HomeMy WebLinkAbout2023-2026 Collective Bargaining Agreement for Deputy Prosecutors COLLECTIVE BARGAINING AGREEMENT
By and Between
MASON COUNTY
And the
MASON COUNTY PROSECUTING ATTORNEY
1854
And
WOODWORKERS LOCAL LODGE W38, I.A.M
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January 1, 2023
Through
December 31, 2026
Table of Contents
PREAMBLE ........................................................................................................................ 3
ARTICLEI: RECOGNITION................................................................................................ 3
ARTICLEII: GRIEVANCES................................................................................................. 4
ARTICLE III: NON-DISCRIMINATION ................................................................................ 7
ARTICLE IV: WAGES AND BENEFITS .............................................................................. 7
ARTICLEV: HOLIDAYS ..................................................................................................... 9
ARTICLE VI: VACATION LEAVE........................................................................................ 9
ARTICLE VII: SICK LEAVE, BEREAVEMENT LEAVE AND FMLA....................................10
ARTICLE VIII: CIVIL LEAVE..............................................................................................13
ARTICLEIX: LONGEVITY.................................................................................................13
ARTICLE X: SAVINGS CLAUSE .......................................................................................14
ARTICLEXI: DURATION...................................................................................................14
APPENDIX A-WAGE TABLE ........................................................................... 15
2023-2026 Agreement-Mason County Deputy Prosecuting Attorneys=oodworkers Local Lodge W38, IAM
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PREAMBLE
This Agreement entered into by Mason County and the Mason County Prosecuting
Attorney, hereinafter referred to as the "Employer" and Woodworkers Local Lodge W38,
I.A.M., hereinafter referred to as the "Union," has as its purpose the promotion of
harmonious relations between Mason County, the Employer and the Union, and the
establishment of an equitable and peaceful procedure for the resolution of differences, in
the public interest.
ARTICLE I: RECOGNITION
Section 1. The Employer recognizes the Union as the sole and exclusive bargaining agent
for the purpose of negotiations concerning salaries, hours and other conditions of employment
for all full-time and regular part-time deputy prosecuting attorneys in the Prosecutor's office,
hereinafter referred to as"employee","employees","DPA"or"DPAs",except for Rule 9 interns
and confidential employees.
Section 2. Union Representation
a. It is mutually agreed that only Union members of this unit shall engage in active
participation in Union affairs of this unit, or serve in a role of leadership of the unit
such as: serving as a delegate or representative, serving on negotiating or other
Union committees, or participating in other similar activities to the interest of the
unit.
b. The Union shall have up to a thirty (30) minute orientation with new employees
during the employees' regular work hours. The Union will explain that it is the
designated as the exclusive representative for all employees covered under the
Collective Bargaining Agreement. The Union shall inform each new employee that
membership in the Union is voluntary and only when an employee clearly and
affirmatively consents to joining the Union may collect fees. In addition, the Union
shall explain to the new employee the rights and the benefits the employee would
forgo by being a non-member.
c. The Union agrees to accept employees as members without discrimination as to
race, color, creed, sex, sexual orientation, national origin or physical, sensory or
mental disabilityor protected classes under the law.
d. The Employer will provide for payroll deduction of Union dues and initiation fees
upon authorization bythe employee. Payroll deduction authorization cards must be
received by the County department by the 15th day of the month to be recognized
as effective for that month. The County will transmit to the duly designated officer
of the Union the total amount so deducted together with the list of names of the
employees from whose pay deductions were made. All refunds of such deductions
which may be required to be made to any employee shall be made by the Union,
and the Union shall settle all questions, and disputes between it and its members
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with reference to the deductions or refunds of the like without recourse to the
County.
e. The Employer will distribute one copy of this Agreement to each employee in the unit
and to each newly hired employee of the unit. The cost of printing this Agreement shall
be equally shared between the Department and the Union.
f. The Union agrees to supply the Employer with lists of officers of the Union and
representatives and to keep such lists current. The Employer will recognize the
officers and representatives, or shop stewards.
g. Signatory organization will indemnify, defend, and hold the Employer harmless
against any claims made and against any suit instituted against the County on
account of any check-off of dues for the Union organization. The Union agrees to
refund to the County any amounts paid to it in error on account of the check-off
provisions upon presentation of proper evidence thereof by the County.
