HomeMy WebLinkAbout2023/12/18 - Briefing PacketMASON COUNTY COMMISSIONER BRIEFING INFORMATION
FOR THE WEEK OF
December 18, 2023
In the spirit of public information and inclusion, the attached is a draft of information for
Commissioner consideration and discussion at the above briefing.
This information is subject to change, additions and/or deletion, and is not all inclusive of
what will be presented to the Commissioners.
Please see draft briefing agenda for schedule.
Commission meetings are live streamed at http://www.masonwebtv.com/ and public commented is
accepted via email msmith@masoncountywa.gov; mail to Commissioners Office, 411 N 5th Street, Shelton,
WA 98584; or phone at (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 p.m. the
Friday before the meeting. If special accommodations are needed, contact the Commissioners' office at
Shelton (360) 427-9670 ext. 419
Briefing Agendas are subject to change, please contact the Commissioners’ office for the most recent
version.
Last printed 12/14/23 at 8:13 AM
BOARD OF MASON COUNTY COMMISSIONERS
DRAFT BRIEFING MEETING AGENDA
411 North Fifth Street, Shelton WA 98584
Week of December 18, 2023
Monday
Noon WA State Association of Counties Zoom Meeting*
Virtual Assembly
*This is being noticed as a Special Commission meeting because a quorum of the Mason County Commission may
attend this event and notification is provided per Mason County Code Chapter 2.88.020 - Special Meetings.
Monday, December 18, 2023
Commission Chambers
Times are subject to change, depending on the amount of business presented
9:00 A.M. Executive Session – RCW 42.30.110 (1)(i) Potential Litigation
10:00 A.M. Community Development – Kell Rowen
10:05 A.M. Public Health – Dave Windom
10:15 A.M. Public Works – Loretta Swanson
Utilities & Waste Management
10:30 A.M. Support Services – Mark Neary
Commissioner Discussion – as needed
Mason County Community Development
Briefing
December 18, 2023
Briefing Items
→ Planning Advisory Commission application – Kell Rowen
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): December 18, 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: __________
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Michale Hill Planning Advisory Commission (PAC) Application
Background/Executive Summary:
The Mason County Planning Advisory Commission (PAC) is a seven-member citizen board appointed to
advise the Board of Commissioners on policy related to the County Comprehensive Plan and on land use
issues. The Planning Advisory Commission members help set the long-term direction or vision for the
community’s future. The Commission considers and makes recommendations on issues such as amendments
to the Mason County Comprehensive Plan, Shoreline Master Program, and land use regulation. The
Commission typically meets once per month on the third Monday at 6:00 p.m.
There is one open seat represented as either Commissioner District 2 or District 3 (Shelton, Arcadia, Bayshore,
Union, Hoodsport, Matlock, Lilliwaup, and Kamilche areas). Michale Hill, District 3, would fill a vacancy set
to expire in January 2024, therefore, the new expiration would be January 2028.
Budget Impact (amount, funding source, budget amendment):
N/A
Public Outreach (news release, community meeting, etc.):
News Release on September 26, 2023
Requested Action:
Commissioner decision to either interview or appoint Michale Hill to the Planning Advisory Commission
(PAC) for a term set to expire January 2028.
Attachments:
Application
I AM SEEKING APPOINTMENT TO
NAME:
ADDRESS:
CllY/ZIP: VOTING PRECINCT:
MASON COUNTY COMMISSIONERS
411 NORTH FIFTH STREET
SHELTON WA 98584
Fax 360-427-8437; Voice 360-427-9670, Ext. 419; 275-4467 or 482-5269
I PHONE:
WORK PHONE:
(OR ARE A IN THE COUNTY YO U LI VE) E-MAIL:
COMMUNITY SERVICE EMPLOYMENT: (IF RETIRED . PREVIOUS EXPERIENCE)
(AC TI V ITIE S O R M EM BER SHIP S) COMPANY:
POSITION:
COMPANY:
POSITION:
In y o ur words, what do you perceive is the role or purpose of the Boa rd , Comm ittee or Council for which you are applying:
What interests, skil ls do you wis h to offe r the Boa rd, Committee, o r Counci l?
Please list any financial , pro fessiona l , o r v olu ntary affiliatio ns w hic h may influe nce or affe ct yo ur posi t ion o n t his Boa rd :
(i.e. c re ate a po ten t ial co nflict of in terest)
Your participation is dependent upon attend ing certa in tra inings made availab le by the County during regular bus iness hours
(such as Open Public Meetings Act and Pub li c Records). The tra inings would be at no cost to you. Would you be
able to attend such trainings?
Realistically, how much time can you give to this position?
Quarterly Monthly Weekly Daily Office Use Only
Appointment Date ___ _
Signature Dale
Term Expire Date ___ _
Briefing
December 18, 2023
Briefing Items
→ Women, Infants, and Children (WIC) contract amendment – Melissa Casey
→ Youth Cannabis and Commercial Tobacco Prevention Program (YCCTPP) contract – Melissa
Casey
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): December 18, 2023
Agenda Date: January 2, 2024
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: __________
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Women, Infants, and Children (WIC) Contract Amendment #2
Background/Executive Summary:
The purpose of this amendment is to extend the period of performance through February 29, 2024 to continue
staff training in preparation for Public Health and Human Services to begin providing WIC Nutrition Program
services by March 2024.
Budget Impact (amount, funding source, budget amendment):
None
Public Outreach (news release, community meeting, etc.):
None
Requested Action:
Approval of the Women, Infants, and Children (WIC) contract amendment to extend the period of performance
through February 29, 2024 to continue staff training in preparation for Public Health and Human Services to
begin providing WIC Nutrition Program services by March 2024.
Attachments:
WIC Contract #GVL28360 Amendment #2
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): December 18, 2023
Agenda Date: January 2, 2024
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: __________
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Youth Cannabis and Commercial Tobacco Prevention Program (YCCTPP) Contract
Background/Executive Summary:
The mission of the Youth Cannabis and Commercial Tobacco Prevention Program (YCCTPP) is to prevent
initiation and reduce cannabis and commercial tobacco use by youth, ages 12-20, support adults who influence
these youth, leverage resources for promoting and supporting commercial tobacco dependence treatment, and
reduce cannabis and commercial tobacco-related inequities within Washington State. This contract with
Capital Region ESD 113 will award Mason County Public Health and Human Services $21,330 through June
30,2024 to implement cannabis and tobacco prevention efforts towards youth, school districts, and the
community.
Budget Impact (amount, funding source, budget amendment):
$21,330 State funding
Public Outreach (news release, community meeting, etc.):
None
Requested Action:
Approval for the Chair to sign the Youth Cannabis and Commercial Tobacco Prevention Program contract for
the total amount of $21,330 from October 1, 2023 through June 30, 2024 to plan, implement, and evaluate
cannabis and commercial tobacco.
Attachments:
Mason County YCCTPP Contract 2023-2024
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 1 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
Contract for services provided by Capital Region ESD 113 dated this 6th day December 2023 between:
CAPITAL REGION ESD 113 (ESD113)
6005 Tyee Drive SW ∙ Tumwater, WA 98512
AND
MASON COUNTY PUBLIC HEALTH (AGENCY)
415 N 6th Street, Bldg 8 ∙ Shelton, WA 98584
In consideration of the promises and conditions contained herein, ESD113 and Agency do mutually agree as follows:
I. PURPOSE
The purpose of this Agreement is to provide state funding to plan, implement, and evaluate cannabis
and commercial tobacco* (including vapor products) prevention and control activities in accordance with
Department of Health (DOH) contract #GVL28670-0 in support of the YCCTPP’s mission statement.
Background: The Youth and Cannabis and Commercial Tobacco Prevention Program’s (YCCTPP) mission is to
prevent initiation and reduce cannabis and commercial tobacco use by youth, ages 12-20, support adults
who influence these youth, leverage resources for promoting and supporting commercial tobacco
dependence treatment and reduce cannabis and commercial tobacco-related inequities within Washington
State.
II. GRANT REQUIREMENTS & STATEMENT OF WORK: The Agency will furnish the necessary personnel,
equipment, material and/or services and otherwise do all things necessary for or incidental to the
performance of the work detailed in Exhibit A, Statement of Work (SOW), incorporated herein.
III. RESPONSIBILITY OF CAPITAL REGION ESD 113 (ESD 113)
1. ESD 113 will disburse funds to Mason County Public Health Agency.
2. ESD will provide technical assistance as needed.
3. ESD 113 will report to DOH on implementation progress.
IV. RESPONSIBILITIES OF GOVERNMENTAL AGENCY (AGENCY)
1. The Agency has full responsibility for the conduct and activity supported under this contract and for
adherence to the contract conditions. Although the Agency is encouraged to seek the advice and
opinion of ESD 113 and DOH on special problems that may arise, such advise does not diminish the
Agency’s responsibility for making sound scientific and administrative judgments and should not imply
that the responsibility for operating decisions has shifted to ESD 113 or DOH. The Agency is
responsible for notifying ESD 113 about any significant problems relating to the administrative or
financial aspects of the contract.
2. The requirements of this contract are contained in the General Terms and SOW unless otherwise
specified in this contract. Certain applicable Federal standards are incorporated by reference.
3. By acceptance of this contract, the Agency agrees to comply with applicable Federal requirements and
management of all expenditures and actions affecting the contract. Documentation for each
Contract # 6105-IA-01984
Title Mason County Public Health YCCTPP 2023-2024
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 2 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
expenditure or action affecting this contract must reflect appropriate organizational reviews or
approvals which should be made in advance of action. Organizational reviews are intended to help
assure that expenditures are allowable, necessary, and reasonable for the conduct of the project, and
that the proposed action:
A. Is consistent with the contract terms and conditions;
B. Represents effective utilization of resources; and
C. Does not constitute a significant project change
V. TERM OF THE CONTRACT
The initial term start of this contract shall commence on October 1, 2023 and be completed on June 30,
2024, unless terminated sooner as provided herein. Any work done outside of the contract period shall be
provided at no cost to ESD 113 and may not be reimbursed under this contract.
Auto-renewing? NO YES
VI. PAYMENT PROVISIONS
Compensation for the work provided in accordance with this Agreement has been established under the
terms RCW 39.34.130. The parties have estimated that the cost of accomplishing the work herein will not
exceed $21,330 (twenty-one thousand three hundred and thirty dollars, 00/100), in accordance with
Exhibit A, attached hereto and incorporated herein. Compensation includes but is not limited to all taxes,
fees, surcharges, etc. Payment will not exceed this amount without prior written amendment.
A. Total consideration for this contract is up to $21,330 and is further divided as follows:
Chart of
Accounts,
Program Name
or Title
Funding Period
Start Date
Funding Period
End Date
Funding Amount Funding Source
SFY24 Youth
Tobacco Vapor
Products
October 1,
2023
June 30, 2024 $1,347 The Youth Tobacco
and Vapor Product
Prevention Account
(YVTP)
SFY24 Dedicated
Cannabis
Account
October 1,
2023
June 30, 2024 $19,983 The Dedicated
Cannabis Account
(DCA)
B. Agency agrees to comply with applicable rules and regulations associated with these funds.
1. ESD 113 will authorize payment only upon satisfactory completion and acceptance of deliverable and
for allowable costs as outlined in the Statement of Work and Responsibilities of Governmental
Agency.
2. Monthly Activity Reports are to be submitted to ESD 113 by the 5th of each month for the previous
month’s activity and the Expenditure Report and Invoice Request for Reimbursement must be
provided to ESD 113 by the 15th day of the month for the previous month’s activity to receive
reimbursement for the previous month.
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 3 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
3. Agency will submit all reimbursement forms to cchitwood@esd113.org and purchasing@esd113.org
4. Reimbursement requests must include a general ledger of expenses. Supporting documentation such
as approved timesheets, payroll records, and receipts for equipment, goods, services, related travel,
and payments to vendors contracted by the Agency will be held by the Agency and made available to
ESD 113 upon request.
5. Agency will produce a required final 4-month expenditure plan by February 28th, 2024, to ESD 113
YCCTPP Region Network Facilitator explaining in detail how the remaining YCCTPP funds will be spent
by June 30th, 2024. If ESD 113 YCCTPP Region Network Facilitator does not receive a final 4-month
expenditure plan by February 28, 2024, and/or the funds are not 50% spent by this date, ESD 113
reserves the right to reallocate those unspent funds for YCCTPP enrichment activities, events,
trainings, or other such relevant uses.
6. The Agency is encouraged to make final purchases by May 30, 2024, to allow adequate time to submit
invoices and receipts. Purchased goods must be in the possession of program staff no later than June
30, 2024. Final invoices and receipts should be submitted to ESD no later than July 15, 2024.
SIGNATURES
In witness whereof, Capital Region ESD 113 and the Agency certify that they have read, understand, and executed this
entire agreement.
_________________________________ Date _______ _________________________________ Date _______
Capital Region ESD 113 Authorized Signor Agency’s Signature
Original copy to be signed, returned to Capital Region ESD 113, and approved by its designee prior to the
commencement of services.
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 4 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
GENERAL TERMS
AUTHORITY
This agreement between Capital Region ESD 113 and AGENCY, is entered into in accordance with the authority granted in the
Interlocal Cooperation Act, RCW 39.34.030 and provisions that authorize educational service districts and school districts to
contract with each other for services, specifically 28A.310.010, 28A.310.180, 28A.310.200, 28A.320.080 and 28A.320.035
The provisions of educational, instructional or specialized services in accordance with this Agreement shall improve student
learning or achievement.
A separate legal entity is not being created. Capital Region ESD 113 shall administer the joint undertaking desribed in the terms
of this Agreement.
PAYMENTS
Capital Region ESD 113 or its designee determines that the services or goods provided by Agency are satisfactory, provided that
such determination shall be made within a reasonable time and not be unreasonably withheld.
Interim payments during the contract are allowed as specified. Any date specified herein for payment(s) to Agency shall be
considered extended as necessary to process and deliver a warrant for the amount(s). Such extension will be not greater than
thirty (30) days following completion of the service and receipt of an appropriate invoice, whichever occurs later.
PROHIBITION AGAINST ASSIGNMENT
Neither this contract nor any interest therein may be assigned by either party without first obtaining the consent 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.
NON COMPETE Not applicable if checked.
During the term of this contract and for 24 months after the contract completion, including any contract time extensions
provided, the Contractor shall not enter into business practices related to this contract to, or within, the ESD 113 region without
express written permission of the Superintendent of ESD 113.
OWNERSHIP OF WORK PRODUCTS AND RESTRICTION AGAINST DISSEMINATION
If the Agency is required by this Contract to develop a concept or product for ESD 113, then all correspondence, papers,
documents, reports, files, film work products (inclusive of intellectual concepts and properties), and all copies thereof which are
received or developed by the Agency and Agency‘s employee(s) and agent(s) in the course of performing, or as incident thereto,
Agency’s duties pursuant to the agreement shall, immediately upon receipt, preparation, or development, become the exclusive
property of ESD 113 in perpetuity of any and all purposes. All items described above shall be provided to and left with the ESD
113.
When ESD 113 obtains such rights, the Agency and Agency’s employees and agent(s) shall not, without prior written approval of
ESD 113, either during the term of this agreement or at any time thereafter, directly or indirectly disclose or give to any person,
firm, partnership, corporation, agency or political subdivision; any state or federal government; any educational agency,
institution, or organization any portion of the above-described items and properties or any information acquired in the course
of or as an incident to the performance of contracted duties hereunder, for any purpose or reason.
COPYRIGHT
The Agency shall be responsible for the acquisition of any necessary copyright releases for materials used in the performance of
services under this Contract. This shall not include materials originated under this Contract to which ownership belongs to the
ESD, as discussed in the previous section.
INDEMNIFICATION
The Agency or its designee indemnifies and shall defend and hold ESD 113, its employees, agents and representatives, harmless
from and against all third-party claims, actions, liens, suits or proceedings asserted against ESD 113 that are related to the
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 5 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
Agency’s obligations or performance under this Contract. The Agency shall timely reimburse ESD 113 for all costs, expenses,
damages, losses, liabilities or obligations, including reasonable attorney’s fees, incurred by ESD 113 as a result of such third-
party claims, actions, liens, suits or proceedings.
ESD 113 or its designee indemnifies and shall defend and hold The Agency, its employees, agents and representatives, harmless
from and against all third-party claims, actions, liens, suits or proceedings asserted against Th e Agency that are related to ESD
113’s obligations or performance under this Contract. ESD 113 shall timely reimburse The Agency for all costs, expenses,
damages, losses, liabilities or obligations, including reasonable attorney’s fees, incurred by The Agency as a result of such third-
party claims, actions, liens, suits or proceedings.
DISPUTES
Notice of potential disputes between the Agency and ESD 113 on the interpretation of the content of this contract or any
appendices must be served in writing to the other party to this contract. There shall be an attempt to resolve the dispute, but if
resolution is not possible, each party shall submit their positio n and supporting documentation to the ESD 113 Board of
Directors, whose decision shall be final.
TERMINATION
This agreement may be terminated by either party or any designee thereof at any time, with or without reason, upon written
notification thereof to the other party. The notice shall specify the date of termination and shall be conclusively deemed to have
been delivered and received by the other party as of midnight of the fifth day following the date of its posting in the United States
mail addressed as first noted herein in the absence of proof of actual delivery to and receipt by Agency by mail or other means at
an earlier date and/or time.
In the event of termination, Agency shall be entitled to an equitable proration of the total compensation provided herein for
uncompensated services which have been performed as of termination, and to the reimbursement of expenses incurred as of
termination, but solely to the extent such expenses are reimbursable pursuant to the provision of the agreement.
VERBAL AGREEMENTS
This written agreement constitutes the mutual agreement of Agency and Capital Region ESD 113 in whole. No alteration or
variation of the terms of this agreement and no oral understandings or agreements not incorporated herein, shall be binding
unless such amendments have been mutually agreed to in writing.
