shall be responsible for all official contacts with the news media, including answering of
questions from the media. They may designate specific employees to give out procedural, factual,
or historical information on particular subjectssubjects. Employees not designated should refer
media personnel to an appropriate spokesperson.
8.10 SOLICITATIONS
Most forms of selling and solicitations are inappropriate in the workplace. They can be an
intrusion on employees and citizens and may present a risk to employee safety or to the security
of County or employee property. The following limitations apply:
1. Persons not employed by the County may not solicit, survey, petition, or distribute
literature on our premises at any time. This includes persons soliciting for charities,
salespersons, questionnaire surveyors, or any other solicitor or distributor. Exceptions to
this rule may be made in special circumstances where the County determines that an
exception would serve the best interests of the organization and our employees. An
example of an exception might be the United Way campaign or a similar, community -
based fundraising effort.
2. Employees may not solicit for any purpose during work time. Reasonable forms of
solicitation are permitted during non-work time, such as before or after work, during meal
breaks, and/or break periods. Soliciting employees who are on non-work time may not
solicit other employees who are on work time. Employees may not distribute literature
for any purpose during work time or in work areas. The employee lunchrooms are
considered a non-work area under this policy.
8.11 SAFETY
Every employee is responsible for maintaining a safe work environment and following the
County's safety rules. Each employee shall promptly report all unsafe or potentially hazardous
conditions to their Elected Official or Department Head. The County will make every effort to
remedy problems as quickly as possible.
Mason County Personnel Policies Page 62
In case of an accident involving a personal injury, regardless of how serious, employees shall
immediately notify their supervisor and complete an accident/incident report.
Employee safety depends on the safety consciousness of everyone. In order toTo facilitate a safe
work environment, employees may not bring dangerous weapons to the workplace. This
includes, but is not limited to, weapons for which employees have a valid permit. The only
exception to this rule involves law enforcement positions for which the job regimes possession
of dangerous weapons.
Employees should consult the County's Safety Policy and Accident Prevention Program for
additional details concerning safety.
8.12 SUBSTANCE ABUSE
The County's philosophy on substance abuse has two focuses: (1) a concern for the well-being of
the employee and (2) a concern for the safety of other employees and members of the public.
Availability of Rehabilitation or Treatment: As part of our Employee Assistance Program, we
encourage employees who are concerned about their alcohol or drug use to seek counseling,
treatmenttreatment, and rehabilitation. Although the decision to seek diagnosis and accept
treatment is completely voluntary, the County is fully committed to helping employees who
voluntarily come forward overcome substance abuse problems. In most cases, the expense of
treatment may be fully or partially covered by the County's benefit program. Please contact our
EAP or Human Resources for more information. Employees who seek advice or treatment will
not be subject to retaliation or discrimination.
Substance Abuse Policy for Operators of Commercial Motor Vehicles: County employees who
hold Commercial Driver’s Licenses (CDL) and who operate commercial motor vehicles (CMV)
while employed by the County are subject to additional rules and regulations imposed by the
federal government. These regulations require urine drug testing and alcohol breath testing in
the following circumstances:
1. pre-employment;employment.
2. reasonable suspicion;suspicion.
3. post-accident;accident.
4. return to duty testing;testing.
5. random testing.
CDL holders who test positive must be removed from service and are subject to disciplinary
action, up to and including termination. CDL holders should consult the Mason County Drug and
Alcohol Testing Policy and Procedure for Department of Transportation Regulated Employees for
additional details concerning these rules.
Mason County Personnel Policies Page 63
Drug-Free Workplace: The manufacturing, distribution, dispensation, possessionpossession, and
use of unlawful or alcohol on County premises or during work hours by County employees is
strictly prohibited. Employees also must notify the County within five (5) days of any conviction
for a drug violation in the workplace. Employees should consult the Drug-Free Work
PlaceWorkplace Policy for additional details on this subject.
8.13 USING POSITION FOR PERSONAL GAIN
No County employee will use their position with Mason County for personal gain from any source.
Personal gain is receiving any money, itemitem, or benefit for personal use, which is not available
to the general publicpublic. Exception: Nominal value items ($10.00 or less) with company logos,
given for advertising purposes such as samples, pens, calendars, coffee cups and ball caps are
acceptable. Requesting, or knowingly accepting, discounts on purchases, tickets, meals, travel,
clothing, etc., for personal use is not acceptable.
Threats or promises of future business or lack of future business with the County to influence
personal business will be referred to the Prosecuting Attorney.
[PER RESOLUTION 95-04, 10/26/04]
Mason County Personnel Policies Page 64
CHAPTER 9 SEPARATION
9.1 LAYOFF
The County may lay off employees for lack of work, budgetary restrictions,
reorganizationreorganization, or other changes that have taken place.
In determining who is to be laid off, consideration will usually be given to individual performance
and the qualifications required for remaining jobs. Seniority will be considered when
performance and qualifications are equal, as determined by the County. Employees who are laid
off may be eligible to be re-employed for up to one (1) year after layoff, iflayoff if a vacancy occurs
in a position for which they are qualified.
9.2 RESIGNATION
An employee should provide two (2) weeks written notice of resignation to resign in good
standing. Management is requested to give at least 30 days’ notice. Employee requests to change
their separation date must be approved by the Department Head and the Human Resources
Director.
9.3 RETIREMENT
Employees should provide six (6) months written notice of resignation. Employee requests to
change their retirement date must be approved by the Department Head and the Human
Resources Director.
9.4 OFFBOARDING
Employees separating from the organization shall undergo an offboarding process to mitigate
risk and recover assets. An employee placed on paid/unpaid administrative leave or who is out
for an extended period of timeperiod on Federal Medical Leave may be subject to all or parts of
the offboarding process.
Upon separation from employment, the Department Head or designee is responsible for
offboarding an employee using the County Offboarding Checklist. Additional items may be
necessary based on department. Offboarding should occur the employee’s last physical day at
their work stationworkstation.
Mason County Personnel Policies Page 65
CHAPTER 10 COMPLAINT PROCEDURES
10.1 COMPLAINT PROCEDURES
The County recognizes that sometimes situations arise in which empl oyees feel that they have
not been treated in accordance with County policies. For this reason , the County provides its
employees with procedures for resolving complaints.
Step 1: Employees should first attempt to resolve any problem or complaint with their supervisor.
Step 2: When normal communication between an employee and the supervisor is not successful,
or when an employee disagrees with the application of County policies and procedures, the
employee should attempt to resolve the problem with their Elected Official or Department Head.
The Elected Official or Department Head will usually respond to the employee in writing within
five (5) days after meeting with them, if possible.
Step 3: If the employee is not satisfied with the response in Step 2 above, the employee may
submit the problem, using the County Complaint Form to the Board of County Commissioners or
their designee and Human Resources.
The form must be filed within ten (10) working days of receiving a response from Step 2 above.
The Board of County Commissioners or their designee and Human Resources may meet with the
parties, either individually or together, and will usually respond in writing to the complainant
within ten (10) days of the meeting. The response and decision shall be final and binding.
Certain employees may have more than one source of dispute RESOLUTION rights, i.e., the
County's Civil Service rules, a collective bargaining agreement, etc. Employees represented by a
bargaining unit or who are covered under civil service rules should follow grievance procedures
set out in their respective labor contracts or civil service rules, where applicable. In all other cases,
the procedures described in this section shall be used. Under no circu mstances shall an employee
have the right to utilize both this process and any other complaint or appeal procedure that may
be available to an employee.
Mason County Personnel Policies Page 66
CHAPTER 11 EDUCATIONAL ASSISTANCE
11.1 INTRODUCTION
If budgetary considerations permit, the County may reimburse full-time regular employees for
education costs for courses approved by their Elected Official or Department Head. Approval for
reimbursement will be dependent upon the course and its relevance to the employee's current
position. Approval must be obtained prior to commencement of each course per semester.
Attendance at all course offerings will be outside the employee's regular duty schedule.
11.2 OBJECTIVE
The objective of this policy is to assist employees in furthering their education in an effort toto
enhance current skills for the benefit of the County and the general publicpublic.
11.3 PROCEDURES
1. Educational assistance will be authorized only when the budget of the Office or
Department contains sufficient funds to support this policy AND the course of study will
be of benefit to the Office or Department. Access to educational assistance will be solely
determined by the Elected Official or Department Head, as appropriate.
2. Approval will be sought using the Educational Assistance Request form.
3. If approved, reimbursement for coursework relevant to the employee's current position
is subject to the limitations in paragraphs 8 and 9, below. Approval of a course of study
by the Elected Official or the Department Head is required prior to approval of the courses
required in that course of study. Accordingly, the Elected Official or Department Head will
review employee applications for educational assistance on a course-by-course basis.
4. All relevant bachelor's degrees and associate'sassociate degrees, assuming thatif the
employee does not already have a bachelor's or associate'sassociate degree, may, upon
approval of the Elected Official or Department Head, be reimbursed subject to the
limitations in paragraphs 8 and 9, below. This would apply regardless of the position the
employee holds.
5. Certificates or continuing education units (CEU) required for continued certification may
be reimbursed at 100 percent.
6. A second degree directly relevant to the employee's current position as determined by
the Elected Official or Department Head to be in the best interests of the County may be
reimbursed subject to the limitations in paragraphs 8 and 9, below, only if: 1) the first
Mason County Personnel Policies Page 67
degree is not directly applicable to the employee's position; or, 2) it is an advanced degree
in a field of study relevant to the employee's current position.
7. There is no limit to the number of credit hours eligible for reimbursement per
semester/quarter. Employees are encouraged to be prudent in the selection of the
number of courses attempted each semester. Employees must be in paid status when
reimbursement is sought. For the purpose ofFor this policy, paid status is defined as
working the employee's regular schedule or on approved vacation leave.
8. Employees must satisfactorily complete the course work to be considered for
reimbursement. Satisfactory completion is defined as award of a grade of "C" or higher,
or the equivalent, in the coursework for which reimbursement is sought.
9. Reimbursement will be set by the current, lowest tuition rates at either the University of
Washington or Washington State University, whichever institution offers the course of
instruction concerned. This rate will apply to courses of instruction at private universities,
correspondence programs or other high costhigh-cost programs.
10. Initial approval of a course of study does not obligate the County to future/continued
approval of courses in that course of study. Course approvals are only valid for the course
and semester/quarter given.
Mason County Personnel Policies Page 68
CHAPTER 12 EQUAL EMPLOYMENT OPPORTUNITY
12.1 PURPOSE
The purpose of this policy is to provide guidelines to Elected Officials, Department Heads,
employees, volunteers, and members of the public to ensure equal employment opportunities
regardless of a person's race, color, creed, national origin, gender, gender identity, sexual
orientation, religion, age, veteran’s status, HIV status, genetic information, families with children,
sensory, mentalmental, or physical disability, or any other protected class under federal or state
statute. Additionally, the policy provides guidelines for identifying, reporting, and resolving claims of
discrimination or related retaliation.
12.2 POLICY
It is the policy of Mason County that no person shall be subjected to employment discrimination
based upon their race, color, creed, national origin, gender, gender identity, sexual orientation,
religion, age, veteran’s status, HIV status, genetic information, families with children, sensory,
mentalmental, or physical disability, or any other protected class under federal or state statute. No
individual shall be subjected to retaliation because they have exercised a right protected under the
law such as submitting, assisting with, participating in the resolution or investigation of, a complaint
of discrimination or harassment. Any form of retaliation is prohibited, will not be tolerated, and is
subject to disciplinary action up to and including termination of employment. The County will
incorporate appropriate non-discrimination language in all its contracts and collective bargaining
agreements. The words "Equal Opportunity Employer" will be included on employment applications
and recruitment materials.
To further promote the Board of County Commissioners' commitment to non -discrimination, the
County will conduct periodic training on the Non-Discrimination & Harassment Policy and to
clarify management and employee responsibilities for effective implementation. This Non-
Discrimination & Harassment Policy will be distributed and reviewed in new employee orientation.
12.3 PROHIBITION OF DISCRIMINATION, HARASSMENT, AND RETALIATION
Mason County is committed to a workplace that is free from unlawful discrimination, harassment, and
retaliation. Discrimination, harassment, and retaliation are strictly prohibited. Complaints of
discrimination, harassment, and retaliation are taken seriously and will be investigated and resolved
in a timely manner.
12.3.1 Definitions
Discrimination: The County prohibits discrimination against Elected Officials, employees, and
volunteers based on race, color, creed, religion, national origin, ethnicity, age, sex, marital
status, veteran status, sexual orientation, disability (known or perceived), or any other
protected class under federal or state statute.
Mason County Personnel Policies Page 69
Harassment: Harassment is a form of discrimination that is unwelcome verbal or physical conduct
directed toward or relating to a person on the basis ofbased on the person's race, color, creed,
religion, national origin, ethnicity, age, sex, marital status, veteran's status, sexual orientation, or
disability (known or perceived), where the conduct is sufficiently pervasive or severe as to alter the
terms and conditions of employment. Such conduct can take many forms, including unwelcome
slurs, comments, joking, touching, innuendo, gestures, display or transmission of materials, and
other similar conduct. Employees who engage in harassment will be subject to disciplinary action,
up to and including termination of employment.
Sexual Harassment: Sexual harassment is a type of harassment that consists of unwelcome verbal
or physical conduct directed toward or relating to a person because of their gender that is sufficiently
pervasive or severe as to alter the terms or conditions of employment. Such conduct can take many
forms including unwelcome slurs, comments, joking, touching innuendo, repeated request for
dates, display or transmission of materials, gestures, compliments, and other similar conduct.
Sexual harassment also includes unwelcome conduct based on an individual's gender where
submission to the conduct or rejection of the conduct is used as a basis for employment decisions
regarding the individual. Employees who engage in sexual harassment will be subject to
disciplinary action, up to and including termination of employment.
Retaliation Adverse employment action against employees for complaining in good faith of
discrimination, harassmentharassment, or retaliation, or for assisting or participating in an
investigation of such complaints. Employees who engage in retaliation will be subject to disciplinary
action, up to and including termination.
12.4 EMPLOYMENT OF PERSONS WITH DISABILITIES
Mason County is committed to providing equal opportunities for current and potential County
employees with disabilities. Every reasonable effort will be made to create an accessible work
environment to the extent possible without undue hardship to the County. Judgements
concerning the reasonableness of providing an accommodation shall be made by the County on
a case by casecase-by-case basis. It is the County’s responsibility to determine if a proposed
accommodation is effective and reasonable. Employment practices will be administered to allow
a person with a disability to participate at the same level as a person without a disability
It is the responsibility of the person with the disability to disclose the existence of the disability if
reasonable accommodation is to be requested.
12.5 EMPLOYEE RESPONSIBILITIES
Each employee is responsible for supporting and adhering to this policy. It is the responsibility of
all County employees to bring instances of inappropriate behavior to the attention of management.
This includes employees who believe they are the recipient of discriminatory behavior as well as
Mason County Personnel Policies Page 70
those who believe they have witnessed such behavior directed at another employee. Employees
should never tolerate inappropriate or harassing behavior. If possible, they should make their
feelings known to the offending employee. Whether they confront the harasser or not, employees
must promptly report any offending behavior to their Department Head, Elected Official, or to the
Human Resources Department. Employees are strongly encouraged to report concerns about
discrimination or harassment before behaviors become severe or pervasive. This will assist the
County in its efforts to stop discrimination or harassment before it rises to the level of a violation of
anti-discrimination laws.
12.6 SUPERVISOR / MANAGER RESPONSIBILITIES
When a supervisor, manager, department head or elected official suspects or has reason to
believe that discriminatory behavior has occurred, they shall immediately notify the Director of
Human Resources or the Office of the Prosecuting Attorney and report the incident.
12.7 COUNTY RESPONSIBILITIES
County Management representatives will promptly and thoroughly investigate all reports of
discrimination or harassment. Complaints against either the Human Resources Department or the
Prosecuting Attorney's Office will be investigated by a non-county agency. Complaints of
discrimination and harassment will be handled with sensitivity, discretion, and confidentiality to the
extent allowed by the circumstances and the law.
If the County concludes that a violation of this policy occurred, prompt and effective remedial action
will be taken. This may include disciplinary action and/or other actions needed to remedy the effects
of the discrimination and prevent further incidents.
12.8 COMPLAINT PROCEDURE
Employees who feel that they may have been bullied, discriminated againstagainst, or sexually
harassed, or are aware of actions against another person that may be in violation of this policy, shall
immediately contact either their immediate supervisor, their department official, or the Human
Resources Department. Complaints should be submitted using the Mason County Internal
Discrimination Complaint Form.
If the complaint is reported to the employee's supervisor or department official, they will notify the
Human Resources Department to perform the investigation. Any person may file a complaint under this
policy when the person believes:
1. They have been the target of discrimination or harassment (including bullying);
2. They have personal and first-hand knowledge of behavior believed to be in violation of this
policy; or
3. They are being retaliated against for reporting behaviorreporting behavior believed to be in violation
Mason County Personnel Policies Page 71
of this policy.
The complaint must be filed within 180 days of the alleged violation of this policy. The complaint
should include a description of the alleged violation, the date it occurred, and the name, signature,
addressaddress, and phone number of the person filing the complaint. The complaint must include
sufficient information to allow for investigation into the allegations.
In addition to filing a complaint with Mason County, an individual may file a written complaint within
one-hundred and eighty (180) days of the alleged violation with the Washington State Human Rights
Commission and/or the Equal Employment Opportunity Commission. Employees are encouraged to
exhaust administrative remedies outlined in this policy before outside agencies are consulted. The
use of the County's internal discrimination complaint procedure is not a prerequisite to the pursuit
of such statutory remedies.
When an employee or union files both a grievance and an internal discrimination complaint
regarding the same alleged acts or incidences, the investigation and processing of one shall be
suspended until the other is completed.
Mason County Personnel Policies Page 72
CHAPTER 13 VEHICLE USE POLICY
13.1 VEHICLE USE AND SCOPE
This policy addresses assignment of county vehicles for business use, for home-to-work
commuting and after-hours use, use of personal vehicles for county business, mileage
allowances, general motor vehicle safety expectations, and reporting requirements fo r
commercial vehicle operators as per RCW 46.25.030. All employees who operate motor vehicles
for county-related business are responsible for operating the vehicle in a lawful, safesafe, and
prudent manner.
This policy applies to:
1. Departments reporting to the Board of County Commissioners.
2. Elected Officials' Offices with the proviso that those officials are responsible for
application of this policy, or a comparable alternative, in their departments. All
allowances, mileage reimbursement rates, and other cash disbursements require
approval of the Board of County Commissioners.
3. Represented and non-represented employees - Where permitted, the policy is applicable
to bargaining unit employees depending on the collective bargaining agreement for that
unit and the requirements of RCW 41.56.
4. Where provisions of this policy address topics covered in the Sheriff's Office Vehicle Use
policy, those rules shall apply.
5. All users of county vehicles (owned, leased, or rented) or personal vehicles being used for
county business purposes, including regular employees, temporary employees,
contractors, volunteersvolunteers, and citizens.
13.2 DEFINITIONS
Vehicle: Per RCW 46.04.670 includes every device capable of being moved upon a public highway
an in, upon, or by which any persons or property is or may be transported or drawn upon a public
highway, including bicycles. This includes motorized or non-motorized vehicle to include boats,
aircraft, and utility tractors designed to transport persons or goods on public roadways,
waterways, or federal airspace.
Motor vehicle: Per RCW 46.04.320 means every vehicle that is self-propelled by electric poser
obtained from overhead trolley wires, but not operated upon rails.
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Special Mobile Equipment: Per RCW 46.04.552 means every vehicle not designed or used
primarily for the transportation of persons or property and only incidentally operated or moved
over a highway, including but not limited to: ditch digging apparatus, well boring apparatus and
road construction and maintenance machinery such as asphalt spreaders, bituminous mixers,
bucket loaders, tractors another than truck tractors, ditchers, leveling graders, finishing
machines, motor graders, road rollers, scarifiers, earthmoving carryalls and scrapers, power
shovels and draglines, and transportation of persons or property to which machinery has been
attached.
Specialized Equipment: Per WAC 468-38-270 certain vehicles are designed and built for very
uniqueunique functions other than transporting persons. The federal highway administration
classifies and references some of these vehicles as specialized equipment in Title 23 C.F.R. Part
658.13(e) and sets minimum and/or maximum parameters for the vehicle to operate. The
department adopted these specialized classifications and accepted or further defined the legal
parameters for operation on state highways.
Weapon: A tool or instrument used with the aim of causing damage or harm to livinglive beings
or artificial structures or systems.
Assigned Take-Home Vehicle: A county vehicle, which is used by a County employee for county
business and for regularly commuting to and from the employee's home and workstation.
Assigned Vehicle: A county vehicle assigned to a department or county employee for county
business, but not for employee commuting to and from the employee's home and workstation.
Call-Out: A directive to an employee to report to a work site during off duty time or day, and to
respond to emergencies, which require immediate response to protect life and property.
Commissioned Officers: All officers commissioned by the Sheriff's Office.
Commute Trip Mileage: The mileage from an employee's home to their regular place of work
and back, or the actual daily mileage from home to the first work-siteworksite and from the last
work-site to home.
Designated Parking Area: A county parking facility or lot, which has been identified by an
employee's Elected Official or the Risk Manager as an acceptable overnight location for parking
the employee's assigned county vehicle.
Emergency Response: An employee has primary responsibility for immediate response, to
protect life and property, and to maintain and enforce law.
Occasional overnight usage of county-owned vehicles: County employees taking home county-
owned vehicles for conducting county business away from the employee's normal place of work
and outside an employee's normally scheduled work hours.
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13.3 ASSIGNMENT OF COUNTY VEHICLES
PURPOSE and RESPONSIBILTY
It is the responsibility of the Board of County Commissioners (BOCC) to ensure the proper use of
public funds concerning the County practice of allowing employees to commute to and from work
in County-owned and leased vehicles. The BOCC is to assure all County owned and leased vehicles
are used responsiblyresponsibly, and centralized controls are in place to report taxable benefits
if applicable. All Take-Home Vehicle assignments for County issued vehicles will be reviewed by
the BOCC annually.
The BOCC wish to restrict the number of county-owned and leased vehicles used by employees
to commute to and from work.
AUTHORITY and REFERENCES
IRS Publication 15-B Fringe Benefit
IRS Publication 5137 Fringe Benefit Guide
IRS Substantiation Requirements §1.274-5
Take-Home Vehicles are only to be assigned to those meeting the IRS requirements of Qualified
Non-personal Use Vehicles as identified in Publication 5137, or meet the Emergency Response,
Specialized Equipment, or Economic Benefit as defined below.
Take-Home Vehicle assignment must be preapproved by BOCC, unless for a temporary
assignment.
13.4 QUALIFIED NON-PERSONAL USE VEHICLES (as of 12/31/16)
1. Clearly marked police, fire, and public safety officer vehicles
2. Ambulances used as suchsuch, or hearses used as suchsuch.
3. Any vehicle designed to carry cargo with a loaded gross vehicle weight over 14,000
poundspounds.
4. Bucket trucks (cherry pickers)
5. Cement mixers
6. Combines
7. Cranes and derricks
8. Delivery trucks with seating only for the driver, or only for the driver plus a folding jump
seat
9. Dump trucks (including garbage trucks)
10. Flatbed trucks
11. Forklifts
12. Passenger buses used as such with a capacity of at least 20 passengerspassengers.
13. Qualified moving vans
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14. Qualified specialized utility repair trucks (as defined in Publication 5137)
15. Refrigerated truckstrucks.
16. School buses
17. Tractors and other special purpose farm vehicles
18. Unmarked vehicles used by law enforcement officers if the use is officially
authorizedauthorized.
19. Pickup Trucks and Vans that meet the specifications as defined in Publication 15-B
The use of County vehicles or travel reimbursement is preferred over the assignment of take-
home vehicles for conducting county business. Assignment of a County vehicle is neither a
privilege nor a right of any County employee.
Assignment of a County vehicle shall not be made based on employee merit or employee status.
The need for communication access (car radio, telephone, etc.) shall not be considered adequate
justification for a County vehicle assignment. Wherever possible, assigned County vehicles shall
be picked up and dropped off at designated County parking area, thereby avoiding the
assignment of Take-Home Vehicles.
