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CITY OF KENT
and
TEAMSTERS LOCAL UNION #117, AFFILIATED WITH THE
INTERNATIONAL BROTHERHOOD OF TEAMSTERS
JANUARY 1, 2017 - DECEMBER 31, 2019
TABLE OF CONTENTS
PREAMBLE .................................................................................................. i
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT.................................. 1
SECTION 1.1 UNION RECOGNITION .................................................................... 1
SECTION 1.2 DEFINITIONS .............................................................................. 1
SECTION 1.3 DISPUTE RESOLUTION ................................................................... 3
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION ......................... 3
SECTION 2.1 MANDATORY OPTIONS - UNION MEMBERSHIP........................................ 3
SECTION 2.2 DUES DEDUCTION ........................................................................ 3
SECTION 2.3 LIST OF EMPLOYEES FURNISHED BY UNION........................................... 4
SECTION 2.4 UNION REFUND TO EMPLOYER .......................................................... 4
SECTION 2.5 PAYROLL DEDUCTION FOR DRIVE ..................................................... 4
ARTICLE 3 - SENIORITY............................................................................. 5
SECTION 3.1 SENIORITY DEFINITION .................................................................. 5
SECTION 3.2 PROBATIONARY PERIOD.................................................................. 5
SECTION 3.3 SENIORITY CANCELLATION .............................................................. 6
SECTION 3.4 LAYOFF/PERSONNEL REDUCTION....................................................... 6
SECTION 3.5 TRANSFER OF SENIORITY................................................................ 7
SECTION3.6 RECALL...................................................................................... 8
SECTION 3.7 TRANSFER TO DIFFERENT POSITION ................................................... 8
SECTION 3.8 JOB OPENINGS ............................................................................ 8
ARTICLE 4 - LABOR MANAGEMENT COMMITTEE ......................................... 9
ARTICLE 5 - HOURS OF WORK .................................................................... 9
SECTION 5.1 WORK SCHEDULES ....................................................................... 9
SECTION 5.2 SHIFT START AND END TIMES ............................................ .........10
SECTION 5.3 OVERTIME.................................................................................10
SECTION 5.4 COMPENSATORY TIME...................................................................10
SECTION 5.5 SCHEDULE CHANGES - NOTICE........................................................11
SECTION 5.6 MEALS AND REST PERIODS.............................................................11
SECTION 5.7 CALL BACK................................................................................12
SECTION 5.8 PHONE CALLS/WORK AT HOME........................................................12
SECTION 5.9 MANDATORY STANDBY DUTY...........................................................13
SECTION 5.10 SHIFT DIFFERENTIAL ..................................................................13
SECTION 5.11 SCHEDULED OVERTIME AND EMERGENCY SHIFTS.................................13
SECTION 5.12 REPORTING PAY FOR REGULAR SCHEDULED SHIFTS...............................13
SECTION 5.13 LEAVE WITHOUT PAY..................................................................13
ARTICLE 6 - UNION ACTIVITIES............................................................... 14
SECTION 6.1 BUSINESS REPRESENTATIVES OF THE UNION .......................................14
SECTION 6.2 EMPLOYEE UPHOLDING UNION PRINCIPLES/PERFORMING DUTIES...............14
SECTION 6.3 ATTENDANCE AT MEETINGS .............................................................14
ARTICLE 7 - DISCIPLINARY ACTION......................................................... 14
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SECTION 7.1 DISCIPLINARY ACTION BY THE EMPLOYER............................................14
SECTION 7.2 MEETINGS RELATIVE TO DISCIPLINE..................................................15
SECTION 7.3 DISCIPLINARY/PERSONNEL RECORDS ............... ..............................15
ARTICLE 8 - GRIEVANCE PROCEDURE....................................................... 16
SECTION 8.1 GRIEVANCE OR DISPUTE OVER PROVISIONS OF AGREEMENT.....................16
ARTICLE 9 - WORK STOPPAGES AND EMPLOYER PROTECTION ................ 19
SECTION 9.1 WORK STOPPAGES - DEFINED.........................................................19
SECTION 9.2 BACK TO WORK ORDER.................................................................19
SECTION 9.3 DISCIPLINARY MEASURES BY EMPLOYER .............................................19
ARTICLE 10 - BULLETIN BOARDS.............................................................. 19
ARTICLE 11 - SAFETY AND SANITATION................................................... 20
SECTION 11.1 COMPLIANCE WITH SAFETY CODES..................................................20
SECTION 11.2 UNSAFE WORK CONDITIONS.........................................................20
SECTION 11.3 CHEMICAL APPLICATORS PREMIUM ..................................................20
SECTION 11.4 SAFETY COMPLIANCE ..................................................................20
SECTION 11.5 IMMUNIZATIONS........................................................................20
ARTICLE 12 - MANAGEMENT RIGHTS........................................................ 21
SECTION 12.1 TEAM BUILDING ........................................................................21
ARTICLE 13 - PAY PERIOD........................................................................ 21
ARTICLE 14 - WAGES, CLASSIFICATIONS AND MINIMUM RATES OF PAY . 22
SECTION 14.1 SALARY PLAN - ADOPTION............................................................22
SECTION 14.2 MINIMUM RATES OF PAY..............................................................22
SECTION 14.3 LONGEVITY..............................................................................22
SECTION 14.4 RECLASSIFICATION ....................................................................23
SECTION 14.5 ACTING/OUT OF CLASSIFICATION PAY .............................................23
SECTION 14.6 FIELD SUPERVISOR ....................................................................23
ARTICLE 15 - EQUAL EMPLOYMENT OPPORTUNITY - NONDISCRIMINATION
................................................................................................................. 24
ARTICLE 16 - HEALTH CARE AND LIFE INSURANCE .................................. 24
SECTION 16.1 MEDICAL/DENTAL COVERAGE........................................................24
SECTION 16.2 EMPLOYEE CONTRIBUTION - HEALTH CARE INSURANCE COVERAGE............25
SECTION 16.3 LIFE INSURANCE COVERAGE..........................................................26
SECTION 16.4 LONG-TERM DISABILITY INSURANCE (LTD).......................................26
SECTION 16.5 HEALTH CARE COMMITTEE............................................................26
ARTICLE 17 — PENSION ............................................................................ 26
ARTICLE 18 - WORKERS COMPENSATION PROGRAM ................................ 27
ARTICLE 19 - VOLUNTEER PROGRAMS...................................................... 27
ARTICLE20 — HOLIDAYS .......................................................................... 28
SECTION 20.1 OBSERVED DATES .....................................................................28
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SECTION 20.2 OVERTIME WORKED ON HOLIDAYS..................................................28
ARTICLE 21 - SICK LEAVE......................................................................... 29
SECTION 21.1 ACCRUAL RATE .........................................................................29
SECTION 21.2 SICK LEAVE INCENTIVE PROGRAM...................................................29
SECTION 21.3 PHYSICIAN`S STATEMENT .............................................................30
SECTION 21.4 SICK LEAVE USES......................................................................30
SECTION 21.5 PROMPT NOTIFICATION ...............................................................30
SECTION 21.6 SICK LEAVE ABUSE ....................................................................30
SECTION 21.7 CONDITIONS NOT COVERED .........................................................31
ON21.8 LIGHT DUTY....................................................................................31
ARTICLE 22 - JURY DUTY.......................................................................... 32
ARTICLE 23 - BEREAVEMENT LEAVE ......................................................... 32
SECTION 23.1 BEREAVEMENT LEAVE ..................................................................32
SECTION 23.2 IMMEDIATE FAMILY ....................................................................32
SECTION 23.3 USE OF LEAVE ..........................................................................33
SECTION 23.4 REQUEST AND APPROVAL .............................................................33
ARTICLE 24 — VACATIONS ........................................................................ 34
SECTION 24.1 ACCRUAL RATE .........................................................................34
SECTION 24.2 SCHEDULING............................................................................34
SECTION 24.3 MAXIMUM ACCUMULATION............................................................34
ARTICLE 25 - MILITARY LEAVE................................................................. 35
ARTICLE 26 - EMERGENCY CONDITIONS................................................... 35
ARTICLE 27 - SEVERANCE PAY.................................................................. 35
ARTICLE 28 - STANDARD DRESS, TOOLS AND LICENSES .......................... 35
SECTION 28.1 UNIFORM ALLOWANCE.................................................................35
SECTION 28.2 TOOLS AND EQUIPMENT ALLOWANCE ...............................................37
SECTION 28.3 LICENSE/CERTIFICATION REQUIREMENTS..........................................37
ARTICLE 29 - SUBSTANCE ABUSE TESTING............................................... 38
ARTICLE 30 - SAVINGS CLAUSE................................................................ 38
ARTICLE 31 - ENTIRE AGREEMENT ........................................................... 38
ARTICLE 32 - SUBORDINATION OF AGREEMENT....................................... 38
ARTICLE 33 - TERM OF AGREEMENT.......................................................... 39
APPENDIX "A" - WAGES ........................................................................... 40
APPENDIX "B" - BARGAINING UNIT CLASSIFICATION SCHEDULE............ 41
APPENDIX "C" — BIDDING AND MANDATING OF OVERTIME ..................... 42
APPENDIX "D" - COMMUTE TRIP REDUCTION........................................... 45
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PREAMBLE
This Agreement is between the City of Kent (hereinafter called the City) and the
Teamsters Local Union #117, affiliated with the International Brotherhood of
Teamsters, (hereinafter called the Union), collectively herein referred to as the Parties
for the purpose of setting forth a mutual understanding of the parties as to conditions
of employment for those employees for whom the City recognizes the Union as the
exclusive collective bargaining representative. Furthermore, the City and the Union
agree that the efficient and uninterrupted performance of municipal functions, the
establishment of fair and reasonable compensation, benefits, working conditions and
job security for employees of the City is a primary purpose of this Agreement.
This Agreement has been reached through the process of collective bargaining with the
objective of fostering effective cooperation between the City and its unionized
employees. Therefore, this Agreement and the procedures which it establishes for the
resolution of differences are intended to contribute to the continuation of good
employee relations, to provide an environment where the City's municipal values are
practiced, and to be in all respects in the public's interest.
ARTICLE 1 - RECOGNITION AND BARGAINING UNIT
Section 1.1 Union Recognition
The City hereby recognizes the Union as the exclusive bargaining representative for all
work performed by benefitted full-time, benefitted part-time, term limited, seasonal,
limited hour, and variable hour employees, who work for the City of Kent in the
following department/divisions: public works operations, parks maintenance, golf
maintenance, facility maintenance, and housing and human services, and finance
customer service, and whose positions are allocated to classifications listed on Appendix
„B11
Limited hour, seasonal, and variable hour employees shall be recognized as bargaining
unit members and are supplementary to the regular work force and shall not be used to
undermine the integrity of the bargaining unit. Limited hour, seasonal, and variable
hour employees shall be provided the opportunity to apply for bargaining unit job
opportunities as defined in Section 3.8. Limited hour, seasonal, and variable hour
employees are eligible for participation in the PERS system as provided by state law.
Section 1.2 Definitions
A. Benefitted Employees
1. Full-Time Employee. An employee hired by the City to work forty (40) or more hours
per work week on a continuous basis. Full-time employees shall be entitled to all
provisions of this agreement.