ARTICLE II: GRIEVANCES
This section shall recognize the authority of the Prosecuting Attorney under RCW
36.27.040 to revoke at-will appointments to his or her appointed Deputies, and that the
provisions of RCW 41.56.030(2) shall not require a prosecuting attorney to alter the at-
will relationship by this section.
Section 1. The purpose of this grievance procedure is to promote harmony and
efficiency between the employees and the Employer by providing for the timely settlement
of grievances without fear of discrimination or reprisal.
Section 2. The term "grievance" shall mean any dispute between the Employer and
the Union or an employee covered by this Agreement, concerning the interpretation,
application, claim, or breach or violation of the terms of this Agreement and established
personnel matters.
Section 3. Employees will be unimpeded and free from restraint, interference,
coercion, discrimination, or reprisal in seeking adjudication of their grievances.
Section 4. Any time limits stipulated in the grievance procedure may be extended for
stated periods of time by appropriate parties by mutual agreement in writing with copies
to the Union and the Employer.
Section 5. Failure of the Employer to comply with any time limitations of a procedure
in this Article shall automatically permit the aggrieved employee to advance his/her
grievance to the next step of these procedures.
Section 6. A grievance of interest to several employees may be filed as a "group"
grievance at Step 2 of the Grievance Procedure and be processed within the time limits
set forth herein. Either the Union or the Employer may initiate a grievance. The Employer
2023-2026 Agreement-Mason County Deputy Prosecuting Attorneys/Woodworkers Local Lodge W38, IAM
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may not grieve the acts of individual Employees, but rather, only orchestrated acts or
actions of authorized representatives believed to be in conflict with this Agreement. An
Employer grievance will not be subject to Arbitration and may go to mediation.
Section 7. Grievance Procedure:
Step 1. Within fourteen (14) calendar days of the incident, giving rise to the grievance
or within fourteen (14) calendar days of the date the grievant knew or reasonably
should have known of the incident-giving rise to the grievance, the employee and/or
the shop steward or other representative of the Union shall discuss the grievance with
the Prosecutor. The Prosecutor shall notify the employee of any decision on the
grievance within fourteen (14) calendar days of the discussion with the employee. The
decision of the Prosecutor shall be final on grievances that are not directly related to
Article IV, Wages and Benefits.
Step 2. If the grievance is directly related to Article IV, Wages and Benefits, then
within fourteen (14) calendar days after receipt of the response or expiration of the
time for response in Step 1, the employee and/or Union shall reduce to writing a
statement of the grievance, which shall contain the following:
a. the facts upon which the grievance is based;
b. the Article(s) and/or Section(s) of the Agreement allegedly violated; and
c. the remedy sought.
The written grievance shall be filed with the Human Resources Director, with a copy to
the Prosecutor. The Human Resources Director shall schedule a meeting with the Union
Representative, affected employee(s) and the Prosecutor (or designee) to hear and seek
to resolve the grievance. Within fourteen (14) calendar days of the meeting, the Human
Resources Director shall provide a written response to the Union Representative,
employee(s) and the Prosecutor. If the grievance is not resolved at Step 2, it may be
advanced to arbitration by the Union.
Section 8. Grievance Arbitration:
A. Should the Union choose to advance the grievance to arbitration, written
notification of its intent to arbitrate shall be submitted to the Prosecutor and Human
Resources Director within fourteen (14) calendar days of receiving the written
response in Step 2. Thereafter, the parties will attempt to agree on an arbitrator
to hear the grievance. If the parties are unable to agree to an arbitrator, then a list
of nine (9) names shall be jointly requested by the parties from the Public
Employment Relations Commission (PERC) within thirty (30) calendar days of the
date the Union filed its notice of intent to arbitrate with the County.
