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CITY OF KENT
AND
WASHINGTON STATE COUNCIL
OF COUNTY AND CITY EMPLOYEES,
AFSCME, LOCAL 2617
LABOR AGREEMENT
January 1, 2017 - December 31, 2019
TABLE OF CONTENTS
PREAMBLE...............................................................................................................................................................I
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT..................................................................I
SECTION 1.1 - RECOGNITION OF UNIT .............................................................................1
SECTION 1.2 - EXCLUDED EMPLOYEES..............................................................................1
SECTION 1.3 - TEMPORARY EMPLOYEES............................................................................1
SECTION 1.4 - LIMITED TERM EMPLOYEES ........................................................................2
SECTION 1.5 - DISPUTE RESOLUTION...............................................................................3
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION......................................................3
SECTION 2.1 - UNION MEMBERSHIP.................................................................................3
SECTION 2.2 - DUES DEDUCTION ....................................................................................3
ARTICLE 3 - SENIORITY AND EMPLOYMENT PRACTICES...........................................................4
SECTION 3.1 - PROBATIONERS ........................................................................................4
A. Regular Employees (Non-Civil Service)......................................................................................4
B. Civil Service Employees....................................................................................................................4
C. Seniority..................................................................................................................................................S
SECTION 3.2 - SENIORITY...............................................................................................5
SECTION 3.3 - PERSONNEL REDUCTION............................................................................6
SECTION 3.4 - SEVERANCE PAY.......................................................................................8
SECTION 3.5 - NOTIFICATION FOR RECALL........................................................................8
SECTION 3.6 - RECALLS..................................................................................................9
SECTION 3.7 - POSITION VACANCIES.............................................................................10
ARTICLE 4 - HOURS OF WORK.................................................................................................................11
SECTION 4.1 - HOURS OF WORK ...................................................................................11
Subsection4.1.1 Rest Periods................................................................................................................12
SECTION 4.2 - ALTERNATIVE WORK SCHEDULES..............................................................13
SECTION 4.3 - MEAL AND REST PERIODS........................................................................13
ARTICLE S - OVERTIME, COMPENSATORY TIME AND CALL BACK.......................................14
SECTION 5.1 - OVERTIME..............................................................................................14
Subsection 5.1.1 - Corrections Mandatory Overtime Assignment Process..........................14
SECTION5.2 - CALL BACK ............................................................................................14
SECTION 5.3 - COMPENSATORY TIME .............................................................................15
SECTION 5.4 - MANDATORY STANDBY.............................................................................15
SECTION 5.5 - EMERGENCY RESPONSE............................................................................16
ARTICLE 6 - UNION ACTIVITIES.............................................................................................................16
SECTION 6.1 - ATTENDANCE AT MEETINGS......................................................................16
SECTION 6.2 - BULLETIN BOARDS..................................................................................17
SECTION 6.3 - EMPLOYEE UPHOLDING UNION PRINCIPLES/PERFORMING DUTIES................17
SECTION 6.4 - UNION CONVENTION AND CONFERENCE LEAVE BANK..................................17
ARTICLE 7 - GRIEVANCE PROCEDURE.................................................................................................18
I
SECTION 7.1 - GRIEVANCE OR DISPUTE OVER PROVISIONS OF AGREEMENT........................ 18
SECTION 7.2 - CIVIL SERVICE APPEAL............................................................................ 18
SECTION 7.3 - GRIEVANCE STEPS.................................................................................. 18
Step1..............................................................................................................................................................18
Step1 B (If Applicable)..............................................................................................................................19
Step2..............................................................................................................................................................19
Step3..............................................................................................................................................................19
Step4..............................................................................................................................................................20
SECTION 7.4 - GRIEVANCE AGAINST UNION ...................................................................20
Step1..............................................................................................................................................................20
Step2..............................................................................................................................................................21
ARTICLE 8 - DISCIPLINARY ACTION BY THE EMPLOYER.........................................................21
SECTION 8.1 - DISCIPLINARY ACTION ............................................................................21
SECTION 8.2 - DISCIPLINARY/PERSONNEL RECORDS .......................................................21
ARTICLE 9 - WORK STOPPAGES AND EMPLOYER PROTECTION...........................................22
SECTION 9.1 - WORK STOPPAGE DEFINED......................................................................22
SECTION 9.2 - BACK TO WORK ORDER...........................................................................22
SECTION 9.3 - DISCIPLINARY MEASURES BY EMPLOYER....................................................23
ARTICLE 10 - DEPARTMENT WORK RULES........................................................................................23
ARTICLE 11 - MANAGEMENT RIGHTS...................................................................................................23
ARTICLE 12 - CONTRACTING WORK.....................................................................................................24
ARTICLE 13 - CIVIL SERVICE AGENDAS/MINUTES.....................................................................25
ARTICLE 14 - PAY PERIODS......................................................................................................................25
ARTICLE 15 - WAGES, COMPENSATION AND LONGEVITY.......................................................25
SECTION 15.1 - WAGES ...............................................................................................25
SECTION 15.2 - SALARY STRUCTURE..............................................................................26
SECTION 15.3 - JOB DESCRIPTIONS AND RECLASSIFICATION REQUESTS............................27
SECTION 15.4 - LONGEVITY..........................................................................................27
SECTION 15.5 - EDUCATIONAL INCENTIVE PLAN..............................................................28
SECTION 15.6 - SHIFT DIFFERENTIAL PAY (POLICE SUPPORT) ..........................................28
SECTION 15.7 - OUT OF CLASS PAY...............................................................................29
SECTION 15.8 - CORRECTIONS PREMIUM PAY/ASSIGNMENT.............................................31
SECTION 15.9 - ACCREDITATION PAY.............................................................................31
SECTION 15.10 - CUSTODIAN SPECIALTY PAY /ASSIGNMENT............................................31
SECTION 15.11 - COMMUTE TRIP REDUCTION (CTR)......................................................32
SECTION 15.12 -CORRECTIONS RECRUITMENT INCENTIVES .............................................32
ARTICLE 16 - EMERGENCY CONDITIONS...........................................................................................32
ARTICLE17 - HOLIDAYS..............................................................................................................................33
SECTION 17.1 - HOLIDAYS OBSERVED ...........................................................................33
SECTION 17.2 - HOLIDAY LEAVE BANK...........................................................................33
A. Eligibility................................................................................................................................................33
I I
B. Accruals.................................................................................................................................................34
C. Holidays Not Worked........................................................................................................................34
D. Holidays Worked................................................................................................................................34
E. Holiday Use Restrictions..................................................................................................................36
F. Cash Out...............................................................................................................................................36
ARTICLE 18 - ANNUAL LEAVE...................................................................................................................36
SECTION 18.1 - ANNUAL LEAVE ACCRUAL.......................................................................36
SECTION 18.2 - MAXIMUM LEAVE ACCRUAL....................................................................37
SECTION 18.3 - SCHEDULING ANNUAL LEAVE .................................................................37
A. Non-Civil Service................................................................................................................................37
B. Civil Service.........................................................................................................................................37
ARTICLE19 - SICK LEAVE...........................................................................................................................38
SECTION 19.1 - SICK LEAVE ACCRUAL...........................................................................38
SECTION 19.2 - USE OF SICK LEAVE..............................................................................38
SECTION 19.3 - PROMPT NOTIFICATION .........................................................................38
SECTION 19.4 SICK LEAVE ABUSE...............................................................................39
SECTION 19.5 - CONDITIONS NOT COVERED..................................................................39
SECTION 19.6 - PHYSICIAN'S STATEMENT.......................................................................39
SECTION 19.7 - WELLNESS PROGRAM............................................................................39
SECTION 19.8 - SICK LEAVE INCENTIVE PROGRAM ..........................................................39
SECTION19.9 - LIGHT DUTY.........................................................................................40
A. On-the-Job Injury..............................................................................................................................40
B. Off-Duty Illness or Injury-Reasonable Accommodations...................................................40
ARTICLE 20 - 3URY DUTY AND COURT APPEARANCES..............................................................41
SECTION 20.1 - JURY DUTY AND COURT APPEARANCES....................................................41
SECTION 20.2 - JOB-RELATED COURT APPEARANCE.........................................................41
A. Shift Other than Grave....................................................................................................................41
B. Grave Shift...........................................................................................................................................42
C. Pyramiding...........................................................................................................................................42
D. Standby Time for Court Appearance..........................................................................................42
ARTICLE 21 - BEREAVEMENT LEAVE.....................................................................................................42
SECTION 21.1 - USE OF BEREAVEMENT LEAVE ................................................................42
SECTION 21.2 - IMMEDIATE FAMILY ...............................................................................42
SECTION 21.3 - USE OF SICK LEAVE TO SUPPLEMENT BEREAVEMENT LEAVE.......................43
ARTICLE22 - PENSION................................................................................................................................43
ARTICLE 23 - WORKERS' COMPENSATION PROGRAM...............................................................43
ARTICLE24 - INSURANCE..........................................................................................................................44
SECTION 24.1 - MEDICAL/DENTAL PLANS.......................................................................44
SECTION 24.2 - EMPLOYEE CONTRIBUTION-MEDICAL/DENTAL COVERAGE..........................45
SECTION 24.3 - RETIREMENT HEALTH SAVINGS ..............................................................45
SECTION 24.4 - HEALTH CARE COMMITTEE.....................................................................45
SECTION 24.5 - LIFE INSURANCE ..................................................................................45
III
SECTION 24.6 - LONG TERM DISABILITY INSURANCE (LTD).............................................46
ARTICLE 25 - EDUCATION, SEMINARS AND CONFERENCES...................................................46
SECTION 25.1 - REIMBURSEMENT FOR TRAINING SEMINARS/CONFERENCES.......................46
SECTION 25.2 - SPECIAL LICENSES AND CERTIFICATES....................................................46
SECTION 25.3 - EDUCATION - GENERAL ........................................................................46
SECTION 25.4 - REIMBURSEMENT REQUESTS..................................................................47
SECTION 25.5 - CLASS ATTENDANCE .............................................................................47
SECTION 25.6 - REIMBURSEMENT FOR EDUCATION/TRAINING ..........................................47
ARTICLE 26 — LABOR MANAGEMENT MEETINGS............................................................................48
ARTICLE 27 — HEALTH AND SAFETY......................................................................................................48
SECTION 27.1 - WORKING CONDITIONS.........................................................................48
SECTION 27.2 - UNIFORMS AND SAFETY GEAR................................................................49
SECTION 27.3 - MISCELLANEOUS PROVISIONS................................................................51
ARTICLE 28 — NON-DISCRIMINATION.................................................................................................51
ARTICLE 29 — MILITARY LEAVE...............................................................................................................51
ARTICLE 30 — PRIORITY OF STATE AND CITY LAWS/SAVINGS CLAUSE.........................52
ARTICLE 31 — TOBBACCO FREE WORKPLACE...................................................................................52
ARTICLE 32 — ALCOHOL OR DRUGS IN THE WORKPLACE.........................................................52
SECTION 32.1 - DRUG FREE WORKPLACE.......................................................................52
SECTION 32.2 - DRUG AND ALCOHOL TESTING ...............................................................52
SECTION 32.3 - INFORMING EMPLOYEES ABOUT DRUG AND ALCOHOL TESTING..................52
SECTION 32.4 - EMPLOYEE TESTING ..............................................................................53
SECTION 32.5 - ALCOHOL TESTING ...............................................................................53
SECTION 32.6 - TESTING PROGRAM COSTS....................................................................54
SECTION 32.7 - REHABILITATION PROGRAM....................................................................54
SECTION 32.8 - DUTY ASSIGNMENT AFTER TREATMENT...................................................54
SECTION 32.9 - RIGHT OF APPEAL.................................................................................54
SECTION 32.10 - UNION HELD HARMLESS......................................................................54
ARTICLE33 — JOB ROTATION...................................................................................................................55
ARTICLE 34 — JOB SHARE............................................................................................................................55
ARTICLE 35 — VOLUNTEERS, INTERNS, AND SUPPORTED EMPLOYMENT PROGRAMS
.....................................................................................................................................................................................56
ARTICLE 36 — CIVIL SERVICE SHIFT BIDDING...............................................................................57
SECTION 36.1 - POLICE RECORDS SHIFT BIDDING..........................................................57
Subsection 36.1.1 - Police Records Bid/Assignment Process....................................................57
Subsection 36.1.2 - Police Records Bid Rotation...........................................................................58
SECTION 36.2 - CORRECTIONS POSITION BIDDING .........................................................59
Subsection 36.2.1 - Shift Assignments...............................................................................................59
Subsection 36.2.2 - Bid/Assignment Process...................................................................................59
Subsection 36.2.3 - Corrections Bid Rotation.................................................................................60
Iv
ARTICLE 37 - ENTIRE AGREEMENT........................................................................................................61
ARTICLE38 - DURATION.............................................................................................................................61
SIGNATURES........................................................................................................................................................62
APPENDIX A - SALARY RANGES AS OF 1/1/2017........................................................................65
APPENDIX B - POLICE DEPARTMENT INTERNAL INVESTIGATIVE STANDARDS..........67
SECTION1 - EMPLOYEE RIGHTS......................................................................................67
APPENDIX C - HEALTH CARE PLAN & PREMIUMS..........................................................................68
APPENDIX D - POLICE RECORDS SHIFT BID....................................................................................70
APPENDIX E - CORRECTIONS BID ROTATION.................................................................................71
V
PREAMBLE
This agreement is between the City of Kent (hereinafter called the City), and Local
#2617, Washington State Council of County and City Employees, American Federation
of State, County and Municipal Employees, AFL-CIO (hereinafter called the Union) for
the purpose of setting forth a mutual understanding of the parties as to wages, hours,
and working conditions, for those employees for whom the City recognizes the Union as
the collective bargaining representative.
The City and the Union shall cooperate to provide the public with efficient and courteous
service, to promote the efficiency of law enforcement, public safety, the morale and
security of employees, to encourage good attendance of employees, and to promote a
climate of labor relations that will aid in achieving a high level of efficiency and
productivity in all departments of City government.
Whenever words denoting the feminine or masculine gender are used in this
Agreement, they are intended to apply equally to either gender.
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT
Section 1.1 - Recognition of Unit
The City hereby recognizes the Union as the exclusive bargaining representative for
regular, full time and regular, part-time employees who work for the City whose
positions are allocated to classifications listed in Schedule "A" in the following
departments/divisions: Finance, Police, City Attorney's Office Prosecution Division,
Economic and Community Development, Parks Operations, Parks Facilities, Parks
Human Services, Public Works Engineering, Public Works Operations, Information
Technology, and the City Clerk's Office.
Section 1.2 - Excluded Employees
The following employees shall be excluded from the bargaining unit:
A. All other represented employees of the City;
B. All Department/Division Directors, Managers, as well as supervisory and
confidential employees as defined by RE.R.C.; and
C. All employees classified as temporary, as defined in Section 1.3.
Section 1.3 - Temporary Employees
Temporaries shall be considered employees hired to work no more than three (53)
months in a calendar year (January - December) or who work variable hours (less than
520 hours) in a calendar year (January - December) and are not regularly scheduled.
The City shall notify the Local Union President of all temporaries performing bargaining
unit work. This notification will be provided on a monthly basis to include name,
department, reason, most recent date of hire, and hours worked.
Page 1
It is understood that the use of temporary employees as provided for in this section
shall not be deemed as supplanting bargaining unit work. Temporary employees shall
be classified into one of two categories:
A. Three (3) month temporaries are defined as employees who may work up to
forty (40) hours a week for a period not to exceed three (3) months in a
calendar year (January - December). A minimum of four (4) months break in
service shall occur after any three (3) consecutive month period.
If the three (3) month temporary is hired through an outside agency,
management may request a one-time extension with the approval of the union.
At no point may an outside agency temporary employee work more than a total
of eight (8) months in a calendar year.
B. Variable Hour Employees are defined as employees who work 520 hours or less
in any calendar year (January - December) and are typically described as on-
call, intermittent, or who may be routinely scheduled for only a few hours each
week.
The total number of hours worked by 520-hour temporary employees in any
work unit shall not exceed 1500 hours in any calendar year. A work unit shall be
defined as all employees under the lowest level non-AFSCME
supervisor/manager.
Departments may hire multiple temporary employees as defined above but shall not
combine or overlap temporaries in such a way as to create the equivalent of a regular
position or to avoid the time constraints set herein. In the case of layoffs, temporaries
may not be hired in work units where layoffs have occurred while there is an active
recall list. Except that, temporaries may be hired when there is a budgeted vacancy
that is intended to be filled with a non-temporary employee. Additionally, temporaries
may be hired to work during approved leaves of absence.
Section 1.4 - Limited Term Employees
Limited term positions are those within the bargaining unit which are grant-funded or
project-based and have a limited duration of employment, not to exceed three (3)
years. Such positions shall be filled in accordance with Section 3.7 Position Vacancies
and shall clearly state the expected duration of the position. Limited term positions
shall be considered regular positions and shall be covered by all aspects of the
Collective Bargaining Agreement.
The position's term may be extended by the City to complete the project for which it
was established. The position's term may also be extended based on mutual
agreement through the Labor/Management process. If the limited term position is
extended or becomes regular and loses limited term status, the incumbent employee
shall have the first right of refusal for the position.
Page 2
Section 1.5 — Dispute Resolution
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
(P.E.R.C.) for determination. Failing agreement of the parties, pending resolution,
bargaining unit members shall remain members and non-bargaining unit members shall
retain their non-represented status.
ARTICLE 2 — UNION MEMBERSHIP AND DUES DEDUCTION
Section 2.1 — Union Membership
Except as provided below, it shall be a condition of employment that all employees of
the Employer covered by this Agreement be members of the Union in good standing
and shall remain in good standing. Except as provided below, it shall be a condition of
employment that all employees covered by this Agreement hired on or after its effective
date shall, on or before the thirty-first (31s ) day following the beginning of such
employment, become and remain members in good standing in the Union. When the
application of provisions set forth in the next paragraph are in dispute, the thirty-one
(31) day period shall not begin to run until the dispute has been resolved through the
appropriate proceedings.
In accordance with R.C.W. 41.56.122, employees covered by this Agreement who for
bona fide religious tenets or teachings of a church or religious body are forbidden from
joining a union or association, shall contribute an amount equivalent to regular union
dues and initiation fees, if applicable, to a non-religious charity or to another charitable
organization mutually agreed upon by the Employee and Union. The Employee shall
furnish written proof to the Union that such payment has been made.
Pending the resolution of any dispute concerning the application of R.C.W. 41.56.122,
the amount equivalent to union dues and initiation fees shall be held in an escrow
account.