APPLICABLE LAW
This agreement shall be governed by the laws of the State of Washington. Venue for any legal action shall be proper only in
Thurston County, Washington.
Agency shall comply, where applicable, with the Agency Work Hours and Safety Standards Act and any other applicable federal
and state statutes, rules and regulations.
CRIMINAL ACTIVITY
Agency shall ensure that the Agency and the Agency’s employees or agents having unsupervised access to children in the
performance of this agreement have no prior conviction, civil adjudication s or disciplinary board final decisions which indicate
that it is inappropriate for these individuals to be working with children. Furthermore, persons ha ving unsupervised access to
children, under this contract, shall be fingerprinted and checked through the Washington Sta te Patrol (WSP) criminal
identification system, prior to preforming services under this contract.
NONDISCRIMINATION
No person of any class protected by law shall on the grounds of that class be excluded from participation in, be denied t he
benefits of, or be otherwise subject to discrimination under any activity performed pursuant to this agreement.
BACKGROUND CHECKS
Agencies who will or may during the activities of this contract hav e regularly scheduled unsupervised access to children under
16 years of age, developmentally disabled persons, or vulnerable adults during the course of work shall, as part of this contract,
complete background check forms submitted by ESD 113. (RCW 43.43.830) Exception: An Agency may provide proof of an
existing valid background check.
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 6 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
CONFLICT OF INTEREST
Neither the Contractor nor Contractor’s employee(s) shall perform any duty pursuant to this agreement in which duty he/she
may have participated as an employee of the ESD 113.
AGENCY’S SIGNATURE
Agency and/or Agency’s employee(s) or agent(s) signing this document certifies that he/she is the person duly qualified and
authorized to bind the Agency so identified to the foregoing agreement, and under penalty of perjury certifies the federal
identification number or social security number provided is correct.
INSURANCE COVERAGE
The Agency is not included under any ESD 113 insurance coverage. Accordingly:
The Agency is responsible for obtaining his/her own insurance coverage for Auto and General Liability.
The Agency must provide Industrial Insurance (Workers Compensation Insurance) for him/herself including owners and
directors, and any employees. It is further understood and agreed that the Agency and the Agency’s employees are not covered
by either Industrial Insurance or Unemployment Insurance through ESD 113.
The Agency should consider obtaining additional insurance for any other liabilities that they may be subject to.
The Agency expressly waives all immunity and limitation on liability as an employee under any industrial insurance act or
workers’ compensation act and indemnifies and holds harmless ESD 113 for any damages arising out of or in connection with
the work of this contract, except to the extent that it is caused by ESD 113’s sole negligence.
CERTIFICATION REGARDING DEBARMENT, SUSPENSION, AND INELIGIBILITY
If federal funds are the basis for this agreement, Agency certifies that neither it nor its principals are presently debarred,
declared ineligible, or voluntarily excluded from participation in transactions by any federal department or agency.
ESD 113 PROGRAM MANAGER Erin Wick PROGRAM ACCOUNT CODE 2064, 2084
BOARD NOTIFICATION If contract/consortium is over $50,000, summary sent to ESD Contracts Office. YES N/A
AGENCY CONTACT NAME: Emily Layman EMAIL: ELAYMAN@MASONCOUNTYWA.GOV
AUTHORIZED SIGNOR NAME: DAVID WINDOM EMAIL: DWINDOM@MASONCOUNTYWA.GOV
CONTRACT OFFICE APPROVAL – In accordance with Capital Region ESD 113 Signature Authorization and Control Procedure 6105-P. _______________
Contract Office Approval
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 7 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
EXHIBIT A: STATEMENT OF WORK
ESD 113 will provide support to The Mason County Public Health and Human Services (MCPHHS) as they
work on a series of events that will be focused on cannabis and commercial tobacco prevention efforts
towards youth, school districts, and community members. With this relationship, we are hoping to
strengthen the work being done around smoking and vaping, leverage the expertise of Mason County
professionals in the region, and increase cessation by youth in Mason County.
Responsibilities of Mason County Public Health and Human Services (MCPHHS):
1. Deliverable: Support schools in implementing effective and equitable Substance Use Discipline
Policies, Practices, and Procedures, and in providing prevention resources on cannabis and tobacco
prevention.
Activities:
a. Support at least 1 school/Youth coalition on school discipline topics through technical assistance on
specific areas of need.
b. Compile, and disseminate prevention and cessation resources to school and coalition partners.
c. Promote Prevention Voices Tools and Resources to Mason County Substance Abuse Prevention
Coalition Partners.
2. Deliverable: Create a community engagement campaign around prioritized populations/communities
on youth cannabis and tobacco prevention.
Activities:
a. Support regional equity training & Technical Assistance (TA) opportunities to regional network
partners via email, local coalition meetings, regional coalition coordinators meetings, and promotion
to school admin & SAPs.
b. Identify minority group leaders in LGBTQ+, Pacific Islander, Indigenous Nations, and other
communities, and include them in already existing prevention networks.
c. Work with youth leaders in the region to develop social norms campaign.
d. Work with partners to address Youth Assessments in the region to identify additional prevention
needs.
e. Engage in professional development training opportunities to include youth engagement and other
relevant topics that support prevention work.
3. Deliverable: Community education
Activities:
a. Create media plan for 23-24 to promote You Can, Under the Influence of You, WA Quitline and any
additional Youth Cannabis and Tobacco Prevention campaigns and resources provided by WA
DOH social media campaign.
b. Promote youth developed social norms campaign virtually as well as in person.
CAPITAL REGION ESD 113
INTERLOCAL AGREEMENT AR
FORM 6105-IA
Page 8 of 8
Revised: June 28, 2023 (May 10, 2023) (May 1, 2021) (September 1, 2019) (December 2014)
c. Conduct an environmental assessment of cannabis and tobacco advertising, promotion, and
packaging and labeling practices within Mason County and share the assessment findings
with City Council and Mason County Board of Health
4. Deliverable: Collaborate with regional partners to explore addressing safe storage of cannabis &
tobacco products.
Activities:
a. Partner with local business and schools to promote RX Take Back Days that accept vape devices
and include information on best practices for disposing of vape devices/waste that cannot be
accepted at take back event
1. Provide information in English and Spanish
b. Promote safe storage project opportunities & safe storage messaging via email and social media
and at North Mason Safety Days project
c. Work with at least 2 private businesses to distribute safe storage materials in Mason County
Action Items
Discussion Items:
Belfair Sewer Extension – Project Status Report
Utility Rate Study Session and schedule
Development Review RFQ
Commissioner Follow-Up Items:
Island Lake Outreach
Beeville Loop Outreach
Upcoming Items:
December 18th to January 12th Road Closure on Elfendahl Pass Road for DNR/County
Clear Zone Project (MP 1.85 to MP 4.20).
December 21st Belfair Transfer Station Closure
December 25th All Transfer Station locations closed
December 26 – January 9th Free Christmas Tree Recycling @ Sheton and Belfair
January 1st All Transfer Station locations closed
January 16th @ 9:15am Hearing for the Long-Haul Service Agreement
MASON COUNTY PUBLIC WORKS
COMMISSIONER BRIEFING
December 18, 2023
BELFAIR SEWER EXTENSION
PROJECT PROGRESS REPORT
12/11/2023
NEW PUMP STATION
TUNNELING
UNDER THE
NAVY RAIL
Mason County Administrator
411 N 5th Street
Shelton, WA 98584
(360) 427-9670 ext. 419
Mason County Commissioner
Briefing Items from County Administrator
December 18, 2023
Specific Items for Review
→ Levy recertification to the County Assessor – Jennifer Beierle
→ November financial statements – Jennifer Beierle
→ 2023-2027 Collective Bargaining Agreement (CBA) for Juvenile Detention – Mary Ransier
→ Lobbying services extension with Debora Munguia – Mark Neary
Administrator Updates
Commissioner Discussion
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Jennifer Beierle Ext. 532
Department: Support Services Briefing: ☒
Action Agenda: ☒
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): December 18, 2023 Agenda Date: December 19, 2023
Internal Review: ☐ Finance ☐ Human Resources ☐ Legal ☐ Information Technology ☒ Other-
Assessor (This is the responsibility of the requesting Department)
Below for Clerk of the Board’s Use Only:
Item Number: __________
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Request to recertify to the County Assessor the amount of taxes levied for county purposes and the amount of
taxes levied for Road for 2024. This is due to a revised reduced levy request from Grapeview School District
#54.
Background/Executive Summary:
Pursuant to RCW 84.52.070, it is the duty of the County Commissioners, on or before the 15th day of
December in each year, to certify to the County Assessor the amount of taxes levied upon the property in the
county for county purposes, and on or before the first Monday in December the respective amounts of taxes
levied by the board for each taxing district for district purposes.
According to the Assessor’s Office, a recertification after the applicable deadline in RCW 84.52.070 is allowed
if:
•The new levy request is less than the original request
•The levy amount is recertified on or before the earlier of January 15th
•The local government, in its discretion, allows taxing district to recertify after the applicable deadline
in RCW 84.52.070, 1st of December
This recertification request meets the above criteria. The certification language in the resolution has also been
changed as recommend by the Department of Revenue in the Property Tax Advisory.
Budget Impact (amount, funding source, budget amendment):
The levy request revision has no impact on the budget for Mason County.
Public Outreach (news release, community meeting, etc.):
The public hearing notice was advertised in the Shelton-Mason County Journal for two weeks prior to the
public hearing.
Requested Actions:
Move to adopt the resolution re-certifying to the County Assessor the property tax levies for collection
in 2024.
Attachments:
Property tax levy resolution
Revised levy certification request from Grapeview School District #54
Levy Certification- Second Class School Districts- Mason County
In accordance with RCW 84.52.020, I Julie Rupe, Director of School Finance, Capital Region ESD 113 do hereby re-certify to the Mason
County legislative authority that the School Board of the second-class school districts within your county requests that the following levy
amounts be collected in 2024 as provided in the district’s budget.
Signature: Julie Rupe
Date: 12-06-2023
EP&O Levy
Capital Projects
Levy Bond
Administrative
Refund Levy
Administrative
Refund Levy
Administrative
Refund Levy
Total Amount
Certified
Total Amount
Certified
Total Amount
Certified
District General Fund Capital Projects Fund Debt Service Fund General Fund Capital Projects Fund Debt Service Fund General Fund Capital Projects Fund Debt Service Fund
Grapeview School District No. 054 807,343 1,000,000 - - 807,343.00 - 1,000,000.00
RESOLUTION NO._____________
A RESOLUTION CERTIFYING PROPERTY TAX LEVIES FOR COLLECTION IN 2024
TO REPLACE RESOLUTION NO. 2023-079
WHEREAS, the Board of Mason County Commissioners must by law (RCW 84.52.070) certify to the Mason
County Assessor the amount of taxes levied upon the property in the county for county purposes, and the
respective amounts of taxes levied by the Board for each city, town and taxing district, within or
coextensive with the County, for city, town or district purposes; and,
NOW, THEREFORE, BE IT RESOLVED, by the Board of Mason County Commissioners that the attached
schedule constitutes the levies for the county, cities and taxing districts on all taxable property in Mason
County, Washington, as shown by the assessment rolls for the year 2024.
BE IT FURTHER RESOLVED, that the Mason County Board of Commissioners certify under penalty of
perjury under the laws of the State of Washington that the following is true and correct:
The taxes are levied in the amount and upon the property as shown in Attachment A for county, city,
town or district purposes.
Dated this day of 2023, signed and certified at 411 N 5th St, Shelton, WA 98584
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
____________________________________
Randy Neatherlin, Commissioner
____________________________________
Kevin Shutty, Commissioner
County 10,930,787.24$ 2,890,000.00$
Current Expense (CE) 10,559,162.69$ General 2,298,000.00$
Mental Health 227,157.51$ EMS 592,000.00$
Veteran’s Relief 144,467.04$ Bond -$
Refund** 31,318.47$ Refund** 7,333.86$
County Road 11,665,201.30$
Road Fund (General) 10,585,201.30$ 626,000.00$
Road Diversion to CE 1,080,000.00$ General 626,000.00$
Refund** 21,760.57$ Refund** 1,629.67$
Cemetery District General Refund** Total
#1 25,206.30$ -$ 25,206.30$
Hospital Districts General Refund** Total
#1 2,510,754.14$ 4,629.81$ 2,510,754.14$
#2 411,765.00$ -$ 411,765.00$
General Refund** IDD Levy Total
325,125.85$ 1,124.79$ -$ 325,125.85$
47,430.00$ 74.70$ -$ 47,430.00$
28,550.60$ 162.14$ 120,720.77$ 149,271.37$
104,348.00$ -$ 104,348.00$
881,478.61$ 1,478.61$ -$ 881,478.61$
School Districts Enrichment Bond Refund** Capital Projects Total
Southside No. 42 686,064.48$ 14,379.88$ 2,209.40$ 688,273.88$
Grapeview No. 54 807,343.00$ 1,000,000.00$ 1,807,343.00$
McCleary No. 65*875,000.00$ 600,000.00$ -$ -$ 1,475,000.00$
Elma No. 68/137*3,422,623.00$ -$ 3,422,623.00$
Shelton No. 309 7,125,944.32$ 4,826,745.31$ 52,689.63$ -$ 11,952,689.63$
Mary M. Knight No. 311*639,631.00$ -$ -$ 639,631.00$
Pioneer No. 402 2,815,416.19$ 1,657,682.43$ 26,020.71$ 5,032.09$ 4,478,130.71$
North Mason No. 403* 3,831,125.00$ 2,902,468.46$ -$ -$ 6,733,593.46$
Hood Canal No. 404 1,613,939.75$ 1,084.23$ 7,349.55$ 3,356.57$ 1,618,380.55$
Fire Districts Expense EMS Refund** Bond Total
#3 895,214.89$ 392,026.91$ 1,735.80$ -$ 1,287,241.80$
#4 2,038,125.70$ 594,051.71$ 11,400.60$ 2,632,177.41$
#5 7,000,000.00$ 2,500,000.00$ 7,247.19$ 9,500,000.00$
#6 851,779.15$ 261,440.16$ 2,530.49$ 1,113,219.31$
NMRFA* 2,579,960.09$ 927,251.50$ 18,107.86$ 580,000.00$ 4,087,211.59$
#12* 225,000.00$ 93,000.00$ 1,716.90$ 318,000.00$
#13 401,095.08$ 135,410.87$ 1,505.95$ 536,505.95$
#16 454,082.48$ 14.96$ 454,082.48$
#17 205,772.37$ 63,567.07$ 64.44$ 269,339.44$
#18 762,255.53$ 179,843.49$ 30.68$ 942,099.02$
*Joint District
**Refund levy amount intended for informational purposes only - included in Regular/Excess Levy Requests.
Port of Hoodsport
Port of Shelton
City of Shelton
Shelton Metropolitan Park
2024 MASON COUNTY LEVY CERTIFICATION REQUESTS (RCW's 84.52.020 & 84.52.070)
Port Districts
Port of Allyn
Port of Dewatto
Port of Grapeview
Mason County
Agenda Request Form
To: Board of Mason County Commissioners
From: Jennifer Beierle
Ext. 532
Department: Support Services
Briefing: ☒
Action Agenda: ☐
Public Hearing: ☐
Special Meeting: ☐
Briefing Date(s): December 18, 2023
Agenda Date: Click or tap here to enter text.
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: __________
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Mason County Monthly Financial Report for November 2023
Background/Executive Summary:
Review of Cash Balances, and Budget to Actual Revenues and Expenditures for all County Funds through
November 2023.
Budget Impact (amount, funding source, budget amendment):
Budget to Actual Comparison of 2022 & 2023
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
N/A
Attachments:
Mason County Monthly Financial Report for November 2023
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): December 18, 2023
Agenda Date: December 19, 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: __________
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
January 2023-December 2027 Collective Bargaining Agreement for Teamsters Local 252 County Juvenile
Detention
Background/Executive Summary:
The exclusive representatives of Teamsters Local 252 Juvenile Detention have reached a tentative agreement
with Mason County for the 2024-2027 term. It is noted and commended to the Commissioner’s that the parties
reached this agreement through a very collaborate negotiations process.
Budget Impact (amount, funding source, budget amendment):
Supplemental – funded by ending fund balance
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval of the January 2023-December 2027 Collective Bargaining Agreement for Teamsters Local 252
County Juvenile Detention.
