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HomeMy WebLinkAboutCAG1986-012 - Original - United Steelworkers of America AFL-CIO - Correction Officers 1986-1988 Labor Agreement - 01/01/1986 CITY OF K E N T and UNITED STEELWORKERS OF AMERICA, AFL-CIO CORRECTIONS OFFICERS 1986-1988 LABOR AGREEMENT TABLE OF CONTENTS PAGE 1 PREAMBLE ARTICLE 1 - RECOGNITION AND BARGAINING UNIT l ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION 1 Section 2.1 Eligibility 1 Section 2.2 Union Membership 1 Section 2.3 Excluded Employees 1 Section 2.4 Dues Deduction 1 Section 2.5 Attendance - Negotiating Sessions/Grievance 2 Arbitration 2 ARTICLE 3 - EMPLOYMENT PRACTICES 2 Section 3.1 Personnel Reduction Section 3.2 Severance Pay/Notice 3 Section 3.3 Establishment of Reinstatement Registers 3 Section 3.4 Recalls Section 3.5 Affirmative Action/Nondiscrimination 3 4 Section 3.6 Personnel Files 4 ARTICLE 4 - HOURS OF WORK AND OVERTIME 4 Section 4.1 Hours of Work 4 Section 4.2 Overtime Section 4.3 Time Off in Lieu of Pay for Overtime 4 Section 4.4 Overtime Minimum - Call Back 4 Section 4.5 Compensation for Court Appearances 5 ARTICLE 5 - DEPARTMENTAL WORK RULES AND WORK SCHEDULES 5 ARTICLE 6 - SICK LEAVE 5 5 ARTICLE 7 HOLIDAYS 5 7.1 Holidays Observed ARTICLE 8 - EDUCATION ALLOWANCE 6 6 Section 8.1 General Policy Section 8.2 Class Attendance 6 Section 8.3 Reimbursement for Training 6 7 ARTICLE 9 - ANNUAL LEAVE 7 Section 9.1 Annual Leave Section 9.2 Scheduling Annual Leave 7 Section 9.3 Seniority Rights 7 ARTICLE 10 - PENSIONS 7 ARTICLE 11 - DEATH IN FAMILY/FUNERAL LEAVE 8 ARTICLE 12 - SAVINGS CLAUSE 8 Section 12.1 Savings Clause 8 Section 12.2 Right to Re-Open Agreement 8 ARTICLE 13 - ENTIRE AGREEMENT 8 ARTICLE 14 - MANAGEMENT RIGHTS 8 ARTICLE 15 - PERFORMANCE OF DUTY 9 Section 15.1 Non-Strike Provisions 9 Section 15.2 Performance of Duty 9 ARTICLE 16 - CONFERENCE BOARD 10 Section 16.1 Mutual Concerns 10 Section 16.2 Contract Modification 10 ARTICLE 17 - GRIEVANCE PROCEDURE 10 Section 17.1 Grievance Defined 10 Section 17.2 Grievance Procedure 10 Section 17.3 Arbitration Proceeding 11 ARTICLE 18 - COMPENSATION 12 Section 18.1 Salaries 12 Section 18.2 Longevity Pay 12 Section 18.3 Temporary Assignments 12 Section 18.4 Clothing and Equipment 12 ARTICLE 19 - INSURANCE 13 Section 19.1 Medical/Dental Coverage 13 Section 19.2 Life Insurance 13 ARTICLE 20 - PHYSICAL FITNESS PROGRAM 13 Section 20.1 Program Development/Operation 13 Section 20.2 Program Modifications 13 ARTICLE 21 - WORK ASSIGNMENTS 14 Section 21 .1 Shift Assignments 14 Section 21 .2 Days Off 14 ARTICLE 22 - TERM OF AGREEMENT 14 SCHEDULE A - SALARIES 15 PREAMBLE The agreement herein contains the entire agreement between the United Steelworkers of America, AFL-CIO for and on behalf of Local #1088, (hereinafter known as the Union) and the City of Kent, Washington (hereinafter known as the City). The purpose of this agreement is for the establishment of wages, hours of work and working conditions. ARTICLE 1 - RECOGNITION AND BARGAINING UNIT The City recognizes the United Steelworkers of America, AFL-CIO on behalf of Local #1088, as the exclusive bargaining representative for all employees in positions listed in the wage schedule. ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION Section 2.1 Eligibility The City and Union recognize that employees within the bargaining unit may, at their discretion, elect or maintain membership or nonmembership in the Union. Intent to join, in writing, must be furnished to the City prior to formal membership for the purposes of uniform dues deductions. Section 2.2 Union Membership The Union accepts its responsibility to fairly represent all employees in the bargaining unit regardless of membership status. Neither party shall discriminate against any employee because of membership or non-membership in the Union. However, this clause shall not restrict the Union from providing internal , union sponsored benefits to Union members only. Section 2.3 Excluded Employees The following employees shall be excluded from the bargaining unit. Super- visory personnel above the rank of Corrections Sergeant, and all other noncorrections personnel of the City. See cross-check agreement. Any dispute arising in the future as to the inclusion or exclusion of a position from the bargaining unit will be presented to the Public Employment Relations Commission (PERC) for determination. Section 2.4 Dues Deduction The following procedure shall be followed in the deduction of dues for members of the United Steelworkers of America, AFL-CIO. A. The City agrees to the deduction of monthly dues uniformly levied by the Union for those employees who elect to become members of the Union and who request in writing, to have their regular monthly Union dues deducted on the basis of individually signed voluntary check-off authorization cards. 