Section 2.2 — Dues Deduction
The City agrees to deduct semi-monthly from the paycheck of each employee, who has
so authorized it, the regular monthly dues uniformly required of members of the Union.
The semi-monthly dues amount to be deducted shall be rounded to the nearest penny
in accordance with standard rounding practices. The amounts deducted shall be
transmitted semi-monthly to the Union on behalf of the employees involved. Said
transmission shall include a breakdown of total number of employees in three
categories:
• Full-time (more than 20 hours per week);
• Part-time (more than 12 hours per week not to exceed 20 hours per week); and
• Sub Part-time (12 hours a week or less).
The Union will indemnify, defend, and hold the City harmless against any claims made
and against any suit instituted against the City as a result of compliance with this
article.
Page 3
The City agrees to provide the Local Union President with an employee register of the
bargaining unit employees each pay period and a list of all new employees covered by
the collective bargaining agreement.
Issues related to the administration of this section will be addressed on a case-by-case
basis in Labor/Management prior to utilizing the grievance procedure.
ARTICLE 3 — SENIORITY AND EMPLOYMENT PRACTICES
Section 3.1 — Probationers
A. Regular Employees (Non-Civil Service)
1. New Hires: All employees hired or rehired (excluding recalls) shall serve a
probationary period during the first twelve (12) months of employment.
Probationary employees shall have full access to the grievance procedure
except in cases of disciplinary action and/or layoffs.
2. Probation Extension: Any probationary period may be extended upon the
request of the manager as a result of approved breaks in service of one
(1) or more months to allow for the completion of the full twelve (12)
months of satisfactory performance in the employee's regular assignment.
Requests for extension must be processed with the Human Resources
Department.
B. Civil Service Employees
1. New Hires: The parties recognize the purpose of probationary employment
for new hires and rehired employees is to provide a trial period of
employment during which the City can observe the performance of the
probationer for twelve (12) months before confirming the rights of
permanent status. For Corrections Officers who are required to attend the
State Correction Academy, the twelve (12) month probationary period
would exclude time spent in the academy.
Probationary employees shall have full access to the grievance procedure
except in cases of disciplinary action and/or layoffs.
2. Transferred and Promoted Employees. Any permanent employee who is
transferred (pursuant to the Civil Service process), or promoted shall be
considered as a special probationary employee, and must successfully
complete a twelve (12) month special probationary period before being
permanently appointed to the new position or rank. For purposes of this
agreement, special probationary employees who are employed as regular
full time shall be considered as and entitled to all benefits of non-
probationary members of the bargaining unit.
If the special probationary employee fails to demonstrate that he or she
can completely and satisfactorily perform the job within the special
probationary period, the City shall return the employee to his or her
Page 4
former position classification, or rank, without any loss of seniority, and
this determination may not be challenged under the grievance procedure.
Any other employees who were transferred or promoted as a result of this
employee's transfer or promotion shall also be returned to their former
positions, and unless there is a layoff involved, the bumping procedure
shall not apply.
3. Probation Extension. Any probationary period for police department
employees may be extended upon the request of the Police Chief as a
result of approved breaks in service to allow for the completion of twelve
(12) months of satisfactory performance in the employee's regular
assignment.
C. Seniority
In the case of lay off, bumping, and/or recall, there shall be no seniority among
probationary employees during the first twelve (12) months following the
employee's hire date (excluding special probation as referred to in Section
3.1.B.2). Upon the successful completion of the probationary period, the
employee shall acquire seniority credit, and their seniority shall be retroactive to
the date of employment, less any adjustments due to approved leaves of
absence without pay.
Section 3.2 — Seniority
A. For the purposes of this article, regular service shall be defined as regular full
time or regular part-time employment with the City of Kent. Seniority shall
accrue at an equal rate for regular part-time employees as for regular full time
employees based on years of regular service. Adjustments in seniority for leaves
without pay shall be made for each full calendar month or more.
B. For the purpose of vacation bids, seniority shall be defined as the employee's
length of regular service within their department, less any adjustments due to
layoff, approved leaves of absence without pay (unless otherwise agreed to by
the City), periods of twenty-four (24) months or less between resignation and
reinstatement (according to Civil Service procedures, if applicable), or other
authorized breaks in service. Employees moved by the City to another
department as part of a reorganization shall retain their seniority from the
previous department.
C. For the purpose of shift bidding, reductions in force, recalls, and reductions in
rank or classification resulting from personnel reductions, seniority shall be
defined as the employee's length of regular service within their current rank or
classification, less any adjustments due to layoff, approved leaves of absence
without pay (unless otherwise agreed to by the City), periods of twenty-four (24)
months or less between resignation and reinstatement (according to Civil Service
procedures, if applicable), or other authorized breaks in service.
In the case of an employee who has had a reduction in rank or classification, the
employee's seniority shall include time spent in the higher AFSCME rank(s) or
Page 5
classification(s). Seniority in the rank/classification shall include all time spent in
the current classification, that is currently represented by the AFSCME bargaining
unit, regardless of that classification's representation history.
An employee in an acting capacity or on a job rotation shall continue to accrue
seniority in his/her regular rank/classification, not the acting or rotation
rank/classification.
D. For all other purposes, seniority shall be defined as the employee's length of
regular service with the City of Kent, less any adjustments due to layoff,
approved leaves of absence without pay (unless otherwise agreed to by the
City), periods of twenty-four (24) months or less between resignation and
reinstatement (according to Civil Service procedures, if applicable), or other
authorized breaks in service.
E. Seniority and the employment relationship shall be terminated when an
employee: resigns; is discharged for just cause; is absent for three (3)
consecutive working days without notifying the City unless there are extenuating
circumstances beyond the employee's control; is laid off and fails to report for
work within three (3) working days after having been recalled; does not report
for work within forty-eight (48) hours after the termination of an authorized
leave of absence, unless there are extenuating circumstances beyond the
employee's control; is laid off for a period in excess of twenty-four (24) months;
or retires or is retired.
F. Employees affected by reorganizations shall have the impacts on their seniority
identified in writing at the time of the reorganization.
G. Employees who accrue seniority in a union job classification that becomes
obsolete will retain that seniority in the union job classification to which they
were next assigned.
Section 3.3 — Personnel Reduction
Should it become necessary due to budgetary conditions, lack of work, or any other
reasonable cause, to reduce the number of employees within the City, the following
basic provisions shall apply:
A. It shall be the responsibility of the City to determine job classifications in which
layoffs are to occur. Such factors as nature of work performed and impact on
Department operations shall be weighed to determine areas where reductions
can be made.
B. Order of layoff shall be determined by job classification within the Department.
Employees with the least seniority in a classification, as defined in Section 3.2,
will be laid off first. Where two or more employees share the same anniversary
date within a specific classification, seniority shall be based on the employee's
length of service as a regular employee within the bargaining unit. Where two or
more employees share the same anniversary date within a specific classification
and within the bargaining unit, seniority shall be based on the employee's length
Page 6
of cumulative service within the City as a regular employee. For Civil Service
employees, if the above language does not net a result, Civil Service ranking
shall then apply. For non-Civil Service employees, if the above language does
not net a result, seniority shall be based on the employee's temporary hire date
within the City.
C. If an employee subject to layoff has more seniority than an employee in the
same classification within the bargaining unit or in a classification previously
occupied by the employee within the bargaining unit and meets the minimum
qualifications for the job, the more senior employee shall have the option of
bumping the least senior employee.
If an employee that gets laid off is full-time and there are regular, part-time
employees in the same classification, the laid off employee may bump the least
senior full-time employee who in turn may bump the least senior regular, part-
time employee. The intent is for the full-time laid off employee to bump the
least senior full-time employee before he or she bumps the least senior regular,
part-time employee. However, a part-time employee with more seniority may
bump an employee with lesser seniority regardless of full-time status.
A regular, part-time employee shall be defined as any budgeted position that is
less than one hundred percent (100%) full-time status.
Job share is a unique agreement between two employees and shall be considered
full-time for the purpose of bumping. For job share employees, seniority shall be
based on the primary job share incumbent's seniority within the classification.
Therefore, the secondary employee in the job share shall not be afforded
bumping rights.
For purposes of bumping, an employee bumping to a lower compensated or
equivalently compensated AFSCME classification shall add their seniority in that
classification to any seniority in an equivalently compensated or higher
compensated AFSCME classification. Although seniority can accumulate from a
higher compensated AFSCME classification to a lower compensated AFSCME
classification or between two (2) equivalently compensated AFSCME
classifications following the line of progression, seniority cannot accumulate from
a lower compensated AFSCME classification to a higher compensated AFSCME
classification. It is understood that employees in non-AFSCME positions shall not
be entitled to bumping rights back into the bargaining unit regardless of that
employee's union representation history.
D. Employees choosing not to bump shall be considered laid off and afforded all
benefits and rights accordingly. Employees shall have three (3) working days
(Monday through Friday, excluding holidays) from receipt of written "Layoff
Notice" to select their bumping option, if they have any. Employees having
bumping rights due to a more senior employee's choice not to "bump" shall have
three (3) days from written notification of these bumping options to make their
selection. An employee whose bumping rights would be to a classification that
no longer exists due to a reclassification(s) or reorganization(s) shall have his or
her bumping access and seniority credit for such classifications determined at the
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time of the reclassification(s) and/or reorganization(s) and documented in the
employee's personnel file. The determination shall be on a case-by-case basis
and made by Human Resources. However, a discussion of the affected positions
and the reclassification/reorganization of that position will occur at a joint labor
management meeting.
E. Employees bumping to a different classification in the same pay range shall
remain at the salary step occupied prior to the move and given credit for time
served within that salary step.
F. Employees bumping to a lower classification shall be compensated at the salary
range of the position they are transferred to. Placement within the salary range
shall be at the step closest but not lower than the employee's previous
compensation unless the previous salary exceeds the top step of the new pay
range. At which time, the employee shall be placed at the top step of the new
pay range. Their increment date shall not be changed.
G. Any employee bumping into a Civil Service position, must fulfill all the Civil
Service hiring requirements for that position.
H. No bargaining unit employee may be laid off if there are AFSCME temporary
employees in the same work unit (defined as all employees reporting to the
lowest non-AFSCME supervisor/manager). Any employee subject to layoff shall
have the right to bump into any temporary position working within the
bargaining unit for which they are qualified. An employee bumping into or being
rehired per this Subsection into a temporary position will assume the status of a
temporary employee without loss of recall rights.
I. No bargaining unit member may be laid off without being given thirty (30)
calendar days notice (notice shall include "Notice of Potential Layoff"). In the
event the Employer intends to cease the operation of the Corrections Facility, it
shall provide the Union and the employees such notice not less than six (6)
months prior to such change in operation.
Section 3.4 — Severance Pav
All non-probationary employees shall, in event of reduction in force, be paid at the time
of separation, a sum equal to twenty two (22) days pay, not to exceed 176 hours. 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 laid
off by the City. Employees bumping to another regular (non-temporary) position shall
not be eligible for severance pay. However, employees bumping and/or accepting
temporary employment within the City shall be eligible for severance pay. Voluntary
termination and other terminations not classified as layoff are excluded from the
provisions of this section.
Section 3.5 — Notification for Recall
All employees who have been laid off shall receive, via electronic mail, notification of all
job openings in the City of Kent. It shall be the laid off employee's responsibility to
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keep the City apprised of their current contact information. The employees shall
receive such notification for twenty-four (24) months from the date of lay-off or
reduction. Refusal to accept or acceptance of regular full-time (or regular part-time if
the employee was laid off from a regular part-time position) employment offered by the
City of Kent during this period in the classification occupied at the time of layoff, shall
terminate the employee's notification right. Laid off employees may cease their
notification and recall rights by providing written notice to the Human Resources
Department and the Union.
Section 3.6 — Recalls
Regular employees who have been laid off shall have recall rights for twenty-four (24)
months to bargaining unit classifications in which they have earned seniority as defined
in Section 3.2 Seniority and Section 3.3 Personnel Reduction. During this twenty-four
(24) month period, recall rights shall be exercised before an AFSCME job opening may
be posted for recruitment. Employees shall be recalled in the order of seniority earned
in that classification as defined in Section 3.2 Seniority and Section 3.3 Personnel
Reduction. Probationary employees shall be entitled to recall and will be required to
complete his/her remaining probationary period upon recall.
An employee bumping into or being rehired per this Section 3.3.H into a temporary
position will assume the status of a temporary employee without the loss of recall
rights. Furthermore, any laid off employee that refuses to accept a temporary position
shall not lose his or her recall rights. Employees hired back in a temporary status shall
not have the recall rights extended from the time that he or she has been terminated
from the temporary position. The twenty-four (24) month recall period shall remain in
effect from the employee's original layoff date.
All employees who have been laid off shall also have the right to apply and compete for
any vacancies posted for recruitment in the City. Employees applying for a position
within the bargaining unit which they have not previously held, and who meet the
minimum qualifications for the job, shall be given preferential consideration over other
applicants outside the bargaining unit when the position is filled. Preferential
consideration shall be limited to twenty-four (24) months. Refusal to accept or
acceptance of regular full-time (or regular part-time if the employee was laid off from a
regular part-time position) employment offered by the City of Kent during this period in
the classification occupied at the time of layoff, shall terminate the employee's recall
right. Acceptance of a lower compensated position within the bargaining unit shall not
terminate the incumbent's recall right.
If an employee is recalled to a classification in the pay range they occupied prior to the
layoff, the employee shall return to the salary step occupied prior to the layoff and
given credit for time spent within that salary step. The employee shall have three (3)
working days to either accept or refuse the recall position. Employees recalled to a
lower compensated classification shall be compensated at a salary range of the position
they are transferred to. Placement within the salary range shall be at the step closest
but not lower than the employee's previous compensation unless the previous salary
exceeds the top step of the new salary range. At which time, the employee shall be
placed at the top step of the new pay range. The employee shall be given credit for
time served within the salary step. Employees recalled within the twenty-four (24)
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month period shall be credited with any leave amounts that were not cashed out at
time of layoff.
Section 15.2.D shall apply to an employee who returns as a result of a recall within
twenty-four (24) months from a layoff to a higher compensated classification.
Section 3.7 — Position Vacancies
When a job opening occurs within the bargaining unit, the City shall first post the job
announcement internally subject to the provisions below in order to establish a list
and/or pool of qualified applicants, except for Correction Officer vacancies, which shall
be administered through an external testing service (i.e. Public Safety Testing). All
qualified regular, full-time and regular, part-time City employees, including those who
were laid off within the previous 24 months, may apply and compete in the process
(regardless of union affiliation). Job announcements shall include notification of the
City's intent to establish an applicant list for the classification posted and shall be
posted on the citywide e-mail system. All job openings shall be open for a minimum of
seven (7) working days. Exceptions to the in-house posting may be agreed upon by
the parties in Labor Management.
The internal applicant pool shall be evaluated prior to extending the recruitment to
outside applicants. Those who do not pass the internal process will receive notification
through the applicant tracking system.
The City may thereafter post the job opening to outside applicants. In such cases,
employees who applied through the in-house process and meet minimum qualifications
shall be allowed to compete in the external process. Civil Service rules and regulations
shall govern all Civil Service positions.
For non-civil service positions, upon completion of the recruitment and screening
process, the City may establish a non-ranked pool of qualified applicants. This pool
may be utilized for a period up to twelve (12) months for the classification. Such
applicant pool shall be established by classification and may be utilized by multiple
departments at the hiring manager's discretion. Once an applicant pool has been
established for a job classification in accordance with the above procedure, the City is
not required to reopen positions of the same classification internally before accessing
the applicant pool. When a qualified applicant pool is being considered for a
subsequent opening, a general notice of such will be sent to all city employees. In
addition, the qualified candidates on the active pool shall be notified in writing, via
email, of the opportunity to contend for the position. If the qualified applicant pool is
not used, the City shall initiate the announcement process with an internal
announcement as required above.
When a regular, part-time incumbent's position is authorized to become a regular, full-
time position, the opportunity shall first be offered to the incumbent employee.
Page 10
ARTICLE 4 — HOURS OF WORK
Section 4.1 — Hours of Work
For the purpose of this Agreement, shift employees shall be defined as any position that
requires bidding for a twenty-four (24) hour shift. Non-shift employees shall be defined
as those positions working a traditional schedule (5/8s, 4/10s, 9/80s, etc.) and are not
eligible for twenty-four (24) hour shift bidding.
A. Shift Employees: For Corrections Officers, Corrections Sergeants, Records
Supervisors, and Records Specialists, the normal work schedule for employees
covered by this agreement shall not exceed forty (40) hours of work in a seven
(7) consecutive day period. The work week will commence at the beginning of
day shift on Sunday and end with completion of Saturday night's graveyard shift.
The normal work schedule for all Records Supervisors and Records Specialists
shall be designed with a minimum of a thirty (30) minute unpaid lunch period.
The normal work schedule for Corrections Officers and Corrections Sergeants
shall include a thirty (30) minute paid lunch period.
1. The employee's work schedule, which is a result of the shift bidding
process, shall be posted at least fourteen (14) calendar days prior to the
beginning of the applicable work period. Work schedules may be changed
with fourteen (14) calendar days notice. Work schedules may be changed
with less than fourteen (14) calendar days notice by mutual agreement
between the employee and management.
2. The work schedule shall be either five (5) consecutive workdays followed
by two (2) consecutive days off, or four (4) consecutive workdays followed
by three (3) consecutive days off, except at shift rotation time, or a
mutually agreed upon alternative work schedule.
3. Scheduling changes may be made where there is an operating need. The
Union shall be given thirty (30) calendar days advance notice of any
change in the basic schedule (5-2 to 4-3 or 4-3 to 5-2), and of the
schedule determined for new assignments or positions, and the reasons
necessitating it, in order to discuss alternatives and impacts.
4. Employees must be scheduled with at least twenty-four (24) hours
between the time each regular shift begins. If as a result of shift bidding,
an employee's schedule would not allow for at least twenty-four (24)
hours between the time each regular shift begins, the employee will be
provided an opportunity to take a day of leave or adjust their schedule for
the first week of the new rotation only. Except as provided herein, the
Police Administration shall have the right to determine the work schedule.
5. Any employee covered in this section who is required to report back to
work between the end of their regular shift and the beginning of their next
regular shift shall be paid at the overtime rate for all hours worked
between regular shifts.
Page 11
6. Daylight Savings - Employees who work graveyard shift during the fall will
be paid one hour at the overtime rate of time and one-half when the
clocks are moved back one hour. Employees who work graveyard shift
during the spring will be required to utilize one hour of annual or
compensatory leave when the clocks are moved forward one hour, or be
allowed to work the additional hour to complete their normal shift hours.