2. Part-Time Employee. An employee hired by the City to work a minimum of thirty (30)
hours but less than forty (40) hours per work week on a continuous basis with a weekly
set schedule. Part-time employees may work forty (40) or more hours per work week
on occasion based on an operational necessity. Leave benefits shall be prorated in
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accordance with the percentage of full-time hours compensated. Part-time employees
shall be entitled all other provisions of this agreement.
a. Grandfathered - Part-Time Employees: An employee who was hired on or before
December 31, 2013 to work a minimum of twenty one (21) hours but less than thirty
(30) per work week on a continuous basis. Grandfathered part-time employees may
work more hours per work week on occasion based on an operational necessity. If a
grandfathered part-time employee transfers to another position within the City or the
incumbent severs employment with the City the position will no longer be
grandfathered. The vacated position's hours must be increased to a minimum of thirty
(30) hours per week in order to retain benefits.
3. Term Limited Employee. An employee who is hired by the City to work thirty (30) or
more hours per week, not to exceed a two (2) year term without the Human Resources
Director's approval but in no circumstance will exceed a four (4) year term. Term
limited employee's body of work has a clearly identifiable end that is naturally
concluding rather than open-ended or ongoing. Term limited employees shall be
entitled all other provisions of this agreement.
B. Non-Benefited Employees - Non-benefited employees shall not exceed 60,000 hours
per calendar year.
1. Seasonal Employee. An employee who is hired by the City to work thirty (30) or more
hours per week for a period of time not to exceed six (6) months. The term of
employment for a seasonal employee initiates in the month in which they are hired.
For example, if a seasonal employee is hired on April 1st or 31st, the month of April
shall count as one month of employment. The necessity of the employee and the body
of work to be performed is dictated by a "season". The work will have predictable
periods of activity and inactivity. Seasonal employees are considered at-will employees
and can be disciplined and terminated without cause and cannot use the procedures
under Article 8 to grieve or otherwise appeal a discipline or a job separation of any
kind. Seasonal employees shall not be entitled to any other provisions or benefits of
this agreement, except as provided in Article 17; however, seasonal employees may be
eligible for membership in the Public Employees Retirement System (PERS) as provided
by state law.
Employees hired in this classification must have a minimum of twenty-six (26)
weeks/six (6) months of separation from City employment prior to being eligible to be
hired back into a temporary non-benefited position by the city. The six (6) months of
separation shall start on the 1st of the month following the employee's separation date.
The parties agree that seasonal employees are entry level employees who are
employed to assist and work under the direction of classifications outlined in Appendix
A.
2. Variable Hour Employee. An employee who is employed by the City to work a
fluctuating or intermittent schedule. The hours worked by variable employees shall not
exceed one thousand four hundred (1,400) hours in any calendar year. Variable
employees shall not be entitled to any other provisions or benefits of this agreement,
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except as provided in Article 17; however, variable hour employees may be eligible for
membership in the Public Employees Retirement System (PERS) as provided by state
law.
3. Limited Hour Employee. An employee hired by the City to work up to thirty (30) hours
per week on average (excluding employees referenced in 1.2.13.1), but less than one
thousand five hundred sixty (1,560) hours in a calendar year. Limited Hour employees
shall not be entitled to any other provisions or benefits of this agreement, except as
provided in Article 17; however, Limited Hour employees may be eligible for
membership in the Public Employees Retirement System (PERS) as provided by state
law.
Section 1.3 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
(PERC) for determination.
ARTICLE 2 - UNION MEMBERSHIP AND DUES DEDUCTION
Section 2.1 Mandatory Options - Union Membership
All employees of the City covered by this Agreement who are members of the Union on
or after the effective date of this Agreement shall remain in good standing of the Union.
Failure to comply with this condition shall, upon the written request of the Union, result
in the immediate discharge of the employee.
New employees who are employed after the time this Agreement becomes effective
shall, not later than thirty (30) calendar days after the commencement of such
employment, become and remain members in good standing in the Union. The
Employee and the Union agree that the right of non-association of employees based on
bona fide religious tenets or teachings of a church or religious body of which such public
employee is a member shall be protected at all times and such public employees shall
pay such sum as is provided in RCW 41.56, "Chapter 59, Laws of 1973".
The City agrees to submit to the Union, an employee register of the bargaining unit
employees. The register shall be submitted to the Union within 3 working days of the
15t of each month.
Neither party shall discriminate against any employee or applicant for employment on
account of membership in or non-membership in any labor union or other employee
organization.
Section 2.2 Dues Deduction
The City agrees to deduct from the paycheck of each employee who is covered by this
collective bargaining agreement and who has so authorized it, the monthly dues
uniformly required of members of the Union, initiation fees and assessments. The
amount shall be deducted semi-monthly and shall be transmitted monthly to the Union
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on behalf of the employees involved. If dues are not deducted in one (1) month for any
reason, they shall be deducted after acceptable payment arrangements have been
made with the Union. Authorization by the employee shall be on a form approved by
the parties hereto and may be revoked by the employee upon request. No portion of
the fund collected by the union under this provision shall be used for support of political
purposes in Kent. The Union agrees to indemnify and hold the City harmless against
any and all claims, suits, orders and other judgments brought or issued against the City
as a result of any action taken by the City under the provisions of this Article, unless a
dispute arises as a result of an error committed by the City.
It shall be a condition of employment that all represented temporary seasonal, non-
benefitted part-time and variable hour employees as defined in Section 1.1, shall pay to
the Union a service fee in the amount of 1.3% of regular gross pay (not-overtime) for
all hours of employment. This service fee shall be paid in lieu of the membership
provisions required of benefitted employees in the bargaining unit. Benefitted
employees shall be required as a condition of employment to pay initiation fees and
assessments as determined by the Union.
Section 2.3 List of Employees Furnished by Union
The Union will furnish to the City before the first day of each month a list of the
employees for whom dues shall be withheld.
Section 2.4 Union Refund to Employer
The Union agrees to refund to the City any amounts paid to it in error on account of the
check-off provisions upon presentation of proper evidence thereof.
Section 2.5 Payroll Deduction for DRIVE
The City shall, upon receipt of a written authorization form that conforms to legal
requirements and upon a minimum of 20 participating employees, deduct from the pay
of a bargaining unit employee the amount of contribution the employee voluntarily
chooses for deduction for political purposes and shall transmit the same to the Union, in
accordance with the below instructions. The Union does not intend for the
administration of this deduction to be overly burdensome to the City.
The Employer shall transmit to:
D.R.I.V.E
International Brotherhood of Teamsters
25 Louisiana Avenue NW
Washington, D.C. 20001
The City will send on a monthly basis, one check for the total amount deducted along
with the name of each employee on whose behalf a deduction is made, the employee's
employee number and the amount deducted from the employee's paycheck. No such
authorization shall be recognized if in violation of state and federal law. No deductions
shall be made which is prohibited by applicable law. The International Brotherhood of
Teamsters shall reimburse the City annually for the City's actual cost for the expenses
incurred in administering the payroll deduction plan.
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ARTICLE 3 — SENIORITY
Section 3.1 Seniority Definition
A. Seniority shall, for the purposes of longevity pay and leave accruals, be defined as an
employee's length of continuous service as a benefitted employee with the City, less
any adjustments due to layoffs or for approved leaves of absence without pay.
B. Seniority shall, for the purposes of layoff and recall, be defined as an employee's length
of continuous service as a benefitted employee within the bargaining unit, less any
adjustments due to layoffs or for approved leaves of absence without pay.
C. Seniority shall, for all other purposes of this Agreement, be defined as an employee's
length of continuous service as a benefitted employee within their respective division
(reports to the same Superintendent/Manager), less any adjustments for approved
leaves of absence without pay.
Section 3.2 Probationary Period
A. New Hires. All benefitted employees as defined in Section 1.2.A.1, and Section 1.2.A.2
shall serve a new hire probation period of twelve (12) months. Probationary employees
shall not be subject to the just cause, grievance and arbitration provisions of this
agreement, except as provided in Article 8; however, they are subject to all other
terms, conditions and benefits of this agreement. New hires shall not accrue seniority
until completion of their new hire probation period, at which time their seniority will be
retroactive to the date of employment as benefitted employees. New hires will be
eligible for a step increase upon completion of twelve (12) months of probation
provided they receive a satisfactory performance evaluation during the twelve (12)
month probationary evaluation period.
B. Transferred or Promoted Employees. All benefitted employees who transfer to another
division (reports to a different superintendent/manager) or who are promoted to a
higher classification shall be considered special trial employees and must successfully
complete a six (6) month special trial period before being permanently appointed to the
new position/classification. For the purpose of this agreement, special trial employees
who are employed as benefitted non-new hire trial employees (employees who have
passed their new hire probation period) shall be considered as and entitled to all
benefits of non-trial employees of the bargaining unit.
If either the special trial employee or the City determines that the employee either does
not want to continue in the new position or has failed to demonstrate that they can
completely and satisfactorily perform the job within the special trial period, the deciding
party shall provide written notification to the other party of such decision. The
employee shall then revert back to their former position or to a vacant job classification
equal to their former position where they meet the required knowledge, skills and
abilities by providing written notice to the former position's superintendent/manager.
Page 5
C. Termination. Probation employees may be terminated without just cause and without
recourse to the grievance procedure.
Section 3.3 Seniority Cancellation
An employee's seniority shall be canceled under any of the following circumstances:
A. The employee resigns;
B. The employee is discharged;
C. The employee retires;
D. The employee is laid off for a continuous period of twelve (12) months or more;
E. The employee fails to return to work subsequent to and in accordance with the terms of
an approved leave; or
F. The employee fails to return to work from layoff on the date specified by the City in a
recall notice delivered to the employee or mailed to the employee's last known address
on file with the City, providing such notice grants the employee five (5) working days
advance notice to report.
Section 3.4 Layoff/Personnel Reduction
A. The City shall determine when layoffs or personnel reductions are necessary and the
classifications in each division to be laid off or reduced.
B. Employees in a division affected by layoffs shall be laid off in the reverse order of
seniority as defined in Section 3.1.13 Seniority Definition, and Section 3.2.A
Probationary period.
In the event of a reduction in the number of positions in a higher classification within
the same division, affected employees in that division shall be reduced in the reverse
order of the employee's length of continuous service as a benefitted employee in that
classification. Time spent in higher bargaining unit classifications(s) shall be included in
the employee's lower classification's seniority. An employee may transfer their
classification seniority within their division, resulting in the least senior employee within
that classification being bumped. Then the least senior employee in that classification
will bump to the next lower classification within the employee's division in which the
employee has the necessary seniority and qualifications for the job. The employee may
elect to accept a layoff in lieu of bumping. Employees choosing not to bump shall be
considered laid off and afforded all benefits and rights accordingly. Employee 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, or to accept
a layoff in lieu of bumping. Employees having bumping rights due to a more senior
employee's choice not to "bump" shall have three (3) working days (Monday through
Friday, excluding holidays) from written notification of these bumping options to make
their selection.
C. Where an employee has no option to bump to another benefitted position within the
division, the employee may bump into a temporary position. Accepting any temporary
position within the City shall not disqualify an employee for recall. Employees that are
laid off from a benefitted position shall receive severance and shall be eligible for recall
even if they accept a temporary position.
Page 6
D. Layoff and bumping shall not result in a promotion for any employee.
E. The City reserves the right to retain qualified employees in vital positions if the
position's unique skills or certification requirements are needed to meet the City's legal
responsibilities or to serve the public's interest. Such vitally positioned employees shall
be exempt from the seniority layoff or personnel reduction. Management shall
determine which positions are considered vital to City operations. The City shall
provide the Union with a listing of positions that have been identified as vital to include
the justification for the decision. This listing shall be provided to the Union prior to
implementing layoffs.
When more than one (1) employee has the same seniority, as defined in Section 3.1
Seniority Definition, for layoff/personnel reduction, each employee's cumulative service
with the City of Kent (including service outside of the bargaining unit and as a
temporary), shall be considered in determining the order of layoff/reduction.
