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HomeMy WebLinkAbout2024/06/03 - Briefing Packet MASON COUNTY COMMISSIONER BRIEFING INFORMATION FOR THE WEEK OF June 3, 2024 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. CoU���� . 1854 Commission meetings are live streamed at http://www.masonwebtv.com/ and public comment 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 :00 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 05/30/24 at 10:54 AM BOARD OF MASON COUNTY COMMISSIONERS DRAFT BRIEFING MEETING AGENDA 411 North Fifth Street, Shelton WA 98584 Week of June 3, 2024 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, June 3, 2024 Zoom link available on the Mason County website Commission Chambers Times are subject to change, depending on the amount of business presented 9:00 A.M. Closed Session – RCW 42.30.140(4) Labor Discussion 10:00 A.M. Sheriff’s Office – Chief Hanson 10:10 A.M. Community Development – Marissa Watson 10:15 A.M. Public Health – David Windom 10:25 A.M. Public Works – Loretta Swanson Utilities & Waste Management 10:35 A.M. Support Services – Mark Neary Commissioner Discussion – as needed Tuesday, June 4, 2024 Zoom link available on the Mason County website Commission Chambers Times are subject to change, depending on the amount of business presented 10:00 A.M. Commissioner’s Office Workshop C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Chief Kevin Hanson Ext. 369 Department: Jail Briefing: ❑X Action Agenda: ❑ Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 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• Hiring and Outsourcing Jail Background/Executive Summary: The Jail still has four vacant Corrections Deputy positions and two vacant Community Service Officer positions. There are four applicants for the Corrections Deputy positions and interviews are being scheduled. Corrections Corporal Dierick resigned. Three new Corrections Deputies are at the Academy and graduation is scheduled for mid/late-July. Two new Corrections Deputies are awaiting Academy dates. Booking restrictions were lifted n April. The booking restrictions are only allowed with administrative approval. Now the Jail is booking Department of Corrections, City,Fish and Wildlife, County,and Washington State Patrol arrests. Outsourcing with Nisqually continues. The attached spreadsheet shows outsourcing ADP, Jail ADP, and staff ADP. Budget Impact(amount, funding source,budget amendment): See attached spreadsheet. Public Outreach (news release,community meeting, etc.): N/A Requested Action: Informational only. Attachments Outsourcing Spreadsheet Nisqually Inmate Housing Last Name First Name Dates at Nisqually Dates at Mason County Dates at Nisqually Dates at Mason County Ahilon Escalante Sebastian 10/11/2023-02/29/2024 2/29/2024 Allen Harold 3/5/2024-3/18/2024 Albright Robert 12/20/2023-12/20/2023 Angster Daniel 5/29/24- Appleby John 5/1/2024-5/21/2024 Arbuckle Sterling 10/11/2023-12/12/2023 12/12/2023-12/21/2023 12/21/2023-05/17/2024 5/17/2024 Barker Robert 11/15/2023-12/31/23 Boyce Zachary 10/11/2023-12/08/2023 Boyce Zachary 05/01/2024-5/1/2024 Brayton Gregory 10/11/2023-10/20/2023 10/20/2023-10/25/2023 Brewer Alexander 04/09/2024-05/21/24 Clair Tysily 2/9/2024-03/04/2024 Clark Joshua 5/29/24- Cloud Justus 5/6/24-5/10/24 Conklin Stanley 5/13/2024 Crowell Jammie 5/23/2024 Cybulski Richard 11/27/2023-12/19/2023 Dan Kailie 4/23/2024 Deboer Zachary 5/6/2024 Diaz Christian 11/20/2023-11/21/2023 11/21/2023-11/22/2023 11/22/2023-12/02/2023 5/6/24-5/10/24 Dierickx Brett 3/6/2024- Drosten Steven 3/12/2024-4/15/2024 4/15/2024 Egbert Scott 5/29/24- Elmlund James 10/24/2023-11/15/2023 Evans Aaron 10/11/2023-11/17/2023 11/17/2023-11/21/2023 Ewing Koty 3/12/2024- Floyd Trenton 10/11/2023-01/12/2024 1/12/2024-1/16/2024 1/16/2024-1/30/2024 1/30/2024-3/15/2024 Fouts Nathan 10/11/2023-10/27/2023 10/27/2023-12/27/2023 Galvin Matthew 10/11/2023-01/04/2024 Giacchino Da mion 03/25/2024-5/13/24 Gust Tony 2/9/2024-03/04/2024 Hansen Nicholas 10/11/2023-10/24/2023 Hernandez Isacc 5/7/2024 Hess Ryan 4/22/24- Holmgren Aimee 05/23/2024- Hoyle Alexander 10/11/2023-12/18/2023 12/18/2023-12/21/2023 12/21/2023-3/25/2024 03/25/2024- Hubbard Joseph 04/09/2024- Hutzler Robert 5/9/2024 Jacobs Davante 10/11/2023-12/04/2023 12/04/2023-12/04/2023 Jaimes Oscar 4/22-24-5/22/2024 James Richard 3/25/2024-05/23/2024 5/23/2024 Johnston Kayla 01/30/2024-2/9/24 2/9/2024-2/16/2024 Junk Lindsey 11/21/2023-1/8/2024 1/8/2024-01/11/2024 01/30/2024-02/05/2024 Junk Lindsey 5/15/2024 Karpf Kennedy 10/24/2023-12/27/2023 12/27/2023-01/05/2024 Lagasa Tyler 3/26/2024-5/13/24 5/13/2024-5/15/2024 Lagasa Tyler 5/15/2024 Laney Cody 10/11/2023-2/3/24 Lazard Joshua 5/9/2024 Lincoln Kierah 10/24/2023-11/3/2023 Lomax Thomas 5/14/24- Lucero Michael 10/11/2023-12/22/2023 Manderson James 4/22/24-4/26/2024 4/26/2024 Marks Johnnie 3/5/2024- Marsh Landon 5/6/2024 Martin Amanda 11/28/2023-1/2/2024 1/2/2024-01/08/2024 1/8/2024-1/19/2024 1/19/2024 McCord Austin 04/09/2024- Mendoza-Castillo Edgar 5/7/24- M eeks Tanner 5/15/2024 Morlan Donald 1/16/2024-01/28/2024 Moulton Donald 10/23/2023-11/17/2023 11/17/2023-11/21/2023 Nelson Gregory 4/23/24-05/23/24 Obrien William 10/11/2023-11/14/2023 Olsson Joshua 10/11/2023-10/20/2023 10/20/2023-10/23/2023 12/21/2023-03/22/2024 Ordonez Andres Rodolfo 10/23/2023-12/12/2023 12/12/2023 Ordway Joshua 5/29/24- Pablo-Bautista Gerardo 11/15/2023-11/16/2023 11/16/2023 Pablo Perez Yobel 12/20/2023-4/15/2024 4/15/2024 Paschich Danny 5/1/2024-5/1/2024 Pattison Christopher 5/1/2024 Peterson Emily 5/14/24-05/23/24 Peters Benjamin 5/17/2024 Perrott Jason 3/25/2024-05/15/24 Porter Noah 5/9/2024-05/23/24 Ramirez Kristan 4/23/24- Ranta Jeffrey 10/11/2023-10/31/2023 Rubio Brandon 10/11/2023-10/27/2023 10/27/2023 Saenz Garcia Justin 3/25/2024- Santos Jose 10/31/2023-11/14/2023 Silva Leticia 5/15/2024 Smith Justin 10/31/2023-11/27/2023 11/27/2023-11/28/2023 Smith Steven 4/23/24-4/26/2024 Sorrell Spencer 4/22/24-4/24/2024 Stewart Breanna 10/24/2023 Terry Trinity 5/14/24- Thom as Jesse 3/6/2024-3/22/2024 Thoreson Brian 11/16/2023-11/30/2023 Topinka Gary 12/21/2023-03/21/2024 Tuitea Hanzel 5/14/24- U pson Jerry 11/15/2023 Ware Dennis 2/6/2024-3/11/2024 3/11/2024 Webber Daniel 11/21/2023-11/29/2023 Weber William 1/8/2024-2/12/2024 Williford David 1/9/2024-02/20/2024 5/6/24- Williams William 12/27/2023- Yurashak Taras 11/15/2023-11/27/2023 Zacarias-Bacilio Hector 5/7/2024-05/17/2024 Zinga Emery 12/21/2023-02/06/2024 9. soN co�� Mason County Community Development Briefing June 3, 2024 Briefing Items 2025 Comprehensive Plan Community Vision Survey—Marissa Watson C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Marissa Watson Ext. 367 Department Community Development: Briefing: 0 Action Agenda: 0 Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 4,2024 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• 2025 Mason County Comprehensive Plan Community Vision Survey Background/Executive Summary: Planning staff and the Planning Advisory Commission have been working with consultant group SCJ Alliance on the evaluation and update of the 2025—2045 Mason County Comprehensive Plan.As part of the public engagement plan,we will be reaching out to the community at many points for input. The first outreach effort is a Community Vision Survey. In order to spread the word about the survey,we are planning on a News Release and several postings on social media,as well as some flyers in community locations. Budget Impact(amount,funding source,budget amendment): N/A Public Outreach (news release,community meeting, etc.): The Comprehensive Plan Periodic Update Process includes a public participation plan outlining the public engagement opportunities that will be implemented as part of the process. Requested Action: Approval for staff to read news release at the June 4,2024 regular meeting. Attachments News Release �ASpN CpU��� NEWS RELEASE June 4, 2024 MASON COUNTY COMMISSIONERS' OFFICE 1854 411 N 5TH ST, BLDG 1, SHELTON,WA 98584 TO: KMAS, KRXY, SHELTON-MASON COUNTY JOURNAL, THE OLYMPIAN, SHELTON CHAMBER OF COMMERCE,NORTH MASON CHAMBER OF COMMERCE, CITY OF SHELTON, ECONOMIC DEVELOPMENT COUNCIL, THE SUN RE: 2025 Mason County Comprehensive Plan Community Vision Survey Mason County is in the process of evaluating and updating the County Comprehensive Plan and Development Regulations as required per the Growth Management Act under RCW 36.70A.130. Earlier this year, the County contracted with the consultant group SCJ Alliance to help gather the information needed to update the Comprehensive Plan elements. The scope of work for this project is available under the heading Project Documents on the County website at https://www.masoncountMa.gov/community-services/planning/2025-comp- plan-update/index.php. At this point in the process, the consultant has completed a Public Participation Plan, Community Profile, and initial data gathering through orientation interviews with community stakeholders and some of our department staff. In order to gather additional information to help shape the direction of the Comprehensive Plan and thus how Mason County communities take shape over the 2025 to 2045 period,we are in need of community input. A Community Vision Survey can be accessed at bit.ly/masoncountycvs or on the Mason County 2025 Comprehensive Plan Update webpage, County web address previously mentioned in this release. The survey is open from now through June 24th, 2024. Questions should be addressed to Marissa Watson at mwatsongmasoncountywa.gov or at 360.427.9670 ext. 367. BOARD OF MASON COUNTY COMMISSIONERS Randy Neatherlin, Sharon Trask, Kevin Shutty, Chair Commissioner Commissioner • MASON COUNTY rTi Public Health & Human Services Briefing June 3, 2024 Briefing Items Intent to Apply for the Reentry Demonstration Initiative—David Windom Notice of Funding Availability for Homeless Response System—Melissa Casey C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: David Windom Ext.260 Department: Public Health Briefing: ❑X Action Agenda: ❑X Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 4,2024 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: Intent to Apply for Reentry Initiative Background/Executive Summary: The Reentry Demonstration Initiative(Reentry Initiative) is a new Apple Health(Medicaid)initiative under the Medicaid Transformation Project(MTP). It provides essential,pre-release services for individuals leaving incarceration. Under this initiative,incarcerated individuals who are Apple Health- eligible will receive a set of services up to 90 days before their release. Budget Impact(amount, funding source,budget amendment): Mason County should qualify as a Tier 2 Facility for up to $2,250,000. Public Outreach (news release,community meeting, etc.): N/A Requested Action: Approval for the County Administrator to sign the Intent to Participate form for carceral facility participation in the Reentry Initiative Attachments Intent to Apply Form �Vashinytun Stott' Health Care uthority Intent to Pa rtici pate form Call for carceral facility participation in the Reentry Initiative This Intent to Participate form expresses a carceral facility's commitment and intent to participate in the Reentry Demonstration Initiative(Reentry Initiative). Under this initiative,participating facilities are responsible for: • Meeting cohort milestones • Ensuring that a client receives targeted pre-release services • Adopting an electronic health record (EHR)that supports communication with community providers and Medicaid billing Once the Health Care Authority(HCA) receives a facility's completed Intent to Participate,we will release capacity building funding to the facility.We will work collaboratively with participating facilities to help complete their unique implementation plans and readiness assessments. Please note:Once submitted,this document completes Milestone 1. For more information,read our overview. Instructions:Complete each section below(in the Word document)and print the form. Provide a signature at the end and scan and email to HCAReentryDemonstrationProject@hca.wa.gov at your earliest convenience. Part 1: Facility information Legal name of the Mason County Jail facility: DBA(doing business as),if different Physical address: 322 N 3rd St, Shelton, WA 98584 Mailing address: 322 N 3rd St,Shelton,WA 98584 What city(cities), Mason County county(counties), jurisdiction,or Native American Tribe(s)does this facility primarily serve? Facility type: ❑ State prison ❑x City or countyjail ❑ Tribaljail Page 1 of 4 Washington State Health Care thority ©Youth correctional facility,including juvenile rehabilitation centers and juvenile detention facilities El other(please specify): Maximum allowed 93 capacity of individuals in facility: Average daily ❑1-49 population,as of © 50 249 March 2024: ❑ 250-1,000 ❑ More than 1,000 Part 2: Cohort selection Which cohort will ® Cohort 1,go-live July 1,2025 your facility go-live ❑ with? Cohort 2,go live January 1,2026 ❑ Cohort 3,go-live July 1,2026 Facilities that want to launch/go-live on July 1,2025,should submit their Intent to Participate to HCA by June 1,2024. Part 3: Submitter's contact information First and last name: David Windom Title: Director-Public Health Phone: 360.427.9670 Ext 260 Email: dwindom@masoncountywa.gov Name of facility Kevin Hansen,Chief Deputy of Corrections director (or equivalent): Person or entity County Administrator Mark Neary authorizing participation (if different than the director or equivalent): Page 2 of 4 Washington State Health Care thority Part 4: IT information (if applicable) Does your facility ❑Yes currently use an ® No electronic health record(EHR) platform? If yes,what is the name of the platform and the current version number (if known)? IT contact first and Todd Cannon last name: IT contact title: IT manager IT contact phone: 360.427.9670 ext 501 IT contact email: toddc@masoncountywa.gov Part 5: Financial contact information* Taxpayer 91-6001354 Identification Number(TIN) Financial contact Jennifer Beierle first and last name: Financial contact Budget&Finance Manager title: Financial contact 360.427.9670 ext 532 phone: Financial contact jb@masoncountywa.gov email: "Submitting this Intent to Participate also allows HCAto set up an account where participating facilities can access their capacity building funds. Part 6: Facility health care information (if applicable) Does your facility ❑Yes currently have staff ® No to perform health care services? Page 3 of 4 Washington State Health Care thori Signature of the person or entity authorizing participation in the Reentry Initiative: Title: ___County Administrator________________ Date: _5/29/2024---__________ Page 4 of 4 C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Melissa Casey Ext.404 Department: Public Health Briefing: ❑X Action Agenda: ❑X Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): May 20&June 3,2024 Agenda Date: June 4,2024 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• Notice of Funding Availability—Homeless Response System Background/Executive Summary: Department of Commerce amendment for additional$512,085 from Consolidated Homeless Grant briefed on 5/20/24.Mason County Public Health and Human Services is soliciting applications to: 1)Further develop and expand programs in the Homeless Response System, such as enhancing programs to seek and serve underserved and/or marginalized populations; Coordinated Entry Diversion programs that provide one-time assistance aimed at resolving homelessness; and enhanced emergency shelter services providing expanded services such as meals,hygiene services, storage, etc. and 2)Facilitation and consulting services for the development of a 5-year homeless response plan. Funding is from July 1, 2024,through June 30,2025. Budget Impact(amount, funding source,budget amendment): None Public Outreach (news release,community meeting, etc.): News Release Requested Action: Approval of News Release to be read at the June 4t'', 2024 regular meeting Attachments News Release FY25 Special NOFO Homeless Crisis Response System �ASpN CpU��� NEWS RELEASE June 4, 2024 MASON COUNTY COMMISSIONERS' OFFICE 1854 411 N 5TH ST, BLDG 1, SHELTON,WA 98584 TO: KMAS, KRXY, SHELTON-MASON COUNTY JOURNAL, THE OLYMPIAN, SHELTON CHAMBER OF COMMERCE,NORTH MASON CHAMBER OF COMMERCE, CITY OF SHELTON, ECONOMIC DEVELOPMENT COUNCIL, THE SUN RE: Notice of Funding Availability—Homeless Response System Mason County Public Health and Human Services is soliciting applications to: 1) Further develop and expand programs in the Homeless Response System and 2)Facilitation and consulting services for the development of a 5-year homeless response plan. Funding is from July 1, 2024, through June 30, 2025. Mason County is interested in innovative approaches to program implementation where there are formal partnerships among agencies and/or braiding other fund sources to create a comprehensive program that will keep people housed and reduce returns to homelessness. In smaller, rural communities it may be more cost effective for agencies to collaborate on resources that benefit the community and the homeless crisis response system. Local Plan Development will follow the guidance from the Department of Commerce. The draft guidance can be found here: 2025-2030 Local Plan Guidance (External) I Powered by Box Applications are due no later than 4:00 PM on Friday, June 28, 2024. Application materials can be found on the Mason County website under"Request for Proposals" at: Mason County WA Government Home For more information,please contact Todd Parker at (360)427-9670 ext. 293 or t 2arkerkmasoncopptyLva.gov BOARD OF MASON COUNTY COMMISSIONERS Randy Neatherlin, Kevin Shutty, Sharon Trask, Chair Commissioner Commissioner FY25 Mason County Special NOFO Homeless Crisis Response System Welcome to Mason County's Special Notice of Funding Opportunity (NOFO) for additional funding awards for Fiscal Year 2025 (July 1, 2024, through June 30, 2025) from the Department of Commerce through the Consolidated Homeless Grant Contract (Contract Number 24-46108- 20 Amendment C). CONTRACT AWARD: July 1, 2024, through June 30, 2025. APPLICATION DUE DATE The deadline for submitting applications to Mason County Public Health and Human Services is June 28, by 4 pm. Applicants must complete the excel application and submit their application to Todd Parker at tparker@masoncountywa.gov. Please review these instructions, Consolidated Homeless Grant Guidelines and Mason County Written Standards to aid in writing a complete application. AUTHORITY The Homeless Housing and Assistance Act (Chapter 43.185C RCW) in 2005 (the "Act") authorizes these funds. The Act, along with legislation, allows the collection of surcharges on documents recorded for the sale and/or transfer of real property to fund homeless programs. The document recording surcharge funds ("surcharge funds") are used by the state and local government agencies to reduce homelessness (RCW 36.22.179). ELIGIBLE APPLICANTS Any IRS designated non-profit or neighborhood-based organization, local government, Council of Governments, Housing Authority, Community Action Agency, or federally recognized Indian tribe serving residents of unincorporated Mason County, or any of the Mason County Cities and Towns, may apply to use the funds for eligible activities. Mason County requires that all applicants that apply for funding be registered as a business entity with the State of Washington and possess a Washington State Unified Business Identifier (UBI) number and Federal Tax ID number. AVAILABLE FUNDS There is no guarantee the funds listed below will continue past June 30, 2025. The funds must be prioritized for existing programs, be in compliance with the Consolidated Homeless Grant Guidelines and align with Mason County's 5-year plan both located on the county website here: Housing& Homelessness (masoncountywa.gov). Consolidated Homeless Grant Budget Line Allocation CHG FY 2025 Supplemental Funds: $244,171 Local DRF Support 2025: $267,914 TOTAL: $512,085 1 1 P a g e Mason County reserves the right to determine which budget line to allocate from when determining the selected awards. Mason County may also determine to award funds in phases or reserve funds to support programs that provide rental assistance due to increasing housing costs and the ability to maintain current services. PROGRAM DESCRIPTION & COMMUNITY PRIORITY AREAS: Homeless Crisis Response Systems respond to the immediacy and urgency of homelessness and make sure that everyone has a safe and appropriate place to live. Homelessness is prevented whenever possible, or if it can't be prevented, it is a rare, brief, and one-time experience. The priority is to end homelessness throughout Mason County with a special focus on the following sub-populations: adult, family, youth, chronically homeless and veterans. We look to organizations that are committed to this purpose and have the capacity to grow and make drastic improvements towards this end goal. Priority is given to agencies that implement coordinated approaches that are grounded in Housing First and public health principles to reduce the prevalence of unsheltered homelessness, and improve: services engagement, health outcomes, and housing stability among highly vulnerable, unsheltered individuals and families. The Consolidated Homeless Grant contains eviction prevention funding to help prevent homelessness among the most vulnerable households. The Housing and Behavioral Health Advisory Board has identified the following funding priorities: • Priority#1: No families with minor children sleep outside. • Priority#2: No young adult/transitional-aged youth (18-21) sleep outside. • Priority#3: No senior sleeps outside. Mason County is interested in innovative approaches to supportive housing where there are formal partnerships among agencies and/or braiding other fund sources to create a comprehensive program that will keep people housed and reduce returns to homelessness. In smaller, rural communities it may be more cost effective for agencies to collaborate on resources that benefit the community and the homeless crisis response system. Examples of these proposals may include one from a Behavioral Health Agency that has experience owning property or a joint proposal from a housing agency and a behavioral health agency. In a joint proposal example, the housing agency would own the property and have the capacity to provide supportive case management activities and the behavioral health agency would provide the intensive case management where they may be able to bill other funds sources for additional and/or more clinically based supportive services. Under the Homeless Housing and Assistance Act (Chapter 43.185C RCW), it is required that the Department of Commerce complete a 5-year Implementation Plan and County's create a local 5-year plan that is aligned with the Implementation Plan. The local 5-year plan guides future funding priorities and is due by December 1, 2025. Therefore, Mason County prioritizes assistance with local plan development as part of this RFP. RECOMMENDED PROPOSALS THAT ALIGN WITH THE ABOVE PRIORITIES AND USES OF THE FUNDS: 2 1 P a g e A. Facilitator and consultant for Local 5-year Plan Development: a. The facilitator will work as an independent contractor with the local Homeless Task Force and through public input as identified in the Draft Plan Guidance (https:Hdeptofcommerce.box.com/s/24dbmyyjg5ptlmgtrl8flat3yubgl6uo). The consultant will adhere to any changes to the Plan Guidance as it is finalized. The local plan will meet the conditions in the Plan Guidance and addresses the need for short-term and long-term housing for individuals experiencing homelessness. The local plan must provide goals, strategies, activities, performance measures, and timelines to eliminate homelessness within the entire jurisdiction of Mason County. The consultant will work with the County and City to meet process requirements which include Notice of Plan Development, Notice of Public Hearing and Public Engagement Documentation, Key Stakeholders Participation and Collaboration, and ensure Finalization of the Plan that aligns with allowable expenses and the requirements of the local plan guidance by the Department of Commerce. The full guidance for requirement is included in 2025-2030 Local Homeless Housing Plan Guidance. Key deliverables include facilitating community meetings, engaging stakeholders as described in the plan guidance, and to provide a final written local plan in accordance with the available funding by June 30, 2024. B. Program and Capacity Expansion: a. Program Development: Proposals are encouraged that further develop current programs to: provide better service to individuals in need, adhere to best practices, meet program fidelity measures, provide adequately staffed programs to support clients and meet outcomes, reduce returns to homelessness, and support staff retention. b. HOST Home Program: A HOST Home Program or similar program in serving eligible persons within the North Mason School District. A HOST Housing Program must operate in accordance with RCW 74.15.020 and guidance from The Department of Commerce Office of Homeless Youth (Host Homes Programs Report-Washington State Department of Commerce). c. Underserved and/or marginalized populations: A proposal will state how the agency and program(s)will be enhanced to seek and serve populations least likely to apply for public assistance. Priority will be given to proposals that are in collaboration with By and For Organizations and how the services will help meet racial equity performance measures. d. Coordinated Entry Diversion: Expansion of Diversion Programs that provide one-time assistance aimed at resolving homelessness. Key components are problem solving conversation and creativity. Some communities have been investing more energy in Diversion efforts and have their diversion staff trained in mediation (Pierce). Diverting people from needing more intensive housing interventions can be helpful in maximizing funds. Diversion can be used for move-in costs, transportation, housing, etc. e. "Enhanced Shelters": Enhanced Shelters provide short-term temporary emergency services for those experiencing homelessness and will follow the allowable expenses listed in CHG 6.2 outlining facility support. With enhanced shelters the goal would be able to expand services offered through shelters by providing services that increase shelter stays such as meals, hygiene services, storage, and other items. Examples of services may include toilet facilities, laundry (bedding and changes of clothing)for emergency shelter participants, 3 1 P a g e secure storage, food services in shelters, emergency showers, pet food and crates, etc. This could also mean agency collaboration to provide services that increase shelter stays from the priority populations: minor children, young adults, and seniors. Capital expenditures are not an allowable use. SELECTION PROCESS Mason County staff will jointly review applications for minimum eligibility requirements. This will include a threshold review to ensure applications meet the minimum threshold requirements as follows: • A complete application submitted on or before the due date. • All supporting documentation is supplied. • Proposal includes eligible activities. • The proposal aligns with the priority areas and local 5-year plan. • The applicant can meet and maintain compliance with applicable federal, state, and/or local regulations, as identified. Qualifying applications will be evaluated on the following categories: • Organization qualifications • Risk Assessment & Financial • Budget Allocation and Cost Effectiveness • Community Collaboration • Racial Equity • Programmatic Implementation and Management • Program Performance Measures • Previous contract administration and performance. This criterion only applies to organizations that have contracted with Mason County within the last 5 years. During the selection process, Mason County employees will not disclose 1) information regarding any applicant's relative standing, 2) the amount of assistance requested by an applicant, and 3) any information contained in the application. Prior to the application deadline, Mason County may not disclose the identity of any applicant or the number of applicants that have applied for assistance. CONSIDERATIONS FOR APPLICANTS A. All payments will be dispersed on a reimbursement basis. Invoices are due not later than the 15' of each month. B. All applicants understand that they must have the cash reserves to operate on a 30- calendar day reimbursement process. C. For new applicants, funding is intended for the purpose of providing new or expanded programs and services rather than supplant existing funding. D. Duplicate Payment: Ensure accounting practices that avoid duplicate payment or duplication of benefits. The County shall not pay the Grantee if the Grantee has charged or will charge any other party under any other grant, subgrant/subcontract, or agreement, for the same services or expenses. E. Ability to comply with all items listed in the accompanying RFP Disclosure Document, written standards, and applicable section of the Consolidated Homeless Grant Guidelines. 