7. Corrections Jail staff shift trade: Employees may trade shifts with other
employees of equal rank within the same work unit. Trades must be
completed within thirty (30) calendar days of each other. The trade shall
be relatively cost neutral to the City and be of minimal administrative
burden. For the purpose of this section, a work unit is defined as
corrections officers and sergeants that are assigned to jail staffing. The
shift trade must be voluntarily submitted by both employees and be pre-
approved by both employees' supervisor(s). The supervisor(s) shall have
full discretion to approve/deny the trade request.
Subsection 4.1.1 Rest Periods
The parties agree it is mutually beneficial to correction officer safety and the
quality of service to provide at least eight (8) consecutive hours of rest for
corrections officers between work shifts. To ensure such, the parties agree to
the following:
a. The City will make every effort when scheduling employees to provide at least
an eight (8) hour consecutive rest period between work shifts. If an
employee works overtime or is scheduled for training or another assignment
outside of their normally scheduled hours, the employee shall take time off
on paid administrative leave to allow for a continuous eight (8) hour rest
period between work shifts.
b. Employees shall not work assignments which would result in the employee
working more than seventeen (17) consecutive hours.
c. This provision shall not apply during emergencies. Emergencies include, but
are not limited to natural disasters, riots, demonstrations and special events
which cannot be handled by call up of the next shift. '
B. Non-Shift Employees: For regular, full-time employees not covered under Section
A above, the regular hours of work each day shall be consecutive except for
lunch periods. The normal work week shall be five (5) consecutive days of not
more than eight (8) hours per day, Monday through Friday, exclusive of lunch
period, except where the work day or work week is different and is accepted as a
condition of employment when the employee is hired. Scheduling changes may
be made where there is an operating need.
1. The normal work week for regular, part-time employees shall be up to
eight (8) hours per day and up to forty (40) hours per week, exclusive of
lunch periods.
2. The employee shall be given at least fourteen (14) calendar days advance
notice of change in the employee's work schedule. Work schedules may
Page 12
be changed with less than fourteen (14) calendar days notice by mutual
agreement between the employee and management. Change in schedule
shall be allowed with less than fourteen (14) calendar days notice by
employee and management, due to emergency operational need or when
the employee is placed on administrative paid leave and is needed for
interview(s) related to an investigation.
3. Any employee covered in this section who is required to report back to
work between the end of their regular shift and the beginning of their next
regular shift shall be paid at the overtime rate for all hours worked
between regular shifts.
Section 4.2 — Alternative Work Schedules
Alternative schedules, as agreed to by employer and Union, may be utilized. Examples
of alternative work schedules include, but are not limited to, flex time, 4/10's, 9/80s,
12-hour shifts, and telecommuting. Any new type of alternative work schedule needs
to be reduced to writing and signed off by the City and the Union. The City reserves
the right, with fourteen (14) calendar days notice to the employee to revert back to the
normal schedule based on operating need and/or to manage the employees
performance. The employee may also, with fourteen (14) calendar days notice, revert
back to the normal schedule.
Section 4.3 — Meal and Rest Periods
All employees shall be granted a meal period of not less than one-half (1/2) hour nor
more than one (1) hour during each work shift. Occasional exceptions may be made by
mutual agreement between the supervisor and employee, as defined in Section 4.1
above.
Except in emergency situations, all employees will be granted one paid fifteen (15)
minute rest period during each one-half (1/2) shift, at the middle of each one-half (1/2)
shift whenever feasible. Emergency situations are defined as situations where injury to
persons, loss of life, and/or serious public or private property damage are possible. It
is management's responsibility to afford the employee the aforementioned breaks and it
is the employee's responsibility to take those breaks.
Employees whose work requires personal cleanup prior to leaving the Employer's
premises or job site shall be allowed necessary time for doing so prior to lunch and the
end of the shift.
With mutual agreement, management and non-shift employees may agree to
occasional combination of the meal period and fifteen (15) minute rest period(s) that
supersede the requirements of WAC 296-126-092 (e.g. for the purposes of wellness
activities or personal appointments). This combination of rest period(s) shall not be
allowed for the purposes of early release from scheduled work day. This meal and rest
period request is not eligible for grievance.
Page 13
ARTICLE 5 - OVERTIME, COMPENSATORY TIME AND CALL BACK
Section 5.1 - Overtime
The City reserves the right to determine whether overtime is necessary or should be
worked.
A. All regular full-time employees shall be paid at the rate of time and one-half their
rate of pay for all time compensated in excess of their normal forty (40) hour
work week. In computing overtime, rounding up to the nearest one-quarter
(1/4) hour shall be used. In addition, all regular full-time employees who work
in excess of their regular shift in any one (1) day exclusive of the lunch period
shall be paid at a rate of time and one-half.
B. Any regular part-time or job share employee who works in excess of forty (40)
hours in a work week, or eight (8) hours in a work day shall be paid at time and
one-half.
C. Mutually agreed alternative work schedules beyond eight (8) hour days shall be
paid at time and one half for all hours in excess of their regular shift.
D. Employees required to work on a sixth (6th) or seventh (7th) consecutive day
within the same work week shall be paid at the rate of time and one-half.
However, if the work on the 6th or 7th consecutive day is as a result of the
employee's alternative work schedule or is at the employee's voluntary request,
and such request is approved by the City, the City shall not be obligated to pay
overtime unless the employee has met the provisions in paragraphs A, B, or C
above.
E. Additional hours shall be offered evenly to those employees who normally
perform the work within the same work unit.
Subsection 5.1.1 - Corrections Mandatory Overtime Assignment Process
The parties agree to work in partnership to find cost effective and sustainable ways to
reduce the need for overtime. When overtime is the only operational way to provide the
required public safety service of a fully operational jail, management reserves the right
to mandate overtime as needed. Volunteers will first be sought to cover overtime shift
assignments. When no volunteer is forthcoming, mandatory overtime to meet staffing
levels shall be assigned. This overtime will be filled by reverse seniority of the
employees on the preceding shift. Due to health and safety reasons, at no time shall an
employee work more than two (2) mandatory overtime shift assignments in one (1)
work week. If mandatory overtime must be assigned and the least senior employee
has already been mandated twice in that work week, the shift assignment will fall to the
next employee assigned to the preceding shift based on reverse seniority.
Section 5.2 - Call Back
A. Call back shall be defined as all time worked, whether scheduled or unscheduled
(to include voluntary overtime) in excess of a regular shift, which is not annexed
Page 14
to either the beginning or end of the shift. Employees called back to work shall
be paid a minimum of three (3) hours at the overtime rate.
B. Regular part-time employees shall not be considered in call back status if the
work is voluntary and pre-scheduled.
C. This section may not apply to certain circumstances where an employee has a
flex schedule as identified in Section 4.2 Alternative Work Schedules.
D. Regular, full-time employees shall not be considered in call back status if the
additional work to be performed is scheduled to be annexed to the employee's
regular work shift. However, if the employee requests to work such additional
hours not annexed to his or her work shift, and such request is approved by the
City, the full-time employee shall only be paid for the actual overtime hours
worked.
Section 5.3 — Compensatory Time
Employees shall have the right to receive compensatory time at the same ratio as the
overtime rate in lieu of cash payment for overtime. Overtime worked which is to be
paid in whole or in part by grants, project funds, or reimbursements shall be paid as
overtime and shall not be eligible for compensatory time accrual when such funding or
reimbursement cannot be achieved if compensatory time is granted in lieu of overtime
pay.
The amount of compensatory time allowed to be accrued by bargaining unit members
shall be one hundred (100) hours. All hours accrued above one hundred (100) must be
paid unless special approval is received. The cash out will be included in the next
regularly scheduled paycheck.
Requrest for special approval will be filed with the division or department manager who
will then route to the Human Resources Director for final approval. In no event shall
accumulated compensatory time exceed 150 hours.
Employees who wish to take compensatory time off must receive pre-approval for such
leave use from management. The City will make reasonable efforts to accommodate
such compensatory leave requests unless it is determined that the operational
effectiveness of the City would be impaired by such action in accordance with the Fair
Labor Standards Act (F L.S.A.). It is understood that "reasonable efforts" shall not
include canceling another employee's approved vacation leave in order to accommodate
the employee's compensatory leave request.
Section 5.4 — Mandatory Standby
The City reserves the right to establish a mandatory standby program within defined
work units. Standby periods shall be determined by the City. Volunteers shall be
sought before mandatory assignments are made.
Employees placed on mandatory standby by the department director, or designee, shall
be required to carry a communication device (such as a phone or pager) provided by
Page 15
the City and be able to respond to call back situations immediately without restrictions
or impairments.
Employees assigned to mandatory standby by the department director, or designee,
shall be compensated at $2.60 per hour. Standby pay shall commence upon the
employee's departure from work. Standby pay shall cease upon the employee's return
to work for his or her assigned shift.
Section 5.5 - Emergency Response
A. Employees occupying emergency designated "essential positions" per City Policy
shall not be considered to be on call for that purpose.
B. Police Department personnel who are assigned pagers or cell phones shall carry
them at all times while on-duty and off-duty to provide a means for the
department to contact them in cases of emergency. Employees are not required
to carry their cell phones/pagers while on approved leave. Employees who
choose to carry their personal cell phones in lieu of pagers shall maintain text
messaging capability on their cell phones and keep the department informed of
their cell phone information. While off-duty, unless placed on standby,
employees will not be compensated for carrying their pagers/cell phones.
Employees are only required to respond to call backs in cases of emergency
unless extenuating circumstances prevent the response. Examples of emergency
situations include, but are not limited to, natural disasters, riots, demonstrations,
and events which cannot be handled by call up of the next shift.
ARTICLE 6 — UNION ACTIVITIES
Section 6.1 — Attendance at Meetings
With prior notice, the City will grant employees who are designated Union
representatives reasonable time off, with pay, for meetings with City officials,
investigating grievances, grievance meetings, P.E.R.C. or arbitration hearings,
labor/management meetings, and contract negotiations. Meetings between the Local
Union representatives and management will be held during regular working hours, if
possible.
The Union representative shall be allowed access at reasonable times to facilities of the
City wherein the employees covered under this Agreement may be working. Access
shall be granted for the purpose of conducting necessary Union business and
investigating grievances. The representative shall normally notify, except where
exempted in writing by the Human Resources Director, the appropriate City official
(Department Director and/or Human Resources Director) prior to arriving on City
premises for Union business. In the event such prior notification cannot be given, and
a written exemption has not been provided as stated above, the Union representative
will give such notice to the Human Resources Director or appropriate Department or
Division Director within ten (10) minutes after his/her arrival at City facilities.
Employees whose regular work schedule is a swing shift or a night shift, may be
allowed to adjust their work schedule with prior supervisory approval for the purpose of
attending Union meetings (limited to 12 meetings per year). However, employees may
Page 16
elect to use either annual leave or compensatory time, if available, for time spent
attending Union meetings.
The Shop Steward or a Union Officer shall be allowed fifteen (15) minutes before or
after a new or rehired employee's orientation to meet with the employee to discuss the
Collective Bargaining Agreement, the Union, and any other related concerns that the
new employee may have.
Section 6.2 — Bulletin Boards
The City shall permit the reasonable use of bulletin boards and e-mail by the Union for
the posting of notices relating to Union business. Bulletin boards will be located in each
represented work area. Material posted thereon shall be the responsibility of the Union.
Shift personnel may receive Union notices in their City mailboxes.
Section 6.3 — Employee Upholding Union Principles/Performing Duties
The City agrees that the employees covered by this Agreement 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. The City agrees to meet with the Union to seek mutual resolution
to concerns so that employees shall not be required to cross the picket line of a strike
sanctioned by the King County Labor Council.
Section 6.4 — Union Convention and Conference Leave Bank
The City will allow the donation of annual leave to a Union Convention and Conference
Leave Bank for use by members who have been duly elected to attend official union
conventions and conferences. Donations shall be accepted in whole hour increments.
The Union may solicit donations at any time, but the deadline for submission to the Cit�
shall be September 30t" of each year. Any donations made on or before September 30t
will be available for use on October 5t" or earlier.
Once the donation is made, it will be converted at the donor's rate of pay at the time of
donation and maintained on a dollar basis. The cap of this leave bank shall be
equivalent of sixty-four (64) hours times the top Senior Financial Analyst base hourly
pay as of January 1st of each year. Any unused balance in the Union Convention and
Conference Leave Bank shall be carried over from year to year and will not be subject
to any wage increases. If more donations are made than would be necessary to reach
the maximum, the donations shall be accepted on a first donated first accepted basis.
The Union President, or designee, shall have the sole authority to approve use of the
Union Convention and Conference Leave Bank. Requests for time off under this section
shall be treated as annual leave and governed by Section 18.3-Scheduling Annual
Leave.
Page 17
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, group of employees or the Union with
respect to a violation of the express provisions of this Agreement. Both parties agree
to make every effort to promptly address issues which may give rise to grievances at
the lowest level possible.
Grievances processed through the grievance procedure shall be heard during normal
working hours, Monday through Friday, 8:00 a.m. to 5:00 p.m., unless stipulated
otherwise by the parties. Grievants and employee representatives involved in such
grievance meetings during their scheduled working hours shall be allowed to do so
without suffering a loss in pay.
If a grievance is not presented by the employee or the Union within the time limits set
forth below, it shall be considered "waived" and may not be further pursued by the
employee or the Union. If a grievance is not appealed to the next step within the
specified time limit or any agreed extension thereof, it shall be considered settled on
the basis of the City's last answer; provided, that any agreement to extend the time
period shall be in writing. If the City does not answer a grievance or an appeal thereof
within the specified time limits, the aggrieved employee and/or the Union may elect to
treat the grievance denied at that step and the employee/Union may immediately
appeal the grievance to the next step.
If the parties mutually agree in writing, the timelines set forth in this section for
processing of grievances will be put on hold for a mutually agreed upon period of time
to allow the parties to address the grievance in Labor/Management. If a resolution is
not agreed to, the grievance process shall continue. Grievances shall be resolved in the
following manner.
Section 7.2 — Civil Service Appeal
Actions subject to appeal through either this contract grievance procedure or pertinent
Civil Service appeal procedures must follow either the grievance procedure contained
herein or pertinent procedures regarding such appeals to the Civil Service Commission,
including applicable deadlines. Under no circumstances may an employee use both the
contract grievance procedure and Civil Service Commission procedures relative to the
same action. The Employer shall endeavor to accommodate the work schedule of
employees who are the subject of a Civil Service hearing or grievance arbitration,
provided that the Employer is not required to alter the schedule of any employee to
make this accommodation.
Section 7.3 — Grievance Steps
Step I
A grievance shall be reduced to writing and presented by the aggrieved employee
and/or his/her Union Steward/Representative to the employee's supervisor within
Page 18
fifteen (15) working days of the alleged contract violationThe Step 1 grievance shall be
presented to the first supervisor in the employee's chain of command who is not
represented under this collective bargaining Agreement.
The supervisor should consult and/or arrange a meeting with the employee and/or
Union Steward/Representative as necessary to resolve the grievance. The parties agree
to make every effort to settle the grievance at this stage promptly. The supervisor(s)
shall answer the grievance within ten (10) working days after receipt of the grievance.
Grievances regarding suspensions, demotions, or terminations may be presented at
Step 2.
Step 16 (If Applicable)
For Civil Service employees, if the grievance is not resolved as provided above, it shall
be forwarded to the appropriate Division Commander by the aggrieved employee or
Union representative within ten (10) working days of receipt of the immediate
supervisor's answer to the grievance. The Division Commander shall answer the
grievance within ten (10) working days after receipt of the grievance.
Step 2
If not resolved above, the grievance shall be reduced to writing and submitted to the
Department Director by the aggrieved employee and/or the Union within ten (10)
working days following the completion of Step 1. 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. A meeting shall be arranged within ten (10) working days
with the City and representatives of the Union. Following that meeting the party
responding to the grievance shall give its written response within ten (10) working days
of the completion of the meeting.
Step 3
Grievances not settled to the satisfaction of the Union shall then be presented by the
Union directly to the Mayor or their designee within ten (10) working days of the Step 2
response. 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. A meeting
shall be arranged within ten (10) working days between the City, the grievant and/or
the Union. The Mayor or their designee shall then submit a decision, in writing, on the
grievance within ten (10) working days from the completion of the Step 3 meeting.
Copies of the decision shall be provided to the grievant and the Union.
Mediation:
At the time the Union submits the grievance to the Mayor the Union or the aggrieved
employee or the Mayor or their designee may submit a written request for voluntary
mediation assistance to the other parties. If the parties agree to mediation a request
for mediation assistance will be sent to the Washington State Public Employment
Relations Commission (PERC). PERC will assign a mediator. The parties agree that no
information provided by or created by the mediator, whether written or verbal, nor any
Page 19
recommendation of the mediator, shall be admissible in a future arbitration of the same
matter. The mediator will schedule the mediation conference with the parties and serve
as an impartial third party who will encourage and facilitate a resolution to the dispute.
The mediation conference will be confidential. If the parties agree to settle the matter,
the mediator will assist in drafting a settlement agreement for the parties to sign.
If the grievance is not resolved through mediation, the Step 4 meeting with the Mayor
shall be arranged within ten (10) working days of the decision to not settle the matter
at mediation. The Mayor or their designee shall then submit a decision, in writing on
the grievance within ten (10) working days from the completion of the Step 3 meeting.
Copies of the decision shall be provided to the grievant and the Union.
Step 4
In the event the decision reached by the Mayor or their designee is unsatisfactory to
the Union, the grievance may, within twenty (20) working days after the issuance of the
decision of the Mayor or their designee, be submitted to arbitration by filing a grievance
arbitration request with the Public Employment Relations Commission and serve that
request on the City. If the parties fail to mutually agree upon an arbitrator, a list of
seven (7) names shall be requested by the City from the Public Employment Relations
Commission. The parties shall alternately strike names, beginning with the respondent,
until one (1) name remains, that person shall serve as the arbitrator. If referred to
arbitration:
(1) the arbitrator's decision shall be final and binding;
(2) the arbitrator shall be empowered to render a decision based on
interpretation of the contract only, shall have no authority to decide issues
beyond the scope of this Agreement and shall not add or delete from the
provisions of this Agreement; and
(3) the arbitrator shall render a decision within thirty (30) days after the
hearing has been concluded.
It is agreed that the expenses and fees of the Arbitrator shall be borne equally by the
City and the Union and each party shall bear the cost of presenting its own case.
