HomeMy WebLinkAboutCollective Bargaining Agreement Union 760COLLECTIVE BARGAINING AGREEMENT
between the
KITTITAS COUNTY
BOARD OF COUNTY COMMISSIONERS
And the
KITTITAS COUNTY SHERIFF
And
TEAMSTERS UNION LOCAL NO. 760
Representing Corrections, Security, Transport, Clerical, and Technology
Employees of the Sheriff's Office
January 1, 2016-December 31, 2018
L
TABLE OF CONTENTS
ARTICLE 1 -PREAMBLE AND PURPOSE OF AGREEMENT ...................................................................................... 2
ARTICLE 2 -RECOGNITION .................................................................................................................................. 2
ARTICLE 3 -UNION SECURITY AND DUES CHECK-OFF ........................................................................................... 2
ARTICLE 4 -MANAGEMENT RIGHTS .................................................................................................................... 3
ARTICLE 5 -UNION RIGHTS ................................................................................................................................. 4
ARTICLE 6 -EMPLOYEE RIGHTS ........................................................................................................................... 4
ARTICLE 7 -DEFINITIONS OF EMPLOyEES ............................................................................................................ 5
ARTICLE 8 -SENIORITy ........................................................................................................................................ 8
ARTICLE 9 -LAYOFF AND RECALL .................................................................................... ; ................................... 9
ARTICLE 10 -HOLIDAYS/ANNUAL LEAVE ............................................................................................................. 9
ARTICLE 11 -HOURS OF WORK -OVERTIME ...................................................................................................... 12
ARTICLE 12 -BEREAVEMENT LEAVE ................................................................................................................... 16
ARTICLE 13 -SICK LEAVE .................................................................................................................................... 16
ARTICLE 14 -MILITARY LEAVE ............................................................................................................................ 18
ARTICLE 15 -COMPENSATION FOR WITNESS OR JURY DUTY .............................................................................. 18
ARTICLE 16 -LEAVE OF ABSENCE ........................................................................................................................ 19
ARTICLE 17 -DISCIPLINE AND DISCIPLINARY PROCEDURES ................................................................................. 19
ARTICLE 18 -GRIEVANCE PROCEDURE ............................................................................................................... 21
ARTICLE 19 -CLOTHING AND CLEANING ALLOWANCE ........................................................................................ 24
ARTICLE 20 -WAIVER OF PORTION OF AGREEM ENT ............................................................................................ 25
ARTICLE 21 -SAVINGS CLAUSE ........................................................................................................................... 25
ARTI CLE 22 -LONG EVITY .................................................................................................................................... 25
ARTICLE 23 -STRIKES AND LOCKOUTS ................................................................................................................ 26
ARTICLE 24 -MEDICAL, DENTAL, VISION, AND LIFE BENEFITS ............................................................................. 26
ARTICLE 25 -SALARIES CLASSIFICATIONS -WAGE RATES -OTHER PROVISIONS ................................................... 27
ARTICLE 26 -PA Y ARRANGEMENTS .................................................................................................................... 28
ARTICLE 27 -RETIREMENT CONTRIBUTION & INDUSTRIAL ACCIDENT INSURANCE .............................................. 28
ARTICLE 28 -LIABILITY INSURANCE .................................................................................................................... 28
ARTICLE 29 -UNION ACTIVITY ........................................................................................................................... 29
ARTICLE 30 -MISCELLANEOUS PROVISIONS ....................................................................................................... 29
ARTICLE 31 -PERSONNEL FILES .......................................................................................................................... 30
ARTICLE 32 -NEGOTIATIONS AND TERM OF AGREEMENT .................................................................................. 30
APPENDIX "A" ................................................................................................................................................... 32
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 1
ARTICLE 1-PREAMBLE AND PURPOSE OF AGREEMENT
1.1 This Agreement is entered into by and between the Board of Kittitas County
Commissioners for Kittitas County, Washington, and the Kittitas County Sheriff, both of which
are hereinafter referred to as the "Employer", and General Teamsters Local No. 760,
hereinafter referred to as the "Union", on behalf of the employees. The purpose of this
Agreement is to comply with all applicable statutory provisions and to increase the general
efficiency of the Sheriff's Office and to maintain harmonious relations between the County and
the Union.
1.2 As part of the purpose of the Agreement, the parties agree to the inclusion of the
subjects of wages, hours, working conditions and other provisions.
ARTICLE 2 -RECOGNITION
2.1 The Employer recognizes the Union as the sole and exclusive collective bargaining
representative of all regular full-time and regular part-time employees of the Kittitas County
Sheriff's Office, excluding the Sheriff, Undersheriff, Command/Appointed Staff, Line Deputies,
and any other employees as defined by RCW 41.56.
2.2 General Teamsters Local No. 760 recognizes the Board of County Commissioners and
the Sheriff or their designees as representing the Employer.
ARTICLE 3 -UNION SECURITY AND DUES CHECK-OFF
3.1 All employees who, as of the date of execution of this Agreement, have signed or who,
after the date of execution of this Agreement, sign a dues check-off authorization shall be
obligated as a condition of employment to continue to pay regular dues each month to the
Union through the check-off procedure for the duration of the Collective Bargaining
Agreement. It shall be a condition of employment that new employees covered by this
Agreement and hired after July 1, 1985, shall, on the thirtieth (30th) calendar day following the
beginning of such employment become and remain members in good standing in the Union for
the duration of the Collective Bargaining Agreement.
3.2 Upon written proof of bona fide religious tenets, pursuant to RCW 41.56.122, an
employee may choose to pay an amount of money equivalent to regular union dues and initiation fee
to a nonreligious charity or to another charitable organization in accordance with the provisions
of RCW 41.56.122. If such employee pursuant to this section requests the Union to use the
Grievance and Arbitration Procedure on their behalf, the Union is authorized to charge the
employee for the reasonable cost of using such procedure.
3.3 In the event an employee fails to apply for or maintain their membership in the Union as
required in Section 3.1 or 3.2 of this Agreement, the Union may give the Employer notice of this
fact and upon request of the Union within fourteen (14) calendar days following receipt of such
notice, the service of such employee shall be terminated by the Employer .
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 2
3.4 When the Employer hires a new employee, the Employer shall, within thirty (30)
calendar days of the date of employment, notify the Union in writing giving the name, Social
Security number, hire date, address and classification of the hired employee. The Union agrees
to defend and hold the Employer harmless from and against any and all claims, demands,
lawsuits, orders or judgments arising from the administration and effects of this Section.
3.5 When provided with a "voluntary check-off" authorization in the form furnished by the
Union and signed by the employee, the Employer agrees to deduct from that employee's pay,
the Union's applicable dues and/or service fees, as prescribed in the "voluntary check-off" form.
The full amount of money so deducted from the employee shall be promptly forwarded to the
Union by check along with an alphabetized list showing names and amounts deducted from
each employee. The Union agrees to defend and hold the Employer harmless from and against
any and all claims, demands, lawsuits, orders or judgments arising from the administration and
effects of this Section .
ARTICLE 4 -MANAGEMENT RIGHTS
4.1 The Union recognizes the prerogative of the Employer to operate and manage the
affairs of the Sheriff's Office in accordance with the responsibilities of said Office, lawful powers
and legal authority.
4.2 Affairs/prerogatives of the Sheriff shall include but not be limited to the following: (A)
the right to establish lawful working rules and procedures; (B) the right to schedule work and
overtime work, and the methods and processes by which said work is to be performed
consistent with the Employer's obligations to the public; (C) the right to hire, transfer, suspend,
discharge, layoff, recall, promote, or discipline employees as deemed necessary by the
Employer as provided by this Agreement and/or as provided by the General Rules and
Regulations of the Kittitas County Civil Service Commission; (D) the right to determine the size
and composition of the work force and to assign employees to work locations and shifts; (E) the
right to determine what law enforcement duties shall be performed by various Sheriff
personnel; (F) the parties understand that incidental duties connected with operations, not
enumerated in job descriptions, shall nevertheless be performed by the employees when
requested by a superior officer; (G) the right to take actions as may be necessary to carry out
Employer's services in emergencies. The foregOing Employer prerogatives shall not be deemed
to be exclusive of other Employer prerogatives which are not specifically referenced
hereinabove.
4.3 Past Practices: If the Employer desires to change a past practice, it shall provide the
Union with written notice and opportunity to discuss the proposed change. The Union may
challenge the reasonableness of any proposed change which remains unresolved by appealing
to an arbitration panel whose opinion or decision shall be advisory and not binding on the
parties.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 3
ARTICLE 5 -UNION RIGHTS
5.1 The Union does not waive its rights under applicable State laws except as those rights
are affected or set forth within the terms and conditions of the Collective Bargaining
Agreement.
ARTICLE 6 -EMPLOYEE RIGHTS
6.1 Every employee who becomes the subject of an internal investigation shall be advised at
the time of an interview what the employee is suspected of:
A. Committing a criminal offense;
B. Misconduct that could be grounds for termination or discharge, demotion,
suspension without payor written warning; or,
C. That he may not be qualified for continued employment with the Office.
6.2 Any employee who becomes the subject of a criminal investigation may have legal
counsel present during all interviews. This representation by counsel is confined to counseling,
and not actual participation in the investigation. A criminal investigation as used herein shall be
interpreted as any action which could result in the filing of a criminal charge.
6.3 A major investigation as used herein shall be interpreted as action which could result in
dismissal from the Office. The employee shall be informed in writing of the nature of the major
investigation if the employee is a suspect, before an interview commences.
6.4 The interview of any employee shall be at a reasonable hour, preferably when the
employee is on duty, unless the exigency of the interview dictates otherwise.
6.S The employee, Employer or Union may request that a major investigation interview be
recorded, either mechanically or by a stenographer. The party(s) requesting such recording
shall pay for said recording and transcription thereof. Upon request, the employee under
major investigation shall be provided an exact copy of any written statement the employee has
signed.
6.6 Interviewing shall be completed within a legally reasonable time and in a reasonable
manner. In major investigation interviews, the employee shall be afforded an opportunity to
contact and consult privately with an attorney of their choosing, or a representative of the
Union, before being interviewed.