13.5 EMERGENCY RESPONSES
Take-Home Vehicles may be assigned to county employees who:
1. Are called out at least 12 times per quarter, or 48 times a year and have primary
responsibility to respond to emergencies which require immediate response to protect
life or property; and
2. Cannot use alternative forms of transportation to respond to emergencies; and
3. Cannot pick-up County-owned assigned vehicles at designated sites without impacting
the employee's ability to respond to emergencies, which require immediate response to
protect life or property.
Emergency response assignments should be supported by data demonstrating the actual number
and nature of emergency responses in the prior year, andyear and estimates of future emergency
responses. There must be an explanation as to why an employee cannot use alternative forms of
transportation to respond to the emergencies or pick up county-owned or leased assigned
vehicles at designated parking areas.
13.6 SPECIAL EQUIPMENT VEHICLES
Take-home vehicles may be assigned if an employee needs specialized equipment or a special
vehicle to perform county work outside of an employee's normally scheduled workday.
1. Communication access shall not normally be considered a valid justification for a specially
equipped take-home vehicle.
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2. Employees must have primary responsibility to respond to emergencies.
3. Special equipment vehicle assignments shall be supported by information describing the
special equipment needed to perform the county work.
13.7 ECONOMIC BENEFIT TO THE COUNTY
Take-home vehicles may be assigned if employee’s private vehicle mileage reimbursement costs
are greater than the commuting costs for an assigned county vehicle with overnight vehicle
usage.
1. Lost productivity costs, the cost of the time it takes an employee to travel from a
designated county parking facility to their work stationworkstation, shall not be included
in the calculation of economic benefit to the county.
2. There must be an explanation as to why an employee cannot use alternative forms of
transportation or pick up county-owned or leased vehicles at designated parking areas.
3. Tax treatment of all vehicle assignments shall be subject to current regulations.
13.8 TEMPORARY TAKE-HOME VEHICLE ASSIGNMENT
Occasional overnight usage of County-owned or leased vehicles is permitted. Such occasional
usage of County vehicles may occur when an employee conducts County business away from the
employee's normal place of work, and outside an employee's normally scheduled workday. Other
types of occasional overnight usage isare permitted when the following conditions exist:
1. Inclement weather conditions: When employee is on-call and has primary responsibility
to respond.
2. Emergency preparedness or seasonal assignment: County-owned or leased vehicle is
permitted when an employee is on-call and vehicle is taken home less than 12 times per
quarter on average.
3. Collective Bargaining Agreement: Authorization for take-home assignment may be
granted to employees represented by collective bargaining agreements with language
that provides for take-home vehicle assignment.
13.9 BOARD OF COUNTY COMMISSIONERS RESPONSIBILITIES
The BOCC will evaluate, authorize, or deny the current Take-Home vehicle assignments and any
new requests from all departments and elected offices by October 31st of each year.
Take-home vehicle authorization shall be for the following periods of time: January 1st to
December 31st of each year, unless otherwise specified by a collective bargaining agreement.
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13.10 BUDGET MANAGEMENT RESPONSIBILITIES
Budget Management shall be the department in charge of the following provisions:
1. Maintaining the listing of BOCC approved Take-Home vehicle assignments.
2. Maintain the supporting documents for each Take-Home vehicle assignment. Documents
will be compiled, calculatedcalculated, and submitted to payroll for fringe benefit, per the
IRS rules and regulations.
3. Provide Fair Market Value of vehicles for auto fringe benefit calculation if applicable.
4. Develop and maintain records of all take-home vehicle assignments for Budget
Management provisions.
13.11 DEPARTMENT HEADS AND ELECTED OFFICIALS RESPONSIBILITIES
Department Heads and Elected Officials shall prepare a Vehicle Take-Home Authorization
Request Form and submit to Budget Management for presentation to the BOCC. These forms
should be submitted by September 30th of each year or when a new Take-Home assignment is
issued to Budget Management.
Each department and office shall maintain a list of authorized Take-Home Vehicles. This list shall
include:
1. Employee name
2. Rank or Title
3. Work location
4. Vehicle number
5. Vehicle type
6. County of residence
7. Miles outside the County, if applicable
An updated list shall be transmitted to Risk Management by September 30 th each year or upon
request by the Budget Manager.
Apply the following standards and criteria for proposing all take-home assignments.
The employee shall reside within Mason County. The elected may propose a take-home vehicle
assignment for employees residing outside the county if both the residence is within 15 miles of
the county line and a reasonable 30-minute response time can be met. In addition, there are
reasonable and compelling justifications and if such requests meet, the criteria contained in
sections 1 through 6 found below.
1. The employee commute mileage shall not be greater than the business mileage.
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2. In cases where the Take-Home Vehicle Assignment requests are based on Emergency
Response or Special Equipment, the Elected must show that emergency response outside
of the employee's normal working hours is necessary due to an eminent threat to life or
property.
3. The employee must provide historical data showing the number of emergency responses
made during the same time periodtime in the previous year.
4. There must be no other employees on duty and available to respond or perform the
emergency work during their normal work shift.
5. Before approving Take-Home Vehicle Assignment, the Elected shall first consider whether
occasional overnight assignment, temporary on-call statusstatus, or reimbursement for
the use of a private vehicle will be of greater economic benefit to the county than a Take-
Home Vehicle Assignment.
6. The employee has primary countywide custodial control of resources used during
emergency response, and who must be available for any and allall emergencies.
13.12 SHERIFF’S OFFICE RESPONSIBILITIES
The Sheriff or the Sheriff's designee shall:
Prepare a Vehicle Take-Home Authorization Request Form and submit to Budget Management
for presentation to the BOCC. These forms should be submitted by September 30 th of each year
or when a new Take-Home Vehicle assignment is issued to Budget Management.
Each Department shall maintain a list of authorized Take -Home Vehicles. This list shall include:
1. Employee name
2. Rank or Title
3. Work location
4. Vehicle number
5. Vehicle type
6. County of residence
7. Miles outside the County, if applicable
An updated list shall be transmitted to Budget Management by September 30th each year or upon
request by the Budget Manager.
Commissioned employees of the Sheriff's Office are exempt under IRS Publication 15-B Fringe
Benefit, however, for Non-Commissioned employees, this is considered a fringe benefit and may
create a tax liability.
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13.13 EMPLOYEE’S RESPONSIBILITIES
A County owned or leased Take-Home vehicle is a fringe benefit that may generate a tax liability.
If a request for a Take-Home Vehicle is approved, it is the responsibility of the employee to
contact payroll and determine the tax liability.
The employee is also responsible for submitting monthly mileage report to Budget Management
by the 5th working day of the month. Monthly mileage reports are required for all Take-Home
assignments, with the exception ofexcept for Commissioned Officers of the Sheriff.
13.14 FINANCIAL SERVICES – PAYROLL RESPONSIBILITIES
Payroll will update fringe benefit data in the payroll system.
[PER RESOLUTION 19-17, 04/11/2017]
13.15 DRIVERS LICENSE AND INSURANCE REQUIREMENTS
The County has auto liability coverage on its Mason County vehicles. Authorized
employees,Authorized employees appointed or authorized representatives and persons, or
volunteers driving Mason County vehicles are covered under the County's liability coverage.
However, employees using their personal vehicles for County business are not included in the
County's insurance coverage and, therefore their personal vehicle insurance is responsible for
accidents, regardless of whether the accident occurred while they were on County business. The
mileage reimbursement received by employees for approved use of personal vehicles includes,
in part, a reimbursement for personal insurance coverage. Employees should consult with their
insurance agent/company to inquire about what coverage exists while using their personal
vehicles for County business.
1. Employees shall provide valid proof of automobile liability/property damage insurance
with policy coverage limits that meet the Washington State minimum requirements.
2. When an employee is using their privately-owned vehicle pursuant to County policy, the
individual's insurance shall be considered the primary insurance coverage with County
coverage potentially available for secondary or excess coverage.
3. Job applicants who have reached the final interview stage of the employment selection
process will provide the county with a "Driving Record" prior to being offered the position.
This applies to both internal and external applicants and only to those applicants whose
job would require them to operate county owned or leased vehicles on a regular (routine)
basis.
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13.16 USE OF PERSONAL VEHICLES FOR COUNTY BUSINESS
Employee's use of personal vehicles for county business travel purposes is subject to the approval
of the department head or elected official. Employees may be required to utilize a county vehicle
based on cost or safety considerations. Authorization to use private vehicles may be given on a
trip-by-trip or standing approval basis. Upon request, employees are required to provide to their
supervisor proof that they possess a valid motor vehicle operator's license, proof of current
vehicle liability insurance and a current year Vehicle Use Agreement on file.
Private vehicles utilized for county business are considered official vehicles and must conform to
the following requirements:
1. The vehicle must meet legal requirements to operate on a public highway.
2. The vehicle must be in sound mechanical condition and present no safety risks.
3. Employees must submit a mileage reimbursement form, to receive reimbursement based
on the county's current mileage rate allowance. The standard mileage rate
reimbursement covers gas, maintenance, repairsrepairs, and insurance for work related
driving.
13.17 USE OF COUNTY VEHICLES FOR PERSONAL BUSINESS
Employees using county vehicles on a continuing assignment or trip-by-trip basis are prohibited
from using vehicles for personal business except as provided herein. Unauthorized personal use
of a county vehicle may result in disciplinary action, up to and including termination of
employment.
All employees should exercise reasonable judgment regarding the use of a county vehicle for
personal purposes. Personal use of a county vehicle may be permitted, subject to the approval
of the applicable department head or elected official, when the use serves the county's interests,
results in negligible expense, and/or is justified by compelling circumstances and doesn't pose a
"bad appearance" even if on personal time — (e.g., at a bar or liquor store).
13.18 INCIDENTAL TRAVEL AND STOPS
Employee-drivers should remember that public perception of county employees is important and
influenced by how and where the public observes county vehicles being used. Employee-drivers
should not make incidental stops at locations the public would generally perceive as
inappropriate.
13.19 POLITICAL USE OF COUNTY VEHICLES
No employee or person may use any vehicle owned, leasedleased, or operated by the county for
any trip which is exclusively for the purposes of campaigning in support of, or in opposition to,
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any candidate or cause for national, county or local office, unless use of the vehicle is required
for purposes of security protection provided by the county or local governmental unit.
13.20 USE OF COUNTY VEHICLES BY OTHER INDIVIDUALS
Use of county vehicles by temporary employees or volunteers requires authorization from the
department head or elected official. Temporary county employees and volunteers are subject to
the applicable provisions of this policy, including signing the Vehicle Use Agreement and
providing proof of valid driver’s license.
Interagency use of a county vehicle requires authorization from the county's elected official. Use
of a county vehicle under an interagency agreement is subject to the provisions mutually agreed
upon by the agencies involved.
13.21 PERMITTED AND PROHIBITED USES OF COUNTY AND PERSONAL VEHICLES FOR COUNTY
BUSINESS
The following policies govern all vehicle use for county business:
1. All drivers and passengers must comply with all the motor vehicles laws of the state of
Washington or any other state in which the vehicle is operated, including seatbelt and cell
phone laws.
2. Vehicles shall be locked when unattended with the engine turned off. Keys shall not be
left in the ignition unless authorized by the department head or elected official.
3. No person may use a county vehicle, or permit the use of a county vehicle, or operate a
personal vehicle for county business in the following prohibited manners:
a. The driver is impaired by fatigue or any other known mental or physical condition that
affects the safe operation of the vehicle.
b. The driver is impaired because of prescribed appliances (e.g., cast, sling, brace),
prescribed or over-the-counter medications that causes or results in adverse side
effects (e.g., drowsiness or impaired reflexes or reaction time). As described in Policy
8.12- Substance Abuse, employees are responsible for informing their supervisor of
the possible effects of the medication and expected duration of its use.
c. Tobacco use (smoking and non-smoking products and devices) is prohibited in county-
owned or leased vehicles. This does not include smoking in personal vehicles used for
county-related business.
d. Transporting non-county employee passengers, including family members, is not
permitted unless authorized by the employee's department head or elected official.
e. Permitting non-authorized individuals to drive a county-owned/leased vehicle unless
it is for a bona fide emergency purpose.
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f. Drivers of motor vehicles are prohibited from reading, manually writingwriting, or
sending a message on an electronic wireless communications device or holding a
wireless communication device to their ear while the vehicle is moving. Exceptions to
this section include:include operators of an authorized emergency motor vehicle; a
driver using a wireless communications device in the hands-free mode; using devices
to report illegal activity or summon medical aid or other emergency assistance or to
prevent injury to a person or property; using hearing aids.
g. Use for personal gain, such as delivering goods or services.
h. Modifications including affixing signs, stickers, antennas, bike racks, ski racks, etc.
Modifications to county vehicles may be undertaken only with the prior written
consent of the department head or elected official. The County Shop or its designee
will perform any modification to a county-owned or leased vehicle.
i. Transporting of animals — Allowed only with prior written consent of the department
head or elected official - (excludes Animal Control activities and transportation and
use of canines or other animals by the Sheriff’s Office).
j. Hauling loads that exceed the rated capacity of the vehicle or that could cause damage
to the vehicle (i.e., hauling firewood or gravel in a passenger vehicle).
k. Use of trailer hitches and towing – allowed only with prior approval by either the
County Shop or Motor Pool Manager. The County Shop or Motor Pool must evaluate
hitches and lights.
l. Installation or use of any radar or speed detection devices.
m. Transporting hitchhikers.
n. Use or consumption of alcohol and/or illegal drugs is prohibited while operating a
county-owned/leased vehicle or personal vehicle for county business.
o. Use for vacations, side trips or any other use not expressly authorized by this policy
or department head or elected official.
Drivers with questions regarding the appropriate use of a county vehicle or a personal vehicle
while in use for county business should consult with their supervisor, department head, elected
official, or the Risk Management Office.
13.22 VEHICLE USE AGREEMENT (VUA) - REQUEST FOR DRIVING RECORD
The purpose of the VUA is to ensure employees are licensed to operate a motor vehicle and
possess auto liability insurance to operate their personal vehicle for county business. Use of a
county (owned, rentedrented, or leased) or personal vehicle for business purposes is contingent
upon the following conditions and requirements:
1. Vehicle Use Agreement - Each department head and elected official or their designee will
acquire a signed Vehicle Use Agreement (VUA), annually from each of their employees
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that operate a personal or county-owned/leased vehicle for business purposes. This
includes those employees required to hold a Commercial Driver's License (CDL).
2. Motor Pool User Agreement – Each department head and elected official or their
designee will acquire a signed Motor Pool User Agreement (MPUA), annually from each
of their employees that operate a motor pool county-owned/leased vehicle for business
purposes.
3. Driving Record Request
a. Employees who are required to operate a vehicle on a regular (routine) basis to
perform their job shall, as part of the Vehicle Use Agreement, authorize Mason County
to acquire a copy of their driving abstract from the Department of Licensing per RCW
46.52.130.
b. All other employees who may drive a county vehicle or a personal vehicle for the use
of county business may have their driver abstract requested from the Department of
Licensing per RCW 46.52.130 if requested by their department head, elected official
and/or the Risk Management Office.
13.23 DRIVER DISQUALIFICATION AND REVIEW
County employees and other authorized agents of the county may become disqualified as a driver
for county business for any of the following conditions:
1. Three or more moving violations in the past three years.
2. Two accidents if one or more results in injury, loss of life or significant property damage.
Note: This includes only accidents where the driver was substantially at fault.
3. Suspension or revocation of driver's license.
4. Drivers must immediately inform their supervisor, department head, or elected official in
writing if they become disqualified under this policy.
5. Any change in the status of an employee's driver record resulting in disqualification or the
failure to report such change may result in revocation of the privilege to drive a county-
owned/leased vehicle or a personal vehicle utilized for county business and/or
disciplinary action up to and including termination.
6. Drivers denied the use of a county vehicle based on an unsatisfactory driving record may
request a review of the denial through their department head or elected official. The Risk
Management Office should be consulted regarding any requests for review.
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7. A requested review will be investigated by the department head or elected officialofficial,
and the Risk Management Office then approved or denied by the elected official in
writing. Approval or denial will be documented and kept on file in the Risk Management
Office.
13.24 ACCIDENTS AND CITATIONS
Employees are fully responsible to operate vehicles on county business in a legal, safe, and
prudent fashion and are subject to appropriate corrective action for failure to do so, up to and
including termination.
1. Employees shall immediately report all traffic accidents and/or damage to their vehicle to
their supervisor or department head or elected official while operating a personal or
county-owned/leased vehicle while on county business. In addition to any state required
accident reports, employees shall complete the Risk Management Vehicle Accident
Report form within the first business day following the accident. The report will be
forwarded to Risk Management. A review by the department head or elected official may
be convened to evaluate the accident depending on the severity.
2. Drivers are personally responsible for the cost of all traffic citations, parking tickets, etc.
Passengers are personally responsible for the cost of any traffic citation they may receive
while riding in a county-owned/leased vehicle or a personal vehicle being used for county
business - (i.e.i.e., seatbelt violations, parking violations, throwing object from vehicle).
The offending employee shall pay citation fines promptly.
3. Employees shall report moving violation citations that occur while operating a vehicle for
county business within the first business day of the issuance of the citation. Employees
will notify their immediate supervisor, who in turn, will forward the report to the Risk
Management Office.
13.25 COMMERCIAL DRIVER LICENSE
In addition to the conditions and requirements for all motor vehicle operators, employees who
hold a commercial driver's license (CDL) are subject to all requirements applicable to state and
federal laws.
13.26 COUNTY VEHICLE RELATED PURCHASES
Supervisors shall inform employees of acceptable vendors, gas stations, and other services that
may be utilized for county vehicle related purchases. Repair and towing services are primarily
acquired through county contracts. If services are needed while traveling out of the county, the
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employee should contact the County Shop for public works vehicles, the Facilities manager for
motor pool vehicles, or use their best judgment if outside of work hours.
13.27 ER&R VEHICLES FUEL POLICIES AND FUEL CREDIT CARD USES
Public Works vehicles should use the county-owned fuel dispensers whenever possible. There is
one fill up per fuel card use. No doubling up on one card with more than one respective,
associated vehicle is permitted. Department supervisors should provide directions to those
locations and instruct their assigned drivers on the uses of these dispensers.
Public Works vehicles may use public self-service, regular unleaded and diesel dispensers if
county fuel dispensers are not available. The most cost-effective vendor should be used
whenever possible. Receipts must be submitted for reimbursement.
The use of premium grades of fuel is not authorized, unless required by the vehicle's owner's
manual.
13.28 MOTOR POOL REPAIRS AND PREVENTATIVE MAINTENANCE
Motor pool vehicles should use the assigned WEX Fleet card to purchase fuel from any authorized
gas station (Shell or Chevron). Arco and AM/PM gas stations are not authorized vendors. There
is one fill up per fuel card use. No doubling up on one card with more than one respective,
associated vehicle is permitted. Department supervisors should provide directions to those
locations and instruct their assigned drivers on the uses of these dispensers.
Motor pool vehicles may use public self-service, regular unleaded and diesel dispensers for
emergency situations only. The most cost-effective vendor should be used whenever possible.
Receipts must be submitted for reimbursement.
The use of premium grades of fuel is not authorized, unless required by the vehicle's owner's
manual.
13.29 REPAIRS AND PREVENTATIVE MAINTENANCE
When a vehicle is assigned to an employee or department, the driver or department supervisor
is responsible for ensuring that all preventative maintenance is performed on schedule and the
vehicle is serviced in a timely manner when notified by either the Facilities department or the
County Shop.
13.30 GENERAL MOTOR VEHICLE SAFETY
In the interest of safety, supervisors may elect to have assignments, jobs or tasks delayed or
postponed during inclement weather until driving conditions improve. Only essential vehicles
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equipped with necessary traction devices should be required to opera te during hazardous
conditions (e.g., SheriffsSheriff’s vehicles, snow plowssnowplows, sanding trucks, etc.). Vehicles
used during inclement weather may require the use of tire chains it is the responsibility of the
vehicle/equipment operator to install tire chains when needed.
Operators shall conduct a safety check of the vehicle each day. The minimum operator's check
should consist of a check for body damage, mechanical problems (tire inflation & tread, brakes,
steering, turn signals, wipers, horn, etc.) and verification that all lights are functioningfunctioning,
and windows are cleaned to present a clear field of view. All items requiring repair shall be
reported to the immediate supervisor and the County Shop for public works vehicles, or by
submitting a maintenance support ticket to the Facilities Department for motor pool vehicles.
County departments may have additional requirements for the safe operation of motor vehicles
and equipment.
13.31 SAFETY
In the event a county officer, employee, or volunteer is involved in an accident while operating a
county vehicle or their own vehicle and conducting county business, the driver shall follow these
safety rules:
1. Immediately provide first aid (if possible and if necessary) to any injured person. It is
recommended that employees providing first aid/CPR have a valid first aid/CPR card.
2. The county driver shall then immediately notify their supervisor and the appropriate law
enforcement agency. No vehicles shall be moved from the accident scene until law
enforcement arrives unless a greater safety hazard would be created by not moving the
vehicle(s).
3. The county employee/driver shall exchange information regarding driver’s license,
vehicle registration, and insurance information with the operator(s) of the other
vehicle(s).
4. If possible, the county employee/driver shall gather the names and addresses of all
potential witnesses including passengers in all vehicles involved.
5. If possible, take photos of both the county vehicle and the other injured parties’ vehicle,
equipmentequipment, or the scene itself.
6. The county employee/driver shall complete the vehicle accident checklist located in the
glove compartment of each county vehicle. If the accident results in death, personal
injury, or property damage in excess of five hundred dollars, complete the State of
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Washington Uniform Collision Report Form (WSP 161) within twenty-four hours of the
accident.
[UPDATED RESOLUTION 03/03/2020]
Mason County Personnel Policies Page 88
CHAPTER 14 TRAVEL
Mason County recognizes that out of town travel and related business expenses can be an
integral and necessary component of the operation of local government. This policy is intended
to establish equitable standards and to provide consistent and fair treatment to all employees
who incur such expenses. It is also intended to establish and maintain effective controls over
those expenses.
County officials (department heads and elected officials) and County employees are expected to
exercise prudent judgment when incurring travel expenses on behalf of the County doing official
County business. The failure of employees to follow this policy, or incur excessive expenses, may
be cause for disciplinary action. Non-business-related expenses and/or expenses not made in
accordance with this policy will not be approved or reimbursed.
14.1 TRAVEL EXPENSE REIMBURSEMENT
All travel and associated expenses must be approved in advance by the department head or
elected official. Employees will be reimbursed for reasonable and customary expenses incurred
in connection with doing business on behalf of the County. These may include meals, lodging,
transportationtransportation, and other necessary expenses while away from the office. These
expenses may not include:include alcoholic beverages; tobacco; tips exceeding 15%; meals,
lodging or transportation provided for the employee by an outside entity as part of the
employee’s participation; any expenses for a person(s) traveling with the employee; any
expenses incurred that are not in connection with the business of the CountyCounty.
All requests for payment of travel must be submitted to the Auditor's Financial Services
department on forms approved and provided by the Auditor. All required documentation must
also be submitted on the approved travel document form. Required travel documents include
all itemized receipts, conference/seminar agendas, and all proof of costs incurred while doing
business on behalf of the County. Travel documents should be presented to the Auditor's
Financial Services department in the month the charges occur.
If an employee chooses to travel to a destination in advance of the necessary time for arrival,
orarrival or remain at the destination following the official closing of the event, there wil l be no
additional per diem, lodging or miscellaneous expenses paid to the employee.
All requests for payment must be signed by the department head or elected official and the
employee that is requesting reimbursement. An employee may not request reimbursement on
behalf of another employee.
If an employee is compensated by an outside entity for any travel costs while traveling on behalf
of Mason County, the employee will deposit those funds with the Mason County Treasurer. The
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employee will provide the Auditor's Financial Services department with a copy of the Treasurer's
deposit receipt and a detail of the expenses covered.
Any member of a board, committee or commission that is not a Mason County employee,
butemployee but is an appointed member to do business on behalf of Mason County is subject
to all travel rules and documentation noted herein.
14.2 PER DIEM (meal reimbursement)
All requested meal reimbursement must have a detailed receipt. Meals will be reimbursed,
minus any alcohol or a tip exceeding 15%, using the Washington State Office of Financial
Management (OFM) per diem rates and, for out of state travel, the U.S. General Services
Administration (GSA) per diem rates. The meals will be reimbursed up to the allowable rate for
the area and meal on those rate maps. Per diem will be reduced for any meals provided through
conference registration, seminarsseminars, or similar events. Reimbursement will not be made
if the employee chooses not to eat the meal provided and eats elsewhere.