Section 7.4 — Grievance Against Union
The following procedure shall be observed if the City files a grievance against the Union
for an alleged violation of the contract.
Step 1
The Mayor or their designated representative shall present the grievance to the Union
Staff Representative within ten (10) working days of occurrence. The Union shall
attempt to resolve the matter within twenty (20) working days of receipt.
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Step 2
If the matter is not satisfactorily resolved at Step 1, the City may within twenty (20)
working days refer the matter to arbitration using the procedure outlined in Section 7.3
- Step 4.
ARTICLE 8 - DISCIPLINARY ACTION BY THE EMPLOYER
Section 8.1 - Discinlinary Action
The City shall not discipline or discharge an employee without just cause. Employees
shall be given the opportunity to have a Union Representative present at meetings
where disciplinary proceedings will take place.
The City agrees with the principles of progressive discipline. Disciplinary action
generally includes the following progressive steps:
1. Oral reprimand, which shall be reduced to writing although not placed in
the employee's personnel record;
2. Written reprimand;
3. Suspension or demotion; and
4. Discharge.
Disciplinary action will be tailored to the nature and severity of the offense.
Management maintains the right to take disciplinary action as it deems appropriate.
Section 8.2 - Disciplinary/Personnel Records
Employee Personnel files are the responsibility of the Human Resources Department.
Except to the extent that disclosure is required by law and/or court order, employee
personnel files are confidential and shall be accessed only by the following individuals:
a) Employee;
b) Employee's supervisor/department director;
c) Human Resources staff;
d) An attorney representing the City of Kent in legal matters as approved by
the Human Resources Director; and
e) Employee's Union Representative upon written authorization from the
Employee. However, the employee's written authorization is not required
for the employee's Union Staff Representative to have access to the
employee's personnel records if such records are relevant to a pending
grievance or legal action between the City and the employee's union.
The Human Resources Director is designated guardian of the City's Personnel records
and bears the responsibility for lost files. Therefore, no Personnel file will be allowed to
leave the immediate area of the Human Resources Department without authorization of
the Human Resources Director. All files will be allowed examination by an authorized
individual while in the presence of authorized Human Resources staff.
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No materials shall be included in an Employee Personnel file without the knowledge of
the employee and the consent of the Human Resources Director, or designee.
Employees may submit letters or documents related to their employment to the Human
Resources Director, or designee, to be included in their personnel file. Rebuttals to
performance evaluations and disciplinary actions shall be attached and maintained in
accordance with the retention schedule for the document related to the specific
employment action.
Documentation of disciplinary action shall be maintained in the employee's personnel
file in accordance with the following schedule, provided that exceptions to this schedule,
for earlier removal of documentation, may be approved by the Human Resources
Director, or designee; and provided further, that to the extent the below time periods
conflict with Washington's rules regarding records retention, Washington's rule shall
prevail.
Written Reprimands: Upon written request of the employee, written
reprimands shall be purged from the employee's
personnel file after five (5) years from the date of the
reprimand, provided no other discipline has
subsequently occurred. Purged written reprimands
will be kept in an archived file to be maintained as
required by the State Archives and Records
Management Division.
Suspensions: Permanent record of the employee's personnel file.
Demotions: Permanent record of the employee's personnel file.
ARTICLE 9 — WORK STOPPAGES AND EMPLOYER PROTECTION
Section 9.1 — Work Stog!paae 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.
It is agreed that all members of the bargaining unit shall perform all functions and
duties required by laws of the State of Washington and ordinances of the City of Kent.
Section 9.2 — 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
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members to immediately cease engaging in such work stoppage and provide the City
with a copy of such order.
The City agrees that it shall not initiate a lockout of bargaining unit employees.
Section 9.3 — Disciplinary Measures by Employer
Any employee who commits any act prohibited in this Article may be subject to the
following penalties:
a) Oral reprimand;
b) Written reprimand;
c) Suspension (notice to be given in writing); and/or
d) Discharge.
It is understood that these penalties are not necessarily sequential. Disciplinary action
resulting from violation of this Article will be tailored to the nature and severity of the
offense.
,ARTICLE 10 — DEPARTMENT WORK RULES
The City agrees to notify the affected employees in advance of changes in written
departmental operating procedures which would affect 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 department operations would cause a reduction in force
or layoff of any employee, such proposed change, including the effective date shall be
provided in writing to the Union in advance of making the proposed change. Nothing in
this section shall be construed to waive the Union's right to bargain any mandatory
subject of negotiations.
Internal investigations of Civil Service employees in the Police Department will be
conducted in accordance with the Police Department Internal Investigative Standards
outlined in Appendix B.
ARTICLE 11 — MANAGEMENT RIGHTS
The Union recognizes that an area of responsibility must be reserved to management if
it is to function effectively. Unless specifically modified by sections of this Agreement,
management retains the exclusive right to:
A. Plan, direct, control and determine all the operations and services of the City.
B. Establish the qualifications for employment and to employ employees.
C. Direct employees of the City in the performance of their official duties.
D. Evaluate, promote, transfer, assign, and retain employees in positions in the City.
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E. Suspend, demote, discharge, or take other disciplinary action against such
employees for just cause.
F. Determine the management organization, the selection, retention, and
promotion for occupations not within the scope of this Agreement.
G. Schedule and assign work.
H. Establish work and productivity standards and, from time-to-time, to change
those standards.
I. Make, alter and enforce reasonable rules, regulations, orders and policies.
I Determine the necessity and amount of overtime and assign such overtime.
K. Determine the use of technology, equipment, methods, means, facilities,
organization, and number of personnel by which departmental operations are to
be conducted.
L. Determine whether goods or services are made or purchased.
M. Take whatever actions may be necessary to carry out public safety and essential
city functions in emergency situations.
N. Maintain efficiency of government operations entrusted to management.
The above listing of specific management rights is 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 shall remain exclusively with the City except as they may
be shared with the Union by specific provisions of this Agreement.
ARTICLE 12 - CONTRACTING WORK
The employer agrees not to contract-out bargaining unit work except under the
following conditions:
A. The employer will notify the Union at least forty-five (45) calendar days, except
in cases of emergency, prior to contracting out bargaining unit work in order to
determine if that work might be more efficiently done in-house. Upon request,
the employer agrees to meet with the Union.
B. Temporary agency employees (i.e. Kelly Services) may be utilized in accordance
with the provisions of Section 1.3 - Temporary Employees (criteria, timeframes).
The City shall notify the Local Union President of all temporary agency
employees performing bargaining unit work. This notification will be monthly to
include name, department, date of hire, temporary classification and hours
worked.
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ARTICLE 13 — CIVIL SERVICE AGENDAS/MINUTES
The City will send copies, via e-mail, of Civil Service agenda and minutes to the Union
until such time as the information contained therein is made available electronically and
through the City's intranet.
ARTICLE 14 — PAY PERIODS
The Employer shall pay all employees twice each month. The City shall pay all regular
employees on the fifth (5th) and twentieth (20th) of each month. In the event the fifth
(5th) or twentieth (20th) falls on Saturday, Sunday or holiday, the pay date shall be the
preceding non-holiday, business day. Any employee who is laid off or terminated shall
receive all monies due him/her on the next scheduled payday (if possible) or the
subsequent payday if not sufficient time to process.
The City will make every effort to ensure that employees receive their payroll funds by
12:00 noon on the designated payday.
Employees will receive their pay by direct deposit or a pre-paid debit card. Concerning
employees who wish to participate in the direct deposit option offered by the City for
automatic deposit of paychecks to the banking institution of the employee's choice, it is
agreed that the timeliness of having funds available by 12:00 (noon) of any given
payday can no longer be guaranteed by the City due to the possibility of unforeseen
banking computer system problems that may arise from time to time. Employees who
participate in this program do not have a 12:00 (noon) guarantee insofar as the
banking transfer network system is concerned. It is mutually understood that the City
has no control of the timeliness of funds being available once transmitted electronically.
However, it is also understood that normal paydays do occur on the 5th and the 20th of
each month and that the City makes every effort to initiate the electronic transfer of
employee pay one (1) business day prior to each payday to employee accounts.
ARTICLE 15 — WAGES. COMPENSATION AND LONGEVITY
Section 15.1 — Wages
The salary schedule for positions in the bargaining unit shall be based on the increase
as follows for benefitted full-time, benefitted part-time, and benefitted temporary
limited term employees:
A. Effective January 1, 2017, all benefitted classifications set forth in Appendix "A"
of the bargaining unit shall receive a wage increase of 2.5%.
B. Effective July 1, 2017, all benefited classifications set forth in Appendix "A" of the
bargaining unit shall receive a wage increase of .5%. Target market adjustments
of one (1) range increase will also be implemented July 1, 2017, for the following
classifications: Corrections Officer, Corrections Sergeant, Crime Analyst,
Custodian, Paralegal, Senior Accountant and Senior Financial Analyst.
C. Effective January 1, 2018, all benefitted classifications set forth in Appendix "A"
of the bargaining unit shall receive a wage increase of 2.5%. Target market
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adjustments of one (1) range increase will also be implemented January 1, 2018,
for the following classifications: Crime Analyst, Senior Accountant and Senior
Financial Analyst.
D. Effective July 1, 2018, all benefitted classifications set forth in Appendix "A" of
the bargaining unit shall receive a wage increase of 1.0%.
E. Effective January 1, 2019, all benefitted classifications set forth in Appendix "A"
of the bargaining unit shall receive a wage increase of 2.1%.
Section 15.2 — Salary Structure
A. The salary range for employees in Appendix A of this agreement shall consist of
five steps, A through E, with approximately five percent (5%) between each
step.
B. New Hires. New employees hired into steps A through D will be eligible for a step
increase after successfully passing their twelve (12) month probationary period.
After the first step increase as stated above, the employee shall be eligible for
step increases after every twelve (12) months of service (less any authorized
unpaid leaves of absence), until the maximum step in the range is reached.
C. Transfers. For the purposes of this section, a transfer shall be considered as any
movement of an existing employee from one classification to an equally or lower
compensated classification. When employees are transferred, they shall be
placed in the salary step within the new salary range which is closest but not less
than their previous compensation nor greater than the top step of the new salary
range. If the top step of the new salary range is less than the employee's
present compensation level, the employee shall be placed at the top step of that
new range. Their increment date shall not be changed.
D. Promotions. For the purposes of this section, a promotion shall be considered
any movement from one classification to a higher compensated classification.
When employees are promoted, they shall be placed in the salary step within the
new salary range which represents a minimum of five percent (5%) increase not
to exceed the maximum of the new pay range. If the top step of the new salary
range is less than five percent (5%) increase over the employee's current
compensation level, the employee shall be placed at the top step of that new
range. Their increment date shall be adjusted accordingly to reflect the
promotion.
E. Reclassifications. Employees reclassified to a higher salary range shall be placed
in the salary step within the new salary range which represents a minimum of
two and one-half percent (2 1/2%) annualized increase, however, at no time will
the employee be paid above the maximum of the new pay range. If at any time,
the top step of the new salary range is less than two and one-half percent (2
1/2%) increase over the employee's current compensation level, the employee
shall be placed at the top step of the new range. Their increment date shall be
adjusted accordingly to reflect the reclassification.
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F. Step Increase. The effective date for all step increases shall be as follows:
For employees hired on the first (15t) of the month through and including the
fifteenth (15th) of the month, the increase shall occur on the first day of the
month of the employee's hire date which becomes the employee's anniversary
date for purposes of step increases.
For employees hired on the sixteenth (16t") through and including the last day of
the month, the increase shall occur on the first day of the month that follows the
month of the employee's hire date which becomes the employee's anniversary
date for the purposes of step increases.
Section 15.3 — Job Descriptions and Reclassification Reauests
Job descriptions for all represented employees shall be maintained by the Human
Resources Department. All substantive, defined as all non-housekeeping, changes to
job descriptions shall be presented to the Union prior to any formal acceptance of the
changes. This does not confer upon the Union approval rights.
Employees may apply for reclassification if they can demonstrate that there have been
significant changes in their job, typically this means that the employee has added
higher level or new duties that accounts for fifty percent (50%) or more of the
employee's regular duties. Employees will be required to complete a position
questionnaire. The employee's supervisor and department director will also be required
to complete a section of the questionnaire. The questionnaire will then be forwarded to
Human Resources for an evaluation. The union will be copied on Human Resources'
conclusion. If a wage increase is warranted as a result of the reclassification process,
such increase shall be retroactive to the first day of the month following receipt of the
completed and signed questionnaire by Human Resources.
An employee, or supervisor, may appeal the findings of the Human Resources
Department by submitting a written appeal to the Chief Administrative Officer within
ten (10) working days of Human Resources written recommendations. The Chief
Administrative Officer will schedule an appeal meeting with the employee. The Chief
Administrative Officer will provide a written response to the employee within fifteen
(15) working days from the date of the appeal meeting.
Section 15.4 — Longevity
The following longevity pay shall apply:
After 5 consecutive years of service: 1% of base pay
After 10 consecutive years of service: 2% of base pay
After 15 consecutive years of service: 3% of base pay
After 20 consecutive years of service: 4% of base pay
The longevity pay shall be calculated on the base wage of eligible employees; provided,
the base pay the employee receives as a result of an acting assignment in accordance
with Section 15.7 will be included in the calculation of longevity pay.
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Section 15.5 — Educational Incentive Plan
For employees in the Corrections Officer and Corrections Sergeant classifications, an
Education Incentive Program shall be provided for qualified employees. Qualified
employees are those who have attained the education levels defined below. For
employees who qualify, educational levels will be compensated at the following rates:
Associate Bachelors Masters
A. $40 per month $80 per month $120 per month
B. Those employees who have attained a "Junior" status at an accredited university
or college will receive the same compensation as an employee with an AA
degree. In order to qualify for the compensation all of the credits earned must
be consolidated with one accredited university or college. It is the employee's
responsibility to provide proof of qualification.
C. Compensation will be provided based upon the highest educational level attained
and there shall be no pyramiding of educational degrees.
Section 15.6 — Shift Differential Pay (Police Support)
A. Employees who are assigned to a regular workweek of five (5) consecutive days
on and two (2) consecutive days off or four (4) consecutive days on and three
(3) consecutive days off will receive shift differential pay as follows:
1. Employees who work shifts which normally commence after the hours of
11:00 a.m. or before 5:00 p.m. shall be considered swing shift personnel
and shall receive a differential pay of twenty cents ($.20) per hour above
the regular pay rate in effect for their respective job classifications.
2. Employees who work shifts which normally commence after the hour of
5:00 p.m. or before 6:00 a.m. shall be considered to be grave shift
employees and shall receive a differential pay of thirty cents ($.30) per
hour above the regular pay rate in effect for their respective job
classifications.
3. Agreement between the City and Union is predicated on the current shift
structure in effect at the signing date of this contract. Should the function
of the section of the Kent Police Department covered by this agreement
change substantially due to changes in equipment available, scheduling
requirements, etc., it is understood that differential pay rates will be re-
examined in light of such changes.
B. In cases where the employee is permanently assigned to swing or grave shift,
leave benefits will be paid at the differential rates. If an employee is only
temporarily assigned to a swing or grave shift, they will be compensated at the
differential rate for only the hours worked.
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Section 15.7 — Out of Class Pav
A. Regular Employee (Non-Civil Service) AFSCME to AFSCME Position
1. Any non-civil service employee who is temporarily assigned by their
division manager to perform at least fifty percent (50%) of the duties of a
higher paying AFSCME job classification during a time period consisting of
no less than one (1) full work week shall be eligible to receive acting pay.
The employee assigned to work in an AFSCME position of a higher
classification shall be placed at the step that represents a minimum of ten
percent (10%) increase, not to exceed the maximum of the range.
Payment of acting pay shall be based on either an hourly rate or monthly
rate based upon the following criteria:
a. At the hourly equivalent (based on calculation used for overtime: monthly
salary/173.33) of the higher classification if assignment is for a period of
time less than one (1) month; or
b. At the monthly equivalent of the higher classification if the assignment is
for a period of time greater than or equal to one month.
B. Regular Employee (Non-Civil Service) AFSCME to Non-Represented Position
1. Any bargaining unit employee who is temporarily assigned by their
division manager to perform at least fifty percent (50%) of a higher non-
represented position's duties, for a time period consisting no less than one
(1) full work week shall be eligible to receive acting pay.
The following is provided as a general guideline for acting pay
compensation. The decision for specific placement of compensation will
be at the discretion of the Department Director, with approval of the
Human Resources Director or Chief Administrative Officer. At no time will
acting pay exceed the top step of the salary range for the position being
filled.
a. At One Month or less: For acting pay assignments of one month or less,
compensation may be based on a ten percent (10%) base pay increase
above the employee's current salary level for the position being
temporarily filled.
b. Longer than One Month: For acting pay assignments of more than one
month to a maximum of one year (one year maximum can be extended
upon mutual agreement), compensation may be placed between A and E
salary level for the position being temporarily filled with a minimum of ten
percent (10%) increase above the employee's base position salary.
When an employee is assigned a Department Director's position duties,
acting pay may be placed within the higher salary range with a minimum
of ten percent (10%) increase above the employee's base position salary.
Page 29
The Chief Administrative Officer or his/her designee must approve all
Department Director acting assignments and compensation.
2. During an acting assignment, Management Benefits shall not be included
or changed from that of the employee's base position. The employee's
salary review dates will also be maintained in accordance with the
employee's base position.
3. During an acting assignment the longevity pay due the acting employee
will be calculated on any increase in pay provided in accordance with this
article.
4. Upon return of the incumbent to his/her base position, the temporary
acting pay will be discontinued immediately.
5. Employees are not obligated to accept acting assignments into a non-
AFSCME position.
C. Civil Service Employees
1. Corrections Officers and Sergeants - The City agrees to compensate
employees assigned by competent authority to positions of higher
authority and responsibility. Assignment shall be limited to the positions
of Corrections Sergeant and Corrections Commander. Assignment to
Corrections Commander shall be in accordance with Section 15.7(B).
Employees must be assigned to Acting Corrections Sergeant for a
minimum of two (2) hours before additional compensation will be paid.
During shift overlap periods, Acting Corrections Sergeant will be appointed
only if neither shift has a Corrections Sergeant on duty, and then only one
Acting Sergeant will be appointed. In order to qualify to act as a
Corrections Sergeant, an officer must meet the minimum qualifications of
the Corrections Sergeant (24/12 months of service).
2. Police Support Employees - The City agrees to compensate members of
the bargaining unit assigned by competent authority to positions of higher
authority and responsibility. Whenever an employee is assigned to a
higher classification as described above, the employee will be
compensated at the rate of the higher classification for all hours worked
out of classification. Police administration, or their designee, must make
formal temporary assignments to the position of higher classification
before provisions of this section apply: naming person placed in the
temporary classification and the length of time the employee will be in the
temporary assignment.