6.7 In the event dismissal of an employee becomes imminent and the Sheriff determines an
alternative to said dismissal is the employee's resignation, said employee will be provided a
reasonable opportunity to confer with the Union before being requested to respond to the
offer of resignation.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 4
6.8 Employees will not be required to unwillingly submit to a polygraph test; however, this
provision does not apply to the initial application for employment, an employee who has
applied for a change in his classification, or to the classifications of Lieutenant, Commander, or
higher. Provided, further, if the Sheriff offers an employee the opportunity to take the
polygraph test regarding potential involvement in criminal activity or the potential for
disciplinary action, the employee after consulting with the Union may agree to a stipulated
polygraph.
ARTICLE 7 -DEFJNJTJONS OF EMPLOYEES
7.1 Regular Corrections and Control Room Operator: A regular Corrections Officer is an
employee as defined by RCW 41.56.030(13) and employed in compliance with RCW 43.101.220.
A regular Corrections Officer or Control Room Operator has been approved by the Civil Service
Commission, served the probationary period and is employed on a regular basis. Such
employee shall be paid the wage rate and provided the benefits as set forth in the terms and
conditions of this Collective Bargaining Agreement.
7.2 Regular Security, Transport. Clerical, and Technology Employe es: A regular Security,
Transport, Clerical or Technology employee is an employee who has been approved by the Civil
Service commission, has served their probationary period and is employed on a regular basis.
Such employee shall be paid the wage rate and provided the benefits as set forth in the terms
and conditions of this Collective Bargaining Agreement.
7.3 Probationary Employee: A probationary employee shall be defined as any new hire that
has never been employed by the Employer during the previous twelve (12) calendar months,
and is one who has not completed twelve (12) calendar months of service with the Employer
since the first day of employment. Probationary employees shall work under the provisions of
this Agreement but shall be only on a trial basis, during which period said employee may be
discharged without any recourse. The probationary status of an employee who has not
attended the Washington State Basic Corrections Training course is addressed in Section 7.4
below.
7.4 Probationary Status Limitation: Any probationary employee who, through no fault of
their own, is unable to attend and complete the appropriate Washington State Basic
Corrections Training course within the probationary period set forth in Section 7.3 above, shall
be entitled to the benefits accorded regular employee status with the exception that said
employee must satisfactorily complete said appropriate basic Corrections training course within
six (6) calendar months from the first day of employment subject to the following conditions:
A. Should any employee opt to defer attending the previously referenced course and
subsequently be unable to complete said course within six (6) calendar months, the
employee's probationary status shall continue until such course is satisfactorily
complete, but not later than twelve (12) calendar months from the first (1st) day of
employment.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 5
B. The Employer agrees to encourage and make provisions for the training of new
employees .
C. If an employee fails to attend or satisfactorily complete the appropriate Washington
State Basic Corrections Training course within six (6) calendar months from the first
day of employment, said employee shall be terminated without any recourse except
as noted in D.
D. In the event the Sheriff petitions the Washington State Basic Corrections Training
Commission for an extension of the six (6) calendar month time limitation with
respect to a particular employee and said extension is granted, then said employee
fails to satisfactorily complete the appropriate basic corrections training course, said
employee shall be terminated without any recourse.
7.5 Reserve Unit: There shall exist at the option of the Employer a reserve unit of law
enforcement reserve officers to which the provision of this labor agreement shall not apply.
The Employer will notify regular employees by posting the status of reserve law enforcement
officers regarding commissioned versus non-commissioned. Regular employees, as required by
the Employer, shall work with reserve law enforcement officers regardless of commissioned
versus non-commissioned status. This unit of law enforcement reserve officers may be utilized
as determined by the Employer, to perform those duties normally performed by bargaining unit
personnel only after reasonable effort has been made to offer regular employees the
opportunity for work, so long as it would not qualify as overtime under the Fair Labor Standards
Act provisions. Usage of reserve law enforcement officers would be limited to circumstances
involving temporary replacement of regular employees in case of vacations, holidays, sickness,
schooling, weekend transport when regular officers are not available, short-handedness in
personnel, and those circumstances involved in a bona fide emergency as set forth in Section
11.12.
7.6 lateral Hire
A. CORRECTIONS OFFICER: A Lateral shall be defined as any new lateral hire who has
not less than twelve (12) consecutive months of full time, compensated Corrections
experience, who successfully completed a probationary period from a recognized
law enforcement entity and who has successfully completed a course of Basic
Corrections Academy Training, or equivalent, from the Washington State Criminal
Justice training Commission, or from another local, State or Federal Law
Enforcement Training program recognized by the WSCJTC, and who has not been
separated from full time Corrections employment for a period of time greater than
twenty-four (24) months at the time of application to the Sheriff's Office.
Applicants who otherwise meet the definition of Lateral Hire above, but have been
separated from full time Corrections employment for a period of time greater than
twenty-four (24) months at the time of application, may be considered as long as
they have maintained a higher level of certification and employment in a law
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 6
enforcement position, such as Certified Peace Officer, within the twenty-four (24)
months prior to application as a lateral for Corrections Officer .
Applicants who otherwise meet the definition of Lateral Hire, but who do not have
training or certification recognized by the Washington State Criminal Justice Training
Commission cannot be considered a lateral hire.
B. SECURITY OFFICER : A Lateral shall be defined as any new lateral hi r e who has not
less than twelve (12) consecutive months of full time, compensated years of law
enforcement, corrections or security officer experience, who successfully completed
a probationary period from a recognized law enforcement entity and who has
successfully completed one of the following:
• Basic Law Enforcement Academy Certification training from the Washington
State Criminal Justice Training Center;
• Equivalent State Law Enforcement Training Academy;
• State Recognized Reserve Law Enforcement Academy;
• Another local, State or Federal Law Enforcement Training program recognized by
the WSCJTC; and,
who has not been separated from full time law enforcement, corrections, or security
employment for a period of time greater than twenty~f0ur 1241 months at the time
of application to the Sheriff's Office .
Applicants who otherwise meet the definition of Lateral Hire, but who do not have
training or certification recognized by the Washington State Criminal Justice Training
Commission cannot be considered a lateral hire.
C. LATERAL SALARY: An applicant selected for appointment as a lateral, at the
discretion of the Sheriff, may begin working at Step 2 of the current bargained wage
scale for the specific classification . Those who possess documented unique, specific
or particularly sought after experience and/or training, at the discretion of the
Sheriff, may begin working at Step 3 of the current bargained wage scale for the
specific classification.
Applicants selected for appointment that possess Basic Law Enforcement Training
recognized by the WSCJTC, but who are from another State or Federal Agency, are
required by law to successfully pass the WSCJTC Equivalency Academy prior to being
certified in Washington State. Consequently, any employee hired who is not at the
time of appointment Certified in Washington State, will be hired at the entry level
(Step 1) of the current bargained wage scale for the specific classification. Upon this
employee successfully obtaining the necessary Certification in Washington State,
that employee may request or petition the Sheriff in writing to have their salary step
increased . Any such increase granted shall be at the discretion of the Sheriff.
Officers so requesting may be allowed a salary step increase as outlined in the
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 7
preceding paragraph. Such salary step increases will be effective at the time the
request is authorized by the Sheriff, and shall not be retroactive to the date of hire.
ARTICLE 8 -SENIORITY
8.1 "Seniority," as used in this Agreement, is determined by the length of an employee's
continuous service within the Kittitas County Sheriff's Office since the employee's last date of
hire, including total military time if drafted while employed by the County or any other
authorized leave up to a maximum of one (1) year. Time spent in a volunteer and/or Reserve
capacity is excluded. This applies to Layoff/Recall, Vacation Bidding, and Overtime. For
purposes of Longevity, seniority shall be defined in Article 22. Upon ratification of this
agreement, current active employees with seniority gained from other positions within the
Kittitas County Sheriff's Office will be grandfathered and suffer no reduction in seniority.
8.2 The Employer will provide the Union with copies of the seniority list upon request to the
Human Resource Department. This list may include the following dates: hire date, adjusted
hire date, position date, service date, union date, and compensation status. Should more than
one (1) employee have the same hire date, individuals involved will determine seniority by use
of their Civil Service Examination Ranking.
8.3 An employee shall lose all seniority, forfeit all rights and the Employer shall have no
obligation to rehire said employee under the following conditions:
A. The employee voluntarily leaves the service of the Employer
B. The employee is discharged for just cause
C. The employee is discharged during the probationary period
D. The employee is laid off for a period in excess of twelve (12) consecutive calendar
months
8.4 Seniority will operate on a classification basis. Classifications shall be as follows:
A. Corrections Officer (to include Corporal, Sergeant, and Lieutenant)
B. Control Room Operator
C. Security Officer
D. Transport Officer
E. Office Clerks
F. Receptionist
G. Technologist
8.5 An employee who is promoted to a higher classification, including classifications outside
this contract, shall be considered probationary at that position for a period not to exceed
twelve (12) consecutive calendar months from the date such promotion occurs. If the
promoted employee declines the job or the Employer deems the employee to be unsuited for
the job, within twelve (12) consecutive calendar months, the employee shall revert to his/her
former position without prejudice. Employees who promote outside this contract to
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 8
Unclassified Service shall not lose his/her permanent Civil Service Status. The employee may
request to return to his/her previous position at any time, without prejudice. The move will
occur within thirty (30) calendar days, or as mutually agreed. Likewise, the Sheriff may
determine that the employee shall be returned to their previous highest ranking Civil Service
position at any time, without prejudice.
8.6 If the Sheriff decides to fill a new or vacant position, seniority shall be considered
provided the applicants are otherwise qualified based upon training, experience, performance
and ability as determined by the Sheriff.
In the event a specialty assignment becomes available, the Sheriff will determine appointment
to said assignment. Specialty assignments may be used as a training opportunity. Employees
selected for specialty assignments may request to be removed from the assignment at any
time, or may be rotated out at the discretion of the Sheriff at any time, without prejudice.
ARTICLE 9 -LAYOFF AND RECALL
9.1 In the event of a layoff or reduction in personnel by the Employer, employees will be
laid off by classification in reverse order of their seniority, provided that the remaining
employees can perform the work in a satisfactory manner as determined by the Sheriff. In the
event of a layoff of an employee in the Corrections Sergeant classification, the Sergeant shall be
able to bump the least senior Corrections Officer. In the event of a vacancy in the Sheriff's
Office, an employee who has been laid off will have the first opportunity to fill said vacancy or
vacancies in the order of their seniority, so long as they meet the qualifications of the position.