4 1 P a g e F. Participate in the development, implementation, and evaluation of the local 5-year plan. Work collaboratively within the community and within programs to meet targeted outcomes. G. Understand that funding supports a Housing Crisis Response System and agencies are expected to collaborate for the overall improvement of the system and system performance measurements. In some cases, system performance involvement and measures will include the entire agency and not just the program(s) funded. H. Ability and commitment to meet Performance Requirements by project type. I. Use a Housing First approach. J. Use HMIS, conform to all HMIS Data Standards and comply with data accuracy, completeness, and timeliness parameters. K. Enter data into Homelessness Management Information Systems (HMIS) database and monitor data quality and timeliness. L. Meets requirements to participate in Coordinated Entry M. Take a leadership role in the annual Point in Time Homeless Census Count to accurately count persons experiencing homelessness in the populations served. a. Rapid Re-housing projects, according to the HIC/PIT Count Data Collection Notice of October 2022: "Homeless households currently residing on the street, in an emergency shelter, transitional housing, or Safe Haven, but who are also enrolled in an RRH project and awaiting housing placement, should be counted based on where they resided on the night of the count." N. Are committed to ending homelessness among at least one subpopulation (Family, Adult, Youth, Veteran and Chronically Homeless) and will work in the community as a system to accomplish this goal. O. Ability to meet the insurance requirements. P. Advance Equity: In nearly every community, Black, Indigenous, and other people of color as well as individuals who identify as LGBTQ+ and individuals with disabilities are substantially overrepresented in the homeless population. Mason County Public Health and Human Services is emphasizing system and program changes to address equity within programs through identifying and addressing the needs of subpopulations who are disproportionally more likely to experience homelessness, such as the populations identified above, and other populations who are disproportionately more likely to experience homelessness. Agencies should be reviewing their strategies to support and serve underserved communities throughout Mason County, identify barriers that led to any disparities in communities being served, and take steps to eliminate these barriers. This includes, in conjunction with people experiencing homelessness, reviewing program policies, procedures, and processes to determine where and how to address disparities affecting underserved communities experiencing homelessness. CONTRACT AWARD AND NOTIFICATION TO SELECTED APPLICANTS Decisions regarding contract awards for services solicited by this announcement will be made no later than July 30, 2024. If a contract is not finalized within 60 days of the award date, the County can rescind the award for non-responsiveness. OWNERSHIP OF MATERIAL 5 1 P a g e Responses, applications, and other materials submitted in response to this request become the property of Mason County, are documents of public record, and will not be returned. By applying, applicants acknowledge and agree that they and/or their organization claim no proprietary rights to the ideas or approaches contained in the applications. PROPOSAL COSTS AND PAYMENT OF CONTINGENT FEES Mason County is not liable for any costs incurred by an applicant prior to the issuance of a contract. All costs incurred in response to this solicitation are the responsibility of the applicant, including travel costs to attend workshops and/or contract negotiation sessions. ACCEPTANCE OF TERMS AND CONDITIONS By submitting a response to this RFP, the applicant acknowledges and accepts all terms and conditions of this request and all County, Washington State, and Federal regulations and requirements related to the delivery of the eligible activities. If the applicant is awarded a contract, the application will become part of the contract agreement. The application is bound by the terms of the application unless the County agrees that specific parts of the application are not part of the agreement. The County reserves the right to introduce different or additional terms and/or conditions during final contract negotiations. Applicants will be required to enter into formal written agreement with Mason County. INSURANCE CONTRACTOR shall provide insurance that meets or exceeds the minimum insurance requirements of the County listed below: 1. Commercial General Liability Insurance using Insurance Services Office "Commercial General Liability" policy form CG 00 01, with an edition date prior to 2004, or the exact equivalent. Coverage for an additional insured shall not be limited to its vicarious liability. Defense costs must be paid in addition to limits. Limits shall be no less than $1,000,000 per occurrence for all covered losses and no less than $2,000,000 general aggregate, for bodily injury, personal injury, and property damage, including without limitation, blanket contractual liability. 2. Workers' Compensation on a state-approved policy form providing statutory benefits as required by law with employer's liability limits for CONTRACTOR's, with two (2) or more employees and/or volunteers, no less than $1,000,000 per accident for all covered losses. 3. Business Auto Coverage on ISO Business Auto Coverage form CA 00 01 including owned, non-owned and hired autos, or the exact equivalent. Limits shall be no less than $1,000,000 per accident, combined single limit. If CONTRACTOR owns no vehicles, this requirement may be satisfied by a non-owned auto endorsement to the general liability policy described above. If CONTRACTOR or CONTRACTOR's employees will use personal autos in any way on this project, CONTRACTOR shall obtain evidence of personal auto liability coverage for each such person. 4. A Certificate of Insurance naming COUNTY as the Certificate Holder must be provided to COUNTY within five (5) days of CONTRACT execution. An updated certificate of insurance will be provided upon renewal. 6 1 P a g e RIGHT TO REJECT OR NEGOTIATE Mason County reserves the right to reject any or all applications, if such a rejection is in the County's best interest. This Notice of Funding Availability (NOFA) is a solicitation for offers and shall not be construed as an offer, a guarantee, or a promise that the solicited services will be purchased by the County. The County may withdraw this notification at any time and for any reason without liability to applicants for damages, including, but not limited to, bid preparations costs. Additionally, Mason County reserves the right to negotiate with selected applicants and may request additional information or modification from an applicant. When deemed advisable, and before a contract is issued, Mason County reserves the right to arrange an on-site visit/review to determine the applicants' ability to meet the terms and conditions described in this RFP. CANCELLATION OF APPLICANTS Mason County reserves the right, with or without cause, to cancel any contract resulting from this RFP with thirty (30) calendar days written notice sent by certified mail, return receipt requested, to the applicant's address of record, as indicated on the applicant's proposal to this RFP (or last known address on file). NOTIFICATION OF REQUIRED ASSURANCES Equal Employment Opportunity: This law prohibits discrimination against any employee or application for employment because of race, color, sex, sexual orientation, or national origin. Provisions to effectuate this prohibition must be included in all construction contracts. The Contractor will not discriminate against any employee or applicant for employment because of race, creed, color, sex, sexual orientation, or national origin. The Contractor will take affirmative action to ensure that applicants are employed and that employees are treated during employment without regard to their race, creed, color, sex, sexual orientation, or national origin. Fair Housing and Affirmative Marketing: All housing construction, purchase or rental projects must comply with the following federal fair housing laws, including but not limited to: • I Itle vI Ot ine uivii Klgnts Act Ot "1y04 as amended; • The Fair Housing Act; • Equal Opportunity in Housing Act; and • Age Discrimination Act All housing projects must adopt affirmative marketing procedures in compliance with federal and county policy. An affirmative marketing plan must be provided. The plan must, to the greatest extent possible, provide information to the public and potential tenants that may be underserved in the community. Accessibility: All projects must comply with the accessibility laws, including: • Americans with Disabilities Act; and • Fair Housing Act Financial Management: The applicant must comply with all relevant accounting/financial standards and have a management system in place that can demonstrate cost reasonableness. 7 1 P a g e APPLICATION: Submit a PDF to Todd Parker, tparker@masoncountywa.gov, by 4 pm on June 28' with the following information. Organization: Name of the Agency or Business Mailing Address Physical Address, if different from mailing address City, State, Zip Organization Type: Non-profit, Government Entity, Limited Liability Corporation, Sole Proprietorship, or other UBI Number DUNS Number EIN Number SWV Number Number of years in business Number of years providing the services in the proposal Last financial audit or monitoring, by whom and the result. Personnel: Please include name, title, email, and phone number Executive Director Program Director/Manager/Lead Finance/accounting Lead HMIS Data Entry and Quality Lead person for this project and their qualifications. Questions Facilitator and consultant for the 5-year plan: 1. Briefly describe your experience and qualifications for consulting and facilitation of similar work and the results. 2. Describe how you would engage and work with the local government, the largest city, the Homeless Task Force and engage other stakeholders and community members in this project. 3. Write a project timeline with milestones. 4. Write a Scope of Work for this project that includes key deliverables and project milestones. 5. Is there anything else you would like to communicate that is pertinent to the successful completion of this project? 6. Are you available for an interview should the panel decide to interview candidates? 8 1 P a g e Program and Capacity Expansion 1. Briefly describe the program, the community need, how its aimed at reducing homelessness, and what it will accomplish. Please include data as part of the rationale for this program or enhancement. 2. How does the program adhere to best practices or evidence-based practices for this model? Provide references. 3. How does the staffing model conform to and support the best practices and/or evidence- based practices? 4. How will the program be developed or enhanced to better serve people that are least likely to apply? 5. How will the added capacity or enhancement of the program improve outcomes? 6. How does the program evaluate client engagement and satisfaction? 7. What is the marketing plan? 8. How will this program be different from current programs or other programs offered in the community? How will program differentiation be evident through observation, client experience, agency interaction, and through policies and procedures. 9. List MOU's that the agency has in place or will obtain with this additional funding to enhance services and outcomes. 10. How will the project be measured for cost-effectiveness? 11. Write a project timeline with implementation milestones and outcome measures. 12. Write a Scope of Work for this program that includes key deliverables and outcome measures. Budget Provide a detailed budget for the project that itemizes anticipated expenses and provides a project total. All expenses must be allowable under the Consolidated Homeless Grant Guidelines. Please be aware that while some of the budget categories allow up to 15% Administration, this applies to the entire contract and may or may not be met for each program. Please also keep in mind that program budgets will be evaluated against the need in the community and the ratio of operational expenses to payments made on behalf of program participants. 9 1 P a g e MASON COUNTY PUBLIC WORKS COMMISSIONER BRIEFING June 3, 2024 Action Items• • Sole source bulk purchase of grinder pumps from Correction Equipment for$162,491.77. • Maintenance Agreement with WSDOT for Rapid Flashing Beacon on SR 106 at Twanoh Falls • County road closure on Bear Creek - Dewatto Road at milepost 5.29 to replace twin culverts on the Tahuya River—Closure from 7AM, Monday, August 19, 2024 to 4PM, Friday, August 30, 2024. Discussion Items: • Comprehensive Economic Development Strategy (CEDS) Project Updates Commissioner Follow-Up Items: Upcoming Items• TBD Belfair Pump Station ribbon-cutting 7/2/24 Hearing @ 9:15am for RID No. 2024-01 to improve Shetland Road. C A Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Richard Dickinson,Deputy Director/U&W Ext.450 Department: Public Works Briefing: ❑x Action Agenda: ❑x Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): April 15,2024 Agenda Date: April 23,2024 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: Sole Source Bulk Purchase of Grinder Pumps from Correct Equipment Back2round/Executive Summary: Public Works(U&W Management Division)has a service maintenance agreement with Correct Equipment to provide service for the grinder pumps for the North Bay and Belfair Sewer Systems. The agreement includes a price list for pumps and parts. Due to the age of the equipment,many of the service problems result in us purchasing a new pump unit. Correct Equipment is still offering to provide a discount on the pumps if we purchased a minimum of 47 in a single transaction. This discount is made possible by the pump company offering reduced rates for bulk orders. Without discount pricing,the grinder pumps would cost$3,660 each. With the discount pricing, the grinder pumps cost$2,928. This is a savings of—20%, equal to $732.per pump. Budtet Impact• The cost to pay for 47 pumps, along with 2 complete units, for a total of$162,491.77. The pumps would be paid for primarily out of North Bay Fund#403,with 5%out of Belfair Fund#413. As the North Bay system is older, almost all of the pump replacements are in that system. We do have the money in our 2024 budget for the size of this order. Public Outreach: N/A Requested Action: Recommend the Board approve the sole source purchase from Correct Equipment of 47 grinder pumps and conversion kits and 2 complete units for a total of$162,491.77. Attachments: 1. Resolution 2. Sole Source Justification Form 3. Quote 6593 from Correct Equipment RESOLUTION NO. A RESOLUTION WAIVING PUBLIC BIDDING REQUIREMENTS AND APPROVING A SOLE SOURCE PROCURMENT FOR THE PURCHASE OF E-ONE GRINDER PUMPS FOR COUNTY MAINTAINED AND OPERATED GRINDER PUMP SYSTEMS WHEREAS, Mason County is responsible for the maintenance and operation of approximately 450 grinder pump systems for single-family residential properties that have been designated as low-pressure sewer areas that connect to either the North Bay Sewer System or the Belfair Sewer System; and WHEREAS, many of the pumps used at the North Bay Sewer System have met their maximum operational lifespan and the availability of parts for these older systems are limited. WHEREAS, the County has been upgrading the older pumps to the newer E-One pump, given that they are the only pumps that fit the size of the older tanks; and WHEREAS, the County currently has a maintenance services agreement with Correct Equipment, which is the only licensed supplier of the E-One Pumps in Washington State to provide the replacement parts and pumps that meet our specifications. WHEREAS, RCW 39.04.280(1) (a) specifies exemption to competitive bidding if the purchase is clearly and legitimately limited to a single source supplier; NOW,THEREFORE, BE IT RESOLVED, by the Board of Mason County Commissioners as follows: 1. Correction Equipment is a sole source supplier of the E-one grinder pumps that are used at the North Bay Sewer and Belfair Sewer Systems. 2. That the County is authorized to purchase (47) E-One Grinder Pumps without proceeding to secure competitive bids, estimated at $162,491.77. ADOPTED this day of , 2024 BOARD OF COUNTY COMMISSIONERS MASON COUNTY, WASHINGTON ATTEST: Randy Neatherlin, Chair McKenzie Smith, Clerk of the Board Kevin Shutty, Vice Chair APPROVED AS TO FORM: Sharon Trask, Commissioner Tim Whitehead, Ch. DPA ON_STA TF° C MASON COUNTY ° s N �= SOLE SOURCE JUSTIFICATION FORM r 0 T 2 Z Nt Y O 1864 Date: June 3 2024 Department: Public Works Department Contact: Richard Dickinson, Ext. 652 Recommended Vendor: Correct Equipment Address: 14576 NE 95t"Street, Redmond,WA 98052 Phone: 877.371.4555 Cost Estimate: $162,491.77 Describe the item requested and its function: E-One Grinder Pumps and Conversion Kits 1. Check the reasons for the sole source request: ® Sole Source: No other items are known to exist which performs the same function ❑ Special Design: Item is of specific design to fit in with an existing installation ❑ Consultant: Providing professional or technical expertise of a unique nature or location availability ❑ Proprietary: Item is held under exclusive title,trademark or copyright ® Warranty Service:The vendor is the sole provider of goods and services which the County has established a standard. ❑ Used item: 3. Is this product available from other sources? ❑ Yes ❑ No 4. What necessary features does the vendor provide which are not available from other vendors? Correct Equipment is the only licensed supplier of the specific pumps that the County must use because of the size of the sewer tanks. 5. Can your requirements be modified so that competitive products or services may be used? ❑ Yes ❑ No If yes, please explain modifications and potential costs: 6. How does the recommended vendor's prices or fees compare to the general market?The vendor's price is reasonable and discounted for buying in bulk. 7. What steps were taken to verify that these features were not available elsewhere? ❑ Other brands manufactures were examined. Provide a list of phone numbers and names and explain why these did not meet the requirement: ❑ Other vendors were contacted but did not meet the requirements. Provide a list of companies and phone numbers and why they did not meet the requirements: ® Other, please explain: These pumps are the only ones that fit the older tanks, which have the older version of the new E-One pumps. My department's recommendation for sole source is based upon an objective review of the product/service required and appears to be in the best interest of the County. I know of no conflict of interest on my part or personal involvement in any way with this request. No gratuities, favors or compromising action have taken place. Neither has my personal familiarity with particular brands, types of equipment, materials or firms been a deciding influence on my request to sole source this purchase when there are other known suppliers to exist. Elected Official or Director Signature for Approval: Date: February 14, 2024 To Whom It May Concern Subject: Environment One Exclusive Distributor Washington, Oregon and Northern Idaho Correct Equipment is the sole source distributor for Environment One parts and products in the following States: 1. Washington 2. Oregon 3. Northern Idaho Correct Equipment maintains offices and stock in Redmond, WA and Canby, OR. All inquiries regarding availability, pricing and application engineering should be directed to Correct Equipment. Feel free to call on me at any time for assistance. Cordially, Christine McTavish Regional Manager, WCan, U.S. PacNW, Oceania Environment One Corporation -A PCC Company 2773 Balltown Road I Niskayuna, NY 12309 C: 509-393-9291 E: christine.mctavish(aeone.com www.eone.com ENVIRONMENT ONE CORPORATION 2773 BALLTOWN ROAD■ NISKAYUNA,NEW YORK 12309 TELEPHONE 518.346.6161 ■ FAX 518.346.6188■ www.eone.com A Precision Castparts Company Quote C0,44RRECT SERVING WATER& WASTEWATER UTILITIES Date Quote# 14576 NE 95th St 5/23/2024 6593 Redmond,WA 98052 877-371-4555 Name/A ess Mason Co.Util.&Waste Manage 100 West Public Works Drive Shelton,WA 98584 Job Name JK Rep Net 30 MH Item :1 FCost E1 D200AO1A0lAA Part#D200A01AOlAA 47 2,928.00 137,616.00T 240 Volt Model Wired Pressure Switch Level Sensing 7' Core Cable Candy Cane Discharge. No Tank-Core only E1 ND0058G01 Part#ND0058G01 47 0.00 O.00T Conversion Kit,2000 Series Tank with EXTREME Core, Permanent El DH071-74 DH071-74 2 5,848.00 11,696.00T Part#D200B 11 B34BF 240 Volt Model Wired Pressure Switch Level Sensing 7' Core Cable Candy Cane Discharge DT071 Polyethylene(70-Gallon capacity) 74 in.Total Station Height-Invert Depth of 36 in. Standard Outdoor Cover 1,4 in.SDR-35 Grommet Installed 180 degrees from Discharge Standard Vent for Stations with Accessways Standard 6-Conductor Cable,32' El SE1A210C2AA Part#SE1A210C2AA 2 0.00 O.00T Sentry Protect Plus Simplex with Protection Package and Contact Group Included(Dry,Powered and Remote Sentry Ready),Includes Protect Plus Diagnostic,No Auto-Dialer Freight Freight Estimate(prepay and add)*****Freight is only 1 450.00 450.00T Estimated and will be adjusted upon delivery. Please note: Your freight charges may differ from the freight estimated Mason County 8.50% 12,729.77 Total $162,491.77 Toll Free: 877-371-4555 www.correctequipment.com Fax:425-869-1033 C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Loretta Swanson,Director Ext. 769 Department: Public Works Briefing: 0 Action Agenda: ❑ Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 18,2024 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• WSDOT—Mason County Maintenance Agreement Background/Executive Summary: Rectangular Rapid Flashing Beacons(RRFBs)were recently installed on SR 106 at Twanoh Falls State Park to improve crosswalk safety. The installation was done in conjunction with State Park improvements and paid for by State Parks. WSDOT has prepared a maintenance agreement where Mason County will be responsible for paying WSDOT to perform any necessary maintenance to the RRFBs. Budget Impact Estimated annual cost is $3000 per year. Public Outreach: N/A Requested Action: Request the Board authorize the Deputy Director/County Engineer to execute the agreement between Mason County and WSDOT to perform maintenance for Rectangular Rapid Flashing Beacons installed on SR 106 at Twanoh Falls State Park. Attachments Agreement Amllk Washington State wo Department of Transportation Maintenance Agreement Agency and Billing Address Work by WSDOT for Other Mason County Department of Public Works State, Federal, and Local 100 W Public Works Dr Governmental Agencies Shelton, WA 98584 Agreement Number Agency Contact Name/Phone#/Email GMB 1257 WSDOT Agreement Manager Mike Collins (360)427-9670 Ext.452 MCollins@masoncountywa.gov Statewide Vendor#or Federal Tax ID# Estimated Costs 916001354L $3000/year Description of Work(herein after referenced as Work) Mason County agrees to pay M&O costs for RRFB's installed on SR 106 at MP 12.35 and MP 12.42 within Twanoh State Park limits. This Agreement is between the Washington State Department of Transportation (WSDOT)and the above-named governmental agency (Agency), hereinafter referred to individually as the"Party"and collectively as the"Parties." Recitals 1. The Agency has requested and WSDOT has agreed to perform certain maintenance work on Agency-owned facilities, hereinafter the"Work". 2. It is deemed to be in the public's best interest for WSDOT to complete the Work as requested. Now Therefore, pursuant to chapter 39.34 RCW and in consideration of the terms, conditions, and performances contained herein, the recitals as stated above which are incorporated and made a part hereof, it is mutually agreed as follows: 1. Purpose 1.1 WSDOT agrees to perform the above-described Work, using state labor, equipment, and materials, as requested by the Agency. 1.2 The Agency agrees to reimburse WSDOT for the actual direct and related indirect costs of the Work.Administrative charges at current rate are considered part of indirect costs. 2. Period of Performance 2.1 Subject to its other provisions, the period of performance of this Agreement shall commence on 2/1/24 and be completed on 2/1/30 unless terminated sooner as provided in this Agreement or extended through a properly executed amendment. 3. Payment 3.1 The estimated cost of the Work is stated above.The Agency, in consideration of the faithful performance of the Work performed by WSDOT agrees to reimburse WSDOT for the actual direct and related indirect costs of the Work.The agency represents and warrants that it has sufficient funds available to meet its financial obligations under this Agreement. 3.2 The Agency agrees to reimburse WSDOT within thirty(30)calendar days from receipt of an invoice (the Due Date). In the event the Agency fails to make payment by the Due Date,the Agency will pay WSDOT interest on outstanding balances at the rate of DOT Form 224-093 Page 1 of 4 Revised 02/2024 twelve percent(12%)per annum, or the highest rate of interest allowable by law,whichever is greater. Interest shall be calculated from the Due Date to the date of payment. 3.3 The Agency shall remit all payments to the following address: 3.4 If the Agency objects to all or any portion of an invoice, it shall notify WSDOT within twenty(20)calendar days from the date of receipt and shall pay only that portion of the invoice not in dispute. WSDOT and the Agency shall make every effort to settle the disputed portion, and if necessary, utilize dispute resolution provided for herein. No interest shall be due on any portion of an invoice the Agency is determined not to owe following settlement between the Parties or completion of dispute resolution process. 4. Increase in Cost 4.1 In the event of unforeseen increased costs,the Parties agree that the estimated cost of the Work may be exceeded by a contingency of up to 15 %. In the event such increased costs exceed the contingency,the Parties may modify the estimated cost of Work by written amendment signed by both Parties.WSDOT shall notify the Agency of increased costs as they become known. 5. Right of Entry 5.1 The Agency grants to WSDOT a right of entry upon all land in which the Agency has interest for the purpose of accomplishing the Work described above. 6. Utility Mitigation 6.1 The Parties agree that should there be any utilities in conflict with the Work,which are also located within the Agency's jurisdiction,they shall be identified in a timely manner that does not delay the Work. The Parties agree to work together in good faith to identify all utilities in conflict with the Work. The Agency shall develop a utility listing of all facilities in conflict with the Work and include the mode of occupation or accommodation for each utility, including but not limited to a franchise, permit, lease, easement, etc.The Parties agree to work together to conduct a thorough utility conflict analysis. Further,the Agency agrees that they shall adequately mitigate all utilities so as to not be in conflict with the Work, including temporary or permanent relocation. This includes mitigating all utilities who occupy the underlying right-of-way via franchise, permit, ordinance, lease, easement, or any other mode of occupation, in a timely manner that does not delay the Work. State law prohibits WSDOT from expending any funds to mitigate a utility conflict unless the utility's facilities occupy the underlying right-of-way via a compensable, real property interest, such as an easement. WSDOT does not recognize Agency issued franchises, permits, ordinances, or other similar accommodation agreements issued by Agency as instruments that convey a compensable, real property interest to a utility. WSDOT, at its sole discretion, reserves the right to alter, de-scope or terminate any of the Work within the Agency's jurisdiction at any time if the terms of this section are not satisfied. 7. General Provisions 7.1 Amendment:This Agreement may be amended or modified only by the mutual agreement of the Parties. Such amendments or modifications shall not be binding unless they are in writing and signed by persons authorized to bind each of the Parties. 7.2 Assurances:The Parties agree that all activity pursuant to this Agreement shall be in accordance with all applicable federal, state, and local laws, rules, and regulations as they currently exist or as amended. 7.3 Interpretation:This Agreement shall be interpreted in accordance with the laws of the state of Washington.The titles to paragraphs and sections of this Agreement are for convenience only and shall have no effect on the construction or interpretation of any part hereof. 7.4 Termination: This Agreement may be terminated,without penalty or further liability in the event of the following: 7.4.1 Termination for Convenience This Agreement may be terminated for convenience by either Party at any time.The notice of intent to terminate for convenience shall be issued by a Party in writing no less than thirty(30)working days in advance of termination.The Party terminating DOT Form 224-093 Page 2 of 4 Revised 02/2024 for convenience shall not be liable to the other Party for any direct, indirect, or consequential damages arising solely from termination of this Agreement. 