Appointments to the position of Records Supervisor will be made
whenever the regular supervisor is absent provided:
a. There are two or more employees working;
b. There would normally be a supervisor working the affected shift; and
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c. The Support Services Manager or another member of the police
administration does not assume the responsibilities of the supervisor.
D. Longevity pay will be included in the calculation of the base hourly pay the
employee receives as a result of the acting assignment. Acting pay shall be
included in overtime calculations.
D. Acting pay assignments shall be communicated by the Department Director or
Division Manager to the affected employee.
Section 15.8 — Corrections Premium Pay/Assignment
A. Premium pay of five percent (5%) above base wage shall be granted to
employees while they are actively functioning as Field Training Officers in the
Corrections Division of the Police Department.
B. Premium pay of three and one half percent (3.5%) of base pay per month in
addition to regular pay shall be granted to uniformed corrections staff who are
assigned to the following:
1. Corrections Programs Sergeant
2. Corrections Programs Officer
3. Corrections Administrative Sergeant
4. Corrections Work Crew Coordinator
The base hourly pay the employee receives as a result of working in an acting
assignment in accordance with Section 15.7 will be included in the calculation of
premium pay.
Section 15.9 — Accreditation Pay
Corrections: The pay range levels provided in Appendix A for Corrections Officers and
Corrections Sergeants shall be increased by one percent (1%) in recognition of the Kent
Correctional Facility's WASPC accreditation, and shall remain in effect while the Facility
retains its WASPC accreditation status.
Kent Police Department Civilian Positions: The pay range levels provided in Appendix A
for bargaining unit civilian positions assigned to the Kent Police Department shall be
increased by one percent (1%) in recognition of the Police Department WASPC
accreditation, and shall remain in effect while the Police Department retains its WASPC
accreditation status.
The base hourly pay the employee receives as a result of an acting assignment in
accordance with Section 15.7 will be included in the calculation of accreditation pay.
Section 15.10 — Custodian Specialty Pay /Assignment
The custodian assigned to the Senior Center will be paid a specialty pay of fifty cents
($.50) per hour for the expected oversight of work crew inmates. Participation in this
program is voluntary and a custodian that does not want to be assigned to the Senior
Page 31
Center will not be so assigned. The parties acknowledge that the work at the Senior
Center requires certain skills and abilities that may limit who is assigned to that area.
At six month intervals the City will evaluate custodial assignments. Custodians will be
asked to submit their top three areas of assignments. Management has the authority
to make the assignments taking into consideration the City's desire to have cross
trained custodians, custodian seniority, and employees' orders of preference.
Section 15.11 — Commute Trip Reduction (CTR)
The City shall provide a Commute Trip Reduction Program (CTR) for the employees in
the bargaining unit. The CTR program may include alternate work schedules, on-site
carpool and/or vanpool parking spaces, and secure bicycle parking.
Section 15.12 —Corrections Recruitment Incentives
In an enhanced effort to attract, recruit, and hire qualified lateral corrections officers,
the City may offer lateral corrections officers the following incentives. The City's
offering of any or all of these additional incentives shall be at the City's sole discretion
and shall not be precedent setting for future hirings. The City may offer as an
incentive:
• A lump sum of sick leave hours.
• A lump sum of paid leave hours, not to exceed forty (40) hours; if the employee
separates from employment prior to completing his or her probationary period,
the paid leave shall have no cash value. Once the employee passes probation,
all remaining unused paid leave will be transferred to the employee's annual
leave bank.
• Corrections officers who relocate upon hiring to a residence closer to the City of
Kent may be allowed up to one thousand dollars ($1,000) in relocation expenses
per City policy through the City's receipt and reimbursement procedure.
ARTICLE 16 — EMERGENCY CONDITIONS
In the event of a natural disaster, threat/act of terrorism, declared emergency or
inclement weather resulting in emergency conditions, the following provision shall
apply:
Employees who are unable to travel safely to work or who request to leave before the
end of their shift and such request is approved by their supervisor/manager, shall be
required to use annual leave, compensatory time, or leave without pay to cover all
hours away from work.
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ARTICLE 17 - HOLIDAYS
Section 17.1 - Holidays Observed
A. The following holidays shall be paid holidays for all employees covered by this
Agreement.
New Year's Day ist Day of January
Martin Luther King's Birthday 3rd Monday of January
President's Day 3rd Monday of February
Memorial Day Last Monday in May
Independence Day 4th Day of July
Labor Day 15t Monday in September
Veteran's Day 11t" Day of November
Thanksgiving Day 4t" Thursday of November
Day After Thanksgiving Da� after Thanksgiving
Christmas Day 25t Day of December
Two (2) Personal Holidays Scheduled with Management Approval
Other holidays as proclaimed by the Mayor and/or City Council
B. Holidays Observed
Shift Personnel: For the purpose of this article, shift personnel shall be defined as
those who are required to work rotating shifts in 24-hour operations and those
whose regular work shifts include weekends. For these shift personnel, holidays
shall be observed on the actual holidays. However, Memorial Day shall be
observed on the last Monday in May as outlined above.
Non-Shift Personnel: For all non-shift personnel, except as provided in Section
17.2.D.5, holidays shall be observed on the days outlined above. However, for
dates when the above holidays fall on Saturday, the preceding Friday will be
observed. When a holiday falls on Sunday, the following Monday will be
observed.
Section 17.2 — Holiday Leave Bank
The following provisions of the holiday leave bank shall be applicable to all employees of
the bargaining unit.
A. Eligibility
1. To be eligible for holiday leave pay, an employee must be fully paid on the
City's payroll the work day preceding and the work day following an observed
holiday as specified in Section 17.1. An employee on leave without pay for
any portion of the scheduled work day preceding or following the holiday is
not eligible for holiday pay.
2. New Hires: Employees working less than a full calendar year will receive such
holiday hours in a proportion equal to the number of holidays occurring
during the calendar year while the employee is working for the City on a
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regular basis. The personal holiday(s) will only be awarded to new hires, who
have completed four (4) continuous months of service.
3. Termination: Employees terminating during the year will be paid eight (8)
hours for each holiday occurring up to the date of termination (including their
personal holidays, if eligible), minus all holiday hours already withdrawn from
the bank that year. Deductions, if any, will be made from the employee's
final paycheck.
B. Accruals
1. Regular Full Time employees of the bargaining unit shall be entitled to 96
hours of holiday pay during each year. The 96 hours shall be placed in a
holiday bank for each employee on January 1't of each year.
2. Regular Part-time employees of the bargaining unit shall accrue holiday hours
based on their actual hours compensated and shall participate in the holiday
bank identified above on a prorated basis. Initial bank hours shall be
established based on budgeted hours and shall be adjusted to reflect
compensated hours on the following month.
3. In the rare case that New Year's Day occurs on a Saturday, the employee's
leave bank will no longer be adjusted. The employee will instead observe
New Year's Day on the following Monday. The employee shall still receive the
normal ninety-six (96) hours (or prorated amount) of leave placed in his or
her holiday leave bank.
C. Holidays Not Worked
1. Employees who do not work on holidays as listed in Section 17.1 shall
withdraw either eight (8) hours or the equivalent of their normal work shifts
from their holiday banks to cover their holidays off. If the employees have
exhausted their holiday leave banks, they may draw from their vacation or
compensatory time banks to cover holiday time off.
2. However, if the holiday falls on a day the employee is regularly not scheduled
to work (normal day off), the employee will take the day off as scheduled.
The employee shall have full discretion as to whether to bank the holiday
hours for cash out or to reschedule the day off at another time. With
management approval, the employee may take the holiday off the day before
or the day after the holiday, or to take the holiday off at a later date in the
above withdrawal manner. The employee will submit a leave request form
when requesting to use a rescheduled holiday.
D. Holidays Worked
1. All employees who work, with management approval, on the holidays listed in
Section 17.1 shall be compensated at the rate of one and one-half (1-1/2)
times the regular base pay for all hours worked. However, employees who
work Thanksgiving or Christmas shall be compensated at the rate of two (2)
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times the regular base pay for all hours worked. There shall be no
pyramiding of overtime.
2. Full shift: Employees who, with management approval, work their full shift on
one of the holidays listed in Section 17.1 shall be compensated at the
appropriate rate for all hours worked as specified above. They will not draw
from their holiday bank for the day worked.
All holiday hours not used will be banked for later use, with management
approval, or for cash out.
3. Partial shift: Employees who work, with management approval, part of their
shift on one of the holidays listed in Section 17.1 shall be compensated at the
appropriate rate for all hours worked as specified above. They shall also
draw from their holiday leave bank any hours needed to make up the full
shift. Hours not drawn to cover holiday time off will be banked for later use,
with management approval, or for cash out.
4. Corrections Officers and Records Personnel: Shifts which are eligible for
holiday compensation for hours worked are only those shifts which begin
work within the twenty-four (24) hour period considered to be holidays in
Section 17.1. However, employees who work swing or grave shifts on
Christmas Eve shall also be compensated at the rate of time and one-half (1-
1/2). Additional time off at a later date shall not be provided to employees
who work Christmas Eve.
5. Police Support Personnel: Employees whose normal work schedule would
ordinarily include Martin Luther King Day, President's Day and/or Veteran's
Day shall be given the option of working their regular shift on said Holiday(s).
Employees who elect to work the holiday must notify Police Administration in
writing at least fourteen (14) calendar days before the holiday of their intent
to work.
In addition, these employees may submit a written request at least fourteen
(14) calendar days in advance to work on New Year's Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving, or
Christmas Day. Such request must be pre-approved by management prior to
the employee being able to work on such holiday(s).
6. Corrections Specialty Assignment Personnel: Employees whose normal work
schedule would ordinarily include a holiday shall be given the option of
working the regular shift on said holiday with the exception of Thanksgiving
and Christmas. Management may require employees to work Thanksgiving
and Christmas based on operating needs.
7. Corrections Officers: If the decision is made to go to minimum staffing on a
designated holiday, the least senior employee on the affected shift will be
required to take the holiday off if no other employee on that shift volunteers.
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E. Holiday Use Restrictions
1. It shall be understood between the parties that schedules shall not be
adjusted in order to avoid overtime compensation or to allow employees to
pool hours in their holiday bank.
2. It is also understood that holiday hours may only be withdrawn for purposes
of receiving compensation for holidays on which the employee does not work,
including time taken pursuant to Section 17.2(C).
3. Further, employees may not schedule holiday(s) off prior to having earned
the holiday(s) as defined in Section 17.2.A.1 - Eligibility. In essence,
although the holiday hours for the year are placed in the employee's leave
bank at the beginning of the year, employees may not schedule to take a
holiday day(s) off except to make up for a holiday day(s) previously worked.
Employees may, however, use supplemental hours from a holiday not yet
earned if it is necessary in order for an employee to have a full "day" off.
F. Cash Out
1. Employees must submit their written holiday leave cash out requests no later
than November 20th of each year. As of November 20th of each year,
employees may reserve up to fifty (50) holiday leave hours in addition to any
pre-approved holiday leave hours. All holiday leave hours above that amount
will be cashed out by the City on the December 5th paycheck.
2. Any remaining holiday leave hours will be carried over to the next year.
ARTICLE 18 - ANNUAL LEAVE
Section 18.1 - Annual Leave Accrual
Regular full time bargaining unit members shall receive annual leave benefits in
accordance with the following schedule:
ANNUAL MONTHLY
COMPLETION OF: VACATION HOURS VACATION HOURS
1 year 96 hours 8 hours
2-4 years 104 hours 8.67 hours
5 years 120 hours 10 hours
6-7 years 128 hours 10.67 hours
8-9 years .136 hours 11.33 hours
10 years 144 hours 12 hours
11-14 years 152 hours 12.67 hours
15-19 years 168 hours 14 hours
20-24 years 184 hours 15.33 hours
25+ years 192 hours 16 hours
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Regular part-time bargaining unit members' annual leave accrual shall be pro-rated
based on the regular full time schedule in accordance with the percent of full time
compensated. At no time will such accrual exceed the full time rates above.
Section 18.2 — Maximum Leave Accrual
Employees can maintain 240 hours of annual leave. Employees may exceed the 240
hour threshold during a calendar year, but shall be at or below this limit as of December
31 of each year. Compensatory and Holiday accumulation and use are considered
separate from annual leave accrual and use. The City will allow scheduling of annual
leave so as to maximize the opportunity for employees to utilize annual leave so they
may comply with the 240 hour accrual limit. Employees may request a carryover of
annual leave hours in excess of the 240 hours maximum by submitting a written
request to the Human Resources Director stating the extenuating circumstances under
which such request is made. Carryover requests shall be reviewed and approved on a
case-by-case basis.
Section 18.3 — Scheduling Annual Leave
Annual leave shall be granted to the employees at the time of the employees' choosing
provided the departmental work schedule would not be adversely affected.
A. Non-Civil Service
Annual leave schedule conflicts over three (3) months in advance shall be
governed by seniority. If the same conflict over the same leave time occurs in a
following year, the less senior employee shall receive the leave. A conflict shall
be defined as the same individuals requesting the same dates (based on holidays
or events) in two consecutive years. Annual leave scheduling of less than three
(3) months notice shall be on a first come basis. Barring extenuating
circumstances, written leave requests from employees shall be responded to with
an approval or denial within ten (10) working days. The ten (10) working days
shall include the day in which the approving manager/designee receives the
request.
B. Civil Service
If two or more employees request annual leave for the same dates, and it is not
feasible to allow those employees to take leave during the same period, then
preference shall be granted on the basis of seniority, provided the employees
submitted their requests between January 1 and January 31 of the affected year.
Requests submitted after January 31 will be recognized by date and not subject
to seniority. Requests submitted prior to January 1 will be superseded by those
requests which are submitted between January 1 and January 31.
Annual leave scheduling for personnel shall not be contingent upon leave
scheduling for personnel from other bargaining units.
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ARTICLE 19 — SICK LEAVE
Section 19.1 — Sick Leave Accrual
Regular full-time employees will accrue eight (8) hours of sick leave for each continuous
month of service.
Regular part-time employees' sick leave accrual will be pro-rated based upon the total
hours compensated each month. At no time will such accrual exceed the full time rate
above.
Sick leave is accrued according to completed months of continuous service with the
City. This is calculated from the date of employment (hire date) or rehire, whichever is
later.
Sick leave must be accrued before it can be used. The maximum number of
accumulated sick leave hours that may be carried over to a subsequent year is 1,040.
All accrued sick leave above 1,040 hours as of December 31st of each year shall be
deleted.
Section 19.2 — Use of Sick Leave
Accumulated sick leave credits may be used for the following purposes only:
A. Illness or injury of an employee. This includes leave taken for treatment through
the Employee Assistance Program.
B. Illness or injury of a member of the employee's immediate family, as defined in
Article 21, or as provided by either State or Federal law.
C. Death in family/funeral leave. Sick leave may be used to cover time away from
work as a result of a death in the employee's immediate family or to attend a
funeral, as set forth in Article 21 of this agreement.
D. Medical or dental appointments for the employee or a member of the employee's
immediate family, as defined in Article 21, which cannot be scheduled at times
other than during working hours.
E. Disability of the employee due to pregnancy and/or childbirth.
F. As otherwise provided for by State or Federal law including Family Medical Leave
Act ("FMLA") qualified serious health conditions of the employee, which prevents
the employee from performing the essential functions of their position.
Section 19.3 — Prompt Notification
Employees incapacitated by illness or injury shall notify their immediate supervisor
within one (1) hour of their scheduled starting time, barring extenuating circumstances.
Police Department employees assigned to shift work who are incapacitated by illness or
injury shall notify an on-duty supervisor in their unit at least one (1) hour before the
start of their shift. If there is no supervisor working, the employee shall advise an on-
duty co-worker in their unit. 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.
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Section 19.4 — Sick Leave Abuse
Abuse of sick leave shall be grounds for discipline. 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.
Section 19.5 — Conditions Not Covered
Employees shall not be eligible for sick leave when:
A. Suspended or on leave without pay and when laid off or on other non-pay status;
B. Off work on a holiday unless regularly scheduled to work the holiday; or
C. While on vacation, unless the employee submits a doctor's certification of illness
or injury of the employee or an immediate family member. The certification
must state the full nature of the illness or injury.
Section 19.6 — Physician's Statement
Employees who are absent four (4) or more consecutive days due to illness or injury
may be required by their supervisor/manager, upon returning to work, to submit a
statement from a physician stating the reason for the absence. This physician
statement shall be submitted to the Human Resources Department, which will then
provide necessary coordination with or information to the employee's
supervisor/manager.
This section is not intended to require physician's statements for all absences of four
(4) days or more.
A physician's statement may also be required by a supervisor/manager for absences
less than four (4) consecutive days where sick leave abuse is suspected and has been
previously discussed with the employee and the employee has received written
documentation of the discussion.
Section 19.7 — Wellness Program
The City agrees to maintain a wellness program to educate and encourage healthy
lifestyles among bargaining unit members and allow participation during normal
working hours where such participation does not adversely affect the operation of the
department.
Section 19.8 — Sick Leave Incentive Program
In order to provide an incentive for using sick leave only as necessary, members of the
unit shall be entitled to incentive pay for maintaining their sick leave balance at the
following levels:
Sick Leave Hours Amount of Cash Incentive
0 - 239 No incentive
240 - 479 8 hours base pay
480 - 719 16 hours base pay
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720 - 959 24 hours base pay
960 - 1039 32 hours base pay
11040 (at year end) 40 hours base pay
Incentive pay will be granted in January of the following year. Employees will have cash
incentive added to their paycheck. For purposes of determining eligibility to receive
incentive pay an employee must have maintained the 240+, 480+, 720+, or 960+ hour
accrual for the entire preceding calendar year. For the top tier, employees must have a
final balance of 1,040 on December 315t of the preceding calendar year. If an employee
falls below one of the designated accrual levels they will not be eligible for the
corresponding incentive pay.
Section 19.9 — Light Duty
In the event an employee becomes sick or disabled and cannot perform the major
functions of their current position, the employer may allow the AFSCME member to
return to work in a light duty status. Light duty will be offered to all employees in a fair
and equitable manner.
A. On-the-Job Injury
1. A light duty status job may be assigned so as to permit the employee to continue
working within the Department in a duty capacity that the employee is physically
capable of performing in accordance with the conditions set forth by the
employee's attending physician while continuing to be paid at the employee's
normal rate of salary.