F. When issues/complications arise relating to layoff/reduction procedures, the parties
agree to meet in Labor Management to discuss the details.
G. Within a division, all seasonal, variable hour, temporary limited term and non-
benefitted part-time employees shall be separated prior to any benefitted full-time or
benefitted part-time employee being laid off. The City further agrees not to hire within
a division any seasonal, variable hour, temporary limited term and non-benefitted part-
time employees while a benefitted employee is on the lay-off list in that division.
H. Employees who accept a voluntary demotion in place of layoff shall have recall rights,
per Section 3.6, for the position from which they voluntarily demoted.
Section 3.5 Transfer of Seniority
An employee with established seniority who is laid off may transfer their seniority to
another department/division within the bargaining unit in which that employee
successfully completed probation and worked for twelve (12) months or more. To
accomplish this, the employee must demonstrate that they possess the appropriate
certifications and licenses and can perform the work without additional training. It shall
be the responsibility of the employee to maintain such licenses and certifications.
Requests for transfer must be made to the Human Resources Department in writing
within three (3) calendar days of the layoff notice.
The City will pay the cost of maintaining the required licenses and certifications for the
last benefitted position held in the bargaining unit by the employee. Such costs shall
include the actual cost of renewing the license or certification and the cost of
registration for required training to maintain the license or certification. All other
expenses shall be the responsibility of the employee. In addition, the employee must
use their own time to attend any required training in order to maintain such licenses
and certifications. Maintenance of such licenses and certifications by the employee
shall be voluntary. However, if the employee allows their license or certification to
lapse the City shall have no further obligation under this section.
Page 7
Section 3.6 Recall
The City shall recall laid off employees for bargaining unit vacancies of equivalent or
lower level classification within the division from which the employees were laid off or
reduced. The vacancy shall be filled by the most senior employee, as defined in Section
3.1 Seniority Definition, so long as the employee meets the qualifications of the vacant
position. The recalled employee shall be notified in writing, via U.S. certified mail or
electronic mail, to the employee's last known address or email on file with the City, and
shall be provided at least five (5) working days advance notice to report back to work.
Upon the employee's return to work, the employee must meet the qualifications for the
job within the same timeframe that a new hire would be required to meet for the
vacant position. If the laid off employee(s) have not maintained or fails to obtain the
qualifications for the position as required of a new hire, the City reserves its right to fill
the vacant position in accordance with the provisions of Section 3.8 Job Openings.
Refusal to accept or acceptance of a benefitted position offered by the City within the
five (5) working days' notice during the eighteen (18) month period following layoff
shall terminate the employee's recall rights.
Employees bumping into temporary Teamster positions shall also have recall rights for
eighteen (18) months from the date of layoff.
Section 3.7 Transfer to Different Position
The City may not transfer an employee to a different position at any time either
temporarily or permanently, without mutual agreement.
In addition, the City may offer lateral transfers to eligible employees within a division
(reporting to a specific superintendent/manager). Where knowledge, skills, abilities,
work experience, and performance are equal, as determined by the City, the position
will be awarded on the basis of seniority.
Section 3.8 Job Openings
If a job opening occurs within the bargaining unit, the City shall first post the position
internally for all active City employees. Laid off employees shall be considered "active"
for purposes of internal job postings for up to eighteen (18) months from layoff date.
Laid off employees will be responsible to check on open job postings. All openings shall
be posted internally at least five (5) work days via City email, prior to posting the job to
outside applicants. The City agrees to provide working computers that are easily
accessible by the members. Time and use of City computers is subject to work unit
expectations set by the superintendent/manager.
Upon closing a job posting, the City may establish an eligibility list for each job opening
within a division. Such eligibility lists shall be established by classification within a
division (i.e. Maintenance Work 3, Golf Course). The City may hire from an eligibility
list for a period not to exceed twelve (12) months.
Page 8
Where qualifications, skills, abilities and work history of the finalists are equal, as
determined by the City, preference shall be given to the bargaining unit employee.
ARTICLE 4 — LABOR MANAGEMENT COMMITTEE
The City and the Union agree continuing cooperation between labor and management is
important, and further, from time to time suggestions and complaints of a general
nature affecting the Union and the City need consideration. To accomplish this end, the
City and the Union agree that duly authorized representatives of the Union may be
called upon to function as one-half of a Labor Management Committee, the other half
being certain representatives of the City named for that purpose. Said Committee may
meet periodically for the purpose of discussing and facilitating the resolution of all
problems which may arise between the parties other than those for which another
procedure is provided by law or by other provisions of this Agreement. The Parties
agree that the Labor Management committee cannot alter the terms and conditions of
this agreement.
ARTICLE 5 - HOURS OF WORK
Section 5.1 Work Schedules
The City recognizes the following work schedules for employees within the bargaining
unit; exclusive of their meal periods.
9/80's: A 9/80's schedule spans a two week period and the schedule is determined by
the day of the week chosen as the flex day (i.e. Monday or Friday). The following is an
example of a 9/80's schedule with every other Friday off:
The First week consists of four consecutive nine (9) hour work days, followed by one
eight (8) hour work day followed by two consecutive days off. The second week
consists of four (4) consecutive nine (9) hour days followed by three (3) consecutive
days off.
5/8's: Five (5) consecutive eight (8) hour days followed by two (2) consecutive days
off.
4/10's: Four (4) consecutive ten (10) hour days followed by three (3) consecutive days
off. .
4/9's + 4: Four (4) consecutive nine (9) hour days followed by one four (4) hour day,
followed by two (2) consecutive days off; or one four (4) hour day followed by four (4)
consecutive nine (9) hour days followed by two (2) consecutive days off.
The parties recognize that the majority of employees in Public Works Operations work
the 9/80's work schedule; Parks Operations uses a variety of the above schedules;
Finance Meter Readers work the 5/8 schedule; and a majority of employees at the Golf
Course utilize the 4/9's+4 schedule. The parties agree that these schedules will
continue for the duration of this Agreement, except that, the City reserves the right,
with fourteen (14) calendar days written notice, to revert to one of the work schedules
listed above if issues of safety or operational need arise.
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The parties further recognize that operational need may require the creation of new
work schedules. New work schedules shall be discussed in joint Labor/Management
Committee and shall require mutual agreement and proper notice before
implementation of any new schedules.
Section 5.2 Shift Start and End Times
The City will establish regular start and end times for shifts based on the work
schedules outlined in Section 5.1. Each work schedule may have a variety of start and
end times based on operational need and may be adjusted seasonally for safety
purposes. The City reserves the right, with fourteen (14) calendar days' notice, to
adjust the start and/or end time of a shift. The fourteen (14) day notice period may be
waived by mutual agreement of the City and the Union.
Section 5.3 Overtime
Overtime shall be paid at the rate of one and one-half (11/2) the employee's regular
straight-time hourly rate of pay. In computing overtime, the nearest one-quarter (1/4)
hour shall be used. All overtime work must be pre-authorized by the employee's
superintendent/manager and/or the division designee. Employees are eligible for
overtime compensation in accordance with the following;
A. Benefitted full-time employees may accrue overtime for all authorized hours worked in
excess of their regular scheduled workday (minimum of eight (8) hours per workday),
or forty (40) hours in a workweek, whichever comes first.
B. Benefitted part-time employees may accrue overtime for all authorized hours worked in
excess of their regular scheduled workday (minimum of eight (8) hours per workday),
or forty (40) hours in a workweek, whichever comes first.
C. Temporary employees may accrue overtime for all authorized hours worked in excess of
forty (40) hours in a workweek. However, during a week in which there is a City
observed holiday, temporary employees who work in excess of their scheduled workday
(minimum of eight (8) hours per workday) shall be paid at the overtime rate for the
excess hour(s) worked.
D. Bidding and mandating of overtime shall be in accordance with Appendix "C" of this
agreement.
Section 5.4 Compensatory Time
Compensatory time may be requested by members of the bargaining unit in lieu of
cash. Such compensatory time, if approved by the City, shall be earned at the rate of
time and one-half. The amount of compensatory time allowed to be accrued by
bargaining unit members shall be one hundred (100) hours. All hours above one
hundred (100) must be paid unless special approval is received. Requests for approval
will be filed with the superintendent/manager or designee who will then route to the
Human Resources Director for final approval. In no event shall accumulated
compensatory time exceed one hundred fifty (150) hours.
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Accrued compensatory time off may be used by members of the bargaining unit in not
less than one (1) hour increment. Employees who wish to take one (1) full shift or less
of compensatory time off must receive pre-approval for such leave use from the
supervisor. Employees who wish to take more than one (1) full shift of compensatory
time off must provide a minimum of three (3) working days' notice of their intent to use
compensatory time and receive pre-approval from their superintendent/manager or
field supervisor for such leave use. This notice requirement does not prohibit the
superintendent/manager or field supervisor from allowing employees to use
compensatory time off with less notice as staffing levels permit. The City will make
every effort to accommodate requests for use of compensatory time, unless such
request would unduly disrupt the employer's operation or would result in the City
having to withdraw previously approved vacation leave request from a co-worker in the
same work section/unit.
Employees may request a cash out of their accumulated compensatory time twice a
year by making a written request to their division manager no later than June 15t" for
payment in July and November 15th for payment in December.
Section 5.5 Schedule Changes - Notice
In the event the City decides to change the employee's work schedule, the City agrees
to provide a fourteen (14) calendar days' notice prior to the effective date of such
change, except for emergency situations which make it impractical to give such notice.
Schedule changes may also be made with less than fourteen (14) calendar days' notice
if such change is mutually agreeable between employee and management. The City
will not adjust work schedules by making short term schedule changes, defined as
changes of less than five (5) consecutive working days, solely for the purpose of
avoiding payment of overtime.
Section 5.6 Meals and Rest Periods
Employees shall receive a fifteen (15) minute rest break during the first four (4) hour
period of their workday, and a second fifteen (15) minute rest break during the second
four (4) hour period in their workday. Employees may not forego taking their rest
breaks without pre-approval from their superintendent/manager or designee.
Employees shall be compensated at their prevailing wage rate for time spent while on
rest breaks. Rest breaks will generally be taken near the work site where an employee
is designated.
Employees shall be granted an unpaid meal period of not less than one-half (1/2) hour
nor more than one (1) hour during each work shift, unless otherwise established by
mutual agreement between the superintendent/manager and the employee. The City
shall make a reasonable effort to assign employees their meal period at the mid-point
of the shift or at the fifth (5th) consecutive hour of work and shall make a reasonable
effort not to interrupt the employee's meal period. However, if the meal period is
interrupted the Employee will be paid for their entire meal period. Employees may not
forgo their meal period without prior approval of their superintendent/manager or
designee. Employees authorized to forgo their meal period shall be compensated for all
hours worked and shall be paid time and one half for their meal period. Management
retains the right to determine the rest and meal periods.
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Section 5.7 Call Back
Employees who are required to return to work as the result of a call-back prior to 9:00
pm shall receive a minimum of three (3) hours pay at the overtime rate for the work for
which they are called back, exclusive of travel time. This provision applies only when
such call back results in hours worked which are not annexed consecutively to one end
or the other of the working day.
Employees called back to work on a recognized holiday shall receive three (3) hours
pay for each call back, exclusive of travel time.
Employees who are required to return to work as the result of a call-back after 9:00 pm
shall receive a minimum of four (4) hours pay at the overtime rate for the work for
which they are called back, exclusive of travel time.