7.4.2 Termination for Cause This Agreement may be terminated for cause by either Party if the other Party does not fulfill in a timely and proper manner its obligations under this Agreement, or if the other Party violates any of the terms and conditions of this Agreement.The notice of intent to terminate for cause shall be issued by a Party in writing and the other Party shall have the opportunity to correct the violation or failure within fifteen (15)working days of the date of the notice. If the failure or violation is not corrected within the time allowed,this Agreement will automatically terminate. 7.4.3 Termination for Withdrawal of Authority This Agreement may be terminated by WSDOT in the event that WSDOT's authority to perform any of its duties is withdrawn, reduced, or limited in any way after the commencement of this Agreement.The notice of intent to terminate for withdrawal of authority shall be issued by WSDOT in writing no less than seven (7)calendar days in advance of termination. No penalty shall accrue to WSDOT in the event termination under this section is exercised.This section shall not be construed to permit WSDOT to terminate this Agreement in order to acquire similar services from a third-party. 7.4.4 Termination for Non-Allocation of Funds This Agreement may be terminated by either Party if insufficient funds are allocated or appropriated to the Party to continue its performance of this Agreement in any future period.The notice of intent to terminate for non-allocation of funds shall be issued in writing no less than seven (7)calendar days in advance of termination. 7.4.5 If this Agreement is terminated prior to the fulfillment of the terms stated herein,the Agency agrees to reimburse WSDOT for the actual direct and related indirect expenses and costs it has incurred up to the date of termination, as well as the costs of non-cancelable obligations. 7.4.6 Any termination of this Agreement shall not prejudice any rights or obligations accrued to the Parties prior to termination. 7.5 Waiver:A failure by a Party to exercise its rights under this Agreement shall not preclude that Party from subsequent exercise of such rights and shall not constitute a waiver of any other rights under this Agreement unless stated to be such in writing signed by an authorized representative of the waiving party and attached to the original Agreement. 7.6 Independent capacity:The employees or agents of each Party who are engaged in the performance of this Agreement shall continue to be employees or agents of that Party and shall not be considered for any purpose to be employees or agents of the other Party. 7.7 Indemnification:To the extent allowable in law, each Party to this Agreement will protect, defend, indemnify, and save harmless the other Party, its officers, officials, employees, and agents,while acting within the scope of their employment as such,from any and all costs, claims,judgments, and/or awards of damages(both to persons and property), arising out of, or in any way resulting from, each Party's negligent acts or omissions with respect to the provisions of this Agreement. Neither Party will be required to indemnify, defend, or save harmless the other Party if the claim, suit, or action for injuries, death, or damages(both to persons and property)is caused by the sole negligence of the other Party. Where such claims, suits, or actions result from the concurrent negligence of the Parties, their agents, officials, or employees, and/or involve those actions covered by RCW 4.24.115,the indemnity provisions provided herein will be valid and enforceable only to the extent of the negligence of the indemnifying Party, its agents, officials, or employees. The Parties agree that their obligations under this section extend to any claim, demand, and/or cause of action brought by, or on behalf of, any of their officers, officials, employees, or agents. For this purpose only,the Parties, by mutual negotiation, hereby waive,with respect to each other only, any immunity that would otherwise be available against such claims under the Industrial Insurance provisions of Title 51 RCW. This indemnification and waiver will survive the termination of this Agreement. 7.8 Severability: If any term or condition of this Agreement is held invalid, such invalidity shall not affect the validity of the other terms or conditions of this Agreement. 7.9 Disputes: In the event that a dispute arises under this Agreement, it shall be resolved as follows:WSDOT and the Agency shall each appoint a member to a Dispute Board, these two members shall select a third board member not affiliated with either Party. The three-member board shall conduct a dispute resolution hearing that shall be informal and unrecorded.The Parties shall equally share in the cost of the third Dispute Board member; however, each Party shall be responsible for its own costs and fees. An attempt at such dispute resolution in compliance with aforesaid process shall be a prerequisite to the filing of any litigation concerning the dispute. DOT Form 224-093 Page 3 of 4 Revised 02/2024 7.10 Venue: In the event that either Party deems it necessary to institute legal action or proceedings to enforce any right or obligation under this Agreement,the Parties agree that any such action or proceedings shall be brought in the superior court situated in Thurston ,Washington unless filing in another county is required under any provision of the Revised Code of Washington. Further,the Parties agree that each shall be responsible for its own attorneys'fees and costs. 7.11 Audits/Records:All Project records for the Work in support of all costs incurred shall be maintained for a period of six(6)years. Each Party shall have full access to and right to examine said records, during normal business hours and as often as it deems necessary.The Parties agree that the Work performed herein is subject to audit by either or both Parties and/or their designated representatives, and/or state of Washington and/or the federal government. In the event of litigation or claim arising from the performance of this Agreement, the Parties agree to maintain the records and accounts until such litigation, appeal or claims are finally resolved.This section shall survive the termination of this Agreement. 7.12 Working Days: Working days for this Agreement are defined as Monday through Friday, excluding Washington State holidays per RCW 1.16.050. 7.13 All Writings Contained Herein:This Agreement contains all of the terms and conditions agreed upon by the Parties. No other understandings, oral or otherwise, regarding the subject matter of this Agreement shall be deemed to exist or to bind the Parties. 8. Counterparts And Electronic Signature 8.1 This Agreement may be executed in counterparts or in duplicate originals. Each counterpart or each duplicate shall be deemed an original copy of this Agreement signed by each Party,for all purposes. Electronic signatures or signatures transmitted via e-mail in a"PDF" may be used in place of original signatures on this Agreement. Each Party intends to be bound by its electronic or"PDF"signature on this Agreement and is aware that the other Party is relying on its electronic or"PDF"signature.. In Witness Whereof, the Parties hereto have executed this Agreement as of the date signed last below. Washington State Agency Department of Transportation By: By: Printed: Michael Collins. PE.PLS Printed: Title: Deputy Director/County Engineer Title: Date: Date: DOT Form 224-093 Page 4 of 4 Revised 02/2024 C Mason County Agenda Request Form Y /AtJ To: Board of Mason County Commissioners From: Mike Collins, PLS, PE, County Engineer Ext. 450 Department: Public Works Briefing: ❑x Action Agenda: ❑x Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3, 2024 Agenda Date: June 18, 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: County Road Closure—Bear Creek Dewatto Road to replace twin culverts on the Tahuya River at milepost 5.29 Background/Executive Summary: The Department of Public Works is set to undertake a culvert replacement project on the Bear Creek Dewatto Road at MP 5.29. This project involves replacing two(2)twin culverts on the Tahuya river due to the deterioration of the existing ones,with one culvert that has already failed.As a result,traffic on the road has been restricted to one lane until the project is completed. In order to streamline the installation of the new culverts,we are seeking approval for a road closure.Closure is scheduled to begin at approximately 7:00am Monday,August 19,2024 and reopen at 4:00pm Friday,August 30, 2024. Budget Impact• Project will be funded out of the County Road Fund. Public Outreach: 1. Notice of closures will be published in the Shelton Journal. 2. Closure information will be posted on County Facebook page,TV Channel 3 and County webpage under "Road Closures,Restrictions and Conditions". 3. Reader boards will alert drivers at least 3 days prior to closure. 4. Three(3)road closure notices will be posted near site. Requested Action: Requesting the Board approve the county road closure on Bear Creek Dewatto Road from August 19, 2024 to August 30,2024 at approximate M.P. 5.29 for the culvert replacement project. Attachments: 1. Detour Maps 2. Road Closure Notice ROAD CLOSURE NOTICE CULVERT REPLACEMENT PROJECTS BEAR CREEK DEWATTO ROAD NOTICE IS HEREBY GIVEN that pursuant to RCW 47.48.010, the Bear Creek Dewatto Road shall be closed to all traffic at approximate milepost 5.29 for the replacement of two twin culverts that have deteriorated. The road closure is scheduled to begin at approximately 7:00am on Monday, August 19, 2024 and reopen at approximately 4:00pm on Friday, August 30, 2024. Detour signs will be in place to guide local residence and emergency vehicles around on the closure. For more information, contact Public Works at(360) 427-9670, Ext. 450. Dated this day of 2024. BOARD OF COUNTY COMMISSIONERS MASON COUNTY,WASHINGTON McKenzie Smith, Clerk of the Board cc: Commissioners Engineer JOURNAL: Publ. It.: 6/27/24 (Bill Road Dept.) POST: At Least three (3) dqys prior to closure. Bear Creek Dewatto MP 5.29 Toonerville RD REROUTE MAP NW HOLLY RDI Q J O <u J S 2 2 2 v �\ Z O O v �O CJ O �Ov 12.51 Mile Reroute F fi., L,�.. TOONERVILLE MP 5.29 BEAR CREEK DSWATTp RD Sources: Esri,HERE,Garmin, LISGS, Intermap„ INCREMENT R NRCan, Esri Japan, METI,Esri China (Hong Kong), Esri Korea, Esri(Thailand), NGCC,(c) Bear Creek Dewatto MP 5.29 Toonerville RD REROUTE MAP NFeFgR pRF FkpF��TTO Rp TOONERVILLE MP 5.29 J J X Q � Y J Np Munson @/�o, co W 13.09 Mile Reroute Z a �a NE Twin Lakes NF ry Goat Ranch Ry Ra NE Ta`no� c a A� c en` y o` o z O m m z w z ? Q er Way CO c Q stain E" �� I ti9 L� aQ 2 NE BELFAIR TAHUYA RD ,o Sources:Esri,HERE,Garmin,USGS,Intermap, INCREMENT P, NRCan, Esri Japan, METI,EsriQ hina (Hong Kong), Esri Korea, Esri(Thailand),NGCC,,(c) C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Loretta Swanson,Director Ext. 769 Department: Public Works Briefing: ❑X Action Agenda: ❑ Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2023 Agenda Date: Click or tap here to enter text. Internal Review: ❑X 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: Comprehensive Economic Development Strategy(CEDS)Project Updates Background/Executive Summary: The Pacific-Salish Economic Development District prepared a Draft Comprehensive Economic Development Strategy in October 2023. The strategy includes goals and objectives for four(4) focus areas: 1. Industry and Entrepreneurial Networks, 2. Infrastructure Capacity and Modernization, 3. Economic Opportunity for All, and 4. Environmental Stewardship and Resiliency The strategy also includes a summary of priority actions and projects aimed at capacity building and meeting CEDS goals and objectives. These actions and projects are typically updated on an annual basis. The purpose for this briefing is to share Public Works/Utilities and Waste Management proposed projects and obtain Commissioner guidance and direction. These projects primarily fall within the focus area of Infrastructure Capacity and Modernization. Budget Impact None. Informational only. Public Outreach: Outreach conducted by EDC. Requested Action: Commissioner discussion. Attachments: n/a �r�ON CO& Mason County Administrator 411 N 5th Street Shelton, WA 98584 (360) 427-9670 ext. 419 Mason County Commissioner Briefing Items from County Administrator May 20, 2024 Specific Items for Review Overflow parking agreement with South Mason Youth Soccer Club—John Taylor 2025 draft Budget guidelines—Jennifer Beierle 2025 Budget rates—Jennifer Beierle Teamsters Union Local No. 252 Prosecutor's Support Staff CBA—Mary Ransier Teamsters Union Local No. 252 General Services bi-lingual pay—Mary Ransier Human Resources staff training workshop—Mary Raniser Board of Equalization application—Becky Rogers Administrator Updates Commissioner Discussion C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Cassidy Perkins for John Taylor Ext. 535 Department: Parks&Trails Briefing: 0 Action Agenda: 0 Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 18,2024 Internal Review: ❑ Finance ❑ Human Resources ❑X 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• Memorandum of Understanding between Mason County Parks&Trails Department and the South Mason Youth Soccer Club Background/Executive Summary: The South Mason Youth Soccer Club will allow MCRA to utilize their overflow parking free of charge upon request for large events,with the mutual understanding that MCRA will be responsible for grading and/or light maintenance following the occurrence of usage. SMYSC will also have the same privileges to MCRA's parking lot upon request. Budget Impact(amount, funding source,budget amendment): None Public Outreach (news release,community meeting, etc.): N/A Requested Action: Approval of the Memorandum of Understanding Mason County Parks&Trails Department and the South Mason Youth Soccer Club. Attachments Agreement MEMORANDUM OF UNDERSTANDING BETWEEN MASON COUNTY PARKS & TRAILS DEPARTMENT AND SOUTH MASON YOUTH SOCCER CLUB A. PURPOSE South Mason Youth Soccer Club has graciously allowed Mason County Parks & Trails Department to utilize the SMYSC parking lot for overflow parking purposes upon request for the purpose of accommodating large public events and activities hosted at MCRA. This Memorandum of Understanding (MOU) is intended to show the continued cooperation and support between South Mason Youth Soccer Club and Mason County Parks & Trails Department for the MCRA Sports Complex. B. MUTUAL AGREEMENT 1. COORDINATION All parties agree that South Mason Youth Soccer Club and Mason County Parks and Trails Department agree to the following conditions: • The South Mason Youth Soccer Club will allow Mason County Parks & Trails Department to utilize SMYSC parking lot free of charge under the condition that MCRA notifies SMYSC and receives permission prior to use. • Mason County Parks & Trails Department will be responsible for grading and/or light maintenance of the SMYSC gravel parking lot following the occurrence of use as needed. • South Mason Youth Soccer Club will be allowed to use MCRA Sports Complex parking for special events at no charge. All use must first be approved by Mason County Parks & Trails Department administration office to avoid scheduling conflicts. C.AGREEMENT MODIFICATION PROCESS Modifications to this agreement may be presented at any time and shall be mutually agreed upon in writing after joint discussions involving both parties. This Agreement shall become effective when executed by both parties and shall remain in effect for a period of five (5) years and shall automatically be renewed for successive five (5) year periods unless terminated by either party upon sixty(60) days prior written notice. D. PRINCIPAL CONTACTS The principal contacts for this agreement are: South Mason Youth Soccer Club Primary Mason County Parks&Trails Manager Name: Name: John Taylor Phone: (360) Phone: (360)427-9670 ext. 806 Fax: (360) Fax: (360)427-7756 Email: Email: JTaylor@masoncountywa.gov South Mason Youth Soccer Club Secondary Mason County Administrator Name: Name: Mark Neary Phone: (360) Phone: (360)427-9670 ext. 530 Fax: (360) Fax: (360)427-8437 Email: Email: MNeary@masoncountywa.gov E. AUTHORIZED REPRESENTATIVES By signature below, the parties certify that the individuals listed in this agreement as representatives of the parties are authorized to act in their respective areas for matters related to this agreement. THE PARTIES HERETO have executed this agreement. Mason County Administrator Date Chief Deputy Prosecuting Attorney Date South Mason Youth Soccer Club President Date C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Support Services Briefing: ❑X Action Agenda: ❑X Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 18,2024 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• Draft Mason County 2025 and 2026 Preliminary Budget Preparation Guidelines Background/Executive Summary: The Board of Mason County Commissioners typically sends out budget guidelines on or before the call for budgets goes out. The notice to file is due by the second Monday in July,per RCW 36.40.010. As stated in RCW 36.40.050,the budget is submitted by the auditor to the board of county commissioners on or before the first Tuesday in September. The board shall then consider the submitted budget and make any revisions or additions it deems advisable. The Congressional Budget Office's (CBO)current projections show that economic growth slows in 2024 as unemployment increases,partly as a result of tight monetary policy. Real(inflation adjusted)GDP growth accelerates in 2025 after the Federal Reserve responds to weaker economic conditions in 2024 by lowering interest rates. The CBO predicts that inflation will slow in 2024 to a rate in line with the Federal Reserve's long-run goal of 2 percent and then upticks in 2025,before declining slightly. A conservative approach to the 2025 budget is recommended. Budget Impact(amount, funding source,budget amendment): The preliminary budget submitted by offices and departments serves as a plan to help the Board of Mason County Commissioners adopt a balanced budget for the year. Public Outreach (news release,community meeting, etc.): Each step of the County's budget is a public process,open to public comment,beginning with the budget guidelines. Public budget workshops between the Commission and offices or departments typically begin in October. A public notice of hearing on the proposed budget is published for two weeks in the newspaper and the detailed proposed budget is posted two weeks prior to adoption on the County's website. The County follows the alternate date for budget hearing in RCW 36.40.071,with the goal of adopting a balanced budget on the first Monday in December. cqi Mason County Agenda Request Form Requested Action: Request approval of the Mason County Commissioners' 2025 and 2026 Preliminary Budget Preparation Guidelines. Attachments Draft 2025 and 2026 Preliminary Budget Preparation Guidelines June 18, 2024 To: Elected Officials& Department Heads Re: Mason County Commissioners' 2025 and 2026 Preliminary Budget Preparation Guidelines The following are the Board of County Commissioners'guidelines for the Preliminary Budget. Preliminary budgets are due to the Auditor in the Munis Financial System by close of business on Monday,August 12, 2024. Elected Officials and Department Heads are asked to present a 2025 status quo budget at 2024 adopted budget levels,and a 2026 "shadow budget" at 2025 levels. Approved contractual increases are added to the office's or department's bottom line from the previous year in a status quo budget. Please implement the following guidelines when developing both 2025 and 2026 Preliminary Budgets: BEGINNING FUND BALANCE (BFB) ESTIMATES ■ The Budget Office will make initial BFB estimates based on cash on hand at June 30th and the current 2024 budget. Estimates will be emailed to offices and departments by July 161". Offices/departments that manage special funds should make their own estimates and email changes to the Budget Office. REVENUE LEVELS ■ Current Expense Property Tax levy may include an increase. ■ Roads Property Tax levy may include an increase. ■ Budget with existing fees and service charge schedules; review for proposed fee increases if applicable. ■ Grants should be budgeted conservatively with projected amounts to be received within the proper budget year. ■ The Treasurer estimates that Interest rates on investments will be 4%. EXPENDITURE LEVELS SALARIES& BENEFITS: Salary& Benefit Projections will be emailed to Departments by the Budget Office by July 16th. Differences in calculations should be entered into the spreadsheet provided and sent back with an explanation. Further guidance on calculations: ■ Wages for union represented employees with signed union contracts should reflect general wage, step, and COLA increases as outlined in the contracts. ■ Wages for non-represented employees shall reflect step increases only.The BOCC may increase non-represented wages later. ■ Wages for Elected Officials shall reflect the dollar amounts as stated in the Mason County Citizens' Commission on Salaries, Resolution No. 2024-01, except for Prosecuting Attorney wages in Resolution No. 22-19, and Superior Court and District Court Judges salaries, as set by the the WA Citizens' Commission (WCCSEO). 1 ■ The Benefit Rate Sheet will be emailed to Departments by the Budget Office by July 161h. Medical budgets should reflect maximum amounts paid by the County times the number of FTE's. Use budget expense accounts ending in 520040 for medical. ■ Enter the total dollar amount of salary and benefits for each new position on a BARS line titled "2025 Unapproved Budget Request". EXPENDITURE RATES: All internally calculated rates will be emailed by the Budget Office by July 16t" and include: ■ 2025 Internal Allocations—see tab A-1: use budget expense accounts ending in 541019. ■ 2025 State Auditor Charges: use budget expense accounts ending in 541510. ■ 2025 Motor Pool rates: use budget expense accounts ending in 5xx777& 5xx778. ■ 2025 Information Technology rates: use budget expense accounts ending in 545952. ■ 2025 IT Computer Replacement: IT will send out a list of computers to be replaced in 2025 out of each office/department budget. Use budget expense accounts ending in 535098. ■ 2025 Unemployment rates: $200 per FTE based on 2024's adopted budget FTE counts. Elected Officials do not receive an unemployment rate charge. Use budget expense accounts ending in 546096. ■ 2025 ER&R vehicle rates: use budget expense accounts ending in 545951. OTHER REVENUE AND EXPENDITURE GUIDANCE: ■ Inter-County Transfers- In must balance with Inter-County Transfers-Out. Please communicate with the transferring from office or department, as unbalanced transfers may be removed or changed during the budget process. ■ Reimbursable interdepartmental expenses budgeted in one fund should be budgeted as revenue in another fund. ■ Budget debt service per the Treasurer's Debt Service schedule. ■ Building Remodel Requests go to Facilities so that Facilities may budget accordingly. ■ Traffic Policing Diversion is budgeted at$1,080,000—Funding from Roads Property Tax Levy.The BOCC may change the diversion amount during budget preparation. ■ Expenditure authority shall be adopted as two bottom lines for all Elected Officials and County Department budgets, including Special Funds, in accordance with Resolution No. 26-17: one bottom line for the total salaries and benefits and one bottom line for operational expenses. Ending Fund Balance is not an appropriation. ■ Overall expenditures will be reviewed in relation to reserve requirements identified in Resolution No. 2022-052. ■ Departments are encouraged to seek out new grant awards. 2 MUNIS BUDGET Prepare internal budget analysis via any method you prefer. The Auditor will send processing instructions to enter budgets in Munis. The 2025 Munis budget entry will include the following: ■ Budget 1—Preliminary Budget Request—Budget Level 1 will be populated with 2024 adopted budget numbers. Departments may change the numbers to the requested amounts. ■ Budget 2—Auditor's Preliminary Budget—The Auditor will make error correction changes to preliminary budget requests. ■ Budget 3- Maintenance Level Changes(MLC)—2024 adopted budget plus non- discretionary changes, i.e. CBA's in effect, L&I, DRS, and medical changes. Budget Level 3 will be entered by the Budget Office. ■ Budget 4—Policy Level Requests (PLR)—This is the difference between Budget Level 2 and Budget Level 3, and will populate automatically.The Budget Office will email a draft budget level spreadsheet to departments by mid-August.An explanation or justification and project number should be entered into the 'Comments' and 'Project No.' columns for any amount in Budget Level 4. In addition, the attached project form may be filled out for each new "project" requested in the 2025 budget.A project request may include multiple BARS lines, and both revenue and expenses to show how the "project" was derived.The following are considered projects: 1. New staffing request(s) 2. Capital &Vehicle Purchases 3. Operational requests by project 4. All other items over Maintenance Level Changes The 2026 Munis"shadow"budget entry will include the following: ■ Budget 1— Enter any changes to the 2025 budget for the 2026 budget. BUDGET NARRATIVES A Budget Narrative helps the Board and the public understand what each office/department is responsible for and should include the following information: ■ 2023, 2024, and 2025 FTE count, and Organizational Chart ■ FTE position allocations and funding sources, if any ■ Proposed Fee Increases ■ Workload Indicators—include a 3 year history comparison ■ Project Level Changes (Budget Level 4 in Munis— Instructions and training to follow) Please email budget narratives to the Budget Manager via email (no paper copies) by September 18tn Countywide training via Zoom is scheduled for July 17th at 9:00 am.A separate email invitation will be sent out for the training. 3 Departmental budget workshops with the Board will begin in October.The first workshop will be an overview of the entire budget. Sincerely, BOARD OF MASON COUNTY COMMISSIONERS Randy Neatherlin Kevin Shutty Sharon Trask Chair Commissioner Commissioner 4 C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Jennifer Beierle Ext. 532 Department: Support Services Briefing: 0 Action Agenda: 0 Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 18,2024 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• Review of 2025 Budget Rates for Internal Cost Allocations,Information Technology, State Auditor's Office Charges,Unemployment, and Motor Pool Background/Executive Summary: The budget office prepares various rates for the county's budget each year. These rates serve as a starting point for the budget process. Below is a summary of the rates, and a synopsis of the basis of distribution for each: • Internal Cost Allocations: Allocates indirect costs to all departments and funds based on several different factors. 