1 B. Each month, the City shall remit to the International Treasurer of the United Steelworkers of America, AFL-CIO, all dues deducted together with a list of employees and the amount deducted from each employee. C. The Union agrees to indemnify and hold the City harmless against any and all claims, suits, orders and other judgments brought or issued against the City as a result of any action taken by the City under the provisions of this Article, unless caused by the sole negligence of the City. Section 2.5 Attendance - Negotiating Sessions/Grievance Arbitration A. Time off with pay shall be limited to regular negotiations sessions between the City and the union negotiating team member's scheduled duty hours. This section shall apply only to members of the bargaining unit. B. Police administration reserves the right to determine the amount of time and specific hours of official time, if any, which will be approved for union officials or members to conduct union business on duty. C. Time off required by union members to prepare for or attend grievance arbitration meetings or hearings, shall be considered leave without pay, unless substitute coverage is provided for by union members at no additional cost to the City to replace those designated employees who are required to be absent from their shifts. It shall be the Chief's responsibility to determine manning levels required on all shifts. It shall be his decision as to whether substitute coverage is necessary to attend grievance arbitration proceedings. ARTICLE 3 - EMPLOYMENT PRACTICES Section 3.1 Personnel Reduction Should it become necessary due to budgetary conditions, lack of work, or any other reasonable cause, to reduce the number of employees in this unit, the following basic provisions will apply: A. It shall be the responsibility of the City to determine the job classification in which layoffs are to occur. Such factors as nature of function performed, risk to overall public safety, impact on the Police Department operations, shall be weighed to determine areas where reductions can be made. B. Order of layoff shall be determined by Corrections administration following the consideration of employees' performance, length of service, and other such factors that may be appropriate. Employees with the least seniority in any classification will be first laid off in the event the performance, abilities, qualifications and other evaluations of two or more employees selected for layoff are equal . 2 C. The Union and the City have agreed that employees covered by this agreement are not subject to Civil Service. Section 3.2 Severance Pay/Notice A. All employees shall in the event of a reduction in force be entitled to two (2) weeks notice of such layoff and shall be paid at the time of separation, a sum equal to two (2) weeks pay at the current rate of pay. Such severance pay shall be in addition to any and all monies due the employee at the time of separation. Provided, however, this section shall only apply to employees who are terminated because of layoff by the City. Voluntary termina- tions and other terminations not classified as layoff are excluded from the provisions of this section. Section 3.3 Establishment of Reinstatement Registers A. The names of regular employees who have been laid off shall be placed upon a reinstatement register for the same class from which laid off. Such reinstatement register shall not be effective past one (1 ) year from the date of termination of any employee. B. Refusal to accept work with the City of Kent Corrections Facility from a reinstatement register shall terminate all rights granted under this section. C. Order of Reinstatement - If a vacancy is to be filled from the reinstatement register, it shall be made on the basis of layoff order. The employee on such register who was last laid off shall be first reinstated; provided, the parties may agree to reinstate- ment out of such order upon showing of efficiency or that such action is for the good of the service, after giving the employee(s) adversely affected an opportunity to be heard. Section 3.4 Recalls In the event an employee leaves the service of the City due to reduction in force and within the next year the City rehires said former employee in the same relative classification to which assigned at the date of reduction, such employee shall be placed at the step in the relative salary range which the employee occupied at the time of the original reduction. Section 3.5 Affirmative Action/Nondiscrimination It is agreed that the City and Union are mutually obligated to provide equal employment opportunity, consideration and treatment to all employees of the Kent Corrections Facility. The Union also