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HomeMy WebLinkAboutHR1993-0107 - Original - Driver Salesmen and Warehouse's Union - Local #117 - 1993-1994 Labor Agreement CITY OF KENT and DRIVER SALESMEN AND WAREHOUSEMEN'S UNION LOCAL #117 1993 - 1994 LABOR AGREEMENT INDEX Page No. PREAMBLE 1 ARTICLE 1 RECOGNITION AND BARGAINING UNIT 1 Section 1.1 Union Recognition - Membership - Exclusions 1 Section 1.2 Exclusion of Temporary Employees 1 Section 1.3 Hourly Temporary Employees 2 ARTICLE 2 UNION MEMBERSHIP AND DUES DEDUCTION 2 Section 2.1 Mandatory Options - Union Membership 2 Section 2.2 Dues Deduction 3 Section 2.3 List of Employees Furnished by Union 3 Section 2.4 Union Refund to Employer 3 ARTICLE 3 SENIORITY 3 Section 3.1 Definition 3 Section 3.2 Seniority Cancellation 3 Section 3.3 Order of Layoff 4 Section 3.4 Transfer to Different Position 4 Section 3.5 Transfer of Seniority 4 Section 3.6 Return to Work 4 ARTICLE 4 HOURS OF WORK 4 Section 4.1 Normal Workweek/OVERTIME 4 Section 4.2 Compensatory Time 5 Section 4.3 Overtime Provision for Call Back Time 5 Section 4.4 Regular Starting/Quitting Time 5 ARTICLE 5 UNION ACTIVITIES 5 Section 5.1 Business Representative of the Union 5 Section 5.2 Employee Upholding Union Principles; Performing Duties 6 ARTICLE 6 LABOR - MANAGEMENT COMMITTEE 6 ARTICLE 7 GRIEVANCE PROCEDURE 6 Section 7.1 Grievance or Dispute Over Provisions of Agreement 6 Section 7.2 Disciplinary Action by the Employer 7 Section 7.3 Meetings Relative to Discipline 8 ARTICLE 8 WORK STOPPAGES AND EMPLOYER PROTECTION 8 Section 8.1 Work Stoppages - Defined 8 Section 8.2 Back to Work Order 8 Section 8.3 Disciplinary Measures by Employer 8 ARTICLE 9 BULLETIN BOARDS 8 ARTICLE 10 SAFETY AND SANITATION 8 Section 10.1 Compliance with Safety Codes 8 Section 10.2 Unsafe Work Conditions 9 Section 10.3 Safety Compliance 9 ARTICLE 11 MANAGEMENT RIGHTS 9 ARTICLE 12 PAY PERIOD 9 ARTICLE 13 WAGES, CLASSIFICATIONS AND MINIMUM RATES OF PAY 9 Section 13.1 Salary Plan - Adoption 9 Section 13.2 Minimum Rates of Pay 10 Section 13.3 Longevity 10 Section 13.4 Reclassification 10 Section 13.5 Job Openings 10 ARTICLE 14 HOLIDAYS 10 Section 14.1 Observed Dates 10 Section 14.2 Overtime Worked on Holidays 11 ARTICLE 15 HEALTH CARE AND LIFE INSURANCE 11 Section 15.1 Medical/Dental Coverage 11 Section 15.2 City Contribution-Medical/Dental Coverage 11 Section 15.3 Employee Contribution-Medical/Dental Coverage 11 Section 15.4 Life Insurance Coverage 12 ARTICLE 16 PENSION 12 ARTICLE 17 WORKERS COMPENSATION PROGRAM 12 ARTICLE 18 EQUAL EMPLOYMENT OPPORTUNITY - NONDISCRIMINATION 12 ARTICLE 19 SICK LEAVE 13 Section 19.1 Accrual Rate 13 Subsection 19.1.1 Incentives 13 Section 19.2 Physician's Statement 13 Section 19.3 Sick Leave Uses 13 Section 19.4 Prompt Notification 13 Section 19.5 Sick Leave Abuse 14 Section 19.6 Conditions Not Covered 14 Section 19.7 License/Certification Requirements 14 ARTICLE 20 JURY DUTY 14 ARTICLE 21 BEREAVEMENT LEAVE 14 ARTICLE 22 VACATIONS 14 Section 22.1 Accrual Rate 14 Section 22.2 Probation - Bonus Days 15 Section 22.3 Scheduling 15 Section 22.4 Maximum Accumulation 15 Section 22.5 Holidays During Vacation 15 ARTICLE 23 SAVINGS CLAUSE 15 ARTICLE 24 ENTIRE AGREEMENT 15 ARTICLE 25 SUBORDINATION OF AGREEMENT 15 ARTICLE 26 STANDARD DRESS AND TOOLS (MECHANICS) 16 ARTICLE 27 ALCOHOL OR DRUGS IN THE WORK PLACE 16 ARTICLE 28 MILITARY LEAVE 16 ARTICLE 29 SEVERANCE PAY 16 ARTICLE 30 NOTICE 16 ARTICLE 31 TERM OF AGREEMENT 17 APPENDIX "A" DEPARTMENTS REPRESENTED 18 APPENDIX "B" SALARY SCHEDULE 18 APPENDIX "C" TEN-MONTH MAINTENANCE EMPLOYEE 19 APPENDIX "D MANDATORY STANDBY DUTY 20 APPENDIX "E" SMOKING POLICY 20 APPENDIX "F" BARGAINING UNIT CLASSIFICATION SCHEDULE 21 APPENDIX "G" BARGAINING UNIT BASE SALARY SCHEDULE (1993) 22 PREAMBLE This Agreement is between the City of Kent (hereinafter called the City), and the Driver Salesmen and Warehousemen's Union Local #117 (hereinafter called the Union) for the purpose of setting forth a mutual understanding of the parties as to conditions of employment for those employees for whom the City recognizes the Union as the collective bargaining representative. Furthermore, the City and the Union agree that the efficient and uninterrupted performance of municipal functions is a primary purpose of this Agreement, as well as the establishment of fair and reasonable compensation and working conditions for employees of the City. This Agreement has been reached through the process of collective bargaining with the objective of fostering effective cooperation between the City and its employees. Therefore, this Agreement and the procedures which it establishes for the resolution of differences is intended to contribute to the continuation of good employee relations and to be in all respects in the public interest. ARTICLE 1 - RECOGNITION AND BARGAINING UNIT Section 1.1 Union Recognition - Membership - Exclusions The City hereby recognizes the Union as the sole, exclusive collective bargaining representative of the regular full-time and all regular part-time employees who work a minimum of 21 hours but less than 40 hours per week exclusive of overtime on a continuous service basis earning full time or part- time benefits in the departments listed in Appendix "A" of this Agreement, as well as, temporary positions that are filled from year to year on a reoccurring basis by seasonal or temporary workers who are employed at least one-sixth (1/6) of a regular bull-time schedule in the previous twelve months shall be covered by the provisions of this agreement. All temporary, other part-time employees, supervisors,office clerical, professional and protection employees engaged in training and instruction for management positions shall be excluded. The parties to this agreement recognize that a unit clarification hearing was conducted in 1982 by the Public Employment Relations Commission (PERC) concerning the issue of representation of Maintenance Supervisors and one Construction Inspector. The parties agree that bargaining unit representation will be determined by PERC's decision in this matter. Section 1.2 Exclusion of Temporary Employees The following classes of employees shall not he considered temporary employees as set forth in Section 1.1 above, and shall be excluded from the provisions in Article 2, Section 2.1 of this Agreement. A. Temporary employees who are hired by the City for a definite period of time which is less than full-time and has a predetermined termination date. Example: Summer hires, temporary emergency help, and other seasonal employees, however, employees defined as seasonal or temporary in section 1.1 above will be included in the bargaining unit. l B. Those employees who are employed by the City under a Federal, State, or other employment program which provides funding for such employees. Such programs are designed to assist in the alleviation of high unemployment conditions in the King County area. These programs are of a nature wherein funding is provided for a definite period of time and at the end of such time, employees either transition into a "regular" City position, extended by renewed funding or the employee is laid off. Examples: CETA, WIN, PEP employees. C. Employees classified in the above categories shall be exempt from mandatory membership or non-membership in the Union until such time as they are: 1. Transition into a position identified and budgeted as a "regular" position. 