B. If a list of arbitrators is requested, both parties will attempt to agree upon an arbitrator
from this list. If they cannot agree within fourteen (14)calendar days from the receipt
of the list, a flip of the coin will determine which party strikes the first name from the
list. This striking of names will alternate between the parties until one name remains.
This person shall be the arbitrator.
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C. The Parties shall jointly submit a written referral to the arbitrator that will contain the
following:
1. a stipulated agreement of the question or questions at issue. If unable to
stipulate, parties shall frame their own question or questions and the
arbitrator shall have authority to define the question as a first order of
business at any subsequent hearing;
2. statement of facts and position of each respective party; and
3. copy of the grievance and related correspondence.
The arbitration hearing shall be scheduled at a date, time and location mutually
acceptable to the parties.
D. For any grievance arbitration proceeding held pursuant to this Article, it is
understood as follows:
1. The arbitrator shall have no power to render a decision that will add to,
subtract from or alter, change, or modify the terms of this Agreement, and
his/her power shall be limited to interpretation or application of the terms
of this Agreement, and all other matters shall be excluded from arbitration.
2. The decision of the arbitrator shall be final, conclusive and binding upon
the Employer, the Union and the employees involved, provided the
decision does not involve action by the Employer, which is beyond its
jurisdiction.
3. Each party may call witnesses. Such testimony shall be sworn and shall
be limited to the matters set forth in the written statement of the grievance,
and shall be subject to cross-examination. The arguments of the parties
may be supported by oral comment and rebuttal. Either or both parties
may submit post-hearing briefs within a time mutually agreed upon. Such
arguments of the parties, whether oral or written, shall be confined to and
directed at the matters set forth in the written statement of the grievance.
4. Either party may request that a stenographic record of the hearing be
made. The party requesting such record shall bear the cost thereof;
provided, however, if the other party requests a copy, such cost shall be
shared equally.
5. The cost of the arbitrator shall be borne equally by the Employer and the
Union, and each party shall bear the cost of presenting its own case.
ARTICLE III: NON-DISCRIMINATION
Section 1. Neither the Employer, Union, nor any employee shall in any manner whatsoever
discriminate against any employee on the basis of race, color, religion, creed, sex, marital
status, national origin, age, or sensory, mental or physical handicaps; Except, that such factors
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may be considered in employment decisions where determined to be a bona fide occupational
qualification under the guidelines promulgated by the Federal Equal Employment opportunity
commission.
Section 2. No employee shall be discharged or discriminated against for engaging in lawful
Union activities, fulfilling duties as an officer in the union, serving on a Union committee or
member thereof, or exercising the employee's rights as a Union member, or for acting in
compliance with the rules of professional conduct as mandated by the Washington State
Supreme Court.
ARTICLE IV: WAGES & BENEFITS
Section 1. Effective January 1, 2023, through December 31, 2026, each employee shall
also have their base wage as set forth in Appendix A and adjusted by an across-the-board
increase as set forth below:
INCREASE
1/1/2023 2.00%
1/1/2024 2.00%
1/1/2025 2.00%
1/1/2026 2.25%
Step increases shall occur on the employee's anniversary date. If an employee's
performance is unsatisfactory, the Prosecuting Attorney may defer a scheduled pay
increase for a stipulated period of time or until the employee's job performance is
satisfactory. The anniversary date is defined as the employee's actual date of
appointment to their current job classification. The actual day of pay increase shall be the
1st or the 16th of the month, depending on the date of the anniversary day (e.g., if an
employee's anniversary date is on January 14, the pay increase will take effect January
1).
Section 2. The County shall pay any court-sanctioned fine levied against an employee
where, in the reasonable judgment of the Prosecutor, such employee was fined in the
good faith performance of his duties.
Section 3. The County shall pay the regular, active annual dues to the Washington
State Bar Association for each employee covered by this Agreement. Should an
employee terminate employment with the County prior to July 1 of the current calendar
year, they shall reimburse the County a pro-rated share of dues paid to be deducted from
their last paycheck.
Section 4. The County shall provide indemnification and defense of an employee from
liability that may arise out of the good faith performance of his/her duties.