The last employee laid off will be the first person recalled. Recall rights are valid for the period
twelve (12) months following the layoff or reduction in personnel. Notification of eligibility shall
be by registered or certified mail to the employee's last known address. An employee shall
have fourteen (14) calendar days from the date of mailing to give notice of accepting or
rejecting re-employment, and shall be back on the job within fourteen (14) calendar days of
accepting said offer, not to exceed thirty (30) days total from date of mailing to return to work,
or forfeit all call-back rights under this article. Failure to respond, or rejection of re-
employment, will result in removal from the recall list.
ARTICLE 10 -HOLIDAYS/ANNUAL LEAV E
10.1 All regular employees assigned in Corrections and Control Room Operator positions
shall accrue and be granted the following vacation and/or holiday accumulation hereinafter
referred to as annual leave, according to the following schedule:
Continuous Service Vacation Holiday Total Leave Monthly Accrual
o months through 6 o days 11 days 11 days 7.33 hours
7 months through 1 year 5 days 11 days 16 days 10.66 hours
2 years through 7 years 15 days 11 days 26 days 17.33 hours
8 years through 15 years 19.5 days 11 days 30.5 days 20.33 hours
16 years through 22 years 25.5 days 11 days 36.5 days 24.33 hours
23 years & over 27 days 11 days 38 days 25.33 hours
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 9
10.2 All regular employees assigned in Security, Transport, Clerical, or Technology positions
shall accrue and be granted the following vacation accumulation according to the following
schedule:
Continuous Service
6 months through 1 year
2 years through 7 years
8 years through 15 years
16 years through 22 years
23 years & over
Vacation
5 days
15 days
19.5 days
25.5 days
27 days
Monthly Accrual
3.33
10
13
17
18
10.3 Regular part-time eligible employee's annual leave shall be on a pro-rata basis, based
upon the employee's assigned hours.
10.4 The following holidays are recognized :
New Year's Day
Martin Luther King's Birthday
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day Following Thanksgiving
Christmas Day
Floating Holiday
10.4.1 For all regular employees assigned in Corrections and Control Room Operator
positions, the listed holidays will be included as part of the accrued leave schedule in 10.1.
10.4.2 For all regular employees assigned in Security, Transport, Clerical, or Technology
positions, the listed holidays will be taken separately from the accrued leave schedule in
10.2.
A. Whenever a legal holiday falls on Saturday, the proceeding Friday shall be observed
as the holiday and whenever such holiday falls on Sunday, the following Monday
shall be observed as the holiday.
B. If December 24th falls on a regular working day, the Courthouse shall be closed one-
half (1/2) day commencing at noon. If the Courthouse is closed on December 24 th ,
either because it falls on a weekend or because Christmas falls on a Saturday, then
and in that event, there will be no half (1/2) day closure on any other date.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 10
10.5 Should State law be amended to mandate any additional holidays for employees
covered by this Collective Bargaining Agreement, then Section 10.1 and lOA would be
amended accordingly.
10.6 Accrued annual leave shall be paid to all regular employees who leave the service of the
Employer for any reason, subject to the provisions of Section 10.7 below. If an employee leaves
employment for whatever reason prior to the accrual of any of the holidays referenced in
Section 10.4 above, said employee shall not be paid for said vacation/holiday day and the
appropriate amount shall be deducted from said employee's last paycheck.
10.7 Annual leave may be accumulated up to a total of two hundred forty (240) work hours
(pro-rated for regular part-time employees). Any accrued leave in excess of two hundred forty
(240) work hours will be taken as straight-time pay as of the last pay period in January, except if
said excess accrual is caused by the actions of the employee, in which case there shall be no
compensation for said excess hours. If accrued leave exists in excess of two hundred forty (240)
hours which is taken as straight time pay, the computation for said payment shall be at the pay
rate applicable when the leave was accrued. Any employee who leaves employment will
receive no more than two hundred forty (240) hours annual leave paid at the time of
termination or retirement.
10.8 Vacation Scheduling:
10.8.1 Vacation bidding shall commence by squad October 1 of every calendar year, for
vacation the following calendar year.
10.8.2 Full week vacation bidding shall occur as follows:
For positions defined in Article 7.1: Bidding shall occur by squad based on years of
service with the Sheriff's Office.
For positions defined in Article 7.2: Bidding shall occur by sub-division but will be
granted in order of seniority based on continuous years of service with the
Sheriff's Office.
For all positions, years of service with another agency for a Lateral employee do
not apply. Each employee shall have five (5) days to bid; however, each employee
may only bid a maximum of two (2) weeks until such time the seniority list has
been exhausted, at which time bidding shall commence in order of seniority by
classification a second time, wherein employees shall be allowed to select their
remaining available vacation weeks.
10.8.3 Upon completion of full week bids, the employees will commence bidding in order
of seniority as defined above, less than full weekdays off until the seniority list has been
exhausted.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 11
10.8.4 The Employer will commence arranging priority vacation scheduling by employee
request during the month of January in the order of the employees' seniority. Eligible
employees must schedule at least one (1) block of five (5) consecutive work days, but not
more than three (3) five (5) day blocks per calendar year, no later than January 31st. A
tentative vacation schedule shall be posted no later than February 15th.
10.8.5 Any vacations scheduled during the remainder of the year and requested over five
(5) calendar days but not more than eight (8) weeks in advance of the days off, shall be
scheduled in the order of their request without regard to seniority. The Employer may not
reschedule vacations without five (5) days notice, unless with the consent of the employee,
or due to an emergency.
10.8.6 Pass Bid: Employees may pass bid any and all of their full weeks of vacation;
however, such employees will be subject to Section 10.9.
10.9 All requests for leave will be responded to within a reasonable time and are subject to
approval in writing by the employee's supervisor or his designee. If such a request is denied,
the reasons for such denial shall be set forth in writing. Where the employee does not receive
a response within a reasonable time of the request, the employee should contact the
immediate supervisor or Corrections Commander.
ARTICLE 11 -HOURS OF WORK -OVERTIME
11.1 Corrections and Control Room Operator: The work day shall consist of eight (8), ten
(10), or twelve (12) hours of work, including meal period and rest periods depending on the
shift worked as set forth in Section 11.1.1, Section 11.1.2, and Section 11.1.3. The parties agree
the following classifications are considered "security personnel" as defined by 29 CFR
553.211(f).
• Corrections Lieutenant
• Corrections Sergeant
• Corrections Corpora I
• Corrections Officer
• Control Room Operator
11.1.1 (8 Hour Shift): In cases of a work shift of five (5) eight (8) hour work days, the
work week shall consist of forty (40) hours of work, with two (2) consecutive days off,
except during a normal shift rotation. The Sheriff shall provide a minimum of eight (8)
consecutive hours off between shifts.
11.1.2 (10 Hour Shift ): In cases of a work shift of four (4) ten (10) hour work days, the
work week shall consist of forty (40) hours of work, with three (3) consecutive days off,
except during a normal shift rotation. The Sheriff shall provide a minimum of eight (8)
consecutive hours off between shifts.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 12
11.1.3 (12 Hour Shift): In cases of a twelve (12) hour shift for Corrections Officer and
Control Room Operator, the Employer may alter the work week in accordance with Section
207(k) of the FLSA for security personnel of corrections institutions. Hours worked in excess
of twelve (12) hours (or eight hours as applicable) per shift or 160 hours in a 28 day work
period, shall be compensated at one and one half times the employee's regular straight
time hourly rate. The 28 day work period shall consist of fourteen (14) scheduled work days
and fourteen (14) scheduled days off. Of the fourteen (14) scheduled work days, two (2)
scheduled work days shall consist of eight (8) hours. Hours worked on a regularly scheduled
day off will be paid at one and one half times the employee's regular straight time hourly
rate if such hours exceed 160 actual hours worked in a 28 day period. The Sheriff shall
provide a minimum of eight (8) consecutive hours off between shifts. The working of a
twelve (12) hour work schedule shall not increase the accrual of any category of leave time.
11.1.4 Each work shift shall include a sixty (60) minute meal period as near to the middle
of the shift as possible. Employees may be required to remain at the facility or return in
response to a bona fide emergency during meal periods. The Employer will first make a
reasonable effort to avoid interruption of said meal periods. Should the employee not be
allowed to take a full meal period, one hour of straight-time wages will be paid as a
differential. This is in addition to the paid meal period already granted, and does not count
as additional hours worked for the purpose of calculating overtime. Should the employee
not be allowed to leave the facility, they will be given the opportunity to receive one (1)
meal from the jail menu if possible, in lieu of a meal break. Corrections employees working
a twelve (12) hour shift will be provided two (2) ten (10) minute break periods during the
shift to be taken with supervisor approval and consistent with operational needs. Breaks
may not be combined.
11.1.5 A work period shall consist of four (4) seven (7) day weeks in any twenty-eight (28)
day period, with work days and work weeks as defined in Sections 11.1.1, 11.1.2, and
11.1.3. Work shifts and schedules shall uniformly rotate every two (2) consecutive work
periods or at other intervals as may be mutually agreed to between the Sheriff and the
Union.
11.2 Security, Transport, Clerkal, and Technology employees: The workday/work week for
Security, Transport, Clerical, and Technology employees shall consist of five (5) eight (8) hour
workdays (a 40 hour workweek), with two consecutive days off. Clerical employees shall be
provided a one half (1/2) hour, or one (1) hour unpaid duty free lunch period during the
workday. Clerical employees shall also be provided two (2) fifteen (15) minute break periods
during the workday.
11.2.1 At the discretion of the Sheriff or designee, Clerical employees may be granted a
schedule consisting of four (4) ten (10) hour days. Should a 4/10 work schedule be
implemented, it is agreed that during times of staffing shortage due to scheduled leave or
other absence, the work schedule will revert to five (5) eight (8) hour work days for
coverage.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 13
11.2.2 The Technology employee must be available to work a flexible schedule, including
the ability to respond to 24/7 support requests from Sheriff's Office staff, and will be
subject to the provisions of 11.8 and 11.9 below.
11.3 In the event of a bona fide emergency; or when employees quit; or employees fail to
report for work; or employees are granted time off in writing; the Sheriff may alter work days
and/or work weeks.