affirms its intent to comply with the equal employment policies, including the Affirmative Action Program adopted by the City of Kent. 3 Section 3.6 Personnel Files A. The personnel files are the property of the City. The City agrees that the contents of the fedential and shallsonnel files, crestr9cththeeusenofl photographs, shall be con information in the files the iPersonnelernal sDepartmente by the anaThmsnProvishon Corrections Facility an shall not restrict such admorstrativemation operbecominsonnelg tribunal .toitues process by any court or further agreed that information may be released to outside groups subject to the approval of both the City and employee; provided, that nothing in this section shall prevent an employee on Written from viewing tins/the reasonnel forfile the review,entirety, up request, stating B. Duplication of Documents - Mot 'slfilescbyethe,employee records Duplica- will not be removed from the employees the City. tion of materials in the folder will be done only by ARTICLE 4 - HOURS OF WORK AND OVERTIME Section 4.1 Hours of Work 40 The normal work schedule for The employee'sns fworksschedule shall eshall obes posted in e employee's 7-day work week. The employee's applicable work period. within seven (7) days of the beginning of the Section 4.2 Overtime A. Employees shall be paid at0 the hoursrate infthe time employeeesh71day workf for l hours worked in excess of 4 week. B. In all cases, overtime will be computed to the nearest one-half (1/2) hours. Section 4.3 Time Off �^ � ;pu of Pay for Overtime Employees who wish to take time off in lieu of receiving overtime pay may do so provided: ling will allow the employee to take time off. A. Departmental schedu B. An employee may accumulate up to 48 hours of time off. Adlfrours above 48 shall be paid unless special approval the Corrections Administration and Personnel Director in accordance with applicable City personnel policy. Section 4.4 Overtime Minimum - Call Back Employees "called back" to wore shalworklforceive whichatheyiwereocalledeback.hoThis pay at the regular rate for th 4 provision applies when such call back results in hours worked which are not annexed consecutively to either the beginning or end of a regular shift. This provision shall not apply when an employee is called or scheduled to work additional shift(s). Section 4.5 Compensation for Court Appearances Corrections officers required to testify in court on behalf of the City during off-duty hours shall be paid a minimum of three (3) hours at the regular rate for such attendance at each separate court session in any one day. Continuance of a morning court appearance shall not be considered a separate appearance provided, however, where such attendance is an extension of the employee's regular shift, overtime procedures specified in Section 4.2 shall apply. ARTICLE 5 - DEPARTMENTAL WORK RULES AND WORK SCHEDULES The City agrees to notify the Union in advance of changes in departmental operating procedures or working conditions which would affect a substantial number of employees in the bargaining unit. Conferences to discuss such changes may be arranged prior to the time such changes would become effective. However, nothing in this section shall be construed to limit the City from exercising its management responsibilities, provided, however, that when changes in procedure or departmental operation would cause a reduction in force or layoff of any employee, such proposed change, including the effec- tive date shall be provided in writing to the Union in advance of making the proposed change. ARTICLE 6 - SICK LEAVE Sick leave policies shall be administered in accordance with City policy. Administration and approval of sick leave shall be consistent with provi- sions in the City of Kent Policy Manual . ARTICLE 7 - HOLIDAYS Section 7.1 Holidays Observed The following holidays shall be considered as holidays for full time employees. 1 ) New Year's Day 2) Martin Luther King Day 3) Washington's Birthday (President's Day) 4) Memorial Day 5) Independence Day 6) Labor Day 7) Veteran's Day 8) Thanksgiving Day 9) Day after Thanksgiving 10) Christmas Day 5 11 ) Floating Holiday (personal )12) Other holidays proclaimed by the Mayor or City Council There are ten enumerated holidays and one floating holiday. Selec- A. holiday will be by employee choice, tion and use of the floating subject to departmental approval . will be B. Each employee who is requiredowork nra holi dovertime pay at the compensated as follows: Employeesa for all hours worked. In on rate of one and half times base pay holiday will receive eight hours addition, an employee working or wked. This time will of compensatory time off for each holidayor be scheduled subject to departmental approval . ARTICLE 8 - EDUCATION ALLOWANCE