Section 5. The County shall contribute as below each month during the term of this
Agreement for each eligible employee for medical, dental, vision, and life insurance
coverage. This contribution is to be applied to premiums for PEBB medical and WCIF
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dental, vision and life or, with the provision of adequate notice to the County, applied to
the premiums of such other carrier or carriers as designated by the Union. Eligible
employees are those regular full-time and regular part-time employees compensated for
eighty (80) man-hours (excludes vacation, sick and comp time upon separation) or more
per month during the calendar year.
A. Effective January 1, 2023, the contribution shall be increased to one
thousand, four hundred and sixty-six dollars ($1,466) per month during
the term of this Agreement for each eligible employee for medical,
dental, vision, and life insurance coverage.
B. Effective January 1, 2024, the contribution shall be increased to one
thousand, five hundred and eighteen dollars ($1,518) per month during
the term of this Agreement for each eligible employee for medical,
dental, vision, and life insurance coverage.
C. Effective January 1, 2025, the contribution shall be increased to one
thousand, five hundred and seventy dollars ($1,570) per month during
the term of this Agreement for each eligible employee for medical,
dental, vision, and life insurance coverage.
D. Effective January 1, 2026, the contribution shall be increased to one
thousand, six hundred and twenty-two dollars ($1,622) per month during
the term of this Agreement for each eligible employee for medical,
dental, vision, and life insurance coverage.
Section 6. The Employer shall provide an Employee Assistance Program (EAP)
benefit for all bargaining unit employees.
Section 7. In the event the Employer is subject to carrier plan design change or a
penalty, tax, fine or increased costs as a result of requirements or provisions of the ACA,
not within the control of the Employer, the parties agree to meet and negotiate regarding
the impacts of any such cost or plan design impacts and immediately bargain alternative
provisions.
Section 8. Clothing Allowance: All employees shall receive, payable on the second
pay date in July of the current calendar year, an annual clothing allowance of five hundred
dollars ($500) for professional business attire.
Section 9. The County and Union mutually agree to comply with all Washington State
Long Term Services Trust Act statutes, in accordance with RCW 50B.04.
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ARTICLE V: HOLIDAYS
Section 1. The following is a list of the annual recognized holidays for employees in
the Prosecutor's Office:
New Year's Day Labor Da
Martin Luther King Day Veterans' Da
Presidents' Day Thanksgiving Da
Juneteenth Friday after Thanksgiving Da
Memorial Day Christmas Eve Da
Independence Day Christmas Da
Two 2 Floating Holidays
Christmas Eve may be taken off based on the operational needs of the County and the
prior approval of the Prosecutor, and if this cannot be accommodated, the employee will
schedule an alternate day with their supervisor's approval.
Section 2. Where there is a conflict or difference between either a federal or state
designated holiday, the parties may agree to honor either one, but not both.
Section 3. When a recognized holiday falls on Saturday, the Friday preceding it will be
allowed; and when a recognized holiday falls on a Sunday, the Monday following will be
allowed as a regular paid holiday.
Section 4. Floating holidays may be taken at the discretion of the employee, provided
the approval of the Employer is obtained, and one (1) week's advance notice is given.
The one (1) week notice requirement may be waived by the Employer. Floating holidays
not used by the end of the calendar year, during which they accrued, will be lost.
ARTICLE VI: VACATION
Section 1. Each regular full-time employee shall accrue paid vacation leave as follows:
1 st through 3rd year of employment 96 hours
4th through 7th year of employment 120 hours
8th through 9th year of employment 144 hours
10th through 11th year of employment 160 hours
12th through 14th year of employment 176 hours
15th through 16th year of employment 184 hours
17th through 19th year of employment 192 hours
20th year or more of employment 200 hours
Section 2. All new employees must satisfactorily complete six (6) months of service 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.
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Section 3. 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 leave for that month.
Section 4. 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 (1st) and the
fifteenth (15th) 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 (16th) and the last day of the month.
Section 5. The Prosecuting Attorney is responsible for scheduling its employees'
vacations without undue disruption of department operations. Leave requests shall
normally be submitted, in writing, at least two (2) weeks prior to taking vacation leave.