14.2.1 Single Day Per Diem
Single day per diem occurs when no overnight stay is required. Single day meal reimbursements
are considered taxable wages according to the IRS and will be included as gross taxable income
of the employee. An employee must use the single day per diem form and include it with their
payroll timesheet information. The department supervisor will forward the per diem form to the
Auditor's Financial Services department. The meal will be added to their taxable gross wages and
taxed accordingly.
14.2.2 Per Diem While in Overnight Travel Status
If an overnight stay is required, per diem will be based on either OFM (in state) or GSA (out of
state) rates for each day the employee is in full travel status. The per diem rate will be based on
the location the employee is in for that meal. On days of departure and return, an employee will
apply the Three-Hour Rule (see rule below).
14.2.3 Per Diem Three Hour Rule
If an employee is in travel status for three hours beyond their regular work schedule for a single
day, they may receive meal reimbursement. The three hours may consist of hours occurring
before, after or a combination of both before and after the employee's regular work schedule for
the day. The employee may not stop for a meal just to meet the three-hour rule.
14.3 SPECIAL CIRCUMSTANCES
During emergency situations such as, but not limited to, initial crime scene investigations, major
crimes, emergency weather situation, natural disasters, etc., when employees are working
extended hours and stopping for a meal break could worsen the emergency or increase costs to
the County, departments may provide an on-scene meal of nominal cost. A detailed receipt,
including names of all employees/volunteers involved, must be provided. All receipts and
Mason County Personnel Policies Page 90
pertinent information involving the emergency situationemergency must be included on the
claim for payment voucher submitted to the Auditor's Financial Services department. An
employee may not claim a per diem meal reimbursement if their County department is also
submitting a claim for payment voucher for the same incident.
14.4 LODGING
All lodging is to be reserved using a government, or most economical, rate whenever possible.
County credit cards may be used to secure lodging for a County employee. Reimbursement for
lodging is allowed when the temporary duty station is located more than fifty (50) miles, using
the most direct route, of the closer of either the traveler's official residence or official work
stationworkstation.
Reimbursement will be made for the actual lodging expense and any applicable taxes. If there
are additional charges for a person(s) traveling with the employee, who is not traveling on behalf
of County business, the employee is responsible for all charges for that additional person(s) and
it will not be reimbursed. An itemized statement is required for all charges.
If an employee shares an accommodation with another employee or an employee of another
entity who is attending the same event, an equal share of the double room rate will be paid on
behalf of the Mason County employee. Each employee must submit an original invoice showing
the lodging charge for their portion of the room rate.
Not eligible for reimbursement on a lodging receipt are, but not limited to:to laundry services;
valet service; entertainment expenses; athletic room (gym) charges, internet charges (unless
required by their supervisor).
14.5 TRANSPORTATION
Any employee driving a vehicle (either County car or personal vehicle) must have and must be
able to provide proof of valid car insurance.
Employees are encouraged to reserve and use a pool car from ER&R as much as possible. All
county vehicles shall be used in accordance with Mason County ER&R use policy.
If a personal vehicle is used, the mileage will be based on the current IRS standard POV rate.
Mileage will be prohibited for normal travel between the usual place of business and employee's
main place of residence. When traveling on behalf of the County, mileage will be paid from either
the official workstation or the employee's main residence, whichever is the closer and most di rect
route of the two, to the travel destination.
Mileage shall not exceed what the sum of a round trip coach airfare from a common
carrier;carrier, any needed local ground transportationtransportation, and other related costs for
that destination.
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Airfare (coach rate), car rentals, trains, ferry, tolls, shuttle/taxi, etc. will be reimbursed with a
receipt and paid at actual costs. Personal travel insurance will not be reimbursed. Tickets
purchased with an employee's individual frequent flyer miles will not be reimbursed.
[PER RESOLUTION 82-12, 11/27/12]
Mason County Personnel Policies Page 92
CHAPTER 15 ELECTRONIC INFORMATION ACCEPTABLE USE POLICY
15.1 ELECTRONIC INFORMATION POLICY
Mason County provides a communications and data network capable of offering Electronic Mail
(e-mail), Voice Mail, Internet access, data storage and data processing to employees to assist and
facilitate legitimate Mason County business operations. Mason County information and
information resources shall be used in an approved, lawful manner to avoid loss or liability to
Mason County and/or loss of public confidence in the operation of Mason County.
Utilization of these systems is a privilege. Employees should never put information on or access
services unless they would be comfortable with the information associated with their name in
public. By using Mason County’s communications and data systems, employees agree that they
are aware of, understand and comply with the provisions of this policy.
15.2 DEFINITIONS
Computers Systems: Includes individual desktop and laptop computers (PCs), e-mail system,
internet access, file servers, digital media such as floppy disks, Compact Digital disks (CDs) and
Digital Video disks (DVDs), and all other components of Mason County’s computer systems.
E-Mail: The County’s e-mail system.
Intranet: Web site containing content for internal use.
Internet: The worldwide network of computers.
Software: The digital programs that perform functions on the PCs and network. All software
normally has a copyright and is licensed.
Streaming Audio (or Video): Technology used to “play” or view audio/video on a PC from a
remote source or Web site over the network. Can be used for music, voice, lectures,
videosvideos, and other audio/video material. It generally consists of a continuous stream of
data coming over the network.
Web Browsing: Use of a software tool to access Web sites on the Internet.
15.3 ROLES AND RESPONSIBILITIES
Mason County owns all information services resources; use of such resources constitutes consent
to monitor, inspect and audit any data or information resident on those resources without
permission or further notice.
Board of County Commissioners shall approve the Acceptable Use Policy.
Elected officials and Department Heads shall be responsible for the following:
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1. Informing their personnel of acceptable use policies and acceptable use of information
resources.
2. Ensuring that personnel under their supervision comply with these polices.
3. Ensure the contract personnel under their supervision comply with these policies and
procedures.
15.4 EQUIPMENT AND PROGRAMS
15.4.1 Acquiring Hardware and Software
To prevent the introduction of malicious code and protect the integrity of County information
resources, all hardware and software shall be obtained through or with the advice of Information
Services.
15.4.2 Complying with Copyright and Licensing
All software utilized shall be procured by Mason County and shall be licensed and registered in
the name of Mason County. All personnel shall abide by software copyright laws and shall not
obtain, install, replicate, or use software except as permitted by the software licensing
agreements.
15.4.3 Using Personally Owned Software
To protect the integrity of County resources and licensing requirements, personnel shall not use
personally owned software on Mason County information systems. This includes, but not limited
to, personally purchased and licensed applications and shareware. Exception: Personally, owned
Personal Digital Assistant (PDAs) that are compatible with the County systems, may be installed
with the authorization of the Elected Official or Department Head. The software licensing that
accompanies the PDA must allow concurrent home and business use.
15.5 E-MAIL AND VOICE MAIL (Electronic Communications)
15.5.1 Acceptable Use
Mason County provides electronic communications to facilitate the conduct of go vernment
business. Occasional and incidental personal electronic communications use shall be permitted
if it does not interfere with the government’s ability to perform its mission. However, while they
remain in the system, personal messages shall be considered to bebe in the possession and
control of Mason County and shall be deemed public information, unless specifically protected
by law.
15.5.2 Prohibited Use
Prohibited activities when using government electronic mail shall include, but not be limited to,
sendingsending, or arranging to receive the following:
1. Information that violates county, state or federal laws and regulations.
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2. Any material that may defame, libel, abuse, tarnish, or portray in false light, the recipient,
the sender, or any other person.
3. Pornographic, racist, sexually oriented, offensive material, chain letters, unauthorized
mass mailings, or malicious code.
15.7.1 Encryption
Encrypting electronic mail, messages or data shall comply with the following:
a. Use of encryption will be approved by the Commissioners.
b. Place the key or other similar file for all encrypted electronic mail in a directory or file
system that can be accessed by the responsible Elected Official or Department Head
prior to encrypting email.
c. Supply the key or other device needed to decrypt the electronic mail upon request by
authorized management.
d. Use of encryption without prior authorization will be considered violating this policy.
15.6 EMAIL MANAGEMENT
Recognizing that e-mail messages that meet the definition of a public record must be managed
according to approved records retention periods, Mason County has implemented a process to
support the proper management of e-mail records. It is the responsibility of all County employees
to manage records according to retention requirements mandated by federal, state and/or local
statute, grant agreement, and/or other contractual obligations and Mason County’s policies and
procedures.
Storing every email is not the same as managing public records created and/or received as emails.
Such a strategy is unlikely to be sustainable in the long run, will make it harder to locate the public
records that do need to be retained and may not be the most efficient use of agen cy resources.
Mason County supports appropriate management of e-mail messages through:
• Implementation of an email archiving solutions that provides central storage and
access of e-mail messages that meet the definition of a public record.
• Development of user procedures and guidelines.
• Training for email storage is available to all employees through the Secretary of
State https://www.sos.wa.gov/archives/recordsmanagement/managing-
emails.aspx. Please contact department’s records retention staff for assistance.
15.6.1 Policy
All e-mail messages sent or received that are related to the conduct of County business must be
evaluated for the function and content of the record. The function/conte nt of each e-mail
message should be evaluated against the following criteria of a public record:
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• Was the email created in the course ofwhile doing County business?
• Was the email received for action?
• Does the email document County activities, decisions, or actions?
• Is the email mandated by statutes or regulations?
• Does the email support financial obligations or legal claims?
• Does the email communicate County requirements?
1. Email messages that meet the definition of a public record must be managed
according to their approved retention period in their native format.
https://www.sos.wa.gov/archives/recordsmanagement/local-government-records-
retention-schedules---alphabetical-list.aspx
2. All email messages sent or received from a County email address will be retained for a
minimum of 90 days by the County’s email system.
3. Employees have 90 days from the date an email message was created or received to
determine if an email meets the definition of a public record. All emails that are public
records must be retained in their native format for their approved records retention
period. Retention periods are based on functional use of the information contained in
each message.
4. Employees shall place email messages in email storage folders for the appropriate
retention period as approved by the Washington State Local Records Committee
Records Retention Schedule. The email archiving system will retain email based on
folder designation. It is critical to use the appropriate email storage folder.
5. 90 days after the received date, e-mails will be purged from the County’s email system
(Outlook). E-mails in an employee in-box will be retained by the county’s archiving
system (Retain) for two years and deleted e-mails will be retained for one year. This
process will purge archived emails that have met their required retention period and
junk e-mails. Purged means deleted and unrecoverable.
6. In order toTo comply with records management requirements and the Washington State
Public Records Act (RCW 42.56) email messages that meet the definition of a public
record must be stored within technology systems supported by the County. The
County’s email archiving solution is considered the official system of record for County
email messages. Requests for alternative methods for retaining emails must be
submitted to the Information Technology Department for approval.
7. The creation of new Microsoft Outlook Personal Storage Table (.pst) files is prohibited.
15.6.2 Definitions
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Public Record: Information in any format, that has been made by or received by Mason County
in connection with the transaction of public business.
Transitory Record: A public record with minimum retention value. These records can be deleted
“as soon as no longer needed for agency business”. They are subject to public disclosure while
they exist.
Non-Record: Non-records may be created or maintained by County employees, but do not
document the organization, functions, policies, decisions, procedures, operations, or other
activities of Mason County.
Records Management Requirements:
[PER RESOLUTION 68-19, 07/23/2019]
15.7 INTERNET ACCESS
Access to the Internet is available to employees, contractors, whose duties require it for the
conduct of government business. Since Internet activities may be monitored, all personnel
accessing the Internet shall have no expectation of privacy.
15.7.1 Acceptable Use
Mason County provides Internet access to facilitate the conduct of government business.
Occasional and incidental personal internet use shall be permitted if it is not a Prohibited Use
activity, is not conducted during county work time and does not interfere with the government’s
ability to perform its mission. Elected officials and Department Heads shall determine when
usage is acceptable for their employees.
15.7.2 Prohibited Use
Prohibited activities when using the Internet include, but are not limited to, the f ollowing:
1. Browsing explicit pornographic or hate-based web sites, hacker or cracker sites, or other
sites that Mason County has determined to be off-limits.
2. Posting, sending, or acquiring sexually explicit or sexually oriented material, hate -based
material, hacker-related material, or other material determined to be off-limits.
3. Posting or sending sensitive information without management authorization.
4. Accessing outside personal e-mail accounts such as Hotmail or Yahoo mail. Downloads or
attachments from these accounts could bypass the County e-mail virus software.
Information needed from these accounts should be forwarded to the employee’s County
e-mail address.
Mason County Personnel Policies Page 97
5. Using other services available on the Internet, such as FTP or Telnet, on systems for which
the user does not have an account, or on systems that have no guest or anonymous
account for the service being used.
6. Posting commercial announcements or advertising material.
7. Promoting or maintaining a personal or private business.
8. Receiving news feeds and push data updates, unlessupdates unless the material is
required for government business.
9. Using non-work-related applications or software that occupy excess workstation or
network processing time (e.g., processing in conjunction with screen savers, streaming
audioaudio, or video feeds).
10. Conducting fund-raising, endorsing any product or service, lobbying, or participating in
any political or campaign activity.
15.8 GENERALLY PROHIBITIED USES OF INFORMATION RESOURCES
Generally prohibited activities when using government information resources shall include, but
are not limited to, the following:
1. Stealing or copying of electronic files without permission.
2. Violating copyright laws. This includes downloading copyright music or video files.
3. Browsing the private files or accounts of others, except as provided by appropriate
authority.
4. Performing unofficial activities that may degrade the performance of systems or waste
employee time, such as the playing of electronic games.
5. Performing activities intended to circumvent security or access controls of any
organization, including the use of hardware or software tools intended to defeat software
copy protection, discover passwords, identify security vulnerabilities, decrypt encrypted
files, or compromise information security by any other means.
6. Writing, copying, executing, or attempting t o introduce any computer code designed to
self-replicate, damage, or otherwise hinder the performance of or access to any
computer, network, or information.
Mason County Personnel Policies Page 98
7. Accessing the County network via modem or other remote access service without the
approval of management.
8. Promoting or maintaining a personal or private business, orbusiness or using County
information resources for personal gain.
9. Using someone else’s logon ID and password.
10. Disclosing any County information that is not otherwise public.
15.9 MONITORING, AUDITINGAUDITING, AND INSPECTION
Elected Officials and Department Heads may monitor, inspectinspect, or audit the e-mail,
datadata, or information their employees create or utilize on the County information services
resources at any time.
System administrators and other personnel with unrestricted access to email, files, datadata, and
similar services shall receive approval from the supervising Elected Official or Department Head
prior to decrypting, opening or reading the e-mail, data or information of their employees.
If due to unusual circumstances, such as result of viruses, malicious programs, equipment failure
or error, employee e-mail, data or information is read or intercepted, then system administrators
and other employees that intercept, read, or view the information shall inform the responsible
Elected Official or Department Head at the first opportunity.
An Elected official may only be monitored, inspectedinspected, or audited only with the express
authorization of the Prosecutor.
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CHAPTER 16 – SOCIAL MEDIA POLICY
To address the fast-changing landscape of the Internet and the way residents communicate
and obtain information online, Mason County departments may consider using social media
tools to reach a broader audience. The County encourages the use of social media to further
the goals of the County and the missions of its departments, where appropriate. This policy is
not meant to address one particular formform of social media; rather social media in general,
as advances in technology will occur and new tools will emerge. Mason County personnel will
approach the use of social media tools as consistently as possible, County Government wide.
All Mason County social media sites shall comply with all appropriate Revised Code of
Washington (RCW), Mason County policies and standards, including but not limited to:
1. Mason County Electronic Information Acceptable Use Policy (Revision F)
2. Mason County Blogging Policy
3. Mason County Electronic Communications Policy
4. Mason County Personnel Policy
5. RCW 42.52 Ethics in Public Service
6. Mason County Social Media Standards for Facebook and Twitter
7. State of Washington public records laws
Mason County has an overriding interest and expectation in deciding what is "spoken" on behalf
of the County on social media sites. This policy establishes guidelines for the use of social media.
16.1 DEFINITIONS
Blog: A self-published diary or commentary on a particular topic that may allow visitors to post
responses, reactions, or comments. The term is short for "Web log."
Blog article: An original posting of content to a Mason County blog site by a Mason County
blog author.
Blog commenter: A member of the public who submits a comment for posting in response to
the content of a particular Mason County blog article.
Blog comment: A response to a Mason County blog article submitted by a blog commenter.
Mason County blog author: An authorized Mason County employee/official that creates and is
responsible for posted blog articles (see blog article below).
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Mason County blog moderator: An authorized Mason County employee/official, who reviews,
authorizesauthorizes, and allows content submitted by a Mason County blog authors and public
commenters to be posted to a Mason County blog sitesite.
Page: The specific portion of a social media website where content i s displayed, anddisplayed
and managed by an individual or individuals with administrator rights.
Post: Contents an individual share on a social media site or the act of publishing content on a
site.
Profile: Information that a user provides about their self on a social networking site.
Social Media: A category of Internet-based resources that integrate user-generated content and
user participation. This includes, but is not limited to, social networking sites (Facebook,
MySpace), micro-blogging sites (Twitter, Nixle), photo- and video-sharing sites (Flickr, YouTube),
wikis (Wikipedia), blogs, and news sites (Digg, Reddit).
Social Networks: Online platforms where users can create profiles, share information, and
socialize with others using a range of technologies.
Speech: Expression or communication of thoughts or opinions in spoken words, in writing, by
expressive conduct, symbolism, photographs, videotape, or related forms of communication.
Web 2.0: The second generation of the World Wide Web focused on shareable, user generated
content, rather than static web pages. Some use this term interchangeably with social media.
Wiki: Web page(s) that can be edited collaboratively.
16.2 ADMINISTRATION OF SOCIAL MEDIA
The Mason County Information Services Department will maintain a list of social media tools
which are approved for use by County departments and staff.
The Mason County Information Services Department will maintain a list of all Mason County
social media sites, a list of logins and passwords will be supplied by department / Office
directors / managers. (The Mason County Information Services Department must be able to
immediately edit or remove content from social media sites.)
Official Mason County logo must appear somewhere on the “cover page” of the social media site.
Mason County personnel use of personally owned devices to manage the County's
social media activities or in the course of official duties is prohibited without express written
permission by their Department Head.
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Mason County Personnel Policies Page 101
Mason County personnel shall observe and abide by all copyright, trademark, and service mark
restrictions in posting materials to electronic media.
For each social media tool approved for use by the County the following documentation and
financial planning will need to be developed and adopted by each department/office:
• Standards and processes for managing and administration of accountsaccounts.
• Written operational and use guidelinesguidelines.
• Secured budgeting for the approved retention and archiving programprogram.
The following social media sites and networks have been approved for use by Mason County:
• Twitter – Mason County Twitter Standard
• Facebook – Mason County Facebook Standard
All additional social media tools proposed for County use will be forwarded to Information
Services for review and processing for approval.
16.2 MASON COUNTY WEBSITE
The Mason County website (https://masoncountywa.gov/index.php ) will remain the County's
primary and predominant internet presences. The best, most appropriate Mason County uses
of social media tools fall generally into two categories:
1. As channels for disseminating time-sensitive information as quickly as possible
(example: emergency information).
2. As marketing/promotional channels which increase the County's ability to broadcast its
messages to the widest possible audience.
Wherever possible, content posted to Mason County social media sites should contain links
directing users back to the County's official website for in-depth information, forms,
documentsdocuments, or online services necessary to conduct business with Mason
County.
As is the case for Mason County’s web site, assigned department staff will be responsible for
the content and upkeep of any social media sites their department may create.
16.3 SOCIAL MEDIA PUBLIC RECORDS
Mason County’s social media sites are subject to State of Washington public records laws (RCW
42.56). Any content maintained in a social media format that is related to County business,
including a list of subscriberssubscribers, and posted communication, is a public record. The
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Department maintaining the site is responsible for responding completely and accurately to
any public records request for public records on social media. Content related to County
business shall be maintained in an accessible format and so that it can be produced in respons e
to a request utilizing an approved retention and archiving program. Wherever possible, such
sites shall clearly indicate that “any articles and any other content posted or submitted for
posting are subject to public disclosure”. Users shall be notified that public disclosure requests
must be directed to the relevant departmental public disclosure officer.
Washington state law and relevant Mason County records retention schedules apply to social
media formats and social media content. Unless otherwise addressed in a specific social media
standards document, the Department maintaining a site shall preserve records required to be
maintained pursuant to a relevant records retention schedule for the required retention
period on a County server in a format that preserves the integrity of the original record and is
easily accessible through the approved retention and archiving program. Appropriate
retention formats for specific social media tools are detailed in the Mason County Social
Media Standards for Facebook and Twitter.
16.4 USERS AND VISITORS OF MASON COUNTY SOCIAL MEDIA
Users and visitors to social media sites shall be notified that the intended purpose of the site is
to serve as a mechanism for communication between Mason County departments and members
of the public. Social media pages should state, where possible, that “Opinions expressed by
visitors to the page(s) do not reflect the opinions of Mason County”.
Pages shall clearly indicate that posted comments will be monitored and that the department
reserves the right to remove obscenities, off-topic comments, and personal attacks. Mason
County social media site articles and comments containing any of the following forms of content
shall not be allowed:
1. Comments not topically related to the particular social medium article being
commented upon;upon.
2. Comments in support of or opposition to political campaigns, ballot measures or
pending action items;items.
3. Profane language or content;content.
4. Content that promotes, fosters, or perpetuates discrimination on the basis ofbased on
race, creed, color, age, religion, gender, marital status, status with regard to public
assistance, national origin, physical or mental disability or sexual orientation;orientation.
5. Sexual content or links to sexual content;content.
Mason County Personnel Policies Page 103
6. Solicitations of commerce;commerce.
7. Conduct or encouragement of illegal activity;activity.
8. Information that may tend to compromise the safety or security of the public or
public systems; or
9. Content that violates a legal ownership interest of any other party.
These guidelines must be displayed to users or made available by hyperlink. Any content
removed based on these guidelines must be retained, including the time, datedate, and
identity of the poster when available.
Mason County Information Services Department reserves the right to restrict or remove any
content that is deemed in violation of this social media policypolicy, or any applicable law
posted on a Mason County social media site.
15.2 BLOGGING POLICY
Mason County departments Facebook and Twitter accounts, commonly referred to as "blog"
sites, provide County officials the ability to post short articles, exchanges of information, post
status updates and photos, and receive notifications related back to those postings. County blogs
facilitate further discussion of those articles by providing members of the public the opportunity
to submit comments regarding the articles. Comments submitted by members of the public must
be directly related to the content of the article. Submission of comments by members of the
public constitutes participation in a limited public forum.
15.2.1 Procedures
All County blogs shall be:
1. Approved and reviewed by the Mason County department/office Elected Official and
the Mason County Information Services Manager
2. Published using the approved County blog sites (see Social Media Policy)
3. Administered by the Mason County Information Technology Department (except
Mason County Sheriff’s Office).
All Mason County blogs shall adhere to the following Revised Codes of Washington and County
policies:
1. Mason County Electronic Information Acceptable Use Policy (Revision F)
2. Mason County Electronic Communications Policy
3. Mason County Personnel Policy
4. RCW 42.52 Ethic in Public Service
5. Mason County Facebook Standards
Mason County Personnel Policies Page 104
6. Mason County Twitter Standards
The Mason County department/office or Information Services Department reserves the
right to restrict or remove any content that is deemed in violation of this blogging policy
or any applicable law.
1. Mason County blogs are subject to State of Washington public records laws. All blog
sites shall clearly indicate that any content posted or submitted for posting are
subject to public disclosure. All blog sites shall include a notification on the home
page that public disclosure requests must be directed to the department's public
disclosure officer. (seeSee Mason County Social Media Policy)
2. Relevant Mason County records retention schedules apply to blogs and blog content.
Records required to be maintained pursuant to a relevant records retention schedule
shall be maintained for the required retention period in a format that preserves the
integrity of the original record and is easily accessible using the approved retention
and archiving program. Content submitted for posting that is deemed not suitable
for posting on a Mason County Blog by a moderator because it is not topically related
to the particular blog article being commented upon, orupon or is deemed
prohibited content based on the criteria in Section 7 of this policy, shall be retained
pursuant to the records retention schedule along with a description of the reason
the specific content is deemed not suitable for posting.