2. Such assignment is contingent upon the medical prognosis of full physical
recovery from the employee's disability within a reasonable period of time.
3. Light duty status shall not exceed six (6) months without adequate
documentation from the injured worker's attending physician. Consideration of
an extension shall be based upon the medical prognosis of the employee being
able to return to full employment in a reasonable period of time thereafter in
accordance with the advice of a physician retained by the employer.
4. A request for light duty status will be submitted in writing or via email by the
employee to the Superintendent/Manager or from the employer to the employee.
5. The City reserves the right to have a City appointed physician determine the
extent of an employee's disability, ability to perform light duty, and/or ability to
return to full duty.
6. Employee refusal of a light duty work assignment will be handled in accordance
with applicable Labor & Industries protocol, which may result in discontinuation
of time loss payments.
B. Off-Duty Illness or Injury-Reasonable Accommodations
In accordance with the American with Disabilities Act (ADA), a reasonable
accommodation, in the form of temporary light duty, may be considered when an
employee is, by reason of an ADA accepted physical or mental disability, temporarily
unable to perform the essential functions of his or her position.
Page 40
1. In the event that light duty is determined to be a reasonable accommodation,
the light duty accommodation shall be defined in a light duty short term position
description written to expressly reflect the duties to be temporarily performed by
the employee with a disability.
2. From time to time, the employee's physical or mental condition and newly
assigned light duties may be reevaluated by the City in accordance with the ADA.
3. Light duty status under this section shall generally not exceed six (6) months;
provided, a longer light duty period may be considered if there is a medical
prognosis that the employee will be permitted to return to full employment in a
reasonable period of time and such an extension of light duty is determined by
the City to be reasonable in accordance with the ADA. In accordance with the
ADA, the City may require a second opinion of the employee's condition and
prognosis by a physician retained by the City.
4. Nothing in this section shall be interpreted to require the City to provide benefits
or accommodations above and beyond those required by the ADA.
ARTICLE 20 — JURY DUTY AND COURT APPEARANCES
Section 20.1 — Jury Duty and Court Auuearances
Leaves of absence will be granted to those who are compelled to attend court as a
result of their employment with the City (unless the employee is litigating with the City)
or being called to serve jury duty. Those employees who are subpoenaed as
independent witnesses for cases in which they are not a party in the action will also be
granted leave of absence. Eligible employees will be compensated by the City during
their period of service. Employees who are required to appear in court for personal
matters are not eligible under this article and must request annual leave or leave
without pay. Full time employees will receive full compensation while on approved
leave for their period of services. Part-time employees with benefits on approved leave
will receive compensation for hours they would have "normally" worked.
Upon receiving the sum paid for jury service, or witness fee, the employee shall submit
the warrant, or its equivalent to the City for City compensated court leave.
Compensation received for such service during hours normally worked must be
assigned to the City of Kent.
Section 20.2 — Job-Related Court Appearance
In the event that job-related court appearances are required, the City shall attempt,
wherever possible, to schedule such appearances during an employee's regular duty
shift, rather than on furlough days. The City will make every effort to notify employees
who are placed on a potential witness list.
Such appearances outside of the regular duty schedule shall be compensated for as
follows:
A. Shift Other than Grave
Employees will receive pay at the overtime rate for court appearance time
outside of regular duty hours, provided, however, each employee required to
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report for court appearances shall receive a minimum of three (3) hours pay at
the overtime rate, for separate court appearances in accordance with Section C
below. Court appearances which are consecutively annexed to the beginning or
end of an employee's regular duty shift shall be treated as regular overtime.
B. Grave Shift
Employees who are assigned to the "grave" shift will receive pay at the overtime
rate for court appearance time outside of regular duty hours, provided, however,
each employee required to report for court appearances following their regular
duty shift shall receive a minimum of four (4) hours pay at the overtime rate, for
separate court appearances in accordance with Section C below. Court
appearances which are consecutively annexed to the beginning or end of an
employee's regular duty shift shall be treated as regular overtime and shall not
be subject to the provisions of (A) and (B) above.
C. Pyramiding
Pyramiding of court appearances is prohibited. There will be a maximum of one
(1) minimum guarantee in the morning and one (1) minimum guarantee in the
afternoon. Continuance of a morning appearance into the afternoon shall not
constitute a separate court appearance.
D. Standby Time for Court Appearance
Employees who are required by the court or the City to "standby" for possible
court appearance, while off duty or on furlough days off, will receive one (1) hour
compensation at the regular time rate for each two (2) hours or portion of
assigned standby time. Standby time must be pre-authorized and logged by the
City and have a starting time and ending time.
ARTICLE 21 — BEREAVEMENT LEAVE
Section 21.1 — Use of Bereavement Leave
Members of the bargaining unit are eligible to receive three (3) days bereavement leave
with pay for death of an immediate family member. For purposes of making necessary
arrangements, etc., said days are not required to be consecutive.
Members of the bargaining unit may be eligible to receive up to one (1) day of paid
bereavement leave to attend the funeral service(s) for a co-worker. Employees must
receive their supervisor's approval prior to attending such funeral service(s) to ensure
the operations of the City shall not be interrupted. For a former co-worker's funeral
service(s), refer to Section 21.3 for leave use for a close friend.
Section 21.2 — Immediate Family
Immediate family shall be defined the following:
1. Employee's legal spouse or significant other
2. State-registered domestic partner, as defined by RCW 26.60.030
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3. Parents (step and in-laws also)
4. Siblings (step and in-laws also)
5. Children (step and foster also)
6. Grandparents (in-laws also)
7. Grandchildren (step also)
Other members or non-members of the employee's family could be considered
immediate family as a result of special circumstances (example an aunt or uncle with
whom an employee lived, where such a person could have been regarded as a
substitute parent). An employee must ask for an exception ruling in order to receive
bereavement leave for persons classified in this category. Such request must be
submitted to and approved by the Human Resources Director, or designee, and must
explain the relationship of the person(s) involved, either as family or non-family
member(s).
Section 21.3 — Use of Sick Leave to Supplement Bereavement Leave
In the event that the time required for immediate family bereavement leave is in excess
of the allowed leave, sick leave may be taken. A maximum of twenty (20) days sick
leave may be granted by the department director or Human Resources Director for this
purpose, not to exceed the balance in the employee's sick leave bank. Distance, travel
time or other factors will be considered to determine the number of days to be granted.
Members of the bargaining unit may use up to one (1) day of sick leave for the time
needed to attend the funeral for death of aunts, uncles, nieces, nephews, cousins and
close friends.
If additional time is needed other available leave may be utilized (compensatory time or
vacation) subject to approval of the department director or Human Resources Director.
,ARTICLE 22 — PENSION
Pension for employees and contributions will be governed by Washington State Statute,
however this shall not limit improvements to the retirement benefits by the City and/or
the State of Washington.
ARTICLE 23 — WORKERS' COMPENSATION PROGRAM
Employees injured on-duty and who qualify for workers' compensation shall be entitled
to such benefits through the City's self-funded program as determined by statute. The
City will continue medical/dental, life, and LTD 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.
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ARTICLE 24 — INSURANCE
Section 24.1 — Medical/Dental Plans
Coverage will be available for all regular full time and regular part-time employees (30+
hours per week, or grandfathered employees working 21+ hours per week and 20+
hours per week for job shares) and their eligible dependents.
The plan(s) offered are:
A. City's self-insured health insurance $15 Co-Pay health care plan administered by
Premera Blue Cross, Delta Dental of Washington, and V.S.P. Vision;
B. Group Health Cooperative (HMO) includes co-pays as required by Group Health
Cooperative, Delta Dental of Washington, and V.S.P. Vision plan;
C. 80/20% Plan administered by Premera Blue Cross, Delta Dental of Washington,
and V.S.P. vision; and
D. The City's self-insured High Deductible Health Plan (HDHP) administered by
Premera Blue Cross, Delta Dental of Washington and V.S.P. Vision and employee
Health Savings Account (HSA). The City and employee will make contributions
to the employee's HSA in the following amounts:
1. Effective 1/1/17, the City will contribute $1,500 (front loaded) to an
employee only HSA, or $2,800 (front loaded) to an employee with a full
family HSA. Amounts to be prorated for new employee's hire date.
Employees will be required to participate in the Wellness Program during
2017 to earn incentive amount in 2018. The incentive funding will be
awarded as follows: Gold - $1,500; Silver - $1,000; and Bronze - $500.
2. Effective 1/1/18 and 1/1/19, the City will contribute front loaded to an
employees HSA if an employee reached the gold ($1,500), silver ($1,000)
or bronze ($500) Wellness level on or before December 315t of each
preceding year. The front loaded amount will be paid on the January 20tn
payroll check of the year following the employee achieving gold, silver or
bronze. New hires will be prorated for their hire date at the gold Wellness
level.
Employees who are not in or have not selected Option A ($15 Co-Pay plan) following
the close of the open enrollment period for 2014, or those hired after December 31,
2013, will not be able to select option A ($15 Co-Pay plan). However, during the life of
the contract the parties may agree to alter the City's $15 Co-Pay plan to avoid excise
tax requirements of the Patient Protection and Affordable Care Act. Should the parties
agree on a different health plan for this purpose, employees will be able to elect the
revised health plan (Revised "Option A"), in addition to option B, C, or D.
The City reserves the right to change carriers based upon comparable benefits and
cost-effectiveness of such a change.
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Section 24.2 — Employee Contribution-Medical/Dental Coverage
Eligible employees shall have dependent coverage available. Employees shall have the
option to insure dependents under alternative plans offered, subject to the terms and
conditions imposed by the carrier.
Effective January 1, 2017, for option A and B above, employees shall pay six percent
(6%) of the employee's portion and fourteen percent (14%) of the dependent(s)
portion of the total health care insurance premium paid into the employee's respective
health insurance program.
Effective January 1, 2017, for option C above, employees shall pay two percent (2%) of
the dependent(s) portion of the health care insurance premium paid into the 80/20%
Traditional Plan.
Effective January 1, 2017, employees shall pay nothing for the employee portion and
nothing for the dependent(s) portion of the health care insurance premium paid into the
employee's respective HDHP for option D.
If for any reason Teamster employees pay a lower cumulative employee and dependent
premium than outlined above, all members of this bargaining unit shall be covered by
the lower cumulative employee and dependent premium schedule.
Section 24.3 — Retirement Health Savings
If the Union establishes a Retirement Health Savings program in compliance with IRS
regulations the city agrees to administer the payroll deductions and assist in the
administration of the plan.
Section 24.4 — Health Care Committee
The Union will designate representative(s) to participate in a Health Care Committee,
one of which will be the Union's Staff Representative or designee, for the purpose of
negotiating health care plans and plan design. The parties recognize that there will be
representation and participation by all Unions on the Committee.
The City agrees to provide the Union at least two (2) weeks in advance of the meeting
an agenda outlining the topics which will be discussed.
The parties agree this committee shall not have the ability to alter the collective
bargaining agreement or change health and welfare plan costs and/or plan design
without a vote of the membership.
Section 24.5 — Life Insurance
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. The amount of life insurance shall be equal to
one times the employee's annual base salary to a maximum of $50,000 and a minimum
of $25,000.
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Section 24.6 — Long Term Disability Insurance (LTD)
The City shall pay the entire premium of a long term disability plan for each eligible
employee in the bargaining unit. Employees currently self-paying their premium shall
be grandfathered with that right. Any employee currently self-paying who subsequently
chooses to have the premium paid by the City, shall not have the right to revert to a
self-pay status. The LTD plan shall provide for coverage with a 90 day elimination
period, which pays at 66.67% of the monthly pay, subject to the provisions stated in
the plan document. The City will determine the manner in which insurance coverage is
secured.
ARTICLE 25 — EDUCATION, SEMINARS AND CONFERENCES
Section 25.1 — Reimbursement for Training Seminars/Conferences
Employees will be granted reasonable amounts of time off and full financial
reimbursement for attending training programs/seminars/conferences whenever such
training is work related and attendance has prior approval of the City.
Employees who conduct authorized, official City business or participate in conferences
as official representatives of the City while outside the City shall be reimbursed for
authorized expenses and paid their regular wages for participation.
Section 25.2 — Special Licenses and Certificates
The employer shall pay the applicable fees for obtaining or renewing special licenses or
certificates, if such is required, or to be maintained as a condition of employment with
the City.
No employee shall suffer a loss due to time needed during the work day to obtain
special licenses or certificates, required as a condition of employment with the City of
Kent. However, employees shall not be compensated for time spent studying for such
licenses or certifications.
Section 25.3 — Education — General
The City recognizes the need to encourage and promote educational opportunities for
employees, subject to budgetary limitations. The City will reimburse personnel for
costs incurred in receiving approved education upon satisfactory completion of such
education. Approved education shall be defined as training and/or education that
relates to the employee's current position, or education and training that supports the
employee's professional growth toward a potential future position within the employee's
career path. Nothing in this section shall be interpreted as a guarantee that the costs
of training and/or education will be paid or reimbursed, in whole or in part, by the City.
Reimbursement for course work and/or a degree program must be preapproved by the
employee's department director, the Human Resources Director, and the Chief
Administrative Officer.
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Eligible costs include:
1. Tuition and class registration;
2. Books; and
3. Associated fees (i.e., lab fees, parking fees, materials).
If an employee is attending an accredited State institution, the employee shall be
reimbursed based upon that institution's tuition schedule. If an employee is attending a
non-State supported institution, the employee shall be reimbursed on the basis of the
University of Washington tuition schedule.
Section 25.4 — Reimbursement Requests
The employee must submit a written request to the Department Head. The request
should include:
1. Course list and content;
2. Reason for taking the course and its relatedness to Department business; and
3. Appropriate cost.
Once the education reimbursement request is approved by the Department Head, the
cost will be included in the budget, subject to budget mandates. Once approved by the
Department Head, the department will make a good faith effort to have the budget
approved by the Council. Interim changes shall be considered by the Department Head
and acted on only if budget is available.
Section 25.5 — Class Attendance
Employees who wish to attend classes offered by schools, colleges, universities, or
other training organizations must do so during their off-hours. If the job related
courses are not offered during off-hours, an employee may be granted time off with pay
while attending such courses. In special cases, subject to departmental approval, an
irregular work schedule may be arranged in order for an employee to attend courses
that are not offered during off-hours. Hours spent by an employee while attending
class or studying for such class during off-hours will not be considered compensable
hours.
Section 25.6 — Reimbursement for Education/Training
If reimbursement is available through outside grant funds, or any other potential
source, then reimbursement shall be through that source. (G.I. benefits and student
loans shall not be considered outside funds for purposes of this section.)
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.
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.
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Employees requesting reimbursement must submit the request, with documentation,
within thirty (30) calendar days following successful completion of the approved
course(s). Requests not received within thirty (30) days will not be considered for
reimbursement, unless good cause is shown.
As a condition of the reimbursement, an employee who accepts an education/training
reimbursement agrees to repay the City the amount of the reimbursement received if
he or she voluntarily separates employment from the City within twenty-four (24)
months after completion of the course(s) for which reimbursement is received.
To qualify for training and education reimbursements, the employee must be in good
standing unless the training or education is a requirement of the employee's corrective
action plan. This means the employee cannot be under current discipline. "Current
discipline" shall be interpreted as three (3) years for a written reprimand, and five (5)
years for a suspension or demotion. The timeline shall apply from the date of the
discipline. If the preapproved course(s) have commenced prior to the disciplinary
action, such course(s) will continue to be honored by the City for reimbursement if the
employee successfully completes the course(s). Pre-approved course(s) which have not
commenced will be reevaluated if the employee receives discipline of a written
reprimand or greater.
ARTICLE 26 — LABOR MANAGEMENT MEETINGS
The City and the Union agree that a need exists for cooperation between labor and
management. To accomplish this end, the City and the Union agree that Labor-
Management meetings shall be conducted for that purpose. Said meetings shall occur
as needed and agreed to by both parties for the purpose of discussing and facilitating
the resolution of 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.
Meetings may be suspended by agreement of both parties.
ARTICLE 27 — HEALTH AND SAFETY
Section 27.1 — Working Conditions
All work shall be done in a competent and professional manner, and in accordance with
State, Federal and City Safety Codes and with ordinances and rules relating to this
subject.
It shall not be considered a violation of this Agreement if any employee refuses to work
with unsafe equipment, or when the facilities and services are not being maintained in a
reasonably sanitary condition. If an employee has justifiable reason to believe that
his/her safety and health are in danger due to an alleged unsafe working condition, or
alleged unsafe equipment, he/she shall inform his/her manager who shall have the
responsibility to determine what action, if any, should be taken, including whether or
not the job should be shut down.
A grievance involving an alleged violation of this Article may be submitted directly to
Step 2 of the grievance procedure and a grievance hearing shall be promptly scheduled.
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Section 27.2 — Uniforms and Safety Gear
A. Uniforms
The City shall provide uniforms, at no cost to the employee, or a uniform
allowance, for those employees who are required to wear them as part of their
employment as follows:
Code Enforcement Officers and Inspectors: The City will provide three (3)
jackets, or two (2) jackets and one (1) pair of coveralls for work purposes, to be
replaced every three years, or sooner as determined necessary by the Manager.
Corrections Officers and Sergeants: The City will provide uniforms, and
alterations, and will continue to be provided per department practice prior to the
signing of this contract. The maintenance and cleaning of such uniforms shall be
the responsibility of the employee.
Community Education Coordinator and Parking Enforcement Assistant: The City
will provide three (3) pair of pants and three (3) uniform shirts (altered as
necessary). The maintenance and cleaning of such uniforms shall be the
responsibility of the employee.
Police Records Specialists and Police Records Supervisors: The City shall provide
an annual uniform allowance on the February 5th paycheck for employees in
Records Specialist and Records Supervisor positions in Police in the amount of
$450, less applicable taxes as required by the US Internal Revenue Service.
Timekeepers shall process uniform allowance requests for eligible employees by
the January 30th deadline or for eligible new hires throughout the year New
Police Records employees eligible for the uniform allowance will be provided a
$450.00 start-up uniform allowance (in the employee's first paycheck). Each
employee shall be provided only one (1) uniform allowance during the
employee's probationary period. On the employee's first anniversary, they shall
receive a pro-rated portion of the allowance. The pro-rated portion shall be
figured on the number of pay periods between their anniversary date (consistent
with the process used for step increases) and the end of January of the following
year. For example: an employee hired on July 16, 2017, will receive $450 in
their first paycheck and then be eligible for $225 on July 16, 2018 (12
payperiods @ $18.75/payperiod); the employee shall then be paid the full
amount on the February 5, 2019 paycheck. The maintenance, alteration, and
cleaning of such uniforms shall be the responsibility of the employee.