11.4 There shall be twelve (12) pay periods for each calendar year .
11.5 The shift schedule shall be determined by the Employer. The Employer shall give at
least seven (7) calendar days' notice, except in a bona fide emergency, prior to changing the
employee's assigned shift. Said notice shall be posted on CAMAS showing the employee's shift,
work days, and hours.
11.6 Employees may change shifts when unforeseen circumstances arise provided they first
request and receive approval from the Sheriff, his designee, or their immediate supervisor.
Such exchange of shifts shall not by itself constitute a basis for entitlement to overtime
compensation.
11.7 In the event of a bona fide emergency, the Sheriff may alter the assigned work shifts by
giving as prompt as possible notification to the affected employees. Said employees shall not
receive overtime for working said rescheduled work shift. The Sheriff shall not reschedule
assigned work shifts for purposes of avoiding payment of overtime.
11.8 Overtime: Where a five (5) day eight (8) hour per day schedule is used, all hours worked
in excess of (8) hours per day shall be compensated for at one and one-half (1-1/2) times the
employee's regular straight-time hourly rate. Where a four (4) day ten (10) hour per day
schedule is used, all hours worked in excess of ten (10) hours per day shall be compensated for
at one and one-half (1-1/2) times the employees regular straight-time hourly rate for the
affected employees. Where a fourteen (14) day, twelve (12) hour shift is used, all hours worked
in excess of twelve (12) hours per day (or in excess of eight (8) hours in the case of the eight
hour work shifts used in the 28-day work period) shall be compensated for at one and one-half
(1 X) times the employee's regular straight time hourly rate. In addition, hours worked as
identified in 11.14 shall be compensated for at time and one-half (1-1/2) the employee's
straight time hourly rate. For purposes of overtime, compensated time such as compensatory
time, sick leave, annual leave, holidays or other paid leave shall be considered time worked.
11.8.1 All overtime shall be paid for in increments of fifteen (is) minutes with the major
portion of fifteen (15) minutes being paid as fifteen (15) minutes. There shall be no
pyramiding of overtime.
11.8.2 Callback : An employee who is required to return to work after having completed
the employee's regular shift, and having left the premises, shall be paid a minimum of four
(4) hours of pay at the applicable rate. Time shall be computed on a portal-to-portal basis.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 14
11.8.3 Callout: An employee who is required to return to work less than two (2) hours
prior to the beginning of a regularly assigned shift shall receive pay for such actual time
which occurs prior to his regular shift.
11.9 Compensatory Time Off: In lieu of payment for overtime, an employee may request the
accrual of compensatory time on the basis of one and one-half (1~) compensatory hours for
each overtime hour. Compensatory time may be carried forward from work period to work
period to a maximum accumulation of sixty (60) hours for employees assigned to the 207(k)
exception workweek basis and forty (40) hours for other employees. If it is necessary for the
Sheriff to deny compensatory time off at the requested time, due to manpower or other
limitations, the employee shall be entitled to payment for the compensatory time. Overtime
hours accrued above the sixty (60) or forty (40) hour maximum will be paid at one and one-half
times the employee's hourly straight-time rate.
11.10 Court Time: Any employee who is required to appear and/or testify in court on their
own time or time other than their regular duty hours shall be paid as set forth in Section 11.1
and 11.9 herein while in or awaiting court with a minimum of two (2) hours show-up pay.
Nothing in this section is construed to mean time spent in personal suits, either civil or criminal,
not a result of circumstances which occurred in the line of duty, nor for court action for which
he is otherwise compensated.
11.11 Travel time to and from any Employer-required authorized and assigned school or
training shall be considered hours worked in accordance with the Fair Labor Standards Act.
11.12 The term "bona fide emergency" includes a life-threatening situation; civil disorder;
natural disaster; sudden unexpected happening; unforeseen occurrence or condition;
complication of circumstances; sudden or unexpected occasion for action; or pressing
necessity.
11.13 Voluntary Overtime: The Sheriff, or designee, will notify eligible employees of
anticipated available overtime. Employees shall provide a written memo of the employee's
interest and preference in overtime assignments. Assignment of such overtime will then be
made by the Sheriff or designee as follows:
For positions defined in Article 7.1: Bidding shall occur based on years of service with
the Sheriff's Office so long as the employee's classification allows them to perform the
duties needed to be filled. Time spent in a volunteer and/or Reserve capacity is
excluded.
For positions defined in Article 7.2: Bidding shall occur by sub-division but will be
granted in order of seniority based on continuous years of service with the Sheriff's
Office.
For all positions, years of service with another agency for a Lateral employee do not apply.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 15
In cases where less than five (5) days notice is available, the Sheriff, or designee, shall log one
(1) phone call to each employee on the list before assigning overtime. Assignment of overtime
shall be made upon the employee's preference and seniority except in cases of emergency or of
less than five (5) days notice. If no employee accepts an assignment of overtime, then the
Sheriff or designee may assign the overtime as a callback.
11.14 Training-: The Employer will make every reasonable effort to afford an employee the
opportunity to attend job related training, provided attendance of training shall not create an
overtime situation, unless approved by the Employer, and shall not reduce staffing levels,
unless approved by the Employer. Mandatory meetings and training outside of the employee's
normal work schedule shall be compensated at time and one-half (lX) the employee's regular
hourly rate of pay.
When an employee of the Sheriff's Office is authorized to attend training, the employee should
recognize the professional benefit both the employee and the County will receive. The
employee should also be cognizant of the expense the County will incur to provide training. To
that end, the employee may be required to agree to remain employed with the County after
the training for four (4) months for every $1,000 expended on such training (cost of
registration, travel, etc.). Employees who voluntarily leave employment prior to meeting this
expectation will be required to repay the training expense to the County on a pro-rated basis.
Prior to sending an employee to training which will obligate the employee under this policy, the
Department Head/Elected Official will have the employee sign a "Training Reimbursement
Agreement". The original of this agreement will be maintained in the employee's personnel file.
11.15: Any employee designated as a Field Training Officer, as assigned by the Sheriff, shall
receive a premium of $1.00 per hour above their base hourly pay while actively involved in FTO
activity.
ARTICLE 12 -BEREAVEMENT LEAVE
12.1 An employee shall be allowed up to three (3) working days with full pay in the event of
the death of an immediate family member. With approval of the Sheriff or designee, leave may
be increased by two (2) days, to a maximum of five (5) working days of absence with full pay in
the event the death/funeral occurs out of state, subject to the approval of the Sheriff.
Immediate family shall be defined as persons related by blood or marriage, guardianship, or
legal adoption to the extent of: spouse, child, parent, brother, sister, grandparent or grandchild,
or a more distant relative if living in the same household.
ARTICLE 13 -SICK LEAVE
13.1 Sick Leave Accrual: Employees shall be awarded one (1) day sick leave for each month
of employment, and may accumulate up to one hundred thirty-two (132) days of sick leave.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 16
13.2 Less than full-time eligible employees shall accumulate sick leave on a pro-rata basis not
to exceed twelve (12) working days per year, based upon the employee's assigned hours.
13.3 A deduction of one (1) working day of accrued sick leave shall be made for each full
day's absence due to illness, injury, medical treatment, or to care for a member of the
employee's immediate family. Immediate family shall be defined as persons related by blood
or marriage, guardianship, or legal adoption to the extent of: spouse, child, parent, brother,
sister, grandparent or grandchild, a more distant relative if living in the same household, or as
defined by statute. Should an eligible employee use less than one (1) full working day of sick
leave, such sick leave will be deducted on an hour-for-hour basis in one quarter (1/4) hour
increments.
13.4 Whenever an employee is off on vacation or annual leave and becomes sick or disabled
so as to prevent their employment if required to work, the employee may charge such absence
to the employee's accumulated sick leave account by satisfactory notice at the time of sickness
or disability to the Employer. The scheduled time off shall be deferred to a later date.
13.5 If an employee is absent from work three (3) days or more, the Sheriff may require a
doctor's certificate upon said employee's return to work.
13.6 Any employee found to have abused the provisions of sick leave privilege by falsification
or misrepresentation may be subject to disciplinary action.
13.7 Sick leave Buy-out: Upon a break in seniority, employees hired prior to August 1, 1985
shall receive in cash, twenty-five percent (25%) of the employee's accumulated sick leave .
Employees hired after August 1, 1985, shall not be entitled to any compensation for
accumulated sick leave.
13.8 Insurance Continuation By Employee: An employee who enters non-FMLA leave
without pay status will have their insurance contribution pro-rated to the percentage of
compensable hours. If the non-FMLA leave without pay is for an extended period of time, the
coverage may be terminated and the employee will be offered COBRA.
13.9 Leave Sharing: Employees may exercise leave sharing rights in accordance with Kittitas
County's) Shared Leave Policy.
13.10 Family Medical leave Act (FMLA), and other federaJ and state mandated family leave :
Under the terms of The Family and Medical Leave Act, employees may request leave under the
following conditions:
1. For the birth of a son or daughter, and to care for the newborn child
2. For placement with the employee a son or daughter for adoption or foster care
3. To care for the employee's spouse, son, daughter or parent with a serious health
condition
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 17
4. Because of a serious health condition that makes the employee unable to perform
the function of the employee's job
13.10.1 Consistent with FMLA and adopted regulations, employees are entitled to request
leave without pay for up to twelve (12) weeks within a twelve (12) month period. The
twelve (12) month period is a rolling 12-month period measured backward from the date
taken and continuous with each additional leave day taken.
13.10.2 This policy shall be consistent with the FMLA and adopted regulations, and is not
intended to expand upon the rights set forth in said Act or regulations .
The Employer will require employees to first use and exhaust all paid leave available to the
employee as part of any family medical leave.
The employee is required to request, in writing family medical leave on forms provided by the
County, which includes a physician's verification.
The County will continue to pay Health & Welfare plans and life insurance consistent with
Article 25 of this Agreement during qualified family medical leave.
13.11 The employer agrees to follow all other federal and state mandated family leave, such
as the Family Leave Act and Family Care Act.