3. Each County blog shall include an introductory statement which clearly specifies the
purpose and topical scope of the blog.
4. County blog articles and comments containing any of the following forms of content
shall not be allowed for posting:
a. Comments not topically related to the particular blogblog article being
commented upon;upon.
b. Profane language or content;content.
c. Content that promotes, fosters, or perpetuates discrimination on the basis of
race, creed, color, age, religion, gender, marital status, status with regard to
public assistance, national origin, physical or mental disability or sexual
orientation;orientation.
d. Comments that support or oppose political campaigns or ballot
measures;measures.
e. Sexual content or links to sexual content;content.
f. Solicitations of commerce;commerce.
g. Conduct or encouragement of illegal activity;activity.
h. Information that may tend to compromise the safety or security of the public or
public systems;systems.
Mason County Personnel Policies Page 105
i. Content that violates a legal ownership interest of any other party
5. Mason County blog moderators shall allow blog comments that are topically related to
the particular blogblog article being commented and thus within the purpose of the
limited public forum, with the exception ofexcept for the prohibited content listed
above.
6. All Mason County blog moderators shall be trained regarding the terms of this Mason
County Blogging Policy, including their responsibilities to review article content
submitted for posting to ensure compliance with the Policy.
7. All blog sites shall clearly indicate that they are maintained by a particular Mason
County department/office and shall have the Mason County department’s/office
contact information prominently displayed.
15.2.2 Author and Commenter Identification
All Mason County blog authors shall be clearly identified by entering their name at the end of the
post.
Public commenters shall be accompanied by valid contact information including the poster’s
Facebook or Twitter I.D. Anonymous posting shall not be allowed.
Authentication credentials used for posting blog articles and blog comments by authorized
Mason County department/office blog authors shall conform to the County's password standard.
15.2.3 Ownership and Moderation
The content of each Mason County blog shall be the sole responsibility of the department/office
producing and using the blog.
Comments submitted to a Mason County b log shall be moderated by an authorized blog
moderator that has been trained and assigned by the department/office manager.
15.2.4 Blog Comments & Responses
All blog articles submitted with attached content shall be scanned using antivirus technology
prior to posting.
The linked content of embedded hyperlinks within any Mason County blog articles or blog
comments submitted for posting shall be evaluated prior to posting. Any posted hyperlinks
shall be accompanied by a disclaimer stating that “Mason County guarantees neither the
authenticity, accuracy, appropriateness nor security of the link, web site or content linked
thereto.”
Mason County Personnel Policies Page 106
15.3 FACEBOOK STANDARDS POLICY
Facebook is a social networking site. Businesses and governments have joined individuals in using
Facebook to promote activities, programs, projectsprojects, and events. This standard is designed
for County departments / Offices looking to drive traffic to the Mason County Web sites
(www.co.mason.wa.us) and to inform more people about County’s activities. These standards
should be used in conjunction with the County's Blogging Policy and Social Media Policy. As
Facebook changes, these standards may be updated as needed.
15.3.1 Establishing a Page
When a department determines it has a business n eed for a Facebook account, it will submit a
request through their chain of command to the Elected Official or Division Director. Once
approved by their Elected Official or Division Director, the department social media personnel
will create the page which will include the official County logo.
15.3.2 Content
1. Type of 'pages'
a. The County department will create “pages” in Facebook not “groups”. Facebook
“pages” offer distinct advantages including greater visibility,
customizationcustomization, and measurability. Related community pages are
unofficial representations of county business created by Facebook. Community
pages will currently be accepted as is unless there is a copyright/trademark issue.
b. For “type” description, choose “government”.
2. Page Design Requirements
a. The Mason County logo is to be added to the cover photo.
b. Departments will complete the Page Info section as fully as possible.
c. If comments are turned on, the Facebook page should include a tab/link to a
Comment Policy tab with the following disclaimer:
Comments posted to this page will be monitored. Under the Mason County blogging policy,
the County reserves the right to remove inappropriate comments including those that have
obscene language or sexual content, threatenthreaten, or defame any person or
organization, violate the legal ownership interest of another party, support or oppose
political candidates or ballot propositions, promote illegal activity, promote commercial
services or products or are not topically related to the particular posting.
3. Link to the Mason County Website
a. Link to (www.co.mason.wa.us) will be included on the “Page” information
section.
b. County department and project pages should be page favorites of other County
Facebook pages.
Mason County Personnel Policies Page 107
4. Page Naming
a. Page name should be descriptive of the department.
o Departments will choose carefully with consideration for abbreviations,
slang iterations, etc.
o The Division Director will approve proposed names.
5. Page Administrators
a. A successful page requires "babysitting." Each department communications
officer is responsible for monitoring the Facebook page. Posts should be
approved by the Division Director or a designated alternate.
b. The department communications officer is responsible for making sure content
is not stale. Departments will designate a back-up editor in communications
officer's absence.
c. Information Service department will be provided logins, passwords and editing
rights by the Division Director or Elected Official for emergency editing.
6. Comments and Discussion Boards
a. Comments to department / office postings generally will be allowed but will be
monitored by department / office communications officer for proper content.
b. Discussion boards will be monitored by the communications officer for proper
content.
7. Style
a. County Department Facebook cover page will display the official County logo.
The Information Services Department will provide departments with the official
county logo.
b. Departments will use proper grammar and standard Associated Press (AP) style,
avoiding jargon and abbreviations. Facebook is more casual than most other
communication tools but still represents the County at all timesalways
represents the County.
8. Applications and Security
a. There are thousands of Facebook applications. Common applications can allow
users to stream video and music, post photos, and view. While some may be
useful to the page's mission, they can cause clutter and security risks.
Mason County Personnel Policies Page 108
b. An application should not be used unless it serves a business purpose, adds to
the user experience, comes from a trusted sourcesource, and is approved by the
Elected Official or Division Director.
c. An application may be removed at any time if there is significant reason to think
it is causing a security breach or spreading viruses.
d. For security purposes, all Facebook accounts logins and password will be kept by
the assigned department communications officers, Division Director / Elected
Official, and Information Services.
15.3.3 Archive
Each Facebook page will be set up in conjunction by Information Services to a designated
county account. Mason County’s social media sites are subject to State of Washington public
records laws RCW 42.56 .
Content that cannot be retrieved from Facebook via the approved retention and archivi ng
program, but need to be retained as a record, will be printedprinted, and maintained according
to the County’s records retention policy by that individual department / office utilizing the
account.
15.4 TWITTER STANDARDS POLICY
Twitter is a micro blogging tool that allows account holders to tweet up to 140 characters of
information to followers. By procuring and maintaining Twitter accounts, County departments
will communicate information directly to their Twitter followers, aler ting them to news and
directing them to the Mason County Website (www.co.mason.wa.us) for more information.
These standards should be used in conjunction with the County's Social Media Policy.
15.4.1 Content
1. Department communications officer shall hold and maintain their department's
Twitter account.
a. Each department will have only one Twitter account, unless otherwise approved
by the Elected Official or Division Director. Account information, including
usernames and passwords, shall be registeredregistered, and updated with the
department Communications officer, Division Director and Elected Official.
Information Service department will be provided logins, passwords and editing
rights by the Division Director or Elected Official for emergency editing.
Mason County Personnel Policies Page 109
2. All Mason County department's Twitter bio will read: (Department name) Comments,
list of followers subject to public disclosure (RCW 42.56). If appropriate the following
will be added: This site is not monitored. Call 911 for emergencies.
3. Twitter usernames shall begin with "Mason" (MasonParks, MasonPW and MasonPH).
In cases where the username is too many characters, begin with "MC" (MCProsecutor).
4. Department Twitter account backgrounds will share an official Mason County logo
provided by the Information Services Department.
5. Twitter accounts shall serve three primary purposes:
a. Get emergency information in/out quicklyquickly.
b. Promote County-sponsored eventsevents.
c. Refer followers to content hosted at www.masoncountywa.gov
7. Information posted on Twitter shall conform to the policies and procedures of the
County Social Media Policy and the department / office posting the information.
Tweets shall be relevant, timely and informative.
8. Twitter content is short synopsis of information presented on the Mason County
Website and other existing information dissemination mechanisms. Department
communications officer shall ensure that information is posted correctly the first time.
Twitter does not allow for content editing.
9. Department communications officer shall be responsive to those citizens who
communicate via Twitter's @reply or direct message functions. Communication with
followers will be timely and consistent with existing protocols.
10. Mason County Information Services Department shall have the right to suspend or
close a Twitter account for improper usage in alliance with the Mason County Social
Media Policy.
15.4.2 Archive
Department communications officer shall be responsible for archiving Twitter posts. Initial
policy will be to archive Twitter postings with the approved retention and archiving program
selected by the Information Services in accordance towith RCW 42.56. In the retention and
Formatted: Indent: Left: 0"
Mason County Personnel Policies Page 110
archiving program Twitter archives may not be visible to the public, butpublic but will be
accessible for public document retention purposes.
Mason County Personnel Policies Page 111
CHAPTER 17 CELLULAR TELEPHONE POLICY
This policy applies to all employees of Mason County, unless otherwise addressed by a current
collective bargaining agreement or public safety policy.
17.1 DEFINITIONS
Cellular Telephones: This includes, butincludes but is not limited to: Mobile devices that can be
used for phone calls and/or texting messages, internetinternet, and network features.
Electronic Files: Information stored electronically residing on storage media containing data,
images, programsprograms, or other information. This includes all files produced or copied onto
County-owned or operated hardware, or files produced or copied either to or from other
information systems on behalf of the County.
Text Messages: The act of composing and sending brief, electronic messages between two or
more mobile phones, or fixed or portable devices over a phone network.
Internet: Refers to connectivity with other agencies, networks and/or services outside local area
networks established and maintained by Mason County.
17.2 COUNTY OWNED CELLULAR PHONES
It is the policy of Mason County to provide employees with efficient, cost effectivecost-effective
telephone communication equipment and services. The purchase and utilization of cellular
telephones shall be limited to the requirement and specification contained in this policy.
The acquisition of cellular telephones shall be limited to those instances in which there is a
demonstrated need for such equipment to perform essential County business or to improve
safety, increase productivity, increase service to the public, or in situations in which necessary
communications cannot be provided by any other means. The purchase of cellular telephones
shall be subject to approval by the Department Head and completed by Mason County
Information Services.
County Information Services Department shall install, service , and support cellular telephones
software connected to the County’s network system. All equipment purchases, including
hardware (phones) or software (applications), shall be approved, in writing, by the department
head prior to purchase or installation on to cellular phone or communications equipment by
Information Services.
Mason County Personnel Policies Page 112
Additionally, electronic communication equipment purchased and owned by employees with t he
intent of using it for County purposes will not be eligible for County reimbursement or to be
placed on the County’s network system.
17.3 USE OF CELLULAR PHONES
Discretion is to be used in discussing confidential information using cellular communication.
Cellular transmissions can be overheard by others. Employees are responsible for taking
reasonable precautions to prevent theft and/or vandalism of cellular equipment. In an event an
employee fails to use reasonable precautions, the county may require the employee responsible
for such cellular telephone to reimburse the county for the reasonable cost to replace such
telephone.
17.4 PERSONAL USE OF CELLULAR PHONES
The County recognizes that occasions arise in which personal calls or text me ssages need to be
made or received on a cellular telephone. However, it is intended that cellular telephones be
used for County business-related purposes. Personal calls and text messages are to be minimized.
Calls or text messages home or to the family, etc., by County staff when required to work
extended hours shall be considered business calls or texts.
Making and receiving personal calls or text messages should be limited. Use of personal cellular
telephones and/or County telephone equipment and services should not result in additional
costs to the County and should not interfere with performance of official duties or normal
business operations. Employees are trusted to exercise good judgment in both the duration and
frequency of such calls and text messages. The County reserves the right to monitor the billing
and use of all County owned cellular telephones. The County normally does not reimburse
employees for calls made on personal cellular phones.
17.5 TERMINATION OF USE OF COUNTY OWNED CELLULAR PHONES
If the conditions of this policy are violated by the employee, the department head may restrict
or terminate the use of County owned cellular phones by the employee.
17.6 RECORDS RETENTION OF CELL PHONE RECORD
The County Auditor’s Office will retain copies of the County cellular telephone billing records.
These billing records must include call history (all numbers called and text messages) in
accordance with the laws set forth by the State of Washington. Billing records sent to the
Auditor’s Office without the call history will not be paid and sent back to the department due to
lack of information. Text message contents will be retained the in the same fashion as the
County’s e-mails.
Mason County Personnel Policies Page 113
Cellular phone calls, text messages, e-mails, electronic filesfiles, and internet usage made on
County owned phones are subject to the Public Records Act (RCW 42.56), and the Washington
Court Rules and specifically General Rules (GR) 22, 31 and 31.1 for courts. Therefore, there is an
extremely narrow scope of expectation of privacy. All calls and text messages are open to public
records requests. Information Services will provide text message management; install the
application for and storage of text messages.
17.7 SERVICE BILLING
Information Services will manage and administer all County cellular phone contracts to include
service plans, maintenance agreements and upgrades. The retention software will be purchased
and funded by Information Services.
The cellular company will provide Information Services with individual department statements
of monthly services. Information Services will provide individual departments a copy of their
monthly statements. Each county department/office will be responsible for yearly budgeting and
Support Services will voucher payment from the individual departmental budgets.
The consolidated contract’s services will be shared by all County owned cellular telephones and
will be subject to review by Information Services of individual’s usage. If individual’s usage
exceeds the County’s average usage and an overages fee is charged, those individual’s
departments will be responsible for the payment of the overage fee.
If individual’s usage is determined to be for non-county use, the individual shall be personally
responsible for the overages fee.
Mason County Personnel Policies Page 114
CHAPTER 18 TELEWORK POLICY
18.1 PURPOSE
To establish guidance and direction for when there is a determined need for qualified employees
to conduct County business from a location outside the normal work location.
18.2 ELIGIBILITY
Teleworking may be used on specific occasions or more often depending on the need. Qualified
employees may request approval to telework, but all may not be eligible. Their work must:
1. Require minimal face-to-face interaction with co-workers, supervisorssupervisors, and
customers. Writing, reading, telephoning, data analysis, computer programming, word
processing and certain data entry functions are all tasks amenable to teleworking.
2. Have a minimal need for specialized material, equipmentequipment, or supervision.
An employee’s request to telework will be considered in light of the objectives of the office or
department and must be approved by the Elected Official/County Administrator/Department
Head for the office or department.
Approval is discretionary and will be based on the following factors:
1. Office/Department needs;needs, e.g., emergencies, special projects, critical position, etc.
2. Employee’s job performance history
3. Nature of work
4. Effect on service to clients and effect on office workload
5. Competing work schedule or leave requestsrequests.
18.3 JOB RESPONSIBLITIES AND CONDITIONS
1. Employee salary, job responsibilities, benefits and insurance coverage will not change.
2. Professionalism in terms of job responsibilities, work, output, and customer service will
continue to follow the high standards set by County policies.
3. Teleworkers are responsible for maintaining effective workflow among clients,
coworkers, and the Elected Official/County Administrator/Department Head.
4. The amount of time an employee is expected to work will not change. Overtime hours
will not be permitted unless requested and authorized in advance by the supervisor.
5. Teleworking is not a substitute for dependent care.
Mason County Personnel Policies Page 115
6. Teleworkers may withdraw or be withdrawn by the Elected Official/County
Administrator/Department Head from the program at any time with three (3) days
written notice, or sooner if there is an immediate need.
18.4 TELEWORK SITE
The Teleworker must designate and maintain a clean, safe, and productive workspace that is
adequate for accomplishing necessary tasks and free of obstructions and distractions. The site
must also be ergonomically correct based upon Labor & Industries guidelines to prevent
occupational disease or injuries.
1. Employee’sEmployees telework sites isare considered an extension of the
office/department for limited purposes while employee is in official telework status. All
County policies are in effect.
2. The County owned computing device, or any other equipment assigned to the employee
while teleworking shall not be used for personal business.
3. The County may make on-site inspections of the telework work site and any County-
owned equipment, at a mutually agreed upon time.
4. The County may electronically monitor employee’s activities while connected to County
network.
5. Teleworkers will take precautions necessary to secure proprietary and confidential
information and prevent unauthorized access to any County systems or paper files.
6. Employee’s in telework status shall be available during the approved work schedule for
telephone calls.
7. The county will not pay for a telework site (physical facility), telephone lines, or internet
connection.
8. A Teleworker must not conduct in-person meetings with customers or co-workers while
working from home.
18.5 COMPUTERS, SOFTWARE, SUPPLIES, AND SUPPORT
1. Any hardware or software furnished by the County remains the property of the County
and will be returned should a teleworking agreement be terminated. Information
Technology (IT) will coordinate all transfers of equipment according to established
procedures.
Mason County Personnel Policies Page 116
2. County owned software may not be duplicated except as formally authorized by the
manufacturer’s licensing agreement.
3. Any requests for PCs or terminals with access to County networks, mainframes, or other
applications must be reviewed and approved by the IT Department.
4. County equipment (computers, printers, modems, telephones, etc.) furnished to the
teleworking employee is to be used only by authorized persons for official County
business.
5. Supplies required to complete assigned work at the telework work site shall be obtained
during the teleworker’s in-office work periods.
6. IT shall be responsible for any County equipment maintenance, installation of software,
security access, or support.
7. Only County approved software will be installed on County approved teleworking
equipment.
8. Teleworkers requiring access to the County’s Virtual Private Network (VPN) must contact
IT Help Desk at 360-427-9670 ext. 558, via the County’s IT Support Ticket System at
http://helpdesk.mason.local/tickets/ or via e-mail to toddc@masoncountywa.gov to
request an account.
18.6 WORKERS’S COMPENSATION
During Telework hours, the Teleworker is covered for any injury arising out of and in the course
of employment pursuant to the Washington State Workers’ Compensation Ac t. A Teleworker
injured while working at the Teleworker’s residence or other Remote Work Locations is required
to follow established County procedures for reporting on-the-job injuries. This can be found on
the Human Resources website: https://masoncountywa.gov/forms/human-
resources/Employee-Injury-Illness-Incident-Report.pdf
18.7 OVERTIME, LEAVE, AND COMPENSATION
In accordance with the County’s overtime policy, overtime must be approved in advance to
preclude any unintended liability for premium pay. Teleworkers must receive supervisory
approval prior to working beyond their normal hours of duty. Failure to obtain supervisory
approval may result in the termination of the Telework Arrangement and possible disciplinary
action.
Mason County Personnel Policies Page 117
Procedures for requesting leave will remain unchanged. The teleworker is responsible for
obtaining leave approval in advance and keeping appropriate personnel informed of leave usage
in accordance with either the Personnel Policy or applicable Collective Bargaining Agreement
policy and procedures.
Teleworkers working at their Remote Work Location will be granted the same holidays as
employees working at the Main Worksite.
If a Teleworker becomes sick at any time while Teleworking, the Teleworker must immediately
notify their Managermanager and use sick leave to cover those hours not worked. If a Teleworker
must take some other form of leave, the Teleworker must request leave from their
Managermanager immediately and use the leave to cover those hours not worked. A
Teleworker’s compensation and benefits will not change due to participation in the Telework
Program.
A Teleworker must submit timesheets and leave requests in accordance with the normal policies
and procedures.
18.8 LIABILITY
The County will defend and indemnify a Teleworker who is Teleworking at their residence or
other approved Remote Work Location for all claims arising out of and with the Teleworker’s
scope of employment consistent with the provisions for the Local Government Tort Claims Act
and other applicable laws and in accordance ofwith Mason County’s Policy and Procedure for
Defense and Indemnity of Employees, Ordinance No. 06-18.
Mason County is not liable for any loss, destruction, or damage to property or for any injury or
loss to third persons occurring at or around the Teleworker’s residence or other approved
Remote Work Location.
18.9 INCLEMENT WEATHER
It is a County priority to ensure continuity of operations during inclement weather or other
emergency conditions. In the event of a County declared general, weather -related, or other
public health emergency closes the Teleworker’s Main Worksite, a teleworking employee
scheduled to Telework will be required to continue working remotely, unless it is impossible
(power outage).
County closures, or limited operation changes, are typically to accommodate the safety of
employees who are risking the travel to and from the worksite. Teleworking is a privilege and
does not include a risk of traveling to and from the worksite.
18.10 CONFIDENTIALITY
A Teleworker is responsible for protecting the confidentiality, integrity, and availability of
Mason County Personnel Policies Page 118
data, information, and paper files used when Teleworking. A Teleworker must follow all
applicable County, federal, state, and departmental policies, laws, and regulations to
protect data, accessed or maintained while Teleworking. In addition, Teleworking
employees must adhere to the following:
1. Protecting information assets from unauthorized access and use by others, including
family members, friends, and other visitors.
2. Leaving information assets only in secured locations and not in unattended or'
unlocked vehicles, or other locations where they may be easily stolen.
3. Ensuring that any County issued equipment, such as cell phones, hot spots, or
computers passwords are protected from unauthorized access and use by the
Teleworker's personal equipment (i.e.i.e., County issued hot spot hooked up to
personal laptop or cellphone, etc...) or used by others, including family members,
friends, and other visitors. Costs incurred by personal use shall be paid by the
Teleworker.
Mason County Personnel Policies Page 119
MASON COUNTY PERSONNEL POLICIES
ADOPTION CHRONOLOGY
Action Resolution Number Date
Original Adoption 148-99 December 21, 1999
Revised Chapter 6.3 63-00 July 5, 2000
Add Chapter 5.8 7-01 January 23, 2001
Revised Chapter 5.6 93-01 August 28, 2001
Revised Chapter 4.6 and 7.11 37-14 July 8, 2014
Revised Chapter 5.3 71-15 December 22, 2015
Revised Chapter 8.3 27-16 May 24, 2016
Added Chapter 15.1-15.4 56-16 September 20, 2016
Revised Chapter 4.5 70-16 October 18, 2016
Added Chapter 16.1-16.7 102-16 December 20, 2016
Revised Chapter 13 19-17 April 11, 2017
Revised Chapter 7 & 13 04-18 February 6, 2018
Added Chapter 2.3 22-18 April 3, 2018
Revised Chapter 14.5
Added Chapter 14.6
68-19 July 23, 2019
Revised Chapter 4.2, 4.3, 5.5,
5.10, 7.9, and 13
89-19 September 3, 2019
Revised Chapter 16.7 96-19 October 8, 2019
Revised Chapter 7.9 and 8.5 2020-01 January 7, 2020
Revised Chapter 13 2020-24 March 3, 2020
Revised Chapter 4.5 2020-28 March 17, 2020
Revised Chapter 4.3 and 7.10 2020-86 November 3, 2020
Revised Chapter 3.5, 5.1, 5.2,
5.3, 5.12, 7, 7.1, 7.3, 7.6, 7.10,
7.11, and 17
2021-047 August 3, 2021
Added Chapter 5.13 2022-036 May, 2022
Mason County Personnel Policies Page 120
Revised Chapters 2-17 2022-087 December 6, 2022
Revised Chapters 2-17 2023- January
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mary Ransier Ext. 422
Department: Human Resources Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☒ Human Resources ☐ Legal ☐ Information Technology ☐ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.9
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Stephen Thur Reclass from Accounting Technician to Senior Accounting Technician
Background/Executive Summary:
Human Resources conducted an analysis and review of the existing and requested position descriptions,
documentation provided, desk audit, and conducted interviews with the requestor and the department.
Human Resources has determined there is enough change in duties, authority, scope, education and/or
experience which would warrant a reclassification to Senior Accounting Technician. The recommended
range/step is in compliance with the current Teamsters General Services Collective Bargaining
Agreement (CBA).
Budget Impact (amount, funding source, budget amendment):
For 2023 $4,585; projected future year budget impact $7,205.
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the reclassification for Stephen Thur in Public Health & Human Services from Accounting
Technician to Senior Accounting Technician, Step 1.
Attachments:
Reclass Findings
Budget Impact
__________________________________________________________________________________________________
MEMORANDUM
To: Stephen Thur, Accounting Technician
From: Mary Ransier, Human Resources Director
Date: January 30, 2023
Subject: Program Support Technician Reclassification Request
Union/Non-Represented: Teamsters Union Local No. 252 – General Services
Current Range/Step: 2022-2025 CBA – Accounting Technician (Step 2) Salary: $25.03/hour
Requested Range/Step: 2022-2025 CBA – Program Support Technician (Step 1) Salary: $29.52/hour
Requested New Title: Program Support Technician
Background: (Employee’s Request)
Originally hired as an Accounting Technician Aug. 16, 2021, to perform entry-level technical accounting work and assist
with the maintenance of accounting records to provide the senior level Accounting Technician with necessary financial
information for the Public Health Division of the Community Services Department. I process accounts payable, ensure
purchases are made while adhering to established departmental procedures, perform bank deposits after reviewing
and summarizing clerical staff daily cash deposits. I also process bi-monthly payroll and coordinate payroll with county
auditors.