2. Absorbed into a new position created in the City budget which is not subsidized by outside funds. Once a subsidized employee is absorbed under either condition above, he will be considered as a new regular employee and shall be required to exercise his options for Union membership in accordance with Section 2.1. The first date of transition to regular employment shall be considered the hire-in date for determining the Union option period in Article 2. Section 1.3 Hourly Temporary Employ A. Temporary employees shall be recognized as employees hired to work during any period when additional work requires a temporary augmented work force, in the event of an emergency, to fill in for the absence of a regular employee or to fill a vacancy in a regular position for a short period while said position is waiting to be filled by a regular employee. B. The City shall not use temporary employees to supplant regular positions. After a position has been filled by a temporary employee for 1044 hours, the Union may request a meeting with the City to review the circumstances and determine the need for that position to be staffed by a regular employee. C. It shall be a condition of employment that all represented temporary employees shall pay to the Union a Service Fee in the amount of 1.32% of regular gross pay (not-overtime) for all hours of employment. This Service Fee shall be paid in lieu of the membership provisions required of regular employees in the bargaining unit. ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION Section 2.1 Mandatory Options - Union Membership All employees of the City covered by this Agreement who are members of the Union on or after the effective date of this Agreement shall remain in good standing of the Union. Failure to comply with this condition shall, upon the written request of the Union, result in the immediate discharge of the employee. 2 New employees who are employed after the time this Agreement becomes effective shall, not later than the thirty (30) calendar days after the commencement of such employment, become and remain members in good standing in the Union. The Employee and the Union agree that the right of non- association of employees based on bona fide religious tenets or teachings of a church or religious body of which such public employee is a member shall be protected at all times and such public employees shall pay such sum as is provided in RCW 41.56, "Chapter 59, Laws of 1973". Neither party shall discriminate against any employee or applicant for employment on account of membership in or non-membership in any labor union or other employee organization. Section 2.2 Dues Deduction The City agrees to deduct from the paycheck of each employee who has so authorized it, the regular monthly dues uniformly required of members of the Union. The amount deducted shall be transmitted monthly to the Union on behalf of the employees involved. Authorization by the employee shall be on a form approved by the parties hereto and may be revoked by the employee upon request. No portion of the fund collected by the union under this provision shall be used for support of political purposes in Kent. The Union agrees to indemnify and hold the City harmless against any and all claims, suits, orders and other judgements brought or issued against the City as a result of any action taken by the City under the provisions of this Article, unless a dispute arises as a result of an error committed by the City. Section 2.3 List of Employees Furnished by Union The Union will furnish to the City before the first day of each month a list of the employees for whom dues shall be withheld. Section 2.4 Union Refund to Employer The Union agrees to refund to the City any amounts paid to it in error on account of the check-off provisions upon presentation of proper evidence thereof. ARTICLE 3 - SENIORITY Section 3.1 Definition The term "seniority unit" as applied in this Article shall mean all jobs covered by this Agreement within the bargaining unit and having the same job title. An employee working continuously in a seniority unit for ninety (90) calendar days shall establish seniority in such unit based on his/her most recent date of hire with the City. Section 3.2 Seniority Cancellation An employee's seniority shall be canceled under any of the following circumstances: A. The employee resigns; B. The employee is discharged; 3 C. The employee retires; D. The employee is laid off for a continuous period of twelve (12) months or more; E. The employee fails to return to work subsequent to and in accordance with the terms of an approved leave of absence; F. The employee fails to return to work from layoff on the date specified by the City in a recall notice delivered to the employee or mailed to the employee's last known address on file with the City, providing such notice grants the employee seventy-two (72) hours advance notice to report. Section 3.3 Order of Layoff Each employee with seniority established pursuant to this Article shall hold seniority in only one (1) position, that being his regular job title in the seniority unit. In the event of a reduction of the number of positions in the employee's seniority unit, he shall be laid off in the reverse order of seniority. Section 3.4 Transfer to Different Position The City may transfer an employee to a different position at any time either temporarily or permanently. Section 3.5 Transfer of Seniority An employee with established seniority who is laid off may transfer his seniority to another department within the bargaining unit in which he has worked for ninety (90) days or more. To accomplish this, such employee must be fully competent to perform the work in such department and must notify the City within three (3) calendar days following the date in which he is notified of a layoff. Section 3.6 Return to Work An employee who is injured or becomes ill either on or off the job will have six (6) months from the date of the injury or illness to return to his/her vacated position. ARTICLE 4 - HOURS OF WORK Section 4.1 Normal Workweek/Overtime The normal workweek for full-time employees shall be five (5) consecutive days of not less than eight (8) hours per day exclusive of lunch period. All work performed in excess of eight (8) hours at straight-time in one (1) day, or in excess of forty (40) hours at straight-time in one (1) week, shall constitute overtime and shall be paid for at one and one-half times the employee's regular straight- time hourly rate of pay. In all cases in computing overtime, the nearest one-half hour shall be used. All work performed on the sixth and seventh consecutive days shall be paid at the overtime rate of time and one-half. 4 In computing overtime, for over fifteen (15) minutes and less than one-half(1/2) hour, one-half(1/2) hour shall be allowed; for over one-half (1/2) hour and less than forty-five (45) minutes, forty-five (45) minutes shall be allowed; for over forty-five (45) minutes and less than one (1) hour, one (1) hour shall be allowed. In the