Attachments:
CBA
2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 1
COLLECTIVE BARGAINING
AGREEMENT
January 1, 2024, ~ December 31, 2027
BETWEEN
TEAMSTERS UNION LOCAL NO. 252
AND
MASON COUNTY
JUVENILE DETENTION
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2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 2
TABLE OF CONTENTS
PREAMBLE ................................................................................................................................... 5
ARTICLE 1- DEFINITIONS ............................................................................................................ 5
ARTICLE 2- RECOGNITION ......................................................................................................... 6
2.1 RECOGNITION .................................................................................................................... 6
2.2 NEW CLASSIFICATIONS ...................................................................................................... 6
ARTICLE 3- UNION SECURITY ................................................................................................... 7
3.1 UNION REPRESENTATION ................................................................................................... 7
3.2 NONDISCRIMINATION – UNION ACTIVITY .............................................................................. 8
ARTICLE 4- NO STRIKE / NO LOCKOUT .................................................................................... 8
ARTICLE 5- MANAGEMENT RIGHTS AND RESPONSIBILITIES ................................................ 8
ARTICLE 6- UNION / EMPLOYER RELATIONS ........................................................................... 9
6.1 UNION ACCESS ................................................................................................................. 9
6.2 FACILITY USE .................................................................................................................... 9
6.3 STEWARDS ........................................................................................................................ 9
6.4 ORIENTATION .................................................................................................................... 9
6.5 BULLETIN BOARDS ............................................................................................................ 9
6.6 CONTRACT DISTRIBUTION .................................................................................................. 9
6.7 NEGOTIATIONS RELEASE TIME ......................................................................................... 10
6.8 GRIEVANCE RELEASE TIME .............................................................................................. 10
6.9 UNION BUSINESS ............................................................................................................. 10
6.10 BARGAINING UNIT ROSTER ............................................................................................... 10
ARTICLE 7- EMPLOYMENT ....................................................................................................... 10
7.1 PROBATIONARY- TRIAL PERIODS ...................................................................................... 10
7.2 TYPES OF EMPLOYMENT .................................................................................................. 11
7.3 CONTRACTORS ................................................................................................................ 12
7.4 STUDENTS / INTERNS ....................................................................................................... 12
ARTICLE 8- HOURS OF WORK AND OVERTIME ..................................................................... 12
8.1 WORKDAY / WORKWEEK .................................................................................................. 12
8.2 WORK SCHEDULES .......................................................................................................... 12
8.3 REST / MEAL BREAKS ...................................................................................................... 13
8.4 OVERTIME ....................................................................................................................... 14
8.5 COMP TIME ..................................................................................................................... 14
8.6 DETAINEE & TRANSPORT ................................................................................................. 15
ARTICLE 9- EMPLOYMENT PRACTICES .................................................................................. 15
9.1 NONDISCRIMINATION ........................................................................................................ 15
9.2 JOB POSTING .................................................................................................................. 15
9.3 PROMOTIONS .................................................................................................................. 15
9.4 PERSONNEL FILE / POLICIES ............................................................................................ 16
9.5 EVALUATIONS ................................................................................................................. 17
9.6 DISCIPLINE / CORRECTIVE ACTION .................................................................................... 17
ARTICLE 10- SENIORITY ........................................................................................................... 19
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2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 3
10.1 DEFINITIONS .................................................................................................................. 19
10.2 APPLICATION OF SENIORITY ........................................................................................... 20
10.3 PROBATIONARY PERIOD ................................................................................................. 21
10.4 LOSS OF SENIORITY ....................................................................................................... 21
10.5 LAYOFFS ....................................................................................................................... 21
10.6 NOTICE .......................................................................................................................... 22
10.7 MEETING WITH UNION ..................................................................................................... 22
10.8 AFFECTED GROUP ......................................................................................................... 22
10.9 VACANT POSITIONS ........................................................................................................ 23
10.10 SENIORITY LIST ............................................................................................................. 23
10.11 ORDER OF LAYOFF......................................................................................................... 23
10.12 COMPARABLE EMPLOYMENT .......................................................................................... 23
10.13 LAYOFF OPTIONS ........................................................................................................... 23
10.14 REDUCTION HOURS / FTE .............................................................................................. 25
10.15 RECALL ......................................................................................................................... 25
10.16 VACATION & LEAVE CASH OUTS / PAY ........................................................................... 26
10.17 UNEMPLOYMENT CLAIMS ............................................................................................... 26
ARTICLE 11- WAGES ................................................................................................................. 27
11.1 WAGE SCHEDULE. ...................................................................................................... 27
11.2 HIRE-IN RATES ........................................................................................................... 27
11.3 SHIFT DIFFERENTIAL................................................................................................... 27
ARTICLE 12- OTHER COMPENSATION .................................................................................... 27
12.1 CALL-BACK PAY ........................................................................................................ 27
12.2 WORK IN A HIGHER CLASSIFICATION ........................................................................... 28
12.3 MILEAGE REIMBURSEMENT ......................................................................................... 28
12.4 LONGEVITY ................................................................................................................ 28
12.5 CLOTHING ALLOWANCE .............................................................................................. 28
ARTICLE 13- HOLIDAYS ............................................................................................................ 29
13.1 HOLIDAYS .................................................................................................................. 29
13.2 RELIGIOUS HOLIDAYS ................................................................................................. 29
13.3 HOLIDAY COMPENSATION............................................................................................ 29
ARTICLE 14- VACATION ............................................................................................................ 29
14.1 VACATION ACCRUAL .................................................................................................. 29
14.2 VACATION SCHEDULING .............................................................................................. 30
14.3 VACATION PAY ........................................................................................................... 32
14.4 VACATION UPON TERMINATION ................................................................................... 32
ARTICLE 15- SICK LEAVE ......................................................................................................... 32
15.1 SICK LEAVE ACCRUAL ................................................................................................ 32
15.2 SICK LEAVE USAGE .................................................................................................... 32
15.4 COORDINATION - WORKER’S COMPENSATION .............................................................. 32
15.5 FAMILY MEMBER ........................................................................................................ 33
15.6 SICK LEAVE CASH OUT .............................................................................................. 33
ARTICLE 16- LEAVES OF ABSENCE ....................................................................................... 33
16.1 IN GENERAL .............................................................................................................. 33
16.2 JURY DUTY / COURT ................................................................................................... 34
16.3 MILITARY LEAVE ........................................................................................................ 34
16.4 BEREAVEMENT ........................................................................................................... 34
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2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 4
16.5 MAINTENANCE OF SENIORITY ...................................................................................... 34
16.6 LEAVE WITHOUT PAY .................................................................................................. 34
16.7 FAMILY LEAVE – FMLA ............................................................................................... 35
16.8 MATERNITY DISABILITY LEAVE .................................................................................... 35
16.9 PAID FAMILY & MEDICAL LEAVE COMPLIANCE ............................................................. 35
16.10 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE ................................ 35
ARTICLE 17- HEALTH & WELFARE .......................................................................................... 35
17.1 HEALTH AND LIFE INSURANCE .................................................................................... 35
17.2 RETIREMENT .............................................................................................................. 36
17.3 TEAMSTER’S PENSION ................................................................................................ 36
ARTICLE 18- TRAINING ............................................................................................................. 37
18.1 TRAINING ................................................................................................................... 37
18.2 TRAINING REIMBURSEMENT ........................................................................................ 37
ARTICLE 19- LABOR / MANAGEMENT COMMITTEES ............................................................ 37
19.1 PURPOSE OF COMMITTEE ........................................................................................... 37
19.2 COMPENSATION ......................................................................................................... 37
ARTICLE 20- HEALTH & SAFETY .............................................................................................. 37
20.1 SAFE WORKPLACE ..................................................................................................... 37
20.2 HEALTH & SAFETY PLAN ............................................................................................ 38
20.3 DRUG FREE WORKPLACE ........................................................................................... 38
20.4 WORKPLACE VIOLENCE .......................................................................................... 38
ARTICLE 21- GRIEVANCE PROCEDURE .................................................................................. 38
21.1 GRIEVANCE DEFINED .................................................................................................. 38
21.2 GRIEVANCE PROCEDURE ............................................................................................ 39
21.3 UNION / EMPLOYER GRIEVANCE .................................................................................. 40
21.4 SCHEDULE OF MEETINGS ............................................................................................ 41
ARTICLE 22- GENERAL PROVISIONS ...................................................................................... 41
22.1 SAVINGS CLAUSE ....................................................................................................... 41
ARTICLE 23 - ENTIRE AGREEMENT ......................................................................................... 41
23.1 DURATION CLAUSE ..................................................................................................... 41
23.2 ENTIRE AGREEMENT ................................................................................................... 42
SIGNATURES ............................................................................................................................. 43
APPENDIX A- JOB CLASSIFICATIONS & WAGE TABLE …………………………………………44
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2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 5
PREAMBLE
Mason County, a political subdivision of the State of Washington, the Mason County District
Superior Court Judges—acting in their capacity as administrators of the Mason County Courts, and
Teamsters Union Local No. 252, hereinafter referred to as the “Union,” do hereby enter into this
Agreement for the purposes of promoting harmonious relations and efficiency. Pursuant to RCW
41.56.030, the Employer for purposes of negotiating wages and economic-related matters shall be
the Mason County Board of Commissioners, and the Employer for purposes of negotiating working
conditions and all other non-wage related matters shall be the District and Superior Court judges or
their designee(s).
ARTICLE 1 – DEFINITIONS
As used herein, the following terms shall be defined as follows:
1.1 “Bargaining Unit” (Union) shall be Teamster Union Local No. 252.
1.2 “Division” refers to the Division of Juvenile Detention.
1.3 “Employer” shall mean the Board of Mason County Commissioners and the Superior and
District Court Judges.
1.4 “Employee” shall mean a person occupying a position and paid a salary or wage by the
Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof)
covered by this Agreement. Employee shall not include any person retained by the
Employer under a written personal services or consultant contract or agreement.
1.5 Executive, Administrative, and Professional Employees shall mean all employees as defined
in WAC 296-128-500.
1.6 Job classifications and salary steps are listed and categorized in Appendix A of this
agreement.
1.7 “Immediate family” shall be defined as persons related by blood, marriage, or legal adoption
in the degree of relationship of grandparent, parent, wife, husband, brother, sister, child
biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing
in loco parentis who is under eighteen years of age; or eighteen years of age or older and
incapable of self-care because of a mental or physical disability, grandchild, domestic
partner (state registered), in compliance with WAC 296-130-030 and RCW 49.12.270 (or
subsequent statutes) and other persons with the approval of the Employer or designee.
1.8 “Overtime” shall mean all Employer-required work, which has been performed more than
their regular scheduled workday, or forty (40) hours per week, consistent with Article 6.4.
1.9 Promotions, Transfers and Demotions defined and distinguished:
a. Promotion is a change of an employee from a job classification to a different job
classification, which is compensated at a higher salary range.
b. Transfer is a change of an employee from a job classification to a different job
classification, which is compensated at the same salary range.
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2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 6
c. Demotion is a change of an employee from a job classification to a different job
classification, which is compensated at a lower salary range.
1.10 “Vacation” shall mean a scheduled workday or accumulation of scheduled workdays on
which an employee may, by pre-arrangement, continue to receive the regular rate of
compensation although he or she does not work.
1.11 For timelines associated with grievances, appeals and policy issues, “day” shall mean a
calendar day.
1.12 “Anniversary Day of Pay” shall mean the day of the employee’s step increase depending on
the day of hire or promotion that takes place within the same pay period of anniversary date.
The actual day of the 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).
ARTICLE 2 – RECOGNITION
2.1 Recognition
The Mason County Board of Commissioners and the Mason County Superior Courts recognize that
the Teamster Union Local No. 252, Centralia, Washington, has the right to bargain for all full-time
and regular part-time Juvenile Detention Officers and Detention Supervisors in the Mason County
Juvenile Detention Division, excluding: extra-help employees, managers, supervisors and
confidential employees, under the conditions set forth in the Washington State Public Employee's
Collective Bargaining Act of 1967.
All collective bargaining with respect to wages, hours and working conditions shall be conducted by
authorized representatives of the Union and authorized representatives of the Employer. Agreements
reached between the parties of this Agreement shall become effective only when signed by the
authorized representatives of the Union and by the Board of Mason County Commissioners and the
Superior Court.
2.2 New Classifications
When new Regular or Temporary positions are created within the Divisions represented or the
classifications listed in Appendix A, the Union will be notified of the pending action prior to hire. The
Employer may designate a job classification title and salary for the classification.
When existing classifications are substantially modified within the Divisions represented or the
classifications listed in Appendix A, the Union will be notified of the pending action within ten (10)
working days of the date that the position is first posted / advertised or the proposed effective date
of the action that would change the status of the classification.
It is mutually agreed that it is the intent of the parties to meet, upon request by either party, to include
or exclude new or modified positions in the bargaining unit consistent with the duties,
responsibilities, and organizational level of the classification.
The parties agree that new classification(s) designated and approved by the Employer to be within
the non-represented pay plans shall be excluded from the bargaining unit, absent a request to meet
within thirty (30) calendar days. Existing bargaining unit classifications shall remain within the
bargaining unit absent a mutual agreement by the parties or a decision by the Public Employment
Relations Commission (PERC).
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2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 7
If either party disagrees with the pay plan designation for a new or reclassified position, the parties
recognize the determination of whether the position is included within the bargaining unit may be
reviewed by PERC upon petition by either party or jointly. Should PERC determine the classification
to be included in the bargaining unit, the position shall be placed within the Union salary schedule
at the appropriate rate of pay and at a step arrived at either by mutual agreement/negotiation, or
PERC ruling.
ARTICLE 3 –UNION SECURITY
3.1 Union Representation
a. It is mutually agreed that only Union members of this unit shall engage in active
participation in Union affairs of this unit or serve in a role of leadership of the unit such as:
serving as a delegate or representative, serving on negotiating or other Union
committees, or participating in other similar activities to the interest of the unit.
b. Within ninety (90) days of the new employee’s start date, the Union shall have no less
than thirty (30) minutes during the employee’s work hours to present information about
the Union. The Union will explain that it is designated as the exclusive representative
for all employees covered under the Collective Bargaining Agreement. The Union shall
inform each new employee that membership in the Union is voluntary and only when an
employee clearly and affirmatively consents to joining the Union may the Union collect
fees. In addition, the Union shall explain to the new employee the rights and the benefits
the employee would forgo by being a non-member.
c. The Union agrees to accept employees as members without discrimination as to race,
color, creed, sex, sexual orientation, national origin or physical, sensory, or mental
disability or protected classes under the law.
d. The Employer will provide for payroll deduction of Union dues and initiation fees upon
authorization by the employee. Payroll deduction authorization cards must be received
by the County department by the fifteenth (15th) day of the month to be recognized as
effective for that month. The County will transmit to the duly designated officer of the
Union the total amount so deducted together with the list of names of the employees
from whose pay deductions were made. All refunds of such deductions, which may be
required to be made to any employee, shall be made by the Union, and the Union shall
settle all questions, and disputes between it and its members with reference to the
deductions or refunds of the like without recourse to the County.
e. The Employer will distribute one copy of this Agreement to each employee in the unit and
to each newly hired employee of the unit. The cost of printing this Agreement shall be equally
shared between the Department and the Union.
f. The Union agrees to supply the Employer with lists of officers of the Union and
representatives and to keep such lists current. The Employer will recognize the officers
and representatives, or shop stewards.
g. The signatory organization will indemnify, defend, or hold the Employer harmless against
any claims made and against any suit instituted against the County on account of any
check-off of dues for the Union organization. The Union agrees to refund to the County
any amounts paid to it in error on account of the check-off provisions upon presentation
of proper evidence thereof by the County.
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2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 8
3.2 Nondiscrimination – Union Activity
Neither party shall discriminate against any employee because of membership in or non-
membership in or activity on behalf of the Union. No employee shall be discharged or discriminated
against for upholding Union principles, fulfilling duties as a Steward in the Union or serving on a
Union committee.
ARTICLE 4 NO STRIKE NO LOCKOUT
The Union agrees that there shall be no strikes, slow-downs, or stoppage of work, or any
interference with the efficient operation of the Division. Any such action shall be subject to
disciplinary action, including termination and replacement of the involved employees. The Employer
shall not lockout any employee during the life of this Agreement.
ARTICLE 5 MANAGEMENT RIGHTS AND RESPONSIBILITIES
Except as specifically modified by this Agreement, including amendments, the County—acting
through the Board of Commissioners on issues regarding economic matters, and the Mason County
Superior Court—acting on issues regarding non-economic matters, retains all legal and inherent
exclusive rights with respect to matters of legislative and managerial policy whether exercised or
not. The Parties recognize that RCW 41.56 may impose an obligation to negotiate changes in
wages, hours and working conditions not covered by this Agreement. Furthermore, the County and
the Courts reserve all customary management prerogatives including, but not limited to the right to:
A. Establish, plan for, and direct the work force toward the organizational goals of the
Mason County government.
B. Determine the organization and merits, necessity and level of activity or service
provided to the public.
C. Determine the County budget and financial policies, including accounting procedures.
D. Determine the procedures and standards for hiring promotion, assignment, transfer,
layoff, discipline, and retention.
E. Discipline employees for just cause.
F. Determine the methods, means, equipment, and kinds and numbers of personnel
required to accomplish the governmental operations and maintain the efficiency
thereof.
G. Assign work and schedule employees.
H. Reduce staff or reduce working hours due to a lack of work or lack of funds.
I. Take all actions necessary to carry out the mission of the Court in County
emergencies.
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ARTICLE 6 – UNION / EMPLOYER RELATIONS
6.1 Union Access
Employees shall have the right to Union representation. The Union’s authorized staff representatives
shall have access to the Employer’s premises where employees covered by this Agreement are
working for the purpose of investigating grievances and contract compliance, after notifying the
Employer. Access for other purposes shall not be unreasonably denied by the Employer, provided,
however, that there is no serious or prolonged interruption of the Employer’s working
schedule. Such visits shall not interfere with or disturb employees in the performance of their work
during working hours.
6.2 Facility Use
The conduct of Union business on Employer time and premises shall be subject to the limitations
set forth in this Article and with the understanding that no Union member or Steward shall use
Employer’s equipment in the conduct of Union business.
The Union shall be permitted to use the designated premises of the Employer for Union meetings,
with or without Union staff present, provided it is not disruptive to operations and space is available.
Use of Employer’s premises for meetings shall be limited to between the hours of 5:00 pm to 8:00
am and 12:00 pm to 1:00 pm, unless otherwise approved by the Employer.
6.3 Stewards
The Union may designate Shop Stewards and alternates for Detention. The Union agrees to supply
Human Resources with current lists of Stewards. The Employer will recognize the Stewards as soon
as the list is received, in writing, by Human Resources. With notice to the Employer, Stewards shall
be allowed reasonable time during working hours to investigate and process grievances. Prior to
undertaking such grievance duties, the Stewards shall inform their supervisor of the need to be away
from their work. The Division shall grant the Steward’s request unless the Stewards cannot be spared
at that time. If such is the case, then Stewards shall be allowed time to perform their Stewards duties
at the earliest possible time.
Union activities, other than those provided for in this Article, will be conducted on the employee’s own
time.
6.4 Orientation
During the new employee orientation process, Human Resources will provide access to the
Collective Bargaining Agreement and will notify the new hire of their shop steward. Human
Resources will notify the shop steward and Union representative of each new hire within ten (10)
business days of the date of hire.