Additionally, as explained in paragraph 2 below are what I feel are "expanded" duties of my position.
I have an A.A. degree in Business Administration and have completed ALL accounting course work towards a B.S. degree
(concentration in accounting) at Calif. State University Chico. This academic course work is far beyond the requirements
of an Accounting Technician.
My work experience (up until now has been in the private sector) was that of an Accountant, Senior Accountant,
Accounting Manager, Internal Auditor, Budget Director, Controller, Business Manager and CFO in responsibility but not
title. Many of these positions placed me in a supervisory role with regards to managing accounting departments and
staff.
Policy Qualification Analysis:
Evidence of possible eligibility for reclassification:
a. Most job duties have changed to the extent they are more accurately reflected in the requested
classification description; ☐ Yes ☒ No
Human Resources
Mason County Support Services Department
411 N 5th Street
Shelton, WA 98584
360.427.9670 ext. 422
b. Most job duties have changed to the extent the job entails a different skill set, which requires
increased education or experience to perform essential job functions. ☒ Yes ☐ No
Human Resources Analysis:
Human Resources conducted an analysis and review of the existing and requested position descriptions, documentation
provided, desk audit, and conducted interviews with the requestor and the department. Human Resources has
determined there is not enough change in job duties, authority, scope, education, and/or experience to warrant a
reclassification to Program Support Technician. However, there is enough change in duties, authority, scope, education
and/or experience which would warrant a reclassification to Senior Accounting Technician.
HR Recommendation:
Recommendation is to deny the reclassification request to Program Support Technician. HR has determined a
reclassification to Senior Accounting Technician would be appropriate.
HR Recommended Range/Step:
2022-2025 CBA – Senior Accounting Technician Step 1
Salary: $26.85/hour
Parties are encouraged to review the Reclassification chapter of the Personnel Policy.
cc: Teamsters
Department Director
Department: Public HealthBargaining Unit: GST‐ General Services TeamstersType: ComparisonEffective: 1/1/2023Position Title From: Accounting TechnicianPosition Title To: Senior Accounting Technician 2023 Budget Impact Projected future year budget impact using 2025 top steps Monthly Salary ‐ GST Accounting Tech, Step 24,338.52$ Monthly Salary ‐ GST Accounting Tech, Step 6, 2025 scale4,981.59$ Annual Salary:52,062.30$ Annual Salary:59,779.09$ Monthly Salary ‐ GST Senior Accounting Tech, Step 14,653.99$ Monthly Salary ‐ GST Senior Accounting Tech, Step 6, 2025 scale5,477.32$ Annual Salary (NU):55,847.89$ Annual Salary (NU):65,727.87$ Difference:3,786$ Difference:5,949$ Total Salaries & Wages Increase:3,786$ Total Salaries & Wages Increase:5,949$ FICA 7.65% 290$ FICA 7.65% 455$ PERS 12.86% 487$ PERS 12.86% 765$ WA Paid FMLA 0.60% 23$ WA Paid FMLA 0.60% 36$ Industrial Insurance (rate/hr) 0.2392$ Industrial Insurance (rate/hr) 0.2392$ MedicalMedicalMedicalMedicalMedical Difference (Annually) ‐$ Medical Difference (Annually) ‐$ Teamsters Retirement (rate/hr) N/A Teamsters Retirement (rate/hr)N/AUnemployment (Annual) Unemployment (Annual)Reserve for Tech (Annual) Reserve for Tech (Annual)Total Benefits: 799$ Total Benefits: 1,256$ Total Salary & Benefits Increase: 4,585$ Total Salary & Benefits Increase: 7,205$
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mary Ransier Ext. 422
Department: Human Resources Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): January 30 & February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☒ Human Resources ☐ Legal ☐ Information Technology ☐ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.10
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Second Proposal/Findings of Non-Represented Class/Comp Study with 2023 Data from Comp Counties
Background/Executive Summary:
The Board approved a classification and compensation study of the County’s non-represented employees
in 2022. This is the second recommendation and findings of the study with 2023 data from Comp
counties. The presentation will include recommended changes to the Non-Represented Salary
Alignment/Schedule for 2023 and 2024, Market Adjustments, and Retitling.
Budget Impact (amount, funding source, budget amendment):
~ $350,010
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the Resolution reflecting a 2.5% increase between Steps 9 and 10 for all Ranges and the
retitling of the following positions: Senior Deputy Coroner to Deputy Coroner, Clerk of the
Board/Records Specialist to Clerk of the Board, Risk & Safety Compliance Manager to Risk Manager,
Program Manager I to Solid Waste Manager, Administrative Manager to Prosecuting Attorney
Administrative Manager,
Attachments:
Resolution
2022 Study Updates
2023 Illustrative Market Position
2022 Iterative Adjustments
Briefing 2.27.2023
2022 Data- All Study Updates
1. Adjust current Non-Rep Salary Range Alignment – Change Steps 9 and 10 to 2.5% (all ranges)
General Fund $43,844
Other Funds $30,126
Cost $73,970
2. Addition of new ranges to Salary Range Alignment – New 46, New 47, New 48
Cost: N/A
3. Non-Rep Salary Range Realignment/Title Changes – Get to Market
Position Action New Title Current
Range
New
Range
Therapeutic Courts Caseworker Market Adj 10 16
Senior Deputy Coroner Market Adj
Retitle
Deputy Coroner 11 17
Clerk of the Board/Records
Specialist
Market Adj
Retitle
Clerk of the Board 19 24
Official Court Recorder/JA
Official Court Recorder/Family Law
Market Adj 19 22
Office Manager Market Adj 20 25
Noxious Weed Coordinator Market Adj 21 23
Financial Analyst Market Adj 21 24
Risk & Safety Compliance Manager Market Adj
Retitle
Risk Manager 21 29
Personnel Analyst Market Adj
Retitle
HR Analyst 21 27
Personnel & Risk Analyst Market Adj
Retitle
HR Analyst 21 27
Public Works Office Administrator Market Adj 23 27
Program Manager I Market Adj
Retitle
Solid Waste Manager 25 29
Administrative Manager Market Adj
Retitle
Prosecuting Attorney
Administrative
Manager
29 33
Chief Deputy Assessor Market Adj 29 32
Chief Deputy Clerk Market Adj 29 31
Chief Deputy Treasurer Market Adj 29 32
Juvenile Detention Manager Market Adj 29 31
Public Works Finance Manager Market Adj 31 36
Community Health Manager Market Adj 33 35
Briefing 2.27.2023
Environmental Health Manager Market Adj 33 35
Road Ops & Maint Manager Market Adj 34 36
Chief Civil Deputy Market Adj 38 42
Budget & Finance Manager Market Adj 39 41
Chief Finance Officer Market Adj 39 42
Central Services Manager Market Adj 40 42
County Engineer Market Adj 44 New 46
Cost of Range Realignment w/ 2.5% for Steps 9 and 10
General Fund $225,280
Other Funds $94,730
Cost $350,010
Cost of Range Realignment – Steps 9 and 10 as is
General Fund $211,435
Other Funds $64,604
Cost $276,039
Briefing 1.30.2023
2023 Data – Get to Market
1. Addition of new ranges to Salary Range Alignment – New 46, New 47, New 48, New 49
Cost: N/A
2. 2023 Non-Rep Salary Range Realignment/Title Changes
Position Action New Title Current
Range
New
Range
Therapeutic Courts Caseworker Market Adj 10 18
Senior Deputy Coroner Market Adj
Retitle
Deputy Coroner 11 19
Clerk of the Board/Records
Specialist
Market Adj
Retitle
Clerk of the Board 19 29
Official Court Recorder/JA
Official Court Recorder/Family Law
Market Adj 19 24
Office Manager Market Adj 20 28
Noxious Weed Coordinator Market Adj 21 24
Financial Analyst Market Adj 21 25
Public Records Coordinator Market Adj 21 26
Risk & Safety Compliance Manager Market Adj
Retitle
Risk Manager 21 30
HR Analyst Market Adj
Retitle
21 29
HR Analyst Market Adj
Retitle
21 29
Public Works Office Administrator Market Adj 23 29
Program Manager I Market Adj
Retitle
Solid Waste Manager 25 29
Elections Superintendent Market Adj 27 29
Administrative Manager Market Adj
Retitle
Prosecuting Attorney
Administrative
Manager
29 34
Chief Deputy Assessor Market Adj 29 33
Chief Deputy Clerk Market Adj 29 31
Chief Deputy Treasurer Market Adj 29 33
Juvenile Detention Manager Market Adj 29 33
Public Works Finance Manager Market Adj 31 37
Community Health Manager Market Adj 33 37
Environmental Health Manager Market Adj 33 37
Engineer III Market Adj 33 36
Road Ops & Maint Manager Market Adj 34 38
Chief Civil Deputy Market Adj 38 43
Budget & Finance Manager Market Adj 39 43
Chief Finance Officer Market Adj 39 43
Briefing 1.30.2023
Central Services Manager Market Adj 40 44
Chief Criminal Deputy Market Adj 43 45
County Engineer Market Adj 44 New 47
Briefing 1.30.2023
2022 Data-2023 to 2024 iteration
Position Action New Title Current
Range
2023
Range
2024
Range
Therapeutic Courts Caseworker Market Adj 10 13 16
Senior Deputy Coroner Market Adj
Retitle
Deputy Coroner 11 14 17
Clerk of the Board/Records
Specialist
Market Adj
Retitle
Clerk of the Board 19 24 29
Official Court Recorder/JA
Official Court Recorder/Family
Law
Market Adj 19 22 No
change
Office Manager Market Adj 20 23 26
Noxious Weed Coordinator Market Adj 21 23 No
change
Financial Analyst Market Adj 21 24 No
change
Risk & Safety Compliance
Manager
Market Adj
Retitle
Risk Manager 21 25 29
HR Analyst Market Adj 21 24 27
HR Analyst Market Adj 21 24 27
Public Works Office
Administrator
Market Adj 23 25 27
Program Manager I Market Adj
Retitle
Solid Waste Manager 25 27 29
Administrative Manager Market Adj
Retitle
Prosecuting Attorney
Administrative
Manager
29 31 33
Chief Deputy Assessor Market Adj 29 32 No
change
Chief Deputy Clerk Market Adj 29 31 No
change
Chief Deputy Treasurer Market Adj 29 32 No
change
Juvenile Detention Manager Market Adj 29 31 No
change
Public Works Finance Manager Market Adj 31 34 36
Community Health Manager Market Adj 33 35 No
change
Environmental Health Manager Market Adj 33 35 No
change
Chief Civil Deputy Market Adj 38 41 43
Budget & Finance Manager Market Adj 39 41 No
change
Briefing 1.30.2023
Chief Finance Officer Market Adj 39 42 No
change
Central Services Manager Market Adj 40 42 No
change
County Engineer Market Adj 44 New
46
No
change
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mary Ransier Ext. 422
Department: Human Resources Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☒ Human Resources ☒ Legal ☐ Information Technology ☒ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.11
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Lead Pay Language to Article 10 Other Compensation of the 2022-2024 Teamsters Union Local No. 252
Appraisers Unit
Background/Executive Summary:
The County and Teamsters Union Local No. 252 Appraisers Unit entered into a Collective Bargaining
Agreement for 2022-2024. The agreement does not provide for Lead Worker.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the Memorandum of Understanding with Teamsters Union Local No. 252 Appraiser’s Unit
to add Lead Worker language in Article 10 of the current 2022-2024 Collective Bargaining Agreement.
Attachments:
Memorandum of Understanding
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mary Ransier Ext. 422
Department: Human Resources Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☒ Human Resources ☐ Legal ☐ Information Technology ☒ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.12
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Scrivener’s error to the Appendix A – Wage Tables in the 2022-2024 Woodworkers Local Lodge W38
IAM Corrections & Support Staff Collective Bargaining Agreement
Background/Executive Summary:
The County and Woodworkers Local Lodge W38 IAM entered into a Collective Bargaining Agreement
for 2022-2024 for MCSO Corrections and Support Staff. The scrivener’s error located in the 2022-24
wage tables in Appendix A were missing step 6 and step 7 for the Evidence Tech classification.
Additionally, there was not supposed to be a step 6 or 7 under the Accountant classification.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the Memorandum of Understanding for the 2022-2024 Woodworkers Local Lodge W38
IAM Corrections & Support Staff Collective Bargaining Agreement to correct a Scrivener’s error to the
Appendix A – Wage Tables.
Attachments:
Memorandum of Understanding
1
MEMORANDUM OF UNDERSTANDING
Between the
WOODWORKERS LOCAL LODGE W38 I.A.M.
CORRECTIONS & SUPPORT STAFF
And
MASON COUNTY SHERIFF’S OFFICE
Mason County and Woodworkers Local Lodge W38 I.A.M. agree to correct a scrivener’s error to the
current Collective Bargaining Agreement as prescribed below.
Whereas, the parties are in a current Collective Bargaining Agreement with a term expiring December
31, 2024;
Whereas, the wage tables in Appendix A - Wages are incorrect due to an identified scrivener’s error;
Now, therefore, the parties agree to correct the wage tables as follows:
Appendix A – Wage Tables 2021-2023
Effective June 1, 2022 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
ACCOUNTANT $4,466.32 $4,562.35 $4,655.66 $4,744.78 $4,846.29
ANIMAL CONTROL OFFICER $3,677.61 $3,927.27 $4,184.11 $4,437.40
SUPPORT SPECIALIST I $3,448.88 $3,644.24 $3,839.66 $4,030.90 $4,224.43 $4,308.92 $4,395.10
SUPPORT SPECIALIST II $4,125.80 $4,213.73 $4,300.23 $4,384.01 $4,476.12 $4,565.64 $4,656.96
SUPPORT SPECIALIST III $4,336.56 $4,428.70 $4,519.40 $4,607.36 $4,702.23 $4,796.27 $4,892.20
FINANCIAL ASSISTANT $4,441.17 $4,624.04 $4,815.28 $5,009.31 $5,214.47 $5,318.76 $5,425.13
FOOD SERVICES COORDINATOR $3,554.00 $3,641.56 $3,725.62 $3,812.04 $3,900.85
EVIDENCE TECH $3,641.19 $3,805.87 $4,047.62 $4,304.69 $4,579.09 $4,670.67 $4,764.09
COMMUNITY SERVICES OFFICER $3,365.38 $3,547.65 $3,727.17 $3,908.03 $4,095.52 $4,281.71 $4,478.42
CORRECTIONS DEPUTY $4,664.53 $4,897.76 $5,142.65 $5,399.78 $5,669.77
CORRECTIONS CORPORAL $5,953.26 $6,072.32
CORRECTIONS SERGEANT $6,373.73 $6,501.21 $6,631.23 $6,763.85 $6,899.12
Effective January 1, 2023 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
ACCOUNTANT $4,555.65 $4,653.60 $4,748.77 $4,839.68 $4,943.22
ANIMAL CONTROL OFFICER $3,751.16 $4,005.82 $4,267.79 $4,526.15
SUPPORT SPECIALIST I $3,517.86 $3,717.12 $3,916.45 $4,111.52 $4,308.92 $4,395.10 $4,483.00
SUPPORT SPECIALIST II $4,208.32 $4,298.00 $4,386.23 $4,471.69 $4,565.64 $4,656.96 $4,750.09
SUPPORT SPECIALIST III $4,423.29 $4,517.27 $4,609.79 $4,699.51 $4,796.27 $4,892.20 $4,990.04
FINANCIAL ASSISTANT $4,529.99 $4,716.52 $4,911.59 $5,109.50 $5,318.76 $5,425.13 $5,533.64
FOOD SERVICES COORDINATOR $3,625.08 $3,714.39 $3,800.13 $3,888.28 $3,978.87
EVIDENCE TECH $3,714.01 $3,881.99 $4,128.57 $4,390.78 $4,670.67 $4,764.08 $4,859.37
COMMUNITY SERVICES OFFICER $3,432.69 $3,618.60 $3,801.71 $3,986.19 $4,177.43 $4,367.34 $4,567.99
CORRECTIONS DEPUTY $4,757.82 $4,995.72 $5,245.50 $5,507.78 $5,783.17
CORRECTIONS CORPORAL $6,072.33 $6,193.77
CORRECTIONS SERGEANT $6,501.20 $6,631.23 $6,763.85 $6,899.13 $7,037.10
2
Effective January 1, 2024 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
ACCOUNTANT $4,646.76 $4,746.67 $4,843.75 $4,936.47 $5,042.08
ANIMAL CONTROL OFFICER $3,826.19 $4,085.93 $4,353.15 $4,616.67
SUPPORT SPECIALIST I $3,588.21 $3,791.47 $3,994.78 $4,193.75 $4,395.10 $4,483.00 $4,572.66
SUPPORT SPECIALIST II $4,292.48 $4,383.96 $4,473.96 $4,561.12 $4,656.96 $4,750.09 $4,845.10
SUPPORT SPECIALIST III $4,511.76 $4,607.62 $4,701.98 $4,793.50 $4,892.20 $4,990.04 $5,089.84
FINANCIAL ASSISTANT $4,620.59 $4,810.85 $5,009.82 $5,211.69 $5,425.13 $5,533.64 $5,644.31
FOOD SERVICES COORDINATOR $3,697.58 $3,788.68 $3,876.14 $3,966.05 $4,058.44
EVIDENCE TECH $3,788.29 $3,959.63 $4,211.14 $4,478.60 $4,764.09 $4,859.36 $4,956.55
COMMUNITY SERVICES OFFICER $3,501.34 $3,690.98 $3,877.75 $4,065.91 $4,260.98 $4,454.69 $4,659.35
CORRECTIONS DEPUTY $4,852.98 $5,095.63 $5,350.41 $5,617.93 $5,898.83
CORRECTIONS CORPORAL $6,193.77 $6,317.64
CORRECTIONS SERGEANT $6,631.23 $6,763.86 $6,899.13 $7,037.11 $7,177.84
As agreed on this_______________ Day of ______________________, 2023.
For Board of County Commissioners: For Woodworkers Local W38 IAM
__________________________________ ______________________________
Sharon Trask; Chair Larry Bickett; Business Agent
_______________________________
Brad McQuade; Local President
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mary Ransier Ext. 422
Department: Human Resources Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☒ Human Resources ☒ Legal ☐ Information Technology ☒ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.13
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Addition to the 2021-2023 Woodworkers Local Lodge W38, I.A.M Mason County Office of Public
Defense Collective Bargaining Agreement
Background/Executive Summary:
The County and Woodworkers Local Lodge W38, I.A.M Mason County Office of Public Defense entered
into a Collective Bargaining Agreement for 2021-2023. The agreement does not provide for Lead
Worker.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the Memorandum of Understanding to add Lead Pay language to Article VI Wages and
Benefits of the 2021-2023 Woodworkers Local Lodge W38, I.A.M Mason County Office of Public
Defense Collective Bargaining Agreement.
Attachments:
Memorandum of Understanding
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Mark Neary Ext. 530
Department: County Administrator Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.14
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Letter Supporting Jail System Study and Jail Modernization Task Force Proviso
Background/Executive Summary:
One of the Washington State Association of Counties’ (WSAC) 2023 legislative priorities is for the
legislature to: (1) fund a holistic study and analysis of Washington State’s jail system ($263,000 in the
24-25 biennium); and (2) establish and fund a Jail Modernization Task Force to review and consider a
variety of issues with the ultimate goal of developing strategies and recommended changes to plan for and
create a modernized jail system that will support and promote recovery ($395,000 split between the 24-25
and 25-27 biennia). This letter is requesting support for the aforementioned proviso in its entirety.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval to sign the Letter of Support supporting a holistic jail system study and analysis and the
establishment of a Jail modernization Task Force.
Attachments:
Letters
Senate Budget Leadership
Page 3
February 20, 2023
206 Tenth Ave SE Olympia, WA 98501
(360) 753-1886 www.wsac.org
206 Tenth Ave SE Olympia, WA 98501
(360) 753-1886 www.wsac.org
February 20, 2023
Senator Rolfes, Chair, Ways & Means Senator Wilson, Ranking Member, Ways &
Committee Means Committee
Senator Mullet, Vice Chair, Capital Senator Robinson, Vice Chair, Operating &
Ways & Means Committee Revenue, Ways & Means Committee
Senator Gildon, Assistant Ranking Senator Rivers, Assistant Ranking Member,
Member, Operating, Ways & Means Capital, Ways & Means Committee
Committee
Senator Warnick, Assistant Ranking
Member, Capital, Ways & Means
Committee
RE: Jail System Study and Jail Modernization Task Force Proviso
Dear Senate Budget Leaders:
One of the Washington State Association of Counties’ (WSAC) 2023 legislative priorities is for
the legislature to:
(1) Fund a holistic study and analysis of Washington State’s jail system ($263,000 in the
24-25 biennium); and
(2) Establish and fund a Jail Modernization Task Force to review and consider a variety of
issues with the ultimate goal of developing strategies and recommended changes to
plan for and create a modernized jail system that will support and promote recovery
($395,000 split between the 24-25 and 25-27 biennia).
Washington State’s county jails have become the de facto facilities for housing those suffering
from behavioral health issues. This is despite the fact that county jails were not designed, built,
or intended to care for individuals with specialized behavioral or physical health needs. In fact,
over the years, counties have had to make facility and operational modifications to better
accommodate the changing demographics of those housed in county jails , including separation
of warring gang members, increased female populations, and those with behavioral health
ADAMS | ASOTIN | BENTON | CHELAN | CLALLAM | CLARK | COLUMBIA | COWLITZ | DOUGLAS | FERRY | FRANKLIN | GARFIELD | GRANT | GRAYS HARBOR | ISLAND | JEFFERSON |
KING | KITSAP | KITTITAS | KLICKITAT | LEWIS | LINCOLN | MASON | OKANOGAN | PACIFIC | PEND OREILLE | PIERCE | SAN JUAN SKAGIT | SKAMANIA | SNOHOMISH |
SPOKANE | STEVENS | THURSTON | WAHKIAKUM | WALLA WALLA | WHATCOM | WHITMAN | YAKIMA
Senate Budget Leadership
Page 2
February 20, 2023
needs. This, in part, has created capacity issues, leading to severe overcrowding and
understaffing.
Counties have already identified an immediate, statewide need for nearly $3 billion in either
extensive facility remodels or altogether new jail facilities. For many counties, the existing jail
configuration and footprint preclude any meaningful and permanent answers to space -related
issues, meaning the only real solution is to build a new jail.
Counties find it prudent to study the jail system prior to (1) beginning the feasibility, planning,
and construction phases for jails and associated facilities that may not meet current societal
needs, or state policy directives requesting funding for these facilities; or (2) requesting funding
for these facilities. The requested study, to be conducted by the Washington State Institute for
Public Policy (WSIPP) with data collection assistance provided by the Washington State
Association of Counties (WSAC), will look at a number of issues associated with jail facilities and
operations, including data related, but not limited, to the incarceration of individuals with
behavioral health needs, the costs of competency restoration in jails, jail workforce issues, and
other services, supports, and programming provided in jails. This is separate and distinct from
the Jail Standards Task Force, which is currently determining standards that jails should comply
with related to conditions, operations, inspections, enforcement, oversight, and living space, to
name a few.
Concurrent with the WSIPP study, the Ruckelshaus Center will convene stakeholders and
interested parties to conduct an assessment to design a facilitated collaborative process and
work plan. Upon completion of WSIPP’s study and report, as well as the Ruckelshaus Center’s
assessment, the Ruckelshaus Center will facilitate a collaborative process with Jail
Modernization Task Force members. The Task Force must review and consider a variety of issues
including, but not limited to, the WSIPP report, and any resulting legislation and
recommendations that have come from the Criminal Sentencing Task Force and the Jail
Standards Task Force. The Task Force must develop statewide jail modernization
recommendations and submit a final report to the legislature. For reference, the study followed
by a resulting task force is modeled after the recent process the Criminal Sentencing Task Force
went through.