Custodians, Custodial Leads, and Custodial Supervisor,: The City shall provide an
annual uniforms allowance on the February 5th paycheck in the amount of
$450.00, less applicable taxes as required by the US Internal Revenue Services.
Timekeepers shall process uniform allowance requests for eligible employees by
the January 30th deadline or for eligible new hires throughout the year. On the
employee's first anniversary, they shall receive a pro-rated portion of the
allowance. The pro-rated portion shall be figured on the number of pay periods
between their anniversary date (consistent with the process used for step
increases) and the end of January of the following year. For example: an
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employee hired on July 16, 2017, will receive $450 in their first paycheck and
then be eligible for $225 on July 16, 2018 (12 payperiods @ $18.75/payperiod);
the employee shall then be paid the full amount on the February 5, 2019
paycheck. Employees will be expected to launder and maintain their own
uniforms on their own time. Employees will be allotted two hours per year, on
city time, to purchase their uniforms. No overtime shall be incurred as a result
of employees purchasing uniforms. The city will determine the uniform options
available and will provide a listing of all approved uniform options to include a
listing of approved vendors. Approved uniforms will include, but may not be
limited to: Carhartt pants, non-insulated Carhartt overalls, insulated Carhartt
overalls/coveralls, blue work pants, t-shirts, tech-shirts, polo shirts, industrial
shirts, and hooded sweatshirts. The City will provide two (2) high-image jackets,
or similar quality, and one (1) parka to be replaced every three years, or sooner
as determined necessary by the Manager.
Employees must be properly attired in accordance with city policy and
reasonable rules regarding safety.
Prior to the expiration of the city's current uniform contract with Cintas, the city
and union agree to meet to discuss possible changes to the uniform allowance;
such changes may include more city provided uniforms and a corresponding
reduction in the amount of annual uniform allowance paid to employees.
No employee shall receive more than the specified annual uniform allowance in
any given calendar year. A calendar year is defined as January - December.
B. Safety Boots
Employees in positions that require wearing W.I.S.H.A. approved safety boots will be
reimbursed for up to two (2) pairs of safety boots per year and two (2) pair of insoles
per year, not to exceed $200.00 + tax for each pair of safety boots/insoles.
C. Safety Gear
The City will provide the following safety and foul weather gear for those positions
requiring such gear pursuant to City, State, or Federal standards:
Hard Hats
Rubber Boots
Rain Gear
Safety Glasses
Reflective Vests
Hearing Protection
In addition to the outlined equipment set forth above, the City agrees to provide at the
City's expense at least the minimum safety equipment required under W.I.S.H.A. for
affected employees.
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Section 27.3 — Miscellaneous Provisions
The City shall pay the auto insurance deductible, if any, incurred by an employee who is
involved in an automobile accident while driving his/her personal automobile on City
business, where such accident is not the fault of the employee and the employee is not
cited.
ARTICLE 28 — NON-DISCRIMINATION
The City and the Union agree not to discriminate against any employee for exercising
his or her legal rights to organize and bargain collectively under the Public Employees
Collective Bargaining Act (R.C.W. Chapter 41.56). The City and the Union further agree
they shall not discriminate against, or grant preferential treatment to, any employee
because of membership or non-membership in the Union, or other employee
organization, race, color, creed, religion, age, ethnicity, national origin, sex, sexual
orientation, marital status, honorably discharged veteran or military status, the
presence of any physical, mental, or sensory disability, the use of a trained dog guide or
service animal by a person with a disability, unless based on bona fide occupational
qualifications. Furthermore, it is mutually agreed that there shall be no discrimination
based on applicable State or Federal laws.
It is mutually agreed that there shall be no sexual harassment. Employees who feel
they have been discriminated against or sexually harassed shall be encouraged to use
the grievance procedure set forth under this Agreement, as well as, appropriate City
policies and procedures regarding Sexual Harassment and Harassment and
Discrimination.
ARTICLE 29 — MILITARY LEAVE
Any employee who is a member of the Washington National Guard, a Federal Military
Reserve unit, or any branch of the U.S. military shall be granted paid military leave and
benefits as required by Federal and State laws and in accordance with City Policy. An
employee who is a qualifying family member of a service member of the military shall
be granted leave benefits as required by Federal and State laws and in accordance with
City Policy.
Paid military leave of absence days shall be determined on the basis of the number of
working days the employee is absent from work. Employees working a non-traditional
schedule shall continue such schedule during the period of leave. Military leave shall be
in addition to any vacation or compensatory time to which the employee might
otherwise be entitled, and shall not involve any loss of efficiency rating, privileges
(including those provided by the Uniformed Services Employment and Reemployment
Rights Acts (USERRA)), pay, or seniority.
During the period of military leave, the employee shall be compensated, for each day of
paid military leave granted, an amount not to exceed the equivalent compensation
earned by that employee over their work period.
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ARTICLE 30 - PRIORITY OF STATE AND CITY LAWS/SAVINGS CLAUSE
It is understood and agreed by and between the parties that in negotiations and
collective bargaining and in the administration of all matters covered by this
Agreement, the parties hereto and the City employees are governed by the provisions
of applicable Federal laws, State laws, and City Ordinances. If there is a conflict
between any provision of this Agreement and Federal and State law, the appropriate
law shall prevail.
If any article of the Agreement or any addendum hereto should be held invalid by
operation of law, including any amendment to the Fair Labor Standards Act (F.L.S.A.),
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 the Agreement and
addendum shall not be affected thereby and the parties shall enter immediate collective
bargaining negotiations for the purpose of arriving at a mutually satisfactory
replacement of such article.
ARTICLE 31 - TOBBACCO FREE WORKPLACE
The parties agree to abide by the City policy on Smoking and Tobacco Use, policy #7.3,
in order to protect and promote the health of employees, and maintain a safe and
healthy work environment.
ARTICLE 32 - ALCOHOL OR DRUGS IN THE WORKPLACE
Section 32.1 - Drug Free Workplace
The City and Union agree that the City of Kent shall be a drug free work place
(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 grounds for disciplinary action.
It is expected that an employee will seek appropriate medical help for alcoholism,
and/or chemical dependency through the Employee Assistance Program.
Section 32.2 - Drug and Alcohol Testing
All members of the bargaining unit shall comply with City Policy #2.25 - Substance
Abuse, subject to the provisions of this Collective Bargaining Agreement and specifically
the provisions of this Article. Random testing, however, shall only apply to those
employees required to carry a commercial driver's license (CDL) as a condition of
employment.
Section 32.3 - Informing Employees About Drug and Alcohol Testing
All employees shall be fully informed of this drug and alcohol testing policy. Employees
will be provided with information concerning the impact of the use of alcohol and drugs
on job performance. In addition, the City shall inform the employees on how the tests
are conducted, what the tests can determine and the consequence of testing positive
for drug use. No employee shall be tested before this information is provided to
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him/her. Employees who voluntarily come forward and ask for assistance to deal with a
drug or alcohol problem shall not be disciplined by the City.
The City encourages employees to seek treatment for drug and alcohol abuse
voluntarily. To encourage employees to do so, the City makes available the Employee
Assistance Program (E.A.R). Any employee who notifies the City of alcohol or chemical
abuse problems will be given assistance offered to employees with any other illness. As
with other illnesses, the City may grant sick leave, vacation leave or leaves of absence
without pay for treatment and rehabilitation of drug and alcohol abuse.
Any decision to voluntarily seek help through the Employee Assistance Program, or
privately, will not interfere with an employee's continued employment or eligibility for
promotional opportunities. Information regarding an employee's participation in the
Employee Assistance Program will be maintained in confidence.
Section 32.4 — Employee Testing
Unless otherwise required by federal law, employees shall not be subject to random
urine testing or blood testing or other similar or related tests for the purpose of
discovering possible drug or alcohol abuse. If the City has reasonable suspicion to
believe an employee's work performance is impaired due to drug or alcohol use, the
City may require the employee to undergo a drug and/or alcohol test consistent with
the conditions set forth in this article.
Reasonable suspicion for the purposes of this article is defined as follows: the City's
determination that reasonable suspicion exists shall be based on specific articulated
observations concerning the appearance, behavior, speech or body odors of an
employee and shall include, as a minimum, a written report documenting objective,
measurable changes in the employee's work performance due to unauthorized drug or
alcohol use by two (2) observers who have adequate opportunity to observe these
changes.
Section 32.5 — Alcohol Testing
A breathalyzer or similar equipment shall be used to screen for alcohol use, and if
positive, shall be confirmed by a blood alcohol test performed by a qualified laboratory.
This screening test shall be performed by an individual properly qualified to perform the
tests utilizing appropriate equipment. An initial positive alcohol level shall be 0.04
grams per 210 L. of breath. If initial testing results are negative (below 0.04 grams per
2M L. of breath), testing shall be discontinued, all samples destroyed and records of
the testing expunged from the employee's files. Only specimens identified as positive
on the initial test shall be confirmed using a blood alcohol level. A positive blood
alcohol level shall be 0.04 grams per 100 ml of blood. If confirmatory testing results
are negative (below 0.04 grams per 100 ml of blood), all samples shall be destroyed
and records of testing expunged from the employee's files.
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Section 32.6 — Testing Program Costs
The City shall pay for all costs involving City required drug and alcohol testing as well
as the expenses associated with the Medical Review Physician. The City shall also
reimburse each employee for their time and expenses including travel incurred involving
the testing procedure only.
Section 32.7 — Rehabilitation Program
Any employee who tests positive shall be medically evaluated, counseled and treated
for rehabilitation as recommended by the E.A.P. counselor. In the event the employee
disagrees with the treatment recommended by the E.A.P. counselor, the employee may
choose to obtain a second opinion from a qualified physician of his/her choice.
Employees who complete a rehabilitation program may be re-tested for one (1) year
following completion of a rehabilitation program.
An employee may voluntarily enter rehabilitation without a requirement or prior testing.
Employees who enter the program on their own shall not be subject by the City to
random re-testing. Employees will be allowed to use their accrued and earned leave for
the necessary time off involved in the rehabilitation program.
If an employee tests positive during the one (1) year period following completion of
rehabilitation, the employee will be re-evaluated by an E.A.P. counselor to determine if
the employee requires additional counseling and/or treatment. The employee may be
solely responsible for any costs, not covered by medical benefits/insurance, which arise
from this additional counseling or treatment.
Section 32.8 — Duty Assignment After Treatment
If the duty assignment for an employee is modified or changed as a result of a
rehabilitation program, then after an employee successfully completes his/her
rehabilitation program, the employee shall be returned to the regular duty assignment
held prior to the rehabilitation program. Once treatment and follow-up care is
completed, and one (1) year has passed with no further violations of this article, the
employee's personnel and medical files shall be purged of any reference to his/her drug
problem or alcohol problem.
Section 32.9 — Right of Appeal
The employee has the right to challenge the result of the drug or alcohol test and any
discipline imposed in the same manner that he/she may grieve any other City action.
Section 32.10 — Union Held Harmless
This drug and alcohol testing program was initiated at the request of the City. The City
assumes the sole responsibility for the administration of this Article and shall be solely
liable for any legal obligations and costs arising out of the provisions and/or application
of this collective bargaining agreement relating to drug and alcohol testing. The Union
shall be held harmless for the violation of any worker rights arising from the
administration of the drug and alcohol testing program.
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ARTICLE 33 - JOB ROTATION
The City may fill temporary vacancies, which occur and are determined by the City to
be appropriate for job rotation, at the same or higher level classification based on the
duties and responsibilities assigned by the City to the job rotation position. The City
may, at its discretion, post for and fill the job rotation position with any regular
employee(s) of the City. If a non-represented employee or an employee from another
bargaining unit is selected to fill the vacancy, the City and concerning unions will work
out the details of the employee's representation status while filling the job rotation
position. Non-represented employees performing union work and union employees
performing non-represented work, under this article, will not constitute cause for a unit
clarification.
The employee(s) filling the job rotation position shall be compensated at the step in the
salary range for the job rotation position as posted, which represents a minimum of five
percent (5%) increase from the employee's base position salary, not to exceed the
maximum of the job rotation position's salary range. Such compensation shall begin at
the commencement of the job rotation.
The employee selected for job rotation shall be notified of the expected start date and
termination date of such rotation including any changes thereof. The job rotation must
be approved by the coming and going department directors. Either one of the
department directors or the employee may terminate the job rotation prior to the
termination date with at least two (2) weeks notice to all parties, unless a shorter
notification period is mutually agreed to by the concerning parties.
AFSCME bargaining unit employees selected for job rotation into a position outside the
bargaining unit shall continue to be considered part of the bargaining unit (based on
their regular position remaining in the bargaining unit). Seniority shall continue to
accrue in the employee's regular position and shall not accrue in the position they are
rotating into.
Employees in a job rotation shall have full and complete right to their regular position at
any time up to and including the date of the end of the job rotation.
ARTICLE 34 - JOB SHARE
Job share is a form of work in which two people share the responsibilities of one full
time position. Job share eligibility is determined by the Department Director and
Human Resources Director at the request of the incumbent employee. The job share
team is comprised of the primary employee (the incumbent who held the full time
position before the job share arrangement was approved) and the secondary employee
(the person selected to fill the remaining portion of the position). All job share
opportunities shall be posted and filled in accordance with Article 3, Section 3.7 -
Position Vacancies. Job share applicants must possess the required skills, knowledge,
and ability, as well as the education and experience requirements reflected in the
position description.
Both salary and benefits of the shared position shall be pro-rated based on hours of
work. Benefits may be divided unequally in accordance with the employees' request
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and upon the approval of the Human Resources Director and the Union. Job shares are
intended to be relatively cost neutral as compared to one employee holding the
position. Scheduling of the job share workweek shall be left to the discretion of the
immediate supervisor and job share employees. However, approval of any work
schedule and/or schedule changes must be granted by the Department Director, or
designee. All job share agreements shall be reduced to writing and signed by the City
and the Union.
Job share employees of 50% or more of the position shall be eligible for health care
benefits and job share employees of less than 50% shall not be eligible for health care
benefits. Job share situations involving two employees eligible for health care benefits
shall have the health care benefits shared. The basis for this sharing of health care
benefits shall be on a total benefit cost for insuring a full family. The corresponding
dollar amount shall be split between the employees, based on a mutually agreeable
division, and used individually for each employee's selected health care premiums. Job
share employees shall be considered regular part-time employees for all reasons not
specifically addressed in this Article.
The first three months of the job share shall be considered an evaluation period in
which the Department Director, or designee, and job share partners shall evaluate the
job share arrangement. Any of the parties may terminate the job share arrangement
during this evaluation period. In the event the job share is terminated during the
evaluation period, the employee who does not fill the full time position shall have
bumping/reversion rights to their previously held position immediately prior to the job
share arrangement in accordance with Article 3, Section 3.3 - Personnel Reduction of
this Agreement, if that previous position was represented by AFSCME at the time the
employee accepted the job share assignment.
After the evaluation period, job share arrangements may be terminated at any time at
the request of the Department Director, or designee, or either employee. In the event
the job share arrangement is terminated, either as a result of a decision outlined above
or by one of the employees leaving the position or the City, the primary employee shall
have first right of refusal to resume full time status. If the primary employee decides
not to resume full time, the secondary employee shall have the right to fill the full time
position. Whichever employee does not fill the full time position shall be considered laid
off and shall be afforded all rights of the Layoff provisions except bumping rights. All
layoff rights shall not apply to an employee who terminates the Job Share arrangement
by separating from City employment.
ARTICLE 35 - VOLUNTEERS, INTERNS, AND SUPPORTED EMPLOYMENT
PROGRAMS
The City and the Union recognize that volunteer, intern and/or supported employment
programs (including corrections' work crews and the Communities in Schools program)
can provide a sense of inclusion, community involvement and require a commitment of
time and service. To that end, the City is committed to working in partnership with the
Union to build successful volunteer, intern and/or supported employment programs.
A. Volunteer and Intern: The use of volunteers and/or interns will not supplant
bargaining unit positions. No bargaining unit member shall be laid off as a result
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of volunteer and/or intern programs. The use of volunteers and/or interns shall
not result in a loss of overtime opportunities for bargaining unit members.
Successful volunteer and intern programs require leadership and coordination
with City employees. Leadership opportunities may be made available to the
bargaining unit employee(s) so affected. Should a bargaining unit member
assume a leadership position over a volunteer or intern program, that member
shall receive appropriate compensation for the member's performance of those
duties.
The City and the Union will meet in a labor-management forum and come to
mutual agreement prior to implementing any new volunteer and intern
programs.
B. Supported Employment: The use of supported employees will not supplant
bargaining unit positions. No bargaining unit member shall be laid off as a result
of the supported employment program. The use of supported employees shall
not result in a loss of overtime opportunities for bargaining unit members. The
supported employment program will perform no more than a total of 40 hours of
work per week citywide.
A successful supported employment program involves communication, education
and/or training with the work group prior to hiring an incumbent and an actively
involved job coach assisting the incumbent in their daily work.
Except as otherwise provided within this section, supported employees will be
treated as variable hour temporary employees under section 1.3 (routinely
scheduled for only a few hours each week) and will not be recognized as
members of the bargaining unit. The City and the Union agree to meet in Labor
Management forum on-going to discuss the program.
ARTICLE 36 - CIVIL SERVICE SHIFT BIDDING
Section 36.1 - Police Records Shift Bidding
Subsection 36.1.1 - Police Records Bid/Assignment Process
A. Work assignments for Records Specialists and Record Supervisors shall be
determined by a bid system based on seniority in those positions with the Kent
Police Department. Except that, in the case of an employee who had a reduction
in rank or class, the employee's seniority shall include time spent in the higher
rank(s) or class(es). Work assignment, as it relates to the bid process, means a
specific set of work days and work hours. (Example: Work Assignment No. 1 =
Monday, Tuesday, Wednesday and Thursday from 0700 to 1700 hours.) The City
has the sole discretion to determine the days and hours of work assignments as
they pertain to the bid process.
B. The parties mutually agree to continue the four-month bid rotation. Those
assignments shall commence the first Sunday in January, May and October.
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C. During their probationary period, Records Supervisors and Records Specialists
may be placed in work assignments based on training needs.
D. Every fourth bid rotation (see Appendix D), priority for work assignment
preference shall be reversed so that the least senior personnel shall receive
priority for work assignment preference.
E. The bid processes for each rotation shall occur according to the schedule outlined
in Subsection 36.1.2.
F. Individuals unable to report for work by the start of a new rotation will not
participate in the bidding process for that rotation and shall be assigned by the
City to a work assignment for that specific rotation.