2025's rates are based on 2023's actual expenditures • Information Technology: Allocates shared county costs for information technology by FTE. 2025's rates are based on 2023's actual expenditures • State Auditor's Office Charges: Allocates the 2025 budgeted amount to each fund based on 2024's adopted budget • Unemployment: 2025's rates are based on the 2024 adopted budget FTE numbers. Rates are $200 per FTE. Elected officials are exempt from unemployment • Motor Pool: Rates are based on the estimated cost of leasing and maintaining the County's General Fund and Community Services Health Fleet Budget Impact(amount, funding source,budget amendment): Please see the attachments for detailed 2024 budget impacts. Here are the totals: • 2025 Internal Cost Allocations Receivable: $2,074,571 (2024 rate was $1,976,297) • 2025 Information Technology Rates: $1,300,000 (2024 rate was $1,300,000) • 2025 State Auditor's Office Budgeted Rates: $140,000(2024 rate was$140,000) • 2025 Unemployment Rates: $80,358 (2024 rate was $79,202) 0 2025 Motor Pool Rates: $2,075,139(2024 rate was$1,935,701) cli Mason County Agenda Request Form Public Outreach (news release,community meeting, etc.): Each step of the County's budget is a public process,open to public comment,beginning with the budget guidelines and internal budget rates. The Internal Cost Allocations are reviewed by the County's CFO, Leo Kim, CPA, and by Teresa Johnson, CPA, and IT Rates are reviewed by the IT Steering Committee. Requested Action: Request the Board review the rates for Mason County's 2024 annual budget. Attachments Rates for the 2025 Mason County Budget for: Internal Cost Allocations,Information Technology, State Auditor's Office Charges,Unemployment, and Motor Pool Mason County 2025 Simplified Indirect Cost Allocation Plan to Departments Plan Notes Using Data from the year ended December 31,2023 Cost Pool:Schedule A shows the summary of indirect costs by allocable department and the summary of the allocation base for total expenditures by department. Allocate Indirect Costs to Departments:Schedule A-1 shows the allocation of indirect costs by allocable department.Total allocated costs are shown in green in column W,allocated costs receivable from departments are shown in yellow in column X,and allocated costs not recoverable from departments are shown in orange in column Y. Assessor:The Assessor's Office expenditures are shown on Schedule A-2.The cost of the assessor's services have not been directly charged to county departments,and is allocated by property tax revenue.See Schedule F. Auditor:The Auditor's Office includes financial services,recording,licensing,and elections. These costs are shown on Schedule B-1. The cost of the financial services office has not been directly charged to County departments,and is allocated by number of JE lines,shown on Schedule G-1. Facilities&Grounds:Facilities Services(Schedule B-3)provides janitorial and maintenance services to all County funds and departments.Facilities costs to functions other than central services are removed from the allocation. Facilities costs to support the central services were not directly charged to departments duringthe year and the cost has been allocated by budgeted full-time equivalent employee count(FTE)shown on Schedule E and E-1. Human Resources/Risk Management:Human Resources&Risk Management services are provided to the entire County.The costs for these services(identified on Schedule A-2)are allocated by budgeted full-time equivalent employee count(FTE)shown on Schedules E and E-1.The risk pool premium for insurance is paid from the Current Expense Fund as a non-departmental expense as are all liability claims and lawsuits against the County not covered bythe risk pool. Those premiums and claims are billed backto departments directlythrough the internal allocation-see Schedule C-5. Commissioners and Support Services:The Commissioners and Support Services departments provide support to all county offices.Costs incurred for these functions are shown on Schedule A-2 and allocated to departments by total expenditures,less unallowed costs.See Schedules A and D. Treasurer: Cash management and receipting services(Schedule B-2) have not been directly charged to the County departments.These have been allocated based on journal entry lines coded GCR,shown on Schedule G-2. Non-Departmental Costs:The County incurred costs for several functions during the year that were accounted for separately from the costs of operating departments.Costs for these administrative functions include associations dues,air pollution control,and settlement payments.None of these costs were directly charged to any County department.Non-Departmental costs are shown in Schedule C. Non-County Expenditures:The County provides selected financial services to non-County Special Purpose Taxing Districts,to include Fire,ports,water,cemetery,and hospital.Treasurer and auditor costs for providing these services are allocated on the basis of number of JE lines and removed from the indirect cost charged to county funds. See Schedule A-1.Assessor costs are allocated by property tax revenue.See Schedule F. Unallowed Costs: Unallowed costs include other financing uses(e.g.,operating transfers),prior period adjustment expense,debt service payments,capital purchases,and nonexpenditures.See Schedule D. Other Direct Charges to Departments: Costs initially paid by an indirect department incurred by another fund or department.Examples include:pay-outs for departing employees paid by non-departmental,facility costs for non- indirect buildings paid by facilities,and claims paid by non-departmental on behalf of other funds/departments. 2022 is the first year claims are included in the internal allocation.In prior years,claims were billed to other funds by the HR/Risk Manager.See Schedule A. JABudget Office\Budget Adoption Info\2025\2025 Rate s\2025 Intern alAllocations\2025 Intern al.AllocatiJns 5/29/2024 Mason County 2026 Simplified Indirect Cost Allocation Plan Using Data from the year ended December 31,2023 Schedule A-2023 Cost Pool Indirect Departments-Essential Services Performed for the Benefit of Other Funds and Departments Total 2023 YTD Other Direct Unallowable Department Description Dept/Fund No. Expended Costs Direct Costs Indirect Cost Assessor 020 1,437,061.98 22,767.41 912.25 1,45B,917.14 Auditor-Financial Services 030 1,832,218.76 32,360.40 1,201,531.28 663,047.68 Facilities&Grounds 055 1,385,569.81 963,555.02 422,014.79 Human Resources/Risk Management 057 770,899.08 1,216.17 769,682.91 Commissioners 080 378,427.26 84,157.90 294.269.36 Support Services 090 1,012,693.26 2,391.35 1,942.74 1,013,141.87 Treasurer 260 867,828.28 90,922.73 776,905.55 Non Departmental 300 5,620,515.71 5,120,040.16 500,475.55 otill0dtrecI Charges: _ Grand Total 13,305,214.14 57,519.16. 7,464,270.25 ) Other Direct Charges to Departments Community Development 125 31,290.50 31,290.50 County Road 105 33,067.19 33,067.19 Community Health Services 150 30,529.70 30,529.70 Information Services 500 11,141.05 11,141.05 Total Other Direct Costs; - 106,028.44 - 106,02 r Grand Totals: 13,305,214.14 163,547.60 7,464,278.25 6,004,483.507 Allocation Base Totat2023YID Other Direct Unallowable forTotal Direct Departments Dept/Fund No. Expended Costs Department Costs Expenditures WSU Extension 010 363,543.83 2,069.11 1,191.40 364,420.54 Auditor-Non Financiat5ervices 030 1,832,218.76 32,598.87 663.047.88 1,201,769.75 Emergency Management 050 534,553.81 1,560.99 61,320.02 474,794.78 LEOFF 058 89,335.47 89.335.47 Clerk 070 1,188,933.72 38,879.61 14,297.10 1,213,616.23 District Court 100 1,397,315.94 3,377.16 1,393,938.78 Community Development 125 2,927,002.41 5,690.66 4,677.10 2,927,915.97 Historical Preservation 126 22,962.00 22,962.00 { Parks&Trails 146 745,843.47 1,660.98 759.92 746,644.53 Juvenile Court Services 170 1,888,522.09 10.811.12 1,197.52 1,898,135.69 Prosecutor 180 1,846,560.34 9,070.35 2,019.36 1,853,611.34 Child Support Enforcement 185 98,782.91 98,782.91 Coroner 190 595,499.24 595,499.24 Sheriff 205 15,657,701.11 239,848.27. 689,224.53 15,208,324.85 Courthouse Security 208 267,337.37 267,337.37 Office of Public Defense 240 1,589,75SAS 17,483.69 15.468.94 1,591,773.23 Superior Court 250 1,500,007.36 6,741.19 49,586.40 1,457,162.15 Family Court 255 2,500.00 2,500.00 Therapeutic Court 256 514,418.51 8,842.42 523,260.93 Transfers Out 310 463,845.36 463,845.36 - Sales&Use Tax 103 678,308.68 450,000.00 228,308.68 Audltofs O&M 104 114,043.25 30,890.39 83,152.86 CountyRoad 105 18,383,255.83 6,349,296.17 12,033,959.66 Paths&Trails 106 1,982.37 1,982.37 Election Equipment 109 207,586.44 206,005.38 1,581.06 Crime Victims 110 93,046.65 93,046.65 Victim Witness Activity 114 22,525.38 22,525.38 CommunitySupport Services 117 4,404,300.44 4,404,300.44 Abatement 118 1,253.40 1,253.40 REEF ProperlyTax 120 19,065.59 19,065.59 National Forest Safety 134 13,460.73 13,460.73 Trial Court Improvement 135 689.62 689.62 Sheriffs Boating Program 141 30,069.43 30,069.43 Narcotics Investigation Fund 142 45,344.43 45,344.43 Clean Water District 145 188,233.83 186,275.54 1,958.29 Community Services Health I50 4,430,638.32 14,356.58 56,451.93 4,388,542.97 American Rescue Plan Act 155 3,093,973.84 752,146.29 2,341,827.65 Law Library 160 33,769.27 33,789.27 Lodging Tax 163 738,080.34 738,080.34 Mental Health Tax 164 1,237,178.07 588,844.44 648,333.63 Treasurer's O&M 180 168,483.93 168,483.93 Veterans Assistance 190 110,825.19 2,599.70 108,225.49 Skokomish Flood Zone 192 16,876.92 10,554.40 6,322.52 Mason Lake Management 194 15,200.87 15,200.87 Spencer Lake Management 195 17,113.83 17,113.93 Island Lake Management 199 13,563.41 13,563AI Public Works Facility Bond 205 994,625.00 994,625.00 - MCLTGO2013Bond 215 129,432.36 129,082.36 350.00 MC LTGO 2008 Bond 250 274,316.57 274,316.57 - REETI 350 1.679.689.40 1,589,063.21 90,626.19 REET2 351 958,136.95 908,739.83 49.397.12 Mason County Landfill 402 5,891,890.88 406,109.02 5,485,781.86 NBC]Sewer Utility 403 1,518,195.95 281,012.56 1,237,183.39 Rustlewood Sewer&Water 411 484,832.83 138,840.19 345,992.64 Beards Cove Water 412 215,941.06 61,155.68 164,785.38 Betfair WIN&W Reclamation 413 5,774,488.59 4,971,254.38 803,234.21 Landfill Reserve 428 14,582.79 14,582.79 Information Technology 500 1,053,314.89 1,053,314.89 Equipment Rental&Revolving 501 2,022,469.91 36,937.26 1,985,532.65 Unemployment 502 49,674.21 49,674.21 Total Direct Expenditures: 88,667,123.63 389,412.84 20,384,212.98 68,672,323A9 Remove Auditor's Charges In Direct&I attracts: (1,832,218.76) (1,864,579.16) Unallowable Indirect Expenditures: (6,112,995.90) Total Expenditures: 100,140,119.01 552,960.44 19,870,916.16 68,778,351.94 it I Mason County 2025 Simplified Indirect Cost Allocation Plan Using Data from the year ended December 31,2023 Auditor(Financial Treasurer Cash Services)Cost Human Resources Mngt and Receipting Assessor Cost Allocated Allocated by number Facilities Maintenance Cost Allocatedto Srvs cost allocated BOCC Cost Allocated by Central Ops,Non-Dept Cost Schedule A-l-Allocate Indirect Costs to by property tax revenues of auditor-recorded Cost Allocated by FTE departments by FTE bynumberofGCRJE Resolutions&Budget Allocated by total Other Direct Departments (2023 data) 1E lines(2023 data) (2023 data) (2023 data) lines(2023 data) (2023 data) expenditures(2023 data) Charges 2025 Rates Allocated Allocated Total Costs Costs Not Fund/ 'ii Allocated Receivable Receivable Dept Units Amount Units Amount Units Amount Units Amount I I Units Amount I Units Amount I Units Amount Amount f Costs from Depts from Depts 000 Beginning Fund Balance 3,042 28,075 - - 167 4.255 - - 32,329 32,329 .1. WSU Extension 158 1.458 2.50 2,573.20 2.50 4,693.07 8 204 364.421 1,562 364,421 8,032 18,522 18,522 020 Assessor 160 1,477 13.00 13,380.63 13.00 24,403.98 5 127 - - 39,389 39,389 030 Auditor 625 5,768 14.50 14,924.55 14.50 27,219.83 464 11,821 1,201,770 5,150 1,201,770 26,488 91,372 91,372 050 Emergent Management - 165 1,523 2.50 2,573.20 2.50 4,693.07 6 153 474,795 Z035 474,795 10,465 21,442 21.442 055 Facilities&Grounds 1,355 12,505 6.00 6,175.68 6.00 11,263.38 10 255 - - - 30.199 30,199 057 Human Resources/Risk Mngmt 404 3,729 6.00 6,175.68 6.00 11,263.38 5 127 - - - 21,295 21,295 058 LEOFF 274 2,529 - 89,335 383 89,335 2,969 4,881 4,631 070 Clerk 400 3,692 13.00 13,380.63 13.00 24,403.98 360 9,172 1,213,516 5,200 1,213,516 26,747 t 82,595 82,595 080 Commissioners 81 748 3.00 3,087.84 3.00 5,631.69 1 25 - - 9,493 9,493 090 Support Services 217 2.003 8.65 8.903.27 8.65 16,238.04 3 76 - - - 27,220 27,220 100 District Court 408 3,765 12.20 12,557.21 12.20 22,902.20 646 16,458 1,393,939 5,973 1,393,939 30,724 92,380 92,380 125 Community Development 490 4,522 25.00 25,731.98 25.00 46,930.74 989 25,197 2,927.916 12,546 2,927,916 64,535 31.291 210,754 210,754 126 Historical Preservation 17 157 64 1,631 22,962 98 22,962 506 2,392 2,392 146 Parks&Trails 587 5,417 5.50 5,661.04 5.50 10,324.76 59 1.503 746,645 3,199 746,645 16,457 42,563 42,563 170 Juvenile Court Services 796 7,346 19.00 19,556.31 19.00 35,667.36 120 3,057 1,898,136 8,134 1,898,136 41,837 115,598 115,598 180 Prosecutor 148 1,366 15.00 15,439.19 15.00 28,158.44 47 1,197 1,853,611 7,943 1,853,631 40,856 94,960 94,960 185 Child Support Enforcement 103 951 1.00 1,029.28 1.00 1,877.23 19 484 98,783 423 98,783 2,177 6,942 6,942 190 Coroner 233 2,150 3.40 3,499.65 3.40 6,382.58 6 153 595,499 2,552 595,499 13,125 27,863 27,863 205 Sheriff 2,056 18.975 101.50 104,471.65 101.50 190,538.80 436 11,108 15,208,325 65,170 15,208,325 335,209 i 725,472 725,472 208 Courthouse Security - 12 111 - - 267,337 1,146 267,337 5,892 7,149 7,149 240 Office of Public Defense 1,328 12,256 9.00 9,263.51 9.00 16,895.07 32 815 1,591,773 6,821 1,591,773 35,085 81,135 81,135 250 Su ericr Court 2,785 25,703 8.58 8,831.22 8.58 16,106.63 165 4,204 1,457,162 6,244 1.457,162 32,118 I 93,206 93.206 255 Family Court - 5 46 - 62 1,580 2,500 11 2,500 55 1,692 1,692 256 Therapeutic Court 477 4,402 4.22 4,343.56 4.22 7,921.91 26 662 523,261 2,242 523,261 11,533 31,106 31.106 258 Murder Expenditures 8 74 - - 74 74 260 Treasurer (10,355,222) 181.020 122 1,126 8.00 8,234.23 8.00 15,017.84 1,360 34,649 - - 240,047 240,047 300 Non Departmental - 228 2,104 - - 151 3,847 - - - 5,951 5,951 305 Motor POOL 9 83 - - 83 83 310 Transfers Out 7 178 - 178 178 103 Sales&Use Tax 209 1,006 75 1,911 228,309 978 228,309 5,032 6,927 8,927 104 Auditor's O&M 29S 2,732 265 6,751 83,153 356 83,153 1,833 11,672 11,672 105 County Road (11,403,109 199,338 2,598 23,977 60.80 62,580.18 60.80 114,135.56 746 19,006 12,033,960 51,567 12,033,960 265.242 33,067 768,914 768,914 106 Paths&Trails 60 554 72 1,834 1,982 8 1,982 44 2,440 2,440 109 Election Equipment - 71 655 - - 62 1,580 1.581 7 1,581 35 2,276 2,276 110 ChmeVictims 78 720 1.00 1,029.28 1.00 1,877.23 117 2,981 93,047 399 93,047 2,051 9,057 9,057 214 Victim Witness Activity - - - 9 =9 22,525 97 22,525 496 822 822 117 Com munity Su p po rt Services 366 3,376 2.00 2,058.56 2.00 3,754.46 305 7,771 4,404,300 18,873 4,404,300 97,076 132,910 132,910 118 Abatement 60 554 36 917 1,253 5 1,253 28 1,504 1,504 120 REST Property Tax 78 720 - - 219 51580 19,066 82 19,066 420 6,801 6,801 134 National Forest Safe 79 729 3 76 13,461 58 13,461 297 1,160 1,160 135 Trial Court Improvement 60 554 15 382 690 3 690 15 954 954 141 Sheriffs Boating Program 174 1,606 - 30,069 129 30,069 663 2,397 2,397 142 Narcotics Investigation Fund 97 895 - - 42 2,070 45,344 194 45,344 999 3,159 3,159 145 Clean Water District 35 323 224 5,707 1,958 8 1,958 43 6,081 6,081 150 Communi Services Health 1,216 11,222 25.75 26,503.94 25.75 48,338.66 927 23,617 4,388,543 18,805 4,388,543 96,729 30,530 ; 255,746 255,746 155 American Rescue Plan Act 309 Z852 52 1,325 2,341,828 10,035 2.341.828 51,617 _ 65,828 65,828 A-1 Allocate Ind Cost to Depts 1 5/29/2024 Mason County 2025 Simplified Indirect Cost Allocation Plan Using Data from the year ended December 31,2023 Auditor(Financial Treasurer Cash Services)Cost Human Resources Mngt and Receipting Assessor Cost Allocated Allocated by number Facilities Maintenance Cost Allocated to Srvs cost allocated BOCC Cost Allocated by Central Ops,Non-Dept Cost Schedule A-1-Allocate Indirect Costs to by property tax revenues ofaudltor-recorded Cast Allocated byFTE departments byFTE bynumberofGCRJE Resolutions&Budget Allocated by total Other Direct Departments (2023 data) JElines(2023data) (2023 data) (2023 data) tines(2023 data) (2023 data) expenditures(2023 data) Charges 2025 Rates Allocated Allocated Costs Costs Not Fund/ P"C..'e, Receivable Receivable Dept Units Amount Units Amount Units Amount Units Amount Units Amount Units Amount Units Amount Amount from Depts from Depts 160 Law Library - 146 1 1,347 0.06 61.76 0.06 112.63 166 4,229 33,789 145 33,789 745 6,641 6,641 163 LodgingTax - 190 1,754 - - 84 2,140 738,080 3,163 738,080 16,268 23,325 23,325 164 Mental Health Tax (223,065) 3,899 211 1,947 1.00 1,029.28 1.00 1,877.23 393 10,013 648,334 2,778 648,334 14,290 35,834 35,834 180 Treasurer's O&M 156 1,440 1.00 1,029.28 1.00 1,877.23 294 7,490 168,484 722 168,484 3,714 16,272 16,272 190 Veterans Assistance (141.809) 2.479 311 2,870 - - 330 8,408 108,225 464 108,225 2,385 16,606 16,606 192 Skokomish Flood Zone 66 609 - - 9 229 6,323 27 6,323 139 1,005 1,005 194 Mason Lake Management - 73 674 - - - 171 4,357 15,201 65 15,201 335 5,431 1,074 4,357 195 Spencer Lake Management - 86 794 - - - 105 2,675 17,114 73 17,114 377 '3,919 1,244 2,675 199 Island Lake Management - 66 609 - - 39 994 13,563 58 13,563 299 1,960 966 994 205 Public Works Facility Bond - - 46 1,172 - '1,172 1.172 215 MCLTGO2013Bond - - 54 1,376 350 1 350 8 1,385 1,385 250 MC LTGO 2008 Bond - 46 1,172 - 1,172 1,172 350 REET1 498 4,596 - - 207 5,274 90,626 388 90,626 1,998 Z21 2.256 12,256 351 REET2 132 1,228 - - 207 5,274 49,397 212 49.397 1,089 7,792 7,792 402 Mason County Landfill 1,118 10,318 13.35 13,740.88 13.35 25,061.02 776 19,770 5,485,782 23,507 5,485,782 120,913 3,311 213,311 403 NBCI Sewer Utility 949 8,758 6.03 6,206.55 6.03 11,319.69 291 7,414 1,237,183 5,301 1,237,183 27,269 66,269 66,269 411 Rustlewo0d Sewer&Water 1,017 9,386 2.10 2,161.49 2.10 3,942.18 350 8,917 345,993 1,483K34 7,626 33,515 33,515 412 Beards Cove Water 682 6,294 0.91 936.64 0.91 1,708.28 325 8,280 164,785 706 3,632 21,557 21.557 413 BelfairWW&W Reclamation 916 8,454 2.56 2,634.95 2.56 4,805.71 309 7,872 803,234 3,442 17,704 44,913 44,913 428 Landfill Reserve 57 526 36 917 14,583 62 321 1,827 1,827 429 Beards Cove Reserve480 Storm Drain System Development500 Information Technology 598 5,519 4.35 4,477.36 4.35 8,165.95 12 306 1,053,315 4.514 23,216 11,141 57,339 57,339 501 E uipment Rental&Revolving - 2,204 20,341 7.55 7,771.06 7.55 14,173.08 297 7,567 1,985,533 8,508 43,763 ,102,123 102,123 502 Unem loyment - 85784 - 5 127 49,674 213 1,095 1 M2,220 2,220 625 Tax Foreclosure Trust 5 46 27 688 734 734 631 Claims Gearing 847 7,817 - -7,817 7,817 632 Payroll Clearing - - - - - - 637 Community Health - - - 48 1,223 - - - 1,223 1,223 645 Treasurer's Trust 329 8,382 8,382 8,382 646 TimberTax 17 433 433 433 650 State Clearing (31,888,364) 557,442 - - 3,336 84,992 1 642,434 642,434 658 Forest Fire Patrol 410E77 10,446 10,446 660 City of Shelton (2,793,103) 48,826 - 543 62,661 62,661 661 Shelton Park district (608,514 10,637 - 258 - - 17,211 17,211 662 Cemetery 24,137 422 105 969 - 277 - - - - 8,448 8,448 665 Fire Districts (18,762,574) 327,989 8,621 79,563 - 4,844 530,965 530,965 666 Housing Authority - - - - - - - 668 Transit 1,443 13,317 219 - - - 18,897 18,897 670 Ports 1,429,430) 24,988 1,384 12,773 - 1,304 - - - 70,983 70,983 675 Hospitals 2,847,266 49.773 13,283 122,589 - - 691 - 189,967 189,967 681 MACECOM 550 5,076 - 125 8,261 8,261 682 Regional Library (2,980,528)1 52,103 - - 306 7,796 - - - 59,899 59,899 685 School Districts - 11,293 104,223 3,997 101.833 206,056 206,056 690 Water Districts 2,373 21,900 824 20,993 42,894� 42,894 68,672,323 6,004,483_ 2,074,571 3,929,913 Grand Totals: (83,457,122) 1, 71,844 410.01 30,494 68,672,23 G-1 E&E-1Schedule: F A A A A A A 6,004,483 A-1 Allocate Ind Cost to Depts 2 5/29/2024 Mason County 2025 Simplified Indirect Cost Allocatlon Plan Using Data from the year ended December 31,2023 Auditor(Financial Treasurer Cash Services)Cost Human Resources Mngt and Receipting Assessor Cost Allocated Allocated by number Facilities Maintenance Cost Allocated to Srvs cost allocated BOCC Cost Allocated by Central Ops,Non-Dept Cost Schedule A-l-Allocate Indirect Costs to by property tax revenues ofauditor-recorded Cost Allocated by FTE departments by FTE by number of GCR JE Resolutions&Budget Allocated by total Other Direct Departments (2023 data) JE Lines(2023 data) (2023 data) (2023 data) lines(2023 data) (2023 data) expenditures(2023 data) Charges 2025 Rates Allocated Allocated Total Costs Costs Not Fund/ Allocated Receivable Receivable Dept Units Amount Units Amount Units Amount Units Amount Units Amount Units Amount Units Amount Amount Costs from Depts from Depts Total Cost Pool: (83,457,122) 71,844 410.01 410.01 30,494 68,672,323 68.672,323 6,004,483 6,004,483 Difference: - - - - A-1 Allocate Ind Costto Depts 3 5/29/2024 Mason County 2025 Information Technology Allocation Plan to Departments Plan Notes Using Data from the year ended December 31,2023 Rate Methodology: Information Technology(IT) pays for items and services approved by the Board of County Commissioners that benefit the County as a whole. Items and services that benefit one department are paid for by the individual departments with the exception of some phone costs.Those phone charges that benefit one department are charged back to that department in the rates. Prior year's Information Technology expenditures are captured in the next year's budgeted rates. For example, 2022 actual expenditures are charged in the 2024 planned rates.The budget for the next year's Information Technology fund is figured in conjuction with the rates to ensure funding for all planned expenditures,shown on Schedule A-1.At the end of 2022 the County implemented MS Office county-wide and this is paid through the IT rates. In 2023 an accrued leave payout line of$50,000 was added in the IT budget. See Schedule A for Total IT Rates. Future Planning: Schedule A-2 shows the current and future professional services plan.Schedule A-3 shows a reserve for future capital to help ensure enough funding to allocate future costs above current levels.According to the Mason County Computer Replacement Policy& Procedure, desktop and laptop computers should be purchased with the intention of providing acceptable performance for no less than three years,with the goal of replacement in the sixth year. Departments are responsible for the cost of the computers as put into the budget by the Budget Manager, and IT staff will perform the work required to replace the computers. Information Technology Cost Distribution:All information Technology costs are distributed by full time budgeted employee (FTE). In prior years phone costs were distributed based on number of extensions by department.This was changed to FTE in 2024 to simplify the rate process.All FTE's are users of the phone system either directly or indirectly and moving to FTE simplifies the rate process.The rate distribution by budgeted FTE is shown on Schedule B. J:\Budget Office\Budget Adoption Info\2025\2025 Rates\2025 IT Rates\2025 IT Aates 5/29/2024 MASON COUNTY FUND 500 SCHEDULE A-Total 2025 INFO TECHNOLOGY RATES FUND BARS DEPARTMENT $ 1,300,000 001.000000.125.000 559.30.541500 COMMUNITY DEVELOPMENT $ 79,999 001.000000.300.000 518,80.541500 CURRENT EXPENSE $ 824,209 105.000000.000.000 543.10.541500 PUBLIC WORKS-COUNTY ROAD $ 190,003 105.000000.000.100 543.10.541500 PUBLIC WORKS- GIS $ 6,400 110.000000.000.000 515.70.541500 CRIME VICTIMS $ 3,200 117.000000.000.000 565.40.541500 COMMUNITY SUPPORT SERVICES $ 6,400 150.000000.100.000 562.10.541500 HEALTH $ 82,399 160.000000.000.000 572.20.541500 LAW LIBRARY $ 192 164.000000.100.000 564.10.541500 MENTAL HEALTH TAX $ 3,200 402.000000.000.000 537.10.541500 UTILITIES-SOLID WASTE $ 42,719 403.000000.100.020 535.10.541500 UTILITIES-CSW $ 19,295 411.000000.100.000 535.10.541500 UTILITIES-CSW $ 3,359 411.000000.200.000 534.10.541500 UTILITIES-CSW $ 3,359 412.000000.200.000 534.10.541500 UTILITIES-CSW $ 2,914 413.000000.000.000 535.10.541500 UTILITIES-CSW $ 8,192 501.000000.000.000 548.30.541500 ER&R $ 24,160 GRAND TOTAL: $ 1,300,000 Mason County 2025 Budgeted SAO Audit Allocations SAO Allocation for 2025 Budget Based on 2023 Adopted Budget $ 140,000 Includes SAO Travel Cost Exempt from Allocation-paid by General Fund oa Fund Adopted Total Based %of No Fund Account Budget on Allowable Budget Allocation 103 Rural Co Sales&Use Tax(.09) 103.000000.000.000.558.70.541510.0000.00 3,480,000 3,480,000 1.9% $ 2,659 104 Auditor's O&M 104.000000.000.000.514.89.541510.0000.00 594,029 594,029 0.3% $ 454 105 Roads 105.000000.000.000.543.10.541510.0000.00 38,019,948 38,019,948 20.8% $ 29,053 106 Paths&Trails Reserve 106.000000.000.000.543.10.541510.0000.00 317,232 317,232 0.2% $ 242 109 Election Equipment Holding 109.000000.000.000.514.40.541510.0000.00 294,502 294,502 0.2% $ 225 110 Co Share-20%RCW 7.68.035 110.000000.000.000.515.70.541510.0000.00 185,000 185,000 0.1% $ 141 114 Victim Witness Activities 62,000 - 0.0% $ - 117 Community Support Services 117.000000.000.000.565.40.541510.0000.00 4,618,718 4,618,718 2.5% $ 3,529 118 Abatement/Repair/Demolition 118.000000.000.000.559.30.541510.0000.00 239,953 239,953 0.1% $ 183 120 REET Electronic Technology 120.000000.000.000.514.22.541510.0000.00 110,000 110,000 0.1% $ 84 134 National Forest Safety 134.000000.000.000.521.22.541510.0000.00 52,000 52,000 0.0% $ 40 135 Trial Court Improvement 135.000000.000.000.512.40.541510.0000.00 138,491 138,491 0.1% $ 106 141 Sheriff Special Funds 141.000000.000.000.521.22.541510.0000.00 148,800 148,800 0.1% $ 114 142 Sheriff Special Funds 142.000000.000.000.521.21.541510.0000.00 106,500 106,500 0.1% $ 81 145 Clean Water District 145.000000.000.000.553.10.541510.0000.00 280,000 280,000 0.2% $ 214 150 Public Health 150.000000.100.000.562.10.541510.0000.00 4,956,136 4,956,136 2.7% $ 3,787 155 American Rescue Plan Act 155.000000.000.000.518.90.541510.0000.00 5,050,000 5,050,000 2.8% $ 3,859 160 Law Library 160.000000.000.000.572.20.541510.0000.00 60,513 60,513 0.0% $ 46 163 Lodging Tax(Hotel/Motel) 163.000000.000.000.557.30.541510.0000.00 2,210,000 2,210,000 1.2% $ 1,689 164 Mental Health 164.000000.100.000.564.10.541510.0000.00 3,110,252 3,110,252 1.7% $ 2,377 180 Treasurer's M&O 366,704 - 0.0% $ - 190 Veteran's Assistance 190.000000.000.000.565.20.541510.0000.00 352,467 352,467 0.2% $ 269 192 Skokomish Flood Zone 192.000000.000.000.554.90.541510.0000.00 6,414,540 6,414,540 3.5% $ 4,902 194 Mason Lake Mngmt Dist#2 194.000000.100.000.553.60.541510.0000.00 103,675 103,675 0.1% $ 79 195 Spencer Lake Mngmt Dist. 195.000000.000.000.553.60.541510.0000.00 27,185 27,185 0.0% $ 21 199 Island Lake Mngmt Dist#1 199.000000.001.000.553.60.541510.0000.00 12,100 12,100 0.0% $ 9 350 REET 1 350.000000.000.000.518.30.541510.0000.00 3,445,957 3,445,957 1.9% $ 2,633 351 REET 2 351.000000.000.000.576.80.541510.0000.00 6,700,000 6,700,000 3.7% $ 5,120 402 Landfill 402.000000.000.000.537.10.541510.0000.00 10,432,903 10,432,903 5.7% $ 7,972 403 NBCI Sewer Utility 403.000000.100.020.535.10.541510.0000.00 4,611,313 4,611,313 2.5% $ 3,524 411 Rustlewood Sewer 411.000000.100.000.535.10.541510.0000.00 332,306 332,306 0.2% $ 254 411 Rustlewood Water 411.000000.200.000.534.10.541510.0000.00 332,306 332,306 0.2% $ 254 412 Beards Cove Water 412.000000.200.000.534.10.541510.0000.00 1,236,155 1,236,155 0.7% $ 945 413 Belfair WW/Water Rec 413.000000.000.000.535.10.541510.0000.00 4,227,791 4,227,791 2.3% $ 3,231 500 Information Technology(IT) 500.000000.000.000.518.80.541510.0000.00 1,500,000 1,500,000 0.8% $ 1,146 501 Equipment Rental&Revolving 501.000000.000.000.548.30.541510.0000.00 6,506,278 6,506,278 3.6% $ 4,972 502 Unemployment 502.000000.000.000.517.78.541510.0000.00 279,202 279,202 0.2% $ 213 001 General Fund 001.000000.300.000.518.90.541510.0000.00 72,294,546 72,294,546 39.5% $ 55,244 Excluded Paid by General Fund 001.000000.300.000.518.90.541510.0000.00 428,704 0.2% $ 328 Grand Totals: 183,209,502 183,209,502 100.0% $ 140,000 Mason County 2025 Unemployment Budget $200 per FTE-Based on 2024 Budgeted FTE's Elected Officials are Exempt from Unemployment General Fund Budgeted Total2025 Budgeted EO's FTE's for Unemployment Dept. General Fund Department FTE's Exempt Unemp. Budget Amount 001-000 Beginning Fund Balance 001-010 WSU 2.50 2.50 500 001-020 Assessor 13.00 1 12.00 2,400 001-030 Auditor 14.50 1 13.50 2,700 001-050 Emergency Management 2.50 2.50 500 001-055 Facilities &Grounds 6.00 6.00 1,200 001-057 Human Resources/ Risk Management 6.00 6.00 1,200 001-058 LEOFF - - - 001-070 Clerk 13.00 1 12.00 2,400 001-080 Commissioners 3.00 3 - - 001-090 Support Services 9.65 9.65 1,930 001-100 District Court 12.20 1 11.20 2,240 001-125 Community Development 26.00 26.00 5,200 001-126 Historical Preservation - - - 001-146 Parks &Trails 5.50 5.50 1,100 001-170 Juvenile Court Services 19.00 19.00 3,800 001-180 Prosecutor 16.00 1 15.00 3,000 001-185 Child Support Enforcement 1.00 1.00 200 001-190 Coroner 3.40 1 2.40 480 001-205 Sheriff 102.50 1 101.50 20,300 001-208 Courthouse Security - - - 001-240 Office of Public Defense 9.00 9.00 1,800 001-250 Superior Court 9.65 3 6.65 1,330 001-255 Family Court - - - 001-256 Therapeutic Court 4.22 4.22 844 001-260 Treasurer 8.00 1 7.00 1,400 001-300 Non Departmental - - - 001-310 Transfers Out - - - 001-320 Ending Fund Balance - - Total General Fund 286.62 14.00 272.62 54,524 Mason County 2025 Unemployment Budget $200 per FTE-Based on 2024 Budgeted FTE's Elected Officials are Exempt from Unemployment Special Revenue Other Funds Budgeted Total2025 Budgeted EO's FTE's for Unemployment Fund Fund Name FTE's Exempt Unemp. Budget Amount 103 Sales Use Tax - - - 104 Auditor's O&M - - - 105 County Road 61.50 61.50 12,300 106 Paths&Trails - - - 109 Election Equipment - - - 110 Crime Victims 1.00 1.00 200 114 Victim Witness Activity - - - 117 Community Support Services 2.00 2.00 400 118 Abatement - - - 120 REET Property Tax - - - 134 National Forest Safety - - - 135 Trial Court Improvement - - - 141 Sheriff's Boating Program - - - 142 Narcotics Investigation Fund - - - 150 Community Services Health 26.75 26.75 5,350 155 American Rescue Plan Act - - - 160 Law Library 0.06 0.06 12 163 Lodging Tax - - - 164 Mental Health Tax 1.00 1.00 200 180 Treasurer's 0&M 1.00 1.00 200 190 Veterans Assistance - - - 192 Skokomish Flood Zone - - - 194 Mason Lake Management - - - 195 Spencer Lake Management - - - 199 Island Lake Management - - - 205 Public Works Facility Bond - - - 215 MC LTGO 2013 Bond - - - 250 MC LTGO 2008 Bond - - - 350 REET 1 - - - 351 REET 2 - - - 402 Mason County Landfill 13.35 13.35 2,670 403 NBCI Sewer Utility 6.03 6.03 1,206 411 Rustlewood Sewer&Water 2.11 2.11 422 412 Beards Cove Water 0.91 0.91 182 413 Belfair WW&W Reclamation 2.56 2.56 512 428 Landfill Reserve - - - 429 Beards Cove Reserve - - - 480 Storm Drain System Development - - - 500 Information Technology 4.35 4.35 870 501 Equipment Rental & Revolving 6.55 6.55 1,310 502 Unemployment Fund - - Total Special&Other Funds 129.17 - 129.17 25,834.00 Grand Total All Funds 415.79 14.00 401.79 80,358.00 2025 Motor Pool Vehicle Rates -General Fund and Public Health White Fleet Vehicles (WFVs) Total Monthly Sold Base Depr&Mnt Outside Annual Order Veh Leased Finished Owned Delivery Lease End Vehicle Lease Rental Vehicle Capital on Finished Mnt& Cap-dal Motor Pool Year No. Type Vehicle Leases Vehicle Status Date Date Department Make Model Year Term Rate Credit Lease Leases Maint Fee Insurance Supplies I Upfit Fees WEX Fuel Rate 5 WFV 1 Owned DEM 79 481 500 333 1,393 39 WFV 1 Owned 79 481 500 333 1,393 46 WFV 1 Owned DCD-Building FM 79 481 500 333 1.393 50 WFV 1 Owned Facilities-MP 79 481 500 333 1,393 54 WFV 1 Owned DEM 1 79 481 500 333 1,393 70 WFV 1 Owned Facilities 79 481 500 2,000 3.060 102 WFV 1 Owned OEM 79 481 500 334 1,394 128 WFV 1 Owned Facilities-MP 79 481 10,500 334 11.394 147 WFV 1 Owned Parks 1 1 79 481 150 3,000 3,710 150 WFV 1 Owned WSU 11 481 150 1 1,500 2,210 202 WFV 1 Owned Facilities 79 481 500 2,000 3,060 241 WFV 1 Owned Parks 79 481 150 3,000 3,710 2021 323 WFV 1 In-Service 6/30/2026 .Parks Ford F350 XL Reg Cab Chassis 4x 2022 48 468 5,621 709 481 150 3.000 9.962 2021 328 WFV 1 In-Service 10/31/2026 Parks Ford F350 XL Reg Cab Chassis 4x 2022 48 717 8,610 840 481 150 3.000 13,081 2021 329 WFV 1 In-Service 9/30/2026 Parks _Ford F350 XL 4x4 Super Crew 8ft It 2022 48 615 7,385 840 481 150 3.000 11.857 2020 267 WFV 1 In-Service 7/31/2024 Facilities Ford F150 Reg Cab 2020 48 316 1 3,289 551 481 150 1 2.000 6.471 2020 268 WFV 1 In-Service 8/31/2024 Facilities Ford F150 Reg Cab 2020 48 481 5,020 1 551 481 150 2,000 8,202 2020 273 WFV 1 In-Service 7/31/2024 Health-Enviro Ford Escape 2020 48 491 5,237 540 481 150 1,500 7,908 2020 274 WFV 1 In-Service 7/31/2024 IDOD-Planning Ford Escape 2020 48 472 5,060 540 481 150 1,750 7.981 2020 275 WFV 1 In-Service 8/31/2024 Ford Fusion AWD 2020 48 450 4,831 540 481 150 1,500 7,502 2020 276 WFV 1 In-Service 7/31/2024 Facilities-MP Ford Fusion AWD 2020 481 451 4,813 640 481 150 300 6,284 2020 277 WFV 1 In-Service 7/31/2024 Health-Enviro Ford Fusion AWD 2020 48 451 1 4,820 540 481 150 1 1,500 7,491 2020 278 WFV 1 In-Service, 7/31/2024 DCD-Building Ford Escape 2020 48 467 4,988 568 481 150 1,750 7,938 2020 279 WFV 1 In-Service 7/31/2024 Health-Enviro Ford Escape 2020 48 464 4,958 540 481 150 1,500 7,629 2020 280 WFV 1 In-Service 7/31/2024 Health-Enviro Ford Escape 2020 48 464 4,958 540 481 150 1.500 7,629 2020 281 WFV 1 In-Service 7/31/2024 DCD-Building Ford Escape 2020 48 464 4,958 540 481 150 1,750 7,879 2020 282 WFV 1 In-Service 7/31/2024 DCD-Building Ford Escape 2020 48 464 4,958 724 481 150 1,750 8,063 2020 283 WFV 1 In-Service 7/31/2024 Probation Ford Escape 2020 48 464 4,958 724 481 150 400 6,713 2020 284 WFV 1 in-Service 7/31/2024 Assessor Ford Escape 2020 48 464 4,958 724 481 150 1.500 7.813 2020 286 WFV 1 In-Service 7/31/2024 Assessor Ford Escape 2020 48 464 4,958 540 481 150 1,500 7.629 2020 287 WFV 1 In-Service 1713112024 Health-Enviro Ford Escape 2020 48 464 4,958 540 481 150 1,500 7,629 2020 289 WFV 1 In-Service 7/31/2024 .Assessor Ford Escape 2020 48 464 4,958 540 481 150 1,500 7.629 2020 291 WFV 1 In-Service 7/31/2024 DCD-Planning Ford Fusion AWD 2020 48 464 4,958 540 481 150 1,750 7,879 2020 293 WFV 1 In-Service 7/31/2024 DCD-Building Ford Escape 2020 48 464 4.958 540 481 150 1,750 7,879 2020 310 WFV 1 In-Service 1/31/2025 .Coroner Ford Transit-150 Cargo Van 2020 48 711 711 7.177 763 481 150 3,250 12,533 2022 WFV 1 AtAME Vendor 'Coroner Ford Transit-150 Cargo Van 2023 48 1179 2,500 14,148 1 600 481 150 22,331 3,250 38,461 At Dealer,Not 2022 WFV 1 Ready Facilities Ford Ranger Su eroab w/6 ft bed 4 2023 48 724 2,500 8.688 Soo 481 150 2,000 2.000 11,419 2023 WFV 1 Facilities Ford F150 4 Door 2024 48 900 2,500 10,800 600 481 150 2.000 2,000 13,531 Scheduled for 2023 WFV 1 Production Probation Ford Escape 2024 48 650 2,500 7,800 600 481 150 2,000 400 8,931 2024 WFV 1 Health-Enviro Ford Escape 2024 48 700 10,000) 8,400 600 481 150 2,000 300 1,931 2024 WFV 1 DCD-Building Ford Escape 2024 48 700 10,000 8,400 600 481 150 2,000 300 1,931 2024 WFV 1 Ford Esca a 2024 48 700 10,000 8.400 600 481 150 2,000 300 1,931 2024 WFV 1 Grant purchase Ford Escape 2024 1 50 600 600 481 150 28,000 300 30,131 Total 2025 Motor Pool Le 11 20 12 40,000 89,563 99,775 19,755 20,702 19,600 62,331 63,633 335,358 Some of the vehicles ordered in 2024 for2025 may o into service in 2024.This may create a need for a budget amendment in 2024. 