We are writing to request that you support this proviso request in its entirety. Given the backlog
of Trueblood class members in jails (See SSB 5440), the emphasis on behavioral health issues in
our state, and the ongoing interest in the provision of safe jail facilities and services, it is clear
that this request is timely and necessary. While the time horizon for the completion of this
proviso is longer than we would like, we also don’t want to be in the position where we are two
years down the road and wishing that we had the data and recommendations that this proviso
sets out to provide.
Senate Budget Leadership
Page 3
February 20, 2023
Thank you for your time and attention to this very important issue.
Sincerely,
Eric Johnson
Executive Director
Cc: Senator Schoesler
Senator Billig
Senator Boehnke
Senator Braun
Senator Conway
Senator Dhingra
Senator Hasegawa
Senator Hunt
Senator Keizer
Senator Muzzall
Senator Nguyen
Senator Pedersen
Senator Saldana
Senator Torres
Senator Van De Wege
Senator Wagoner
Senator Wellman
MASON COUNTY
BOARD
OF
COMMISSIONERS
1ST District
RANDY NEATHERLIN
2nd District
KEVIN SHUTTY
3rd District
SHARON TRASK
Mason County Building 1
411 North Fifth Street
Shelton, WA 98584-3400
(360) 427-9670 ext. 419
(360) 275-4467 ext. 419
(360) 482-5269 ext. 419
Fax (360) 427-8437
February 28, 2023
Senator X
Re: Jail System Study and Jail Modernization Task Force Proviso
Dear Senator X,
One of the Washington State Association of Counties’ (WSAC) 2023 legislative priorities
is for the legislature to:
1. Fund a holistic study and analysis of Washington State’s jail system ($263,000 in
the 24-25 biennium); and
2. Establish and fund a Jail Modernization Task Force to review and consider a
variety of issues with the ultimate goal of developing strategies and recommended
changes to plan for and create a modernized jail system that will support and
promote recovery ($395,000 split between the 24-25 and 25-27 biennia).
Washington State’s county jails have become the de facto facilities for housing those
suffering from behavioral health issues. This is despite the fact that county jails were not
designed, built, or intended to care for individuals with specialized behavioral or physical
health needs. In fact, over the years, counties have had to make facility and operational
modifications to better accommodate the changing demographics of those housed in county
jails, including separation of warring gang members, increased female populations, and
those with behavioral health needs. This, in part, has created capacity issues, leading to
severe overcrowding and understaffing.
Counties have already identified an immediate, statewide need for nearly $3 billion in
either extensive facility remodels or altogether new jail facilities. For many counties, the
existing jail configuration and footprint preclude any meaningful and permanent answers to
space-related issues, meaning the only real solution is to build a new jail.
Counties find it prudent to study the jail system prior to (1) beginning the feasibility,
planning, and construction phases for jails and associated facilities that may not meet
current societal needs, or state policy directives requesting funding for these facilities; or
(2) requesting funding for these facilities. The requested study, to be conducted by the
Washington State Institute for Public Policy (WSIPP) with data collection assistance
provided by the Washington State Association of Counties (WSAC), will look at a number
of issues associated with jail facilities and operations, including data related, but not
limited, to the incarceration of individuals with behavioral health needs, the costs of
competency restoration in jails, jail workforce issues, and other services, supports, and
programming provided in jails. This is separate and distinct from the Jail Standards Task
Force, which is currently determining standards that jails should comply with related to
conditions, operations, inspections, enforcement, oversight, and living space, to name a
few.
Concurrent with the WSIPP study, the Ruckelshaus Center will convene stakeholders and
interested parties to conduct an assessment to design a facilitated collaborative process and
work plan. Upon completion of WSIPP’s study and report, as well as the Ruckelshaus
Center’s assessment, the Ruckelshaus Center will facilitate a collaborative process with Jail
Modernization Task Force members. The Task Force must review and consider a variety of
issues including, but not limited to, the WSIPP report, and any resulting legislation and
recommendations that have come from the Criminal Sentencing Task Force and the Jail
Standards Task Force. The Task Force must develop statewide jail modernization
recommendations and submit a final report to the legislature. For reference, the study
followed by a resulting task force is modeled after the recent process the Criminal
Sentencing Task Force went through.
We are writing to request that you support this proviso request in its entirety. Given the
backlog of Trueblood class members in jails (See SSB 5440), the emphasis on behavioral
health issues in our state, and the ongoing interest in the provision of safe jail facilities and
services, it is clear that this request is timely and necessary. While the time horizon for the
completion of this proviso is longer than we would like, we also don’t want to be in the
position where we are two years down the road and wishing that we had the data and
recommendations that this proviso sets out to provide.
Thank you for your time and attention to this very important issue.
Sincerely,
Sharon Trask, Randy Neatherlin, Kevin Shutty,
Chair Vice-Chair Commissioner
Cc: Senator Schoesler
Senator Billig
Senator Boehnke
Senator Braun
Senator Conway
Senator Dhingra
Senator Hasegawa
Senator Hunt
Senator Keizer
Senator Muzzall
Senator Nguyen
Senator Pedersen
Senator Saldana
Senator Torres
Senator Van De Wege
Senator Wagoner
Senator Wellman
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: McKenzie Smith Ext. 589
Department: Support Services Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): February 27, 2023 Agenda Date: February 28, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Risk
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 8.15
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Letter of Support for The Youth Connection
Background/Executive Summary:
This letter of support is for The Youth Connection’s application for Congressionally Directed Spending
(CDS) funds for building transitional housing for homeless young people. The Board of Commissioners
appropriated American Rescue Plan Act funds to this project in 2022 and believe additional federal
support would help make this project a success.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval to sign the letter of support for The Youth Connection’s application for Congressionally
Directed Spending (CDS) funds for building transitional housing for homeless young people.
Attachments:
Letter
MASON COUNTY
BOARD
OF
COMMISSIONERS
1ST District
RANDY NEATHERLIN
2nd District
KEVIN SHUTTY
3rd District
SHARON TRASK
Mason County Building 1
411 North Fifth Street
Shelton, WA 98584-3400
(360) 427-9670 ext. 419
Fax (360) 427-8437
February 28, 2023
Honorable Patty Murray
154 Russell Senate Office Building
Washington, CD 20510
Re: Shelton Young Adult Transitional Housing FY-24 CDS Funding
Dear Senator Murray,
It is with great pleasure that we offer our support for The Youth Connection’s application
for Congressionally Directed Spending (CDS) funds for building transitional housing for
homeless young people. The Mason County Board of Commissioners appropriated
American Rescue Plan Act funds to this project in 2022 and believe additional federal
support would help make this project a success.
Mason County is working hard to increase the housing supply and this project will help
by filling a gap in our homeless support services. Prior to The Youth Connection, our
community did not have many options for youth and young adults needing housing
support. This project will create the first youth focused transitional housing in Shelton.
Beyond meeting housing needs of homeless young adults, The Youth Connection’s
intensive case management and access to support networks including permanent housing
programs will reduce the number of homeless youth from becoming chronically
homeless, increase the productive workforce population, and reduce the amount of
taxpayer support required for homeless care and support.
The Youth Connection is a tremendous resource for our youth and young adults. Our
community is made stronger by their work. We strongly support this project and ask that
you accept their application for funding for this important project.
Sincerely,
Sharon Trask, Randy Neatherlin, Kevin Shutty,
Chair Vice-Chair Commissioner
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Kell Rowen Ext. 286
Department: Community Development Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): January 30, 2023 Agenda Date: January 31 & February 28, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐
Other: Environmental Health. (This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 10.1
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Title 17 Amendments Related to the Shelton Urban Growth Area (UGA) and Minor Amendments to Title
15 Related to Hearing Examiner Authority
Background/Executive Summary:
Proposed amendments to Mason County Code Title 15 and 17 related to the use of the City of Shelton’s
Planned Unit Development (PUD) code when a development proposal requires city services (sewer and
water) within the Shelton UGA. This amendment will allow greater residential densities and encourage
the development of housing. The PAC, at their January 23, 2023 meeting recommended the amendments
be forwarded to the BOCC for consideration and approval by a 4-1 vote.
Budget Impact (amount, funding source, budget amendment):
None
Public Outreach (news release, community meeting, etc.):
SEPA notice was filed with Ecology and distributed to agencies and Tribes. 60-day Notice was filed with
Department of Commerce. Staff and the PAC held one public hearing which was advertised according to
the notification requirements of Title 15.07.030.
Requested Action:
Approval of the Ordinance amending Mason County Code Title 15 – Development Code to add to the
Hearing Examiner’s Authority and Mason County Code Title 17 – Zoning Code to allow higher
residential densities within the Shelton Urban Growth Area (UGA) by use of the City of Shelton’s
Planned Unit Development standards.
Attachments:
Staff Report
Amendments
Ordinance
60-Day Notice to Commerce
SEPA/DNS Checklist
Comment Letter
615 W. Alder Street ⧫ Shelton, Wa 98584
360.427.9670 ext. 352 | masoncountywa.gov
MEETING OUTCOME
REC. APPROVAL
AYE _____
NAY _____
CONT. HEARING
OTHER ___________
_________________
_________________
_________________
_________________
STAFF REPORT
PROPOSED AMENDMENTS
TITLE 15, SECTION 15.03.050 AND TITLE 17, SECTIONS 17.0 2.022 AND 17.0 7
Background
Mason County and the City of Shelton jointly want to encourage the development of housing
where possible. The county’s existing regulations for the Shelton Urban Growth Area (UGA)
limits residential densities to a level that discourages non single-family residential
development.
Staff is proposing to adopt City Planned Unit Development (PUD) standards, under certain
conditions, so that developers can take advantage of higher residential densities .
Discussion
Summary of Changes:
RE: Proposed amendments to Mason County Code Title 15 and 17 related to
the use of the City of Shelton’s Planned Unit Development code when a
development proposal requires city services (sewer and water) within the
Shelton Urban Growth Area. This amendment will allow greater residential
densities to encourage the development of housing.
Department: Community Development – Planning
Staff Contact(s):
Kell Rowen, Director
Ext. 286 or krowen@masoncountywa.gov
Date: February 28, 2023
Meeting Type: Public Hearing
Action Requested at this Meeting: BOCC review the proposed amendments
and materials and approve associated Ordinance.
Amendments(s): Title 15, section 15.03.050 and Title 17, sections 17.02.022
and 17.07, new section Article 9 – Planned Unit Development
615 W. Alder Street ⧫ Shelton, Wa 98584 2
360.427.9670 ext. 352 | masoncountywa.gov
Note: Please reference the attached code for a redlined version of the proposed changes.
15.03.050 Adds PUDs in Shelton UGA to Hearing Examiner review
17.02.022 Adds statement that residential densities may be increased through
use of a PUD where city services (water/sewer) are provided.
17.07 New Section Article 9 – Planned Unit Development. Details the
requirements and review procedures for when the use of a PUD is allowed.
STATE ENVIRONMENTAL POLICY ACT (SEPA) DETERMINATION
A SEPA checklist was prepared, and threshold Determination of Non-Significance was made on
January 11, 2023. As of the date of this report (2-17-2023) PUD3 was the only agency to send
comments (supports).
PUBLIC NOTICE
Public notice requirements per MCC Title 15.07.030 implemented.
REQUES TED ACTION BY BOCC (PUBLIC HEARING – ACTION)
Staff and the PAC request that the BOCC approve and adopt the proposed amendments to Title
15 & 17 as it relates to the use of the City of Shelton’s PUD standards to allow for higher
residential densities within the Shelton UGA when City Services are available and provided as
outlined in Attachment A.
ATTACHMENT A
Proposed PUD Text Amendments to Mason County Code
15.03.050 Hearing examiner.
The hearing examiner shall review and act on the following subjects:
(1) Appeals of decisions of the building official on the interpretation or application of the
building code.
(2) Revoking or modifying a permit or approval per Section 15.13.070.
(3) Appeals of enforcement actions under the codes, ordinances and regulations listed
under 15.03.005. Enforcement actions include interpretations and decisions made as part of the
enforcement actions under the authority of provisions in Section 15.03.005.
(4) Appeals of decisions of the fire marshal on interpretation or application of the fire code.
(5) Enforcement actions as provided in Chapter 15.13.
(6) Applications for preliminary and final plats.
(7) Appeal of administrative decisions made by the community services department as set forth
in Sections 15.09.020, 15.09.030, and 15.09.040.
(8) Appeal of threshold determination under Title 8 (Environmental policy).
(9) Granting of variances, except for administrative variances.
(10) Other Type III permit reviews, including: large lot subdivisions involving a public hearing,
Mason Conditional Environmental Permits, mobile home and recreational park permits, special use
permits, reasonable use exceptions, and shoreline substantial development permits and conditional use
permits.
(11) Plat vacation or amendments, pursuant to Chapter 58.17 RCW, and for the purpose of
removing utility and drainage easements set forth in Section 15.03.060.
(12) Approval of Planned Unit Developments in the Shelton UGA as provided for in Chapter
17.07.
17.02.022 - Shelton UGA.
The Shelton UGA has separate development regulations under Chapter 17.07 to assure compatibility
with the City of Shelton as these properties are annexed into the city. In areas of the UGA where City
sewer and water services are available, residential densities may be increased through use of a Planned
Unit Development (PUD).
Chapter 17.07 – Shelton Urban Growth Area Development Regulations
[NEW SECTION] Article 9 – Planned Unit Development (PUD)
17.07.910 In zoning districts where residential development is permitted and in UGA areas where City
of Shelton sewer and water services are available, residential densities may be increased through use of
a Planned Unit Development. The County shall use the standards in City of Shelton’s municipal code
ATTACHMENT A
Chapter 20.32 PUD – Planned Unit Development, or as amended, for project review of PUDs under this
provision. Prior to submitting a land use application to the County for a PUD, the applicant shall have
entered into a utility extension agreement with the City of Shelton for water and sewer service as
provided for in Shelton Municipal Code Ch. 17.10. In addition to the PUD standards, the applicant will be
required to comply with all requirements of the City’s land use plan, zoning, fire codes and those
portions of the city building code which are referenced by the fire code, and the city public works
standards when developing or redeveloping the property subject to the agreement.
In addition to any required notice under MCC 15.07, t he County Administrator shall provide a copy of
the complete application for PUD to the City of Shelton for review and comment in conjunction with
review. The City shall have twenty -eight days from date of issuance to provide written comments or
requests for additional information to the County; however, Mason County shall have the authority to
review and approve the PUD.
ORDINANCE NUMBER __________
AMENDMENT TO MASON COUNTY CODE TITLE 15 & TITLE 17
ORDINANCE amending sections of Mason County Code Title 15 – Development Code adding
to the Hearing Examiner’s authority and Title 17 – Zoning Code allowing higher residential
densities within the Shelton Urban Growth Area (UGA) by use of the City of Shelton’s Planned
Unit Development standards when certain circumstances apply.
WHEREAS, under the authority of the Washington State Growth Management Act (GMA)
(RCW 36.70A) Mason County is taking legislative action to revise its development regulations;
and
WHEREAS, Mason County wants to encourage the development of housing units within the
Shelton UGA by utilizing the City of Shelton’s Planned Unit Development standards when a
development has access to the City of Shelton’s water and sewer services ; and
WHEREAS, the revision of Mason County Code Title 17 – Zoning Code necessitated minor
revision to Title 15, giving the Hearing Examiner authority to review and approve Planned Unit
Developments; and
WHEREAS, on January 23, 2023 the Mason County Planning Advisory Commission held a public
hearing to consider the amendment and passed a motion to recommend approval of said
amendment by a vote of 4 – 1; and
WHEREAS, the Commissioners considered the proposed amendment at a duly advertised
public hearing on February 28, 2023; and
WHEREAS, the Board of County Commissioners took public testimony from interested parties,
considered all the written and oral arguments, testimony and comments presented; and
WHEREAS, the Board of County Commissioners also considered the Staff Report and
recommendations of the Mason County Planning Advisory Commission; and
WHEREAS, the Board of County Commissioners finds that the proposed amendment to Title
15, Section 15.03.050 and Title 17, Section 17.02.022 and Section 17.07, new Section Article 9
– Planned Unit Development, complies with all applicable requirements of the Growth
Management Act, the Comprehensive Plan, and the Mason County Code, and that it is in the
best public interest; and
BE IT HEREBY ORDAINED, the Mason County Board of Commissioners hereby approves and
ADOPTS amendments to the Mason County Code Title 15 and Title 17, as described in
Attachment A.
2
DATED this ____ day of _____________ 2023.
ATTEST:
________________________________
McKenzie Smith, Clerk of the Board
APPROVED AS TO FORM:
________________________________
Tim Whitehead, Chief DPA
BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
____________________________________
Sharon Trask, Chair
____________________________________
Kevin Shutty, Commissioner
____________________________________
Randy Neatherlin, Commissioner
01/12/2023
Ms. Kell Rowen
Community Development Director
Mason County
411 N 5th Street
Shelton, WA 98332
Sent Via Electronic Mail
Re: Mason County--2023-S-4711--60-day Notice of Intent to Adopt Amendment
Dear Ms. Rowen:
Thank you for sending the Washington State Department of Commerce (Commerce) the 60-day
Notice of Intent to Adopt Amendment as required under RCW 36.70A.106. We received your
submittal with the following description.
Proposed amendments to Mason County Code Title 15 and 17 related to the use of the
City of Shelton’s Planned Unit Development code when a development proposal requires
city services (sewer and water) within the Shelton Urban Growth Area. This amendment
will allow greater residential densities to encourage the development of housing.
We received your submittal on 01/12/2023 and processed it with the Submittal ID 2023-S-4711.
Please keep this letter as documentation that you have met this procedural requirement. Your
60-day notice period ends on 03/13/2023.
We have forwarded a copy of this notice to other state agencies for comment.
Please remember to submit the final adopted amendment to Commerce within ten days of
adoption.
If you have any questions, please contact Growth Management Services at
reviewteam@commerce.wa.gov, or call Matt Ojennus, (360) 292-3435.
Sincerely,
Review Team
Growth Management Services
STATE OF WASHINGTON
DEPARTMENT OF COMMERCE
1011 Plum Street SE PO Box 42525 Olympia, Washington 98504-2525 (360) 725-4000
www.commerce.wa.gov
Page: 1 of 1
Page 12 of 20
SEPA Environmental checklist (WAC 197-11-960) (MC version) July 2016
Environmental Checklist (WAC 197-11-960):
A. BACKGROUND
1. Name of Proposed Project:
Proposed amendments to Mason County Code Title 15 and 17 related to the use of the City of
Shelton’s Planned Unit Development (PUD) code when a development proposal requires city
services (sewer and water) within the Shelton Urban Growth Area. This amendment will allow
greater residential densities to encourage the development of housing.
2. Name of Applicant
MASON COUNTY COMMUNITY DEVELOPMENT
3. Address and phone number of applicant and contact person
KELL ROWEN, COMMUNITY DEVELOPMENT DIRECTOR
MASON COUNTY COMMUNITY DEVELOPMENT
615 W. ALDER ST.
SHELTON, WA 98584
(360) 427-9670 EXT. 286
4. Date Checklist Prepared:
JANUARY 10, 2023
5. Agency Requesting Checklist
MASON COUNTY DEPARTMENT OF COMMUNITY DEVELOPMENT
6. Proposed timing or schedule (including phasing, if applicable):
THIS AMENDMENT WILL BE HEARD BY THE PLANNING ADVISORY COMMISSION IN JANUARY OF 2023 AND THE
BOARD OF COUNTY COMMISSIONERS IN FEBRUARY OR MARCH OF 2023.
7. Do you have any plans for future additions, expansion, or further activity related to or connected with
this proposal? If yes, explain.
NO
8. List any environmental information you know about that has been prepared, or will be prepared,
directly related to this proposal.
CITY OF SHELTON’S COMPREHENSIVE PLAN UPDATE AND UGA EXPANSION FINAL ENVIRONMENTAL IMPACT
STATEMENT (FEIS) – POSTED AUGUST 2017.
9. Do you know whether applications are pending for governmental approvals of other proposals
directly affecting the property covered by your proposal? If yes, explain.
NO
10. List any government approvals or permits that will be needed for your proposal, if known.
APPROVAL OF THE MASON COUNTY BOARD OF COMMISSIONERS
11. Give brief, complete description of your proposal, including the proposed uses and the size of the
project and site. There are several questions later in this checklist that ask you to describe certain
aspects of your proposal. You do not need to repeat those answers on this page. (Lead agencies may
modify this form to include additional specific information on project description.)
THESE Proposed amendments to Mason County Code Title 15 and 17 related to the use of the City
of Shelton’s Planned Unit Development (PUD) code when a development proposal requires city
services (sewer and water) within the Shelton Urban Growth Area. This amendment will allow
greater residential densities and is intended to encourage the development of housing.
12. Location of the proposal. Give sufficient information for a person to understand the precise location
of your proposed project, including a street address, if any, and section, township, and range, if
known. If a proposal would occur over a range of area, provide the range or boundaries of the site(s).
Provide a legal description, site plan, vicinity map, and topographic map, if reasonably available.
Page 13 of 20
SEPA Environmental checklist (WAC 197-11-960) (MC version) July 2016
While you should submit any plans required by the agency, you are not required to duplicate maps or
detailed plans submitted with any permit applications related to this checklist.
RESTRICTED TO RESIDENTIAL ZONES WITHIN THE SHELTON UGA.
B. ENVIRONMENTAL ELEMENTS
N/A – NON PROJECT ACTION
C. SIGNATURE
The above answers are true and complete to the best of my knowledge. I understand that the lead agency
is relying on them to make its decision.
Kell Rowen January 11, 2023
Signature Date
Name of Signee _____Kell Rowen______________________________
Position ___________Director_________________________________
D. Supplemental sheet for nonproject actions [HELP]
(IT IS NOT NECESSARY to use this sheet for project actions)
Because these questions are very general, it may be helpful to read them in conjunction
with the list of the elements of the environment.
When answering these questions, be aware of the extent the proposal, or the types of
activities likely to result from the proposal, would affect the item at a greater intensity or
at a faster rate than if the proposal were not implemented. Respond briefly and in
general terms.
1. How would the proposal be likely to increase discharge to water; emissions to air;
production, storage, or release of toxic or hazardous substances; or production of
noise?
Not Likely
Proposed measures to avoid or reduce such increases are:
Use existing development regulations.
2. How would the proposal be likely to affect plants, animals, fish, or marine life?
Not likely
Proposed measures to protect or conserve plants, animals, fish, or marine life are:
Use of existing development regulations.
3. How would the proposal be likely to deplete energy or natural resources?
Not likely
Proposed measures to protect or conserve energy and natural resources are:
Use of existing development regulations.
4. How would the proposal be likely to use or affect environmentally sensitive areas or
areas designated (or eligible or under study) for governmental protection; such as
parks, wilderness, wild and scenic rivers, threatened or endangered species habitat,
historic or cultural sites, wetlands, floodplains, or prime farmlands?
Not likely
Proposed measures to protect such resources or to avoid or reduce impacts are:
Use of existing development regulations
5. How would the proposal be likely to affect land and shoreline use, including
whether it would allow or encourage land or shoreline uses incompatible
with existing plans?
Not likely
Proposed measures to avoid or reduce shoreline and land use impacts are:
Use of existing Shoreline Master Program regulations.
6. How would the proposal be likely to increase demands on transportation or public services and
utilities?
Somewhat likely
Proposed measures to reduce or respond to such demand(s) are:
New project proposals would be required to mitigate for traffic impacts as required through
project action SEPA review to include City, County and State impacts/mitigation, including the collection
of impact fees.
7. Identify, if possible, whether the proposal may conflict with local, state, or federal
laws or requirements for the protection of the environment. N/A
Description of
Proposal:
Proponent:
MASON COUNTY COMMUNITY SERVICES
MASON COUNTY
Planning Division of Community
Development
615 W. Alder St. Bldg. 8, Shelton, WA 98584
360-427-9670 ext 352
DETERMINATION OF NONSIGNIFICANCE
(WAC 197-11-34)
SEP2023-00005
Code amendments related to the use of City of Shelton's PUD and development standards when
project proposals require City Services within the Shelton UGA
MASON COUNTY
Location of Proposal: Shelton Urban Growth Area
Parcel Number: 420022190010
Legal Description:
Lead Agency: Mason County
Planner: Kell Rowen
The Lead Agency for this proposal has determined that it does not have a probable significant adverse impact on the
environment. An Environmental Impact Statement (EIS) is not required under RCW 43.21 C.030(2)(c). This decision was
made after review of a completed Environmental Checklist and other information on file with the Lead Agency. This
information is available to the public upon request.