Section 8.1 General Polio ortuni- The City will reim- recognizes the need to encourage and educational opp ties for employees, subject to budgetary a roved training upon burse personnel for costs incurred in recng. Eligible costs include: satisfactory completion of such training. A. Tuition B. Books C. Fees associated with training. the City for above Employees covered by this agreement will be reimbursed by training costs if: A. The course/training requests has been pre-approved by the management of the Corrections Facility as to course content and relatedness o the employee's current position. Approval will be requested according to procedures establishhead for B. PP b June 1 each y the management yearhandocosts�are included in the budget. the new budge Y Section 8.2 Class Attendance universi- their off-hours. In Employees who wish to attend organizations must offered do sosduring� colleges, schedule ties, or other training organ royal , an irregular work special cases, subject to departmental app class be arranged in order for an employee tan attend employeeuwhiletattending t - may off-hours. Hours spent by P offered during off-hours, will not be considered compen or studying for such class during law. sation hours unless otherwise required by Section 8.3 Reimbursement for Trainin de nt funds, or any If reimbursement is available through ishallabe through that A. then reimbursement other potential source, source. 6 B. Upon completion of approved training, the employee must prepare a request for reimbursement itemizing actual expenses incurred and including a copy of the training authorities' certificate of completion or grade report. C. Paid receipts for training costs must accompany the request for reimbursement. The City will reimburse the employee for only those costs that have been approved and for which paid receipts are attached to the reimbursement request. D. Employees requesting reimbursement must submit the request, with documentation, within (90) calendar days following successful completion of the approved course(s). Requests not received within 90 days will not be considered for reimbursement. ARTICLE 9 - ANNUAL LEAVE Section 9.1 Annual Leave Members of the bargaining unit shall receive annual leave benefits consis- tent with the uniform policy in effect for all employees of the City of Kent. COMPLETION OF: ANNUAL VACATION HOURS 1-4 years 96 hours (no bonus) 5-9 years 96 hours plus 24 hour bonus 10-12 96 hours plus 40 hour bonus 13-16 96 hours plus 48 hour bonus 17-19 96 hours plus 56 hour bonus 20 years and thereafter 96 hours plus 64 hour bonus Section 9.2 Scheduling Annual Leave Annual leave shall be granted to the employee at the time of the employee's choosing provided the departmental work schedule would not be adversely affected. Section 9.3 Seniority Rights If two or more employees request annual leave at the same dates, and it is not feasible to allow the employees so requesting annual leave to take leave during the same period, then preference shall be granted on the basis of seniority, provided the departmental policy for requesting annual leave has been complied with by the senior person. ARTICLE 10 - PENSIONS Pensions for employees and contributions to pension funds will be governed by Washington State Statute. 7 ARTICLE 11 - DEATH IN FAMILY/FUNERAL LEAVE Members of the bargaining unit shall receive leave with pay for death in family/funeral leave purposes consistent with the uniform policy in effect for all employees of the City of Kent. ARTICLE 12 - SAVINGS CLAUSE 12.1 If any article of the agreement or any addenda hereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or ehforcement of any article should be restrained by such tribunal , the remainder of the agreement and addenda 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. 12.2 The Union agrees that the City retains the right to re-open the agreement during the term of the agreement in the event of amendment to the Fair Labor Standards Act (FLSA) or implementation of or amendment to United States Department of Labor Regulations. It is understood that the re-opening of the contract pertains only to amendments implemented by law or regulations. ARTICLE 13 - 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 parties acknowledge that each has had the unlimited right and opportunity to make demands and proposals with respect to any matter deemed a proper subject for collective bargaining. The results of the exercise of that right are set forth in this agreement. Therefore, except as otherwise provided in the agreement, the City and Union, for the duration of this agreement, each voluntarily and without qualification agree to waive the right to oblige the other party to bargain with respect to any subject or matter whether or not specifically referred to or covered by this agreement. ARTICLE 14 - MANAGEMENT RIGHTS The Union and employees in the bargaining unit recognize that areas of respon- sibility must be reserved to management if it is to function effectively. In recognition of this principle, it is agreed that the following responsibili- ties are not subject to collective bargaining and are management responsibilities of the City. Unless specifically modified by sections in this Agreement, management retains the exclusive right: A. To determine the management organization, and the selection, retention, and promotion for occupations within the scope of this Agreement. 