1 of 2 2025 Motor Pool Vehicle Rates -General Fund and Public Health White Fleet Vehicles (WFVs) Total Sold Base Depr&Mnt Outsid Annual Leased Finished Owned I I Vehicle Capital on Finished Mnt& Capital Motor Pool Vehicle Leases Vehicle Department _ Credit I Lease Leases Maint Fee Insurance Supplies Upfit Fees WEX Fuel Rate 1 WSU _ 'i - - 79 481 150 - 1,500 2,210 2025 Motor 1 3 Assessor 10,000 8,400 14,874 2,403 1,926 600 2,000 4,800 25,004 3 DEM 236 1,444 1,500 1,000 4,180 Pool Rates 2 2 2 _ Facilities 5,000 19,488 8,309 2,468 2,889 1,600 4,000 12,000 45,744 1 2 Facilities-MP 4,813 697 1,444 11,150 967 19,071 by 1 4 1 DCD-Building 10,000fl7,800 19,863 3,050 2,889 1,250 2,000 7,633 35,084 2 DCD-Planning - 10,018 1,080 963 300 3,500 15,860 Department 3 2 Parks - 2,547 2,407 750 15,000 42,320 1 1 Probation 2,500 4,958 1,324 963 300 2,000 800 15,645 1 79 481 500 333 2 ,Coroner 2,500 7,177 1,363 963 300 22,331 6,500 50,993 1 5 Health-Enviro 10,000 24,931 3,299 2,889 900 2,000 7,800 40,219 2 4,831 1,140 963 1 300 28,000 1,800 ill 20 12 40,000 89,563 99,775 19,755 20,702 19,600 62,331 63,633 335,358 Object Codes: 545777 545777 545777 548777 546777 548778 564778 532777 Total Sold Base Depr&Mnt Outside Annual Leased Finished Owned Vehicle Capital on Finished Mnt& Capital Motor Pool Vehicle Leases Vehicle Department Credit Lease Leases Maint Fee Insurance Supplies Upfit Fees WEX Fuel Rate 1 WSU 80 408 150 1,500 2,138 2024 Motor 4 prT 14,411 7,251 2,156 1,632 600 6,150 32,200 4 - EM 320 1,632 600 500 3,052 Pool Rates 2 3 Facilities 1 26,322 2.665 1,339 2,040 750 2,000 10,000 45,116 1 1 Facilities-MP 1,757 619 816 10,300 11610 15,102 by 5 1 DCD-Building 24,182 7,251 2,602 2,448 900 9,800 47,183 2 DCD-Planning 7,265 3,668 1,078 816 300 2,555 15,682 Department 3 2 Parks 25,527 160 2,040 750 14,915 43,392 2 Probation 11,403 1,813 539 816 300 2,000 1 700 17,571 11 0 4,004 1,422 539 408 150 605 ?I Coroner 23,511 816 1 300 20,301 6,050 50,978 5 Health-Enviro 18,050 1 9.173 2,723 2,040 750 7,115 39,851 1 3,515 1,760 539 408 1 150 281 0 12 158,190 36,760 12,694 16,320 16,000 24,301 61,500 325,765 Total Motor Pool Increase<Decrease>in Rates from 2024 to 2025 40,000 68,62 63,015 7,061 4,382 3,600 38,030 2,133 91593 2of2 2025 Motor Pool Vehicle Rates -Sheriffs Office Police Pursuit Vehicles (PPV)and Sheriff White Fleet Vehicles (SWV) Total Sold Base Depr&Mnt Outside Annual Order Leased Finished Owned Delivery Lease End Vehicle Lease Monthly Vehicle Capital on Finished Mrd& Capital Motor Pool Year Veh No. Type Vehicle Leases Vehicle Status Date Date Department Make Model Year Term Rental Rate Credit Lease Leases Maint Fee Insurance Supplies Upfit Fees WEX Fuel Rate 170 SWV 1 Owned Sheriff Ford 4x4 Boating Truck 2001 79 481 1,500 1,900 3,960 NarcVan SWV 1 Owned Shedff Chevroh Express 1500 2012 79 481 1,500 1,900 3,960 2020 250 SWV 1 In-Service 5/4/2020 5/31/2024 Sheriff Nissan Frontier 2019 48 451 4,525 540 481 300 1,900 7,746 2020 251 SWV 1 In-Service 5/11/2020 5/31/2024 Sheriff Nissan Anima AWD 2020 48 558 5,725 530 481 300 1,900 8,936 2020 252 SWV 1 In-Service 5/5/2020 5/31/2024 Shedff Ford Explorer 2020 48 800 8,474 673 481 300 1,900 11,829 2020 253 SWV 1 In-Service 11/18/2020 11/30/2024 Shedff Ford Explorer 2020 48 633 6,542 673 481 300 1,900 9,897 2020 254 SWV 1 In-Service 1/15/2021 1/31/2025 Sheriff Ford Explorer 2020 48 681 1 681 6,257 1,274 481 300 1,900 10,894 2020 255 SWV 1 In-Service 10/29/2020 10/31/2024 Shedff Ford Explorer 2020 48 681 6,822 1,274 481 300 1,900 10,778 2020 270 SWV 1 In-Service 9/9/2020 9/30/2024 Shedff Ford F150 2020 48 863 10,350 79 481 1,500 1,900 14,310 2020 271 SWV 1 In-Service 6/29/2020 6/30/2024 Sheriff Ford F150 2020 48 887 9,605 79 481 1,500 1,900 13,565 2020 272 SWV 1 In-Service 9/9/2020 9/30/2024 Sheriff Ford F150 2020 48 860 9,423 79 481 1,500 1,900 13,384 2020 294 PPV 11 In-Service 5/20/2021 5/31/2025 Sheriff Ford Police InterceptorUtility 2021 48 808 4,040 5,232 79 1,500 5,900 16,750 2020 295 PPV 1 In-Service 5/262021 5/31/2025 Sheriff Ford Police Interceptor Utility 2021 48 808 4,040 5,232 79 1,500 5,900 16,750 2020 296 PPV 1 In-Service 5/112021 5/312025 Sheriff Ford Police Interceptor Utility 2021 48 808 4,040 5,232 79 1,500 5,900 16,750 2020 297 PPV 1 In-Service 6/112021 6/302025 Sheriff Ford Police Interceptor Utility 2021 48 807 4,842 4,482 79 1,500 5,900 16,802 2020 298 PPV 1 In-Service 5/112021 5/312025 Sheriff Ford Police Interceptor Utility 2021 48 811 4,053 5,250 79 1,500 5,900 16,782 2020 299 PPV 1 In-Service 6/12021 5/312025 Sheriff Ford Police Interceptor Utility 2021 48 809 4,047 5,244 79 1,500 5,900 16,769 2020 300 PPV 1 In-Service 5262021 5/312025 Sheriff Ford Police Interceptor UUlity 2021 48 811 4,053 5,250 79 1,500 5,900 16,782 2020 301 PPV 1 In-Service 5/182021 5/312025 Sheriff Ford Police Interceptor Utility 2021 48 712 3,559 4,593 79 1,500 5,900 15,631 2020 302 PPV 1 In-Service 6/142021 6/302025 Sheriff Ford Police Interceptor Utility 2021 48 810 4,858 4,497 79 1,500 5,900 16,834 2020 303 PPV 1 In-Service 6/16/2001 6/30/2025 Sheriff Ford Police Interceptor Utility 2021 48 822 4,931 4,564 79 11500 5,900 16,973 2020 304 SWV 1 In-Service 2/11/2021 2/282025 Sheriff Ford Explorer 2021 48 621 1242 5,671 871 481 300 1,900 10,466 2020 305 SWV 1 In-Service 2/11/2021 228/2025 Sheriff Ford Explorer 2021 48 621 1,242 5,665 674 481 300 1,900 10,263 2020 306 SWV 1 In-Service 2/12021 1/312025 Shedff Ford Explorer 2021 48 621 621 6,232 674 481 300 1,900 10,208 2020 307 SWV 1 In-Service 2/112021 2/282025 Sheriff Ford Explorer 2021 48 621 1,242 5,665 674 481 300 1,900 10,263 2020 308 SWV 1 In-Service 2112021 1/312025 Sheriff Ford Explorer 2021 48 621 621 6,232 674 481 300 1,900 10,208 2021 311 PPV 1 In-Service 4222022 4/302026 Sheriff Ford Police Interceptor Utility 2021 48 855 10,257 79 1,500 5,900 17,736 2021 312 PPV 1 In-Service 422/2022 4/302026 Sheriff Ford Police Interceptor UtiIV 2021 48 855 10,257 79 1,500 5,900 17,736 2021 313 PPV 1 In-Service 4/222022 4/302026 Sheriff Ford Police Interceptor Utility 2021 48 855 10,257 79 1,500 5,900 17,736 2021 314 PPV 1 In-Service 4/202022 4/302026 Sheriff Ford Police Interceptor Utility 2021 48 855 10,257 79 1,500 5,900 17,736 2021 315 PPV 1 In-Service 5/5/2022 4/302028 Sheriff Ford Police Interceptor Ulilily 2021 48 855 10,257 79 1,500 5,900 17,736 2021 316 PPV 1 In-Service 4/15/2022 4/30/2026 Sheriff Ford Police Interceptor Utilly 2021 48 858 10,293 79 1,500 5,900 17,771 2021 317 PPV 1 In-Service 3/112022 3/31/2026 Sheriff Ford Police Interceptor Utility 2021 48 657 7,889 79 1,500 5,900 15,367 2021 318 PPV 1 In-Service 4292022 4/302026 Sheriff Ford I Police Interceptor UtiIV 2021 48 855 10,257 79 1,500 5,900 17,736 2021 319 PPV 1 In-Service 4292022 4/302026 Sheriff Ford Police Interce for UtUy 2021 48 858 10,293 79 1,500 5,900 17,771 2021 320 PPV 1 In-Service 5152022 5/312026 Sheriff Ford Police Interceptor Utility 2021 48 858 10,290 79 1,500 5,900 17,769 2021 321 SWV 1 In-Service 2/142022 2/282026 Sheriff Ford Escape 4x4 2021 48 516 1 6,195 1 540 481 300 1,900 9,416 2021 322 SWV 1 In Serviea 3/112022 3/31/2026 Sheriff Ford Escape 4x4 2021 48 515 6,177 540 481 300 1,900 9,398 2021 324 PPV 1 In-Service 525/2022 5/312026 Sheriff Ford Police Interceptor Utility 2021 48 847 10,158 79 1,500 5,900 17,637 2021 325 PPV 1 In-Service 2/9/2022 2282026 Shedff Ford Police Interceptor Utility 2021 48 824 9,883 79 1,500 5,900 17,361 2021 326 PPV 1 In-Service 5/13/2022 5/312026 Sheriff Ford Police Interceptor Utility 2021 48 849 10,191 79 1,500 5,900 17,670 2021 327 SWV 1 In-Service 1/312024 1/312027 Sheriff Ford F350 SORT Truck 2022 48 879 10,552 79 1 481 300 5,900 17,312 2021 330 PPV 1 In-Service 1272022 1/312026 Sheriff Ford Police Interceptor Utility 2021 48 842 10,098 131 1,500 5,900 17,629 2021 331 PPV 1 In-Service 1272022 1/312026 Sheriff Ford Police Interceptor Utility 2021 48 842 10,098 131 1,500 5,900 17,629 2021 332 PPV 1 In-Service 1272022 1/312026 Sheriff Ford Police Interceptor Utility 2021 48 842 10,098 131 11500 5,900 17,629 2021 333 PPV 1 In-Service 5/132022 5/312026 Sheriff Ford Police Interceptor Utility 2022 48 363 4,359 131 1,500 5,900 11,890 2021 334 PPV 1 In-Service 429/2 4I30/2 Sheriff Ford Police Interceptor Utility2022 48 163 1,953 79 1,500 5,900 9,431 2021 335 PPV 1 InService 4I29I2022 4I30I2026 Sheriff Ford Police Interceptor Util' 2022 48 711 8,528 131 1,500 5,900 16,059 2022 336 PPV 1 In-Se 1/312024 11/302027 Shedff Ford Police Interceptor Utility2023 48 1,321 15,856 79 1.500 5,900 23,335 1 of 2 2025 Motor Pool Vehicle Rates-Sheriffs Office Police Pursuit Vehicles(PPV)and Sheriff White Fleet Vehicles(SWV) Total Sold Base Depr&Mnt Outside Annual Order Leased Finished Owned Delivery Lease End Vehiele Lease Monthly Vehicle Capital on Finished Mnt& Capital Motor Pool Year Veh No. Type Vehicle Leases Vehicle Status Date Date Department Make Model Year Term Rental Rate Credit Lease Leases Ma Fee Insurance Supplies Upfit Fees WEX Fuel Rate 2022 337 PPV 1 In-Service 1/31/2024 10/31/2027 Sheriff Ford Police Interceptor Utility 2023 48 1,321 15.856 79 1,500 5.900 23.335 2022 338 PPV 1 In-Service 1/312024 10/31/2027 Sheriff Ford Police Interceptor Utility 2023 48 1,321 15.856 79 1,500 5,900 23,335 2022 339 PPV 1 In-Service 1/31/2024 10/31/2027 Sheriff Ford Police Interceptor Utility 2023 48 1,321 15,856 79 1,500 5,900 23,335 Order canceled-re- 2022 SWV 1 ordered 2/24. Sheriff Ford Escape 4x4 20231 48 696 8,352 131 481 300 10,000 1,900 21,164 Order canceled-re- 2022 SWV 1 ordered 3124 Sheriff Ford F150 6ft bed whow pkg 2023 48 1,221 14.652 674 481 300 10.000 1,900 28,008 2023 340 PPV 1 In-Service 1/31/2024 10/31/2027 Sheriff Ford Police lnterce for Utility 2023 48 1,453 17,442 79 1,500 5,900 24,920 2023 341 PPV 1 In-Service 1/31/2024 10/31/2027 Sheriff Ford Police Interceptor UtiIV 2023 48 1,453 17,442 79 1,500 5,900 24.920 2023 SWV 1 At AME Vendor Sheriff Nissan Altima AWD 2024 48 900 10,800 674 1 481 300 10,000 1,900 24,156 At Dealer,Not 2023 SWV 1 Ready Sheriff Nissan Frontier 2024 48 900 10,800 674 481 300 10,000 1,900 24.156 2023 PPV 1 Shipped Sheriff Ford Police Interceptor Utility 2024 48 1,453 10,000 17,442 79 1,500 36,110 5,900 51,030 At Dealer,Not 2023 PPV 1 Ready Sheriff Ford Police Interceptor Utily 2024 48 1.453 10,000 17,442 79 1,500 36,110 5.900 51,030 At Dealer,Not 2023 PPV 1 Ready Sheriff Ford Police Interceptor Utility 2024 48 1,453 10,000 17,442 79 1,500 36,110 5,900 51,030 2023 PPV 1 Order canceled Sheriff Ford Police Interceptor Utili 20241 48 1,463 10,000 17,442 79 1,500 36,110 5,900 51,030 2023 PPV 1 Order Rec'd Sheriff Ford F150 Police Responder 2023 48 1,453 10.000 17.442 79 1,500 36,110 5,900 51,030 2023 PPV 1 Order Rec'd Sheriff Ford F150 Police Responder 2023 48 1,453 10,000 17,442 79 1,500 36,110 5,900 51.030 2023 PPV 1 Order Rec'd Sheriff Ford F150 Police Responder 2023 48 1,453 10,000 17,442 79 1.500 36.110 5,900 51,030 2024 SWV 1 Not ordered yet Sheriff 2025 48 1.000 10,000 12,000 674 481 300 10.000 1,900 15.356 2024 SWV 1 Not ordered yet Sheriff 2025 48 1,000 10,000 12,000 674 481 300 10,000 1.900 15,356 2024 SWV 1 Not ordered yet Sheriff 2025 48 1,000 10.000 12.000 674 481 300 10,000 1,900 15.356 2024 SWV 1 Not ordered yet Sheriff Ford SWAT Truck F350 2025 48 1.565 10.000 18.785 674 481 300 53,000 1,900 65.141 2024 PPV 1 Quote Sheriff Ford Police Interceptor Utility 2025 46 1,356 10,000 16,278 79 1,500 36,110 5,900 49,866 2024 PPV 1 Quote Sheriff Ford Police Interceptor Utility 2025 48 1,356 10,000 16,278 79 1.500 36.110 5.900 49,866 2024 PPV 1 Quote Sheriff Ford Police Interceptor Util' 2025 48 1,356 10,000 16,278 79 1,500 36,110 5,900 49,866 2024 PPV 1 Quote Sheriff Ford Police Interceptor Utility 2025 48 1,356 (10,000)116,278 79 1,500 36,110 5,900 49,866 2024 PPV 1 Quote Sheriff Ford Police Interceptor UtiIV 2025 48 1.356 10,000 16.278 79 1.500 36.110 5.900 49.866 2024 PPV 1 Quote Sheriff Ford Police Interceptor Utility 2025 48 1,356 10,000) 16,278 79 1,500 36,110 5,900 49,866 2024 PPV 1 Quote Sheriff Ford Police Interceptor Utility2025 48 1,356 10,000 16,278 79 1,500 36,110 5,900 49,866 Total 2025 SWVs: 17 8 2 (40,000) 127,963 97,188 14,933 12,999 14,100 123,000 55.300 405,484 Total 2025 PPVs: 49 140,000 552,477 49,575 4,112 73,500 505,533 289,100 1,334,297 Total 2025 Sheriff Motor Pool Vehicle Rates: 66 8 2 180,000 680,440 146,763 19,046 12,999 87,600 628,533 344,400 1,739,781 Object Codes for Budget: 545777 545777 648777 W777 W778 5647781.. 532777 `Some ofthese vehicles may go into service in 2024.Those vehicle upfit costs will also be due and payable in 2024 and may be removed from the 2025 rates,and may need to be added to the 2024 budget. For the sake of conservatism,for 2025 budgeting purposes,all vehicles on order are treated as if they will go into service in 2025. "MCSO Fuel Budget In 2023 was$340,000;PPV usage:85%of actual$:$289,000/49=$5,897.96 rounded to$5,900 per PPV.WF usage:15%of actuals:$51,00027=1.888.89,rounded to$1900 er WFV Total 2024 SWVs: 19 8 160,020 19,104 4,310 11,850 10,000 20,000 51,000 276,284 Total 2024 PPVs: 48 1 613,452 8,220 79 85,500 337,402 289,000 1,333,653 Total 2024 Sheriff Motor Pool Vehicle Rates: 67 0 9 773,472 27,324 4,389 11,850 95,500 357,402 340,000 1,609,937 Total Sheriffs Office Motor Pool Increase<Decrease>in Rates from 2024 to 2025: 180,000 93,032 119,439 14,657 1,149 7,900 271,131 4,400 129,844 2of2 C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Mary Ransier Ext.422 Department: Human Resources Briefing: ❑X Action Agenda: ❑X Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 4,2024 Internal Review: ❑ Finance ® Human Resources ® Legal ❑ Information Technology ❑X 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• June 1,2024—December 31,2028 Collective Bargaining Agreement for Teamsters Local 252 Prosecutor Support Staff Background/Executive Summary: The exclusive representatives of Teamsters Local 252 Prosecutor Support Staff have reached a tentative agreement with Mason County for the 2024-2028 term. It is noted and commended to the Commissioner's that the parties reached this Agreement through a very collaborative 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 June 1,2024—December 31,2028 Collective Bargaining Agreement(CBA)for Teamsters Local 252 Prosecutor Support Staff. Attachments CBA COLLECTIVE BARGAINING AGREEMENT June 1, 2024 - December 31, 2028 BETWEEN TEAMSTERS UNION LOCAL NO. 252 Ip O�pSHERy�O 2Pv C O a F m a 2tt� h AND MASON COUNTY PROSECUTOR'S SUPPORT STAFF co 1854 Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 1 TABLE OF CONTENTS ARTICLE1 -DEFINITIONS..............................................................................................................................................5 ARTICLE2-RECOGNITION...........................................................................................................................................6 2.1 RECOGNITION ............................................................................................................................................................... 6 2.2 NEW CLASSIFICATIONS.................................................................................................................................................. 6 ARTICLE3-UNION SECURITY.......................................................................................................................................7 3.1 UNION REPRESENTATION............................................................................................................................................... 7 3.2 NONDISCRIMINATION-UNION ACTIVITY........................................................................................................................... 7 ARTICLE 4- NO STRIKE/NO LOCKOUT.........................................................................................................................7 4.1 NO STRIKE/NO LOCKOUT............................................................................................................................................... 7 ARTICLE 5-MANAGEMENT RIGHTS AND RESPONSIBILITIES.................................................................................8 5.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES.................................................................................................................. 8 ARTICLE 6-UNION/EMPLOYER RELATIONS............................................................................................................8 6.1 UNION ACCESS............................................................................................................................................................. 8 6.2 FACILITY USE................................................................................................................................................................8 6.3 STEWARDS...................................................................................................................................................................9 6.4 ORIENTATION................................................................................................................................................................9 6.5 BULLETIN BOARDS........................................................................................................................................................9 6.6 CONTRACT DISTRIBUTION ..............................................................................................................................................9 6.7 NEGOTIATIONS RELEASE TIME........................................................................................................................................ 9 6.8 GRIEVANCE RELEASE TIME............................................................................................................................................ 9 6.9 UNION BUSINESS........................................................................................................................................................... 9 6.10 BARGAINING UNIT ROSTER .......................................................................................................................................... 10 ARTICLE7-EMPLOYMENT.........................................................................................................................................10 7.1 PROBATIONARY AND TRIAL SERVICE PERIODS................................................................................................................ 10 7.2 TYPES OF EMPLOYMENT .............................................................................................................................................. 10 7.3 CONTRACTORS ........................................................................................................................................................... 11 7.4 STUDENTS/INTERNS..................................................................................................................................................... 11 ARTICLE 8-HOURS OF WORK AND OVERTIME.......................................................................................................11 8.1 WORK SCHEDULES...................................................................................................................................................... 11 8.3 REST/MEAL BREAKS ................................................................................................................................................. 11 8.4 OVERTIME .................................................................................................................................................................. 11 8.5 COMP TIME................................................................................................................................................................. 12 ARTICLE 9-EMPLOYMENT PRACTICES....................................................................................................................12 9.1 NONDISCRIMINATION.................................................................................................................................................... 12 9.2 JOB POSTING.............................................................................................................................................................. 12 9.3 PROMOTIONS.............................................................................................................................................................. 13 9.4 PERSONNEL FILE/POLICIES ........................................................................................................................................ 13 9.5 EVALUATIONS............................................................................................................................................................. 13 9.6 DISCIPLINE/CORRECTIVE ACTION................................................................................................................................ 14 ARTICLE10-SENIORITY.............................................................................................................................................15 10.1 DEFINITIONS ............................................................................................................................................................... 15 10.2 APPLICATION OF SENIORITY......................................................................................................................................... 16 10.4 Loss OF SENIORITY..................................................................................................................................................... 17 10.5 LAYOFFS.................................................................................................................................................................... 17 10.6 NOTICE....................................................................................................................................................................... 18 10.7 MEETING WITH UNION ................................................................................................................................................. 18 10.8 AFFECTED GROUP....................................................................................................................................................... 18 10.9 VACANT POSITIONS..................................................................................................................................................... 19 10.10 SENIORITY LIST........................................................................................................................................................... 19 10.11 ORDER OF LAYOFF...................................................................................................................................................... 19 10.12 COMPARABLE EMPLOYMENT........................................................................................................................................ 19 10.13 LAYOFF OPTIONS........................................................................................................................................................ 19 10.14 REDUCTION HOURs/FTE ............................................................................................................................................. 21 10.15 RECALL...................................................................................................................................................................... 21 Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024-2028 Collective Bargaining Agreement Page 2 10.16 VACATION&LEAVE CASH OUTS/PAY........................................................................................................................... 21 10.17 UNEMPLOYMENT CLAIMS ............................................................................................................................................. 22 ARTICLE11 -WAGES...................................................................................................................................................22 11.1 WAGE SCHEDULE........................................................................................................................................................ 22 11.2 HIRE-IN RATES ........................................................................................................................................................... 22 ARTICLE 12-OTHER COMPENSATION......................................................................................................................22 12.1 WORK IN A HIGHER CLASSIFICATION.............................................................................................................................. 22 12.2 MILEAGE REIMBURSEMENT .......................................................................................................................................... 23 12.3 LONGEVITY................................................................................................................................................................. 