6.5 Bulletin Boards
The Employer will provide a bulletin board for Union use. No materials shall be posted except
notices of meetings and elections, results of elections, changes in Union by-laws, notices of
employee social occasions, similar Union notices, letters, and memoranda. The Union will limit the
posting of any material on the Employers’ premises to its bulletin board.
6.6 Contract Distribution
The Union will provide access to a copy of this Agreement to employees in the unit.
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6.7 Negotiations Release Time
The Employer will make a good faith effort to assist in providing release time for Union negotiating
team members participating in contract negotiations if negotiations take place on work time, if
coverage can be arranged.
6.8 Grievance Release Time
Prior to any proposed investigation of a grievance, Stewards provide notice to their and the grievant
supervisor, which will be granted unless the Stewards, or the grievant is working on something that
requires immediate attention. If permission cannot be immediately granted, the Employer will
arrange to allow investigation of the grievance at the earliest possible time. When it is necessary
for Stewards to conduct Union business authorized by this Agreement in an area or on a shift other
than their own, they shall notify the supervisor of that area or shift of their presence and of the nature
of their business. No compensation shall be provided by the Employer for such Stewards activities
outside the employee’s work shift, without express pre-authorization by the Steward’s Division
Director or Human Resources.
6.9 Union Business
Compensable Union business shall be defined as meeting with an authorized Employer
representative who schedules a meeting during normal business hours when it is necessary for a
duly authorized Steward of the Union (who is also a member of the bargaining unit) to attend for the
purpose of resolving a grievance filed by a member of the bargaining unit, or other issues that
require the presence of a Union official. When reasonably possible, the Union representative will
notify their supervisor or designee when they are requested to attend a Union meeting during regular
business hours. Consistent with Articles 6.3, 6.8 and 21.4, Stewards shall be afforded reasonable
time for the investigation of grievance and compliance issues dealing with this Agreement. Other
Union business will not be conducted on Employer time.
Any concerns by the Employer, which indicate that a Steward is spending an unreasonable amount
of time performing Union duties, shall be referred to Human Resources for discussion and resolution
with the Staff Representative of the Union or their designee.
The Union and the Employer have the right to communicate on matters of concern using e-mail,
written correspondence, and telephonic communications. The Parties agree to ensure that all
respective stakeholders are notified and copied appropriately. The parties agree to respond to
written and e-mail correspondence and telephonic messages as soon as reasonably possible.
6.10 Bargaining Unit Roster
The Auditor's Office will provide the Union with a list of all employees within the bargaining unit on an
annual basis. The Auditor will also provide to the Union President/Shop Stewards the name and other
pertinent information regarding new hires.
. ARTICLE 7 – EMPLOYMENT
7.1 Probationary- Trial Periods
All newly hired employees will be placed on probationary status for a period of six (6) calendar months
from date of hire, except as identified in Article 18.1.
The Employer may discharge a probationary employee with a minimum of one (1) day written notice.
A probationary employee does not have the right to grieve termination of his or her employment during
the probationary period.
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The Employer may extend the six-month probationary period for new employees up to an additional
six months. The Employer shall provide a written notice to the Union no less than fourteen (14)
calendar days prior to the probationary period’s expiration of their intent to extend a probationary
period. The Union may request reconsideration of the decision and/or the length of the extension
period within fourteen (14) calendar days of the date of the notice. The employee will remain on
probation until such a time as a resolution has been determined.
Trial Service Period - Employees who are transferred or promoted to another position and/or
classification in the bargaining unit shall serve a trial service period for three (3) months of work,
consistent with Article 9.3.
7.2 Types of Employment
Note: Benefits eligibility may need to be revised per ACA
7.2.1 Regular Full-Time Employees:
A regular full-time employee is scheduled to work forty (40) hours per week in a regularly
budgeted, on-going position. Regular full-time employees are eligible to receive the
standard benefit package.
7.2.2 Regular Part-Time Employees:
A regular part-time employee typically is scheduled to work a minimum of twenty (20) hours
per week but no more than forty (40) hours per week in a regularly budgeted, on-going
position. Regular part-time employees are eligible to receive the standard benefit package,
prorated to match the FTE percentage, and adjusted by actual hours worked. Medical
benefits are consistent with Article 15.1.
7.2.3 Temporary Employees:
A temporary employee is hired for a specific assignment that has a duration of employment
and schedule that is anticipated to work one thousand and forty (1,040) hours or more in a
twelve (12) month period.
A temporary employee is eligible for the standard benefits package, prorated to match the
anticipated FTE percentage and adjusted by actual hours worked. Medical benefits are
consistent with Article 17.1 if Part-Time Temporary.
If a regular employee accepts an assignment of a temporary position, that employee will be
eligible for return rights to their former position upon completion of the specific assignment,
or term of the temporary employment, or upon twenty (20) calendar days’ notice from the
Employer, or 30 calendar days’ notice from the employee, whichever is earlier. The regular
employee shall continue to earn seniority as to their former position during the period of the
temporary position assignment. Any new-hire employee who is hired to fill the vacancy,
which was created by the regular employee accepting a temporary position, will also be hired
as a temporary employee and that employee will cease to have employment rights upon the
return of the regular employee to the former position.
For regular employees moving to a temporary position, as above, Union membership status
will remain unchanged, per the Agreement representing the temporary position.
Employees in temporary positions serve an anticipated but not guaranteed term. While a
term of employment is anticipated, the assignment / project may be terminated at any time
for any reason, with or without notice.
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7.2.4 Extra-Help Employees:
An extra-help employee works in a limited, but on-going capacity. They do not have a
specific end date. Their schedule may consist of an intermittent or varying schedule per
week, on an as needed basis, and are anticipated to work fewer than one thousand and forty
(1,040) hours within a twelve (12) month period. They are not eligible for the benefits
package, nor union membership.
7.2.5 Seasonal Employees:
A seasonal employee works for a specific amount of time and is not expected to meet or
exceed one thousand and forty (1,040) accumulated hours in a twelve (12) month period. A
seasonal employee is not eligible to receive the benefits package.
7.3 Contractors
The Employer will make good faith efforts to limit bargaining unit work to employees covered by this
Agreement.
Should the Employer consider Subcontracting, the parties shall meet to allow the Union an opportunity
to review the County’s financial reasons for considering subcontracting and to present any alternative
means of cost-savings besides subcontracting for the County to consider. If the County determines
that subcontracting is necessary, the County shall negotiate with the Union the effects of
subcontracting upon members of the bargaining unit.
7.4 Students / Interns
Student and Internship programs may be created by the employer provided such does not take work
away from budgeted classifications represented by the Union, the Union is provided notice and,
upon request by the Union, the Employer meets with the Union to discuss the impacts and benefits
of the program.
ARTICLE 8 – HOURS OF WORK AND OVERTIME
8.1 Workday / Workweek
A regular full-time workweek shall consist of forty (40) hours of time worked or compensated for
within a seven (7) day period (typically Sunday 12:00 a.m. through Saturday 11:59 p.m.). Changes
in the work schedule, which may include changes in the schedule or total hours, shall be consistent
with Article 8.2.
8.2 Work Schedules
For regular full-time employees, the workweek shall normally consist of forty (40) hours of time
scheduled within a seven (7) consecutive day period. Work related travel time is to be paid at the
employee's regular rate of pay, to include overtime when appropriate, in accordance with the Fair
Labor Standards Act (F.L.S.A.).
For full-time employees, the paid workday shall consist of between eight (8) consecutive hours
and twelve (12) consecutive hours, or otherwise as agreed upon by the employee and
management. The workweek shall consist of five (5) consecutive days (5-8’s), or four (4)
consecutive days (4-10’s), (4-12’s), or three (3) consecutive days (3-12’s), or otherwise agreed
upon by the employee and management.
At the discretion of management, one “full-time” position, with full-time seniority rights and County
benefits, may be created for which the employee’s paid workday shall consist of between five (5)
consecutive hours and twelve (12) consecutive hours (on consecutive days), or as otherwise
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agreed upon by the employee and management. This is a three-quarter to full-time position that
will be regularly scheduled between thirty-two (32) to forty (40) hours per week.
Any permanent vacancy in an assigned fixed shift position shall be posted for bidding for ten (10)
calendar days. The shift shall be awarded to the most senior employee who applied and who meets
the division’s gender needs.
For staff scheduled to attend the Juvenile Corrections Personnel academy, the employee will be
paid forty (40) hours each week of the academy, plus, be paid for travel time. If actual class time
extends beyond forty (40) hours during the week, then overtime pay provisions would apply.
8.3 Rest / Meal Breaks
Employees will be allowed up to a one (1) hour unpaid lunch period as approved and scheduled by
the Elected Official/Department Head. Employees may take one (1) fifteen-minute break for every
four (4) hours worked. Breaks should be arranged, so that they do not interfere with County business
or service to the public. Lunch periods and breaks shall not be combined, and they may not be used
to shorten an employee’s workday. Rest periods are to be taken during down times such as while
school is in session, during a lock down period, while the detainees are sleeping or resting and
scheduled as near as possible to the middle of each half-day shift. If a Detention employee does
not receive a lunch period or break, they shall receive additional compensation at one and one-half
(1 ½) times their normal rate for the time the employee was not relieved from duty. However, for
the Detention employee to receive the premium compensation, the Detention employee must submit
a “Break Report” to the Detention Manager at the conclusion of the employee’s shift, explaining why
the employee was not able to take his or her break or lunch period. While on a rest period, staff will
not be required to do any of the normal duties associated with detention work; however, staff will be
required to remain available to respond to an emergency. Breaks are to be taken while remaining
on the work site, or within a four (4) block radius from the Detention Center. Employees on breaks
are required to be able to instantly communicate with the Detention Center, directly, either by
intercom, or via radio communication.
8.4 Overtime
Any regular full-time employee in paid status more than eight (8) hours in a workday, or forty (40)
hours in a week, shall be paid for overtime at a rate of one and one-half (1 ½) hours for the work
performed; or, at the request of the employee, accumulate comp time. Please refer to Article 8.5
for comp time accrual.
Any employee in paid status beyond their scheduled workday, or forty (40) hours in a week [except
one hundred twenty (120) hours in three (3) weeks for twelve (12) hour shifts] shall be paid for
overtime at a rate of one and one half (1 ½) times or accrued within comp time limits. Please refer
to Article 6.5 for comp time accrual. Employees in the 3-12 cycles (36, 36, 48 hours) shall be paid
overtime for all hours more than this schedule.
All overtime hours worked shall be approved by the Manager or Designee.
Work performed on the seventh (7th) consecutive day or Holidays shall be paid at the rate of time
and one-half (1 ½). ‘Overtime’ on Holidays shall be paid at the double time rate.
When an employee is called in to work all or part of a shift, a minimum of four (4) hours' pay at the
appropriate rate shall be allowed. The employee receiving the four (4) hours of pay will be required
to work four (4) complete hours unless the employee requests to leave prior to the expiration of the
four (4) hour work period. In such a case, the employee will receive the appropriate pay for the time
worked. When an employee is called in for other reasons (court duty, transport, appointments, etc.),
the employee shall receive a minimum of two (2) hours at the appropriate rate. The employee
receiving the two (2) hours of pay will be required to work two (2) complete hours unless the
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employee requests to leave prior to the expiration of the two (2) hour period. In such a case, the
employee will receive the appropriate pay for the time worked.
The above provision does not apply to employees who are called to come in early, or who stay after
their regularly scheduled shift.
When an employee is called in to cover the remainder of a shift for an employee who is on duty, but
must leave, the called-in employee must be able to arrive at the worksite within sixty (60) minutes
to be eligible to accept the shift.
Anyone required by Management to be available at a fixed location, or who is required to remain
accessible by radio, telephone, beeper, etc., during any hours other than their regular working hours
shall be credited one-half (1/2) time pay or comp time for each hour of such service.
Subject to the below paragraphs, all available shifts, including vacancies, shall be offered by
seniority to employees subject to management’s gender requirements:
Shifts for non-scheduled absences of full-time employees shall be first offered to full-time
employees. Non-scheduled absences are those absences for which the absent employee did not
provide Detention at least twenty-four (24) hours’ notice prior to the absence. For gender specific
shifts, (shifts normally scheduled to be worked by a male or female staff member that run from
approximately 0600-1800 or 1800-0600), the shift being offered will be first offered to full-time staff
of the same gender as the regularly scheduled absent staff. A full-time staff may take all or part of
the shift but shall not leave less than four hours not taken. If, after an attempt is made to fill the
shift, and no gender appropriate full-time staff members are available, then the shift, or remaining
portion of the shift, may be offered to part-time staff who are the same gender as the absent staff.
Full-time employees will be first offered all non-scheduled absences for regularly scheduled full-time
shifts (including a non-scheduled absence of a part-time employee who had been previously
scheduled to replace a full-time employee’s scheduled absence).
If no full-time or extra-help employees of any gender are available to take an open shift,
management shall be called and one of the staff currently on shift shall be required to remain on
shift until relief arrives.
Other available shifts, including those scheduled to extra-help employees, will be offered in the
following order:
a) To extra-help employees so long as the extra-help employee does not work or is not
scheduled to work more than forty (40) hours during the week,
b) To full-time employees.
For safety reasons, barring extraordinary circumstances, employees shall not work more than
sixteen (16) consecutive hours with an intervening eight (8) hours of rest prior to their next period of
work. However, up to eighteen (18) consecutive hours shall be allowed if the employee is scheduled
to have the next day off.
8.5 Comp Time
The Elected Official/Department Head may authorize comp time in lieu of overtime compensation,
and, if so, the employee shall receive comp time at the time-and-one-half- (1 1/2) rate. The Elected
Official/Department Head may authorize comp time in lieu of holiday premium pays, and, if so, the
employee shall receive comp time at the rate of straight time (e.g. needs to be compensated hour
for hour). Comp time earned may be used only on the days mutually agreed by the employee and
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the County. The scheduling of comp time off shall be requested and approved in the same manner
as vacation leave.
Employees hired on or after January 1, 2011, shall be permitted to accrue up to eighty (80) hours of
comp time. All unused comp time will be paid at the end of each year. However, at the employee’s
request, up to twenty-four (24) hours of comp time is permitted to carry over into the following year.
Compensation shall not be paid (nor comp time earned) more than once for the same hours under
any provision of this Article or Agreement. Premium or overtime pay shall not be duplicated or
pyramided unless required by the Fair Labor Standards Act, in which case premium or overtime pay
shall be based on the employee’s regular rate of pay.
Unless there are bona fide work requirements, authorized overtime work opportunities shall be
distributed as equally as possible, in order of seniority within job classifications. Employees may
decline voluntary overtime opportunities.
8.6 Detainee & Transport
Subject to available funding and staffing, the Mason County Juvenile Court authorizes the use of two
(2) staff for all transport to/from all counties within the State of Washington, except for Kitsap,
Jefferson, Grays Harbor, Thurston, Lewis, Pierce, and King (other than Echo Glen) Counties.
ARTICLE 9 – EMPLOYMENT PRACTICES
9.1 Nondiscrimination
Under this Agreement, neither party will discriminate against employees based on race, sex, age,
marital status, color, creed or religion, national origin, political affiliation, veteran status, sexual
orientation, or any real or perceived sensory, mental, or physical disability, or because of
participation in or lack of participation in union activities. Bonafide occupational qualifications based
on the above traits do not violate this Section.
Sexual harassment will be considered discrimination under this Article.
Disputes involving this Article may be processed through an appropriate agency and/or the grievance
procedure; however, use of the grievance procedure is encouraged prior to the initiation of any other
official action involving such a dispute when the action is originated by the Union or members thereof.
Whenever words denoting gender are used in this Agreement, they are intended to apply equally to
either gender.
9.2 Job Posting
All job vacancies (or newly created positions) under this Agreement shall be posted within each
division for ten (10) days for bidding purposes. Employees who are promoted or transferred shall
be given a reasonable trial period of up to three (3) months, subject to review under the grievance
procedure. If unsuccessful in the new position, the employee shall be returned to their previous
position.
9.3 Promotions
Promotions, Transfers and Demotions defined - As used in this Article the following terms mean:
A) Promotion is a change of an employee from a job classification to a different job
classification which is compensated at a higher salary range within their division.
B) Transfer is a change of an employee from a job classification to a different job
classification which is compensated at the same salary range within their division.
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C) Demotion is a change of an employee from a job classification to a different job
classification which is compensated at a lower salary range within their division.
Employees who promote, transfer, or voluntarily demote, defined by Article 1.9 to another job
classification within their Division shall serve a three (3) month trial service period in their new position.
Employees may elect to revert to their previous job classification and position within thirty (30)
calendar days of the effective date of the promotion, transfer, or voluntary demotion. After this time,
if an employee fails to successfully complete the trial service period in the new job classification, the
employee may be returned to their previous position if it has not been either abolished or filled. If the
position was abolished or filled (i.e., an offer of employment has not been extended), such an
employee will be laid off and eligible for recall in accordance with Article10, except that the employee
may not bump another employee. Employees on trial service shall be paid the appropriate established
salary for that position; and, if reverted, will return to their previous salary (including any adjustments
due, e.g., salary increase, step increase, etc.).
Employees who promote, transfer, or voluntarily demote to a job classification outside of a Division
shall serve a three (3) month trial service period in their new position. If they fail to obtain Regular
status in the new position the employee may not return to their previous position unless the employee
chooses to revert within thirty (30) calendar days. In that case, the employee will be returned to the
same or similar classification and pay as held prior to promotion or transfer (including any adjustment
due, e.g., salary increases, step increases, etc.).
When an employee is promoted, they will be placed on the step and range on the salary plan that
gives them at least a five percent (5%) wage increase. Step increases from that date will depend on
where the employee is placed.
When an employee is transferred, they shall retain their step placement and their step date.
When an employee voluntarily accepts a lower classification within the bargaining unit They shall be
placed on the same step in the new range (Example: 11E to 9E).