ARTICLE 14 -MILITARY LEAVE
14.1 Every employee covered by this agreement who is a member of the Washington
National Guard or of the Army, Navy, Air Force, Coast Guard, or Marine Corps Reserve of the
United States, or of any organized reserve or armed forces of the United States shall be entitled
to, and shall be granted, military leave of absence from employment for a period not exceeding
twenty-one (21) days during each year beginning October 1st and ending the following
September 30 th
. Such leave shall be granted in order that the person may report for active
duty, when called, or take part in active training duty in such manner and at such time as he or
she may be ordered to active duty or active training duty. Such military leave of absence shall
be in addition to any vacation or sick leave to which the employee might otherwise be entitled,
and shall not involve any loss of efficiency rating, privileges, or pay. During the period of
military leave, the employee shall receive from the Employer the employee's regular rate of pay
for their permanent classification. When orders are issued, a copy will be provided to the
supervisor prior to leave being taken.
ARTICLE 15 -COMPENSATION FOR WITNESS OR JURY DUTY
15.1 An employee shall continue to receive the employee's regular salary for periods of
required service as a juror or witness for a work-related case. An employee shall not receive
any salary for periods of service as a witness in a civil case or a criminal case in which they are a
defendant. The Employer shall pay the difference between the scheduled fees and the
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 18
employee's hourly wage. The employee shall not be required on the employee's own time to
apply for such fees. Employees will be expected to report for work when less than a normal
work day is required by such duties. The Sheriff will endeavor to schedule an employee's shift
during the day if said employee is selected as a juror and if such accommodation is possible and
does not jeopardize service or coverage.
ARTICLE 16 -LEAVE OF ABSENCE
16.1 A leave of absence is an approved absence from employment without pay and without
loss of seniority. The Employer may grant a leave of absence for a period of up to six (6)
calendar months. This period may be extended by mutual agreement between the Employer
and the Union. Such leaves shall be in writing with a copy to the Union. The request must be in
writing and must be submitted sixty (60) calendar days prior to effective date. During the time
that an employee is on a leave of absence without pay, said employee shall not accrue sick
leave, annual leave and other benefits provided to employees who are regularly working.
16.2 Subject to the terms, conditions, and limitations of the applicable plans, health
insurance premiums will not be paid by Kittitas County during the course of an unpaid leave of
absence, except as require by the Family Medical Leave Act. Premium benefits paid by Kittitas
County will be prorated to the percentage of hours actually worked. The employee will be
responsible for the difference between the county-paid prorated cost and the full premium
amount for partial months compensated. For months where no compensation is due, the
employee will be offered continuation of coverage through COBRA at 102% the current plan
rate(s). Following return to work, benefits will again be provided by Kittitas County according
to the applicable plan rules.
ARTICLE 17 -DISCIPLINE AND DISCIPLINARY PROCEDURES
17.1 The Sheriff or designee may discipline an employee only for just cause inclusive of such
events as may be deemed to be just cause as set forth in the Rules and Regulations of the
Kittitas County Civil Service Commission but not necessarily limited thereto. Discipline shall be
carried out in a manner which is least likely to embarrass the employee before other employees
or the public.
17.2 Disciplinary action or measures shall include only the following:
A. Written reprimand
B. Suspension without pay
C. Demotion
D. Discharge
17.3 The parties agree that progressive and escalating levels of discipline are preferable to
allow an employee proper notice of misconduct and the opportunity to improve performance
and to allow the Employer to document prior disciplinary matters. The level or degree of
discipline imposed shall be appropriately based on an employee's prior record of service, length
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 19
of service, severity of offense and prior record of discipline inclusive of supervisory notes
referencing oral warnings relating to misconduct; the order in which these criteria appear is not
indicative of their priority. An employee may be suspended without pay when said employee
has first received one (1) written reprimand relating to said employee's previous work or
conduct. An employee may be discharged when said employee has first received a suspension
relating to said employee's previous work or conduct. All previous disciplinary actions in an
employee's file may be evaluated and considered in a disciplinary action. The following
illustrates the disciplinary actions and options available to the Sheriff under this concept :
A. First offense -written reprimand
B. Second offense -written reprimand, suspension without pay
C. Third offense -written reprimand, suspension without pay, demotion, discharge.
17.4 Notwithstanding subsection 17.3 above, the Sheriff may immediately suspend without
payor discharge an employee for a serious event which constitutes just cause for discipline
inclusive of such events as are deemed to be just cause by the Kittitas County Civil Service
Commission as set forth in the Commission's Rules and Regulations or as amended.
17.5 Complaints which could result in discipline shall be brought to the attention of the
employee within fifteen (15) calendar days after the supervisor learns of the complaint. The
Sheriff shall have thirty (30) days following notice to the employee to make a decision regarding
the discipline. This time limit may be extended due to unexpected caseload, vacation conflicts,
emergency or other necessary reason. Notice to the Union setting forth the reasons for
extension shall be provided by the Sheriff. In cases involving internal investigations or criminal
conduct where disclosure could affect the investigation, the timelines set forth above shall not
apply.
17.6 Any employee who is under investigation for disciplinary action which may result in a
permanent notation in their personnel file or which may result in suspension without pay,
demotion or discharge, shall, before being required to respond or answer questions pertaining
thereto, be informed of the existence and nature of the investigation.
17.7 The provisions of this Article shall not apply to newly hired employees serving a
probationary period. Probationary employees shall work under the provisions of this
Agreement, but shall be only on a trial basis, during which period they may be discharged
without recourse. Probationary employees shall have access to the grievance procedure for
any non-disciplinary matters.
17.8 Any disciplinary action, as defined in 17.3, issued by a supervisor other than the Sheriff
shall not be final unless affirmed in writing by the Sheriff. Notations or copies of any such
disciplinary action shall be sent to the Union at the time it is given to the employee.
17.9 Unless circumstances exist which warrant immediate suspension or discharge, the
employee shall, before the disciplinary action is finalized, have the opportunity to discuss the
matter with the Sheriff or designee, and be informed of the nature of the charges, and the facts
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 20
supporting them. The employee shall be given an opportunity to respond to the charges,
including a reasonable time (not to exceed ten (10) calendar days) to consult a Union
representative.
17.10 An employee shall have the right to have a disciplinary action against them reviewed for
just cause and severity of discipline through either of the following procedures. At the
employee's option, an appeal can be made through the grievance procedure as outlined in
Article 18, or through the Kittitas County Civil Service Commission. The employee's decision of
appeals procedure shall be final and binding on all parties. The employee must exercise their
option within ten (10) calendar days of the disciplinary action otherwise the appeal shall be null
and void and the disciplinary action shall remain as taken. The employee must choose one
procedure or the other; said employee cannot exercise an appeal under both procedures.
17.11 Should any employee opt to file a written demand for an investigatory hearing regarding
the disciplinary action through the Kittitas County Civil Service Commission, the matter shall be
handled in accordance with applicable procedures as contained in the Rules and Regulations of
the Kittitas County Civil Service Commission.
17.12 Should any employee opt to grieve a disciplinary action through the provisions of the
grievance procedure, the matter shall be handled in accordance with Article 18.
ARTLCLE 18 -GRLEVANCE PROCEDURE
18.1 The parties hereto recognize the need for fairness and justice in the adjudication of
employee grievances and enter into this Agreement in a cooperative spirit to address such
actions promptly and fairly. If, however, a grievance cannot be resolved through informal
means, the grievance will be settled as hereinafter provided.
18.2 A grievance is defined as a dispute involving the interpretation, application or alleged
violation of any provision of this Agreement between the Employer and the Union.
18.3 Any party who believes that they have a grievance arising out of the terms of this
Agreement may personally, or through a representative, apply for relief under the provisions of
this Article.
18.4 The parties agree that the time limitations provided are essential to the prompt and
orderly resolution of any grievance, and that each will abide by the time limitations, unless
waived or extended by mutual agreement of the parties to the grievance.
18.5 For non-disciplinary actions, if any party fails to file a grievance within thirty (30)
calendar days of its occurrence, then said grievance shall be forever waived and shall be null
and void. If a matter involves disciplinary action, then either party must file either a written
demand for an investigatory hearing before the Civil Service Commission, or initiate a grievance
within ten (10) calendar days from the date of such diSciplinary action, otherwise said appeal or
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 21
grievance is forever waived and shall be null and void. Failure to pursue a grievance to the next
step renders the last determination and response final and conclusive.
18.6 The aggrieved party shall first discuss the matter with the other party to provide an
opportunity for clarification and/or appropriate adjustment, consistent with the terms of this
Agreement. Should the matter not be resolved informally, the moving party may elect to take
the matter to formal grievance. A grievance may be verbally presented by the aggrieved
employee to the employee's immediate supervisor. The employee shall have the option of
being accompanied by the Union representative or a representative of their own choosing, if
the employee feels that it is necessary. The immediate supervisor shall respond within three
(3) working days of receipt of the verbal grievance. If the matter is not satisfactorily resolved,
then the grievant may initiate a formal grievance in accordance with the provisions herein. The
following procedure shall be initiated within ten (10) calendar days of the date of disciplinary
action or within thirty (30) calendar days from the date of another type of occurrence.
18.7 Should the Union or the Employer have a concern which could result in a grievance,
either party may choose to bring up the matter within thirty (30) calendar days of the concern
giving rise to the potential grievance, or said grievance shall be forever waived and null and
void.
18.8 The formal grievance procedure shall be as follows:
Step 1:
A. If the grievance involves occurrences other than disciplinary actions, the
grievance shall be presented in written form to the employee's division head
within thirty (30) calendar days from its occurrence. The division head shall
respond in writing within twenty (20) calendar days after receiving said
grievance.
B. In the event the matter relates to disciplinary action, then the grievance shall
be presented in written form to the employee's division head within ten (10)
calendar days from the disciplinary action. Since disciplinary action is not
final unless approved by the Sheriff, the grievance may be presented in
written form within ten (10) calendar days from the date of the occurrence
directly to Step 2 of the grievance procedure.
Step 2: If the grievance is not resolved to the satisfaction of the concerned parties at Step 1,
then within ten (10) calendar days of the response in Step 1 above, the grievance in written
form, shall be presented to the Sheriff. The Sheriff shall respond in writing to the aggrieved
employee within ten (10) calendar days after receipt of the grievance.
Step 3:
A. Final and Binding Arbitration :
If the grievance has not been resolved at Step 2, either party to this
Agreement may refer unsettled grievances to final and binding arbitration.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 22
B. Notice -Time Limit:
The referring party shall notify the other party in writing by certified mail of
submission to arbitration within ten (10) calendar days after receipt of the
Step 2 response.