If an employee is called back to work prior to 9:00 pm after having returned home from
a previous call back, an additional three (3) hours work at the overtime rate shall be
paid, exclusive of travel time. If an employee is called back to work after 9:00 pm after
having returned home from a previous call back, an additional four (4) hours work at
the overtime rate shall be paid, exclusive of travel time.
Example 1: an employee gets called back to work from 6:30 pm to 8:00 pm, and then
gets called back at 8:30 pm, they would receive 3 hours overtime for the first callback
and 3 hours overtime for second callback.
Example 2: an employee gets called back to work from 6:30 pm to 8:00 pm, and then
gets called back at 9:30 pm, they would receive 3 hours overtime for the first callback
and 4 hours overtime for second callback.
The City reserves the right to retain the employee at the work site on a call back when
notified in advance or during an emergency.
Section 5.8 Phone Calls/Work at Home
If an employee, who is not on standby, receives a work related telephone call outside
their normal work schedule and is able to resolve the issue without having to return to
work they shall be compensated based on the actual time spent resolving the issue
rounded to the nearest thirty (30) minute increment, paid at the overtime rate. Except
that calls received between 8pm to 6am, Monday-Friday, or 8pm to 8am on Saturday or
Sunday, or a holiday, shall be rounded to the nearest hour increment.
Employees on standby who receive a work related telephone call outside their normal
work schedule and are able to resolve the issue without having to return to work shall
be compensated based on the actual time spent resolving the issue rounded to the
nearest fifteen (15) minute increment, paid at the overtime rate. Except that calls
received between 8pm to 6am, Monday-Friday, or 8pm to 8am on Saturday or Sunday,
or a holiday, shall be rounded to the nearest half hour increment.
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Section 5.9 Mandatory Standby Duty
The City reserves the right to establish a mandatory standby program. Employees on
standby shall be required to carry a City issued cell phone and be able to respond
immediately to callback situations without restrictions or impairments. Employees
assigned to mandatory standby shall receive two dollars and sixty cents ($2.60) per
hour. Standby periods shall be determined by the City.
Section 5.10 Shift Differential
A week night shift differential pay of fifty-five cents ($0.55) per hour will be paid for all
hours worked by an employee when a majority of his or her regularly scheduled shift
hours occur before 7:30 AM or after 4:00 PM Monday through Friday.
A weekend shift differential pay of sixty cents ($0.60) per hour will be paid for all
regularly scheduled hours worked on Saturday and Sunday.
Shift differential will not be paid for any time off on leave or for overtime hours worked.
Shift differential only applies to benefitted full-time and, benefitted part-time
employees. There shall be no pyramiding of shift differential pay(s) and/or overtime
pay.
In exchange for shift differential pay the Union agrees to work with the City in
developing alternative work schedules and shifts that provide coverage seven days a
week, and for a minimum of sixteen (16) hours per day.
Section 5.11 Scheduled Overtime and Emerciency Shifts
Employees scheduled to work an overtime shift or an emergency twelve (12) hour shift
(i.e. snow storm), who upon arrival to work, are then sent home shall be entitled to the
minimum call back provisions as defined in Section 5.7.
Section 5.12 Reporting Pay for regular scheduled shifts
A regularly scheduled employee who reports for work on any of his regularly scheduled
workdays or nights, and is not put to work, or is prevented from completing his shift
through no fault of his own, shall be paid for his regularly scheduled shift. To receive
such compensation, an employee must work if requested to. The Employer may assign
employees to do other work, except during the periods of normal rest, and the nature
of the other work assigned to the employee shall relate to those duties typically
performed and for which the employee is qualified.
Section 5.13 Leave Without Pay
All leave without pay use must be pre-approved by the employee's
superintendent/manager or designee. All appropriate leave must be used prior to leave
without pay being approved.
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ARTICLE 6 - UNION ACTIVITIES
Section 6.1 Business Representatives of the Union
The Business Representative of the Union shall be allowed access to all facilities of the
City wherein the employees covered under this contract may be working for the
purpose of conducting necessary Union business and investigating grievances, provided
such representative does not interfere with the normal work processes. The Business
Representative shall notify the Human Resources department and/or appropriate
Department Head or their designee prior to visiting City facilities for the purpose of
conducting necessary Union business or investigating grievances, except in emergency
situations. The Business Representative shall follow local check-in measures
established for non-city staff; however, nothing in this article shall prevent the business
representative from meeting with city employees without management supervision.
Section 6.2 Employee Upholding Union Principles/Performing Duties
The City agrees that the employees covered by this contract shall not be discharged or
discriminated against for upholding Union principles or for performing duties authorized
by the Union, as long as their activities do not interfere with normal work processes of
the City. Provided, however, it shall not be a violation of this Agreement or cause for
discharge or discipline for any employee to refuse to cross a legal, primary picket line
sanctioned by Joint Council of Teamsters No. 28 or the International Brotherhood of
Teamsters, Chauffeurs, Warehousemen and Helpers of America, so long as an
employee's refusal to cross such a recognized picket line shall not interfere with the
delivery of City services. Whenever possible, in the event of a picket line established at
a place of business during a labor dispute, the City will make every effort to utilize non-
union personnel to cross picket lines so as not to interfere with the delivery of City
services.
Section 6.3 Attendance at Meetings
The Shop Steward or a Union Officer shall be allowed fifteen (15) minutes before or
after a new 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.
ARTICLE 7 - DISCIPLINARY ACTION
Section 7.1 Disciplinary Action by the Employer
The City shall not discipline, suspend or discharge an employee without just cause. All
notices of discipline and/or suspension and/or discharge, to be considered valid, will be
provided, in writing, to the affected employee(s) within twenty (20) calendar days from
the date the City became aware of the occurrence of the violation claimed by the City,
in cases where an investigation is required the City shall make every effort to issue the
disciplinary notice within (20) calendar days of the investigative result. Employees are
required to sign the corrective action as an acknowledgement of receipt. Such
signature does not constitute acceptance of the corrective action. A copy of such action
will be provided to the Union.
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Administrative Leave - The Employer reserves the right, should the situation present
itself, to place an employee on administrative leave, with pay, for any circumstance
when an employee is relieved of duty pending the need for an investigation of alleged
misconduct that could lead to corrective action. The Employer shall use its best effort
to expedite the investigation/administrative proceedings for all employees on leave.
The City agrees with the principles of progressive discipline as part of the just cause
standard. 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 they deem appropriate
which will be subject to the just cause and the grievance procedure.
The Parties agree that there is a benefit to coaching and counseling sessions between
the employee and a supervisor. Coaching and counseling shall not be considered
discipline and documentation shall not be placed in employee personnel file.
Section 7.2 Meetings Relative to Discipline
In the event the Employer requires an employee to attend a meeting for purposes of
discussing an incident which may lead to suspension, demotion or termination of that
employee, the employee shall be advised of their right to be accompanied by a
representative of the Union. If the employee desires Union representation in said
matter, the employee shall notify the Employer at that time and shall be provided a
reasonable time to arrange for Union representation. An employee who waives this
right shall acknowledge such in writing.
Section 7.3 Disciplinary/Personnel Records
Employee Personnel files are the responsibility of the Human Resources Department.
Employee Personnel files are confidential, except to the extent that disclosure is required by
law or court order, and shall be accessed only by the following individuals:
a) Employee;
b) Employee's supervisor/ department director;
c) Human Resources Director or designee;
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.
Page 15
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.
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.
Written Reprimands:
All notices of written reprimand for the purpose of advancing further discipline shall
remain in effect for a period of three (3) years from the date of issuance of the
corrective action and written reprimands shall be purged from the employee's personnel
file after five (5) years from the date of the reprimand, provided no other similar
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:
All notices of suspension shall remain in effect for the purpose of advancing further
discipline for a period of four (4) years from the date of issuance of the suspension with
the exception of proven harassment resulting in a suspension. Notice of suspension
action resulting from harassment will not be purged from an employee file. All other
notices of suspensions shall be purged from the employee's personnel file after (5)
years from the date of the reprimand, provided no other similar discipline has
subsequently occurred. Purged notice of suspensions will be kept in an archived file to
be maintained as required by the State Archives and Records Management Division.
Demotions:
Permanent record of the employee's personnel file.
ARTICLE 8 - GRIEVANCE PROCEDURE
Section 8.1 Grievance or Disoute Over Provisions of Agreement
Benefitted employees as defined in Section 1.2.A.1, 1.2.A.2, and 1.2.A.2.a, and who
have passed probation as defined in Section 3.2, are subject to Section 8.1.A of this
Article.
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Limited hour and variable hour employees as defined in Section 1.2.A.3, 1.2.13.2 and
1.2.6.3 are considered at will and are not subject to any part of this Article if they work
less than two thousand eighty (2,080) hours. Upon completion of two thousand eighty
(2,080) hours, these employees are subject to Section 8.1.6 of this Article for "just
cause" protections. Employees in these classifications who have worked two thousand
eighty (2,080) hours and are promoted to a benefitted classification (as defined in
Section 1.2.A.1 and 1.2.A.2), shall continue to be allowed provisions of Section 8.1.6
until the employee passes probation as defined in Section 3.2 at which time the
employee shall be allowed the process under Section 8.1.A.
Seasonal employees as defined in Section 1.2.6.1 are considered at will and are not
subject to any part of this Article.
A. A procedure is hereby established as a means to resolve grievances. Grievance shall be
defined as a claim or dispute by an employee or group of employees with respect to a
violation of the express provisions of this Agreement. If the parties mutually agree, 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 a
labor-management forum. If a resolution is not agreed to, the grievance process shall
continue.
Grievances shall be resolved in the following manner. Failure to follow the time frames
set forth below shall constitute waiver of the grievance.
Step 1. Any Grievance shall be reduced to writing and submitted to the superintendent /division
manager or field supervisor by the employee and/or the Union within ten (10) working
days of the occurrence of the alleged incident giving rise to such grievance. The written
grievance shall include a statement of the issue, the section(s) of the agreement
allegedly violated, facts of the case and remedy sought. Every effort shall be made to
resolve all grievances at this level. If resolved, the basis for resolution shall be reduced
to writing and signed by the employee.
Step 2. Grievances not settled within ten (10) working days following Step 1, shall then be
presented, in writing, by the Union directly to the department director or designee. The
department director shall submit a decision, in writing, on the grievance within ten (10)
working days from the date the grievance was first. Copies of the decision shall be
provided to the employee or employees requesting the grievance decision and the
Union. If resolved, the basis for resolution shall be reduced to writing and signed by
the employee.
Step 3. Grievances not resolved at step 2, may be presented in writing by the Union to the
Human Resources Director or designee within ten (10) working days of the Step 2
response. The Human Resources Director or designee shall submit a written decision
on the grievance within ten (10) working days from receipt to the employee(s) and the
Union.
Step 4. In the event the decision reached by the Human Resources Director or designee is
unsatisfactory to the parties presenting the grievance, the grievance may, within ten
(10) working days, be submitted to arbitration. The Union and the City shall mutually
select an arbiter under Federal Mediation and Conciliation Services listing Washington
and Oregon Arbiters.
Page 17
A. The Arbiter shall render their decision based on interpretation and applications of the
provisions of this Agreement. The decision shall be in writing and copies shall be sent
to the City and the Union.
B. The decision of the Arbiter shall be final and binding upon all parties to the grievance,
provided the decision does not involve action by the City which is beyond its
jurisdiction.
C. Neither the Arbiter nor any persons involved in the grievance procedure shall have the
power to negotiate new agreements or to change any of the present provisions of this
Agreement.