9.4 Personnel File / Policies
Unless otherwise provided by the terms of this Agreement, the Employer Administrative and
Personnel Policies shall apply to members of this bargaining unit. Employees shall also refer to
Employer policies to resolve matters not covered by this Agreement or for clarification of matters
covered by this Agreement. However, where there is a conflict between Employer policies and any
provisions of this Agreement, the provision(s) of this Agreement shall govern.
The official personnel file for each employee shall be clearly identified as such and the Human
Resources Department shall be the custodian of such files. The files shall be locked, and access shall
be limited to the employee’s Employer, or anyone designated by the Employer to act on their behalf,
and staff in the Human Resources Department. An employee may examine their own personnel file
by making an appointment with Human Resources. Representatives of the employee may be granted
access with the written authorization of the employee, except as authorized by law.
Conditions of hiring, termination change in status, shift, evaluations, commendations, and
disciplinary actions shall be in writing with a copy to the Employee prior to placement in their
personnel file. The Employer’s failure to abide by this Article pertaining to personnel file access
shall not affect the Employer’s ability to proceed with the merits of discipline or discharge but may
be a separate Union grievable matter and any grievance timelines will be correspondingly
extended.
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Employees shall have the right to provide a written response to any written evaluations or
disciplinary actions to be included in the personnel file. Upon approval of the Human Resources
Department, employees may add additional documents to their personnel file including, but not
limited to, certifications, degrees, and commendations.
Medical files shall be kept separate and confidential in accordance with state and federal law.
9.5 Evaluations
The purpose of evaluation is to help an employee be successful in performance and to understand
the standards and goals of their position and their division. The evaluation will assess and focus on
the employee’s accomplishment of their job functions and the goals and standards of the
position. Where the employee does not meet the above, a plan for correction, training or support
should be developed with the employee.
Evaluation may occur in two forms:
9.5.1 All regular employees should be formally evaluated in writing by the employees.
immediate supervisor and/or Department head or designee during the probationary or
trial service period and at least annually (at date of hire or a common date) thereafter.
9.5.2 Additionally, evaluation of job performance may occur at any time and
on an ongoing basis. Evaluation may occur in various ways and may include coaching,
counseling, or written assessment.
The evaluation process shall also include a review of the current job description.
Evaluation shall not, by itself, constitute disciplinary action – disciplinary action must be specifically
identified as such, in writing, consistent with Article 9.6.
Employees will be given a copy of the evaluation. Employees will be required to sign the evaluation,
acknowledging its receipt. Evaluations are not grievable, however, employees may elect to provide
a written response to the evaluation, which will be retained with the evaluation in the employee’s
personnel file.
9.6 Discipline / Corrective Action
The Employer agrees to act in good faith in the discipline, dismissal, or demotion of any regular
employee and any such discipline, dismissal or demotion shall be made only for just cause.
No employee shall be discharged except for just cause. The parties recognize that just cause
requires progressive discipline. Progressive discipline may include:
• oral warnings, which will be documented.
• written warnings – which may also include work performance improvement or corrective
action plan for poor work performance or misconduct,
• suspension without pay.
• demotion; or
• discharge.
The intent of progressive discipline is to assist the employee with performance improvement or to
correct misconduct. Progressive discipline shall not apply where the offense requires more serious
discipline in the first instance. Both the sequencing and the steps of progressive discipline are
determined on a case-by-case basis, given the nature of the problem.
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All disciplinary actions shall be clearly identified as such in writing. The employee will be requested
to sign the disciplinary action. The employee’s signature thereon shall not be construed as an
admission of guilt or concurrence with the discipline, Employees shall have the right to review and
comment on disciplinary actions in their personnel file.
A copy of all disciplinary notices shall be provided to the employee before such material is placed
in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance
procedure. If, because of the grievance procedure utilization, just cause is not shown, personnel
records shall be cleared of reference to the incident, which gave rise to the grievance.
The Employer will notify the Union in writing within three (3) working days after any notice of
discharge. The failure to provide such notice shall not affect such discharge but will extend the
period within which the affected employee may file a grievance.
The Employer recognizes the right of an employee who reasonably believes that an investigatory
interview with a supervisor may result in discipline to request the presence of a Union representative
at such an interview. Upon request, they shall be offered a Union representative. The Employer
will delay the interview for a reasonable period to allow a Union representative an opportunity to
attend. If a Union representative is not available or a delay is not reasonable, the employee may
request the presence of a bargaining unit witness. (Weingarten rights)
Employees shall also have a right to a notice and a determination meeting prior to any disciplinary
action (except oral warning). The Employer must provide a notice and statement in writing to the
employee identifying the performance violations or misconduct alleged, a finding of fact and the
reasons for the proposed action. The employee shall be given an opportunity to respond to the
charges in a meeting with the Employer and shall have the right to Union representation during that
meeting, upon request. (Loudermill rights)
The Employer shall endeavor to correct employee errors or misjudgments in private, with
appropriate Union representation if requested by the employee.
Discipline shall be subject to the grievance procedure in this Agreement as to whether such action
as to any post-probationary employee was for just cause. Just cause shall be established if the
following has been shown by the Employer:
1. Notice: That the Employer did forewarn employee of possible consequences of conduct.
2. Reasonable Rule or Order: That the Employer policy, rule, or order involved reasonably
related to the orderly, efficient, or safe operation of the Employer.
3. Investigation: That before administering discipline, the Employer did try to discover
whether employee did, in fact, violate or disobey an Employer policy or rule.
4. Fair Investigation: That the Employer conducted its investigation objectively.
5. Proof: That, in the investigation, the Employer did obtain evidence or proof that the
employee violated such Employer policy or rule.
6. Equal Treatment: That the Employer applied its rules, orders, and penalties
evenhandedly and without discrimination under the circumstances; and
7. Penalty: That the degree of discipline was reasonably related to the seriousness of the
offense and/or the employee’s record.
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ARTICLE 10 – SENIORITY
10.1 Definitions
Division: Refers to Juvenile Detention.
Job Classification: Job Classifications are identified in Appendix A
Division Seniority: The service time spent in each individual Division within the bargaining unit.
Employer/County Seniority: The total unbroken service with Mason County. An employee’s County
seniority shall be established as the initial date of hire upon completion of the original six (6) month
probationary period.
Bargaining Unit Seniority: The total length of continuous calendar-based service with the Employer
and in the bargaining unit.
Application of Seniority
How an employee’s years of continuous service are utilized to determine their respective rights
regarding postings, promotions, reassignment, transfer, layoff, or recall.
Continuous Service
Means uninterrupted employment with the Employer subject to the following provisions:
1. Continuous calendar-based service shall include uninterrupted employment.
2. Continuous service is terminated by resignation, termination, retirement, layoff,
or failure to respond to two offers of recall to former or comparable employment.
Layoff
A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full-
time equivalent (FTE) positions or in the number of partial FTEs within the Employer or within a job
classification covered by this Agreement. A reduction in force in a classification may occur for reasons
of lack of funds, lack of work, efficiency, or reorganization. Reductions in force are identified by
classification within the affected Office or Division.
Affected Group/Employees
An Affected Group would be any job classification that is subject to a layoff. An Affected Employee
would be the least senior employee(s) within an affected job classification which are subject to lay-
off or reduction in force and have certain rights as a result. Layoffs are specific to the induvial courts.
Layoff Alternatives
Several alternatives exist for affected employees including:
1. Assume a vacant position – per Article 10.13.1
2. Bump – displacing a less senior employee
3. Recall – accepting unemployment and the option of future recall
Bumping
The displacement of a less senior regular employee by another regular employee with more seniority
as defined by this Article.
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Seniority shall be established upon appointment to a regular full-time or part-time, budgeted position
within the bargaining unit. No seniority shall be established while an employee is employed in a
Seasonal or Extra-Help position. Time in service in a Temporary position shall count for leave
accrual or step movement purposes only. A Temporary employee or a Regular employee in a
Temporary position who is hired without a break in service directly into a Regular position in the
same classification shall be credited for Division Seniority from the original date of hire into that
classification.
The appointment date shall be adjusted for leaves of absence without pay, except when such leaves
are the result of federal or state legally protected leaves.
10.2 Application of Seniority
In the event of reassignment, transfer, layoff, or recall, seniority shall be the determining factor
where employees are equally qualified to do the job.
Seniority shall be applied in the following manner:
For promotions and/or layoffs from within a Division, seniority shall mean that time spent in each
individual Division within the bargaining unit.
For all other purposes, seniority means total unbroken services with Mason County. An employee’s
County seniority shall be established as the initial date of hire upon completion of the original six (6)
month probationary period.
10.2.1 Postings / Promotions
Regarding job postings, promotion and reassignment, “qualifications” and/or “ability” will be
the primary consideration, with such posting or promotion being consistent with Article 7 and
this Article. Qualifications will include the minimum qualifications of education, training and
experience as set forth in the job description, as well as the job performance, ability,
employment record and contribution to the needs of the Division.
10.2.2 Layoffs
Total Division Seniority shall determine who is to be laid off within the selected classification
(affected group) and within the Division. The least senior regular employee(s) within the
classification shall be the affected employee(s). In the event of two employees having the same
Division Seniority, bargaining unit seniority shall be determinative. In the event of two
employees having the same bargaining unit seniority, Employer seniority shall be
determinative.
10.2.3 Bumping
As to bumping, the employee’s “competence” and the ability to adequately perform the
unique functions of the job assignment will be the primary consideration, applied in
accordance with seniority. Competence / Ability to adequately perform will be defined as
the immediate, clear, and full performance on the job, with a minimal period of orientation
and no material reduction in the efficiency of the operation or services, as determined by the
Employer.
10.2.4 Recall
Seniority shall be determined in the identification of which employee is to be recalled, when
there is more than one who is qualified and/or has previously held a position. If an employee
is being recalled to a new position, the employee’s qualification, and the ability to adequately
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perform the unique functions of the job assignment will be the primary consideration, applied
in accordance with seniority, consistent with Article 10.2.
10.3 Probationary Period
A probationary employee does not have the right to grieve dismissal. Upon successful completion
of the probationary period, the Employer seniority of the regular employee shall be established as
the initial date of hire including the service during the probationary period. Division seniority shall
then be based on continuous service with the Division.
The principle of seniority shall be used in layoffs for lack of work and recall upon resumption of work.
Laid off employees will retain seniority rights for eighteen (18) months from date of layoff.
10.4 Loss of Seniority
Seniority shall terminate by discharge from service or by voluntarily leaving County service; if
employees on layoff status retain the seniority, they had at time of lay-off for eighteen (18) months
from date of layoff, who are recalled within eighteen (18) months of the date they were laid off shall
have their original seniority date adjusted by the period in layoff status.
An employee, therefore, will lose seniority rights by and/or upon:
Resignation.
Dis charge.
Retirement.
Layoff / Recall list of more than eighteen (18) consecutive months.
Failure to respond to two offers of recall to former or comparable employment.
Employees who are re-employed following the loss of their seniority (this does not apply to those
returning from layoff), shall be deemed a newly hired employee for all purposes under this
Agreement.
Employees rehired by the Employer (this does not apply to those returning from layoff) will be
considered as new employees under this Agreement.
10.5 Layoffs
A layoff is an involuntary reduction in force by termination of employment or a temporary or permanent
involuntary reduction of hours below an employee's normal workweek or work month. The Employer
may reduce the work force because of lack of work or lack of funds.
For the purposes of this article, layoff is further identified as any reduction in hours which results in
a regular position being less than their budgeted FTE.
Total Division Seniority shall determine who is to be laid off within the selected classification.
Bumping rights are determined by Division seniority, consistent with Article 10.2.
Layoff process:
A. The Employer may reduce the work force because of lack of work, lack of funds, or
workflow reorganization.
B. If a reduction in the work force becomes necessary, the Employer will first consider
reduction through normal attrition, (i.e., by not filling normally occurring vacancies.)
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C. If normal attrition is not feasible, then the Employer shall determine which position(s) will
be eliminated. The least senior employee(s) in the affected job classification(s) shall be
laid off.
Before laying off any regular employee, all temporary and probationary employees within the same
Division shall be laid off first, provided there is a regular employee qualified to do the work of the
position.
10.6 Notice
Employees scheduled for layoff shall be given at least fourteen (14) calendar days’ written notice of
the layoff.
10.7 Meeting with Union
The Union shall also be notified in writing of any reduction in hours proposed by the Employer,
including the purpose, scope, and duration of the proposed reduction.
Upon the Union’s request, the Employer and the Union shall meet promptly during the notice period
identified in Article 10.6 to discuss the reasons and the timelines for the layoff and to review any
suggestions concerning possible alternatives to layoff. Union concerns shall be considered by the
Employer prior to implementation of any reduction in hours. This procedure shall not preclude the
Employer from providing notice to employees or requesting volunteers to take a leave of absence
without pay, provided the Employer notifies the Union of the proposed request.
10.8 Affected Group
The following procedure shall apply to any layoff:
10.8.1 Affected Employees
The Employer shall first determine by job classification the number of employees or FTEs to
be affected by the layoff. The employee(s) holding such FTEs, which are subject to layoff,
shall be the “affected employee(s).”
The least senior employee, by Division seniority, within the affected job classification shall
be selected for layoff, consistent with Article 10.2.2. The exception would be only when the
Employer determines that the position requires unique qualifications and abilities necessary
to perform the specialized and required functions of that position, which would then become
an overriding factor.
In cases where Division seniority within a job classification is equal, bargaining unit seniority
will be the determining factor. In the event this is also equal, Classification seniority will
control. In the event this is also equal, Employer seniority will control. If all the seniorities
are equal, then Management shall make the final decision based on performance and job
skills.
10.8.2 Volunteers
Simultaneous with implementing the provisions of the layoff procedure, the Employer may
first seek, by a five (5) working day posting process, volunteers for layoff or voluntary
resignation from among those employees who work within the same job classification as the
affected employees. If there are more volunteers than affected employees, volunteers will
be chosen by bargaining unit seniority. Employees who volunteer for layoffs may opt for
recall rights as described in this article at the time of layoff.
If there are no or insufficient volunteers within the affected job classification, the remaining
affected employees who have received notice must choose promptly (within five (5) full
working days of receipt of the Notice) among the layoff options set forth in Article 10.13.
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10.8.3 Probationary Employees
If the number of volunteers is not sufficient to meet the announced number of necessary
layoffs, and if the affected employee is an initial probationary employee, then that employee
shall be laid off and are ineligible to select among layoff options.
10.9 Vacant Positions
Positions will be filled in accordance with Article 10.2 and other sections of this Article.
Within the bargaining unit and the Division, affected employees and employees on the recall list
shall be given first opportunity for vacant bargaining unit positions for which they are qualified prior
to outside hiring by the Employer, consistent with Article 10.13.1. Within other Divisions, affected
employees will be given consideration for vacant positions for which they are qualified.
All job vacancies (or newly created positions) under this Agreement shall be posted for ten (10)
calendar days for bidding seniority purposes and may be awarded to the senior qualified bidder
subject to gender needs and the limitations set forth below for Juvenile Detention Division only.
10.10 Seniority List
The Employer will provide the Union with a seniority list and provide Employee’s within the
bargaining unit annually or upon request. If a layoff is announced, a current ranked seniority list
including job classifications, names, job locations, and FTE or hours per week shall be provided to
the Union and posted in the affected Division.
10.11 Order of Layoff
The least senior employee (by Division Seniority) within the affected job classification and affected
Division shall be selected for layoff. No regular employee shall be laid off while another employee
in the same classification within the Division is employed on a probationary, extra help or temporary
basis, unless specialized skills are required to fill the position that are not possessed by the regular
staff member. This provision shall apply only to the classification where the initial layoff occurs and
not to the classification into which laid off employees have bumped.
10.12 Comparable Employment
For purposes of this Article, “comparable employment,” “comparable position” or vacancy shall be
defined to include a position which has the same salary pay range and, additionally, the educational
and experience qualifications, FTE and workweek are substantially similar.
10.13 Layoff Options
Affected employees who have completed their probationary period shall have the following options:
10.13.1 Assume a Vacant Position
On a bargaining unit seniority basis, to assume a vacant position in the same Division and
bargaining unit, for which they are qualified. On a bargaining unit seniority basis, the
employee shall also be considered for available job openings within the Employer for which
the employee is qualified.
When a regular full-time or part-time employee is being laid off the Employer may offer a
temporary position if one is available, and the employee can perform the work. Laid off
employees who accept these assignments will be provided the benefits and provisions of
the temporary assignment. Employee(s) accepting these assignments will be subject to
recall.
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10.13.2 Bump
Employees scheduled for layoff may bump into another employee’s position in lieu of being
laid off, if all the following conditions are met:
1. They have more Division seniority than the employee they will bump.
2. The job classification they are bumping to is paid on a salary range that is
equal to or less than the salary range of their job classification; and
3. They previously held status in that job classification, or they are determined
by the Employer to be qualified to immediately perform the primary functions
of the job within thirty (30) calendar days; and
4. They provide at least five (5) working days’ notice from the date of the layoff
notice of their intent to exercise their bumping right to the Employer.
Under no circumstances shall an employee’s exercise of their bumping right result in a greater
benefit to the employee than previously held (e.g., a promotion or increase to full-time if
previously part-time). The employee bumping into another position shall be given an
orientation period to familiarize the employee with the practices and/or policies related to the
job. The employee who may be displaced by the more senior employee who is bumping shall
be provided at least fourteen (14) calendar days’ written notice of layoff. If this employee is
eligible to bump another employee pursuant to the conditions in Subsection 10.13.2, above,
then that third employee identified for layoff shall be laid off.
Laid off employees, including bumped employees, shall be allowed to bump fewer senior
employees (by bargaining unit seniority) only within their Division, i.e. Detention, in lower
classifications or in classifications which the employees previously held and are still
competent to perform the work of the classification.