C. Arbitrator -Selection:
After timely notice, the parties shall select an arbitrator in the following
manner:
In the event neither party agrees on a neutral arbitrator, then either party
may request that the Public Employment Relations commission (PERC)
submit a list of nine (9) names. If the parties cannot mutually agree on an
arbitrator from the list of nine (9), then the parties shall meet and flip a coin.
The winning party shall strike one (1) name from the list and communicate
that choice to the other party. The losing party will strike one (1) name from
said list, and so on. The remaining name shall be the arbitrator.
D. Decision -Time Limit:
The arbitrator will meet and hear the matter at the earliest possible date
after the selection of the arbitrator. After completion of the hearing, a
decision shall be entered within thirty (30) calendar days or as soon as
possible thereafter, unless an extension of time is agreed upon as provided
for herein.
E. Limitations -Scope -Power of the Arbitrator:
i. The arbitrator will not have the authority to add to, subtract from, alter,
change or modify the provisions of this Agreement.
ii. The arbitrator shall have the power to interpret and apply the terms of
the Agreement and/or determine whether there has been a violation of
the terms of this Agreement.
iii. The arbitrator shall consider and decide only the question or issue raised
at Step 1 and/or Step 2.
iv. In conducting a hearing, the arbitrator shall keep a verbatim record of
testimony either by tape recording or court reporter. The party or parties
requesting or using transcription of the official records shall share equally
in the cost of such services. The arbitrator shall also have the authority
to receive evidence and question witnesses.
v . Decisions regarding changes in past practices (Section 4.3) shall be
advisory only.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 23
F. Arbitration Award -Damages -Expenses:
i. The arbitrator shall not have the authority to award punitive damages.
ii. Each party hereto shall pay the expenses of their own representatives,
attorneys, witnesses and other costs associated with the presentation of
their case and the expenses, as well as one-half (1/2) the expenses of the
arbitrator.
ARTICLE 19 -CLOTHING AND CLEANING ALLOWANCE
19.1 Each Corrections Officer shall have a minimum of three (3) complete utility uniforms,
one (1) class A uniform, and one (1) coat as required by the Sheriff. Such uniforms will be
purchased by the Employer. Each Security Officer shall have a minimum of three (3) complete
utility uniforms and one (1) coat.
19.2 Probationary Corrections and Security Officers will be given a complement of two (2)
complete uniforms that the Sheriff or his designee determines is necessary to perform their
duties and responsibilities until such time as the Sheriff or his designee believe it necessary to
issue the full complement to said employees.
19.3 The County shall have the duty to supply clothing and equipment of the nearest
standard size to an employee's measurements, including vendor supplied alteration, provided
however, custom tailoring will be the responsibility of the employee.
19.4 The County agrees to repair or replace defective and/or unserviceable clothing or
equipment, as determined and authorized by the Sheriff.
19.5 The Sheriff shall have the authority to prescribe the uniform. However, in the event of
any change, the total cost of the sets of new equipment or clothing required, including the cost
of alterations and tax will be paid for by the Employer.
19.6 Uniformed employees of the Sheriff's Office will be allowed up to four (4) uniform
cleanings per month to be paid for by the County. Employees are required to sign at the
cleaner for uniform cleaning. Extra uniform cleanings may be provided by the County in
unusual circumstances at the discretion of the Sheriff. Uniforms are to be kept clean and in
presentable condition in accordance with the Sheriff's determinations.
19.7 The employees of the Sheriff's Office will be provided one (1) pair of footwear as part of
the uniform. Employees may select their own footwear; however, the value may not exceed
$300, and the footwear will not be eligible for replacement for at least two (2) years from the
date of purchase. The Sheriff will determine whether an employee's footwear requires
replacement or repair. If deemed necessary, the County shall pay for repair; if repair is not an
option, replacement must be approved by the Sheriff, and shall not exceed $300. Employees
who prefer to purchase more expensive footwear may request reimbursement up to $300 in
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 24
writing and must provide a copy of the sales receipt. Replacement shall not occur more
frequently than every two (2) years.
19.8 A uniform is assigned to control room, clerical, transport, and technology employees at
the discretion of the Sheriff. Such uniforms will be purchased by the Employer.
ARTICLE 20 -WAIVER OF PORTION OF AGREEMENT
20.1 The expressed provisions of this Agreement may not be waived except by mutual
agreement of the Union and the County, and in any individual case, the affected employee.
Neither the County nor the Union will ask for, or accept, a voluntary waiver by an employee
without prior consent of the other party.
ARTICLE 21 -SAVINGS CLAUSE
21.1 Should any section or portion thereof of this Agreement be held unlawful and
unenforceable by any court of competent jurisdiction, such decision of the court shall apply
only to the specific section or portion thereof, directly specified in the decision. Upon the
issuance of such a decision, the parties agree immediately to negotiate a substitute, if possible,
for the invalidated section or portion thereof.
ARTICLE 22 -LONGEVITY & EDUCATION PAY
22.1 The Employer will compensate employees who qualify for longevity pay in conformity
with the schedule set forth below. For entry level hires, longevity is based on continuous years
of service with the Kittitas County Sheriff's Office, regardless of division or classification; for
employees hired as a lateral transfer, longevity will recognize time in service with the agency
they lateral from, based either on date of hire with that agency, or date of cnc certification,
whichever is later.
longevity
Upon Completion
5 years with KCSO
10 years with KCSO
15 years with KCSO
20 years with KCSO
Amount per Month
Above Base Pay
$35.00
$100.00
$125.00
$150.00
22.2 Education pay is available for employees with a degree in a field that directly relates to
their primary responsibilities within the Sheriff's Office (see chart below). If an employee
qualifies, he or she must request education pay through the Sheriff in writing, and provide a
copy of their degree certificate. Education pay will not be granted automatically or
retroactively.
Degree
level
Associates
Bachelors
Masters
Kittitas County Corrections Contract -01/01/16 -12/31/18
Amount per Month
Above Base Pay
$50.00
$75.00
$100.00
Page 25
ARTICLE 23 -STRIKES AND LOCKOUTS
23.1 Strikes, slowdowns, work stoppages, or any other interference with the work by the
employees are prohibited.
23.2 The Employer may discharge and/or discipline any employee who violates Section 23.1.
No employee shall be entitled to any pay and/or benefits for the period in which he/she
engaged in any strikes, slowdowns, work stoppages or other interference with work.
23.3 Nothing contained herein shall preclude the Employer from obtaining judicial restraint
and damages in the event of a violation of this Article.
23.4 No lockout of employees shall be instituted by the Employer .
ARTICLE 24 -MEDICAL, DENTAL, VISION, AND LIFE BENEFITS
24.1 The Employer participates in an insurance trust with the Washington Counties Insurance
Fund, which provides a choice of major medical, dental, vision, and basic life insurance plans for
employees of the County.
24.1.1 Effective January 1, 2016, the Employer agrees to contribute $700.00 per
employee per month for benefit premiums and contributions to be used to purchase
employee healthcare coverage (medical, dental, vision, and basic life) through the
Washington Counties Insurance Fund. Any monies not required for employee
healthcare coverage may be designated by the employee to purchase dependent
healthcare coverage (medical, dental, vision, and basic life) through the Washington
Counties Insurance Fund.
24.1.2 Effective January 1, 2017, the Employer agrees to contribute the set dollar
amount determined to be the baseline for the 2017 budget by the Board of County
Commissioners. It is agreed that this amount will be eqUivalent to the amount granted
to non-bargained employees including elected officials, and not lower than 700.00.
24.1.3 Effective January 1, 2018, the Employer agrees to contribute the set dollar
amount determined to be the baseline for the 2018 budget by the Board of County
Commissioners. It is agreed that this amount will be equivalent to the amount granted
to non-bargained employees including elected officials, and not lower than $700.00.
24.2 Purchase of employee healthcare coverage is mandatory in all areas offered through the
Washington Counties Insurance Fund (medical, vision, dental, and basic life). Purchase of
dependent healthcare coverage is optional.
24.3 The County contribution may be directed into any cafeteria qualified plan adopted by
the County during the length of the contract. Effective the first payroll cycle following
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 26
ratification, any monies remaining after being applied to mandatory employee coverage and
optional dependent coverage shall be contributed to an HRA VEBA program. All dependent
healthcare premium must be paid prior to contributing to VEBA.
A Health Reimbursement Arrangement (HRA) is one type of Voluntary Employees' Beneficiary
Association (VEBA) plan allowed under the Internal Revenue Code. HRA VEBA is a pre-
retirement and post-retirement health reimbursement account. Participants may submit
claims for health-related expenses and premiums that qualify under IRS regulations.
24.4 Articles 24.1 through 24.3 are contingent upon the continued selection and/or
availability of the specific coverage programs through the Washington Counties Insurance Fund.
Should the County choose to implement different healthcare options, the provisions of 24.1 -
24.3 shall be replaced with the plan(s) and/or contribution(s) in place for the non-represented
employees of Kittitas County.
24.5 The parties mutually agree that the Union may vote to move to Teamsters medical
(Plan C), Dental, Vision, and Life (composite coverage); however, they must notify the County
HR Director of their final decision in writing no later than November 1 for the change to occur
the following year. In that event, the employer contribution shall continue to be equal to the
amount granted to non-bargained employees during each annual budget cycle. It should be
noted that Teamsters medical operates with a lag month, which would cause a gap in coverage
by one month, or a double deduction to ensure a gap does not occur. Mid-year changes will not
be allowed.
ARTICLE 25 -SALARIES CLASSIFICATIONS-
WAGE RATES -OTHER PROVISIONS
25.1 Effective January 1, 2016, new wages scales will be implemented which reflect variation
in percentage by classification (see Appendix "An).
25.2 Effective January 1, 2017, all wages will be increased by 2%.
25.3 Effective January 1, 2018, all wages will be increased by 2%.
Salary classifications and wage rates are contained in Appendix "A" attached hereto and
incorporated by this reference.