8 B. To direct employees of the City in the performance of their official duties. C. To hire, promote, transfer, assign, retain, and layoff employees in positions in the City, and to suspend, demote, discharge, or take other disciplinary action against such employees. D. To determine the methods, means, and personnel by which departmental operations are to be conducted. E. To prescribe uniform dress to be worn by correction officers. F. To take whatever actions may be necessary to carry out the corrections function in emergency situations. G. To determine the necessity of overtime and the amount thereof. H. To cease operations or to contract out any work to City or other public entity or entities. I. To determine hours of work and each employee's work schedule. J. To adopt rules for the operation of the City of Kent Corrections Facility and the conduct of its employees. The above listing of specific management rights are not intended nor shall be considered restrictive of, or as a waiver of any rights of the City not listed herein. Such inherent management responsibilities are not subject to arbitra- tion and shall remain exclusively with the City except as they may be shared with the Union by specific provisions of this Agreement. ARTICLE 15 - PERFORMANCE OF DUTY Section 15.1 Non-Strike Provisions Nothing in this agreement shall be construed to give an employee the right to strike and no employee shall strike or refuse to perform the employee's assigned duties to the best of the employee's ability. The Union and employees it represents agree that they shall not condone or cause any strike, slowdown, mass sick call , or any other form of work stoppage or interference to the normal operation of the Kent Police Department. Section 15.2 Performance of Duty It is agreed that all members of the bargaining unit shall perform all func- tions and duties required by laws of the State of Washington, ordinances of the City of Kent and regulations and operating policies of the department. Provided, however, where articles or sections of this agreement are in conflict with ordinances and policies, the agreement will prevail . 9 ARTICLE 16 CONFERENCE BOARD Section 16.1 Mutual Concerns There shall be a Department Conference Board consisting of three (3) representatives named by the Union and three (3) representatives named by the Chief of the Department. The Department Head, or his representative, shall sit as one of the three (3) City representatives to the maximum extent practicable, but any of the six (6) members may be replaced with an alternate from time to time. It is also agreed that either party may add additional members to its Conference Board committee whenever deemed appropriate. The Conference Board shall meet as needed and shall consider and discuss matters of mutual concern pertaining to the improvement of the Division and the welfare of the employees. The purpose of the Conference Board is to deal with matters of general concern to members of the Division as opposed to individual complaints of employees; provided, however, it is understood tha the Conference Board shall function in a consultive capacity to the Chief. Accordingly, the Conference Board will not discuss grievances properly the subject of the procedure outlined in Article 17, except to the extent that such discussion may be useful in suggesting improved Departmental policies. Section 16.2 Contract Modification Either the Union representatives or the City representatives may initiate discussion of any subject of a general nature affecting the operations of the Department or its employees. However, at any session which involves the interpretation or application of its employees. However, at any session which involves the interpretation or application of the terms of this Agreement, or any contemplated modifications thereof, no such terms or changes shall be made without the review of the Personnel Director and subsequent approval by the City nor shall such terms or changes be made without review of the Union Executive Board and subsequent approval by the Union. Nothing in this section shall be