Please contact the planner at 360-427-9670 x352 with any questions. This DNS is issued under WAC 197-11-340(2).
The Lead Agency will not act on this proposal for 14 days from the date shown below, when the determination is final.
Comments must be submitted to the Dept. of Community Development, 615 W Alder St, Shelton WA 98584 by:
01/25/2023 Appeal of this determination must be filed with a 14-day period following this final determination
date, per Mason County Code Chapter 15.11 Appeals.
0 Authorized Local Government Official Date
Page: 1
February 23, 2023
Mason County Department of Community Development
Attn: Kell Rowen
615 W. Alders Street
Shelton, WA 98584
RE: SEP2023-00005; Applicant; Mason County – proposed amendments to Mason County Code Titles 15 and 17 related
to the Shelton Growth Area (UGA)
Dear Kell,
I would like to offer my full support of the proposed amendments to Mason County Code Titles 15 & 17 that will allow
for increased housing densities within the Shelton UGA.
One of the single greatest challenges our community faces is the lack of housing options. The ability to provide
additional housing options within our community will lead to greater economic vitality. Economic vitality benefits the
community as whole, by providing improved revenues to support our local businesses, schools, and infrastructure.
I strongly encourage the members of both the county and city to work together to complete the proposed amendments
with the end goal of providing additional housing in our community. These positive steps will lead to numerous
benefits; benefits that will positively impact every aspect of our community.
With kind regards,
Drew MacEwen
+
RE/MAX Top Executives
2026 Olympic Hwy N #105
Shelton, WA 98584
February 26, 2023
Mason County Department of Community Development
Attn: Kell Rowen
615 W. Alder Street
Shelton, WA 98584
RE: Board of County Commissioners meeting to discuss amendments to County Codes Titles 15 & 17.
Dear Kell,
I have been a realtor and broker in Mason County for the past 18 years and the lack of housing and available
options has been a continual challenge. The ability for the city and county to amend titles 15 & 17 are critical for
the ability to expand housing densities within the Shelton UGA. These steps will provide the ability to improve
the housing deficiencies we currently realize, and I offer my full support for these amendments.
I look forward to the progress made in the upcoming meeting of the commissioners and the discussion regarding
these amendments. If the titles are amended it will not only improve housing opportunities but will also lead to
better utilization of current infrastructure and increased revenue opportunities for economic development.
Again, please accept my full support for these proposed amendments.
Sincerely,
Angela Barnes
1
February 27, 2023
Board of Mason County Commissioners
Attn: McKenzie Smith, Clerk of the Board
411 N 5th Street
Shelton, WA 98584
msmith@masoncountywa.gov
RE: Comments - Public Hearing February 28, 2023; Applicant – Mason County; regarding proposed
amendments to Mason County Code Titles 15 and 17
Mason County Board of County Commissioners:
As a life-long resident of Mason County and as someone well-versed with land use planning concepts
and principles, I write in support of the proposed amendments to Mason County Code Titles 15 and 17
(Shelton Urban Growth Area - Planned Unit Development amendment). My background includes a B.A.
in Community and Environmental Planning from the University of Washington, years of work as a land
use planner (including work locally within Mason County; AICP certification obtained), a J.D. from the
University of Washington School of Law, and years of private legal practice focusing on land use issues
(both locally and in the Southwest Washington region). I currently live in Mason County, work locally in
the public sector and am active in our local community.
My connection to Mason County is deep. I was born and raised in Mason County. My parents spent their
entire careers as teachers in the Shelton School District. Growing up I was actively involved in Shelton
schools, Mason County 4-H, and local sports programs. My husband and I first met as Shelton High
School students in 1991. After completion of his military service and our college endeavors, we married,
returned to our hometown and bought our first house in Mason County. At that time (2000), I admit
that I was somewhat naïve regarding the role that housing plays in the lifecycle of individuals, the multi-
generational family unit, and the community as a whole. My experience growing up in Mason County
through the 1970s, 80s and 90s made it feel as though a one-size model fit most everyone (standard
single family units on individually owned parcels). To me, housing units in this area seemed readily
available and affordable for most. Also, looking back, I can see that I viewed multi-unit housing as
something less-desirable than the traditional single-family housing option. This was in large part due to
my limited life experience and limited exposure to well-designed and well-managed multi-unit housing.
My husband and I followed the somewhat “traditional” model – first purchasing a small “starter” home
here; and then using proceeds from its sale two-years later to help fund construction of a new home in
the Island Lake area (2001). As a young couple, we were able to finance that new home construction
with only our two very modest public sector incomes. We lived in that home for nearly 20 years – and
were fortunate to raise our son in accessible, reasonably affordable and stable housing.
From my observations, and from the record, testimony and citations that I include below, it seems that
times have certainly changed. My observations, and the lessons I continue to learn from experiences
within my own extended family and from watching other local families, lead me to conclude that our
area now faces a significant unmet housing need. My husband and I are currently assisting family
members (one in 60+ age range and one in mid-20s age range) by housing them ourselves due to their
inability to obtain any reasonably accessible rental housing opportunity in our area. This is despite
2
extensive research and effort to locate accessible rental housing units. I regularly monitor local rental
listings, and find the limited availability and limited range of options hard to believe. On a regular basis I
speak with local co-workers and friends who relate stories of being unable to find any housing units to
meet the needs of their children and their parents. Our children, now young adults in their mid 20’s to
30’s, are interested in working locally and becoming a valuable part of our community fabric. In a
number of cases, due to lack of housing options here, these young adults are either finding housing and
work opportunities outside of our community, or are finding housing outside of our community and are
commuting significant distances to work here. This reduces community connectivity and involvement.
Our community needs reasonably accessible housing opportunity to attract and retain valuable young
adults who have local connections and an interest in our community – but are being forced elsewhere.
It appears that despite years of ongoing local conversation, meetings and task group work sessions, our
community continues to lack the “innovative” and varied housing options so frequently referenced in
the applicable planning framework (ex: Mason County Comprehensive Plan and Policies). From life and
work experience in communities outside of Mason County, I have now seen and appreciate what is
possible in terms of well-designed, innovative and well-managed multi-unit housing. Contrary to what I
thought 25 years ago, multi-unit housing options can be thoughtfully designed and well-managed; and
actually play an important role in the multi-generational family unit and community fabric as a whole.
For a variety of reasons, multi-unit housing may best suit many in our local community. Some individuals
may choose or find it necessary to down-size from the traditional single family home. Others may find
that a multi-unit housing model provides a viable housing option prior to moving into single family home
ownership. Our community currently lacks the variety of innovative and well-designed housing options
that could meet this need and enable young adults, retirees, empty-nesters, and other walks of life to
remain here as valued members of our community fabric. Innovative housing options can provide for
more efficient use of development-appropriate land served by urban infrastructure, can provide housing
units at a lower cost, and can eliminate many of the challenges associated with care and ownership of a
single-family home when individuals are either unable to manage those aspects of home ownership, or
chose a smaller footprint for any number of reasons. While the traditional single family home certainly
has a place and meets the needs of many, I have learned through personal experience that we must
take steps to facilitate and incorporate other innovative, flexible housing options locally.
Through provision of innovative local housing options, we can also increase the number of community
members within the Shelton UGA who will provide support for the community and local business – as
employees, patrons, customers and as part of a vibrant community that can attract quality business
interests to our area and benefit from individuals who are locally engaged and connected.
I am concerned by barriers that appear to impair our community’s ability to attract investment and
quality design and construction when it comes to the “innovative” and varied housing options that our
Comprehensive Plan and Policies have emphasized for many, many years. This is particularly true with
respect to lands in the Shelton UGA. I write to support the proposed amendments as they appear to be
a step in the right direction regarding this issue. I have listed below representative citations and
references from local news, the Mason County Comprehensive Plan and Planning Policies, and recent
public hearings and meetings addressing the issue of local housing.
Thank you for your consideration,
Kristin French
3
SHELTON – MASON COUNTY JOURNAL – RECENT ARTICLE CITATIONS
Thursday, January 12, 2023; page 9: State Representative Travis Couture “We need more infrastructure
so we can have more housing… Housing is going to be a big thing this session…”
Thursday, February 16, 2023; page 2: Citing the need for housing, City of Shelton Mayor Eric Onisko
states that because of the shortage of local housing, employees of the Mason County Jail and Sierra
Pacific Industries are living and spending their money elsewhere.
Thursday, February 23, 2023; page 3: U.S. congressman Derek Kilmer engages in a town hall meeting
and cites the need to help spur the construction of more affordable housing.
These are just a few examples from within the past month, and are representative of commentary
routinely reported and repeated by elected officials, task work groups, local community leaders, local
businesses and employers, and community members for more than several years.
MASON COUNTY COMPREHENSIVE PLAN
The Mason County Comprehensive Plan envisions Urban Growth Areas as vibrant economic and social
centers; with the Urban Growth Areas serving as the principal centers for housing development. A 93%
population increase for the Shelton UGA was projected for the period 2016 to 2036. Land Use Element
p. 6 of 43. Chapter 3 Land Use (MCC 17.07; 17.10 – 17.17; 17.20 – 17.35; 17.70) – 1) encourages
development in urban areas where adequate public facilities and services exist or can be provided in an
efficient manner.
The Plan recognizes that housing needs continue to shift with the changing population in Mason County.
The rental market is expected to continue to increase and demands continue to increase for a wider
range of housing types.
Chapter 5 Housing (MCC 17.11; 17.90) 4) Promotes a variety of residential densities and housing types,
and states that Mason County will offer a range of affordable rural and urban housing choices including
single family, multifamily, and mixed-use. Innovations in housing that provide affordable choices will be
encouraged. Provides that Mason County will review zoning and building regulations to ensure they
encourage affordable and accessible housing and are responsive to demographic changes. Mason
County will identify and utilize incentives and creative “out of the box” thinking to maximize the
potential for appropriate growth… of Mason County’s housing stock… Mason County will support
housing opportunities that adhere to and fit within Smart Growth Principles (About Smart Growth,
October 17, 2016; https://www.epa.gov/smartgrowth/about-smart-growth)
This Chapter 5 provision above is founded on several key GMA Planning Goals: (4) … promote a variety
of residential densities and housing types…
(p. 24 of 30 Comp Plan – Housing Element) Countywide Planning Policies: GMA encourages the
availability of affordable housing to all economic segments of the population, promotes a variety of
residential densities and housing types…
4
- 4.1 Incentivize affordable housing, promote a variety of residential densities and housing types, and
encourage preservation of existing housing stock;
- 4.3 Encourage affordable housing through innovative land use techniques including … multifamily
units, density bonuses for affordable units… allowing manufactured housing, mobile homes, micro or
tiny homes and other options in… urban areas…
- 4.4 Within the UGAs, a wide range of housing types, densities, and mixtures will be encouraged,
including affordable housing
- 2.6 (p. 27 of 30) Identify and employ cost-effective incentives that are reasonably likely to result in an
increased supply of housing suitable to the needs and income of all Mason County residents. Incentives
may include, but not be limited to: smaller lot sizes, zero-lot-line design, fee waivers and exemptions,
parking requirement reductions, and expedited permitting.
- 2.7 (p. 27 of 30) The County will prioritize the development of safe and affordable housing that is in
close proximity to jobs, transportation and daily activities
Mason County Planning Policies 1 – Urban Growth (p. 10 of 30): GMA encourages concentrating
development where adequate public facilities and services exist, or can be provided within a reasonable
amount of time (in conjunction with the City of Shelton, Mason County adopted County-Wide Planning
Policies (CWPP), some of which deal specifically with the issue of urban growth and are designed to
ensure growth can be supported by adequate public infrastructure and services).
1.1 Designate Urban Growth Area around the incorporated City of Shelton … where infrastructure exists,
infrastructure is planned, as identified in an approved Capital Facilities Plan, or services can be
reasonably and economically extended…
1.2 … multi-family developments…. to be encouraged within designated Urban Growth Areas, in order to
protect rural character in the remainder of the County
1.3 Encourage development in Urban Growth Areas where: infrastructure exists or is planned; or
infrastructure is provided by the developer according to locally established minimum urban standards
2.3 Establish level of Service Standards, timely development of essential infrastructure …
Mason County Planning Policies 4 – Housing (p. 12 of 30): GMA encourages the availability of
affordable housing to all economic segments of the population, and promotes a variety of residential
densities and housing types …
- 4.1 …promote a variety of residential densities and housing types…
- 4.3 Encourage affordable housing through innovation including … multifamily units…
- 4.6 Affordable housing should be convenient to public transportation, major employment centers, and
public services
5
Mason County Comp Plan Objectives and Procedures (p. 17 of 30):
- (2) Reduce Sprawl … Development in urban areas [including the subject property] is encouraged to
reduce sprawl and ensure adequate public facilities and services; (6) The UGAs should reflect the
abilities of service purveyors to provide urban levels of facilities and services during the 20-year planning
period
- (69) Housing (p. 24 of 30): Allow creative design practices that allow for residential uses in business
zones, residential buildings that have shared facilities, such as single-room occupancy facilities and
micro-housing. Also allow development utilizing creative design such as tiny homes, etc.
- (70) Housing (p. 24 of 30): In partnership with the City of Shelton, develop a set of priority housing
measures to monitor housing short-fall on an annual basis as a means of evaluating the effectiveness of
housing policies, goals and implementation measures
- (71) Housing (p. 24 of 30): When developing housing regulations, consider the balance between
housing affordability, environmental quality, and design quality
- (72) Housing (p. 24 of 30): Identify and employ cost-effective incentives that are reasonably likely to
result in an increased supply of housing suitable to the needs and income of all Mason County residents.
Incentive may include, but not be limited to, smaller lot sizes, zero-lot-line design, fee waivers and
exemptions, parking requirement reductions, and expedited permitting
CITATIONS DEMONSTRATING LOCAL NEED
1) Mason County Chamber of Commerce (submitted January 2021 letter in support):
https://masonchamber.com/chamber-supports-workforce-housing/
2) Mason County Chamber of Commerce (site collecting references
https://masonchamber.com/workforce-housing-information/
3) In 2019, a “Housing Summit” was convened by community leaders and elected officials to
focus on the housing shortage. See 2019 Housing Summit website, which identifies participants
and provides links to relevant content: https://www.pcfcu.org/workforcehousingsummit/
a. https://www.pcfcu.org/wp-content/uploads/Mason-County-Workforce-Housing-
Summit-Report-March-2019.pdf
i. For example, see pages 7; 8 – 9 (need to increase incentives to developers… not
just for large developers, but also for smaller builders and smaller multi-family
property development concepts that are feasible in a shorter period of time); p.
11 (shortage of walkable transit-served urban areas); p. 18 (up-zoning
communication should be increased to overcome community opposition and
6
maximize individual projects with shorter time to start); p. 22 (multi-family
housing construction is not occurring in Mason County)…
b. https://www.kitsapsun.com/story/news/local/2019/01/08/kitsap-affordable-housing-
property-taxes-mason-county-wa-job-wages-hud/2516769002/
i. News article regarding local housing shortage and need to attract innovative
development options
c. https://www.commerce.wa.gov/news/commerce-policy-advisor-speaks-on-housing-
needs-in-shelton/
i. News article regarding Department of Commerce recognition of local housing
need
4) City of Shelton Council Hearing, January 19, 2021:
https://www.youtube.com/watch?v=jFMEtpMNUQ4
a. An initial City Council discussion with some public comments related to the Equity Plus,
LLC proposal for 400 “workforce housing” modular unit rentals that would have been
placed upon land owned by City of Shelton (as watershed adjacent to public space
highly valued by local community – Huff & Puff area), and rented out to individuals
meeting income restrictions
i. Testimony in favor of proposal – Pam Stevens, begins at 1:30:12
1. Supports proposal despite living immediately adjacent to the subject
location, because:
2. Sees a “huge need” for this in the community
3. Housing is extremely hard to find
4. She personally has two adult sons who are working locally in the Shelton
community, and they cannot find any available rental units
5. Housing options are desperately needed in the community in order to
house individuals who wish to live and work locally
ii. Citation to Growth Management Act in favor of proposal – City Manager Jeff
Niten, begins at 1:15:00
1. Urban growth is encouraged and needs to occur in Urban Areas
iii. Citizen testimony opposing proposal, examples:
1. Patricia McCoy – works locally at Mt. View Elementary
a. Although opposed to the particular project as proposed, does
see “so many other areas to look to for providing needed
market-rate housing”
5) City of Shelton Council Hearing, February 2, 2021:
https://www.youtube.com/watch?v=a6DINBdkyQ8
a. A presentation by Equity Plus LLC regarding proposal for 400 “workforce housing”
modular unit rentals that would have been placed upon land owned by City of Shelton
Shelton (as watershed adjacent to public space highly valued by local community –
Huff & Puff area), and rented out to individuals meeting income restrictions
7
b. Despite majority of individuals testifying in opposition to the particular project (many
concerned about use of City land on what they believed to be an overscaled project
benefitting out of state entity), majority of those testifying acknowledge the need for
housing and state that it could better be placed on privately owned properties in the
vicinity, better scaled. The notes below are a short summary of main points, along
with the start time of related testimony
i. Equity Plus LLC presentation [32:45:00 START; 1:03;10 END]
ii. Testimony opposed – Steven Whitehouse, local attorney, Island Lake resident,
begins at 1:03:10
1. Not addressing fundamental question of whether housing is needed;
rather:
2. Concerned about lack of transparency
3. Developer’s history/track-record not well-known
4. Development Agreement concept not appropriate because the
developer doesn’t own the land – it is City owned
iii. Testimony questions – Jenny Brush [1:07:50]
1. Why sell City land for this
2. Questions financing model
iv. Testimony opposed – Jef Conklin, local realtor w/ Windermere, Island Lake
resident, begins at [1:09:30]
1. Residents within the Shelton UGA are affected by everything the City of
Shelton does
2. Need to better analyze this project in terms of what is best for the City
3. Suggests an “advisory council” concept
4. Need for adequate transparency
5. Need to see well documented examples of this developer’s prior
projects
6. This project would increase the overall population of City of Shelton by
15%
v. Testimony opposed – Keith Fuller (representing Realtor Association), local
realtor w/ Windermere, begins at 1:13:06
1. **Workforce and Market Rate Housing is MUCH NEEDED; City needs to
be much more accommodating for innovative project developments (ex:
parking code; zoning improvements)
2. **NEED TO ALLOW HIGHER DENSITIES CLOSER TO TRANSPORTATION
CORRIDORS
vi. Testimony opposed - Dean McCoy, lives in Shelton UGA, begins at 1:17:10
1. This is the “right idea” but “wrong piece of land” (improper use of
prized/treasured City watershed open space)
vii. Testimony opposed – Todd, lives in Shelton UGA, begins at 1:20:34
1. **THERE IS A LACK OF 3 – 4 BEDROOM HOUSING IN SHELTON
2. **A LOT MORE LAND IN THIS VICNITY IS AVAILBLE FOR USE TO DEVELOP
HOUSING, should not use City property
8
viii. Testimony opposed – Mike Fox, lifelong resident, Island Lake area, begins at
1:24:10
1. SCHOOL DISTRICT DOES RELY ON STUDENT COUNTS FOR DOLLARS
RECEIVED, SO INCREASED STUDENT NUMBERS NOT A NEGATIVE
THEORETICALLY
2. NUMEROUS OTHER PROPERTIES IN SHELTON CAN BE DEVELOPED TO
MEET HOUSING NEED (just not this City parcel)
ix. Testimony questions – Mark Kamin, 5th generation Shelton area, owns property
within City and Shelton UGA (construction activities), begins at 1:27:43
1. Questions Equity Plus LLC
2. He researched the LLC entity and needs to see clarification; business
model is not clear; who will actually OWN & CONSTRUCT
3. STRONG SUPPORTER OF PROVIDING ADDITIONAL HOUSING UNITS –
SEES NEED FOR HOUSING IN AREA
x. Testimony opposed – Brent Dilly, Olympia attorney retained by group of Shelton
residents, begins at 1:31:20
1. ***CLIENT GROUP IS NOT OPPOSED TO LOW INCOME HOSUING IN CITY
OF SHELTON, THIS IS JUST NOT THE RIGHT PROJECT (use of City land and
specific proposal)
xi. Testimony in favor of proposal – Jim Morrell, CEO local Peninsula Credit Union,
promoter of the “Workforce Housing Summit”, begins at 1:33:30
1. **HOUSING NEED/DEMAND IS HUGE
2. **PART OF WORKFORCE HOUSING SUMMIT – and since that time there
has been no improvement in housing unit production
3. **CONDUCTED STUDY WITH LARGE LOCAL EMPLOYERS:
a. Mason General Hospital reports that 50 of their hospital staff
live outside Mason County
b. Sierra Pacific reports that 60 employees (32% of entire staff) live
outside of Mason County
c. Washington Dpt Corrections reports that 384 employees (60%
of entire staff) live outside of Mason County
d. The three examples above are just a small set of many, many
similar examples of how local employees are unable to live in
this community where they work due to lack of available
housing
e. Cites the keynote speaker from “Up For Growth” Action:
i. Substantial “underproduction of housing units”: cites
rate of housing unit development contrasted with
number of households formed (poor ratio)
ii. Our area ranks only 343 out of 435 Districts across the
country in terms of providing housing units per
households
iii. Local job production FAR outpaces housing unit
development
9
f. Individual in our area are missing out on the benefits of being
able to live and work in the same area; environmental impacts
of having to commute into area to work; increased associated
household expenses related to having to commute into this
area; etc)
xii. Testimony opposed – Trish McCoy, Island Lake area resident, begins at 1:37:05
1. ALTHOUGH OBJECTING TO THIS PARTICULAR PROJECT:
a. IT IS TRUE WE NEED HOUSING HERE
b. WE ARE LOW ON ALL LEVELS OF HOUSING
c. WE NEED TO SPREAD OUT HOUSING TYPES ACROSS THE
COMMUNITY
d. WE NEED TO CREATE HOUSING FOR “ALL WALKS OF LIFE” NOT
JUST LOW-INCOME
xiii. Testimony opposed – Ed Rider, lives out in Agate area, begins at 1:40:40
1. THIS SUBJECT AREA HAS OTHER POSSIBLE LAND AVAILABLE FOR
HOUSING DEVELOPMENT NEEDS (should not use City owned, prized
recreational land)
Dragonwheel
February 24, 2023
Via email only to:
msmith@masoncountywa.gov
Board of Mason County Commissioners
c/o McKenzie Smith, Clerk of the Board
411 N. 5th Street
Shelton, Washington 98584
Re: Public Testimony for February 28, 2023, Meeting
Item 10.1 (Amendments to Title 15 and Title 17)
Dear Chair Trask, Vice-Chair Neatherlin, and Commissioner Shutty:
I am the Vice-President of Dragonwheel Investment Group. Dragonwheel is a locally based company
made up of leading professionals in design, construction, and finance sectors that identifies and
develops projects. We particularly focus on projects which allow us to develop sustainable, market-rate
housing.
I am writing in strong support of the proposed amendments to Title 15 and Title 17 of the Mason County
Code, which, if adopted, will allow developers such as Dragonwheel to use the City of Shelton’s Planned
Unit Development (“PUD”) code provisions to develop projects at increased density in the Shelton UGA
where utilities are available. Having the PUD tool to allow increased density in exchange for enhanced
design standards and other amenities provided through the PUD process is necessary to make
development of high quality, sustainable multi-family projects financially viable in Mason County, which
has a well-documented need for new housing in Mason County Vision 2036.
Dragonwheel has been working for well over a year to develop a new mixed-use project off of Shelton
Springs Road (inside the Shelton UGA), which is consistent with the County’s vision. The project would
provide 78 new housing units with a mix of unit sizes and extend much needed sewer and water
infrastructure to the area. Although our project was welcomed by community and business leaders
alike, we have been unable to proceed with development to date because the County’s current Shelton
UGA zoning code does not incorporate the PUD provisions necessary to increase base density to the
point where the project is financially viable. The proposed amendments before the Commission will
address this critical regulatory gap and allow the project to enter the entitlement phase without having
to delay review until an actual annexation can occur.