25.4 Fitness Incentive: Fitness incentive pay of $100.00 per month will be available to those
individuals who meet cnc standards for Corrections Officer each year during this contract
period. For testing purposes, January 2010 cnc standards will be used and a score of 130 or
better must be obtained to qualify for the incentive pay. Testing will occur every six (6) months
(April and October) with pay to begin or end May 1 and November 1. Fitness Incentive applies
to Corrections Officer/CorporaIjSergeant/Lieutenant and Security/Transport Officers. All
participating employees must make themselves available on the scheduled test dates. Officers
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 27
shall be on "in-service" status during the examination/testing process, but shall receive no
overtime or extra compensation for the time spent testing.
Waiver : An eligible employee suffering a work related injury/impairment shall continue to
receive incentive pay during the medically restricted period; said pay will continue upon
returning to work, not to exceed four months after full medical release, or by mutual
agreement. To be eligible, the employee must have been receiving incentive pay at the time of
injury/impairment.
25.5 Referral Bonus:
Employees covered by this Agreement may be eligible for a one-time payment of two-hundred
and fifty dollars ($250) if they refer someone who becomes a new or lateral Corrections Officer.
The recruit must pass all requirements of the hiring process and complete three (3) months of
employment before the bonus will be payable.
ARTIClE 26 -PAY ARRANGEMENTS
26.1 All employees shall be paid monthly, the last working day of the month, and there shall
be no deductions other than required by law or authorization in writing by the employee. The
requirement to pay the last working day of the month is conditioned on there being no
mechanical or procedural problems.
26.2 The Employer shall furnish each employee with an itemized statement of earnings and
deductions, specifying hours paid and other compensation payable to the employee as well as
any and all deductions from the employee's gross wages for the pay period.
26.3 Upon discharge or quitting, the Employer shall pay monies due the employee less
appropriate deductions in accordance with the terms and conditions of this Collective
Bargaining Agreement on the pay period following such quitting or discharge.
ARTICLE 27 -RETIREMENT CONTRIBUTION &
INDUSTRIAL ACCIDENT INSURANCE
27.1 The Employer shall pay into the appropriate employees' retirement program and
Industrial Insurance program as required at the prescribed rate, by law.
ARTICLE 28 -LIABILITY INSURANCE
28.1 The Employer agrees to either provide insurance coverage on behalf of the employees
or provide liability defense for employees or a combination thereof in order to reasonably
protect and indemnify employees from liability to third parties resulting from employees
negligently performing duties within the scope of their employment.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 28
ARTICLE 29 -UNION ACTIVITY
29.1 Union Investigative and Visitation Privileges: The business representative of the Union,
with the permission of the Sheriff or designee, may visit the work location of employees at any
reasonable time and location for the purpose of investigating grievances. Such representative
shall limit the employee's activities during such investigations to matters relating to this
Agreement; provided, however, the employee shall not interfere with the operation of normal
routine of any division of the Sheriff's Office. The Union shall not distract an employee while on
duty.
29.2 Bulletin Board: The Union shall be entitled to maintain one (1) bulletin board in a
conspicuous place within the Sheriff's office in Ellensburg, provided, however, materials to be
placed on said bulletin board shall be restricted to notices and provisions related to this
Collective Bargaining Agreement.
29.3 Negotiations: The Union will notify the Sheriff in writing of the members of the
negotiating committee. Said members shall be allowed time off without pay to attend
negotiation meetings, at the discretion of the Sheriff. To qualify, the employee must:
A. Notify the Employer at least forty-eight (48) hours prior to the time off;
B. The Employer must be able to properly man the employee's job duties during the
time off; and,
C. The wage cost to the Employer is no greater than the cost that would have been
incurred had the Union official not taken time off.
29.4 The Sheriff may allow time off with pay to attend the State Pension System meetings
and Washington State Law Enforcement Association annual meetings or other similar
associations, not to exceed three (3) working days for a single function.
29.4.1 Allowable aggregate of such paid time off for all individuals shall not exceed five
(5) working days in one (1) calendar year.
29.4.2 Attendance by individual officers at these or similar functions at the express
request of the Sheriff shall not be counted toward the allowable five (5) days, but shall be
considered as paid as regular working days.
ARTICLE 30 -MISCELLANEOUS PRO\llSIONS
30.1 Medical Exams: Any physical and/or mental examination(s), or inoculations, which are
required by the Employer, except for physicals required for purposes of entrance and
applications, State Disability requirements, Civil Service Commission requirements and
Retirement System requirements, shall be taken on Employer time and shall be paid by the
Employer. If the Employer requires a physical and/or mental examination, the employee shall
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 29
undergo the physical or mental examination by a physician or institution specified by the
Employer.
ARUClE 31· PERSONNEL FILES
31.1 Employees shall have the right to review material in their personnel files maintained in
the Sheriff's Office during regular business hours. These files contain records related to
employment and performance with the Sheriff's Office, and may include copies of documents
related to pay and benefits. The employee may have a representative of the Union accompany
the employee if so desired. Upon request, copies of documents in the personnel file shall be
provided to the employee in person.
31.2 The personnel file maintained by the Sheriff's Office shall contain evaluation reports
that have been completed by Management personnel.
31.3 Materials judged by the employee to be negative and/or derogatory may be answered
by the employee in writing. Such written response shall be attached to the material in question
and become a part of the personnel file. Said written response shall not change, alter, affect or
modify the validity of materials placed in an employee's personnel file by administrative
personnel.
31.4 Personnel files are the property of the Employer. The Employer agrees that the
contents of the personnel files, including personal photographs, shall be confidential and shall
restrict the use of information in the files to internal use by the Sheriff's Office, or such other
agency vested with statutory authority to view or investigate said materials.
31.5 After three (3) years, an employee may request derogatory material other than periodic
evaluations be expunged from the employee's file. The Sheriff shall determine whether or not
expunging of materials is appropriate. In no event shall derogatory material stay in the
personnel file longer than five (5) years from the date of the occurrence.
31.6 When an employee reviews their personnel file maintained by the Sheriff's Office, the
employee shall sign and date the review and said signature shall signify acknowledgment of
having read materials in the personnel file.
31.7 Additional employee files are maintained in HR and Payroll, which are primarily related to
compensation, benefits, and leave. Employees shall have the right to review material in these
files during regular business hours by scheduling time with the appropriate office. Removal of
items from these folders may be requested by the employee but the final determination will be
at the discretion of the applicable custodian.
ARTICLE 32 • NEGOTIATIONS AND TERM OF AGREEMENT
32.1 This Agreement shall be in full force and effect from January 1, 2016 except as
otherwise provided, and shall remain in full force and effect through December 31, 2018.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 30
Either party may, upon ninety (90) calendar days notice prior to the date of expiration, give
notice to terminate or amend to the other party. In the event only notice to amend is given,
the Agreement shall remain in effect while the parties negotiate a successor agreement.
32.2 Negotiations for revisions to the subsequent collective bargaining agreement will take
place in accordance with the following suggested schedule; provided, however, said schedule
may be revised by mutual agreement of the parties:
A. Steward Elections shall be held at the midpoint between the ratification of one
contract and the opening of another.
B. The Union and the Employer agree to meet for preliminary discussions regarding
bargaining during the month of August; and,
C. The parties shall establish collective bargaining sessions to commence thereafter on
a mutually acceptable basis; and,
D. If the parties are unable to reach a mutually acceptable collective bargaining
agreement through normal bargaining sessions, then and in that event, either party
may proceed to mediation in accordance with the statutory provi sions.
WITNESS WHEREOF, this Agreement was signed this Z!Z!!: day of September, 2016.
BOARD OF KITTITAS COUNTY COMMISSIONERS
r BY:~~~' _<---=' ~=-' _" _=---f _-__
~ch ~irman
By:_~~~~~~ ____ ----__ ~ -=---Vice-Chairman
BY:_~~~co~-; ~q-, -
By: --------1"",.c.~. s:::~. J -==----Sherif'~
GENERAL TEAMSTERS LOCAL NO. 760
BY ~~
Secreta -T reasurer [0 Is 11)-
Page 31
APPENDIX 11 A"
Current 01/01/16 01/01/17 01/01/18
(NEW SCALE) (2.0%) (2.0%)
Receptionist
Starting 2312 2381 2429 2478
After 1 Year 2374 2500 2550 2601
After 2 Years 2433 2625 2678 2732
After 3 Years 2491 2756 2811 2867
After 4 Years 2554 2894 2952 3011
Law Enforcement Clerk
Starting 2811 2895 2953 3012
After 1 Year 2923 3040 3101 3163
After 2 Years 3035 3192 3256 3321
After 3 Years 3267 3352 3419 3487
After 4 Years 3457 3520 3590 3662
Control Room Operator
Starting 2899 2986 3046 3107
After 1 Year 3008 3135 3198 3262
After 2 Years 3120 3292 3358 3425
After 3 Years 3341 3457 3526 3597
After 4 Years 3524 3630 3703 3777
Fiscal Clerk
Starting 2896 2983 3043 3104
After 1 Year 3012 3132 3195 3259
After 2 Years 3127 3289 3355 3422
After 3 Years 3368 3453 3522 3592
After 4 Years 3564 3626 3699 3773
Technologist
Starting 4369 4500 4590 4682
After 1 Year 4602 4725 4820 4916
After 2 Years 4850 4961 5060 5161
After 3 Years 5110 5209 5313 5419
After 4 Years 5383 5469 5578 5690
Security or Transport Officer
Starting 3448 3617 3689 3763
After 1 Year 3579 3798 3874 3951
After 2 Years 3723 3988 4068 4149
After 3 Years 3996 4187 4271 4356
After 4 Years 4221 4396 4484 4574
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 32
Correction Officer
Starting
After 1 Year
After 2 Years
After 3 Years
After 4 Years
Correction Corporal
Starting
After 1 Year
Correction Sergeant
Starting
After 1 Year
Correction Lieutenant
Starting
After 1 Year
3201
3321
3455
3709
3918
4117
4202
4316
4623
4747
3617
3798
3988
4187
4396
4616
4708
4944
5043
5295
5401
3689
3874
4068
4271
4484
4708
4802
5043
5144
5401
5509
3763
3951
4149
4356
4574
4802
4898
5144
5247
5509
5619
Progression through the above salary schedule shall be based upon service time in the position
within the department. For each twelve (12) months of service the employee will advance one
step. For the purpose of step increases, the anniversary date shall be the date the employee
started their current position (the "position date"). For anniversary dates occurring between
the 1st and 15 th day of the month, any step increase will be effective on the first day of that
month; for anniversary dates occurring between the 16th and final day of the month, any step
increase will be effective on the first day of the next month.