event the City decides to change the employee's normal work schedule, the City agrees to provide a seven (7) calendar day notice prior to the effective date of such change, except for emergency situations which make it impractical to give such notice. The City will not manipulate work schedules by making short term schedule changes solely for the purpose of avoiding payment of overtime. Employees shall receive a fifteen (15) minute rest break during the first four (4) hour period of their workday, and a second fifteen (15) minute rest break during the second four (4) hour period in their workday. Employees shall be compensated at their prevailing wage rate for time spent while on rest breaks. Rest breaks will generally be taken at or near the work site where an employee is designated to work on a particular day. Section 4.2 Compensatory Time Overtime shall be paid at a rate of time and one-half as outlined in Section 4.1. However, compensatory time may be requested by members of the bargaining unit in lieu of cash. Such compensatory time, if approved by the City, shall be earned at the rate of time and one-half. The amount of compensatory time allowed to be accrued by bargaining unit members may vary by department/division and job classification and shall be determined by the City. Accrued compensatory time off may be requested by members of the bargaining unit by submitting a request to their supervisor. Compensatory time off may be taken in units of less than 4 hours, if approved by a Division Head or his designee. The City will attempt to allow the use.of such leave as requested,however, the City retains the right to deny or postpone employee requested leave if and when work schedules or service delivery would in the City's determination be negatively impacted. Section 4.3 Overtime Provision for Call Back Time Employees called back to work shall receive a minimum of two (2) hours pay at the overtime rate for the work for which they are called back. This provision applies only when such call back results in hours worked which are not annexed consecutively to one end or the other of the working day. However, employees called back to work on a recognized holiday shall receive three (3) hours pay for each call back. Section 4.4 Regular Startiny-/Quittiny, Time (Subject to the provisions in Section 1 above.) All employees shall have a regular starting and regular quitting time, and any work performed at the direction of the City, before the regular starting or after the regular quitting time shall be considered overtime. 5 ARTICLE 5 - UNION ACTIVITIES Section 5.1 Business Representatives of the Union The Business Representative of the Union shall be allowed access to all facilities of the City wherein the employees covered under this contract may be working for the purpose of conducting necessary Union business and investigating grievances, provided such representative does not interfere with the normal work processes. The Business Representative shall notify the Human Resources department and/or appropriate Department Head or his/her designee prior to visiting City facilities for the purpose of conducting necessary Union business or investigating grievances, except in emergency situations. Section 5.2 Employee Upholding Union Principles/Performing Duties The City agrees that the employees covered by this contract shall not be discharged or discriminated against for upholding Union principles or for performing duties authorized by the Union, as long as their activities do not interfere with normal work processes of the City. Provided, however, it shall not be a violation of this Agreement or cause for discharge or discipline for any employee to refuse to cross a legal, primary picket line sanctioned by Joint Council of Teamsters No. 28 or the International Brotherhood of Teamsters,Chauffeurs, Warehousemen and Helpers of America,so long as an employee's refusal to cross such a recognized picket line shall not interfere with the delivery of City services. Whenever possible, in the event of a picket line established at a place of business during a labor dispute, the City will make every effort to utilize non-union personnel to cross picket lines so as not to interfere with the delivery of City services. ARTICLE 6 - LABOR - MANAGEMENT COMMITTEE The City and the Union agree continuing cooperation between labor and management is important, and further, from time to time suggestions and complaints of a general nature affecting the Union and the City need consideration. To accomplish this end, the City and the Union agree that duly authorized representatives of the Union shall function as one-half of a Labor-Management Committee, the other half being certain representatives of the City named for that purpose. Said Committee shall meet periodically for the purpose of discussing and facilitating the resolution of all problems which may arise between the parties other than those for which another procedure is provided by law or by other provisions of this Agreement. ARTICLE 7 - GRIEVANCE PROCEDURE Section 7.1 Grievance or Dispute Over Provisions of Agreement A procedure is hereby established as a means to resolve grievances. Grievance shall be defined as a claim or dispute by an employee or group of employees with respect to a violation of the express provisions of this Agreement. Grievances shall be resolved in the following manner. Failure to follow the time frames set forth below shall constitute waiver of the grievance. 6 Step 1. Any Grievance shall be reduced to writing and submitted to the Department Head or is designee by the employee and/or the Union within ten (10) working days of the occurrence of the alleged incident giving rise to such grievance. The written grievance shall include a statement of the issue, the section(s) of the agreement allegedly violated, facts of the case and remedy sought. Every effort shall be made to resolve all grievances at this level. If resolved, the basis for resolution shall be reduced to writing and signed by the employee. Step 2. Grievances not settled within five (5)working days following Step 1,shall then be presented by the employee and/or the Union directly to the Human Resources Director. The Human Resources Director shall submit a decision, in writing, on the grievance within ten (10) working days from the date the grievance was first presented to him. Copies of the decision shall be provided to the employee or employees requesting the grievance decision. If resolved, the basis for resolution shall be reduced to writing and signed by the employee. Step 3. In the event the decision reached by the Human Resources Director is unsatisfactory to the parties presenting the grievance, the grievance may, within ten (10) working days, be submitted to arbitration. The Union and the City shall mutually select an arbiter under American Arbitration Association procedures. A. The Arbiter shall render his decision based on interpretation and applications of the provisions of this Agreement. The decision shall be in writing and copies shall be sent to the City and the Union. B. The decision of the Arbiter shall be final and binding upon all parties to the grievance, provided the decision does not involve action by the City which is beyond its jurisdiction. C. Neither the Arbiter nor any persons involved in the grievance procedure shall have the power to negotiate new agreements or to change any of the present provisions of this Agreement. D. All expenses incurred in the arbitration process shall be borne as follows: 1. Expenses incurred by the Union shall he borne by the Union. 