Importantly, the proposed amendments both directly support and are fully consistent with Mason
County Code, Mason County Planning Policies, as well as its Comprehensive Plan, as illustrated below:
Board of Mason County Commissioners
February 24, 2023
Page | 2
Dragonwheel
Chapter 5 Housing (MCC 17.11; 17.90) (4) Promotes a variety of residential densities and housing types,
and states that Mason County will offer a range of affordable rural and urban housing choices including
single family, multifamily, and mixed-use. Innovations in housing that provide affordable choices will be
encouraged. (p. 5 of 30) provides that Mason County will review zoning and building regulations to
ensure they encourage affordable and accessible housing and are responsive to demographic changes.
Mason County will identify and utilize incentives and creative “out of the box” thinking to maximize the
potential for appropriate growth…of Mason County’s housing stock… . Mason County will support
housing opportunities that adhere to and fit within Smart Growth Principles (About Smart Growth,
October 17, 2016; https://www.epa.gov/smartgrowth/about-smart-growth)
Mason County Planning Policies 1 – Urban Growth (p. 10 and 11 of 30): GMA encourages concentrating
development where adequate public facilities and services exist, or can be provided within a reasonable
amount of time (in conjunction with the City of Shelton, Mason County adopted County-Wide Planning
Policies (CWPP), some of which deal specifically with the issue of urban growth and are designed to
ensure growth can be supported by adequate public infrastructure and services.
- 1.1 Designate Urban Growth Area around the incorporated City of Shelton…where infrastructure
exists, infrastructure is planned, as identified in an approved Capital Facilities Plan, or services can be
reasonably and economically extended… .
- 1.2 …multi-family developments...to be encouraged within designated Urban Growth Areas, in
order to protect rural character in the remainder of the County.
- 1.3 Encourage development in Urban Growth Areas where: infrastructure exists or is planned; or
infrastructure is provided by the developer according to locally established minimum urban standards.
- 2.3 Establish level of Service Standards, timely development of essential infrastructure … .
Mason County Planning Policies 4 – Housing (p. 12 and 13 of 30): GMA encourages the availability of
affordable housing to all economic segments of the population, and promotes a variety of residential
densities and housing types… .
- 4.1 …promote a variety of residential densities and housing types… .
- 4.3 Encourage affordable housing through innovation including…multifamily units… .
- 4.6 Affordable housing should be convenient to public transportation, major employment centers,
and public services.
Mason County Comp Plan Objectives and Procedures (p. 17 of 30):
- 2. Reduce Sprawl…development in urban areas [including the subject property] is encouraged to
reduce sprawl and ensure adequate public facilities and services; (6) The UGAs should reflect the
abilities of service purveyors to provide urban levels of facilities and services during the 20-year planning
period.
- (69) Housing (p. 24 of 30): Allow creative design practices that allow for residential uses in business
zones, residential buildings that have shared facilities, such as single-room occupancy facilities and
micro-housing. Also allow development utilizing creative design such as tiny homes, etc.
- (70) Housing (p. 24 of 30): In partnership with the City of Shelton, develop a set of priority housing
measures to monitor housing short-fall on an annual basis as a means of evaluating the effectiveness of
housing policies, goals and implementation measures
Board of Mason County Commissioners
February 24, 2023
Page | 3
Dragonwheel
- (71) Housing (p. 24 of 30): When developing housing regulations, consider the balance between
housing affordability, environmental quality, and design quality
- (72) Housing (p. 24 of 30): Identify and employ cost-effective incentives that are reasonably likely
to result in an increased supply of housing suitable to the needs and income of all Mason County
residents. Incentive may include, but not be limited to, smaller lot sizes, zero-lot-line design, fee waivers
and exemptions, parking requirement reductions, and expedited permitting.
Dragonwheel is truly excited about the opportunity to invest in Mason County and assist in meeting the
County’s ongoing critical need for quality, sustainable, multi-family housing.
We appreciate the County staff and the Planning Advisory Commission’s work on this issue to date and
encourage the Board to vote to approve the proposed amendments without delay.
Thank you for the opportunity to provide public comment.
Very truly yours,
James P Schweickert, P.E.
Vice President
Dragonwheel Investment Group
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Marissa Watson Ext. 367
Department Community Development: Briefing: ☒
Action Agenda: ☐
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): January 30, 2023 Agenda Date: January 31, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☐ Other
(This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: 10.2
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Correct the Future Land Use map and Development Areas (zoning) map for the following parcels: 42022-
21-00010, 61922-33-00010, 61918-33-00010, 42107-13-00010, 42015-33-60010, and 42015-33-00000.
Background/Executive Summary:
The Community Development Department has discovered parcels that are incorrectly mapped on the
County GIS layers. These parcels are listed on spreadsheets and in proofing logs from the early 2000s
with the correct designation or zoning. Resource Lands and Rural Area designations in Mason County
were approved in 1995 and mapped in June 2000. In an effort to provide the most accurate information to
the public and our offices, DCD will periodically bring forth map corrections to the Planning Advisory
Commission and the Board of County Commissioners for approval.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
The public hearing with the PAC on 01.23.23 was advertised in the Mason Shelton Journal on January 12,
2023 and January 19, 2023. This meeting of the BOCC to brief was advertised on the home page of the
Mason County website and subsequent requests for action will also be advertised on the home page under
the corresponding agenda.
Requested Action:
Approval to adopt the amendments to the Mason County Future Land Use map and Development Areas
(zoning) map for the correcting parcels: 42015-33-00000, 42015-33-60010, 61918-33-00010, and
61922-33-00010 from Long-Term Commercial Forest Lands (LTCF) to Inholding Lands (IH); correcting
parcel 42022-21-00010 from Rural Natural Resource Lands (RNR) to Rural Residential 10 (RR10); and
correcting parcel 42107-13-00010 from Long-Term Commercial Forest Lands (LTCF) to Agricultural
Resource Lands (AG).
Attachments:
Ordinance, Staff Report, Maps, Proofing Spreadsheets
2023 map corrections
615 W. Alder Street Shelton, Wa 98584 1
360.427.9670 ext. 352 | masoncountywa.gov masoncountywa.gov
MAP CORRECTIONS
SUMMARY OF PROPOSAL & BACKGROUND
APPLICANT
Community Development Department
615 W. Alder Street
Shelton, Wa 98584
PROPOSAL
The Community Development Department has discovered parcels that are incorrectly mapped on
the County GIS layers. These parcels are listed on spreadsheets and in proofing logs from the early
2000s with the correct designation or zoning. Resource Lands and Rural Area designations in Mason
County were approved in 1995 and mapped in June 2000. In an effort to provide the most accurate
information to the public and our offices, DCD will periodically bring forth map corrections to the
Planning Advisory Commission and the Board of County Commissioners for approval.
PARCEL INFORMATION & ZONING/DESIGNATION INFORMATION
Parcel No. 42022-21-00010: This parcel is bisected by another parcel that was originally intended as
an access across residential property to forest lands and a railroad, original owner Simpson Lumbar
Company LLC. The company eventually deeded the access parcel over to the owners of the
residential property it bisected. Green Diamond now owns the forest lands adjacent to the
residential property and have constructed their own access road in a different area. The issue with
Applicant Proposal: Community Development Department is requesting
corrections to the future land use map and the development areas map
(zoning) for the following parcels: 42022-21-00010, 61922-33-00010,
61918-33-00010, 42107-13-00010, 42015-33-60010, and 42015-33-00000
Department: Community Development – Planning
Staff Contact(s):
Marissa Watson, Senior Planner
Ext. 367 or mwatson@masoncountywa.gov
Date: February 28, 2023
Action Requested at this Meeting: BOCC review and adopt amendments
to the Future Land Use map and the Development Areas map (zoning) for
the following parcels: 42022-21-00010, 61922-33-00010, 61918-33-00010,
42107-13-00010, 42015-33-60010, and 42015-33-00000.
2023 map corrections
615 W. Alder Street Shelton, Wa 98584 2
360.427.9670 ext. 352 | masoncountywa.gov masoncountywa.gov
parcel 42022-21-00010 is the mapping of a small portion of the property on the north side of the
access, it was incorrectly mapped Rural Natural Resource (RNR). This is not a separate parcel but a
portion of parcel 42022-21-00010, the zoning should be Rural Residential 10. (Attachment 1)
Current Zoning As Mapped:
RNR – Rural Natural Resource Lands
The rural natural resource district provides for isolated areas of resource based industry outside of
the designated resource lands.
Correct Zoning To Be Mapped:
RR10 - Rural Residential 10
There are five types of rural residential districts. These districts primarily provide for low density
residential use, but also provide for some rural uses such as hobby farms. Rural Residential 10
(RR10). This district provides for new residential subdivision on parcels of ten acres or more.
Parcel No. 61922-33-00010: This is a 6.76 acre parcel with residential development that was noted
in the spreadsheets for resource lands and rural lands designations as Inholding Lands but was
incorrectly translated to the Geographic Information System (GIS) in 2006 as Long Term Commercial
Forest Lands. This parcel does not qualify as LTCF and should be corrected to Inholding Lands (IH).
(Attachment 2)
Parcel No. 61918-33-00010: Subject parcel is a .45 acre lot on the border of Mason County and
Grays Harbor County, containing residential development. It is surrounded on the north, east, and
south by Long Term Commercial Forest Lands. This parcel is designated as Inholding Lands and
noted as so in the spreadsheets. It was most likely incorrectly translated to the Geographic
Information System (GIS) in 2006 as Long Term Commercial Forest Lands. This parcel does not
qualify as LTCF and should be corrected to Inholding Lands (IH). (Attachment 3)
Parcel No. 42015-33-00000: The subject parcel is a 2.40 acre lot bisected by W. Carman Rd N and
contains residential development. The parcel is noted in the DCD spreadsheet and working map as
Inholding Lands. It was most likely incorrectly translated to the Geographic Information System (GIS)
in 2006 as Long Term Commercial Forest Lands. This parcel does not qualify as LTCF and should be
corrected to Inholding Lands (IH). (Attachment 4)
Parcel No. 42015-33-60010: The subject parcel is a 1.25 acre lot containing residential development.
The parcel is noted in the DCD zoning and designation spreadsheets and working map as Inholding
Lands. It was most likely incorrectly translated to the Geographic Information System (GIS) in 2006
as Long Term Commercial Forest Lands. This parcel does not qualify as LTCT and should be
corrected to Inholding Lands (IH). (Attachment 4)
Current Designation As Mapped:
2023 map corrections
615 W. Alder Street Shelton, Wa 98584 3
360.427.9670 ext. 352 | masoncountywa.gov masoncountywa.gov
LTCF – Long Term Commercial Forest Lands
The purpose of the LTCF designation is to maintain and enhance natural resource based industries,
to encourage the conservation of commercial forest lands, to have no net loss of forest lands, and to
discourage incompatible land use.
Correct Designation To Be Mapped:
IH – Inholding Lands
The purpose of the IH designation is to mitigate incompatible land uses between long-term
commercial forest lands and the neighboring Inholding Lands.
Parcel No. 42107-13-00010: The subject parcel is a 3.50 acre lot containing residential development.
The parcel is noted in the DCD zoning and designation spreadsheets as Agricultural Resource Lands
(AG). It was most likely incorrectly translated to the Geographic Information System (GIS) in 2006 as
Long Term Commercial Forest Lands. This parcel does not qualify as LTCF and should be corrected
to Agricultural Resource Lands (AG). (Attachment 5)
Current Designation As Mapped:
LTCF – Long Term Commercial Forest Lands
The purpose of the LTCF designation is to maintain and enhance natural resource based industries,
to encourage the conservation of commercial forest lands, to have no net loss of forest lands, and to
discourage incompatible land use.
Correct Designation To Be Mapped:
AG – Agricultural Resource Lands
This designation is intended to recognize and protect unique resources that, due to the nature of
their operations, are sensitive to abutting land uses.
ANALYSIS
Mason County Code Section 17.05.080(a) describes the eight rezone criteria used to review a rezone
proposal. These criteria are not addressed because a mapping correction does not constitute a
rezone.
NOTIFICATION & COMMENT
STATE ENVIRONMENTAL PROTECTION ACT (SEPA)
2023 map corrections
615 W. Alder Street Shelton, Wa 98584 4
360.427.9670 ext. 352 | masoncountywa.gov masoncountywa.gov
Mapping corrections are exempt from SEPA per WAC 197-11-800(6).
PUBLIC NOTIFICATION
Notice of public hearing was posted in the Mason-Shelton Journal on January 12, 2023 and January
19, 2023. The public hearing of the BOCC is advertised on the Mason County website and in the
Mason-Shelton Journal on February 9th and 23rd, 2023.
REQUESTED ACTION
The Planning Advisory Commission and Staff recommend that the BOCC adopt the requested map
corrections to the Future Land Use map and the Development Areas (zoning) map, as outlined in the
staff report.
ATTACHMENTS
• Attachment 1-5: Current designation or zoning maps with noted corrections
• Excel Spreadsheets with designations/zoning
Source: Esri, Maxar, Earthstar Geographics, and the GIS User Community
County Boundary
No Filled
Tax Parcels (Zoom in to 1:30,000)
Road Name Labels (Zoom to 1:100,000)
Railroads (Zoom to 1:200,000)
Roads
Federal
State
County
City
Private
Green Diamond
US Forest Service
Rural Zoning
Rural Multi Family
Inholding Lands
5 /11/2022, 3:45:30 PM
0 0.05 0.1 0.03 mi
0 0.08 0.16 0.04 km
1:3,072
Maxar | Mason County WA GIS Web Map Application
Rural Residential 10 (RR10)
Current: Rural Natural Resource (RNR)
Correction: Rural Residential 10 (RR10)
Blue outline = parcel 42022-21-00010
Attachment 1
Parcel: 42022-21-00010
Source: Esri, Maxar, Earthstar Geographics, and the GIS User Community
County Boundary
No Filled
Tax Parcels (Zoom in to 1:30,000)
Rural Zoning
Rural Multi Family
Inholding Lands
Rural Residential 2.5 Acres
Rural Residential 5 Acres
Rural Residential 10 Acres
Rural Residential 20 Acres
Agricultural Resource Lands
5 /17/2022, 12:48:22 PM
0 0.05 0.1 0.03 mi
0 0.08 0.16 0.04 km
1:3,078
Maxar | Mason County WA GIS Web Map Application
Current: Long Term Commercial Forest
(LTCF)
Correction: Inholding Lands (IH)
Blue outline = Parcel 61922-33-00010
Attachment 2
Parcel: 61922-33-00010
Source: Esri, Maxar, Earthstar Geographics, and the GIS User Community
County Boundary
No Filled
Site Address (Zoom in to 1:3,000)
Tax Parcels (Zoom in to 1:30,000)
Rural Zoning
Rural Multi Family
Inholding Lands
Rural Residential 2.5 Acres
Rural Residential 5 Acres
Rural Residential 10 Acres
Rural Residential 20 Acres
5 /17/2022, 1:00:12 PM
0 0.03 0.05 0.01 mi
0 0.04 0.08 0.02 km
1:1,538
Maxar, Microsoft | Mason County WA GIS Web Map Application
Current: Long Term Commercial Forest
(LTCF)
Correction: Inholding Lands (IH)
Blue Outline = Parcel 61918-33-00010
Attachment 3
Parcel: 61918-33-00010
Source: Esri, Maxar, Earthstar Geographics, and the GIS User Community
County Boundary
No Filled
Site Address (Zoom in to 1:3,000)
Tax Parcels (Zoom in to 1:30,000)
Rural Zoning
Rural Multi Family
Inholding Lands
Rural Residential 2.5 Acres
Rural Residential 5 Acres
Rural Residential 10 Acres
Rural Residential 20 Acres
5 /17/2022, 1:04:48 PM
0 0.03 0.05 0.01 mi
0 0.04 0.08 0.02 km
1:1,536
Maxar, Microsoft | Mason County WA GIS Web Map Application
Current: Long Term Commercial Forest
(LTCF)
Correction: Inholding Lands (IH)
Blue outline = Parcel 42015-33-00000
Current: Long Term Commercial Forest (LTCF)
Correction: Inholding Lands (IH)
Yellow outline: Parcel 42015-33-60010
Attachment 4
Parcels: 42015-33-60010 & 42015-33-00000
Source: Esri, Maxar, Earthstar Geographics, and the GIS User Community
County Boundary
No Filled
Tax Parcels (Zoom in to 1:30,000)
Rural Zoning
Rural Multi Family
Inholding Lands
Rural Residential 2.5 Acres
Rural Residential 5 Acres
Rural Residential 10 Acres
Rural Residential 20 Acres
Agricultural Resource Lands
8 /8/2022, 12:36:20 PM
0 0.05 0.1 0.03 mi
0 0.08 0.16 0.04 km
1:3,065
Maxar | Mason County WA GIS Web Map Application
Current: Long Term Commercial Forest (LTCF)
Correction: Agricultural Resource Lands (AG)
Blue outline= Parcel 42107-13-00010
Attachment 5
Parcel: 42107-13-00010
county_all420221300020 0 1254 0 12.54 THREE BEDROOM County 1113 1 RR10420221300030 0 94 0 0.94 THREE BEDROOM County 1113 1 RR10420222100000 1114 100 0 12.14 LAND MH IS ON County 1801 11 RR10420222100010 797 60 0 8.57 LAND MH IS ON County 1801 1 RR10420222100030 857 0 0 8.57 VACANT LAND 5.01-9 County 9100 11 RR10420222100040 520 0 0 5.2 VACANT LAND 5.01-9 County 9100 11 RR10420222100050 500 0 0 5 VACANT LAND 5 ACRCounty 9110 11 RR10420222400010 0 129 2521 26.5 TIMBERLAND CURRECounty 9500 10 RR10420222490020 0 153 0 1.53 THREE BEDROOM County 1113 1 RR10420222490022 431 0 0 4.31 VACANT LAND 5 ACRCounty 9110 11 RR10420224100000 0 0 4000 40 DESIGNATED FORESCounty 8800 10 RR10420224200000 0 341 0 3.41 TWO BEDROOM County 1112 1 RR10420224200010 0 165 0 1.65 VACANT LAND 5 ACRCounty 9110 11 RR10420224200041 0 92 0 0.92 ONE BEDROOM County 1111 1 RR10Page 1
county_all419211000000 0 0 8000 80 DESIGNATED FOREST LAND Inholding 8800 10 Inholding419283000010 0 500 0 5 OTHER IMPROVEMENTS RESInholding 1800 11 IHLAND419321200000 756 600 0 13.56 VACANT LAND 10 AC AND OV Inholding 9111 11 Inholding419321200010 526 600 0 11.26 THREE BEDROOM Inholding 1113 1 Inholding419321200020 1093 0 0 10.93 VACANT LAND ON RV CR STRInholding 9140 11 Inholding420063400000 0 0 4000 40 DESIGNATED FOREST LAND Inholding 8800 10 IHLAND420064000000 0 0 12000 120 DESIGNATED FOREST LAND Inholding 8800 10 IHLAND420152400000 1500 0 0 15 VACANT LAND 10 AC AND OV Inholding 9111 11 IHLAND420152400010 2224 276 0 25 THREE BEDROOM Inholding 1113 1 IHLAND420153300000 0 240 0 2.4 THREE BEDROOM Inholding 1113 1 IHLAND420153360010 0 100 0 1 LAND MH IS ON Inholding 1801 1 IHLAND420153360011 0 25 0 0.25 LAND MH IS ON Inholding 1801 11 Inholding420163200020 750 250 0 10 LAND MH IS ON Inholding 1801 1 IHLAND420163290011 499 0 0 4.99 VACANT LAND 5 ACRES & UNInholding 9110 11 IHLAND420163290012 351 150 0 5.01 LAND MH IS ON Inholding 1801 1 IHLANDPage 1
county_all419321200010 526 600 0 11.26 THREE BEInholding 1113 1 Inholding419321200020 1093 0 0 10.93 VACANT LInholding 9140 11 Inholding420063400000 0 0 4000 40 DESIGNATInholding 8800 10 IHLAND420064000000 0 0 12000 120 DESIGNATInholding 8800 10 IHLAND420152400000 1500 0 0 15 VACANT LInholding 9111 11 IHLAND420152400010 2224 276 0 25 THREE BEInholding 1113 1 IHLAND420153300000 0 240 0 2.4 THREE BEInholding 1113 1 IHLAND420153360010 0 100 0 1 LAND MH Inholding 1801 1 IHLAND420153360011 0 25 0 0.25 LAND MH Inholding 1801 11 Inholding420163200020 750 250 0 10 LAND MH Inholding 1801 1 IHLAND420163290011 499 0 0 4.99 VACANT LInholding 9110 11 IHLANDPage 1
county_all421014300010 1000 0 0 10 CITY OF TAg Resourc1000 6 AGR421014300020 1000 0 0 10 CITY OF TAg Resourc1000 6 AGR421014400000 1000 0 0 10 CITY OF TAg Resourc1000 6 AGR421014400010 1000 0 0 10 CITY OF TAg Resourc1000 6 AGR421014400020 1000 0 0 10 CITY OF TAg Resourc1000 6 AGR421014400030 1000 0 0 10 CITY OF TAg Resourc1000 6 AGR421070004000 0 23609 6791 304 TIMBERLAAg Resourc9500 10 AGR421071300000 0 3900 0 39AGRICULTAg Resourc8300 8 AGR421071300010 0 350 0 3.5 LAND MH Ag Resourc1801 1 AGR421074000000 0 9943 2057 120 TIMBERLAAg Resourc9500 10 AGR421074100000 0 4000 0 40AGRICULTAg Resourc8300 8 AGR421083400040 336 353 0 6.89 ONE BEDRAg Resourc1111 1 Ag Res421084100000 0 991 0 9.91AGRICULTAg Resourc8300 8 AGR421084300000 0 2710 0 27.1AGRICULTAg Resourc8300 8 AGR421084300010 388 587 0 9.75 2 BEDROOAg Resourc1902 1 AGR421084300050 0 43 0 0.43 THREE BEAg Resourc1113 1 AGR421084300060 0 247 0 2.47 VACANT LAg Resourc9110 11 AGR421084300070 0 25 0 0.25 VACANT LAg Resourc9110 11 AGR421084400000 0 2838 0 28.38AGRICULTAg Resourc8300 8 AGR421084400010 0 165 0 1.65 PUBLIC ASAg Resourc7200 6 AGR421084400020 6 0 0 0.06AGRICULTAg Resourc8300 8 AGRPage 1
county_all619177500110 0 501 0 5.01 VACANT LAND ON RV CR STRInholding 9140 11 Inholding619181400010 0 437 0 4.37 THREE BEDROOM Inholding 1113 1 Inholding619181400020 0 200 0 2 LAND MH IS ON Inholding 1801 1 Inholding619181400030 0 100 0 1 LAND MH IS ON Inholding 1801 1 Inholding619181400031 0 369 0 3.69 LAND MH IS ON Inholding 1801 11 Inholding619183300010 0 45 0 0.45 THREE BEDROOM Inholding 1113 11 Inholding619183300011 0 60 0 0.6 THREE BEDROOM Inholding 1113 1 Inholding619184200000 0 0 3189 31.89 TIMBERLAND CURRENT USE Inholding 9500 10 Inholding619184200010 0 163 0 1.63 LAND MH IS ON Inholding 1801 1 Inholding619184200020 250 562 0 8.12 FOUR BEDROOM Inholding 1114 1 Inholding619184260000 0 100 0 1 CEMETERIES Inholding 6242 5 IHLAND619210060010 6300 0 0 63 EDUCATIONAL SERVICES Inholding 6800 6 Inholding619221300000 578 0 0 5.78 OTHER IMPROVEMENTS RESInholding 1800 11 InholdingPage 1
county_all619222102020 0 460 0 4.6 VACANT LInholding 9140 11 Inholding619222102030 0 245 0 2.45 VACANT LInholding 9140 11 Inholding619222102040 0 220 0 2.2 VACANT LInholding 9140 11 Inholding619222102050 0 195 0 1.95 CABINS O Inholding 1970 11 Inholding619223300010 376 300 0 6.76 LAND MH Inholding 1801 1 Inholding619224100010 0 500 0 5 LAND MH Inholding 1801 1 Inholding619224100020 1369 100 0 14.69 CABINS O Inholding 1970 1 Inholding619224190030 0 300 0 3 2 BEDROOInholding 1902 1 Inholding619224190031 250 100 0 3.5 THREE BEInholding 1113 1 Inholding619224190032 250 100 0 3.5 LAND MH Inholding 1801 1 Inholding619224300000 0 0 4000 40 DESIGNATInholding 8800 10 InholdingPage 1