Retroactive payment of wages will be limited to those members of the bargaining unit
employed by the County as of the date of signing this agreement.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 33
KITTITAS COUNTY SHERIFF'S OFFICE
PERSONAL PHYSICAL FITNESS STANDARDS AND TESTING
A. PURPOSE
The purpose ofthe personal physical fitness standards and testing program is to promote physical
fitness of Corrections and Security Officers within the Kittitas County Sheriff's Office, and to specify
the scheduling, conduct and administration of semi-annual physical fitness tests.
B. PARTICIPATION
Enrollment and participation in the physical fitness testing program shall be optional at the election
of the employee. Current bargaining unit employees who elect not to enroll and participate in the
program shall not be eligible for the monetary incentive described below.
Current employees may elect at any time to enroll, participate and test under the Program. Upon
passing the applicable testing standards the employee shall receive the monetary fitness incentive
described below.
The Employer will not discriminate against any employee for exercising any option to enroll and
participate, or not to enroll or participate, in the program.
C. PHYSICAL FITNESS ABILITY TEST DESCRIPTION
The physical fitness ability test shall be comprised of the same elements as the physical fitness
ability test administered by the Washington State Criminal Justice Training Center for its entry level
corrections academy recruits. The Employer will ensure that each semi-annual test is current and
consistent with testing utilized by the Washington State Criminal Justice Training Center. If changes
have occurred the Employer will give sixty days notice to enrolled employees, prior to using the new
test.
D. ADMINISTRATION OF THE PHYSICAL FITNESS TESTING
The physical fitness ability testing will be conducted twice each year, in April and October.
Participating employees will be notified at least thirty (30) days in advance of the specific testing
date, time and location. The Employer may select months other than those specified above,
provided the two annual testing dates are at least six (6) months apart, and shall provide
participating employees at least thirty (30) days advance notice of the date, time and location of the
test.
All participating employees must make themselves available on the scheduled test dates. Officers
shall be on on-duty status during the examination (testing) process, but shall receive no overtime or
extra compensation for the time spent taking the examination. Employees who are ill or injured on
the date of any scheduled test may request an alternate test date, by providing medical
documentation of their condition. A request for an alternate test date must be made sufficiently in
advance of the test date, so the Employer can fairly and fully consider and schedule any requested
alternate test date. Last hour requests will not be considered. The Sheriff shall make the final
decision regarding the granting of an alternate test date.
Employees who have an emergent or extraordinary schedule conflict with the announced test date
may request an alternate date. The reason(s) for the request must be presented to the Sheriff in
writing at least five (5) days before the test date. The Sheriff shall make the final decision regarding
the granting of an alternate test date.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 34
The testing will be administered by members of the Command Staff from the Kittitas County
Sheriff's Office.
E. TESTING RESULTS
Those employees who elect to enroll and participate in the program, and who have achieved a
passing score on each semi-annual test, shall be entitled to receive the fitness incentive pay
described in the contract. If such employees do not achieve passing score on any semi-annual test,
such employee shall not receive, and shall not be eligible to receive, any fitness incentive pay until a
passing score is achieved, but in no event shall such employee be entitled to receive any such fitness
incentive pay until the next succeeding scheduled semi-annual test is conducted.
FITNESS TEST BENCHMARKS-FITNESS INCENTIVE PAY MINIMUM TEST REQUIREMENTS: To be
eligible to receive fitness incentive pay, participants must pass all three of the following tests: push-
ups, sit-ups and 1.5 mile run/walk.
Each participating employee who passes the physical fitness test shall be entitled to receive fitness
incentive pay, paid monthly, in an amount specified in the contract.
PHYSICAL ABILITY TEST STANDARDS
The Kittitas County Sheriff's Office Physical Ability Test (PAT) shall utilize the same elements as the test
administered by the Washington State Criminal Justice Training Commission for entry level corrections
academy recruits. At each semi-annual test, the January 2010 CJTC scoring system will be utilized, and
an overall score of 120 or better must be achieved to be eligible for the incentive pay.
The PAT is comprised ofthree tests, following the cnc Protocol below.
• Push-ups
• Sit-ups
• 1.5 Mile run/walk
**AII participants should have an opportunity to warm-up (5-10 minutes); this may be self-directed or
led by test personnel**
Protocol
The test is conducted in sequence as, #1 Push-up, #2 Sit-up, #3 1.5 Mile Run .
Push-up
Measures the muscular strength/endurance of the upper body, particularly the shoulders, chest, and
triceps (back of upper arm) used in high intensity defensive tactics training and application. This is a
critical component of the proper use of force involving pushing, grabbing, and breaking one's fall to the
ground, as well as getting back up off the ground.
The push-up is conducted with the participant starting in the up position. A rater lies facing the
participant with a four-inch cube placed under the participant's chest. The count begins when the
participant's arms are bent in a gO-degree bend at the elbow measured from the outside of the arm,
upper arms are horizontal to the mat and finishes when the participant returns to the up position with
the elbows fully extended. A correct pushup is performed when the participant's back is flat (NO arch or
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 35
bow}, the feet are together (one foot can be placed on the heel of the other or up to 1 foot apart), and
the hands are shoulder width apart. Rest can only be done in the up position.
Sit-up
Measures the muscular strength, endurance, and flexibility of the torso muscles of the abdomen. The
torso muscles are some of the most used muscles in the body. They bend and twist the torso and
generate power in many ofthe control tactics taught at the academy, as well as performing other
activities that involve the use of force. These muscles are also important for maintaining good posture
and minimizing lower back problems. Please note: The participant has one minute to do as many correct
sit-ups as possible.
The sit-up is conducted with the participant lying on their back with knees bent to a 90-degree angle and
the heels of their feet on the perimeter of a padded floor mat. A Spotter straddles the participant's feet
holding the knees tightly, and a Counter kneels behind the participant with a hand placed beneath the
participant's head.
The participant has a choice oftwo positions for their hands on the head:
1. Position 1 is with the hands behind the head and the fingers laced. The fingers MUST
stay laced behind the head for the repetition to count.
2. Position 2 is the hands are cupped over the ears alongside the head. Again, the hands
MUST stay cupped over the ears for the repetition to count.
One full repetition starts with the back on the mat. The participant then comes forward all the way to
touch their knees with their elbow. Then come back down to the mat so that their head touches the
counter's hand. Rest can only be done in the up position.
Once in position, the participant has one minute to do as many correct sit-ups as they can do.
1.5 Mile Run
Measures cardio-respiratory endurance or the aerobic capacity needed in extended control and
prolonged defensive tactics training. This is important for performing activities involving stamina and
endurance such as prolonged use of force events, rigorous and continuous training classes 4-8 hours in
length, and minimizing the risk of cardiovascular health problems.
The run is conducted on a 440 yard/400 meter track or marked level course.
Scoring
In order to pass the PAT. through the CHC, the participant must earn 120 points from three events. To
qualify for the Fitness Incentive, the participant must earn 130 points from the three events. The
participant can score only the number of points listed in the range for each event. The participant earns
"0" points if they do less than the minimum number of repetitions for the event. The participant does
not earn more points if they do more than the maximum number of repetitions for the event.
It is not mathematically possible to earn 120 points and pass the test ifthe participant fails anyone of
the events. Please note: The participant has one minute to do as many correct sit-ups as possible.
Push-ups-: "0" points for 14 or fewer repetitions, 39.48 points for 15 repetitions, maximum of 60.53
points for 23 or more repetitions.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 36
Sit-upS: "0" points for 11 or fewer repetitions, 32.04 points for 12 repetitions, maximum of 48.06 points
for 18 or more repetitions.
Run: "0" points for running 18:17 or more, maximum of 50 points for 16:17 or less.
See Scoring Matrix on next page.
Kittitas County Corrections Contract -01/01/16 -12/31/18 Page 37
Push-ups Scoring Matrix
# of Reps Pts/Rep
-
23 >60.53
22 57.9
21 55.27
20 52.64
19 50
18 47.38
17 44.74
16 42.11
15 39.48
1.5 M Run Scoring Matrix
1/2 point per second
Time Points Time Points Time Points
18:17 0 17:53 12 17:29 24
:16 0.5 :52 12.5 :28 24.5
:15 1 :51 13 :27 25
:14 1.5 :50 13.5 :26 25.5
:13 2 :49 14 :25 26
:12 2.5 :48 14.5 :24 26.5
:11 3 :47 15 :23 27
:10 3.5 :46 15.5 :22 27.5
:09 4 :45 16 :21 28
:08 4.5 :44 16.5 :20 28.5
:07 5 :43 17 :19 29
:06 5 .5 :42 17.5 :18 29.5
:05 6 :41 18 17:17 30
:04 6.5 :40 18.5 :16 30.5
:03 7 :39 19 :15 31
:02 7.5 :38 19.5 :14 31.5
:01 8 :37 20 :13 32
18:00 8.5 :36 20.5 :12 32.5
17:59 9 :35 21 :11 33
:58 9.5 :34 21.5 :10 33.5
:57 10 :33 22 :09 34
:56 10.5 :32 22.5 :08 34.5
:55 11 :31 23 :07 35
17:54 >11.5 17:30 23.5 17:06 35.5
I
Kittitas County Corrections Contract -01/01/16 -12/31/18
Sit-ups Scoring Matrix
# of Reps Pts/Rep
Time
17:05
:04
:03
:02
:01
17:00
16:59
:58
:57
:56
:55
:54
:53
:52
:51
:50
:49
:48
:47
:46
:45
:44
:43
16:42
18 >48.06
17 45.39
16 42.74
15
14
13
12
Points
36
36.5
37
37.5
40
37.38
34.71
32.04
50 point maximum
Time Points
16:41 48
:40 48.5
:39 49
:38 49.5
38 Max :37 50
38.5 :36 50
39 :35 50
39.5 :34 50
40 :33 50
40.5 :32 50
41 :31 50
41.5 :30 50
42 :29 50
42.5 :28 50
43 :27 50
43 .5 :26 50
44 :25 50
44.5 :24 50
45 :23 50
45.5 :22 50
46 :21 50
46.5 :20 50
47 :19 50
47.5 :18 50
16:17 50
Page 38