2. Expenses incurred by the City shall be borne by the City. 3. Expenses or fees of the Arbiter shall be borne equally by the Union and the City. Section 7.2 Disciplinary Action by the Employer No employee shall be disciplined, suspended or discharged without just cause. It is understood that no disciplinary action by the City shall be considered cause for a grievance unless it is specifically alleged that such represents an incorrect application of the terms of this Agreement. In no event shall this Agreement alter or interfere with disciplinary procedures heretofore followed by the City or provided for by City Charter, Ordinance, or law including the procedure for appeals thereof. This clause shall not, however, prevent the Union from affording to its members such representation in any other proceedings as it may see fit. 7 Section 7 3 Meetings Relative to Discipline In the event the Employer requires an employee to attend a meeting for purposes of discussing an incident which may lead to suspension,demotion or termination of that employee, the employee shall be advised of his right to be accompanied by a representative of the Union. If the employee desires Union representation in said matter, he shall notify the Employer at that time and shall be provided a reasonable time to arrange for Union representation. ARTICLE 8 - WORK STOPPAGES AND EMPLOYER PROTECTION Section 8.1 Work Stoppages - Defined The City and the Union agree that the public interest requires efficient and uninterrupted performance of all City services and to this end pledge their best efforts to avoid or eliminate any conduct contrary to this objective. Specifically, the Union shall not cause or condone any work stoppage, including any strike, slowdown, refusal to perform any customarily assigned duties, sick leave absence which is not bona fide, or other interference with City functions by employees under this Agreement and should same occur, the Union agrees to take appropriate steps to end such interference. Any concerted action by any employee in any bargaining unit shall be deemed a work stoppage if any of the above activities have occurred. Section 8.2 Back to Work Order Upon notification in writing by the City to the Union that any of its members are engaged in a work stoppage, the Union shall immediately in writing, order such members to immediately cease engaging in such work stoppage and provide the City with a copy of such order. Section 8.3 DisciplinaEy Measures by Employ Any employee who commits any act prohibited in this Article will be subject to the following penalties. A. Discharge B. Other disciplinary action as may be applicable to such employee. ARTICLE 9 - BULLETIN BOARDS The City shall permit the reasonable use of bulletin boards by the Union for the posting of notices of a non-controversial nature relating to Union business. ARTICLE 10 - SAFETY AND SANITATION Section 10.1 Compliance with Safety Codes All work shall be done in a competent and workmanlike manner, and in accordance with the State of Washington Code and any Federal codes relating to this subject. 8 Section 10.2 Unsafe Work Conditions It shall not be considered a violation of this Agreement whereby any employee shall refuse to work with unsafe equipment, or where adequate safeguards are not provided, or when the facilities and services are not being maintained in a reasonable sanitary condition. However, all employees who are assigned to work on jobs or in areas deemed by the City to possibly be dangerous (e.g., spraying) shall be required to wear lawfully designated safety devices and/or equipment designated as necessary for their protection. Such devices and equipment will be furnished by the City. Refusal or failure of any employee to perform the work assigned, to use, or to wear such devices or equipment shall be grounds for appropriate disciplinary action, up to and including dismissal. Section 10.3 Safety Compliance All employees covered by this collective bargaining agreement are expected to comply with W.I.S.H.A. (Washington Industrial Safety and Health Act) regulations and City policies and rules related thereto. Employees knowingly violating such policies, rules and regulations shall be subject to disciplinary action which may include suspension and discharge. No supervisor shall require an employee to go or be in any employment or place of employment which is not safe according to W.I.S.H.A. standards. ARTICLE 11 - MANAGEMENT RIGHTS Subject only to the limitation expressly stated in this Agreement, the Union recognizes that the City retains the exclusive rights to manage its business including, but not limited to the right to determine the methods and means by which its operations are to be carried on, to direct the work force and to conduct its operations in a safe and effective manner; to establish reasonable qualifications for employment and, to employ employees; to schedule and assign work; to establish work and reasonable productivity standards to assign overtime; to determine the methods, means,organization and number of personnel by which operations are conducted; to determine whether goods or services are made or purchased; to evaluate employees; to discipline, suspend and discharge employees for just cause; and to carry out the mission of the City; provided, however, that the exercise of any of the above rights shall not conflict with any of the express written provisions of this Agreement. ARTICLE 12 - PAY PERIOD Whenever practicable, the City shall pay all regular employees on the fifth (5th) and twentieth (20th) of each month. Any employee who is laid off or terminated shall receive all wages due him within 24 hours of the termination of this employment excluding weekends. .ARTICLE 13 - WAGES CLASSIFICATIONS AND MINIMUM RATES OF PAY Section 13.1 Salary Plan - Adoption It is agreed that the classifications and minimum rates of pay shall be as set forth in the annual budget,and in accordance with the provisions of this Labor Agreement. Salaries by classification shall be in accordance with Schedule "B" of this Agreement. 