D. All expenses incurred in the arbitration process shall be borne as follows:
1. Expenses incurred by the Union shall be borne by the Union, including its attorneys'
fees.
2. Expenses incurred by the City shall be borne by the City, including its attorneys' fees.
3. Expenses or fees of the Arbiter shall be borne equally by the Union and the City.
B. Grievance process for temporary employees described above.
Step 1. A grievance regarding a punitive action shall be reduced to writing and submitted to the
superintendent or division manager by the employee and/or the Union within ten (10)
working days of the occurrence of the alleged incident giving rise to such grievance.
The written grievance shall include a statement of the issue, the section(s) of the
agreement allegedly violated, facts of the case and remedy sought. Every effort shall
be made to resolve all grievances at this level. If resolved, the basis for resolution shall
be reduced to writing and signed by the employee.
Step 2. Grievances not settled within ten (10) working days following Step 1, shall then be
presented, in writing, by the Union directly to the department director or designee. The
department director shall submit a decision, in writing, on the grievance within ten (10)
working days from the date the grievance was first presented. Copies of the decision
shall be provided to the employee or employees requesting the grievance decision and
the Union. If resolved, the basis for resolution shall be reduced to writing and signed
by the employee.
Stec) 3. Grievances not resolved at step 2, may be presented in writing by the Union to the
Human Resources Director or designee within ten (10) working days of the Step 2
response. The Human Resources Director or designee shall submit a written decision
on the grievance within ten (10) working days from receipt to the employee(s) and the
Union.
Step 4. In the event the decision reached by the Human Resources Director or designee is
unsatisfactory to the parties presenting the grievance, the grievance may, within ten
(10) working days, be submitted to committee comprised of two (2) union members,
two (2) employees designated by the City, and a neutral mediator such as one from the
Dispute Resolution Center of King County. The committee shall make a determination
and the decision of this committee shall be binding.
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ARTICLE 9 - WORK STOPPAGES AND EMPLOYER PROTECTION
Section 9.1 Work Stoppages - Defined
The City and the Union agree that the public interest requires efficient and
uninterrupted performance of all City services and to this end pledge their best efforts
to avoid or eliminate any conduct contrary to this objective. Specifically, the Union
shall not cause or condone any work stoppage, including any strike, slowdown, refusal
to perform any customarily assigned duties, sick leave absence which is not bona fide,
or other interference with City functions by employees under this Agreement and
should same occur, the Union agrees to take appropriate steps to end such
interference. Any concerted action by any employee in any bargaining unit shall be
deemed a work stoppage if any of the above activities have occurred.
Section 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
members to immediately cease engaging in such work stoppage and provide the City
with a copy of such order.
Section 9.3 Disciplinary Measures by Employer
Any employee who commits any act prohibited in this Article will be subject to the
following penalties:
A. Discharge;
B. Other disciplinary action as may be applicable to such employee.
ARTICLE 10 - BULLETIN BOARDS
The City shall permit the reasonable use of bulletin boards by the Union for the posting
of notices of a non-controversial nature relating to Union business.
Union staff members shall be allowed to send electronic mail notices of a non-
controversial nature on the City's system if the notices comply with City's policies
governing electronic mail and internet use. The parties understand and agree that
there is no guarantee of privacy of electronic mail messages. In no circumstances shall
use of the City's equipment interfere with normal operations or service to the public.
Union Stewards may make limited use of the City's telephone, fax machines, copiers,
and similar equipment for purposes of contract administration. In addition, Stewards
and Union staff may use the City's electronic mail system for communications related to
contract administration, provided they comply with City's policies governing electronic
mail and internet use. In no circumstances shall use of the Employer's equipment
interfere with operations and/or service to the public.
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ARTICLE it - SAFETY AND SANITATION
Section 11.1 Compliance with Safety Codes
All work shall be done in a competent and professional manner, and in accordance with
the State of Washington Code and any Federal codes relating to this subject.
Section 11.2 Unsafe Work Conditions
It shall not be considered a violation of this Agreement whereby any employee shall
refuse to work with unsafe equipment, or where adequate safeguards are not provided,
or when the facilities and services are not being maintained in a reasonable sanitary
condition. However, the employee shall be responsible to immediately report such
alleged unsafe working conditions to their supervisor who shall immediately report it to
the superintendent/manager.
All employees who are assigned to work on jobs or in areas deemed by the City or
other state, federal agency to possibly be dangerous (e.g. spraying) shall be required to
wear lawfully designated safety devices and/or equipment designated as necessary for
their protection. Such devices and equipment will be furnished by the City. Refusal or
failure of any employee to perform the work assigned, to use, or to wear such devices
or equipment shall be grounds for appropriate disciplinary action.
Section 11.3 Chemical Applicators Premium
All employees required to maintain a Public Pesticide Operator's License in the
Maintenance Worker II classification shall receive an hourly premium pay of two dollars
($2.00) per hour for actual time spent spraying. The City agrees to pay all costs
associated with the maintenance and training required to obtain and maintain a Public
Pesticide Operator's License.
Section 11.4 Safety Compliance
All employees covered by this collective bargaining agreement are expected to comply
with Washington Industrial Safety and Health Act (WISHA) regulations and City policies
and rules related thereto. Employees knowingly violating such policies, rules and
regulations shall be subject to disciplinary action which may include suspension and
discharge. No supervisor shall require an employee to go or be in any employment or
place of employment, which is not safe according to WISHA standards.
Section 11.5 Immunizations
The City shall provide all benefitted full-time, benefitted part-time and temporary
employees in the bargaining unit who have a potential for occupational exposure to
blood borne pathogens with an opportunity to receive vaccination as required by the
State law and City Policy.
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ARTICLE 12 - MANAGEMENT RIGHTS
Subject only to the limitation expressly stated in this Agreement, the Union recognizes
that the City retains the exclusive rights to manage its business including, but not
limited to, the right:
A. To determine the methods and means by which its operations are to be carried on;
B. To direct the work force and to conduct its operations in a safe and effective manner;
C. To establish reasonable qualifications for employment and to employ employees;
D. To schedule and assign work;
E. To establish work and reasonable productivity standards;
F. To schedule, assign and mandate overtime as needed;
G. To determine the methods, means, organization and number of personnel by which
operations are conducted;
H. To determine whether goods or services are made or purchased;
I. To determine the utilization of technology;
J. To evaluate, promote, transfer, assign and retain employees;
K. To discipline, suspend and discharge employees for just cause;
L. To carry out the mission of the City; and
M. To take whatever actions may be necessary to carry out essential City functions in
emergency conditions.
Section 12.1 Team Building
The parties agree that during normal business hours management assigned to a specific
department covered by this agreement may perform incidental bargaining unit work
that is short in nature within their assigned department. The purpose of this section is
to foster team building and allow training, and is not intended to supplement or
supplant bargaining unit work.
However, the exercise of any of the above rights shall not conflict with any of the
express written provisions of this Agreement.
ARTICLE 13 - PAY PERIOD
The Employer shall pay all employees twice each month. The City shall pay all
benefitted employees on the fifth (5th) and twentieth (20th) of each month. In the
event the fifth (5th) or the 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 wages and any unused accumulated vacation pay due
to them on the next available payday.
The City will make every effort to ensure that employees receive their payroll direct
deposit or prepaid debit card by 12:00 noon on the designated payday.
Employees who 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
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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.
The parties agree to reopen Article 13 for the purpose of negotiating pay period
timelines.
ARTICLE 14 - WAGES, CLASSIFICATIONS AND MINIMUM RATES OF PAY
Section 14.1 Salary Plan - Adoption
A. It is agreed that the classifications and rates of pay shall be as set forth in the annual
budget, and in accordance with the provisions of this Labor Agreement. Salaries by
classification shall be in accordance with Appendix "A" of this Agreement.
B. The effective date for step increases shall be as follows; for employees hired on the first
(1st) 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 the purposes of step increases.
For employees hired on the sixteenth (16th) 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 employees hire date which becomes the employees' anniversary date for the
purposes of step increases.
Section 14.2 Minimum Rates of Pav
Any employee already receiving a higher rate of pay than the minimum set forth in this
agreement shall suffer no reduction as a result of this Agreement, and nothing herein
shall preclude the payment of a higher rate at the discretion of the City.
Section 14.3 Longevity
The following longevity premium pay shall apply:
A. After 5 consecutive years of service - 1% of base pay
B. After 10 consecutive years of service - 2% of base pay
C. After 15 consecutive years of service - 3% of base pay
D. 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 14.5 and City policy will be included in the calculation of longevity pay.
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Section 14.4 Reclassification
Reclassification of certain positions may become necessary in order to recognize major
changes in functions or responsibilities, or to align salaries within the bargaining unit in
order to correct any inconsistencies.
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 50% or more of the employee's regular
duties. Employees petitioning for reclassification consideration will be required to
complete a position description questionnaire form. The employee's supervisor and
department director will also be required to complete a section of the questionnaire.
The questionnaire shall then be forwarded to Human Resources for evaluation. The
Union will be copied on Human Resources' conclusion.
Section 14.5 Acting/Out of Classification Pay
A. Acting pay will be granted when an employee is temporarily assigned in writing by their
superintendent/manager or designee to perform at least fifty percent (50%) of the
higher level duties of a higher level vacant position within the bargaining unit. Acting
pay will not apply for periods less than one (1) full work week and shall not exceed one
(1) year. Extensions beyond the one (1) year period may be mutually agreed to
between the City and the Union.
B. Out of Classification pay will be granted when an employee is temporarily assigned in
writing by their superintendent/manager or designee to perform at least fifty percent
(50%) of the higher level duties of an existing higher level classification within the
bargaining unit. Out of class pay will not apply for periods less than one (1) full work
week and shall not exceed one (1) year. Extensions beyond the one (1) year period
may be mutually agreed to between the City and the Union. The employee will be
permanently placed in the higher level position after serving twelve (12) consecutive
months less any authorized leaves with pay. The City reserves its right to cease or
reassign the higher level duties at any time due to budgetary restrictions, employee
performance or just cause.
Employees assigned to Acting or to work Out of Classification shall be compensated at a
rate which represents a ten percent (10%) increase from their base wage, not to
exceed the maximum of the higher range to which they have been assigned.
Employees assigned to Acting or to work Out of Classification to a higher classification
of a non-represented position shall be compensated in accordance with City Policy.
All grievances relating to violations of this section of the contract shall be filed at Step
3.
Section 14.6 Field Supervisor
The classification of Field Supervisor will be empowered and held accountable to
perform supervisory responsibilities in accordance with the City's policies, procedures,
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and applicable laws. Responsibilities include, but are not limited to, conducting and
assisting in interviews; making recommendations to hire and train employees;
planning, assigning, directing, and evaluating work; authorizing leave and hours
worked; appraising subordinate work performance; recommending promotions;
coaching, counseling and administering discipline; addressing complaints; and resolving
miscellaneous personnel issues.
The classification of Field Supervisor is recognized as a separate unit for the purposes of
carrying out supervisory responsibilities outlined above. Field Supervisors shall continue
to be entitled to all provisions of this agreement.
ARTICLE 15 - EQUAL EMPLOYMENT OPPORTUNITY - NONDISCRIMINATION
The employer or the Union shall not unlawfully discriminate against any individual with
respect to compensation, terms, conditions, or privileges of employment because of
race, color, religion, political affiliation, ancestry, national origin, sexual orientation,
marital status, age, sex, gender, Vietnam era Veteran's status, mental, sensory, or
physical disability, unless based on a bona fide occupational qualification reasonably
necessary to the operations of the City. Sexual harassment shall be considered
discrimination under this Article.