construed to limit, restrict, or reduce the management prerogatives outlined in this Agreement. ARTICLE 17 - GRIEVANCE PROCEDURE Section 17.1 Grievance Defined 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 provisions of this agreement. Grievances must be resolved in the following manner. Failure to follow the time frames set forth below shall constitute waiver of the grievance. Section 17.2 Grievance Procedure Step 1 . A grievance shall be verbally presented by the aggrieved employee within five (5) working days of the alleged contract violation to the employee's immediate supervisor. The immediate supervisor should consult and/or arrange a meeting with the employee's supervisor(s) if necessary to resolve the grievance. The parties agree to make every effort to settle the grievance at this stage promptly. The immediate supervisor(s) shall 10 answer the grievance within five (5) working days after being notified of the grievance. 2, If not resolved above, the grievance shall be reduced to writing Sty_ the aggrieved and be submitted to the Department Head by he Union within employee and/or t 1- The 7written ngrievance sg das hall following the completion of Step include a statement of the eassfactshofstheicase, and tremedy Agreement allegedly violat , sought. A meeting shall be arrFollowinnged between the city and g that meeting the party representatives of the Union. responding to the grievance shall give its written response within five (5) working days of the completion of the meeting. the days following St�3, Grievances not settled within five )Employee and/or the Union working Step 2 shall then be presented by directly to the City Administrator or his designee. A meeting shall be arranged between the City and representatives of the Union. The City Administrator shall then submit adaysifromsion�the writing, on the grievance within ten (lo) working completion of the Step 3 meeting. Copies of the decision shall p arty and/or its representative. If be provided to the filing party shall be reduced to writing resolved, the basis for r and signed by both parties. Ste 4. In the event the decision reached t et he City parties presentingtthe r "�— his designee is unsatisfactorywithin ten (10) working days, be grievance, the grievance may, Union shall mutually submitted to arbitration. AmericanArbitration Association select an arbiterunder Procedures. Section 17.3 Arbitration Proceeding A. The Arbiter shall render his decishisbAsr interpreton ation n decision shall applications of the provisions of and the Union. be in writing and copies sent to the City on all B. The decision of the Arbiterovided thefdecisnal ion does nd 1notuinvolve parties to the grieva P action by the City which is beyond the jurisdiction of the arbiter. C, Neither the Arbiter nor any persons involved in the grievance procedure shall have the power togofithisnew agr e m nts or to change any of the present provisions D. All expenses incurred in the arbitration process shall be borne as follows: 1 . Expenses incurred by the Union shall be borne by the Union. 2, Expenses incurred by the City shall be borne by the City. 11 3. Expenses or fees of the Arbiter shall be borne equally by the Union and the City. Article 18 Compensation Section 18.1 Salaries The City agrees to maintain salaries in accordance with Schedule A. The salary plan requires that corrections employees in the department must satisfactorily serve forty-two (42) consecutive months in the Kent Police Department in order to reach the top step of the pay plan. Changes in step will be made on the completion of each cumulative service period completed, (i.e. after 6 months, after 18 months, after 30 months, after 42 months). The only exceptions shall be those provided for by City of Kent Policy. Section 18.2 Longevity Pay Longevity pay shall be available to all corrections officers covered by this bargaining agreement who have completed continuous services in accordance with the following schedule: 1 . After five (5) continuous years of service - $15.00 per month 2. After ten (10) continuous years of service - $30.00 per month Provided, however, that such longevity pay shall be awarded so long as otherwise qualified employees maintain positive performance evaluations and further provided that qualified employees maintain levels of physical fitness consistent with Article 20 of this Agreement. Section 18.3 Temporary Assignments The City agrees to compensate members of the bargaining unit assigned by competent authority to position of higher authority and responsibility. For purpose of this Agreement, assignment shall be limited to the positions of Corrections Sergeant and Corrections Supervisor. Further, a member of the bargaining unit must be assigned for a period of five consecutive working