23 ARTICLE13 - HOLIDAYS...............................................................................................................................................23 13.1 HOLIDAYS................................................................................................................................................................... 23 13.2 RELIGIOUS HOLIDAYS.................................................................................................................................................. 24 13.3 HOLIDAY OBSERVANCE................................................................................................................................................ 24 13.4 HOLIDAY ON DAY OFF................................................................................................................................................. 24 ARTICLE14-VACATION..............................................................................................................................................24 14.1 VACATION ACCRUAL.................................................................................................................................................... 24 14.2 VACATION SCHEDULING............................................................................................................................................... 25 14.3 VACATION PAY............................................................................................................................................................ 25 14.4 VACATION UPON TERMINATION..................................................................................................................................... 25 ARTICLE15 - SICK LEAVE............................................................................................................................................25 15.1 SICK LEAVE ACCRUAL................................................................................................................................................. 25 15.2 SICK LEAVE USAGE..................................................................................................................................................... 26 15.3 COORDINATION-WORKER S COMPENSATION................................................................................................................. 26 15.4 IMMEDIATE FAMILY...................................................................................................................................................... 26 15.5 SICK LEAVE CASH OUT ............................................................................................................................................... 26 ARTICLE 16-LEAVES OF ABSENCE...........................................................................................................................27 16.1 IN GENERAL................................................................................................................................................................ 27 16.2 JURY DUTY/COURT.................................................................................................................................................... 27 16.3 MILITARY LEAVE .........................................................................................................................................................27 16.4 BEREAVEMENT............................................................................................................................................................ 27 16.5 MAINTENANCE OF SENIORITY........................................................................................................................................ 27 16.6 LEAVE WITHOUT PAY ..................................................................................................................................................27 16.7 FAMILY LEAVE-FMLA...............................................................................................................................................28 16.8 MATERNITY DISABILITY LEAVE .....................................................................................................................................28 16.9 WASHINGTON STATE PAID FAMILY&MEDICAL LEAVE COMPLIANCE..................................................................................28 16.10 WASHINGTON STATE LONG TERM CARE TRUST ACT COMPLIANCE........................................................................................ 28 ARTICLE 17-HEALTH &WELFARE............................................................................................................................28 17.1 HEALTH AND LIFE INSURANCE...................................................................................................................................... 28 17.2 RETIREMENT............................................................................................................................................................... 29 ARTICLE18-TRAINING................................................................................................................................................30 18.1 TRAINING.................................................................................................................................................................... 30 18.2 TRAINING REIMBURSEMENT.......................................................................................................................................... 30 ARTICLE 19- LABOR/MANAGEMENT COMMITTEES...............................................................................................30 19.1 PURPOSE OF COMMITTEE............................................................................................................................................. 30 19.2 COMPOSITION OF COMMITTEE....................................................................................................................................... 30 19.3 COMPENSATION .......................................................................................................................................................... 30 ARTICLE20-HEALTH &SAFETY...............................................................................................................................30 20.1 SAFE WORKPLACE...................................................................................................................................................... 30 20.2 HEALTH&SAFETY PLAN ............................................................................................................................................. 30 20.3 DRUG FREE WORKPLACE ............................................................................................................................................ 31 20.4 WORKPLACE VIOLENCE........................................................................................................................................... 31 ARTICLE 21 -GRIEVANCE PROCEDURE....................................................................................................................31 21.1 GRIEVANCE DEFINED................................................................................................................................................... 31 21.2 GRIEVANCE PROCEDURE ............................................................................................................................................. 31 Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024-2028 Collective Bargaining Agreement Page 3 21.3 UNION/EMPLOYER GRIEVANCE.....................................................................................................................................33 21.4 SCHEDULE OF MEETINGS.............................................................................................................................................33 ARTICLE 22 - GENERAL PROVISIONS ........................................................................................................................34 22.1 SAVINGS CLAUSE........................................................................................................................................................ 34 ARTICLE23— ENTIRE AGREEMENT...........................................................................................................................34 23.1 DURATION CLAUSE...................................................................................................................................................... 34 23.2 ENTIRE AGREEMENT.................................................................................................................................................... 34 SIGNATURES .................................................................................................................................................................35 APPENDIXA-WAGE TABLES .....................................................................................................................................36 Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 4 PREAMBLE Mason County, a political subdivision of the State of Washington, hereinafter referred to as the "County" or"Employer," and Teamsters Union Local No. 252, hereinafter referred to as the "Union," do hereby enter into this Agreement. The Employer and the Union agree that the effective, efficient, and uninterrupted performance of governmental service to the community is their common objective. To assist them in achieving that objective, this Agreement represents the establishment of fair and reasonable compensation and working conditions for the employees in this bargaining unit through the collective bargaining process. The Employer and the Union recognize that the success of these objectives depends upon the Employer's success in establishing the service, upon the ability and creative contributions of the employees, and upon the joint efforts of both parties in improving the service. Therefore, the Employer and the Union encourage, to the greatest degree possible, friendly, and cooperative relations between their respective representatives at all levels and among all employees. ARTICLE 1 — DEFINITIONS As used herein, the following terms shall be defined as follows: 1.1 "Bargaining Unit" or"Union" shall be Teamsters Union Local No. 252. 1.2 "Employer" shall mean the Board of Mason County Commissioners and Mason County Elected Officials as identified in the Preamble to this Agreement. 1.3 "Employee" shall mean a person occupying a position and paid a salary or wage by the Employer and who is represented by the bargaining unit (as defined in Article 2.1 hereof) covered by this Agreement. Employee shall not include any person retained by the Employer under a written personal services or consultant contract or agreement. 1.4 Executive, Administrative, and Professional Employees shall mean all employees as defined in WAC 296-128-500. 1.5 Job classifications and salary steps are listed and categorized in Appendix A of this Agreement. 1.6 "Immediate Family" shall be defined as persons related by blood, marriage, or legal adoption in the degree of relationship of spouse, registered domestic partner (state registered), grandparent, parent(biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or employee's spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), sibling, child (biological, adopted, or foster child, a stepchild, a legal ward, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent) 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, , in compliance with WAC 296- 130-030 and RCW 49.12.270 (or subsequent statutes), and other persons with the approval of the Elected Official/Department Head and/or designee. 1.7 "Overtime" shall mean all Employer-required work which has been performed in excess of forty hours per week, consistent with Article 8.4. 1.8 "Promotions", "Transfers" and "Demotions" defined and distinguished: a. Promotion is a change of an employee from a job classification to a different job classification which is compensated at a higher salary range. b. Transfer is a change of an employee from a job classification to a different job classification which is compensated at the same salary range. c. Demotion is a change of an employee from a job classification to a different job classification which is compensated at a lower salary range. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 5 1.9 "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. 1.10 "Day" shall mean for the purpose of timelines associated with grievances, appeals and policy issues, shall mean a calendar day. 1.11 "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 161h 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 Employer recognizes that the Teamster Union Local No. 252, Centralia, Washington, has the right to bargain for all full-time and regular part-time support staff employees of the Mason County Prosecutor's office and it's departments, excluding: deputy prosecutor employees, supervisory employees, confidential employees, and employees participating in a job school program from Mason County high schools or, by mutual agreement, from any accredited college or vocational school, which shall be coordinated with the student's academic schedule, under the conditions set forth in the Washington State Public Employee's Collective Bargaining Act of 1967. All collective bargaining with respect to wages, hours and working conditions shall be conducted by authorized representatives of the Union and authorized representatives of the Employer. Agreements reached between the parties to this Agreement shall become effective only when signed by the authorized representatives of the Union and by the Board of Mason County Commissioners, 2.2 NEW CLASSIFICATIONS When new Regular or Temporary positions are created within the Departments represented or the classifications listed in Appendix A, the Union will be notified of the pending action prior to hire. When existing classifications are substantially modified within the Departments represented or the classifications listed in Appendix 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). 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. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 6 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 a new employee's start date, the Union shall have up to a thirty(30) minute orientation with new employees' during the employees' regular work hours. The Union will explain that it is 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 maythe Union collectfees. 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 (1) 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. If. The Union agrees to supply the Employer with lists of officers of the Union and representatives and to keep such lists current.The Employer will recognize the officers and representatives, or shop stewards. g. Signatory organization will indemnify,defend,or hold the Employer harmless against any claims made and against any suit instituted against the County on account of any check-off of dues for the Union organization. The Union agrees to refund to the County any amounts paid to it in error on account of the check-off provisions upon presentation of proper evidence thereof by the County. 3.2 NONDISCRIMINATION—UNION ACTIVITY Neither party shall discriminate against any employee because of membership in or non-membership in or activity on behalf of the Union. No employee shall be discharged or discriminated 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 4.1 NO STRIKE/NO LOCKOUT The Union agrees that there shall be no strikes, slow-downs, or stoppage of work, or any interference with the efficient operation of the Department. Any such action shall be subject to disciplinary action, including termination and replacement of the involved employees. The Employer shall not lockout any employee during the life of this Agreement. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 7 ARTICLE 5— MANAGEMENT RIGHTS AND RESPONSIBILITIES 5.1 MANAGEMENT RIGHTS AND RESPONSIBILITIES Except as specifically abridged, granted, delegated, or modified by this Agreement, including amendments, the County reserves all customary management prerogatives including, but not limited to the right to: a. Establish, plan for and direct the work force toward the organizational goals of County government. 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 number of personnel required to accomplish the governmental operations and maintain the efficiency thereof. g. Assign work and schedule employees. h. Establish work rules and rules of conduct. i. Evaluate employee performance. j. Reduce staff or reduce working hours due to a lack of work or lack of funds. k. Take all actions necessary to carry out the mission of the County in emergencies. The Parties recognize that RCW 41.56 may impose an obligation to negotiate changes in wages, hours and working conditions not covered by this Agreement. The Union recognizes the County's right to manage subject only to the terms and conditions of this Agreement. ARTICLE 6— UNION / EMPLOYER 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 designated premises of the Employer for Union meetings, with or without Union staff present, provided it is not disruptive to operations and space is available. Use of Employer's premises for meetings shall be limited to the hours of 5:00pm to 8:00am and 12:00pm to 1:00pm, unless otherwise approved by the Employer. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 8 6.3 STEWARDS The Union may designate Shop Stewards and alternates in the Prosecutor's Office. The Union shall provide the Human Resources Department with a current list of Stewards. 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 Steward shall inform their supervisor of the need to be away from their work. The Elected Official/Department Head and/or designee shall grant the Steward's request unless the Steward cannot be spared at that particular time. If such is the case, then the Elected Official/Department Head and/or designee shall allow the Steward time to perform their Steward duties at the earliest possible time. Union activities other than those provided for in this Article are to 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 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 each new and current employee in the unit. 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, provided that coverage can be arranged, and it will not create overtime. 6.8 GRIEVANCE RELEASE TIME Prior to any proposed investigation of a grievance, Stewards provide notice to their and the grievant's supervisor, which will be granted unless the Steward 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 steward activities outside the employee's work shift, without expressed pre-authorization by the steward's Elected Official/Department Head and/or designee or Human Resource's Department Head and/or designee. 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. Stewards and/or the Officers 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 Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 9 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 Steward the name and other pertinent information regarding new hires. The Union agrees to supply Human Resources with current lists of Stewards. The Employer will recognize the steward as soon as the list is received, in writing, by Human Resources. ARTICLE 7 — EMPLOYMENT 7.1 PROBATIONARY AND TRIAL SERVICE PERIODS All newly hired employees will serve an initial probationary period of six (6) months. A probationary period may be extended by the Employer with written notice to the employee and the Union. A probationary employee does not have the right to grieve dismissal. Trial Service Period - Employees who are transferred or promoted to another position and/or classification in the bargaining unit shall serve a trial service period for three (3) months of work. 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 or project that has a duration of employment and schedule that is anticipated to work one thousand and forty(1,040) hours or more in a twelve (12) month period. A temporary employee is eligible for the standard benefits package, prorated to match the anticipated FTE percentage and adjusted by actual hours worked. Medical benefits are consistent with Article 15.1 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 thirty (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. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 10 Employees in temporary positions serve an anticipated but not guaranteed term. While a term of employment is anticipated, the assignment/ project may be terminated at any time for any reason, with or without notice. Temporary employees are not eligible for bumping, seniority, and longevity. 7.3 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 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 beginning Sunday at 12:00 am through Saturday 11:59 pm. The assignment of workdays and work schedules shall be determined by the Employer to meet business and customer service needs or in response to budgetary demands. Work hours for full-time employees covered by this Agreement shall normally be 8:00 am to 5:00 pm, unless a County Office or Department establishes an alternate work schedule as described below: a. The regular workweek shall normally consist of five (5) consecutive workdays, Monday through Friday. b. The Employer may change employee work schedules with five (5) working days' notice to the employee and their Union representative. Less than five (5)working days' notice may be given if mutually agreed between the employee and the Employer. c. Hours shall be extended outside of normal business hours as necessary to allow for the uninterrupted and efficient operation of the Prosecutor's Office as determined by the Prosecutor and/or designee. d. Alternate works schedules may be adopted if mutually agreed upon by the employee and Management. 8.3 REST/ MEAL BREAKS Employees may be allowed up to a one (1) hour unpaid lunch period as approved and scheduled by the Employer. Employees are entitled to take one (1) fifteen-minute break for every four (4) hours worked. Breaks should be arranged so that they do not interfere with County business or service to the public. Lunch periods and breaks shall not be combined, and they may not be used to shorten an employee's workday, unless agreed on by the supervisor. 8.4 OVERTIME Any employee who works more than forty (40) hours in a workweek shall be compensated at the rate of one and one-half(1 '/2)times their straight-time hourly rate for all such overtime hours worked. All overtime must be pre-approved by the Employer. Upon a request to work beyond the regular workday or workweek, Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 11 by mutual agreement, the parties may agree upon an adjusted workweek for that specific workweek, for purposes of employee convenience and to avoid overtime. 8.5 COMP TIME The Employer may authorize comp time in lieu of overtime compensation and, if so, the employee shall receive comp time at the rate of one and one-half(1 '/z)times their straight-time hourly rate for all overtime hours worked. Comp time can be accrued up to eighty (80) hours in a yearly period and must be used within the year or it will be paid out by the end of the year. Employees shall receive overtime compensation whenever their accrued comp time reaches the eighty (80) hour maximum. The scheduling of comp time off shall be requested and approved in the same manner as vacation leave. Compensation shall not be paid (nor comp time earned) more than once for the same hours under any provision of this Article or Agreement. Premium or overtime pay shall not be duplicated or pyramided unless required by the Fair Labor Standards Act, in which case premium or overtime pay shall be based on the employee's regular rate of pay. 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. Bona fide 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 When a job opening or vacancy in the bargaining unit occurs, notice of such position shall be posted by the Human Resources Department for a period of no less than seven (7) calendar days before the position is filled. Union positions will be identified as such. Job vacancies (or newly created positions) under this Agreement shall be posted as follows: a. Posting of a vacant or new position shall begin in the department in which the position exists, and shall be limited to bargaining unit employees within that department. The notice shall be posted for seven (7) calendar days. Former bargaining unit employees of the department who were laid off from another job classification and are on the recall list shall be notified of such vacancies during their recall period. These individuals may apply for internal job openings and shall be considered at the same time as active bargaining unit employees of the department. b. Qualified employees must apply for the posted position within the seven (7) calendar day posting period(s) described above to be considered. If a qualified candidate is not identified, the Department Head and/or designee may post the position externally. c. Term "qualified" shall mean that the applicant meets the qualifications for the position as stated on the job description and, if the applicant is an employee, they shall not currently be in a sustained disciplinary process. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 12 It is the Employer's interest to fill positions with the most qualified individuals who apply. While qualified employees within the bargaining unit shall be given first consideration for a position, the Employer may consider outside applicants if two (2) or less qualified bargaining unit employees apply. 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. b. Transfer is a change of an employee from a job classification to a different job classification which is compensated at the same salary range. c. Demotion is a change of an employee from a job classification to a different job classification which is compensated at a lower salary range. Employees who are reclassified, promoted, or transferred may serve a trial service period of up to three (3) months. Employees may elect to revert to their previous job classification and position within thirty (30) calendar days of the effective date of their reclassification, promotion, or transfer. After thirty(30)days, if the employee is unsuccessful in the new position, the employee shall be returned to his or her previous position only if it is vacant(i.e. an offer of employment has not been extended). If the position is not vacant or if it has been abolished, the employee will be laid off in accordance with Article 10, Seniority, except that the employee shall not be eligible to exercise the bumping provision. Employees on trial service shall be paid the appropriate established salary for that position and if reverted, either voluntarily or by the Employer, will return to their previous salary (including any adjustments due, e.g., salary increase, step increases, etc.). 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 Elected Official/Department Head or anyone designated by the Employer to act on their behalf, and staff in the Human Resources Department. An employee may examine their own personnel file by making an appointment with Human Resources. Representatives of the employee may be granted access with the written authorization of the employee, except as authorized by law. Conditions of hiring, termination change in status, shift, evaluations, commendations, and disciplinary actions shall be in writing with a copy to the Employee prior to placement in their 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. Employees shall have the right to provide a written response to any written evaluations or disciplinary actions to be included in the personnel file. Upon approval of the Human Resources Department, employees may add additional documents to their personnel file including, but not limited to, certifications, degrees, and commendations. Medical files shall be kept separate and confidential in accordance with state and federal law. 9.5 EVALUATIONS The purpose of evaluation is to help an employee be successful in performance and to understand the standards and goals of their position and their Department. The evaluation will assess and focus on the Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 13 employee's accomplishments in 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. If evaluations are conducted, they may occur in two forms: 9.5.1 All regular employees should be formally evaluated in writing by their immediate supervisor and/or Elected Official/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. 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. All disciplinary actions shall be clearly identified as such in writing. The employee will be requested to sign the disciplinary action. The employee's signature thereon shall not be construed as admission of guilt or concurrence with the discipline, but rather as an acknowledgement of receipt. Employees shall have the right to review and comment on disciplinary actions in their personnel file. A copy of all disciplinary notices shall be provided to the employee before such material is placed in their personnel file. Employees disciplined or discharged shall be entitled to utilize the grievance procedure. If, as a result of the grievance procedure utilization, just cause is not shown, personnel records shall be cleared of reference to the incident, which gave rise to the grievance. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 14 The Employer will notify the Union in writing within three (3) working days after any notice of discharge. The failure to provide such notice shall not affect such discharge but will extend the period within which the affected employee may file a grievance. The Employer recognizes the right of an employee who reasonably believes that an investigatory interview with a supervisor may result in discipline to request the presence of a Union representative at such an interview. Upon request, they shall be afforded a Union representative. The Employer will delay the interview for a reasonable period of time in order to allow a Union representative an opportunity to attend. If a Union representative is not available or delay is not reasonable, the employee may request the presence of a bargaining unit witness. (Weingarten rights) Employees shall also have a right to a notice and a determination meeting prior to any disciplinary action (except oral warning). The Employer must provide a notice and statement in writing to the employee identifying the performance violations or misconduct alleged, a finding of fact and the reasons for the proposed action. The employee shall be given an opportunity to respond to the charges in a meeting with the Employer and shall have the right to Union representation during that meeting, upon request. (Loudermill rights) The Employer shall endeavor to correct employee errors or misjudgments in private, with appropriate Union representation if requested by the employee. Discipline shall be subject to the grievance procedure in this Agreement as to whether or not such action as to any post-probationary employee was for just cause. Just cause shall be established if the following has been shown by the Employer: 9.6.1 Notice: That the Employer did forewarn employee of possible consequences of conduct; 9.6.2 Reasonable Rule or Order: That the Employer policy, rule, or order involved reasonably related to the orderly, efficient, or safe operation of the Employer; 9.6.3 Investigation: That before administering discipline, the Employer did make an effort to discover whether employee did, in fact, violate or disobey an Employer policy or rule; 9.6.4 Fair Investigation: That the Employer conducted its investigation objectively; 9.6.5 Proof: That, in the investigation, the Employer did obtain evidence or proof that the employee violated such Employer policy or rule; 9.6.6 Equal Treatment: That the Employer applied its rules, orders, and penalties evenhandedly and without discrimination under the circumstances; and 9.6.7 Penalty: That the degree of discipline was reasonably related to the seriousness of the offense and/or the employee's record. ARTICLE 10 — SENIORITY 10.1 DEFINITIONS Office/Department Seniority: The service time spent in each individual Elected Official's Office or Department within the bargaining unit. Employer/County Seniority: The total unbroken 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. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 15 Bargaining Unit Seniority: The total length of continuous calendar-based service with the Employer and in the bargaining unit. Seniority shall be established upon appointment to a regular full-time or part-time, budgeted position within the bargaining unit. No seniority shall be established while an employee is employed in Extra Help/On- Call position. Service time spent in a Temporary position shall count for leave accrual and/or step movement purposes only. A Temporary employee, or a Regular employee in a Temporary position, who is hired directly into a Regular position without a break in service and within the same classification shall be credited for Office/Department Seniority from the original date of hire into that classification. Other Definitions: 10.1.1 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. 10.1.2 Continuous Service Means uninterrupted employment with the Employer subject to the following provisions: a. Continuous calendar-based service shall include uninterrupted employment. b. Continuous service is terminated by resignation, termination, retirement, layoff, or failure to respond to two offers of recall to former or comparable employment. 10.1.3 Layoff A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full- time equivalent(FTE) positions or in the number of partial FTEs within the Employer or within a job classification covered by this Agreement.A reduction in force in a classification may occur for reasons of lack of funds, lack of work, efficiency, or reorganization. Reductions in force are identified by classification within the affected Office or Department. 10.1.4 Affected Group/Employees An Affected Group would be any job classification that is subject to a layoff. An Affected Employee would be the least senior employee(s) within an affected job classification which are subject to lay- off or reduction in force and have certain rights as a result. 10.1.5 Layoff Alternatives Several alternatives exist for affected employees including: a. Assume a vacant position - per Article 10.13.1 b. Bump - displacing a less senior employee. c. Recall - accepting unemployment and the option of future recall. 10.1.6 Bumping The displacement of a less senior regular employee by another regular employee with more seniority as defined by this Article. 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: (A) For the purpose of promotions and/or layoffs from within a department, seniority shall mean time spent in a job classification within the bargaining unit. (8) For all other purposes, seniority means total unbroken service with Mason County. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 16 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 9 and this Article. Qualifications will include the minimum qualifications of education, training and experience as set forth in the job description, as well as the job performance, ability, employment record and contribution to the needs of the Department. 10.2.2 Layoffs: Total Office / Department Seniority shall determine who is to be laid off within the selected classification(affected group)and within the Office or Department. The least senior regular employee(s) within the classification shall be the affected employee(s). In the event of two (2) employees having the same Office / Department Seniority, bargaining unit seniority shall be determinative. In the event of two (2) 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 determinative in the identification of which employee is to be recalled, when there is more than one who is qualified and/or have previously performed a position. If an employee is being recalled to a new position, the employee's qualification, and the ability to adequately perform the unique functions of the job assignment will be the primary consideration, applied in accordance with seniority, consistent with Article 10.2.3. 10.3 PROBATIONARY PERIOD Upon successful completion of the probationary period, the Employer seniority of the Regular employee shall be established as the initial date of hire including the service during the probationary period. Department seniority shall then be based on continuous service with the Department. 10.4 LOSS OF SENIORITY Seniority shall terminate by discharge from service or by voluntarily leaving County service; provided that employees on layoff status retain the seniority they had at time of lay-off for eighteen (18) months from date of layoff. An employee, therefore, will lose seniority rights by and/or upon: 10.4.1 Resignation. 10.4.2 Discharge. 10.4.3 Retirement. 10.4.4 Layoff/Recall list of more than eighteen (18) consecutive months. 10.4.5 Failure to respond to two (2) offers of recall to former or comparable employment. Employees who are re-employed following the loss of their seniority, shall be deemed a newly-hired employee for all purposes under this Agreement, except as provided in the following: if an employee is laid off or resigns in good standing after working at least twelve (12) consecutive months, and is thereafter re- employed within twelve (12) months (or eighteen (18) months in the event of recall), the employee will, upon successful completion of the probationary period, regain the seniority that they had as of the effective date that the employee resigned. 10.5 LAYOFFS A layoff is identified as the anticipated and on-going or prolonged reduction in the number of full-time equivalent(FTE) positions or in the number of partial FTEs within the Employer or within a job classification Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 17 covered by this Agreement. 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 Office/Department Seniority shall determine who is to be laid off within the selected classification. Bumping rights are determined by Office or Department seniority. Employees scheduled for layoff may bump into another employee's position in lieu of being laid off, if all the following conditions are met: a. They have more seniority than the employee they will bump; b. 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; c. 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; and d. 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. Layoff process: a. The Employer may reduce the work force because of lack of work, lack of funds. b. If a reduction in the workforce becomes necessary, the Employer will first consider reduction through normal attrition, (i.e., by not filling normally occurring vacancies). c. If normal attrition is not feasible, then the Employer shall determine which position(s) will be eliminated. The least senior employee(s) in the affected job classification(s) within the affected department shall be laid off. Before laying off any regular employee, all temporary and probationary employees within the same Office or Department shall be laid off first, provided there is a regular employee qualified to do the work of the position. 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 fourteen (14) day notice period 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 leaves of absence without pay, provided the Employer notifies the Union of the proposed request. 10.8 AFFECTED GROUP The following procedure shall apply to any layoff: 10.8.1 Affected employees: The Employer shall first determine by job classification the number of employees or FTEs to be affected by the layoff. The employee(s) holding such FTEs, which are subject to layoff, shall be the "affected employee(s)." The least senior employee, by Office or Department seniority, within the affected job classification shall be selected for layoff. The exception would be only when the Employer determines that the position requires unique qualifications and abilities necessary to perform the specialized and required functions of that position, which would then become an overriding factor. In cases where Office or Department seniority within a job classification is equal, bargaining unit seniority will be the determining factor. In the event this is also equal, Classification seniority will Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 18 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 layoff may opt for recall rights as described in this article at the time of layoff. If there are no or insufficient volunteers within the affected job classification, the remaining affected employees who have received notice must choose within five (5)full working days of receipt of the Notice among the layoff options set forth in Article 10.13. 10.8.3 Probationary Employees: If the number of volunteers is not sufficient to meet the announced number of necessary layoffs, and if the affected employee is an initial probationary employee, then that employee shall be laid off and are ineligible to select among layoff options. 10.9 VACANT POSITIONS Positions will be filled in accordance with Article 10.2 and other sections of this Article. Within the bargaining unit and the Department, affected employees and employees on the recall list shall be given first opportunity for vacant bargaining unit positions for which they are qualified prior to outside hiring by the Employer, consistent with Article 10.13.1. Within other Departments affected employees will be given consideration for vacant positions for which they are qualified. 10.10 SENIORITY LIST If a layoff is announced, a current ranked seniority list including job classifications, names, job locations, and FTE or hours per week shall be provided to the Union and posted in the affected Department. 10.11 ORDER OF LAYOFF The least senior employee (by Department Seniority) within the affected job classification and affected Department shall be selected for layoff. No regular employee shall be laid off while another employee in the same classification within the Department is employed on a probationary, extra help or temporary basis, unless specialized skills are required to fill the position that are not possessed by the regular staff member. This provision shall apply only to the classification where the initial layoff occurs and not to the classification into which laid off employees have bumped. 10.12 COMPARABLE EMPLOYMENT For purposes of this Article, "comparable employment," "comparable position" or vacancy shall be defined to include a position which has the same salary 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 Department and bargaining unit, for which they are qualified. On a bargaining unit seniority basis, the employee shall also be considered for available job openings within the Employer for which the employee is qualified. When a regular full-time or part-time employee is being laid off the Employer may offer a temporary position if one is available, and the employee has the ability to perform the work. Laid off employees who accept these assignments will be provided the benefits and provisions of the temporary assignment. Employee(s) accepting these assignments will be subject to recall. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 19 10.13.2 Bump: Employees notified for layoff may bump other employees in their own department in lieu of being laid off, if all the following conditions are met: a. They have more seniority than the employee they will bump; b. The job classification they are bumping into is paid on a salary range that is equal to or less than the salary range of their job classification; c. They previously held status in that job classification or they are determined by the Employer to be able to immediately perform the primary duties of the position they are requesting to bump into; and d. They provide written notification to their department head of their intent to exercise their bumping right within five (5) calendar days' of receiving their layoff notice. 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, outlined in this subsection, then that third employee identified for layoff shall be laid off. It is understood that employees being laid off and/or recalled under this Agreement must meet the education, experience and, if applicable, license and/or certification requirements and be able to immediately perform the primary duties of the position they are requesting to bump or be recalled into. Regular Employees faced with a reduction of hours shall have the option of remaining in the reduced position (if above the 20-hour threshold) or bumping to a lower classification, if having demonstrated skills and required experience to perform the job; and in case of disputes, the final decision shall be made by the Employer. An employee who has bumped shall move to the highest step of the new 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. 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 instep. The salary for non-regular positions not represented by the bargaining unit shall be determined by the Employer. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 20 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 their department for the classification they was laid off from, for any lower classification in the same series, and for any other classification in which the employee has held regular status. The employee's name shall remain on the recall list(s) for a period of eighteen (18) months from date of layoff. Persons shall be recalled in inverse order of layoff to the classification held at the time of layoff. Employees who are laid off shall be considered for other positions in the Prosecutor's office that they are deemed qualified to perform. It shall be the responsibility of each person on a recall list to keep the County informed of their current address and telephone number. The layoff letter to the employee shall advise them of their recall rights and of the name and address of the person in County government to whom the employee must send notice of their current address or any subsequent changes. The County shall have the right to remove the name of any person on the recall list if there is no response within fourteen (14)calendar days after the County has mailed a certified letter (return receipt request)to the person's last known address. If an employee on recall accepts an opportunity to return to work in a lower classification than the one laid off from, the employee's name may remain on the recall list for their previous higher classification for the balance of the eighteen (18) months and shall be given an opportunity to accept such a position if it should become available. If an employee is recalled 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 in the bargaining unit shall have the sick leave balance as of the date of layoff restored (unless the employee received a sick leave cash out at the time of layoff), shall accrue vacation leave at the same accrual rate in effect as of the date of layoff, and the number of years of continuous county service at the time of layoff shall be credited towards eligibility for the longevity benefit. Employees recalled into regular part-time positions shall be subject to pro-rated benefits as described in other articles of this Agreement. As long as any employee remains on the recall list the Employer shall not newly employ by hiring persons into the affected bargaining unit classification(s), within their Department, until all qualified employees holding recall rights to that affected classification have been offered recall. A copy of the recall list shall be provided to the Union, upon request. There shall be no probationary requirement for persons returning to their former position if the initial probationary period has been completed. Employees shall not lose original seniority as a result of layoff for a period of up to eighteen (18) months provided, however, that no benefits nor seniority shall be accrued during the period of layoff. 10.16 VACATION & LEAVE CASH OUTS/PAY Any regular employee who is laid off or terminated shall be cashed out for any unused vacation benefits or comp time with their final paycheck, to the extent of established maximums (per other Articles of this Agreement). Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 21 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. ARTICLE 11 —WAGES 11.1 WAGE SCHEDULE Effective June 1, 2024, through December 31, 2028, each employee shall have their base wage as set forth in Appendix A and adjusted by an across the board (ATB) increase as set forth below: INCREASE 6/1/2024 2.25% 1/1/2026 2.00% 1/1/2027 2.00% 1/1/2028 2.00% Should it become necessary to establish a new job classification within the bargaining unit during the life of this Agreement, the Employer may designate a job classification title and salary for the classification. The salary for any new classification within the bargaining unit shall be subject to negotiations. 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 be placed consistent with current personnel rules. ARTICLE 12 — OTHER COMPENSATION 12.1 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 using the proper procedures, 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. An employee who has been assigned to perform all of the significant duties of a higher level job classification and who performs such duties for five (5) or more consecutive days, due to the absence of the employee who normally holds that higher level position, shall be compensated using the step on the salary range of the higher job class that provides at least a five (5%) percent increase over the current rate of base pay for the Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 22 employee working out of classification. This section is not applicable to employees who are being trained to perform the work of the higher classification. 12.2 MILEAGE REIMBURSEMENT All bargaining unit employees 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. 12.3 LONGEVITY The County shall provide additional compensation above for each eligible, regular full-time employee's base salary (or base hourly rate, if applicable) to recognize continuous length of service as a County employee. Eligible, regular part-time employees shall receive pro-rated longevity benefits in proportion to the number of hours the regular part-time employee is in pay status during the month as compared to that required of full-time employment. The longevity benefit will be implemented in accordance with the following schedule: Total Years of Service Completed Additional Pay Increment -Beginning the 11 t" year through the 151" year 1.5% above base -Beginning the 16t" year through the 20t" year 3.0% above base -Beginning the 215f year through the 25t" year 4.5% above base -Beginning the 26t" year and continuing thereafter 6.0% above base Teamsters Pension: Members of this bargaining unit may have the option to divert up to a set amount voted on by the bargaining unit per hour from base wage schedule to pension beginning January 1, 2025 and each year thereafter for the term of the agreement. ARTICLE 13 - HOLIDAYS 13.1 HOLIDAYS The following designated annual paid Holidays shall be observed per County Policy (other than the Floaters). New Year's Day Labor Day Martin Luther King Day Veteran's Day Armistice Day) Presidents' Day Thanksgiving Day Memorial Day Day After Thanksgiving* July 41" Christmas Day Christmas Eve Two (2) Floating Holidays Juneteenth Eligible full-time employees shall receive eight (8) hours of holiday benefit pay. Regular part-time employees shall be paid pro rata holidays in accordance with the number of hours regularly compensated. For any Holiday to be paid, an employee must be in paid status the employee's scheduled workday before and the employee's scheduled workday after the Holiday. The floating holidays are to be at the discretion of the employee with the approval of the supervisor, requiring one (1) week's advance notice, which may be waived by the supervisor. All requests to use a floating holiday must be made no later than the last working day of November. Floating holiday(s) not used by the end of the calendar year will be forfeited, unless denied based on the staffing needs of the Office or Department. Except by mutual agreement, floating holidays shall be used in whole day increments. Christmas Eve may be taken off based on the operational needs of the County and the Elected Official/Department Head and/or designee, and if this cannot be accommodated, the employee will schedule an alternate day with their supervisor's approval. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 23 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 OBSERVANCE When a recognized Holiday falls on a Saturday, the preceding.Friday shall be considered the holiday. When a recognized Holiday falls on a Sunday, the following Monday shall be considered the Holiday. 13.4 HOLIDAY ON DAY OFF Benefitted employees shall receive eight (8) hours' holiday benefit pay and time-off for each holiday listed ARTICLE 14—VACATION 14.1 VACATION ACCRUAL All regular and temporary full-time employees of the County coming under this Agreement after six (6) months' employment shall be entitled to and receive vacation leave with pay as follows: 1st through 3rd year of employment 96 hours 4t" through 7t" year of employment 120 hours 8th through 9th year of employment 144 hours 101" through 11 t" 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 (1st) and the fifteenth (15t") of the month. The first day of the month following the month of hire shall be the effective date for subsequent increases in the vacation leave accrual for employees hired between the sixteenth and the last day of the month. Regular and temporary full-time employees shall accumulate one-twelfth (1/12th) of their yearly accumulation total per month. The maximum amount of vacation leave that may be accrued at any point in time is four hundred (400) hours. No additional vacation leave will be accrued or added to an employee's vacation leave benefit when the maximum accrual has been attained. Regular and temporary full-time employees must work or be in a paid status at least eighty (80) hours in a month to accrue vacation leave for the month. Regular part-time employees must work or be in a paid status at least in the same proportion to the eighty (80) hours as their regular hours are to full-time employment to accrue vacation leave for that month. With the exception of employees in a trial service period,vacation leave accrued within the first six(6)months of employment cannot be utilized by an employee until they have successfully completed the initial appointment probationary requirements. Whereas the County recognizes the importance of employees utilizing earned vacation leave to promote and enhance their mental and physical well-being, employees should attempt to use vacation leave during the year in which it is earned. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 24 14.2 VACATION SCHEDULING Upon completion of six (6) months' continuous service in a Regular and Temporary position, an employee shall be eligible for paid vacation. An employee's request for vacation leave will be granted, provided that prior approval is given by the employer and provided that leave requested does not prevent a Department or division thereof from providing efficient public service. Vacation leave approval will be granted based on the employee meeting workload requirements. All requests to use vacation leave shall be submitted in writing. When an employee desires to use five (5) or more consecutive vacation leave days they must submit a leave request at least fifteen (15)calendar days in advance of the time off requested. Failure to request leave at least fifteen (15) calendar days in advance may be cause for the denial of the requested leave. The Employer will respond to leave requests within ten (10)calendar days of receipt; except leave requests submitted more than sixty(60)calendar days in advance of the time off requested shall be considered on a case-by-case basis. Regular and temporary full-time employees must work or be in a paid status at least eighty (80) hours in a month 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. Employees shall have the option of using comp time or vacation leave for approved paid time off. 14.3 VACATION PAY Vacation leave days shall be the same as the regular workday schedule for the Department wherein the employee is employed. Vacation pay shall be the amount that the employee would have earned if the employee had worked their regular position during the vacation period. When a holiday occurs during an employee's approved vacation leave, the day on which the holiday occurs will be charged as holiday leave rather than vacation leave. Employees cannot receive vacation, sick leave, or holiday pay simultaneously for the same days. 14.4 VACATION UPON TERMINATION When a regular full-time or regular part-time employee's employment terminates, the employee shall be paid in full for all accrued vacation leave. The vacation leave cash out shall be paid at the employee's rate of pay at the time of separation, provided that no employee may cash out more than four hundred (400) hours of accrued vacation leave. The cash-out of accrued leave or other accrued time off shall be paid and reported in accordance with the provisions of law regulated by the Washington State Department of Retirement Systems. An employee whose employment with Mason County terminates within the six(6) month probationary period shall not be paid for any vacation leave accrued during the probationary period. Employees shall provide at least ten (10) working days' written notice of their effective resignation date. The time limit of the resignation may be waived at the discretion of the Elected Official/Department Head and/or designee. Pay in lieu of unused vacation shall be forfeited if ten (10)working days written notice is not provided or waived. ARTICLE 15 - SICK LEAVE 15.1 SICK LEAVE ACCRUAL Per the Washington State Paid Sick Leave law, RCW 49.46, in accordance with WAC 296-130 and Initiative 1433 and/or subsequent amendments, the County and the Union mutually agree to comply 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 Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 25 basis in proportion to the number of hours the part-time employee is in a paid status during the month as compared to that required for full-time employment. Sick leave accrual may not exceed one thousand two hundred (1,200) hours. 