Disciplinary action will be taken against employees who engage in any activity under
this Article. The employer agrees to take corrective action to assure that any such
practices are remedied and that such discrimination does not continue. Reprisal against
a grievant or witness for a grievant is prohibited.
The City and the Union, recognizing the need for equal employment opportunities, do
mutually agree to be supportive to the City's Equal Employment Opportunity Policy.
Wherever words denoting a specific gender are used in the Agreement, they are
intended and shall be construed so as to apply equally to either gender.
ARTICLE 16 - HEALTH CARE AND LIFE INSURANCE
Section 16.1 Medical/Dental Coverage
The City agrees to provide health care (medical/dental/vision) insurance coverage for
all benefitted full-time and benefitted part-time and temporary limited term employees
in the bargaining unit. Coverage will also be available for eligible dependents. The
employee shall contribute toward the purchase of health care insurance coverage in
accordance with the provisions of Section 16.2 of this Agreement.
The following health care plan options will be offered to eligible employees:
1. The City's self-insured $15 co-pay health care plan administered by Premera Blue
Cross, Delta Dental of Washington and VSP vision plan;
2. Group Health Cooperative (HMO), includes co-pays as required by Group Health
Cooperative, Delta Dental of Washington and VSP vision plan;
3. The City's self-insured 80/20% Plan administered by Premera Blue Cross, Delta Dental
of Washington, and VSP vision; and
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4. The City's self-insured High Deductible Health Plan (HDHP) administered by Premera
Blue Cross, Washington Dental Service and VSP Vision and employee Health Savings
Account (HSA). The City and employee will make contributions to the employee's HSA
in the following amounts:
A. 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 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.
B. Effective 1/1/18 and 1/1/19, the City will contribute (front loaded) to employee's
HSA if an employee reached the gold, silver or bronze Wellness level on or before
December 315t of each preceding year. The front loaded amount will be paid on the
January 20th 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 elect option 2 (Group Health), 3 (80/20 plan) or option 4 (HDHP/HSA
plan), may not revert back to option 1 ($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 meet the
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, in addition to option 2, 3, or 4.
New employees may only elect option 2 (Group Health plan), option 3 (80/20 plan), or
option 4 (HDHP/HSA plan), but not option 1 ($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 meet
the requirements of the Patient Protection and Affordable Care Act. Should the parties
agree on a different health plan for this purpose, new employees will be able to elect
the revised health plan, in addition to option 2, 3, or 4.
However, the City reserves the right to change carriers/administrators based upon
comparable benefits and cost-effectiveness of such a change.
Section 16.2 Employee Contribution - Health Care Insurance Coverage
Eligible employees shall have health care insurance coverage available. Employees
shall have the option to insure dependents under plans offered, subject to the terms
and conditions imposed by the carrier/administrator.
A. Employees shall pay six percent (6%) of the employee portion and fourteen percent
(14%) of the dependent(s) portion of the health care insurance premium paid into the
employee's respective health care insurance program for option 1 and 2. During the
life of the contract, if the parties agree to alter the City's option 1 (100% plan) to meet
the requirements of the Patient Protection and Affordable Care Act, employees shall pay
six percent (6%) of the employee portion and fourteen percent (14%) of the
dependent(s) portion of the health care insurance premium paid into the employee's
health care insurance program for the revised health plan.
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B. Employees shall pay nothing for the employee portion and two percent (2%) of the
dependent(s) portion of the health care insurance premium paid into the employee's
respective health care insurance program for option 3.
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 health
care insurance program (HDHP) for option 4.
The parties agree to meet prior to the expiration of this agreement to discuss future
health care options.
Section 16.3 Life Insurance Coverage
The City shall pay the entire premium of double indemnity life insurance coverage for
each eligible employee in the bargaining unit. The City will determine the manner in
which insurance coverage is secured.
Section 16.4 Long-Term Disability Insurance (LTDI
The City shall pay the entire premium of a long term disability plan for each eligible
employee in the bargaining unit. The LTD plan shall provide for coverage with a ninety
(90) day elimination period, which pays at sixty six and two thirds percent (66-2/3%)
of the monthly base salary stated in the plan document and pays to age sixty five (65)
for eligible employees. The City will determine the manner in which insurance coverage
is secured.
Section 16.5 Health Care Committee
The Union will designate representative(s) to participate a Health Care Committee, one
of which will be the Union's Business Agent or designee, for the purpose of negotiating
health care plans and plan design.
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.
ARTICLE 17 — PENSION
A. Pension for employees and contributions to Public Employees' Retirement System
(PERS) will be governed by Washington state statute.
B. Western Conference of Teamsters Pension Trust (WCTPT) - The City shall submit the
amount staffed below to the Western Conference of Teamsters Pension Trust Fund on
account of each of its benefitted full-time, benefitted part-time, temporary limited term,
variable hour, seasonal and non-benefitted part-time employees who perform the
represented work as noted in Section 1.1 of this Agreement.
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• Benefitted Full-Time, Benefitted Part-Time Employees. Effective January 1, 2017,
employees in these classifications shall suffer a gross wage reduction of one hundred
and eight dollars ($108.00) per pay period. Said reduction shall be imposed regardless
of the number of hours compensated.
• Temporary Limited Term Employees. Employees in this classification shall suffer a
gross wage reduction of one hundred and eight dollars ($108.00) per pay period. Said
reduction shall be imposed regardless of the number of hours compensated. There
shall be no City paid contribution for employees in this classification.
• Variable Hour, Seasonal, and Non-Benefitted Part-Time Employees. Employees in these
classifications shall suffer a gross wage reduction of nine dollars ($9.00) per pay period.
Such wage reduction shall be imposed as long as the employee is in an active status
and regardless of hours worked. There shall be no City paid contribution for employees
in these classifications.
• The parties intend for this agreement to clarify that there shall be no contribution to the
Trust for cash outs of vacation, compensatory time, or floating holiday upon separation
of employment. The parties do not intend to modify in any way their arrangements
concerning eligibility of cash out of vacation, compensatory time, floating holiday, or
other such benefits.
ARTICLE 18 - WORKERS COMPENSATION PROGRAM
Employees injured on-duty and qualified for worker's compensation shall be entitled to
such benefits through the City's self-funded program as determined by statute and City
Policy 6.2 - On-the-Job Injuries and Illnesses. The City will continue medical/dental
and life insurance contributions on behalf of the injured employee and dependents, if
applicable, as required by State law and City Policy. The employee shall be responsible
for their portions of these benefit premiums.
ARTICLE 19 - VOLUNTEER PROGRAMS
The parties agree that volunteer programs can be mutually beneficial to the City,
employees, and the citizens of Kent. The parties recognize that volunteerism provides
a sense of community involvement and requires a commitment of time and service on
behalf of the volunteer. Successful volunteer programs require leadership and
coordination with employees. To that end the City is committed to working in
partnership with the Union to build successful volunteer programs.
The parties agree that the City shall not lay off employees in the bargaining unit as a
result of volunteer programs. The use of volunteers shall not result in a loss of existing
overtime opportunities for members of the bargaining unit.
Volunteer programs may require leadership and coordination with City staff. As a
result, these opportunities may become available for bargaining unit members as a
result of successful volunteer programs.
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The parties agree to meet in a labor-management forum to discuss new volunteer
programs or work that is beyond the scope of current volunteer programs. Such
programs may include, but are not limited to: youth programs, King County work
training programs, adopt-a-park, adopt-a-street, internships, community service
workers, Communities in Schools and work release (i.e. supervised work crew). The
parties agree to meet in a labor-management forum if volunteer hours exceed 4,363
hours in a year (based on an average of 2009 and 2010 volunteer hours) or if
supervised work crew hours exceed 1,542 hours in a year (based on an average of
2009 and 2010 supervised work crew hours). The previous numbers exclude hours for
scouting (i.e. Eagle Scouts) projects which are not restricted by this Article.
Furthermore, the parties agree that should any concerns arise regarding a specific
volunteer project those concerns shall be brought to the City's attention immediately.
If the concerns cannot be resolved at that level the Union may, with just cause, request
that a specific volunteer project be suspended with 10 days written notice to the City.
No new activity on the project will be scheduled until such time as the parties meet in a
labor-management forum. If the parties are unable to reach agreement on the specific
volunteer project the City will cease activity on the project, except that any previously
agreed upon scheduled events involving the volunteer project may take place, and no
new activity may be scheduled.
ARTICLE 20 — HOLIDAYS
Section 20.1 Observed Dates
The following holidays shall be paid holidays for all benefitted employees covered by
this Agreement:
Holidays
1. New Year's Day
2. Martin Luther King Day
3. Presidents' Day
4. Memorial Day
5. Independence Day
6. Labor Day
7. Veterans' Day
8. Thanksgiving Day
9. Day after Thanksgiving
10. Christmas Day
11. Two (2) Personal Holidays
12. Other holidays proclaimed by the Mayor or City Council
The City shall specify, each year, the date on which the above holidays shall be
observed.
Section 20.2 Overtime Worked on Holidays
Employees required to work a full shift on any of the above observed holidays shall
receive pay at the overtime rate. In addition, the employee may choose to receive pay
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for the holiday or to reschedule, with manager or designee's approval, the use of such
holiday to the day before or the day after the original observed holiday. If the
employee does not request for the holiday to be rescheduled, the employee shall be
paid for the holiday.
All employees required to work on holidays shall receive a minimum of three (3) hours
at the employee's overtime rate.
ARTICLE 21 - SICK LEAVE
Section 21.1 Accrual Rate
Benefitted full-time employees will accrue eight (8) hours of sick leave for each
continuous month of service.
Benefitted part-time employees' sick leave accrual will be pro-rated based upon the
total hours compensated each month.
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. Employees' semi-monthly sick leave credits will be posted on the payday
following the accrual of such leave. For benefitted part-time employees adjustments in
sick leave credits will be made the month following the month worked.
Sick leave must be accrued before it can be used. The maximum number of
accumulated sick leave hours at any given time is one thousand forty (1,040).
Section 21.2 Sick Leave Incentive Program
In order to provide an incentive for using sick leave only as necessary, members of the
bargaining 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
720 - 959 24 hours base pay
960 + 32 hours base pay
Incentive pay would be granted in January of the following year. 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. If an
employee falls below one of the designated accrual levels they will not be eligible for
the corresponding incentive pay.
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Section 21.3 Physician's Statement
Employees who are absent for four (4) or more consecutive days due to illness or injury
may be required by their superintendent/manager or designee , upon returning to
work, to submit to Human Resources a statement from a physician stating the reason
for the absence. Human Resources will provide necessary coordination with or
information to the employee's superintendent/manager or designee as needed.
Section 21.4 Sick Leave Uses
Sick leave may be used by the employee for bona fide cases of:
A. Illness or injury of the employee, which prevents the employee from performing
their regular duties.
B. Disability of the employee due to pregnancy and/or childbirth or to care for a
newborn.
C. Health care appointments.
D. Care of family members as allowed by either State or Federal Law.
E. For bereavement/funeral leave as allowed in Article 23 Bereavement Leave.
Sick leave shall be used in one-half hour (1/2) increments.
Section 21.5 Prompt Notification
Employees incapacitated by illness or injury shall notify the City prior to their scheduled
starting time, except where there are extenuating circumstances. Notification shall
occur as defined by the employee's workgroup (e.g. text); however, the employee shall
not be required to make more than two (2) notifications per day. Failure of notification
may result in loss of paid sick leave for that day. The supervisor may not inquire as to
the employee's diagnoses or symptoms, but the employee shall indicate that the sick
leave is for a family member or themselves and if the sick leave qualifies for protected
leave (e.g. Family and Medical Leave Act or FMLA).