Regular Employees faced with a reduction of hours shall have the option of remaining in the
reduced position (if above the 20-hour threshold) or bumping to a lower classification, if
competent as defined in Article 10.2.3. Competent shall mean having demonstrated skills
and required experience to perform the job; and in case of disputes, the Employer shall make
the final decision.
An employee who has bumped shall move to the highest step of the new range that does
not exceed their current salary.
If there is no employee in the next lower classification who is less senior than the person
scheduled for layoff, that person may look progressively to the next lower classification for
such bumping rights.
The employee who is bumped by the affected employee shall have the same rights under
this Article.
10.13.3 Recall
If the affected employee elects not to take a vacant position, elects not to bump or cannot
immediately and adequately perform the functions of the job assignment in assuming a
vacant or bumped position, then that employee will be placed on the recall list and will be
eligible for recall under Article 10.15.
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Nothing contained in this layoff section shall be construed to require the Employer to modify
its position and classification structure to accommodate bumping or other re-employment
rights.
Salary placement rules shall apply to recall to regular positions and to employees who have
bumped. Employees bumping to another position shall retain their old anniversary date for
purposes of step increases. Persons recalled to the same salary range shall be placed in
their former step and time in step. The Employer shall determine the salary for non-regular
positions not represented by the bargaining unit.
10.14 Reduction Hours / FTE
An employee subject to an involuntary reduction in their FTE may elect to accept the reduction, may
bump and/or may elect to be placed on recall in accordance with Article 10.13. If the reduction
results in hours less than their budgeted FTE, it will be considered a layoff, and the employee shall
have the right to bump or recall list.
10.15 Recall
Any Regular employee who is laid off shall have their name placed on a recall list within each
respective Division for the classification they were laid off from, for any lower classification in the same
series, and for any other classification in which the employee has held permanent status. The
employee's name shall remain on the recall list(s) for a period of eighteen (18) months from date of
layoff. Persons shall be recalled in inverse order of layoff to the classification held at the time of layoff.
Employees who were laid off shall be considered for other positions in their Division and/or within the
bargaining unit in accordance with Article 10.13.3
It shall be the responsibility of each person on a recall list to keep the Employer informed of their
current address and telephone number. The layoff letter to the employee shall advise him/her of their
recall rights and of the name and address of the person in County government to whom the employee
must send notice of their current address or any subsequent changes. The Employer shall have the
right to remove the name of any person on the recall list if there is no response within fourteen (14)
calendar days after the Employer has mailed a certified letter (return receipt request) to the person's
last known address.
If an employee on recall accepts an opportunity to return to work in a lower classification than the one
laid off from, the employee’s name may remain on the recall list for their previous higher classification
for the balance of the eighteen (18) months and shall be given an opportunity to accept such a position
if it should become available. If an employee is recalled returning to the same classification from
which they were laid off, and refuses the offer to return, their name shall be removed from the recall
list and further return rights shall be forfeited.
Employees recalled to their former classification within eighteen (18) months of being laid off shall be
placed at the same salary range and step, and time in step, in effect at the time of layoff. In addition,
employees recalled to County service within eighteen (18) months to the same or another job
classification, Office or Division shall have the sick leave balance as of the date of layoff restored
(unless the employee received a sick leave cash out at the time of layoff); shall accrue annual leave
at the same accrual rate in effect as of the date of layoff; and the number of years of continuous
County service at the time of layoff shall be credited towards eligibility for the longevity benefit.
Employees recalled into regular part-time positions shall be subject to pro-rated benefits as described
in other articles of this Agreement.
If any employee remains on the recall list, the Employer shall not newly employ by hiring persons
into the affected bargaining unit classification(s), within their Division, until all qualified employees
holding recall rights to that affected classification have been offered recall.
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A copy of the recall list shall be provided to the Union, upon request.
There shall be no probationary requirement for persons returning to their former position if the initial
probationary period has been completed.
Employees shall not lose seniority originally because of layoff for a period of up to eighteen (18)
months, per Article 10.4.4; provided, however, that no benefits nor seniority shall be accrued during
the period of layoff.
It is understood that a person who has bumped to another position or has been laid off and recalled
under this Agreement, must meet the education, experience and/or training requirements (including
completion of State mandated Academy, Guardian ad Litem, and Community Juvenile
Accountability Act requirements, if appropriate), as well as licenses and/or certificates and polygraph
requirements, to exercise their seniority rights. Laid off employees will retain their seniority rights
for eighteen (18) months from the date of layoff. Seniority shall be lost if the employee does not
return to work when offered their previous position.
10.16 Vacation & Leave Cash Outs / Pay
Any regular employee who is laid off or terminated shall be cashed out for any unused vacation
benefits or comp time with their final paycheck, to the extent of established maximums (per other
Articles of this Agreement).
Sick leave balances at the date of layoff shall be restored upon recall with the Employer if the person
is recalled into a regular position from the recall list and the employee did not receive a sick leave
cash-out per Article 15.1. No sick leave shall accrue during the period of layoff.
If a person on the recall list is employed in a temporary position, only sick leave accrued during
temporary employment may be used during temporary employment. Sick leave accrued during
temporary employment may be added to any existing sick leave balance if the person is hired into
a regular position from the recall list.
10.17 Unemployment Claims
If laid off employees apply for unemployment compensation benefits, the Employer will not contest
the claim and will confirm that the employee was laid off.
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ARTICLE 11 – WAGES
11.1 Wage Schedule.
Effective 2024 through, 2027 each employee shall have their base wage as set forth in Appendix A,
and an across-the-board increase as follows ** 2.15% Wage Increase + 3% Market Increase for a
total of 5.15% in 2024.
Date Wage Increase Market Increase
01/01/2024 2.15% 3%
01/01/2025 2% -
01/01/2026 2% -
01/01/2027 2% -
**Advancement from one step to the next is annual and on the employee’s anniversary
date.**
Each move within a range is determined by the employee's anniversary date. The anniversary date
is the day the employee started work within a range. Upon promotion of an employee placing them in
a higher range, the date of the promotion becomes the anniversary date that determines future step
increases within that range. The employee's actual date of hire with Mason County will always remain
the same (regardless of promotion) for purposes of vacation leave, sick leave, and retirement.
The Employer shall make available information monthly, which shall reflect all items covered by
gross pay such as sick leave, vacation time, straight time, and overtime.
11.2 Hire-In Rates
New regular employees shall normally be placed at Step 1 of the appropriate salary range or with
prior related experience may be placed at a step in the salary range consistent with current
personnel policy.
11.3 Shift Differential
There shall be a shift differential of seventy-five (.75) cents per hour for any assigned shift except
Day Shift (shifts beginning between 6am to 6pm).
ARTICLE 12 – OTHER COMPENSATION
12.1 Call-Back Pay
All employees will respond to emergency callouts unless extenuating circumstances such as illness
or other incapacitation prevent the employee from responding. Pursuant to provisions of RCW
38.52 concerning Emergency Management, and Mason County Code 2.19.050, the County may
utilize personnel of any County Department or agency in a declared disaster.
Full-time employees who are called back to work after leaving the job site (and not adjacent to the
next regularly scheduled shift), shall receive a minimum of two (2) hours’ pay at the overtime
rate. When an employee is called out between shifts, the time worked between shifts shall be paid
at the rate of one and one-half (1½) times the regular rate. After working the call out shift, the
employee may have the option of working the next regularly scheduled shift, provided the supervisor
and the employee feel the employee can carry out the duties of the position safely. When the
employee does continue working, the time worked on the next regularly scheduled shift shall be
compensated at the normal straight time rate.
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During periods of emergency, changes of shift can be made with eight (8) hours’ notice, provided
the employee has eight (8) hours off between the two (2) shifts.
Part time employees who are called back to work after leaving the job site shall receive a minimum
of two (2) hours’ pay at the appropriate rate of pay.
12.2 Work in a Higher Classification
No employee shall be reduced in salary or benefits because of being assigned by the Employer to
perform the work of a lower classification, except in the situation of lay off.
A supervisor may assign an employee to perform the primary duties of a higher classification, when
those duties are not part of the employee’s current job classification, for the purpose of:
A. Providing work coverage during an authorized vacation period.
B. Providing work coverage during an authorized sick leave.
C. Providing work coverage for an authorized leave of absence; or
D. Providing work coverage for a currently vacant position.
If the employee is scheduled to work in the higher job classification for a minimum of three (3)
consecutive workdays, the employee shall be paid on the step of the salary range for the higher
classification that provides at least a five percent (5%) increase.
12.3 Mileage Reimbursement
All bargaining unit employees who are required to use their own vehicles for Employer business
shall be reimbursed at the mileage rate set by the current policy for all miles driven on such business.
12.4 Longevity
The County shall provide additional monthly compensation above each eligible, regular full-time
employee’s base salary to recognize continuous length of service as a County employee. Eligible,
regular part-time employees shall receive a pro-rated longevity benefit in proportion to the number of
hours the part-time employee is in pay status during the month as compared to that required for full-
time employment. The longevity benefit will be implemented in accordance with the following
schedule:
Beginning in 11th and continuing thru 15th years 1.5% above base
Beginning in 16th and continuing thru 20th years 3.0% above base
Beginning in 21st and continuing thru 25th years 4.5% above base
Beginning in 26th year and continuing thereafter 6.0% above base
12.5 Clothing Allowance
The County shall provide Detention employees’ badges as needed, shirts and a jacket for all full-
time employees, along with a three hundred dollar ($300) per year clothing allowance paid January
of each year. Part-time employees shall receive the appropriate number of shirts for their position.
Newly hired Detention Officers attending an academy and/or specialized training will be provided,
at the employer’s expense, all required uniform items (athletic wear etc.) required for attendance by
the academy and/or specialized training.
ARTICLE 13 – HOLIDAYS
13.1 Holidays
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The following annual paid holidays are recognized for all employees represented in this bargaining
unit and will be paid regardless of which day of the week they occur.
New Year's Day Juneteenth
Martin Luther King Day Christmas Eve
Veterans' Day July Fourth
President's Day Christmas Day
Thanksgiving Day Labor Day
Memorial Day Two (2) Floating Holidays
Day After Thanksgiving
Employees must obtain written approval at least one week in advance to use a floating holiday. All
requests must be submitted by the last working day of November. Floating holidays unused by the
end of the calendar year will be forfeited, unless denied based on office or division staffing needs.
Floating holidays are used in 4-hour increments unless mutually agreed otherwise.
13.2 RELIGIOUS HOLIDAYS
Employees may also take other religious holidays off with their supervisor’s approval, with or without
pay, through utilization of vacation or comp time or by making alternative work schedule
arrangements. Such requests shall not be unreasonably denied.
13.3 HOLIDAY COMPENSATION
Benefitted employees shall be paid no more than twelve (12) hours of holiday benefit pay for that
day regardless of their individual work schedule. Part-time will receive a paid holiday in proportion
to the number of hours they ordinarily would be scheduled to work (not to exceed eight (8) hours on
that day.)
Should any work be performed by an employee on a holiday at the approval and/or direction of their
supervisor they shall be paid for time worked and overtime may result if, consistent with Article 8.4,
it results in over forty (40) hours worked for the workweek. No employee shall be called on a holiday
for less than four (4) hours, except those personnel serving Standby Duty.
Employees working approximately fifty percent (50%) of their shift on a Holiday will be paid for one
day as if the entire shift was worked on a Holiday. Employees not working approximately fifty
percent (50%) of their shift on a Holiday are paid a premium rate for the actual time worked on the
Holiday (unless already paid Holiday pay for that day) and at their regular rate for the time worked
that is not on the Holiday.
ARTICLE 14 – VACATION
14.1 VACATION ACCRUAL
Regular and Temporary full-time employees shall accrue paid vacation leave, after six (6) months'
employment, shall be entitled to and receive vacations with pay as follows:
1st through 3rd year of
employment
96 hours
4th through 7th year of
employment
120 hours
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8th through 9th year of
employment
144 hours
10th through 11th year of
employment
160 hours
12th through 14th year of
employment
176 hours
15th through 16th year of
employment
184 hours
17th through 19th year of
employment
192 hours
20 or more years of employment 200 hours
Regular and Temporary part-time employees shall accrue vacation leave on a pro-rated basis in
proportion to the number of hours the part-time employee is in pay status during the month as
compared to that required for full-time employment, plus they must also meet the qualification for
PERS participation to have vacation leave accrual apply.
The first day of the month of hire shall be the effective date of subsequent increases in the vacation
leave accrual rate for employees hired between the first and the fifteenth of the month. The first day
of the month following the month of hire shall be the effective date of subsequent increases in the
vacation leave accrual for employees hired between the sixteenth and the last day of the month.
Except for promoted and transferred employees, vacation leave accrued within the first six (6) months
of employment cannot be utilized by an employee until they have successfully completed their initial
appointment probationary requirements. An employee whose employment with Mason County
terminates within the six (6) month probationary period shall not be paid for any vacation leave accrued
during the probationary period.
For Regular and Temporary full-time or Regular and Temporary part-time employees shall
accumulate one-twelfth (1/12th) of their yearly accumulation total per month, to the maximum
amount of vacation leave that may be accrued at any point in time is four hundred (400) hours. No
vacation leave accrued will be added to an employee's vacation leave benefit when the maximum
accrual has been attained, except that the four hundred (400) hours maximum may be exceeded in
any given month with prior written approval of the Elected Official or Department Head.
Whereas the Union and the County recognizes the importance of employees utilizing earned
vacation leave to promote and enhance their mental and physical well-being, employees should
attempt to use vacation leave during the year in which it is earned.
14.2 VACATION SCHEDULING
Upon completion of six (6) months’ continuous service in a Regular and Temporary position, an
employee shall be eligible for paid vacation. An employee’s request for vacation leave will be
granted, provided that prior approval is given by the employer and if leave requested does not
prevent a division thereof from providing efficient public service.
Regular and Temporary full-time employees must work or be in a paid status at least eighty (80) hours
in a month to accrue vacation leave for the month. Regular and Temporary part -time employees must
work or be in a paid status at least in the same proportion to the eighty (80) hours as their regular
hours are full-time employment to accrue vacation leave for that month.
If an approved holiday occurs within the approved vacation leave period, such day shall be charged
as holiday leave rather than vacation leave.
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Employees shall have the option of using comp time or vacation leave for approved paid time off.
It is understood that vacation requests are considered in view of the operational needs of the
County and Court and must be agreed upon by the Administration and employees. Employees
within their division will be allowed to pre-select their vacations, as follows:
a) One vacation seniority list will be posted for full-time Juvenile Detention employees by
January 1 of each year and shall be for the vacation period starting February 15 of the
current year through February 14 of the following year.
b) Employees, by seniority, will have the opportunity to pre-select their vacation(s) in
Round-One from either: A) up to one, two-week period; or B) up to two, one-week
periods. A second and any subsequent rounds. These requests will be made to the
Administrator or their designee no later than February 15 of each year.
c) After the selection process is closed, staff may request a change to the posted schedule
only for their approved time; such an employee, however, will not have the right to “bump”
another staff from their approved time.
d) Requests outside the vacation selection period (January 1 – February 15) will be
considered in view of the operational needs of the County and Court on a first-come,
first-serve basis, and must be agreed upon by the Administration and employees.
e) A request for a vacation exceeding two (2) consecutive weeks (10 working days) may be
approved by the Administration for extenuating circumstances and with sufficient
advanced knowledge to ensure adequate staffing.
f) Written approval of a vacation request is advised before an employee purchases tickets
or pays for accommodation.
g) When requesting vacation time, the following limitations will apply unless otherwise
approved by Management in extraordinary situations:
1. Only one Full-Time staff person will be allowed vacation time off on each “Shift
Set” [the current Shift Sets are: Graveyard Early Week - Graveyard Late Week –
Days Early Week – Days Late Week].
2. Full-Time staff may request off shifts that impact on only two (2) of the following
major holidays during the initial two (2) rounds of the selection process: New
Year's Day; July 4; Thanksgiving Day; Day after Thanksgiving; Christmas Day.
3. In addition to the requirement that the employee have sufficient leave time (either
anticipated vacation or actual comp time) available at the time of the requested
vacation, the employee must also have sufficient leave time two weeks prior to
the requested vacation.
Detention Staff wanting to schedule part of a day off for personal reasons must take at least four (4)
hours of vacation leave or comp time unless waived by management.
14.3 Vacation Pay
Vacation leave days shall be the same as the regular workday schedule for the Division wherein the
employee is employed. Vacation pay shall be the amount that the employee would have earned if
the employee had worked in their regular position during the vacation period.
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If an authorized holiday occurs within an employee’s vacation period, that day will be paid as a
holiday and not deducted from the employee’s vacation accruals. Employees cannot receive
vacation, sick leave, or holiday pay simultaneously for the same days.
14.4 Vacation Upon Termination
Upon separation of a Regular and Temporary full-time or Regular and Temporary part-time employee
by resignation (with ten (10) working days’ notice), retirement, layoff, dismissal or death, the employee
or beneficiary thereof, shall be paid for unused vacation leave at the employee’s rate of pay at the
time of separation, provided that no employee may cash out more than four hundred (400) hours of
vacation leave.
Employees shall provide at least ten (10) working days’ written notice of their effective resignation
date. The time limit of the resignation may be waived at the discretion of the Elected Official or
designee. Pay in lieu of unused vacation shall be forfeited if ten (10) working days written notice is
not provided or waived.
When an employee's employment terminates or an employee moves from full-time to extra help
employment, the employee shall be paid in full for all accrued vacation leave provided they have
successfully passed their 6-month probation period leave. The cash-out of accrued leave or other
accrued time off shall be paid and reported in accordance with the provisions of law regulated by the
Washington State Department of Retirement Systems.