9 Section 13.2 Minimum Rates of Pay Any employee already receiving a higher rate of pay than the minimum set forth herein for this classification shall suffer no reduction as a result of this Agreement, and nothing herein shall preclude the payment of a higher rate at the discretion of the City. Section 13.3 Longevity The following longevity premium pay shall apply: 1. After 5 consecutive years of service - $25 per month 2. After 10 consecutive years of service - $30 per month 3. After 20 consecutive years of service - $45 per month Section 13.4 Reclassification Reclassification of certain positions may become necessary in order to meet the prevailing rate for similar positions, to recognize major changes in functions or responsibilities, or to align salaries within the bargaining unit in order to correct any inconsistencies. Employees petitioning for reclassification consideration will do so in accordance with the provisions set forth in City Policy No. 2.2.1. Such petitions will be processed in a reasonable and timely manner. Section 13.5 Job Openings If a new job opening occurs within the bargaining unit, the City shall first offer the opening to current Local 117 members in the bargaining unit who are qualified to. perform same, prior to offering the job to outside applicants. All openings shall he posted five (5) work days in all work areas, prior to filling any such openings. Bargaining unit members shall be given preference in hiring provided the employee is qualified to perform the work. ARTICLE 14 - HOLIDAYS Section 14.1 Observed Dates The following holidays shall be paid holidays for all employees covered by this Agreement: Holiday 1993 1. New Year's Day 01/01/93 2. Martin Luther King Day 01/18/93 3. Presidents' Day 02/15/93 4. Memorial Day 05/31/93 5. Independence Day 07/05/93 6. Labor Day 09/06/93 7. Veterans' Day 11/11/93 8. Thanksgiving Day 11/25/93 9. Day after Thanksgiving 11/26/93 10. Christmas Day 12/24/93 1O 11. Floating Holiday (Personal) 12. Other holidays proclaimed by the Mayor or City Council The City shall specify, each year, the date on which the above holidays shall be observed. Section 14.2 Overtime Worked on Holidays Employees performing work on the date that any of the above holidays is observed shall receive the pay for the holiday plus compensation for the actual hours worked at the overtime rate. Employees working on such holidays shall receive a minimum of three (3) hours at the employee's overtime rate. ARTICLE 15 - HEALTH CARE AND LIFE INSURANCE Section 15.1 Medical/Dental Coverage The City agrees to provide medical/dental coverage in accordance with City Policy. Coverage will be available for employees and their eligible dependents. The plan(s) offered are those offered to all nonrepresented employees. The City shall contribute toward the purchase of such coverage in accordance with the provisions of Section 15.2 of the Labor Agreement. For the contract period, the following health care plans will be offered to eligible employees: 1. Blue Cross of Washington and Alaska A. Traditional Plan B. Standard Plan (Prudent Buyer) 2. Group Health Cooperative (HMO) However, the City reserves to right to change carriers based upon comparable benefits and cost- effectiveness of such a change. Section 15.2 City Contribution-Medical/Dental Coverage CITY CONTRIBUTIONS (199_3 Traditional Prudent Buyer Group Health (w/Dental, (w/Dental and Orthodontia, Orthodontia) and Vision) Employee Only $220.00/mo $220.00/mo $197.00/mo Employee/Spouse 425.00/mo 425.00/mo 393.00/mo Employee/Children 380.00/mo 380.00/mo 374.00/mo Employee/Spouse/Children 585.00/mo 585.00/mo 536.00/mo Section 15.3 Employee Contribution - Medical/Dental Coverage Eligible employees shall have dependent coverage available. Employees shall have to option to insure dependents under alternative plans offered, subject to the terms and conditions imposed by the carrier. 11 The following premium rates shall apply for dependent medical coverage for the 1993 calendar year, effective 1-1-93, provided, however, the maximum amount contributed shall not exceed the amount charged by Blue Cross or Group Health for family dependent premiums. EMPLOYEE CONTRIBUTIONS (1993) Traditional Prudent Buyer Group Health Employee Only $ 0 $ 0 $ 0 Employee/Spouse 49.00 15.00 25.00 Employee/Children 40.00 10.00 15.00 Employee/Spouse/Children 100.00 25.00 65.00 Section 15.4 Life Insurance Coverage The City shall pay the entire premium of double indemnity life insurance coverage for each eligible employee in the bargaining unit. The City will determine the manner in which insurance coverage is secured. Coverage may be provided in whole or in part through the medical program specified in Section 15.1 of this Agreement. ARTICLE 16 - PENSION Pension for employees and contributions to Public Employees' Retirement System (PERS) will be governed by washington State Statute. ARTICLE 17 - WORKERS COMPENSATION PROGRAM Employees injured on-duty and qualified for worker's compensation shall be entitled to such benefits through the City's self-funded program as determined by statute. Further, if all accumulated sick leave is used by the employee, the City will continue medical/dental and life insurance contributions on behalf of the injured employee and dependents, if applicable, in an amount not to exceed the City's pre-injury contribution level. The period of' the City's contribution shall terminate upon the employee's return to active employment or four (4) months, whichever is sooner. ARTICLE 18 - EQUAL EMPLOYMENT OPPORTUNITY - NONDISCRIMINATION The employer or the Union shall not unlawfully discriminate against any individual with respect to compensation,terms, conditions,or privileges of employment because of race,color,religion,political affiliation, ancestry, national origin, sexual orientation, marital status, age, sex, gender, Vietnam era Veteran's status, mental, sensory, or physical disability, unless based on a bona fide occupational qualification reasonably necessary to the operations of the City. Sexual harassment shall be considered discrimination under this Article. Disciplinary action will be taken against employees who engage in any activity under this Article. The employer agrees to take corrective action to assure that any such practices are remedied and that such discrimination does not continue. Reprisal against a grievant or witness for a grievant is prohibited. 12 The City and the Union, recognizing the need for Affirmative Action, do mutually agree to be supportive to the City's Affirmative Action Plan. Wherever words denoting a specific gender are used in the Agreement, they are intended and shall be construed so as to apply equally to either gender. ARTICLE 19 - SICK LEAVE Section 19.1 Accrual Rate Sick leave shall accrue at the rate of one day for each calendar month of service accumulative to a maximum of 120 days for each full-time employee. Part-time employees will accumulate sick leave in accordance with City Policy. Subsection 19.1.1 Incentives In order to provide an incentive for using sick leave only as necessary, members of the unit shall be entitled to bonus days off for non use of sick leave during a calendar year. Employees who use no sick leave in a calendar year shall be entitled to 2 bonus days off in the following year. Employees who use up to 16 hours sick leave in a calendar year shall be entitle to 1 bonus day off. Use of bonus days shall not affect sick leave balances. Bonus days will be included in and used as vacations days. Section 19.2 Physician's Statement Employees who are absent more than three (3) consecutive days and request sick leave pay may be required to submit to their supervisor upon returning to work a statement from a physician stating the reason for absence. This requirement shall not be used as disciplinary action against an employee, but rather to inform the supervisor of the medical reasons for the absence. Section 19.3 Sick Leave Uses Sick leave may be used by the employee for bona fide cases of: - Illness or injury which prevents the employee from performing his/her regular duties. - Disability of the employee due to pregnancy and/or childbirth. - Medical or dental appointments for the employee. - Care of family members as required by either State or Federal Law. Section 19.4 Prompt Notification Employees incapacitated by illness or injury shall notify their immediate supervisor as close to scheduled starting time as possible that he/she is to report for duty. Failure to do so may result in loss of paid sick leave for that day. During periods of extended illness, employees shall keep their supervisors informed as to their progress and potential date of return to work. 13 Section 19.5 Sick Leave Abuse Abuse of sick leave shall be grounds for suspension or dismissal. An employee's ability to work regularly and as scheduled is a requirement for continued employment. The City has the right to take corrective action to deal with abuse of sick leave or situations where the employee has prolonged and/or frequent or regular absences which hinder the performance of the employee's job duties or the efficiency of the department. Such corrective action may include medical consultations, physician's statements or disciplinary action including termination. Section 19.6 Conditions Not Covered Employees shall not be eligible for sick leave when: - Suspended or on leave without pay and when laid off or on other non-pay status. - Off work on a holiday. Section 19.7 License/Certification Requirements Employees required to obtain licenses, certifications or physical exams shall be allowed time off at the City's expense. Additionally, the City shall pay for any of the requirements. ARTICLE 20 - JURY DUTY Refer to City Policy (Court Appearances). City to pay difference between jury pay and full salary. ARTICLE 21 - BEREAVEMENT LEAVE Employees shall be eligible for bereavement leave in accordance with City Policy (Death in Family/Funeral Leave). ARTICLE 22 - VACATIONS Section 22.1 Accrual Rate All full-time employees will accrue vacation time at the rate of eight (8) hours, or one working day per month. Any employee who leaves employment or is involuntarily terminated before the probationary period which is the first six (6) months of employment,will not have accrued any annual leave. All regular full-time and part-time employees will accrue vacation in accordance with City Policy. Upon completion of five (5) years of service, a bonus of 24 hours of leave will be granted. Said 24 hours bonus will continue through the ninth year of employment. A bonus of forty (40) hours will be granted on completion of the tenth through the twelfth year. A bonus of forty-eight (48) hours will be granted on completion of the thirteenth through the sixteenth year. A bonus of fifty-six (56) hours will be granted on completion of the seventeenth through the nineteenth year. A bonus of sixty-four (64) hours will be granted on completion of the twentieth (20) year and all additional years of employment. 14 Section 22.2 Proration - Bonus Days Any employee of the City who is discharged or laid off after one year's service shall received a pro- rata portion of a normal vacation payment in the proportion that his length of service since his last vacation eligibility date bears to one full year. For the purpose of this paragraph, minor fractions of a month worked shall be ignored, and major fractions of a month worked shall be counted as a full month. Section 22.3 Scheduling Vacations will be scheduled by the City. Whenever possible, vacations will be scheduled for the convenience of the employees involved. Section 22.4 Maximum Accumulation Vacation benefits shall not be cumulative from year to year. It is the intent that each eligible employee receive and take a regular vacation period annually. Employees who require extended vacation (more than their current year's allowance) may request approval to accrue more than one year's vacation. Under no circumstances shall any employee be allowed to accumulate more than the equivalent vacation that the employee would earn in two years. Approval for extended accrual must be in writing from the employee's department head and the Human Resources Director. Section 22.5 Holidays During Vacation When one of the holidays specified in Article 14 occurs during an employee's vacation period, he shall receive an additional day's pay as compensation for such clay over and above his vacation pay. ARTICLE 23 - SAVINGS CLAUSE If any Article of this Agreement or any Addendum thereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any article should be restrained by such tribunal, the remainder of this Agreement and Addendum shall not be affected thereby and the parties shall enter into immediate collective bargaining negotiations for the purpose of arriving at a mutually satisfactory replacement of such Article. ARTICLE 24 - 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. ARTICLE 25 - SUBORDINATION OF AGREEMENT It is understood that the parties hereto and the employees of the City are governed by the provisions of applicable Federal Law, State Law, and the City Code. When any provisions thereof are in conflict with the provisions of this Agreement, the provisions of said Federal Law, State Law, or City Code are paramount and shall prevail. 15 ARTICLE 26 - STANDARD DRESS AND TOOLS (MECHANICS) All regular employees covered by this Agreement will be furnished one (1) shirt, one (1) pair of pants per day, and other clothing in accordance with past practice. The laundering of these uniforms will be a standard schedule and paid for by the City. The City and Union agree to work together toward reducing the cost of providing and maintaining employee uniforms. In addition, the City agrees to provide at its cost, the minimum safety equipment required under WISHA (Washington Industrial Safety and Health Act). Maximum shoe allowance: 1993-1994 $100.00 plus tax per pair. Proper attire: Each employee in the bargaining unit while on duty must be attired properly and in accordance with City Policy No. 2.2.6 and/or reasonable rules regarding safety. The City agrees to purchase insurance to cover theft of employee owned tools from City premises required for employment. City obligation shall be limited to loss due to burglary. Employee shall comply with all terms and conditions of the insurance carrier. Deductible shall be paid by the City. ARTICLE 27 - ALCOHOL OR DRUGS IN THE WORK PLACE The City and Union agree that the City of Kent shall be a drug free workplace (including work sites outside the City limits). The use of alcohol and/or illegal drugs during working hours, or reporting for work under the influence of either is strictly prohibited and is grounds for disciplinary action. It is expected that an employee will seek appropriate medical help for alcoholism, and/or chemical dependency pursuant to City Policy No. 7.1.1. ARTICLE 28 - MILITARY LEAVE The City and Union agree that members of the bargaining unit who are members of the Washington National Guard or any Federal Reserve military unit will be entitled to be absent with pay from their duties with the City for periods of time up to a cumulative maximum of 15 work days (a work day = 8 hours of work) or 15 consecutive work days during each calendar year. ARTICLE 29 - SEVERANCE PAY Full-time employees shall, in the event of a reduction in force, be paid at the time of their separation a sum equal to two (2) weeks pay from which no deductions shall be made except as required by State and Federal Law. Provided, however, that no employee accepting any other employment with the City shall be entitled to such pay. ARTICLE 30 - NOTICE Any notice provided for by this agreement shall be given in person by U.S. mail, postage prepaid, to the address of the party set forth below. A postmarked date is sufficient to satisfy notice requirements of this agreement. 