Section 6. The maximum vacation leave hours that may be accrued at any point in
time is four hundred (400) hours. No additional vacation leave accrual will be added to
the employee's vacation leave benefit when the maximum accrual of four hundred (400)
hours has been attained.
Section 7. Eligible employees will be paid for unused accrued vacation leave upon
termination of employment with Mason County, provided that no employee may receive
payment for more than four hundred (400) hours.
ARTICLE VII: SICK LEAVE, BEREAVEMENT LEAVE AND FMLA
Section 1. Sick Leave: Per the Washington State Paid Sick Leave law, RCW 49.46, in
accordance with WAC 296-130 and Initiative 1433, the County and the Union mutually
agree to comply the with the laws. Regular full-time employees must work or be in a paid
status at least eighty (80) hours in a month to accrue sick leave for the month. Sick leave
shall accrue for all regular full-time employees at the rate of eight (8) hours per month for
each month of employment. Regular part-time employees shall accrue sick leave on a pro-
rated basis in proportion to the number of hours the part-time employee is in a paid status
during the month as compared to that required for a full-time employment Sick leave cannot
be taken before it is actually earned, and sick leave accrual may not exceed one thousand
two hundred (1,200) hours. Usages of sick leave shall be consistent in accordance with
the Washington State Paid Sick Leave law, RCW 49.46, WAC 296-130 and Initiative
1433, the County and the Council mutually agree to comply with the laws. Authorized
uses of sick leave may be utilized for immediate family as defined below.
"Immediate family" shall be defined as persons related by blood, marriage,
or legal adoption in the degree of relationship of spouse, registered
domestic partner, grandparent, parent (biological, adoptive, de facto, or
foster parent, stepparent, or legal guardian of an employee or employee's
spouse or registered domestic partner, or a person who stood in loco
parentis when the employee was a minor child),sibling, child (biological,
adopted, or foster child, stepchild, or a child to whom the employee stands
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in loco parentis, is a legal guardian, or is a de facto parent, regardless of
age or dependency), grandchild, in compliance with WAC 296-130-030 and
RCW 49.12.270 (or subsequent statutes) and other persons with the
approval of the Employer or designee.
Section 2. Sick Leave Cash Out: Employees hired before January 1, 2011, shall receive
payment for unused sick leave upon termination of employment with fifteen (15) years of
continuous county service; or upon termination of employment with Mason County when
the termination is contemporaneous with retirement from an applicable Washington State
Public Employees Retirement System; or upon the death of the employee, in which case
payment shall be made to his/her estate. Employees hired on or after January 1, 2011,
neither they nor their estate shall be eligible to receive any cash out of the employee's
accrued sick leave upon separation from county service.
Section 3. Sick Leave Adjustment for Workers Compensation:
A. For a period of absence from work due to injury or occupational disease resulting
from County employment, the employee shall file an application for Worker's
Compensation in accordance with state law.
B. If the employee has accumulated sick leave credit, the County shall pay the sick
leave difference between his/her time loss compensation and his/her full regular
salary unless the employee elects not to use his/her sick leave.
C. Should an employee receive Worker's Compensation for time loss and he/she also
receives sick leave compensation, his/her sick leave accrual prior to the time loss
will be reduced by the total number of hours he/she was on sick leave minus the
number of hours at full salary for which he/she is paid to the nearest hour.
D. Until eligibility for Worker's Compensation is determined by the Department of Labor
and Industries, the County may pay full sick leave accumulated, provided that the
employee shall return any subsequent over-payment to the County.
E. Should an employee apply for time loss compensation and the claim is then or later
denied, sick leave and vacation leave may be used for the absence in accordance
with other provisions of this rule.
F. Nothing herein pertains to a permanent disability award.
G. If an employee has no sick leave accumulated, or has exhausted all sick leave,
vacation leave, or comp time, may be substituted.