ARTICLE 15 - SICK LEAVE
15.1 Sick Leave Accrual
Per the Washington State Paid Sick Leave law, RCW 49.46, in accordance with WAC 296-130 and
Initiative 1433, the County and the Union mutually agree to comply the with the laws. Sick leave
shall be accumulated for all Regular and Temporary full-time employees, who have worked or been
in a paid status at least eighty (80) hours at the rate of eight (8) hours per month for each month of
employment. Regular and Temporary part-time employees shall accrue sick leave on a pro-rated
basis in proportion to the number of hours the part-time employee is in a paid status during the month
as compared to that required for full-time employment. Sick leave accrual may not exceed one
thousand two hundred (1,200) hours.
15.2 Sick Leave Usage
Usages of sick leave shall be consistent in accordance with the Washington State Paid Sick Leave
law, RCW 49.46, WAC 296-130 and Initiative 1433, the County and the Council mutually agree to
comply with the laws. Sick leave cannot be taken until it is earned.
15.4 Coordination - Worker’s Compensation
In the event an employee shall be entitled to benefits or payments under any program of disability
insurance furnished by the Employer, Worker’s Compensation Act or similar legislation by the State
of Washington or other governmental unit, the Employer shall pay to the employee only the
difference between the benefits and payments received under such insurance or act by such
employee and the regular rate of compensation that would have received from the Employer if able
to work. In such an event, the number of hours deducted from the employee’s total accrued sick
leave shall be the hourly equivalent of the Employer’s payment. The foregoing payment or
contribution by the employer shall be limited to the period that such employee has accumulated sick
leave credits as above specified.
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Time missed from work that is due to Worker's Compensation claims will be considered as time
worked for employee's paid Health and Welfare and Vacation purposes up to one (1) year.
a. For a period of absence from work due to injury or occupational disease resulting from
County employment, the employee shall file an application for Worker's Compensation
in accordance with State Law.
b. If the employee has accumulated sick leave credit, the County shall pay the sick leave
difference between their time loss compensation and their full regular salary unless the
employee elects not to use their sick leave.
c. Should an employee receive Worker's Compensation for time loss, and They also
receives sick leave compensation, their sick leave accrual prior to the time loss will be
reduced by the total number of hours They was on sick leave minus the number of hours
at full salary for which They 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 annual leave may be used for the absence in accordance with
other provisions of this rule.
f. Nothing herein pertains to a permanent disability award.
g. If any employee has no sick leave accumulated, the words "annual leave" may be
substituted for "sick leave" above.
15.5 Family Member
Authorized uses of sick leave may be utilized as referenced above in this article for “immediate
family” as defined in article 1.7.
15.6 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 under
an appropriate Washington State Public Employees Retirement System; or upon the death of the
employee, in which case payment shall be made to their estate. Employees hired on or after January
1, 2011, shall not be eligible (nor their estate) to receive any cash out of their accrued sick leave upon
separation from County service.
ARTICLE 16 – LEAVES OF ABSENCE
16.1 In General
Leave of absence requests shall not be unreasonably denied. All leave is to be requested in writing
as far in advance as possible.
As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid
leave, unless Washington Paid Family Medical Leave, or otherwise provided for in this Agreement.
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Leave does not accrue, nor may it be used until the first day of the following pay period in which it
is earned (no “negative” leave use during the period in which it is earned).
16.2 Jury Duty / Court
An employee, who is required to serve on a jury or because of official Employer duties is required
to appear before a court, legislative committee, or quasi-judicial body as a witness in response to a
subpoena or other directive, shall be allowed authorized leave with pay less any amount received
for such duty.
16.3 Military Leave
All Regular and Temporary employees shall be allowed military leave as required by RCW
38.40.060 and as interpreted by the Court. This provides for twenty-one (21) working days of
military leave per year (October 1 through September 30).
16.4 Bereavement
Employees will be provided up to three (3) days of paid bereavement leave in the event of the death
of an immediate family member. A day of bereavement leave shall be in accordance with the
employee’s regularly scheduled workday. Immediate family includes only persons related by blood
or marriage or legal adoption. For purposes of this Bereavement Article, these individuals are spouse,
parent, grandparent, sibling, child or grandchild, grandparent-in-law, mother-in-law, father-in-law,
sister-in-law, sibling-in-law, child-in-law, niblings, cousins, piblings of the employee. Bereavement
leave will not be deducted from the accrued sick/vacation time. Upon request, two (2) days of accrued
sick leave shall be granted. Additional time off may be requested and charged to comp time, floating
holiday, or vacation leave, as approved by the Elected Official/Department Head.
16.5 Maintenance of Seniority
The Employer shall adjust the employee’s anniversary date to reflect any period of unpaid
leave. Seniority shall continue to accrue, and the employee’s anniversary date shall not be adjusted
for periods of legally protected leave, such as FMLA or military leave.
16.6 Leave Without Pay
If a medical leave of absence without pay is granted, the employee shall have return rights to their
previously held position. Return rights for any leave of absence shall be limited to three (3) months.
If the previously held position has been abolished during the leave of absence, then the employee
shall have return rights to a similar position (a position in the same classification at the same salary
level) if there is a vacancy. If there is no vacant similar position, the employee shall be placed on the
recall list, pursuant to Article 10, Seniority, Layoff and Recall.
An employee on leave of absence may be affected by a lay-off in the same manner as if the employee
were working.
Leave of absence without pay is not creditable towards seniority and seniority related benefits, except
as identified above in Article 16.5 for identified legally protected leave such as PFML, FMLA and
Military. An employee who takes a leave of absence without pay shall have their date of hire for
seniority purposes adjusted for the same duration of time as the period of leave without pay. Step
increases are based on the duration of employment and will be adjusted accordingly. General salary
increases are not based upon the duration of employment and will not be adjusted in this manner.
The employee's seniority for purposes of vacation accrual, promotion and layoff would be adjusted in
the same amount as the duration of the leave without pay. In the unlikely event an employee was
granted leave without pay during their probationary period, the probationary period would be extended
for the same duration as the leave without pay.
16.7 Family Leave – FMLA
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The County and the Union mutually agree to comply with all State and Federal Family Leave
Laws (FMLA, RCW 49.78). The Employer will grant leave consistent with the FMLA and the
adopted conditions and provisions of the state and federal law and is not intending to expand upon
the rights thus set forth.
If an employee has any questions regarding the State and Federal Family leave laws, they may
contact the County’s Human Resource Department for guidance.
16.8 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).
Leave for temporary disability due to pregnancy or childbirth will be medically verifiable. There is no
limit to the length of the disability phase, except for the right for medical verification and the right of
second opinion at the employer’s expense. At the end of the disability leave, the employee is
entitled to return to the same job or a similar job of at least the same pay as provided by
law. Employees must use their accrued vacation and sick leave, if any, during the leave period and,
at their election, any accrued comp time. Once this paid leave is exhausted, the employee’s leave
may be switched over to unpaid leave.
16.9 Paid Family & Medical Leave Compliance
The County and Union mutually agree to comply with all Washington State Paid Family & Medical
Leave laws, per RCW 50A.04.
16.10 Washington State Long Term Care Trust Act Compliance
The County and Union mutually agree to comply with all applicable Washington State Long Term
Services Trust Act, in accordance with RCW 50B.04.
ARTICLE 17 – HEALTH & WELFARE
17.1 Health and Life Insurance
The County shall contribute as below, per employee per month toward the premiums for Health and
Welfare benefits for each employee, including their eligible dependents, compensated eighty (80)
man-hours (excludes, vacation, sick and comp time payouts, upon separation) or more per month.
This contribution is to be applied to premiums for Washington Teamsters Welfare Trust Medical
Plan B with the four hundred ($400) per week time loss option and current County dental, vision,
and life insurance plans.
The Employer shall continue to pay into the Washington Counties Insurance Fund for twenty-four
thousand ($24,000) (or equivalent basic life insurance program) in life insurance the monthly
premium for each employee compensated for eighty (80) man-hours (excludes, vacation, sick and
comp time payouts, upon separation) or more per month.
The County contribution for Health & Welfare Insurance shall be:
A. Effective January 1, 2024, the contribution shall be increased to one thousand, five hundred
and eighteen dollars ($1518.00) per month during the term of this Agreement for each
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eligible employee for medical, dental, vision, and life insurance coverage.
B. Effective January 1, 2025, the contribution shall be increased to one thousand, five hundred
and seventy dollars ($1570.00) per month during the term of this Agreement for each eligible
employee for medical, dental, vision, and life insurance coverage.
C. Effective January 1, 2026, the contribution shall be increased to one thousand, six hundred
and twenty-two dollars ($1622.00) per month during the term of this Agreement for each
eligible employee for medical, dental, vision, and life insurance coverage.
D. Effective January 1, 2027, the contribution shall be increased to one thousand, six hundred
and seventy-four dollars ($1674.00) per month during the term of this Agreement for each
eligible employee for medical, dental, vision, and life insurance coverage.
In the event the County’s maximum monthly contribution is insufficient to provide all the total Health
and Welfare premiums as referenced in Section 1 above, the priority order for full County payment
shall be as follows: (1) Life Insurance; (2) Vision; (3) Dental; (4) Medical.
Any monthly premium contribution required above the County’s maximum contribution shall be paid
by a reduction of the necessary amount from the employee’s salary.
In the event the Employer is subject to carrier plan design change or a penalty, tax, fine or increased
costs because of requirements or provisions of the ACA, not within the control of the Employer, the
parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts
and immediately bargain alternative provisions.
Employee Assistance Program (EAP): The County shall provide an Employee Assistance
Program (EAP) benefit for all bargaining unit employees.
The County shall provide for all employees, under this agreement, to receive all three shots in the
hepatitis series.
17.2 Retirement
Pensions for employees and contributions to pension funds will be governed by the Washington
State statutes in relation thereto in existence during the contract period.
17.3 Teamster’s Pension
Effective January 1, 2008, based on January hours, the COUNTY shall pay an amount equal to fifty
cents ($.50.) per hour for each hour for which compensation is paid to him/her into the Western
Conference of Teamsters Pension Trust Fund on account of each member of the Teamster
bargaining unit, said amounts to be computed monthly. The total amount due for each calendar
month shall be remitted in a lump sum not later than ten (10) days after the last business day of
such month. The COUNTY agrees to abide by such rules as may be established by the Trustees
of said Trust Fund to facilitate the determination of the hours for which contributions are due, the
prompt and orderly collection of such amounts, the accurate reporting and recording of such hours
and such amounts paid on account of each member of the Teamster bargaining unit. Failure to
make all payments herein provided for, within the time specified, shall be a breach of this
Agreement. Further, the Employer and Union accept as their representatives for the purpose of
such Trust Funds, the present Employer and Union Trustees and their duly elected or appointed
successors.
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ARTICLE 18 – TRAINING
18.1 Training
All regular Detention employees will be given regular training in: Verbal De-Escalation, and
Defensive Tactics.
Full-time employees will be required to successfully complete the Juvenile Corrections Personnel
Academy when scheduled by the management, to maintain full-time employment. Employees will
be given one opportunity to successfully complete the JCPA. In the event the training is not
successfully passed on the first opportunity, employment will be immediately terminated.
18.2 Training Reimbursement
Compensation associated with training or representation of the Employer on official business shall
be consistent with the current policy and the Fair Labor Standards Act (FLSA).
Approval for attendance at training, the hours intended to be compensated and the reimbursement
for travel and expenses shall be established by the supervisor prior to the training, consistent with
the current policy.
All employees will be paid at the appropriate rate for taking County sponsored training.
The County will reimburse the costs of all physical examinations required to attend the Criminal
Justice Training Commission as a condition of continuing employment.
ARTICLE 19 – LABOR / MANAGEMENT COMMITTEES
19.1 Purpose of Committee
The Employer and the Union agree that a need exists for continuing cooperation between labor and
management, and to meet from time to time upon the request of either party concerning suggestions
and issues of a general nature affecting the Union and the Employer relations. Said committee shall
attempt to meet for the purpose of discussing and facilitating the resolution of issues, which may
arise between the parties other than those for which another procedure is provided by law or other
provisions of this Agreement.
The parties therefore establish a Labor/Management Committee consisting of up to three (3)
members from the Bargaining Unit and the Union staff representative, and up to three (3) members
from the Employer and a representative from Human Resources. The committee will meet from time
to time, upon the request of either party, during working hours to discuss matters of mutual interest or
concern. The committee shall not have the authority to change this Agreement, nor shall it substitute
for the grievance procedure.
The above provision does not preclude and in fact encourages the parties to also meet informally
and expeditiously on an as needed basis on matters of mutual concern.
19.2 Compensation
All meeting time spent by members of the joint Labor-Management Committee will be considered
time worked if during duty hours and will be paid at the appropriate regular rate of pay.
ARTICLE 20 – HEALTH & SAFETY
20.1 Safe Workplace
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The Employer is responsible for maintaining a safe and healthy workplace. The Employer shall
comply with all federal, state, and local laws applicable to the safety and health of its employees.
Employees shall not be required to perform work if they have a reasonable basis for believing the
assignment would constitute a danger to their health and safety. The employee shall immediately
contact a supervisor who shall decide regarding safety. Upon the supervisor’s review and liability,
the employee will perform the work but may refer the matter to the safety committee or risk
management.
All on-the-job injuries, no matter how slight, must be reported. Employees must immediately notify
their supervisor if they are unable to work because of a work-related injury or illness.
20.2 Health & Safety Plan
The Employer shall develop and follow written policies and procedures to deal with on-the-job safety
and shall conduct an ongoing site-specific safety and security plans in conformance with state and
federal laws.
20.3 Drug Free Workplace
The Drug Free Workplace Act of 1988 for federal contractors and grant recipients requires that
employers provide a drug free workplace. This policy strictly prohibits the unlawful manufacture,
distribution, dispensation, possession, or use of a controlled substance in the workplace.
If a supervisor or manager reasonably suspects, through observation, that an employee may be
physically incapable of performing the essential functions of the job and/or may be under any
influence of, or impaired by, a substance, the employee shall be removed from duty immediately
and undergo substance testing for the suspected substance. Except in emergency situations, the
supervisor or manager shall consult with another supervisor, manager, or representative of Human
Resources to ensure that adequate grounds for reasonable suspicion exist. The consulted
supervisor, manager or representative of Human Resources shall also personally observe the
employee before the employee is required to test for the presence of that substance. At this time,
the employee will also be notified of his or her Weingarten rights.
Employees removed from duty under such circumstances who test positive shall be required to
meet with a Substance Abuse Professional (SAP) and shall only be allowed to return to work, if at
all, in accordance with the return-to-work provisions of the Employer’s substance abuse policy.
20.4 Workplace Violence
The Employer is committed to employee health and safety. Workplace violence, including threats
of violence by or against a county employee, will not be tolerated and should be immediately
reported whether physical injury occurs.
ARTICLE 21 - GRIEVANCE PROCEDURE
21.1 Grievance Defined
The purpose of the grievance procedure is to promote harmony and efficiency between employees
and the County by providing timely settlement of grievances without fear of discrimination or reprisal.
A grievance is an allegation by an employee, group of employees or the Union that there has been a
violation, misapplication, or misinterpretation of this Agreement.
Employees will be unimpeded and free from restraint, interference, coercion, discrimination, or reprisal
in seeking adjudication of their grievance.
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Any grievance procedure time limit may be extended by mutual written agreement. Failure by an
employee and/or the Union to comply with any grievance time limitations shall constitute withdrawal
of the grievance. Failure of the County to comply with any grievance time limitations shall permit the
Union or the employee to advance the grievance to the next step in the grievance procedure.
A grievance of interest to several employees may be filed as a "group grievance."
The processing and adjudication of grievances shall be conducted during working hours.
21.2 Grievance Procedure
In the event of a grievance, the following procedure shall be used:
Step 1. A grievance must be presented within ten (10) calendar days of the incident giving
rise to the grievance or the date the grievant knew or reasonably could have known of the
incident to the Division Manager or Designee. The Division Manager or Designee may
schedule a meeting with the employee and their Union representative or They may respond to
the grievance when presented. In either case, the Division Manager or Designee shall respond
to the grievance within ten (10) calendar days of the employee raising the issue. If the
grievance is not resolved informally, then a written grievance may be filed at step 2.
Step 2. The grievance shall be presented in writing on an official Union grievance form. This
shall include:
1. The specific details of the incident or issue giving rise to the grievance.
2. The Article(s) and Section(s) of the Agreement allegedly violated; and
3. The remedy sought.
The written grievance shall be submitted by the employee and/or the Union Steward/Union
Representative to the Juvenile Court Administrator within ten (10) calendar days of the date of
the discussion in Step 1 above. A copy of the grievance will be filed concurrently with the
Human Resources Department. Within ten (10) calendar days after the receipt of the official
written grievance, the Administrator shall schedule a meeting with the employee and Shop
Steward and/or Union Representative to hear and seek to resolve the grievance. The
Administrator shall provide a written response to the employee and the Union Steward/Union
Representative within fourteen (14) calendar days of the meeting. A copy of the grievance
response shall be provided to the Human Resources Department. If the grievance is not
resolved at Step 2, the grievance may be advanced to Step 3.
Step 3. The written grievance shall be submitted to the Human Resources Director within ten
(10) calendar days of the date of the written response at Step 2. Within ten (10) calendar days
of receipt of the grievance, the Human Resources Director or designee shall schedule a
meeting with the employee, Union Steward/Union Representative and the Juvenile Court
Administrator (or designee) to hear and seek to resolve the grievance. The Human Resources
Director shall provide a written answer to the employee, Union Steward/Union Representative,
and Court Administrator within fourteen (14) calendar days of the meeting. If the grievance is
not resolved at Step 3, the grievance may be advanced to Step 4.