When a physician has verified in writing that the employee will be out for a clearly
defined period of time, the employee will not be required to contact their supervisor as
indicated above. During periods of extended illness, employees shall keep the Human
Resources Department informed as to their progress and potential date of return to
work. The Human Resources Department will provide necessary information to or
coordination with the employee's supervisor as needed.
Section 21.6 Sick Leave Abuse
An employee's ability to work regularly and as scheduled is a requirement for continued
employment. The City has the right to take corrective action to deal with abuse of sick
leave or situations where the employee has prolonged and/or frequent or regular
absences, which are not approved as a protected leave (e.g. FMLA) and hinder the
performance of the employee's job duties or the efficiency of the department.
Corrective action may include a requirement to provide physician's statements to the
Human Resources Department. Abuse of sick leave may be grounds for disciplinary
action.
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Section 21.7 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.
C. While on vacation, unless the employee or an immediate family member is admitted to
the hospital.
on 21.8 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 Teamsters 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 e-mail 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 light duty, may be considered when an employee is, by
reason of an ADA accepted physical or mental disability, unable to perform the essential
functions of his or her position.
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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 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 22 - JURY DUTY
City shall pay the difference between jury pay and full salary in accordance with City
Policy.
ARTICLE 23 - BEREAVEMENT LEAVE
Section 23.1 Bereavement Leave
Members of the bargaining unit shall receive three (3) days bereavement pay for the
death of an immediate family member.
Section 23.2 Immediate Family
A. Immediate family shall be defined as the following:
• Employee's Legal Spouse,
• State Registered Domestic Partner as defined in RCW 26.60.030
• Daughter or Son (step also)
• Daughter or Son-in-law
• Mother or Father (step also)
• Mother or Father-in-law
• Sister or Brother (step also)
• Sister or Brother-in-law
• Grandparents
• Grandparents-in-law
• Grandchildren (step also)
B. Other members or non-members of the employee's family could be considered
immediate family as a result of special circumstances (example: 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 from Human
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Resources in order to receive bereavement leave for persons classified in this category.
Such request must explain the relationship of the person(s) involved, either as family or
non-family members.
Section 23.3 Use of Leave
A. In the event that the time required for immediate family bereavement leave is in
excess of the three (3) days of bereavement leave, sick leave may be taken. A
maximum of ten (10) days sick leave may be granted by the department director or
Human Resources Director for this purpose. Distance, travel time or other factors will
be considered to determine the number of sick days to be granted.
B. If additional time is needed in addition to the three (3) days of bereavement leave and
ten (10) days of sick leave, other available leave may be utilized (compensatory time or
annual leave) subject to approval of the department director or Human Resources
Director.
C. Attendance at funerals of close friends and other close relatives, who do not meet the
definition in Section 23.1, will not qualify for bereavement leave. It will be recognized
as sick leave. Sick leave may be taken for only the actual time required to attend the
funeral, but shall not exceed four (4) hours.
D. Paid time off will not be granted when a funeral occurs during the time an employee is
on annual leave, paid sick leave, or a City Holiday.
E. Employees may be eligible to receive up to one (1) day of paid bereavement leave to
attend the funeral 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. Former co-workers shall be considered "close friends and other
relatives" as defined in paragraph C above.
Section 23.4 Reauest and Awroval
A. Employees shall request funeral leave in writing through their department supervisor
and department director for approval.
B. Final determination shall be made by the department director, in consultation with the
Human Resources Director, or designee, regarding the extent to which funeral/sick
leave will be granted. Distance, travel time and/or other factors will be considered to
determine the number of days to be granted.
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ARTICLE 24 - VACATIONS
Section 24.1 Accrual Rate
All benefitted full-time employees will accrue vacation time at the rate based on the
following schedule:
Hours of leave accrued
Years of Employment Monthly Annually
1st through 4th year 8 hours 96 hours
5th through 9th year 10 hours 120 hours
10th through 12th year 12 hours 144 hours
13th through 14th year 12.67 hours 152 hours
15th through 16th year 13.33 hours 160 hours
17th through 19th year 14 hours 168 hours
20th through 24th year 14.67 hours 176 hours
25th year and thereafter 16 hours 192 hours
All benefitted part-time employees leave accrual shall be pro-rated based on the
percentage of full-time hours compensated each month.
Such vacation accruals will be posted on a semi-monthly basis. Any employee who
leaves employment or is involuntarily terminated within the first six (6) months of
employment, will not have accrued any annual leave.
Section 24.2 Scheduling
Whenever possible, vacations will be scheduled for the convenience of the employees
involved, subject to work scheduling requirements of the department. All vacation
leave use must be pre-approved by the employee's superintendent/manager or
designee; vacation shall be used in one-half (1/2) hour increments. Once a vacation is
approved it will not be revoked without mutual consent.
If in the event the employee's vacation is cancelled by the City and the employee incurs
a financial loss due to the City's decision, the City will reimburse the employee for any
non-refundable travel expenses that have been purchased. In order to be reimbursed
for the financial loss the employee must present receipts for all unreimbursed
expenses.
This section shall not apply in the event of a natural disaster, threats/acts of terrorism
or any declared emergency.
Section 24.3 Maximum Accumulation
The maximum vacation leave an employee may accumulate is two hundred forty (240)
hours. Employees may exceed the maximum accruals during a calendar year, but shall
be at or below the maximum limit as of December 315t of each year. Employees may
request carry over exceptions in writing to the Human Resources Director, or designee.
Such exceptions will be approved on a case-by-case basis and shall not be precedent
setting.
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ARTICLE 25 - MILITARY LEAVE
The City and Union agree that members of the bargaining unit, who are members of the
Washington National Guard or any Federal Reserve military unit will be entitled to be
absent with pay from their duties with the City for periods of time up to a cumulative
maximum of twenty-one (21) work days (a work day = regular scheduled hours of
work) or twenty-one (21) consecutive work days during each year. For purpose of this
section only, a year shall be defined as the period beginning October 1st and ending the
following September 30th, per RCW 38.40.060 as amended in 2010.
ARTICLE 26 - EMERGENCY CONDITIONS
In the event of a natural disaster, threats/acts of terrorism, any 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, with supervisory
authorization, request to leave before the end of their shift, shall be required to use
annual leave or compensatory time to cover all hours away from work.
ARTICLE 27 - SEVERANCE PAY
Full-time employees shall, in the event of a reduction in force, be paid at the time of
their separation a sum equal to twenty-two (22) days pay, not to exceed 176 hours,
from which no deductions shall be made except as required by State and Federal Law.
Provided, however, that no employee shall be entitled to such pay if they accept any
other benefitted full-time or benefitted part-time employment with the City within
twenty-two (22) working days.
ARTICLE 28 - STANDARD DRESS, TOOLS AND LICENSES
Section 28.1 Uniform Allowance
A. The City will provide an annual clothing allowance for all benefitted full-time, benefitted
part-time, and temporary limited term employees (excluding the employees referenced
in 28.1.B 28.1.0 and 28.1.D) in the amount of $500, less applicable taxes as required
by Internal Revenue Service, and paid on the February 5th paycheck. Timekeepers shall
process uniform allowance requests for eligible employees by the January 30th deadline
or for eligible new hires throughout the year.
The City will continue to provide one parka, one Carhartt jacket and one set of raingear
to be replaced every three years or sooner as determined necessary by the
superintendent/manager or designee.
New benefitted full-time, benefitted part-time, and temporary limited term employees
shall receive their clothing allowance within one month of hire and will not be eligible
for another clothing allowance until the completion of their one (1) year 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
Page 35
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 $500 in their first paycheck and then be eligible for $250 on July
16, 2018 (12 pay periods @ $20.83/pay period); the employee shall then be paid the
full amount on the February 5, 2019 paycheck.
Seasonal, limited hour and variable hour employees will be provided six (6) shirts and
one (1) jacket by the City and shall return the shirts and jackets to the City at
separation from service.
Employees will be responsible to launder and maintain their 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.
No employee shall receive more than the specified annual uniform allowance in any
given calendar year. A calendar year is defined as January - December.
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,
denim shirts, industrial shirts, and hooded sweatshirts. Nothing in this agreement shall
prohibit the review and expansion of uniforms through the Labor Management process.
Employees must be properly attired in accordance with City policy and reasonable rules
regarding safety. If a superintendent/manager or designee does not believe an
employee is dressed appropriately to reflect a positive image of the City, the employee
may be required to change their clothing to meet the City's expectations. If the
employee needs to return home to get the proper clothing, they shall do so without
pay. Failure to consistently dress appropriately may result in disciplinary action.
It is the expectation that if clothing is contaminated or damaged employees shall not be
expected to take the clothing home but rather, the City will either clean or replace the
employee's clothing. The decision to clean or replace will be made by the City. To
replace or clean the clothing, an employee should make a written request through their
superintendent/manager or designee documenting the circumstances.
The maximum safety shoe allowance for benefitted full-time, benefitted part-time and
temporary limited term employees shall be one hundred seventy dollars ($170.00), plus
tax, per pair, as needed.
For employees assigned to the Parks Department that are required to purchase a 'Parks
Staff' logo for their uniform, the City will reimburse that parks employee for the added
cost of that logo. Employees will verify with their assigned supervisor the procedure for
reimbursement.
B. The City shall provide and launder uniforms for employees in the following
classifications: Mechanic Assistant, Mechanic I, Mechanic II, Senior Mechanic and
Mechanic Field Supervisor. The uniforms shall consist of 11 pairs of pants, 11 shirts,
Page 36
and 3 coats. Replacement of these items will be provided on an as needed basis per
City/departmental policies and procedures. Coveralls shall be provided based on
operational need. Employees in these classifications may substitute up to six (6) pair of
pants for Carhartt pants. Management reserves the right to determine additional
options available.
C. The City shall provide and launder uniforms for employees in Housing and Human
Services. The uniforms shall consist of 11 pairs of pants, 11 shirts, and 3 coats.
Replacement of these items will be provided on an as needed basis per
City/departmental policies and procedures. Coveralls shall be provided based on
operational need. Employees in these classifications may substitute up to six (6) pair of
pants for Carhartt pants. Management reserves the right to determine additional
options available.
Section 28.2 Tools and Equipment Allowance
All mechanics as hired prior to 1/1/2000 will be authorized to receive three hundred
fifty dollars ($350.00), plus tax, per year for the purchase of work tools, which are on
the City's approved tool list. The City shall reimburse the actual cost of mechanic tools
based on a receipt and reimbursement method.
The City will provide new mechanics with a fully furnished tool box; such employees
shall not be eligible for the mechanic tool allowance. Mechanics hired prior to 1/1/2000
shall have the option of switching from the allowance option to the City provided tools
option at the beginning of each calendar year. Once an employee has moved to the
City provided tools, the employee shall no longer be eligible for the tool allowance.
The City will also purchase air-tools. Labor-management committee reserves the right
to prioritize the purchase of tools.
In addition, the City agrees to provide at its cost, the minimum, safety equipment
required under WISHA.
The City agrees to purchase insurance to cover theft of employee owned tools from City
premises required for employment. City obligation shall be limited to loss due to
burglary. Employee shall comply with all terms and conditions of the insurance carrier.
Deductible to be paid by the City.
Section 28.3 License/Certification Requirements
A. Employees required to obtain licenses, certifications or physical exams shall be
responsible to obtain such within the timeline outlined in their job descriptions. Failure
to do so may be grounds for disciplinary action up to and including termination.
