HomeMy WebLinkAbout2024-2028 Prosecutor's Support Staff Collective Bargaining Agreement COLLECTIVE BARGAINING
AGREEMENT
June 1, 2024 - December 31, 2028
BETWEEN
TEAMSTERS UNION LOCAL NO. 252
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MASON COUNTY
PROSECUTOR'S SUPPORT STAFF
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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.......................................................................................................I I
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
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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
ARTICLE 13-HOLIDAYS..................................................................................................................................I............23
13.1 HOLIDAYS...................................................................................................................................................................23
13.2 RELIGIOUS HOLIDAYS.................................................................................................................................................. 24
13.3 HOLIDAY OBSERVANCE................................................................................................................................................24
13.4 HOLIDAY ON DAY OFF.................................................................................................................................................24
ARTICLE 14-VACATION..............................................................................................................................I...............24
14.1 VACATION ACCRUAL....................................................................................................................................................24
14.2 VACATION SCHEDULING............................................................................................................................................... 25
14.3 VACATION PAY............................................................................................................................................................25
14.4 VACATION UPON TERMINATION..................................................................................................................................... 25
ARTICLE 15-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 I MANAGEMENT COMMITTEES...............................................................................................30
19.1 PURPOSE OF COMMITTEE............................................................................................................................................. 30
19.2 COMPOSITION OF COMMITTEE.......................................................................................................................................30
19.3 COMPENSATION ..........................................................................................................................................................30
ARTICLE 20 -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
j21.2 GRIEVANCE PROCEDURE ............................................................................................................................................. 31
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21.3 UNION/EMPLOYER GRIEVANCE..................................................................................................................................... 33
21.4 SCHEDULE OF MEETINGS............................................................................................................................................. 33
ARTICLE 22- GENERAL PROVISIONS ........................................................................................................................34
22.1 SAVINGS CLAUSE........................................................................................................................................................ 34
ARTICLE 23—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.
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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 1s' or the 16'h 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.
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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 may the Union collect fees. In addition,the Union shall explain to
the new employee the rights and the benefits the employee would forgo by being a non-member.
c. The Union agrees to accept employees as members without discrimination as to race, color,
creed, sex, sexual orientation, national origin or physical, sensory, or mental disability or
protected classes under the law.
d. The Employer will provide for payroll deduction of Union dues and initiation fees upon
authorization by the employee. Payroll deduction authorization cards must be received by the
County department by the fifteenth(151h)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.
f. The Union agrees to supply the Employer with lists of officers of the Union and representatives
and to keep such lists current.The Employer will recognize the officers and representatives, or
shop stewards.
g. Signatory organization will indemnify,defend,or hold the Employer harmless against any claims
made and against any suit instituted against the County on account of any check-off of dues for
the Union organization.The Union agrees to refund to the County any amounts paid to it in error
on account of the check-off provisions upon presentation of proper evidence thereof by the
County.
3.2 NONDISCRIMINATION—UNION ACTIVITY
Neither party shall discriminate against any employee because of membership in or non-membership in or
activity on behalf of the Union. No employee shall be discharged or discriminated 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.
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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.
1. 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.
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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.
g
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.
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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
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must be pre-approved by the Employer. Upon a request to work beyond the regular workday or workweek,
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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 '/2)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.
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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
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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 anytime 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.
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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.
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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 occurfor 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. (B) For
all other purposes, seniority means total unbroken service with Mason County.
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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
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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
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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.
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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 in step. The salary for non-regular positions not represented by the bargaining
unit shall be determined by the Employer.
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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 classifi cation(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).
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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 (AT13) 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
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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 111" year through the 151" year 1.5% above base
—Beginning the 16t" year through the 20'year 3.0% above base
—Beginning the 21st year through the 251"year 4.5% above base
—Beginning the 261" 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 Da
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.
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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
4th through Ph year of employment 120 hours
8th through 9th year of employment 144 hours
101h through 111h 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 (1s') and the fifteenth (151h) 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.
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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
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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:
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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
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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.
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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.
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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
Brian Blajsdell; Secretary-Treasurer Randy Neatii in; Commissioner
District#9 �1
c5L U I
l
Dane Bonnell; Business Agent Kevin Shutty; Com is loner
District#2
Sharon Trask; Commissioner
District#3
MASON COUNTY PROSECUTOR
40cir4cyPros 6ebi4inrAttorney
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 $4,944.11
Legal Support $4,058.81 $4,157.38 $4,261.321$4.366.391$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 Step 2 I Step 3 1 Step 4 Step 5 1 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12
Legal Asst 1$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
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 1 Step 5 1 Step 6 Step 7 IStep 8 1 Step 9 IStep 10 lStep 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 Step 2 Step 3 Step 4 Step S Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 �$5,144.26
ep 12
Legal Asst $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 $5,018.79 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 ,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 IStep 1 IStep 2 1 Step 3 1 Step 4 IStep 5 1 Step 6 15tep 7 IStep 8 Step 9 Step 10 Step 11 Step 12
Legal Asst $4,005.03 $4,100.78 $4,203.29 $4,306.39 $4,413.18 $4,S24.09 $4,637.71 $4,753.66 $4,872.50 $4,994.31 $5,119.17 $5,247.15
Legal Support $4,307.25 $4,411.B5 $4,522.15 $4,633.65 $4,748.61 $4,867.61 $4,989.37 $5,114.10 $5,241.95 $5,372.99 $5,507.321$5,645.00
Teamsters Local No.252 Prosecutor's Clerical Staff and Mason County 2024—2028 Collective Bargaining Agreement Page 36