16 ARTICLE 31 - TERM OF AGREEMENT This Agreement shall be in force and effect from January 1, 1993 through December 31, 1994. The City agrees to commence negotiations with the Union no later than June 1, 1994, after the Union notifies the City of its intent to reopen the Agreement. SIGNED THIS DAY OF `)J0 {._/ , 1993, at Kent, Washington. CITY OF UNT DRIVER SALESMEN AND WAREHOUSEMEN'S UNION LOCAL #117 '0 BY BY Dan elleher, J n A. Williams, Mayor S cretary Treasurer BY Don E. Olson, Jr. Human Resources Director Approved as to form: BY Roger Lubovic , - y CITY OF KENT TEAMSTERS LOCAL 117 220 4th Avenue South 553 Johns Street Kent, Washington 98032 Seattle, Washington 98109 17 APPENDIX "A" - REPRESENTED DEPARTMENTS Equipment Rental Department Parks Department Street Department Utilities Department APPENDIX "B" - SALARY SCHEDULE The salary schedule for positions in the bargaining unit shall be as follows: A. Effective on January 1, 1993, base salaries for the job classifications set forth in Appendix F will be increased by three percent (3.0%). B. Effective October 1, 1993, the contract will be reopened to negotiate salaries and health benefits only for the year 1994. C. Effective June 1, 1993, temporary employees shall receive premium pay in lieu of benefits for each straight time hour worked based on the following accumulation of straight time hours: 0001st hour through 0522th hour 0% premium 0523st hour through 1040th hour 10% premium 1041st hour through 2080th hour 15% premium 2081st hour and beyond 20% premium If the City works temporary employees longer than 522 hours within a calendar year, the employee shall receive ten percent (10%), fifteen percent (15%), or twenty percent (20%) respectively, premium pay in lieu of benefits for each straight time hour worked thereafter during that calendar year and until such time thereafter in succeeding calendar years(s) until the employee is terminated from the payroll for at least one calendar month. Temporary employees terminated from the payroll for one calendar month and re-employed in that calendar year will have all hours worked during that calendar year applied toward eligibility for pay in lieu of benefits. Contained within this pay in lieu of benefits are for vacation, sick leave, holidays, insurance and other miscellaneous benefits. 18 APPENDIX "C" - TEN-MONTH MAINTENANCE EMPLOYEE Salaries - Regular: Employees in this classification shall receive compensation whether on an active or inactive status during their employment with the City. For purposes of computing such compensation the annual base wage shall be paid in 24 equal installments on the City's regular pay dates. Salaries - Overtime: Overtime, based upon base wage for classification, shall be provided for employees who are required to work in excess of 8 hours per day or 40 hours in any week. Overtime compensation shall be paid in the form of cash or compensatory time off in accordance with this Agreement. Jury Duty/Bereavement Leave: While on active status, the employee shall be allowed time off with pay in accordance with the City's policy for jury duty and bereavement leave. Personal Leave Days: Employees in this classification shall he provided Paid Personal Leave Days in lieu of Holiday leave and Sick leave. The paid Leave Days or portions thereof may be used, with departmental approval, to maintain pay during periods of illness and observed holidays. A Personal Leave Account of employees will be credited with 15 days during the first pay period of the work year (ten-month active period); provided, that under no circumstances will the account be allowed to accrue more that 30 days. Personal Leave Days which are not used may be accrued from year to year. Such accrual shall be limited to 30 days with subsequent crediting of annual allocations contingent upon current leave balances. Except in the case of illness, an employee shall not be allowed use of more than two Personal Leave Days per month during the first five months of employment. Annual Leave: Annual Leave benefits are not provided to employees filling positions within the ten- month classification. By the nature of the employment classification, employees are provided two months off with compensation each year, thereby providing a reasonable break in employment for purposes of rest and regeneration. Otherwise, employees have the opportunity to exercise the benefits associated with Personal Leave Days which, when exercised, provide time off with compensation during active status. Existing Labor Agreement: All provisions of this Labor Agreement, except as otherwise specified in this Appendix shall apply to members of the bargaining unit occupying ten-month positions. For purposes of clarification, "ten-month employees" are those who are regularly assigned to a work schedule consisting of ten months of active status and two months of inactive status during a twelve month period. 19 APPENDIX "D" - MANDATORY STANDBY DUTY Appendix D specifically concerns mandatory stand-by duty and compensation for such duty. The Agreement as drafted shall remain in force between January 1, 1993 and December 31, 1994. The following agreement with respect to mandatory stand-by duty has been reached: During any period of time in which the City requires employees under this Contract to perform weeknight,weekend, and/or holiday stand-by duty, the City shall provide compensation for such duty. Weeknight duty is defined to include all hours between the end of the normal work day, day 1 (one) and beginning of the normal work day, day 2 (two), etc. Weekend duty is defined to include all hours between the end of the normal work day on Friday and the beginning of normal work day on Monday. Holiday duty is defined as the period of time following the end of a normal work day preceding a holiday specified in the Labor Agreement and the beginning of the normal work day or weekend following the holiday. Employees assigned to mandatory stand-by will be compensated in the amount of$1.50 per hour for stand-by duty actually performed weeknights, Saturdays, Sundays and holidays. APPENDIX "E" - SMOKING POLICY Appendix E concerns a Smoking Policy, covering employees in the Union's bargaining unit. This appendix shall remain in full force between January 1, 1993 and December 31, 1994. As a result of complaints regarding smoking, the following policy has been put into effect: 1. No person shall smoke within the confines of the present maintenance shops, including Golf Course maintenance, except in areas designated at the discretion of .Maintenance Superintendents, Operations Managers and/or their designee. 