Section 4. Bereavement Leave: The County will provide regular, full-time and part-
time employees with paid bereavement leave for up to three (3) days in the event of the
death of an immediate family member. Two (2) additional days chargeable to accrued
sick leave will be granted at the request of the employee. Immediate family for purposes
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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, nephew, or
niece.
Section 5. Family Leave: The County and the Union mutual agree to comply with all
State and Federal Family Leave laws (FMLA, RCW 49.78), whichever is more
advantageous to the employee. Employer will grant leave consistent with the FMLA and
the adopted conditions and provisions of the state and federal law and are not intended
to expand upon the rights thus set forth. For purposes of this Article, the definition of
"immediate family" will be found in Article VII, Section 1.
If an employee has any questions regarding the State and Federal Family leave laws,
they may contact the County's Human Resource Department for guidance.
Section 6. The County and Union mutually agree to comply with all Washington State
Paid Family & Medical Leave law, per RCW 50A.04.
Section 7. Maternity Disability Leave: Consistent with WAC 162-30-020, the Employer
will grant a leave of absence for a period of temporary disability because of pregnancy or
childbirth. This may be in addition to the leave entitlements of FMLA.
This leave provides female Employees with the right to a leave of absence equivalent to
the disability phase of pregnancy and childbirth. There is no eligibility requirement,
however, the Employer has no obligation to pay for health insurance benefits while on
this leave (unless utilized concurrent with FMLA or otherwise entitled under disability or
sick leave paid status).
Leave for temporary disability due to pregnancy or childbirth will be medically verifiable.
There is no limit to the length of the disability phase, except for the right for medical
verification and the right of second opinion at the Employer's expense. At the end of the
disability leave, the Employee is entitled to return to the same job or a similar job of at
least the same pay.
Employees must use their accrued sick leave and vacation, if any, during the leave period
and, at their election, any accrued comp time. Once this paid leave is exhausted, the
Employee's leave may be switched over to unpaid leave.
Section 8. Military Leave: Employees enlisting or entering the military service of the
United States, pursuant to the provisions of the Uniformed Services Employment and
Reemployment Rights Act of 1994 (USERRA) shall be granted all rights and privileges
provided by the Act. In addition to benefits granted under USERRA, Employees shall be
allowed military leave as required by RCW 38.40.060 and as interpreted by the Court.
This provides for twenty-one (21) working days of military leave per year (October 1
through September 30).
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Section 9. Leave Without Pay: Except in the case of Family Medical Leave Act
related leave (and/or other protected leaves), an employee may be granted leave
without pay with prior approval of the Prosecutor or designee.
ARTICLE VIII: CIVIL LEAVE
Section 1. Jury Duty: The County provides all employees leave for jury service.
Regular full-time and part-time employees who have completed their probationary period
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. Upon completion
of jury duty, you are required to provide your 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. An employee who is called to jury service for a matter
which is discovered to be likely multiple-week litigation agrees to ask to be excused from
such service on the basis of hardship to the Employer.
Section 2. Witness Duty: All employees summoned to testify in court are allowed time
off for the period they serve as witnesses. If you are paid by the County for time you are
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 you are a party in the case.
ARTICLE IX: LONGEVITY
Section 1. Longevity: Employees hired on or after January 1, 2023, shall receive
longevity pay (commencing upon completion of their loth year of service) in addition to
their base pay as set forth below. Employees hired before January 1, 2023, shall receive
longevity pay (commencing upon completion of their 5th year of service), in addition to
their base pay, as set forth below:
Continuous Years of Service Monthly Amount
61h through 101h year $65.00 flat rate
11th through 14th year 1.5% above base
15th through 19th year 3.0% above base
20th through 24th year 4.5% above base
25th year and over 6.0% above base
ARTICLE X: SAVINGS CLAUSE
Should any clause of this Agreement be found to be in violation of any law, all other
provisions shall remain in full force and effect. If any provision in this Agreement is
determined to be invalid, the parties shall meet to renegotiate the substance of the
provision if demanded by either party.
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ARTICLE XI: DURATION
This Agreement shall be effective upon ratification and shall remain in full force and effect
through December 31, 2026, by mutual agreement superseding previous Agreements in
term and effective date.