Step 4. The Union may choose to submit the grievance to arbitration and in such case will
deliver written notification of its intent to arbitrate to the Employer within fourteen (14) calendar
days. The Union’s request for arbitration shall be in writing and may be filed with the Public
Employment Relations Commission (PERC), Federal Mediation and Conciliation Service
(FMCS), or a mutually agreed upon arbitrator or arbitration service within thirty (30) calendar
days of submitting its notice of intent to arbitrate to the Employer. In addition, the Union shall
request the arbitration service to supply a list of seven (7) qualified arbitrators. If a list of seven
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arbitrators is requested, both parties will attempt to agree upon an arbitrator from this list. If
they cannot agree within fourteen (14) calendar days from the receipt of the list, a flip of the
coin will determine which party strikes the first name from the list. This striking of names will
alternate between the parties until one name remains. This person shall be the arbitrator. The
referral to arbitration shall contain the following:
1. The specific details of the incident or issue giving rise to the grievance.
2. Article(s) and Sections (s) of the Agreement allegedly violated.
3. Copies of Step 2 and 3 responses to the grievance.
4. Remedy sought.
Grievance Arbitration: A hearing shall be scheduled at a date, time, and location mutually
convenient for all parties. In connection with any arbitration proceeding held pursuant to
this Article, it is understood as follows:
A. The arbitrator shall have no power to render a decision that will add to, subtract from, or
alter, change, or modify the terms of this Agreement, and their power shall be limited to
interpretation or application of the terms of this Agreement, and all other matters shall be
excluded from arbitration.
B. The decision of the arbitrator shall be final, conclusive, and binding upon the Employer,
the Union and the employees involved, provided the decision does not involve action by
the Employer, which is beyond its jurisdiction.
C. Each party may call such witnesses as may be necessary in the order in which their
testimony is to be heard. Such testimony shall be sworn and shall be limited to the matters
set forth in the written statement of the grievance and shall be subject to cross-
examination. The arguments of the parties may be supported by oral comment and
rebuttal. Either or both parties may submit post-hearing briefs within a time mutually
agreed upon. Such arguments of the parties, whether oral or written, shall be confined to,
and directed at the matters set forth in the written statement of the grievance.
D. Either party may request that a stenographic record of the hearing be made. The party
requesting such records shall bear the cost thereof; provided, however, if the other party
requests a copy, such cost shall be shared equally.
E. The cost of the arbitrator shall be borne equally by the Employer and the Union, and each
party shall bear the cost of presenting its own case.
F. The arbitrator’s decision shall be made in writing and shall be issued to the parties within
a reasonable timeframe after the date of the arbitration hearing or after receipt of the
parties’ post hearing briefs are submitted to the arbitrator.
21.3 Union / Employer Grievance
Either the Union or the Employer may initiate a grievance at Step 2 if the grievance is submitted in
writing within ten (10) business days from the date the Employer/employees became aware or
reasonably should have known that the grievance existed. The Employer may not grieve the acts
of individual employees, but rather, only orchestrated acts or actions of authorized representatives
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believed to conflict with this Agreement. An Employer grievance will not be subject to Arbitration
and may only go to mediation upon mutual agreement.
The Union may initiate a Grievance at Step 2 anytime that it involves a group of employees involving
different supervisors or from different Departments. Such grievances may be referred to mediation
services by mutual agreement prior to Arbitration.
21.4 Schedule of Meetings
Upon request, and without unnecessary delay, a steward’s immediate supervisor or designee shall
allow the steward during normal work hours without loss of pay, reasonable time to:
Investigate any grievance or dispute so that the same can be properly presented
in accordance with the grievance procedure.
Attending meetings with the Department Head or other Employer representatives
when such meetings are necessary to adjust grievances or disputes. Meetings
with designated personnel will be by appointment and held without delay when
possible.
Confer with a staff representative of the Union and/or employees on Employer
premises, at such time and places as may be authorized by the Department Head
or designee in advance of the intended meetings.
For the purposes of this Article and Article 6.3, obtaining coverage to ensure minimum staffing levels
shall not be considered an unnecessary delay. The Employer shall not be obligated to provide
coverage immediately if the use of overtime is the only means of providing that coverage.
ARTICLE 22 - GENERAL PROVISIONS
22.1 Savings Clause
It is understood that the parties, hereto, are governed by the provisions of applicable Federal and
State Law, which provisions shall prevail over this Agreement. Where there may be conflict between
County ordinances or resolutions and this Agreement, the Articles of the Agreement shall prevail.
Should any part thereof or any provisions herein be rendered or declared invalid by reason of any
existing or any subsequently enacted legislation, or by a decree of a court of competent jurisdiction,
such invalidation of such part or portion of this Agreement shall not invalidate the remaining portions
hereof and they shall remain in full force and effect. In such event, the parties shall meet within thirty
(30) days for renegotiation of such invalid provisions, for the purpose of adequate and lawful
replacement, thereof, and to preserve the intent of the entire Agreement as negotiated by the
parties.
ARTICLE 23 – ENTIRE AGREEMENT
23.1 Duration Clause
This Agreement shall become effective upon the signing of the Agreement and shall remain in effect
through December 31, 2027.
Either party may request negotiations of a successor agreement within ninety (90) days of the
expiration of this Agreement.
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This Agreement may be modified during its term by mutual agreement of both parties concerned.
Such mutual agreement shall be reduced in writing and shall be incorporated as a part of this
Agreement.
23.2 Entire Agreement
The Agreement expressed herein in writing constitutes the entire agreement between the parties and
no oral statement shall add to or supersede any of its provisions. The Employer agrees not to enter
into any Agreement or contract with any covered employee(s), either individually or collectively, which
is inconsistent with the terms of this Agreement.
The existing contract shall remain in effect until a successor contract is signed, or until one year from
the termination of this Agreement.
2024
2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 43
IN WITNESS WHEREOF, the parties hereto have executed this Agreement this
_______________ Day of ______________________, 2023.
MASON COUNTY COURTS BOARD OF COUNTY COMMISSIONERS
______________________________ ______________________________
Monty Cobb; Randy Neatherlin; Commissioner
JUDGE OF THE SUPERIOR COURT District #1
______________________________
_______________________________ Kevin Shutty; Commissioner
David Stevens; District #2
JUDGE OF THE SUPERIOR COURT
_________________________________
Dan Goodell; Sharon Trask; Commissioner
JUDGE OF THE SUPERIOR COURT District #3
_______________________________
Paddy McGuire.
Chief Superior Court Administrator
_______________________________
TEAMSTERS LOCAL No. 252
Dane Bonnell; Business Agent
_______________________________
TEAMSTERS LOCAL No. 252
Brian Blaisdell; Secretary-Treasurer
2024
2024-2027 Juvenile Detention Teamsters Collective Bargaining Agreement Page 44
Appendix A – Job Classifications & Wage Table **Advancement from one step to the next is
annual and on the employee’s anniversary date.**
Effective January 1, 2024
2.15% Wage Increase + 3% Market Increase for 2024 **Advancement from one step to the next is annual and on the employee’s
anniversary date.
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Detention
Officer $3,888.96 $3,986.47 $4,082.39 $4,205.03 $4,336.52 $4,466.75 $4,601.54 $4,751.95 $4,907.29 $5,080.27
Detention
Supervisor $4,705.64 $4,794.17 $4,939.69 $5,088.08 $5,247.18 $5,404.71 $5,567.68 $5,749.51 $5,937.44 $6,149.90
Effective January 1, 2025 2% **Advancement from one step to the next is annual and on the employee’s anniversary
date.
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Detention
Officer $3,966.74 $4,066.20 $4,164.03 $4,289.13 $4,423.25 $4,556.09 $4,693.57 $4,846.99 $5,005.43 $5,181.88
Detention
Supervisor $4,799.75 $4,890.05 $5,038.49 $5,189.84 $5,352.13 $5,512.80 $5,679.04 $5,864.50 $6,056.19 $6,272.90
Effective January 1, 2026 2% **Advancement from one step to the next is annual and on the employee’s anniversary
date.
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Detention
Officer $4,046.08 $4,147.52 $4,247.31 $4,374.92 $4,511.72 $4,647.21 $4,787.45 $4,943.93 $5,105.54 $5,285.51
Detention
Supervisor $4,895.75 $4,987.85 $5,139.26 $5,293.64 $5,459.17 $5,623.06 $5,792.62 $5,981.79 $6,177.31 $6,398.35
Effective January 1, 2027 2% **Advancement from one step to the next is annual and on the employee’s anniversary
date.
Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10
Detention
Officer $4,127.00 $4,230.47 $4,332.26 $4,462.41 $4,601.95 $4,740.15 $4,883.19 $5,042.81 $5,207.65 $5,391.22
Detention
Supervisor $4,993.66 $5,087.61 $5,242.04 $5,399.51 $5,568.35 $5,735.52 $5,908.47 $6,101.42 $6,300.86 $6,526.32
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): December 18, 2023
Agenda Date: December 19, 2024
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: __________
Approved: ☐ Yes ☐ No ☐ Tabled ☐ No Action Taken
Ordinance/Resolution No. __________ Contract No. __________ County Code: __________
Item:
Extension of Lobbying Agreement with Debora Munguia, Capitol Consulting LLC
Background/Executive Summary:
On September 21, 2021 the Commissioners awarded signed a contract for lobbying services with Debora
Munguia, Capitol Consulting LLC. Debora assists the County with developing and implementing legislative
proposals, developing relationships with key legislators, preparing testimony, testifying at committee hearings,
and more. The contract is set to expire December 31, 2023. The original terms of the contract will remain the
same.
Budget Impact (amount, funding source, budget amendment):
The maximum total amount payable by the County shall not exceed $4,000 per month.
Public Outreach (news release, community meeting, etc.):
N/A
Requested Action:
Approval to extend the lobbying services agreement with Debora Munguia, Capitol Consulting LLC to
December 31, 2025.
Attachments:
Contract
rY1C COnAvacA- # 21- O1--1-
Lobbying Agreement between
Debora Munguia, Capitol Consulting LLC,
and Mason County
This Contract, when executed, constitutes an agreement by and between MASON
COUNTY, hereinafter "COUNTY/' and CAPITOL CONSULTING, LLC, hereinafter "CONTRACTOR."
The parties agree as follows:
1. DURATION OF CONTRACT
The term of this Contract shall begin on September 1, 2021 and shall terminate on
December 31, 2023. Either the COUNTY or the CONTRACTOR may terminate this Contract
without cause upon thirty (30) days with written notice to the other party.
2. SERVICES PROVIDED BY THE CONTRACTOR
The COUNTY hereby engages the CONTRACTOR for consulting and lobbying services in
the State of Washington. The CONTRACTOR will advise and assist the COUNTY in its objectives.
Consulting and lobbying services include:
Assisting in the development of the COUNTY'S legislative proposals and positions;
Development and implementation of the strategies necessary to achieve the COUNTY'S
objectives;
Attempting to achieve the passage, defeat, or amendment of legislation on which the
COUNTY has taken a position;
Assisting in the development of relationships with key legislators, statewide elected
officials, agencies, and relevant organizations;
Preparation of testimony and testifying at committee hearings; and
Attending and participating in hearings and meetings regarding issues important to the
COUNTY.
CONTRACTOR shall not, without prior approval, either during the term of this Agreement or any
time thereafter, directly or indirectly disclose or give to any person, firm, corporation, agency, or
political subdivision any information acquired during the period of the Agreement.
CONTRACTOR will advise of any client or activity that could potentially pose a conflict of
interest.
CONTRACTOR will be responsible for filing all necessary Public Disclosure Commission forms
except the filings required by the COUNTY as an employer of lobbyists. CONTRACTOR will assist
in providing the information required by the COUNTY to file the form.
3. SERVICES PROVIDED BY THE COUNTY
In order to assist the CONTRACTOR in fulfilling its duties under this Contract, the
COUNTY shall provide the following:
a. Relevant information as exists to assist the CONTRACTOR with the performance
of the CONTRACTOR'S services.
b. Coordination with other County Departments or other Consultants as necessary
for the performance of the CONTRACTOR'S services.
c. Services, documents or other information identified by the County
Administrator.
4. CONTRACT REPRESENTATIVES
The CONTRACTOR will work with and report to the County Administrator with regard to
the consulting and lobbying services performed under this contract. It is understood that from
time to time the CONTRACTOR may work with other staff as requested by the County
Administrator to perform the consulting and lobbying services. The CONTRACTOR will report to
the County Administrator in a timely and regular manner.
5. COMPENSATION
a. For the services performed hereunder, the CONTRACTOR shall be paid based
upon mutually agreed rates. The maximum total amount payable by the COUNTY to the
CONTRACTOR under this Contract shall not exceed $4,000 per month.
b. No payment shall be made for any work performed by the CONTRACTOR, except
work identified and set forth in this Contract.
c. The CONTRACTOR may submit invoices to the COUNTY not more often than once
per month during the progress of the work for partial payment of work completed to date.
Invoices shall cover the time the CONTACTOR performed work for the COUNTY. The COUNTY
shall pay the CONTRACTOR for services rendered in the month following the actual delivery of
the work and will remit payment within thirty (30) days from the date of receipt of billing.
6. RELATIONSHIP OF THE PARTIES
This Agreement does not create a relationship of principal and agent, master and
servant, or employer and employee, and the parties are not joint venturers with or partners of
each other. The parties agree that CONTRACTOR is to act as an independent contractor and is
not authorized to make any agreement, contract or representation on behalf of COUNTY, or to
create any obligations, expressed or implied, on behalf of COUNTY. CONTRACTOR shall be
responsible for compliance with all applicable tax and legal requirements, including, without
limitation, payment of applicable income and employment taxes. Nothing in this Agreement
shall restrict either the rights of COUNTY to contract with any other person or entity to lobby on
its behalf, or the rights of CONTRACTOR to lobby on behalf of any other person or entity not
otherwise prohibited by this Agreement.
7. PROPRIETARY INFORMATION
CONTRACTOR acknowledges that all information and materials developed by the
CONTRACTOR for COUNTY and all information and materials obtained by the CONTRACTOR
from COUNTY in connection with the CONTRACTOR's performance of this Agreement shall be
the sole property of COUNTY and must be protected as confidential and proprietary to
COUNTY. CONTRACTOR shall not make any use of such Proprietary Information except as
required for CONTRACTOR's performance under this Agreement and shall take all necessary
precautions to prevent improper use of such information and materials by others. Upon
termination of this Agreement, CONTRACTOR shall promptly return all such property to
COUNTY and make no further use of it for any purpose. CONTRACTOR acknowledges that any
improper use by CONTRACTOR of COUNTY's confidential and proprietary information would
cause irreparable injury to COUNTY which could not be properly compensated for by monetary
means and for which COUNTY shall be entitled to injunctive relief for enforcement of
CONTRACTOR obligations hereunder.
6. INSURANCE
Without limiting CONTRACTOR's indemnification of County, CONTRACTOR shall procure and
maintain through the Term of this Agreement, at its own expense, policies of insurance of at least the
following types and amounts described below and, in a form, satisfactory to County.
Commercial General Liability Insurance, including premises/operations liability,
independent contractor liability, contractual liability, products liability, completed operations
liability, broad form property damage liability, personal injury liability and bodily injury and
death coverage in an amount of $1,000,000 per occurrence and $2,000,000 general aggregate.
Workers' Compensation Insurance shall be maintained covering CONTRACTOR's
employees in accordance with the laws of Washington State.
Commercial Automobile Insurance shall be maintained by CONTRACTOR at least as
broad as Insurance Services Office form CA 00 01 covering bodily injury and property damage
for all activities of the CONTRACTOR arising out of or in connection with Services to be
performed under this Agreement, including coverage for any owned, hired, non -owned or
rented vehicles, in an amount not less than $1,000,000 combined single limit for each accident.
Professional Liability/Errors and Omissions Insurance shall be maintained by
CONTRACTOR that covers the Services to be performed in connection with this Agreement, in
the minimum amount of $1,000,000 per claim and in the aggregate providing for all sums which
the CONTRACTOR shall be legally obligated to pay as damages for claims arising out of the
services performed by the CONTRACTOR or any person employed by the CONTRACTOR in
connection with this Agreement. Any policy inception date, continuity date, or retroactive date
must be before the effective date of this agreement and CONTRACTOR agrees to maintain
continuous coverage through a period no less than three (3) years after completion of the
services required by this agreement.
All of the insurance policies shall include on a CG 2010 11/85, or its equivalence, as Additional
Insured COUNTY, its officers, officials, agents, and employees, including waiver of subrogation
in favor of COUNTY. CONTRACTOR shall furnish COUNTY with certificates of insurance
evidencing the coverage prior to commencement of Services, at each policy renewal and upon
request from COUNTY. Nothing in this Section shall in any way limit or qualify CONTRACTOR's
obligations. All of the insurance policies shall be issued by insurance companies currently
authorized by the Insurance Commissioner to transact business of insurance in the State of
Washington, with an assigned policyholders' Rating of A- (or higher) and Financial Size Category
Class VI (or larger) in accordance with the latest edition of Best's Key Rating Guide, unless
otherwise approved by the County's Risk Manager and shall provide that COUNTY will be given
thirty (30) days' prior written notice of cancellation or nonrenewal. All liability policies shall
expressly provide that such insurance shall be primary insurance and any similar insurance in
the name of or for the benefit of COUNTY shall be excess and non-contributing.
a. The CONTRACTOR shall provide Commercial General Liability coverage which
does not exclude any activity to be performed in fulfillment of this Contract. Specialized forms
specific to the industry of the CONTRACTOR will be deemed equivalent provided coverage is no
more restrictive than would be provided under a standard Commercial General Liability policy,
including contractual liability coverage.
b. The CONTRACTOR'S Commercial General Liability insurance shall include the
COUNTY, its officers, officials, employees and agents with respect to performance of services,
and shall contain no special limitations on the scope of protection afforded to the COUNTY as
additional insured.
c. The CONTRACTOR shall furnish the COUNTY with evidence that the additional
insured provision required above has been met. An acceptable form of evidence is the
endorsement pages of the policy showing the COUNTY as an additional insured.
CONTRACTOR: MASON COUNTY, WA
Firm: Capitol Consulting By: /
By: bdoet, 1u (,(f 6 Title: (shay(
Signature:
A horized Resentative) Date:
Title:
Address: (
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