days before additional compensation will be paid. Upon assignment of five consecutive days or more, additional compensation shall be paid retroactive to the first day. Members of the bargaining unit assigned to act in the position of Corrections Supervisor shall receive Corrections Sergeant compensation plus five percent. Section 18.4 Clothing and Equipment A. The City shall furnish corrections personnel with clothing and equip- ment required to perform their assigned duties. B. The City will repair damage to clothing or equipment which is due to normal wear and tear in service. Unusual repairs required to be made because of neglect or abuse by the employee shall be paid for by the employee responsible. C. Accessories to the uniform, which are optional in nature, shall be provided by the employee according to personal preference. 12 D. Corrections employees shall have uniforms supplied and maintained by the City. E. Cleaning or laundry of uniforms supplied by the City shall be the responsibility of the employee. Article 19 - Insurance Section 19.1 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 nonrepresnted employees. The City shall contribute toward the purchase of such coverage in an amount equal to that provided nonrepresented employees. City contributions will vary depending upon family size. City contributions toward employee and dependent coverage will be the same for nonrepresented employees during the life of this agreement. Section 19.2 Life Insurance The City shall pay the entire premium of a $20,000 double indemnity life insurance coverage for each eligible employee in the bargaining unit. Such coverage shall be continued in full force and effect during the life of this agreement. 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 19.1 of this Labor Agreement. ARTICLE 20 - PHYSICAL FITNESS PROGRAM Section 20.1 Program Development/Operation The City and Union will work together in the development and implementation of the physical fitness programs and standards. The Union acknowledges the City's right to establish, administer and apply physical programs and standards. Such fitness standards shall be job related and shall apply to all members of the bargaining unit. It is understood by the parties that the City shall not take a disciplinary action, based solely on an employee's failure to meet or maintain such a standard. However, such discipline may be maintained when the employee's failure to meet or maintain such a standard results in, or contributes to, the employee's failure or inability to satisfactorily perform duties. Section 20.2 Program Modifications Conferences to discuss changes in program or standards, or manner of administration of program or standard will be conducted following procedures outlined in Article 16 of this Labor Agreement. The City agrees to notify the Union in advance of changes in program or standards, or manner of administration of a program or standard. 13 ARTICLE 21 - WORK ASSIGNMENTS Section 21 .1 Shift Assignments Whenever there is more than one shift within the same job classification in the corrections operation, employees may indicate their preference of shift. Corrections administration will consider such requests in the assignment of corrections personnel . Corrections administration may consider seniority in making such assignments. Section 21 .2 Days Off Employees will be allowed to indicate their preference of days off. Corrections administration will consider such requests in the assignment of corrections personnel . ARTICLE 22 - TERM OF AGREEMENT This Agreement shall become effective when executed but no earlier than January 1 , 1986, and shall remain in force until December 31 , 1988. Signed this day of , 1986 at Kent, Washington. CITY OF UNITED STEELWORKERS OF AMERICA, AFL-CIO Dan Kelleher, Mayor Lynn R. Williams, President International Secretary ran S. c ee, nternationa reasurer Josephorcic ice President, Administration Leon Lync , Vice President, Human Affairs o er a ris, irec or, is ric J sen, Sub-District 4 Director inu r ry 1,0 a G avi I S ft ReDresentative Rbb�rt BtaUTe_y,_ re ent, L al 1088 821W-24W 14 SCHEDULE A Salaries: In accordance with Article 19 of the Labor Agreement, salaries for Corrections Officers shall be provided as follows: A. C/O CLASSIFICATIONS 1-1-86 1 . Probationary $1700 2. C/O 4 1791 3. C/O 4 1880 4. C/O 2 1978 5. C/O 1 2075 6. Corrections Sergeant 2231 B. January 1 , 1987 The above-identified salaries will be increased by 80 percent of the change in the CPI-W, Seattle July 85/86, with a minimum of 2.5 percent and a maximum of 5.0 percent. C. January 1 , 1988 1987 wages will be increased by 80 percent of the change in the CPI-W, Seattle, July 86/87, with a minimum 2.5 percent and a maximum of 5.5 percent. 821W-24W 15