15.2 SICK LEAVE USAGE Usages of sick leave shall be consistent in accordance with the Washington State Paid Sick Leave law, RCW 49.46, WAC 296-130 and Initiative 1433, the County and the Council mutually agree to comply with the laws. 15.3 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 they 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 of time that such employee has accumulated sick leave credits as specified herein above. 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 overpayment to the County. e. Should an employee apply for time loss compensation and the claim is then or later denied, sick leave and vacation leave may be used for the absence in accordance with other provisions of this rule. f. Nothing herein pertains to a permanent disability award. g. If any employee has no sick leave accumulated, the words vacation leave or comp time may be substituted for "sick leave" above. 15.4 IMMEDIATE FAMILY Authorized uses of sick leave may be utilized as referenced above in this article for immediate family, as defined in Article 1. 15.5 SICK LEAVE CASH OUT Payment for and balance up to the maximum amount allowed, by this policy and all other policies, shall be no greater than twelve-hundred (1,200) hours of unused Mason County Sick Leave and shall be made only in the following circumstances: Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 26 a. Upon termination of employment with fifteen (15) years of continuous service with Mason County, and the employee's hire date was prior to April 13, 2010; or b. Upon termination of employment with Mason County, when the termination is contemporaneous with retirement from the applicable Washington State public employee's retirement system, and the employee was hired prior to April 13, 2010, with continuous service; or c. Upon the death of an employee, in which case payment shall be made to their estate, provided the employee was hired prior to April 13, 2010; or d. Employees who terminate employment to become an Elected Official of Mason County, provided the employee was hired prior to April 13, 2010. Terminated employees who are not eligible for payment of unused sick leave shall forfeit all sick leave accrual. ARTICLE 16— LEAVES OF ABSENCE 16.1 IN GENERAL Leaves of absence requests detailed in this section 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 otherwise provided for in this Agreement, or utilization of Washington Paid Family Medical Leave. 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 requiring to appear before a court, legislative committee or quasi-judicial body as a witness in response to a subpoena or other directive, shall be allowed authorized leave with pay less any amount received for such duty. 16.3 MILITARY LEAVE All Regular and Temporary employees shall be allowed military leave as required by RCW 38.40.060 and as interpreted by the Court. This provides for twenty-one (21) working days of military leave per year (October 1 through September 30). Employees enlisting or entering the military service of the United States, pursuant to the provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) shall be granted all rights and privileges provided by the ACT. 16.4 BEREAVEMENT Up to three (3) days' funeral/bereavement leave may be taken in case of death in the immediate family requiring the attendance of the employee (funerals are included). Two (2) additional days' sick leave may be taken at the employee's request. For the purposes of this article, immediate family shall include only persons related by blood or marriage or legal adoption and is limited to the following relations: spouse, parent, grandparent, sibling, child, grandchild, aunt, uncle, cousin, niece, nephew, grandparent-in-law, parent-in-law, sibling-in-law, and child-in-law of the employee. 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 As appropriate for the type of leave requested, paid leave accruals will be utilized prior to unpaid leave, unless Washington Paid Family Medical Leave is utilized. 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 for identified legally protected leave Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 27 such as 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 a 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 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 intended to expand upon the rights thus set forth. If an employee has any questions regarding the State and Federal Family leave laws, they may contact the County's Human Resource Department for guidance. 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 for 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 WASHINGTON STATE PAID FAMILY& MEDICAL LEAVE COMPLIANCE The County and Union mutually agree to comply with all Washington State Paid Family & Medical Leave laws, per RCW 50A.04, and future amendments with the law. 16.10 WASHINGTON STATE LONGTERM CARE TRUST ACT COMPLIANCE The County and the Union mutually agree to comply with all Long-Term Services and Supports Trust Program statutes, per RCW 50B.04, and future amendments to the statute. ARTICLE 17 — HEALTH & WELFARE 17.1 HEALTH AND LIFE INSURANCE The County shall contribute as identified below per employee, per month, towards the premiums for Health and Welfare benefits for each employee, including their eligible dependents, compensated eighty (80) man-hours (excludes, vacation, sick and comp time payouts, upon separation) or more per month. This contribution is to be applied to premiums for Public Employee's Benefits Board (PEBB), and current County medical, dental, vision, and life insurance plans or other carriers as designated by written notice by the bargaining unit. The County contribution for Health & Welfare Insurance shall be: a. Effective January 1, 2025 the contribution shall be increased to one thousand five hundred and seventy dollars($1,570)per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 28 b. Effective January 1, 2026 the contribution shall be increased to one thousand six hundred and twenty-two dollars ($1,622) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. c. Effective January 1, 2027 the contribution shall be increased to one thousand six hundred and seventy four dollars ($1,674) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. d. Effective January 1, 2028 the contribution shall be increased to one thousand seven hundred and twenty six dollars ($1,726) per month during the term of this Agreement for each eligible employee for medical, dental, vision, and life insurance coverage. In the event the County's maximum monthly contribution is insufficient to provide all the total Health and Welfare premiums as referenced in Section 1 above, the priority order for full County payment shall be as follows: (1) Life Insurance; (2) Vision; (3) Dental; and (4) Medical. Any monthly premium contribution required above the County's maximum contribution shall be paid by a reduction of the necessary amount from the employee's salary. In the event the Employer is subject to carrier plan design change or a penalty, tax, fine or increased costs because of requirements or provisions of the ACA, not within the control of the Employer, the parties agree to meet and negotiate regarding the impacts of any such cost or plan design impacts and immediately bargain alternative provisions. Employee Assistance Program (EAP): The County shall provide an EAP benefit for all bargaining unit employees. 17.2 RETIREMENT Pensions for employees and contributions to pension funds will be governed by the Washington State statutes in relation thereto in existence during the contract period. 17.2.1 Teamsters Pension: Effective June 1, 2024 the Employer agrees to remit the following amounts (based upon Employee's payroll diversion) to the Western Conference of Teamsters Pension Trust on account of each member of the bargaining unit (through Employee payroll diversion) for each hour for which compensation is paid. The hourly contribution rate shall be as follows: Effective June 1, 2024 .50$ per compensable hour 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 each month. The Employer agrees to abide by such rules as may be established by the Trustees of said Trust to facilitate the determination of the hours for which contributions are due, the prompt and orderly collection of such amounts and the accurate reporting and recording of such hours and such amounts paid on account of each member of the bargaining unit. Failure to make all payments herein provided for within the time specified shall be a breach of this Agreement. Employees may collectively elect to divert all or part of their annual cost-of-living increase and/or part of their current base wage into the Western Conference of Teamsters Pension Trust. Any monies diverted from the annual cost-of-living increase shall include, in the calculation of the Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 29 diversion, all Employer roll-up costs. In the event such decision is made, the increased contribution shall be reflected in an amendment and attached to this agreement. As agreed upon by both the Employer and the Union there shall be no Employer contribution to the Teamsters Pension fund for the duration of this CBA. Employees shall be allowed to divert a voted on amount of funds. ARTICLE 18 - TRAINING 18.1 TRAINING Approval for attendance at training, the hours intended to be compensated and the reimbursement for travel and expenses shall be established by the supervisor prior to the training, consistent with the current policy. 18.2 TRAINING REIMBURSEMENT Compensation associated with training or representation of the Employer on official business shall be consistent with the current policy and the Fair Labor Standards Act (FLSA) and WAC 296-128-500. 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. This provision does not preclude and in fact encourages the parties to also meet informally and expeditiously on as needed basis on matters of mutual concern. 19.2 COMPOSITION OF COMMITTEE The Labor Management Committee meetings will include a minimum of two (2) representatives of the employer and at least one (1) representative from Human Resources and a minimum of two (2) representatives appointed by the Union, unless otherwise mutually agreed upon. Said committee shall attempt to meet for the purpose of discussing and facilitating the resolution of issues which may arise between the parties other than those for which another procedure is provided by law or other provisions of this Agreement. 19.3 COMPENSATION All meeting time spent by members of the joint Labor-Management Committee will be considered time worked if during duty hours and will be paid at the appropriate regular rate of pay. ARTICLE 20 — HEALTH & SAFETY 20.1 SAFE WORKPLACE The Employer is responsible for maintaining a safe and 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 about 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. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 30 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. Fitness for Duty— If a supervisor or manager reasonably suspects, through observation, that an employee may physically be incapable of performing the essential functions of the job and/or may be under any influence of, or impaired by, a substance, the employee shall be removed from duty immediately and undergo substance testing for the suspected substance. Except in emergency situations, the supervisor or manager shall consult with another supervisor, manager, or representative of Human Resources to ensure that adequate grounds for reasonable suspicion exist. The consulted supervisor, manager or representative of Human Resources shall also personally observe the employee before the employee is required to test for the presence of that substance. At this time the employee will also be notified of their Weingarten rights. Employees removed from duty under such circumstances who test positive shall be required to meet with the Employer's Substance Abuse Professional (SAP) and shall only be allowed to return to work, if at all, in accordance with the return-to-work provisions of the Employer's substance abuse policy. 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 or not physical injury occurs. ARTICLE 21 - GRIEVANCE PROCEDURE 21.1 GRIEVANCE DEFINED The purpose of the grievance procedure is to promote harmony and efficiency between employees and the County by providing timely settlement of grievances without fear of discrimination or reprisal. A grievance is an allegation by an employee, group of employees or the Union that there has been a violation, misapplication, or misinterpretation of this Agreement. Employees will be unimpeded and free from restraint, interference, coercion, discrimination, or reprisal in seeking adjudication of their grievance. Any grievance procedure time limit may be extended by mutual written agreement. Failure by an employee and/or the Union to comply with any grievance time limitations shall constitute withdrawal of the grievance. Failure of the County to comply with any grievance time limitations shall permit the Union or the employee to advance the grievance to the next step in the grievance procedure. A grievance of interest to several employees may be filed as a "group grievance." The processing and adjudication of grievances shall be conducted during working hours. 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 employee's immediate supervisor or manager if the grievance is not related to a salary issue. The supervisor or manager may schedule a meeting with the employee and their Union representative or Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 31 they may respond to the grievance when presented. In either case, the supervisor shall respond to the grievance within seven (7) calendar days of the employee raising the issue. If the grievance is not resolved informally, then a written grievance may be filed at Step 2. However, if the incident is related to a salary issue, the employee and/or the Union Steward shall submit a written grievance at Step 2 to the Mason County Prosecutor within ten (10) calendar days of the incident giving rise to the grievance. Step 2. The grievance shall be presented in writing on an official Union grievance form. This shall include: a. The specific details of the incident or issue giving rise to the grievance; b. The Article(s) and Section(s) of the Agrement allegedly violated; and c. The remedy sought. The written grievance shall be submitted by the employee and/or the Union Steward/Union Representative to the Mason County Prosecutor 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 Mason County Prosecutor(or designee) shall schedule a meeting with the employee and Shop Steward and/or Union Representative to hear and seek to resolve the grievance. The Mason County Prosecutor 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 Mason County Prosecutor(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 Mason County Prosecutor 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 the Union's notice to the Employer of its intent to arbitrate. In addition, the Union shall request the arbitration service to supply a list of seven (7) qualified arbitrators. If a list of seven arbitrators is requested, both parties will attempt to agree upon an arbitrator from this list. If they cannot agree within fourteen(14)calendar days from the receipt of the list, a flip of the coin will determine which party strikes the first name from the list. This striking of names will alternate between the parties until one name remains. This person shall be the arbitrator. The referral to arbitration shall contain the following: a. Question or questions at issue; b. Statement of facts and position of each respective party; and c. Copy of the grievance and related correspondence. GRIEVANCE ARBITRATION: A hearing shall be scheduled at a date, time, and location mutually convenient for all parties. In connection with any arbitration proceeding held pursuant to this Article, it is understood as follows: Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 32 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. 21.3 UNION/EMPLOYER GRIEVANCE Either the Union or the Employer may initiate a grievance at Step 2 if the grievance is submitted in writing within ten (10) business days from the date the Employer/Employees became aware or reasonably should have known that the grievance existed. The Employer may not grieve the acts of individual employees, but rather, only orchestrated acts or actions of authorized representatives believed to 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: 21.4.1 Investigate any grievance or dispute so that same can be properly presented in accordance with the grievance procedure. 21.4.2 Attend meetings with the Director or other Employer representatives when such meetings are necessary to adjust grievances or disputes. Meetings with designated personnel will be by appointment and held without delay when possible. 21.4.3 Confer with a staff representative of the Union and/or employees on Employer premises, at such time and places as may be authorized by the Director or designee in advance of the intended meetings. For the purposes of this Article and Article 6.3, obtaining coverage to 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. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 33 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, the invalidation of such part or portion of this Agreement shall not invalidate the remaining portions hereof and they shall remain in full force and effect. In such event, the parties shall meet within thirty(30) days for renegotiation of such invalid provisions for the purpose of adequate and lawful replacement thereof and to preserve the intent of the entire Agreement as negotiated by the parties. ARTICLE 23— ENTIRE AGREEMENT 23.1 DURATION CLAUSE This Agreement shall be in full force and effective upon ratification by the parties and shall remain in effect through December 31, 2028. Either party may request negotiations of a successor agreement at least sixty (60) days before the annual expiration date. This Agreement may be modified during its term by mutual agreement of both parties concerned, such mutual agreement to be in writing and to be incorporated as 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. Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 34 SIGNATURES IN WITNESS WHEREOF, the Parties hereto have executed this Agreement this day of , 2024. TEAMSTERS LOCAL NO. 252 BOARD OF COUNTY COMMISSIONERS yd4ic�lal� Brian Bla sdell; Secretary-Treasurer Randy Neatherlin; Commissioner District#1 Dane Bonnell; Business Agent Kevin Shutty; Commissioner District#2 Sharon Trask; Commissioner District#3 MASON COUNTY PROSECUTOR Michael Dorcy; Prosecuting Attorney Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 35 Appendix A — Wage Tables Effective 6/1/2024 ATB Increase of 2.25% Advancement from one step to the next is annual and on the employee's step date Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Legal Asst $3,774.03 $3,864.25 $3,960.86 $4,058.01 $4,158.64 $4,263.15 $4,370.22 $4,479.48 $4,591.46 $4,706.25 $4,823.91 $4,944.51 Legal Support $4,058.81 $4,157.38 $4,261.32 $4,366.39 $4,474.73 $4,586.85 $4,701.60 $4,819.13 $4,939.61 $5,063.09 $5,189.67 $5,319.41 Effective 1/1/2025 Addition of 1 Top Step maintaining 2.5%between steps Step 11 is made available as of 1/1/2025.However,advancement to step 11 will take place on employee's step date. Advancement from one step to the next is annual and on the employee's step date Classification Step 1 1 Step 2 1 Step 3 1 Step 4 Step 5 1 Step 6 1 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Legal Asst $3,774.03 $3,864.25 $3,960.86 $4,058.01 $4,158.64 $4,263.15 $4,370.22 $4,479.48 $4,591.46 $4,706.25 $4,823.91 $4,944.50 --d Legal Support $4,058.81 $4,157.38 $4,261.32 $4,366.39 $4,474.73 $4,586.85 $4,701.60 $4,819.13 $4,939.61 $5,063.09 $5,189.67 $5,319.41 Effective 1/1/2026 ATB Increase of 2% Advancement from one step to the next is annual and on the employee's step date Classification Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Legal Asst $3,849.51 $3,941.54 $4,040.08 $4,139.17 $4,241.81 $4,348.41 $4,457.62 $4,569.07 $4,683.29 $4,800.38 $4,920.38 $5,043.39 Legal Support $4,139.99 $4,240.53 $4,346.55 $4,453.72 $4,564.22 $4,678.59 $4,795.63 $4,915.52 $5,038.40 $5,164.35 $5,293.46 $5,425.80 Effective 1/1/2027 ATB Increase of 2% Advancement from one step to the next is annual and on the employee's step date Classification Step 1 1 Step 2 1 Step 3 1 Step 4 1 Step 5 1 Step 6 1 Step 7 1 Step 8 1 Step 9 1 Step 10 1 Step 11 1 Step 12 Legal Asst 1$3,926.50 $4,020.37 $4,120.88 $4,221.95 $4,326.65 $4,435.38 $4,546.77 $4,660.45 $4,776.96 $4,896.38 $5,018.791$5,144.26 Legal Support $4,222.79 $4,325.34 $4,433.48 $4,542.79 $4,655.50 $4,772.16 $4,891.54 $5,013.83 $5,139.17 $5,267.64 $5,399.33 $5,534.32 Effective 1/1/2028 ATB Increase of 2%and Addition of 1 Top Step maintaining 2.5%between steps Step 12 is made available as of 1/1/2028.However,advancement to step 12 will take place on employee's step date. Advancement from one step to the next is annual and on the employee's step date Classification I Step 1 1 Step 2 1 Step 3 1 Step 4 1 Step 5 1 Step 6 1 Step 7 1 Step 8 1 Step 9 jStep1O IStepil Step 12 Legal Asst $4,005.03 $4,100.78 $4,203.29 $4,306.39 $4,413.18 $4,524.09 $4,637.71 $4,753.66 $4,872.50 $4,994.31 $5,119.171$5,247.15 Legal Support $4,307.25 $4,411.85 $4,522.15 $4,633.65 $4,748.61 $4,867.61 $4,989.37 $5,114.10 $5,241.95 $5,372.99 $5,507.32 $5,645.00 Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 36 C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Mary Ransier Ext.422 Department: Human Resources Briefing: ❑X Action Agenda: ❑ Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 18,2024 Internal Review: ❑ Finance X❑ Human Resources © Legal ❑ Information Technology ❑X 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• MOU with Teamsters General Services to include Bi-Lingual pay into the current Collective Bargaining Agreement Background/Executive Summary: The County and Teamsters Local 252 representing General Services entered into a Collective Bargaining Agreement for 2022-2025.The agreement does not have the Bi-Lingual provision in the contract. Budget Impact(amount, funding source,budget amendment): TBD Public Outreach (news release,community meeting, etc.): N/A Requested Action: Approval of the Memorandum of Understanding(MOU)with Teamsters Local No. 252 representing General Services to include bi-lingual provision language in the current Collective Bargaining Agreement(CBA). Attachments MOU MEMORANDUM OF UNDERSTANDING Between MASON COUNTY And TEAMSTERS LOCAL UNION # 252, GENERAL SERVICES Mason County and Teamsters Local No. 252 agree to make adjustments to the current Collective Bargaining Agreement as prescribed below. Whereas, the parties are in a current Collective Bargaining Agreement with a term expiring December 31, 2025; and Whereas, Mason County recognizes the need to address employees utilizing bi-lingual skills in the work place on a frequent basis; and Whereas, the current 2022-2025 Collective Bargaining Agreement with Teamsters Local No. 252 does not address Bi-Lingual Pay; and Whereas, the Union and the County mutually agree to address Bi-Lingual Pay in current Collective Bargaining Agreement with a term expiring December 31, 2025 Now, therefore, the parties agree employees in the Teamsters Local No. 252 may be eligible for Bi- Lingual pay as outlined below through December 31, 2025. Either party may terminate this MOU at any time between the date of signing by both parties and the expiration. 12.9 BILINGUAL PAY Eligible employees shall receive Bi-Lingual pay for the certification level authorized by the Employer: • Seventy- five dollars ($75.00) per month for the General certification • One hundred dollars ($100.00) per month for the Medical certification • One hundred twenty-five dollars ($125.00) per month for the Legal certification Eligibility requirements: a. The County shall determine if Bi-Lingual Pay shall be utilized, the language(s) that Bi-Lingual is payable for and the number of employees eligible for Bi-Lingual Pay. Spanish is the current payable language. b. Bi-Lingual general, medical, or legal certification through DSHS. The County, at its discretion, may choose which certification(s) are required and acceptable substitutes, such as certification from other states. As agreed, on this _ Day of _, 2024. For Mason County: Teams rs Local io o. 252: wll- Randy Neatherlin, Chair Dane Bonnell, Business Agent Sharon Trask, Commissioner Kevin Shutty, Commissioner Approved to Form: Tim Whitehead, ©uM rosecuting Attorney C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Mary Ransier Ext.422 Department: Human Resources Briefing: ❑X Action Agenda: ❑ Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: Click or tap here to enter text. Internal Review: ❑ Finance ❑X 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• Office Closure and Workshop for Human Resources on June 25, 2024 Background/Executive Summary: The HR Department is requesting to close the office Tuesday,June 25, 2024, for a workshop/in-service day. The agenda will include training from the County's Public Records Coordinator,training on the new Senate and House Bills passed during the last session,review of training requirements County-wide, and creation of updated onboarding practices, etc. HR has not had an in-service/workshop closure in the past 2 years. Budget Impact(amount, funding source,budget amendment): N/A Public Outreach (news release,community meeting, etc.): N/A Requested Action: Approve the closure of the HR Office June 25,2024. Attachments N/A C Mason County Agenda Request Form Y /A t! To: Board of Mason County Commissioners From: Becky Rogers Ext. 268 Department: Human Resources Briefing: ❑X Action Agenda: ❑X Public Hearing: ❑ Special Meeting: ❑ Briefing Date(s): June 3,2024 Agenda Date: June 18,2024 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• Board of Equalization Application from Dawn Johnston Dean Background/Executive Summary: The Board of Equalization(BOE)is a three-member board appointed by the County Commissioners. Members are appointed for staggered three-year terms ending on May 31. The BOE consists of three regular members and two alternate members. The BOE's responsibility is to ensure that all property valuations are at 100%of market value so equitable tax assessment is established. Budget Impact(amount, funding source,budget amendment): Members receive $100 per diem when in session,the per diem is budgeted. Public Outreach (news release,community meeting, etc.): A news release was circulated beginning March 12, 2024 seeking applicants to fill positions with a first review period on March 29,2024. One application was received. Requested Action: Approval to consider/interview/appoint Dawn Johnston Dean to the Board of Equalization(BOE) as a regular member to fill a position with an unexpired term ending May 31, 2026. Attachments Application 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 75 1 AM SEEKING APPOINTMENT TO The Board of Equalization NAME: Dawn M Johnston Dean ADDRESS: PHONE: CITY/ZIP: THE COUNTY YOU LIVE) E-MAIL: COMMUNITY SERVICE EMPLOYMENT: (IF RETIRED. PREVIOUS EXPERIENCE) i CTIVITIES OR MEMBERSHIPS) Black Diamond Planning Commission 3 yr COMPANY: Windermere Real Estate _ 20 YRS )Clore SUSanGKomen walk for a cure 2 yr ()o lUnkeE-4"Lake Sawyer Community Clubhouse POSMON: Managing Broker Uo�un .f Manager yr Community Lifeline Board Memeber 1 year COMPANY: Lakeshore Investment Brokers 7 YRS �}[ Acted-as City of Maple Valleys Broker for A procuring a public works yard and consulting POSITION: Designated Broker ----------------------------- ----------------------------------------------- --------------- In your words,what do you perceive is the role or purpose of the Board, Committee or Council for which you are applying: I believe the role as a member of the Board of Equalization is to review an individual property owners appeal of their assessed value, review market sales data and submitted materials and provide a fair unl ias�opinion.' What interests, skills do you wish to offer the Board,Committee,or Council? I have been a licensed Real Estate Managing Broker for 35 plus years. I retired in 2022 but was a full time Realtor for over 3 decades. Please list any financial, professional, or voluntary affiliations which may influence or affect your position on this Board: (i.e.create a potential conflict of interest) Currently hold an active real estate license Your participation is dependent upon attending certain trainings made available by the County during regular business hours (such as Open Public Meetings Act and Public Records).The trainings would be at no cost to you.Would you be able to attend such trainings? Yes Realistically,how much time can you give to this position? Quarterly Monthly x Weekly Daly 3 t, cic'-Y`D 3 l,,ZS Office Use Only - - -1 5�-�`I Appointment Date S' nature � ate Tenn Expire Date