G. No early or late work assignment preference bids shall be accepted.
H. Employees will not be able to participate in the shift bid while on probation
except that a probationary employee may bid for a shift that occurs after his/her
probationary period will be completed.
I. The City reserves the right to bar individuals from bidding where required by
business necessity.
J. The City reserves the right to post a re-bid process if there are multiple vacancies
that require bid positions to be filled prior to the end of rotation.
Subsection 36.1.2 - Police Records Bid Rotation
Records employees work four-month shift assignments as follows:
1. First Rotation - Schedule commences on the first Sunday in January with day
shift and shift bidding commences as follows:
October 1 - 6 Police Specialist Supervisor bid is open
October 7 - 28 Police Records Specialist bid is open
October 29 Final schedule is posted
2. Second Rotation - Commences on the first Sunday in May with day shift and
position bidding commences as follows:
February 1 - 6 Police Specialist Supervisor)bid is open
February 7 - 28 Police Records Specialist bid is open
March 1 Final schedule is posted
3. Third Rotation - Commences on the first Sunday in October with day shift and
position bidding commences as follows:
June 1 - 6 Police Specialist Supervisor bid is open
June 7 - 28 Police Records Specialist bid is open
June 29 Final schedule is posted
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Section 36.2 — Corrections Position Bidding
Subsection 36.2.1 - Shift Assignments
A. Shift assignments for Corrections Officers and Corrections Sergeants shall be
determined by a bid system based on tenure in those positions with the City of
Kent Corrections Facility.
B. Corrections Officers tenure shall be determined from the date of hire with the
City of Kent Corrections Facility. Tenure for Sergeants shall be determined by
the time in grade as a regularly appointed Sergeant at the City of Kent
Corrections Facility. During the initial probationary period of employment,
Corrections Officers are not eligible to bid for shift/days off assignments.
C. Bids and assignments shall be made every four (4) months. The rotation for
bids/assignments shall be implemented on the first Sunday of January, effective
with the commencement of the day shift, the first Sunday in May, effecting with
the commencement of day shift, and the first Sunday in September, with the
commencement of day shift. All assignments shall remain in effect until the
next bid rotation unless it is determined by the City that the Corrections Officer
or Sergeant will be reassigned to a non-bid assignment during that period of
time. Assignments outside the bid process shall be completed prior to starting
the bid process unless the incumbent of the assignment fails to give 30 calendar
days notice of intent to leave the assignment prior to the start of the bidding
process.
D. For Corrections Officers and Corrections Sergeants. The first and second bid
process shall give priority to the most senior personnel for shift/days off
preference. The third process shall result in a reversal of selection, giving first
choice in shift/days off preference to least senior personnel.
E. The bid process shall occur as scheduled. Individuals unable to report for work
for at least half of the new rotation will not participate in the bidding process for
that rotation and shall be assigned by the City to a work shift for that specific
rotation. Employees who are on or will be on leave shall be responsible to
provide documentation from person(s) of authority (i.e. doctor, military
commander, etc.) certifying that they are expected to return for at least half of
the rotation to be eligible to bid for shifts in that rotation.
F. The City shall determine who is eligible to bid, however, ineligibility will be
documented in writing and provided to the affected Corrections Officer or
Sergeant.
Subsection 36.2.2 - Bid/Assignment Process
The following provisions shall control the process of bidding and assignment in
accordance with the above guidelines:
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A. Shift/days off preference shall be selected by the affected employee during the
established bidding period. This preference may not be changed by the
employee.
B. No early or late shift preference bids shall be accepted.
C. Vacant positions that occur after the bid deadline shall be filled by Corrections
Officers or Sergeants, as applicable. Those assignments shall continue until the
next rotation.
D. Assignments of all individuals shall be determined by the City.
E. The position schedule that will be used will be communicated in writing to
employees. The affected employee will make their selection in writing. Once the
selection is chosen, there will be no changing of their selection.
F. Corrections Officers will be able to bid for positions that may include two of their
previous days off. If an employee selects an invalid/ineligible shift when other
option(s) are available, the employee shall move to the end of the bid eligibility
list. Sergeants shall not be limited in their bid based on previous days off.
G. Employees shall complete their bid selection within 24 hours from the initial
notification of their individual bid choices.
H. The attached and appropriate rotation(s) shall be used for the bidding. In the
event that there are sixteen (16) Corrections Officer positions, the rotation(s)
from the previous contract will be used. However, if less than sixteen (16)
Corrections Officers are bidding during the process, the procedures outlined in
Subsection 36.2.2 (I) shall apply.
I. If less than fifteen (15) Corrections Officers are bidding during the process, the
City may freeze up to the number of shifts equal to the number of Corrections
Officers ineligible to bid (for example: If there are thirteen (13) Corrections
Officers bidding, the City may freeze up to two (2) shifts). The frozen shift(s)
(day, swing and grave) and the number of each to be frozen shall be noted prior
to starting the bid process. The specific positions to be frozen shall be the last
positions bid upon for the given shift.
Subsection 36.2.3 - Corrections Bid Rotation
Corrections Officers work four (4) months with assigned shift and days off.
1. First Rotation - Schedule commences on the first Sunday in January with day
shift and position bidding commences as follows:
September 1 - 6 Sgt.'s position bid is open
September 7 - 28 CO's position bid is open
September 29 Final schedule is posted
Page 60
2. Second Rotation - Commences on the first Sunday in May with day shift and
position bidding commences as follows:
February 1 - 6 Sgt's position bid open
February 7 - 28 CO's position bid is open
March 1 Final schedule posted
3. Third Rotation - Commences on the first Sunday in September with day shift and
position bidding commences as follows:
June 1 - 6 Sgt.'s position bid open
June 7 - 28 CO's position bid is open
June 29 Final schedule posted
ARTICLE 37 - ENTIRE AGREEMENT
The agreement expressed herein in writing constitutes the entire Agreement between
the parties and no oral statements shall add to or supersede any of its provisions.
The parties agree that this Agreement is their complete Agreement and that all
agreements between the parties are merged into this Agreement. No issues negotiated
by this Agreement are subject to mandatory negotiation during the term of this
Agreement, but they may be modified by mutual agreement in writing.
This agreement constitutes the negotiated agreement between the City and the Union
and supersedes any previous agreements or undertakings, whether oral or written,
between the parties or between the City and included employees.
ARTICLE 38 - DURATION
This Agreement shall become effective on January 1, 2017 and shall remain in full force
and effect through December 31, 2019.
Page 61
SIGNATURES
Signed this day of bVJLYM 201LI at Kent, Washington.
CITY OF KENT WASHINGTON STATE COUNCIL OF COUNTY
AND CITY EMPL EES UNION, LOCAL
#2617
� r
BY BY
7tt o ke a rkVerpresentative
tso n
r Staff
r
BY BY
Ma ti fisher Sara Wo d
Human esou,rces Director Preside.t,,
Iga
BY �, r BY
Leialani lens n be
Labor Relations. anager ident
r�
BY
Br s Naugh
Labor Relations Analyst.
BY '
Christopher Shock
Labor Relations Analyst
Page 62
Approved as to form:
fBY
r„amity ,Attorney
U
ttes
BY
Kim Komoto, City Clerk
Page 64
APPENDIX A — Salary Ranges as of 1/1/2017
EMPLOYEE CLASSIFICATION PAY RANGE
Accountant AF 34
Accounting Services Asst III AF 22
Accounting Technician AF 25
Administrative Assistant I AF 23
Administrative Assistant II AF 27
Administrative Services Supervisor AF 32
Assistant Building Official AF 40
B&O Desk Auditor AF 34
B&O Program Auditor AF 41
Code Enforcement Officer AF 34
Combination Building Inspector AF 35
Combination Building Inspector AF 35
Community Education Coordinator AF 34
Contract Specialist AF 27
Corrections Officer * AF 26
Corrections Sergeant * AF 32
Crime Analyst * AF 31
Custodial Lead AF 20
Custodian (Grandfathered) AF 15
Custodian * AF 13
Customer Services Representative AF 22
Development Permit Technician AF 27
Development Permit Technician Lead AF 29
Ergonomics & Facilities Services Specialist AF 27
Evidence Custodian AF 23
Evidence Technician AF 28
Evidence Technician Supervisor AF 32
Facilities Services Supervisor AF 30
Financial Analyst AF 30
Financial Services Supervisor AF 32
Graphics Specialist III AF 29
Legal Secretary I AF 22
Page 65
EMPLOYEE CLASSIFICATION PAY RANGE
Multimedia Specialist I AF 20
Multimedia Specialist II AF 27
Office Technician III AF 20
Parking Enforcement Assistant AF 17
Payroll Business Analyst AF 36
Plans Examiner AF 37
Police Records Specialist AF 22
Police Specialist Supervisor AF 29
Printing Technician AF 20
Printing Multimedia Coordinator AF 34
Property Management Technician AF 27
Prosecution Paralegal * AF 28
Public Disclosure Administrator AF 32
Records Management Officer AF 32
Research & Development Analyst AF 34
Senior Accountant * AF 38
Senior Financial Analyst * AF 34
Tax Compliance Officer AF 29
Video Production Coordinator AF 34
* For incumbents hired in the classifications of Custodian on or prior to September 15,
1998, the City shall grandfather their salaries at the salary range of AF15. They will
continue to be eligible for COLA's and step increases. Employees hired or promoted into
these classifications after September 15, 1998 shall be paid at the salary range above.
* Target Market Adjustments 7/1/17:
Corrections Officer AF 27
Corrections Sergeant AF 33
Crime Analyst AF 32
Custodian AF 14
Paralegal AF 29
Senior Accountant AF 39
Senior Financial Analyst AF 35
*Target Market Adjustments 1/1/IS:
Crime Analyst AF 33
Senior Accountant AF 40
Senior Finanacial Analyst AF 36
Page 66
APPENDIX B - POLICE DEPARTMENT INTERNAL INVESTIGATIVE STANDARDS
The City retains the right to adopt rules for the operation of the Kent Police Department
and the conduct of its employees provided that such rules do not conflict with City
Ordinances, City and State Civil Service rules and regulations as they exist or any
provision of this Agreement. It is agreed that the City has the right to discipline,
suspend, or discharge any employees for just cause.
Section 1 - Employee Rights
In an effort to ensure that internal investigations, as designated by the Chief of Police
of the Kent Police Department, are conducted in a manner which is conducive to good
order and discipline, employees of the Police Department shall be entitled to the
processes and provisions as outlined in Chapter 14 of the Kent Police Department
policies (updated as of December 2016). Policy sections that concern employee rights
are as follows:
A. Complaints in General
B. Types of Investigations and Procedures
C. Dispositions of Investigations and Levels of Discipline
D. Pre-disciplinary/Loudermill Hearing - Appeals and Grievances
E. Paid Administrative Leave
F. Counseling
G. Vehicle Accidents -Investigation and Corrective Action
The Union recognizes the Administration's effort to improve procedures involving
complaints against its members. Upon request of either the Union or Police
Administration, an annual review meeting of the procedures will be held to ensure they
are accomplishing their goals.
Page 67
APPENDIX C - Health Care Plan & Premiums
Effective January 1, 2017
A. Premera Blue Cross - $15 Co-Pay plan
Employee City Total
Coverage Premium Premium Premium
Employee Only $38.00 $591.00 $629.00
Employee & Spouse $129.00 $1,152.00 $1,281.00
Employee & Child(ren) $119.00 $1,092.00 $1,211.00
Employee & Family $209.00 $1,642.00 $1,851.00
Employee Share: 6% Employee, 14% Dependants
B. Group Health Plan (With Dental and Vision)
City City
Employee Group Health Dental/Vision Total
Coverage Premium Premium Premium Premium
Employee Only $42.00 $563.74 $100.00 $705.74
Employee & Spouse $161.00 $1,193.94 $204.00 $1,558.94
Employee & Child(ren) $141.00 $1,080.34 $194.00 $1,415.34
Employee & Family $256.00 $1,683.82 $296.00 $2,235.82
Employee Share: 6% Employee Only, 14% Dependents
Group Health Premiums Onlx
Employee Only $605.74
Employee & Spouse $1,354.94
Employee & Child(ren) $1,221.34
Employee & Family $1,939.82
C. Premera Blue Cross - 80/20 Plan
Employee City Total
Coverage Premium Premium Premium
Employee Only $ - $565.00 $565.00
Employee & Spouse $12.00 $1,139.00 $1,151.00
Employee & Child(ren) $10.00 $1,078.00 $1,088.00
Employee & Family $22.00 $1,643.00 $1,665.00
Employee Share: 2% Dependents Only
Page 68
D. Health Savings Account (HSA) Plan - Premera Blue Cross
City Dental/
City HDHP Vision Total Employee City
Coverage Premium Premium Premium Contribution Subsidy
Employee Only $411.00 $100.00 $511.00 $ - Based on
Employee & Family $1,256.00 $289.00 $1,545.00 $ - Wellness
Wellness:
Gold - $1,500.00 (10,000 points)
Silver - $1,000.00 (6,000 points)
Bronze - $500 (2,000 points)
Annual Maximum Contributions
Employee Only $3,400.00
Employee & Family $6,750.00
Catch-up Age 55 or Older Additional $ 1,000
*For current bargaining unit employees who are Employee & Family plan only, the city
will contribute $2,800.00 (front loaded) to the HSA in January 2017. For all subsequent
years, the City subsidy will depend on Wellness participation and is in the amounts
listed above for both either plan (Employee or Employee & Family).
*For current bargaining unit employees who are on the Employee only Plan, the city will
contribute $1,500 (front loaded) to the HSA in January 2017. For all subsequent
yeaers, the City subsidy will depend on Wellness participation and is in the amounts
listed above for both either plan (Employee or Employee & Family).
Page 69
APPENDIX D - Police Records Shift Bid
Year Month Month Month
2016 January-April May-August October-December
2017 Janua -A ril* May-August October-December
2018 January-April May-August * October-December
2019 January-April Ma -Au ust October-December
2020 January-April May-August October-December
2021 Januar -A ril* May-August October-December
*highlighted months are the "Junior Bid" that occur every four bids
Page 70
APPENDIX E - CORRECTIONS RID ROTATION
Rotation 1
Staff Slot# Sun I Mon T'ue I Wed Thu I Fri Set I Employee Marne
Ctsgt 1 WWI D D D D
C/Sgt 2 D I S iMMMM D D
C/Sgt 3 EM11M S s s s sm
ClSgt 4 s G G G MIMM
ClSgt 5 G G G G
ClOfc 1 , D D D D
ClOfc 2 D D D D EME
ClOfc 3 D D D D MMMM WO
CIOfc 4 D 1 D D D
ClOfc 5 D D 1Mt r� D D
ClOfc 6 D D D D
ClOfc 7 s s s S
ClOfc 8 s S S s
C1Ofc 9 s I s s Imms
C/Ofc 10 s s l ; , S
CIOf'c 11 S S 5 S
ClOfc 12 G G G G
CPOfc 13 G G G G
CIOfc 14 G GWGG11=GG
CIOfC 15 G j1+jjM G
CIOfC 16 G G G
Rotation 2
Staff " Slot# Sun Mon Tue I aal4Ped Thu Fri Sat Employee Name
Clsgt 1 D D D no 001,MN D
ClSgt 2 D D I D S
ClSgt 3 s s s s
ClS9t 4 G G WWK S
ClSgt 5 G G G MD
ClOfc 1 t D D D D
CIOfc 2 D D D `,� t' JD
ClOfc 3 D D L` �% "N' � A D
ClOfc 4 D D D '
Clofc 5 NMI Im,,1 `. D D D D
ClOfc 6 D D D D t
ClOfc 7 s s s S
ClOfc 8 s In IY am . s 3
ClOfc 9 OG
S MEN s s S
C1Ofc 10 1, S s s S
ClOfc 11 s s s s MONO
ClOfc 12 G G G
ClOfc 13 G G G EM MW SM G
ClOfc 14 G G G G
ClOfc 1 15 G I G G G EN
CJOfc 16 SMI G G G G,
Page 71
Rotation 3
Staff Slot# Sun I Mon Tuo lWed Thu I Fri . Sat Employee Name
CISM 1 D KM EM MM D D D
CISgt 2 D D D S
CISgt 3 S S S
CISgt 4 S G G G
C1Sgt 5 G G G G
CIOfc 1 D D D D
CIOfc 2 D D D D
CIOfc D D D D
CIOfc 4 D D D D
CIOfc 5 mm D D D D
CFOfc 6 D D D D
CIOfc 7 S S Fs
� S
CIOfc 6 �r S S S
CIOfc 9 S S S NMI
CIOfc 14 S S S IMI
CIOfc 11 S S S im S
CIOfc 12 G G G G
CiOfc 13 G G G
CIOfc 14 G G G G
CIOfc 15 G G G
CIOfc 16 G G I G G
Rotation 4
Staff Slot# Sun Mon, Tue Wed 'Thu Fri Sat Employee Name
CISgt 1 D D D f
CISgt 2 D I D S IN=EM 70W D
CISgt 3 IMM MEI S S S S
CISgt 4 NMI S G G G
CISgt 5 G G G G
CIOfc 1 D D D D
CIOfc 2 D D D D
CIOfc 3 low" D D D D
CIOfc 4 D D D
CIOfc 5 D D D "" momms
D
CIOfc 6 D D D D
CIOfc 7 Marim.
�', S
CIOfc 8 S S S Um
CIOfc 9 S S S S
CIOfc 10 S S S S
CIOfc 11 S S S S
ClOfc 12 IN G G G G
C/Ofc 13 G I G G G
CIOfc 14 i G G G ME am
CIOfc 15 G G G I G
CIOfc 16 G G G G
Page 72
Rotation 5
Staff ' Slot# Sun Mon Tue Wed"" Thu, k Sat Employee Name+
ClSgt _1 D D D D
ClSgt 2 D D D
c/s gt 3 S S S S
ME
ClSgt 4 G G G S
ClSgt 5 G G G G
Ctdfc 1 0=11M D D I D D
C}Qfc 2 EM D D D D
Clofc 3 D I D D EM M D
Clofc 4 ffMNJ _ 1 D D, D D
C/Ofc 5 D D VMfK= D D
C/Cfc 6 D D D D u�
C/Ofc 7 u S S S S
Clot 6 S S S S
C1Dfc g S S fl S S
Cltfc 10 S S S S
C/Ofc 11 S S S S
Clofc 12 G G G G
C/Ofc 13 G G G G
C/Ofc 14 G G G G
Clofc 15 G G G G
C/Of'c =6 G G G G
Page 73
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