2. No smoking will take place in a City line vehicle or when a non-smoker is present in an assigned vehicle. 3. Since smoking is not only harmful for the smoker, but also people breathing the smoke, it is very important that smokers be considerate of non-smokers who are around them. As long as the policy as outline above adequately meets the needs of the employees, it will be followed. If future problems arise or if the city-wide policy is changed, this policy will need to be revised also. The City will continue to encourage employees to stop smoking by offering a smoking cessation program as part of the City's Wellness Program. 20 APPENDIX "F" - BARGAINING UNIT CLASSIFICATION SCHEDULE Classification Salary, Range Meter Reader I Range TM17 Meter Reader II Range TM20 Meter Reader III Range TM24 Building Maintenance Worker Range TM24 Building Maintenance Leadworker Range TM27 Maintenance Worker I Range TM17 Maintenance Worker II Range TM20 Maintenance Worker III Range TM24 Maintenance Worker IV Range TM27 Maintenance Technician Range TM30 Field Supervisor Range TM31 Mechanic Assistant Range TM20 Mechanic I Range TM24 Mechanic II Range TM27 Mechanic - Lead Range TM30 Utility Specialist I Range TM20 Utility Specialist II Range TM24 Utility Leadworker Range TM27 (TEAMSTERCON 6193) 71 APPENDIX "G" BARGAINING UNIT BASE SALARY SCHEDULE 1993 PAY RANGE STEP A STEP B STEP C STEP D STEP E TM01 1, 206 1, 266 1, 329 1, 398 1, 469 TM02 1, 268 1, 332 1, 398 1, 471 1, 547 TM03 1, 334 1, 402 1, 471 1, 549 1, 628 TM04 1, 366 1, 431 1, 506 1, 587 1, 673 TM05 1, 402 1, 471 1, 549 1, 628 1, 715 TM06 1, 431 1, 506 1, 587 1, 673 1, 756 TM07 1, 471 1, 549 1, 628 1, 715 1, 799 TM08 1, 506 1, 587 1, 673 11756 1, 844 TM09 1, 549 1, 628 1, 715 1, 799 1, 891 TM10 1, 587 1, 673 1, 756 1, 844 1, 934 TM11 1, 628 1, 715 1, 799 11891 1, 985 TM12 1, 673 1, 756 1, 844 1, 934 2 , 032 TM13 1, 715 1, 799 1, 891 1, 985 2 , 084 TM14 1, 756 1, 844 1, 934 2 , 032 2 , 136 TM15 1, 799 1, 891 1 , 985 2 , 084 2 , 192 TM16 1, 844 1, 934 2 , 032 2 , 136 2 , 250 TM17 1, 891 1, 985 2 , 084 2 , 192 2 , 300 TM18 1, 934 2 , 032 2 , 136 2 , 250 2 , 360 TM19 1, 985 2 , 084 2 , 192 2 , 300 2 , 417 TM20 2 , 032 2 , 136 2 , 250 2 , 360 2 , 484 TM21 2 , 084 2 , 192 2 , 300 2 , 417 2 , 538 TM22 2 , 136 2 , 250 2 , 360 2 , 484 2 , 606 TM23 2 , 192 2 , 300 2 , 417 2 , 538 2 , 667 TM24 2 , 250 2 , 360 2 , 484 2 , 606 2 , 736 TM25 2 , 300 2 , 417 2 , 538 2 , 667 2 , 802 TM26 2 , 360 2 , 484 2 , 606 2 , 736 2 , 874 TM27 2 , 417 2 , 538 2 , 667 2 , 802 2 , 947 TM28 2 , 484 2 , 606 2 , 736 2 , 874 3 , 016 TM29 2 , 538 2 , 667 2 , 802 2 , 947 3 , 096 TM30 2 , 606 2 , 736 2 , 874 3 , 016 3 , 168 TM31 2 , 667 2 , 802 2 , 947 3 , 096 3 , 249 TM32 2 , 736 2 , 874 3 , 016 3 , 168 3 , 327 TM33 2 , 802 2 , 947 3 , 096 3 , 249 3 , 414 TM34 2 , 874 3 , 016 3 , 168 3 , 327 3 , 500 TM35 2 , 947 3 , 096 3 , 249 3 , 414 3 , 587 TM36 31016 3 , 168 3 , 327 3 , 500 3 , 684 TM37 3 , 096 3 , 249 3 , 414 3 , 587 3 , 773 TM38 3 , 168 3 , 327 3 , 500 3 , 684 3 , 869 TM39 3 , 249 3 , 414 3 , 587 3 , 773 3 , 961 TM40 31327 3 , 500 3 , 684 3 , 869 4 , 061 TM41 3 , 414 3 , 587 3 , 773 3 , 961 4 , 162 AGREEMENT by and between CITY OF KENT and DRIVER SALESMEN AND WAREHOUSEMEN'S UNION LOCAL #117 regarding An addendum to the existing collective bargaining Agreement between the parties, for the purpose of settling the 1993-1994 contract reopener for wages and health insurance benefits and issues related to contract interpretation of temporary employees. It is agreed between the parties, as denoted by signaures below, that the following terms and conditions shall prevail: 1. WAGES-Over the duration of the 1993-1994 contract,regular employees shall receive COLA and equity increases as follows: January 1, 1994 2.5% Date of Signing 2.5% 2. INSURANCE - City's health proposal (see attached). Enhanced PPO benefits will become effective the first day of the month following the signing of the contract. Dependent premiums will remain as specified unless mutually changed by the parties. 3. LONGEVITY- Parties agree on longevity in accordance with City Policy 2.2.1 retroactive to January 1, 1994: 1%after 5 years; 2% after 10 years; and 3%after 20 years. 4. TEMPORARY EMPLOYEES -Parties agree on the following language: Temporary 4-Month and Temporary Part-time Temporary 8-Month Start at$6.00 per hour Start at $7.50 per hour Greater than 1040 hours = $7.00/hour Greater than 1040 hours= $8.75/hour Greater than 2080 hours = $8.50/hour Greater than 2080 hours= $10.00/hour Hours are effective January 1, 1994. Above payment includes wages and pay in lieu of benefits and supersedes Appendix B, Section C of current contract. 5. HEALTH REFORM REOPENER - The City may reopen this Agreement to the extent necessary to ensure compliance with federal or state health care reform. No other sections of the Agreement are subject to being reopened at that time without the mutual consent of the parties. 6. SUBSTANCE ABUSE TESTING REOPENER - The parties agree that it is important and necessary for the City to have a substance abuse testing procedure. The parties agree to meet and attempt to reach agreement on such a procedure. Should they be unable to do so, either party may submit the matter to arbitration, such that an agreed upon procedure can be established and inserted as an amendment to the contract. Addendum, TEAMSTER Page 2 of 2 Signed this 1st day of November, 1994, at Kent, Washington. CITY OF KENT DRIVER SALESMEN AND WAREHOUSEMEN'S UNION LOCAL #117 BY BY Ji ite, ohn . Williams, or ecre ary-Treasurer BY ' ,� ue Viseth, Human Resources Director Appro rm: B er u ovich, City Attorney CITY OF KENT TEAMSTERS LOCAL 117 220 4th Avenue South 553 Johns Street Kent, Washington 98032 Seattle, Washington 98109 r City of Kent Health and Welfare Plan Enhancements TEAMSTER 1994 City Proposal Employee Dependent Premiums: New Enhanced Prudent Buyer(PPO) Plan: Employee Only .00/mo Employee/Spouse 15.00/mo Employee/Child(ren) 10.00/mo Employee/Family 25.00/mo Employee Premiums: continue at 1993 level: Traditional Plan: Employee Only .00/mo Employee/Spouse 49.00/mo Employee/Child(ren) 40.00/mo Employee/Family 100.00/mo Group Health Plan: Employee Only .00/mo Employee/Spouse 25.00/mo Employee/Child(ren) 15.00/mo Employee Family 65.00/mo Health & Wefare Benefit Enhancements: Effective first day of the month following date of signing contract. Enhancements to existing Preferred Provider Plan: Medical/Dental/Vision/Prescription benefit increases as agreed by the Medical Task Force. A) Add naturopathic benefits at 80%, no deductible to a maximum benefit of$1,000 per year. B) Increase Preventive Care benefits for children under two (2) years of age to $400 per year. All others will retain the $200 benefit. C) Increase Chiropractic to $1,000 per year. D) Increase Orthodontia Lifetime maximum to $1,800. E) Dental Plan: No Payment for Type C (Major Services) for the first 12 months of employment. After 12 months coverage would begin at 50%. In the third year, coverage would increase to 80%. ` F) Keep ProServe for Drug Card and use Medco for Mail Order. Co-pays are eliminated for Mail Order Program. G) Increase Vision Plan to "VSP-V3", Plan B.