Any retroactive application of provisions of this agreement shall apply only to those
eligible employees under this bargaining unit who are actively employe by Mason County
on the date of ratification.
Either party may commence negotiations of a successor agreement by filing written notice
to the other party pursuant to the provisions of Chapter 41.56 RCW.
SIGNATURES
IN WITNESS WHEREOF, the parties hereto have executed this Agreement this
23`d day of (Y1 2023.
BOARD OF COUNTY COMMISSIONERS WOODWORKERS LOCAL
MASON COUNTY LODGE W38, I.A.M.
Sharon T sk, Commissioner rXBickett, Union Representative
/n l
ndy Neatherlin, Commissioner
�--
K&in Shutty, 9bmmissioner
MASON COUNTY PROSECUTING
ATTORNEY `.
c I- of y, Prosec teP----
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APPENDIX A -WAGE TABLE
Effective 1/1/2023 STEPS
GWI2.00% 1 2 3 4 5 6 7 8
Deputy Prosecuting Attorney 1 5,734.86 5,878.23 6,025.19 6,175.81 6,330.20 6,488.45 6,650.19 6,817.02
Deputy Prosecuting Attorney II 6,986.37 7,160.75 7,340.26 7,523.51 7,711.82 7,905.17 8,102.34 8,305.77
Senior Deputy Prosecuting 8,513.04 8,725.38 8,945.28 9,167.71 9,396.90 9,631.82 9,872.64 10,119.45
Attorney
Effective 4/1/2023 STEPS
One-Time Market Adjustment 1 2 3 4 5 6 7 8
5.125%
Deputy Prosecuting Attorney 1 6,028.77 6,179.49 6,333.98 6,492.32 6,654.62 6,820.99 6,991.01 7,166.39
Deputy Prosecuting Attorney II 7,344.42 7,527.74 7,716.44 7,909.09 8,107.05 8,310.31 8,517.58 8,731.44
Senior Deputy Prosecuting 8,949.34 9,172.55 9,403.72 9,637.55 9,878.49 10,125.45 10,378.61 10,638.07
Attorney
Effective 1/1/2024 STEPS
GWI2.00% 1 2 3 4 5 6 7 8
Deputy Prosecuting Attorney 1 6,149.35 6,303.08 6,460.66 6,622.17 6,787.72 6,957.41 7,130.83 7,309.72
Deputy Prosecuting Attorney II 7,491.31 7,678.29 7,870.77 8,067.27 8,269.19 8,476.52 8,687.94 8,906.07
Senior Deputy Prosecuting 9,128.32 9,356.00 9,591.80 9,830.31 10,076.06 10,327.96 10,586.19 10,850.83
Attorney
Effective 1/1/2025 STEPS
GWI2.00% 1 2 3 4 5 6 7 8
Deputy Prosecuting Attorney 1 6,272.33 6,429.14 6,589.87 6,754.61 6,923.47 7,096.56 7,273.44 7,455.91
Deputy Prosecuting Attorney II 7,641.13 7,831.86 8,028.19 8,228.62 8,434.58 8,646.05 8,861.69 9,084.19
Senior Deputy Prosecuting
Attorney 9,310.89 9,543.12 9,783.63 10,026.91 1 10,277.59 10,534.52 10,797.91 11,067.85
Effective 1/1/2026 STEPS
GWI2.25% 1 2 3 4 5 6 7 8
Deputy Prosecuting Attorney 1 6,413.46 6,573.80 6,738.15 6,906.59 7,079.25 7,256.23 7,437.10 7,623.67
Deputy Prosecuting Attorney II 7,813.06 8,008.07 8,208.82 8,413.76 8,624.36 8,840.59 9,061.08 9,288.58
Senior Deputy Prosecuting 9,520.38 9,757.84 10,003.77 10,252.52 1 10,508.83 10,771.54 1 11,040.86 1 11,316.88
Attorney
2023-2026 Agreement-Mason County Deputy Prosecuting Attorneys/Woodworkers Local Lodge W38, IAM
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