The City shall allow the employee a reasonable amount of time off with pay to take the
necessary test/exam. The City shall pay the cost of the license, certification or physical
exam and/or the registration cost for reasonable training to obtain/maintain the license
or certification. If the employee fails to obtain the required licenses/certifications after
three attempts, the employee shall be responsible for the cost of repeating the same
exam/training.
Page 37
The City reserves its right to determine the reasonable licenses and certifications
required for the work assigned to the positions.
B. The City and the Union agree that the classifications listed in Appendix B identify a
commercial driver's license (CDL) as an essential job requirement. However, certain
positions have been identified by the City as eligible to "opt out" of the CDL program.
The City maintains the right to determine which positions are eligible to "opt out" of a
CDL and will provide proper notice to an employee if the needs for the position change
(including up to six (6) months for an employee to obtain a CDL if their position will
require a CDL).
If a position is eligible to "opt out", but the employee wishes to maintain their CDL,
they may do so and continue to be included in the City's CDL program. If the employee
elects to "opt out", they may do so by completing a mutually agreed to "CDL Opt
Out/In Form" and the City will no longer require their participation in the City's CDL
program nor provide payment for the maintenance of the CDL. An employee who
previously "opted out" of the CDL program may "opt in" again when the employee
changes positions and be allowed up to six (6) months to obtain a CDL; the employee
will also complete the "CDL Opt Out/In Form". Upon obtaining the CDL, the City will
include the employee in the CDL program and provide for maintenance of the CDL.
ARTICLE 29 - SUBSTANCE ABUSE TESTING
All members of the bargaining unit shall comply with City Policy 2.25 - Substance
Abuse. Random testing, however, shall only apply to those employees required to carry
a CDL as a condition of employment.
ARTICLE 30 - SAVINGS CLAUSE
If any Article of this Agreement or any Addendum thereto should be held invalid by
operation of law or by any tribunal of competent jurisdiction, or if compliance with or
enforcement of any article should be restrained by such tribunal, the remainder of this
Agreement and Addendum shall not be affected thereby and the parties shall enter into
immediate collective bargaining negotiations for the purpose of arriving at a mutually
satisfactory replacement of such Article.
ARTICLE 31 - ENTIRE AGREEMENT
The Agreement expressed herein in writing constitutes the entire Agreement between
the parties and no oral statement shall add to or supersede any of its provisions.
ARTICLE 32 - SUBORDINATION OF AGREEMENT
It is understood that the parties hereto and the employees of the City are governed by
the provisions of applicable Federal and State Law. When any provisions thereof are in
conflict with the provisions of this Agreement, the provisions of said Federal and State
Law are paramount and shall prevail.
Page 38
ARTICLE 33 - TERM OF AGREEMENT
This Agreement shall be in force and effect from January 1, 2017 through December
31, 2019.
Signed this ��day of February 2017, at Kent, Washington.
CITY OF KENT TEAMSTERS LOCAL UNION #117,
220 4th Avenue South AFFILIATED WITH THE INTERNATIONAL
BROTHERHOOD OF TEAMSTERS
14675 Interurban Ave S, Suite 307
Tukwila, WA 98168
BY BY
uz to o (E�, or j ,qn scearcy, secreta'rY'Treasurer
BY
Marti Fisher, Hu—m Resources Director
Approved as negotiated:
BY
1-LeIjAlanj Jensen, j"-' -Jbor Relations Manager
�
Approved as to form:
BY,/,`
Th'-o- �'-Kruba k-e-f-, ,\City Attorney
Attest
BY
Kim Komoto, City Clerk
Page 39
APPENDIX "A" - WAGES
The salary schedule for positions in the bargaining unit shall be based as follows:
Benefitted full-time, benefitted part-time, and benefitted temporary limited term
employees.
A. Effective January 1, 2017, all benefitted classifications set forth in Appendix "B" of the
bargaining unit shall receive a 2.5% wage increase.
B. Effective July 1, 2017, all benefited classifications set forth in Appendix "B" of the
bargaining unit shall receive a 2.0% wage increase.
C. Effective January 1, 2018, all benefitted classifications set forth in Appendix "B" of the
bargaining unit shall receive a 2.5% wage increase.
D. Effective July 1, 2018, all benefited classifications set forth in Appendix "B" of the
bargaining unit shall receive a .5% wage increase.
E. Effective January 1, 2019, all benefitted classifications set forth in Appendix "B" of the
bargaining unit shall receive a 2.1% wage increase.
Temporary Employees
Temporary employees, as identified in Section 1.2.6.1, 1.2.13.2 and 1.2.13.3, shall be
paid between minimum wage and seventeen dollars ($17.00) per hour, except that the
City may pay more in hourly wage as it deems appropriate to maintain a qualified
workforce.
The temporary employee wage includes wages and pay in lieu of, sick leave, holidays,
bereavement leave, insurance and other miscellaneous benefits.
Page 40
APPENDIX "B" - BARGAINING UNIT CLASSIFICATION SCHEDULE
Benefitted Classifications (as per Section 1.2.A.1, 1.2.A.2, 1.2.A.2.a, 1.2.A.3):
Effective 1/1/17
Classification Salary Range
Meter Reader I Range TM17
Meter Reader II Range TM21
Meter Reader III Range TM25
Meter Reader IV Range TM28
Maintenance Worker I Range TM17
Maintenance Worker II Range TM21
Maintenance Worker III Range TM25
Maintenance Worker IV Range TM29
Maintenance Worker V Range TM30
Maintenance Technician Range TM31
Field Supervisor Range TM34
Mechanic Assistant Range TM20
Mechanic I Range TM24
Mechanic II Range TM28
Senior Mechanic Range TM32
SCADA Technician Range TM34
A salary schedule will be provided by January 15th on an annual basis.
Non-benefitted temporary Laborers (as per Section 1.2.13.1, 1.2.13.2 and 1.2.13.3) shall
assist the classifications listed above and be paid at least Washington state minimum
wage.
Page 41
APPENDIX "C" — BIDDING AND MANDATING OF OVERTIME
The purpose of this appendix is to memorialize the process for bidding and mandating
overtime in the various divisions (division is defined for this purpose as reporting to a
non-union superintendent or manager) and/or work group (a work group is defined as
reporting to a field supervisor).
The parties recognize the importance of minimizing overtime costs and agree to work in
partnership to find cost effective and sustainable ways to reduce the need for overtime.
However, when overtime is the only operational way to provide services the following
process will be used by employees to bid for overtime and for management to, when
necessary, mandate overtime.
Seniority, for purposes of overtime bidding/mandating, shall be in accordance with
Section 3.1.0 of the collective bargaining agreement unless otherwise specified in this
appendix. If an employee has a dispute with their ranking on the seniority list, as
posted at the beginning of each year, they will have fourteen (14) calendar days from
the date of posting to challenge their seniority ranking in writing to their
superintendent/manager.
PUBLIC WORKS DIVISIONS: Utilities, Water, Storm, Sewer, Street, Fleet
Overtime shall be bid by seniority from the most senior employee to the least senior
employee within the work group based on seniority within the division. If all the
employees within the work group decline the overtime, the overtime shall then be
offered by seniority within the division. Management reserves the right to limit
overtime bidding for jobs requiring specific technical experience, or specific project
work, to those employees with the technical experience, or project experience
(employees with the most seniority get to bid for the overtime first).
Management reserves the right to mandate overtime as needed. Mandatory overtime
shall be based on reverse seniority within the work group based on seniority within the
division. Crews working on special projects will be given the opportunity to volunteer to
hold over and continue working at the end of their shift. The volunteer must have the
ability to perform the work before it is assigned. If there are not enough volunteers
management may mandate employees for overtime based on least senior employee to
most senior.
PARKS DIVISIONS: Parks Operations, Golf, Facilities, Housing and Human
Services
Golf, Facilities and Housing and Human Services Division: An overtime sign up list shall
be created annually as of the first business day of the year and shall be established by
seniority (most senior to least senior) within the division. Once established, the list
shall be adjusted weekly, if necessary, by the hours of overtime worked, at the
straight-time rate, resulting in the most senior employee with the most hours worked
being moved to the bottom of the list.
Page 42
The overtime list shall be posted weekly, as necessary, and employees who are
available to work overtime will be able to sign up on the overtime list.
Exceptions to Division seniority overtime offers:
1. For Capital Projects, overtime is scheduled as necessary with the crew working
on the project. In the event the project crew requires additional support, and overtime
is requested, staff with the required knowledge or skills needed by the project will be
offered the overtime.
2. For volunteer events, overtime is generally assigned by seniority as outlined
above. Management reserves the right to offer overtime to staff that have established
a relationship with the community volunteers on specific events or volunteer projects.
3. For purpose of community events, overtime is generally assigned by seniority.
Management reserves the right to offer overtime first to staff with specific knowledge,
skills, and/or abilities as required by the event.
4. Overtime requiring special skills or certifications such as irrigation will be offered
by seniority to the employees possessing those skills or certifications.
Mandatory overtime shall be based on reverse seniority.
All employees who call in sick on Friday and are scheduled to work the weekend will be
removed from the overtime schedule to include a Monday holiday. The overtime shift
shall then be reopened for employees on the overtime list to bid.
Operations Division: Overtime shall be bid by seniority from the most senior employee
to the least senior employee within the division based on seniority within the division
unless it falls under an exception listed below. If all the employees within the division
decline the overtime, the overtime shall then be mandated in reverse seniority order.
Exceptions to Division seniority overtime offers:
1. For Capital Projects, overtime is scheduled as necessary with the crew working on the
project. In the event the project crew requires additional support, and overtime is
requested, staff with the required knowledge or skills needed by the project will be
offered the overtime.
2. For volunteer events, overtime is generally assigned by seniority as outlined above.
Management reserves the right to offer overtime to staff that have established a
relationship with the community volunteers on specific events or volunteer projects.
3. For purpose of community events, overtime is generally assigned by seniority.
Management reserves the right to offer overtime first to staff with specific knowledge,
skills, and/or abilities as required by the event.
4. Overtime requiring special skills or certifications such as irrigation will be offered by
seniority to the employees possessing those skills or certifications.
Page 43
5. Unscheduled overtime to cover for absences shall be offered in seniority order by work
group (crew) rather than by Division.
Mandatory overtime shall be based on reverse seniority. Where more than one
mandatory shift is assigned at the same time, the most senior of the employees being
mandated shall have the ability to pick his or her preferred mandatory shift out of the
options available. No employee may be mandated to work an overtime shift of more
than ten (10) hours without mutual agreement. If an employee is mandated to work an
overtime shift but they are unable to work, they may find a replacement with
management approval.
Issues that arise with the overtime assignment process described above will be
managed in Labor Management Meetings and fixed prospectively rather than grieved
and remedied retroactively.
All employees who call in sick on Friday and are scheduled to work the weekend will be
removed from the overtime schedule to include a Monday holiday. The overtime shift
shall then be reopened for employees on the overtime list to bid.
FINANCE DIVISIONS: Customer Service
At the beginning of each year, the first overtime shift available shall be offered to the
most senior employee. Subsequent overtime shifts shall be rotated through all eligible
staff based on seniority, starting with the next most senior employee. This process
ensures that all employees have an opportunity for overtime over the course of the
year, if overtime is available.
If an employee declines the overtime shift, the shift will be offered to the next most
senior employee.
Overtime requiring special knowledge, skills, and/or abilities shall be offered by
seniority to the employee possessing the required knowledge, skill, and/or ability.
Mandatory overtime shall be based on reverse seniority.
Page 44
APPENDIX "D" - COMMUTE TRIP REDUCTION
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.
Page 45
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